If you have been tasked with a major HR transformation or talent management initiative, or if you have been asked to move to a performance-based culture and don’t know where to start, then take a lesson from Denver Public School District. Bryan Ferrer, Human Capital Management systems consultant for Denver Public Schools, will demonstrate how to align employee attraction, retention, rewards and empowerment in a sector where having the right person in the right place at the right time is critical.
This presentation will discuss the Denver Public Schools strategic vision and how new Talent Management technologies are supporting the district’s goals to:
• Lead a cultural shift to a more performance-driven culture within the district
• Take the district’s Human Resource department to the next level
• Build sustainability through process design improvements, organizational refinements and more
• Better leverage Human Resource personnel to provide world-class service to internal customers
Attendees will gain a better appreciation of the many ways that human capital management applications can be used to help organizations innovate and come away with a viable model to build upon for building long-term strategic plans and capabilities, as well as see how organizations like Denver Public Schools:
• Leverage human resource technology in the district’s long term strategy
• Follow a phased approach to implement the district’s talent management program
• Move toward a self-service culture, complete with automated personnel actions
• Plan to implement a talent acquisition program and a new financials system
• Streamline the most fundamental human resource processes using Talent Management
Who Should Participate
Members of the public sector / K12 community
What You Will Learn
Leverage HR Technology in its long term strategy
Follow a phased approach to implement its talent management program
Move toward a self-service culture, complete with automated personnel actions
Plan to implement a talent acquisition program and a new financials system
Streamline most fundamental HR processes using Talent Management
Infor is fundamentally changing the way information is published and consumed in the enterprise, helping 70,000 customers in 194 countries improve operations, drive growth, and quickly adapt to changes in business demands.
You had to retrack on the initial implementation due to business processes that were either undocumented and/or had to be revisted? What was the deciding factor(s) in reassessing the halt...- Do you feel a full scope needs assessment would have been beneficial before the project began?- Looking back on everything what would you have done differently (besides the restart)Please feel free to send your answers to Garrett O'Brien via email
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