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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 sixth virtual event for this great community and to date over 3000 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 17 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!
Your HRIS serves as the hub for storing and managing a mass of employee information, such as benefit elections, personal data, salary, and tax information. In addition, many HR departments deploy additional applications to manage processes that are both task-oriented and document-intensive, such as recruiting, onboarding and performance reviews. While these additional solutions expedite those processes, the information they contain often isn’t accessible – or even visible ‒ from your HRIS.
In this presentation, you’ll learn how content management technology and high-performance search applications can increase the visibility of data and documents from various systems, allowing you to access information more easily and ensure compliance with employment law, privacy initiatives and other mandates.
Content management allows the integration of data and documents from various systems, giving HR professionals access to information from the HRIS and third-party applications, without switching back and forth between systems. This connectivity makes monitoring compliance and preparing for audits less time-consuming, yet preserves the security of confidential data by limiting access to authorized individuals.
High-performance enterprise search applications allow HR professionals to search across systems – including the HRIS, third-party HR applications, payroll systems, etc. -- to find the precise information they need. This functionality ensures access to the most relevant and up-to-date information, mitigating the risk of legal/regulatory compliance breaches. At the same time, any information gaps can also be quickly identified, further reducing any potential risk.
Used together or separately, these technologies can increase the visibility of the information contained in your HRIS and other HR solutions to advance compliance and mitigate risk.
There is widespread agreement that Human Resources Information Systems (HRIS) significantly improve the efficiency and effectiveness of HR departments. So why is HRIS adoption a relatively slow process? Why do so many HRIS implementations fail? What can you learn about HRIS implementation best practices?
This session will go beyond the benefits of HRIS and explore key issues related to HRIS implementations.
• Top 5 Reasons that HRIS Implementations fail
• Implementation Pitfalls
• Best practices for HRIS implementations
• A step-by-step approach to maximize your chances for a successful HRIS Implementation
Top 5 Reasons Implementations Fail
1) Lack of dedicated resources
2) Poor data quality
3) Overly broad scope
4) Unrealistic time frame
5) Cumbersome system integrations
• Inability to attend meetings / trainings
• Data that is late or has errors
• Plan or file changes late in the process
• Trying to implement too many modules at one time
• General lack of responsiveness (by any of the parties)
Join us to learn what it would take for your organization to implement an HRIS and get it up and running. Understand your HRIS needs, build your business case, and move towards a 24 x 7 solution for your employees. HRIS will improve the quality of your HR communication, automate routine tasks, and give you the time you need to focus on strategic HR priorities.
The session will include statistics on technology implementations and real-life examples of HRIS implementations that have succeeded and those that have failed. If you’re considering HRIS, you need to understand the challenges associated with HRIS implementations and how to overcome them with HRIS implementation best practices.
With the acquisition of Rypple earlier this year, Salesforce steps closer to developing a Human Capital Management System and applying its expertise in “client relationship management” or CRM to “employee relationship management” or ERM. With only a few tweaks and adjustments, the CRM becomes the new HRIS. In fact, you could almost use the same acronym and create “capital relationship management”. The premise is founded on the fact that relationships are built over time through multiple opportunities for interaction. Just as a salesperson identifies a consumer or company as a potential buyer of services or goods, an organization identifies a candidate or talent as a potential benefit to the organization and begins to “sell” the organization to that individual. Take it a step further and you can imagine that organizations that can create loyalty with their employees will have fewer challenges with talent, employee retention, and the risk to intellectual property. This is “employee relationship management.”
In this webinar, we will cover these highlighted elements:
1. The importance of on-going communications with a potential candidate about performance, professional development and business results and how to configure your conversations to show commitment and interest to the prospect.
2. The value of using a “customer relationship management” approach to employee relationship management is twofold - you gain a big-picture view of all communications with the talent and create “relationship management milestones” that will trigger communications and professional development.
3. How HR truly supports the strategic goals of the organization through this critical HR role – recruitment – and why a CRM approach will help to facilitate a prosperous relationship between the potential candidate and your organization for years to come.
We will question and explore whether there is a need for integrated HR and whether it really is better in the cloud.
Explore the pro’s and con’s to being one integrated HR Cloud solution from a modular components standpoint, introduce a few integrated solution providers, address the ever looming “cloud security” questions and how integrated cloud hr can save a company time and money today and in the future.
This session is excellent for HR Consulting and HR Admins who want to do more with less time and effort, increase performance within an organization and make the CFO happy, saving boat loads of time and money.
This session is also excellent for individuals that want to be part of the Social Enterprise.
Topics Addressed in this presentation include:
Why Integrated HR
We will review a case for bringing all HR components in house into one integrated global core HR system of record. By reviewing individual components of HR we can identify the needs and wants and better understand how these can work better together in one cloud solution.
Why Cloud HR
This is the topic on everyone’s minds today. We will briefly attack the whole “cloud thing” and see how this cloud phenomena can benefit HR Admins and their organizations.
What are the Benefits of Integrated Cloud HR
From what we expose and discover in the previous sections we will briefly explore the power of both Cloud and HR as one globally accessible solution for today’s global social workforce.
What are the Security Risks of Integrated Cloud HR
Always a topic of concern, this is a “must address” requirement in any Cloud conversation, especially Cloud HR as it pertains to private, confidential employee records and personal data.
Who are some of the players in the Integrated Cloud HR space
Sure we are Vana Workforce and we want you to think there are no other solutions in Cloud HR or at least none as good as Vana Workforce, but let’s be honest, there are lots. Some are better than others and some are perfect for your organization. We will quickly and visually identify the leaders, larger and smaller and touch on some of the offerings from the leaders in Cloud HR.
How can Integrated Cloud HR Save Time and Money
YES... the most important question on everyone’s minds always comes down to how cool and app is, how functional it is, and finally the ultimate question; “how much is this going to cost me”. Well the great news is that both Cloud and Integrated will indeed save you both Time and Money. How much is dependent on the solution of choice, the vendor or consultant you are working with and your requirements, but we can cover this in general so that the Integrated Cloud HR truth of Time and Money can be exposed.
*****THIS SESSION DOES NOT QUALIFY FOR AN IHR OR HRCI CREDIT****
Five New Ways to Move Beyond Status Quo Technology Implementation
HRIS and other talent technology intiatives such as ERP and cloud migrations can fail in implementation due to mis-alignment with business objectives and/or user adoption rates. In many cases, internal business users will avoid or fail to give their buy-in to the launch of a solutions launch. It is time to move beyond the "status quo" of typical HR technology applications to an experience that supports workforce effectiveness and personal productivity.
This session, based on the studies of hundreds of successful technology implementations, will help HR leaders and their executive team counterparts use new "next practices" alignment and engagement techiques to accelerate successful outcomes to their technology launch(es).
The session will give participants both strategic perspectives and practical tips, as well as provide a case study with the Boys & Girls Clubs, around the selection, creation and implementation of new applications that enhance the overall work experience rather than simply compliance or maintenance uses.
> How to link to technology projects to overall business objectives- not HR but PA (People Apps that work).
> Building a user experience that truly engages them.
> Integrating other major initiatives such as intraprenuership and employer branding to your technology launch.
According to Charles Darwin, "In the struggle for survival, the fittest win out at the expense of their rivals because they succeed in adapting themselves best to their environment."
In the world today, we are facing major changes that will reshape the workplace of tomorrow. Over the next few decades, the most successful companies will be the ones who adapt well to these changes. Human Resource professionals can help their organizations embrace these changes and prepare for the future.
We anticipate the future workplace to be a very exciting one! The internet has empowered us in so many ways. We can connect with people from all over the globe through social media, we can absorb knowledge through wikis and we can use the web to stay informed and entertained. We can take the internet wherever we go, and access our work anytime, anywhere from our smart devices. Governments are supporting technological advancements through R&D funding and are protecting our privacy through new legislation.
As the baby boomers retire and the next generation of tech-savvy children become the new leaders of the workforce, a whole new set of dynamics will take over. Having grown up with computers and video games, this new generation will take advantage of technology as second nature. They are natural communicators and collaborators with years of practice.
Many HR professionals today see these changes as challenges, but they also present us with incredible opportunities. Technology is rooted in these changes and utilizing it effectively can help companies adapt to new workplace demands.
In this workshop, Linda and Marla will review some of the changes you may be experiencing in your workplace. You will learn how to step up to these opportunities and maximize the potential for your organization’s success. You will also get a glimpse into how leveraging technology will help you and your company adapt and thrive.