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Welcome to the Institute for Human Resources (IHR) Virtual Event for HR Information Systems: Audits, Compliance and Risk Management. The Institute provides an opportunity to bring together industry thought leaders in a year-long community that promotes best practices among vendors and HR Professionals with a series of research, webcasts, presentations, virtual events, awards and market research. This introductory session will give you an overview of the Institute for Human Resources - HRIS certification program, which launched in March 2011 with a two day virtual event. This will mark the 8th virtual event for this great community and to date over 7000 HR professionals have registered for our programs. The purpose of this session is to provide you with the webcast topics and speakers that will be presented over the next two days. All of these webcasts have been approved for HRCI recertification credits (the only exception being this introductory webcast). The management of this Institute would not be possible without the input from the Advisory Board, which ensures that all courses and educational components are relevant to current industry trends. A calendar of future events will be shared so that members can pre-register now to add the dates to their calendars, for the HRIS Vertical as well as 19 others. You will be given guidance on how to chat online with colleagues and access the Virtual Exhibit Hall which includes floors for our Sponsors, Speakers and Suppliers, prior to and during the entire two day event. You will also learn how to network with your peers by visiting the Lounge. You will have the opportunity to ask any questions you may have, as it relates to the overall program, prior to the event's commencement. Don’t forget, this is a great opportunity to converse with our industry experts! Looking forward to your participation!
Technology promises to deliver solutions, but often falls short because core HR technology solutions are built to address the very important compliance and administration tasks of their profession, largely driven by Payroll, Benefits, and record keeping.
In Part I, we showed how Excel and VBA can be part of an HRIS strategy that uses the core HRIS for what it does well, and Excel and VBA to give you all the ‘good stuff’ you need to be an effective business partner. It would be helpful to review this presentation prior to viewing Part 2.
VBA allows you to automate the spreadsheets, and develop powerful and sophisticated business tools in Excel. If you regularly use spreadsheets to produce a series of monthly charts and reports, or send spreadsheets to managers, you can have VBA do the same task for you in a matter of seconds.
Part 1 provided an overview of:
• Why the Macro recorder simply doesn’t work
• The basic principles of the VBA language
• The concept of a VBA project.
• The concept of a VBA procedure.
• How to manage and use VBA modules that store VBA code
• The basic operation of the VBA Editor
We use the specific example of Salary Planning Tools to show how you can use VBA code to automate many time-intensive processes in developing tools, such as importing data . Part 2 will focus on using GUIs to develop a flawless and foolproof workflow. We will show you how ‘Userforms’ in VBA can display information and allow you input data.
We will show:
• The input box and the message box
• Creating a Userform
• Calling and Hiding a Userform
• Adding controls to an existing form
• Using Basic form controls
• Adding Option buttons to a userform
We will show some specific examples of what can be done to simplify any process, and the specific VBA code that is used to automate many time intensive processes.
HR technology can seem as daunting as any other technology initiative and you may feel like everyone is speaking a different language. Discussions abound with references to OS, SMEs, kick offs, RPG, versions, timelines, TCO, gap analysis and ROI. How do you make sense of it all and ensure you are educated enough to manage HRIT professionals and look intelligent? It’s even more difficult if your HRIT team is virtual – your only advantage is they can’t usually see the puzzled look on your face. In this session, we review a glossary of terms that are used in the HR technology world, talk about professionals who work in the market – on the vendor side and on the implementation side - and consider the pros, cons, and best practices you can use to be informed, educated, and in control. You’ll learn how to translate your business “needs” into business “requirements” and what that means in project jargon. You’ll learn how to stand toe to toe with your IT partners and communicate the needs of stakeholders in a language they understand AND communicate the SAME message to your virtual, HR technology team to ensure deliverables and business requirements are clear and met. Through this discussion, you will understand how to translate your needs, manage the team that operates remotely, and leverage their strengths to succeed. This session will prepare you for the “technical” HR Technology team – the hybrid of functional and technical HR expertise that is the standard in the HR Technology world.
Why has social media become popular for recruiting? Internet users in the US spend nearly a quarter of their time online using social media (Social Media Explorer: 101 Social Media Stats to Make your Spirits Bright and your Head Spin – Dec 15, 2010).
Recruiters need to start using social media to search for candidates, market job openings, and learn more about candidates. However, these activities are manual, time-consuming, and occur outside of your HCM system, making it impossible to capture any information from these activities. Social recruiting activities now include various touch points in the recruiting process that are an integral part of any successful talent acquisition strategy. Leveraging social recruiting in conjunction with your existing recruiting process can help you accelerate your recruiting efforts and get access to candidates that may not have been reachable to you before.
Attendees will learn how to incorporate social media into their recruitment process to help find, attract and engage with the best candidates available, all from a solution that integrates with their existing HCM system.
In this session we will cover the importance of social media and how to incorporate it in your overall talent acquisition strategy. We will also share customer case studies to demonstrate how customers are using the integrated solution and the benefits they’ve gained.
1. Discuss the importance of incorporating social media into your recruitment strategy.
2. Learn how to incorporate social media throughout your organization's recruitment process from within your existing HCM system.
3. Explore case studies of organizations that have implemented social media recruiting and the benefits they've gained.
Recently the CIO Journal of the Wall Street journal reported that CIO's are starting to worry about retention. According to the U.S. Bureau of Labor Statistics, the unemployment rate for "computer and mathematical occupations" dropped to an all- time low to 2.8 percent as of December 7, 2012. Couple this information with the fact that, according to the Boston Based IT research and consulting firm, less than 2% of the IT projects over $10 million are successful. They also report that 32% of projects costing $3 million to $6 million failed. Even the U.S. government is experiencing project failures. The Air Force recently cancelled their 4 year effort to improve the management of logistics using software from Oracle after investing $1 billion dollars. They realized it would require another $1 billion investment just to achieve one-quarter of the capabilities originally planned so the entire program was cancelled.
These project failures and the critical importance of retaining highly skilled and motivated employees point to the need for a fresh approach to managing people and projects. While competency models abound and there is certainly not a lack of training programs, what has been missing is an approach that impacts the “core” thoughts and behaviors of the leader. Frequently we hear that the “typical” project leader (meant to include project managers, project directors, project sponsor, PMO leaders, etc.) suffer from high stress, feelings of overwhelm, and demands from competing stakeholders that leave them exhausted and feeling disengaged. If they attend traditional training programs, they often leave the program with new skills. However, they frequently return to the job with the same high stress, feelings of overwhelm, frustration from competing stakeholder expectations and the same feelings of exhaustion disengagement. This program offers a fresh look at a proven “next practice” for developing extraordinary project managers.
Want to learn more about how the best-of-the-best are using HR technologies to enhance their bottom line? Just as Stephen Covey studied highly successful people, at CedarCrestone, we took the results from our 15th Annual Edition of the CedarCrestone HR Systems Survey and looked for highly successful organizations to understand their key practices.
To identify the highly successful organizations, we chose four independently validated key financial metrics for the publicly traded organizations among respondents. Looking at a composite score across all of these metrics, we identified the top 50 organizations as Top Performers. We then analyzed their survey responses to identify common characteristics of Top Performers. The survey covered HR applications currently in use and planned for the future; deployment models; HR processes and structures; and costs of HR technologies.
Our analysis revealed seven ways that Top Performers stand out from other organizations. The session will review these lessons from Top Performers, answering the questions:
• How do Top Performers keep implementation costs low while at the same time delivering value to the organization?
• Which technologies are most important for Top Performers?
• How do SaaS solutions play into the plans of Top Performers?
• What makes HR technology implementations by Top Performers successful?
The session will then link these lessons from Top Performers to actions that your organization can take with the systems you already have in place today. As your organization lays out its HR technology roadmap for the future, these lessons from Top Performers can also help guide the decision-making process for you and your organization's top executives.
HRIS leaders and their projects are made or fail in the critical first 100 days of implementation. HRIS initiatives often fail because the core groundwork of getting user buy-in and/or clear alignment to organization benefit has not been made.
There are often disconnects between the executive team, HR and users as to projects' benefits, investment, time required and key outcomes. In many cases, months of implementation effort are wasted as HRIS project owners must "backtrack" with the organization to get compliance.
This presentation, based on the experiences and "next practices" of hundreds of HR leaders and projects, will examine the five (5) critical issues that must be addressed in the critical first 100 days and beyond of HRIS project implementation.
This session will include a 100-day template to HRIS implementation excellence, and the strategic to tactical steps that must be taken to accelerate user alignment and adoption. The session will examine not only the techincal aspects of launch, but also the fundamental behavioral aspects that must be considered.
Finally, the session will give several "next practice" case examples of users who successfully implemented HRIS projects in small to large scale environments.
Keys to 100-day HRIS implementation excellence will be examined.
How to influence and accelerate user adoption.
Five (5) next practices to HRIS alignment to organization goals.
Key behavioral, cultural, political and structural issues that impede successful HRIS implementation.
Scott Hamilton is a globally noted business leader in the area of executive and organizational alignment from entrepreneurial ventures to the Fortune Global 1000. Hamilton is the co-founder of ALLIGN, a unique advisory and research team that assists leaders turn their vision into unified, positive action.
Lack of convenient access to their own documents can be frustrating for employees and your HR staff, as it can take hours or even days to provide copies. Document-intensive processes, such as onboarding, are also challenging, with missing or incomplete forms that delay the process, raise compliance concerns and waste HR staff time.
In this presentation, you’ll learn how to evaluate HR technology and solutions for their potential to bring visibility to your HR processes, enhance service to employees and reduce the amount of time HR staff members spend on clerical tasks. You’ll also hear how to select vendors and solutions that best fit your needs and allow you to maintain security and improve compliance.
The specific technology areas that will be covered include:
• Content management that includes workflow functionality to speed up processes by securely routing documents for action by payroll, benefits, managers and others
• HR portals that allow users fast , secure access to their documentation, yet maintain consistent enforcement of corporate policies and privacy regulations
• Forms technology that makes it easy to publish payroll tax forms, election of benefits and other documents for online completion for onboarding and qualifying life events
The presentation will also cover key considerations in vendor and solution selection, including:
• How to make an objective evaluation for ease of deployment and use before you sign the contract
• Why a “best of breed” solution may not be the “best” one for your organization
• How to minimize HRIS integration issues and keep your IT staff happy
According to research performed by both Deloitte and Appirio, the next 3-5 years is projected to see 80% of present companies change their HRIS systems to the cloud. We suspect that, if not already planned, the rest of the IT system for most of these companies (if not all) will follow.
Along with this are 6 operational as well as behavioral changes coming...
• Mobility will increase as a result of the use of the cloud
• BOYD's are not only increasing but many EE's as well as ER's prefer this (IT is still at odds about this)
• For the foreseeable future, the number of people entering the workforce is now and will remain lower than the number of people exiting the workforce
• New hires lack more entry and leadership skills than any generation before stats were tracked
• The standard 9-5 office hours are shifting just as fast to a high-level of flexible hours
• The standard office space is becoming highly flexible as well, fast becoming anywhere a mobile computer can be used and an internet connection can be gained
With this webinar we will take a look at the different elements that are going to impact the coming 3-5 years in HRIS. Some companies have already started while others are delaying or waiting, for whatever reason.
What we do know is that this is a change that equals in magnitude the changes the basic office experienced with the introduction of the computer.
Information will be become readily available, even more so now, with the introduction of the above factors – and the work day will never be the same as well.