Absenteeism is not something that is confined to a few sectors of the economy. It is one of the most persistent obstacles to productivity, profitability and competitiveness. In this webcast we look at how the latest developments in Time & Attendance and Labor Scheduling solutions are assisting World Class organizations to permanently reduce absenteeism. We uncover the many associated costs of absenteeism including; overtime, dissatisfied customers and the morale of workers expected to cover for absent employees. We explain why absenteeism remains a persistent problem for organizations, despite the fact that many organizations have first class policies on absence management in place.
Even the best Enterprise Resource Planning Systems (ERPs) are only as good as the people that use them and the people that help the organization prepare for their implementation. Many organizations are not prepared for the multiple initiatives and actions needed for successful implementation of such technology. Getting people to use new technology requires more than just training – it requires obtaining and maintaining buy-in and support. To achieve success a new technology implementation requires strategic communication, a clearly understood strategy, strong committed leadership and a detailed change management and governance plan. Often employees resist the implementation of ERPs and other new technologies because they don’t understand why the technology is necessary or how it will help them do their jobs. They often feel overwhelmed by the processes, terminology, and technical nature of this type of change. This session will provide an overview of tools and information that can be used in an effort to ease these concerns and help lead to successful implementations.
Think big. Learning is not restricted to an LMS. Great HR Technology has socially imbedded learning throughout the HRIS. Preboarding, Onboarding, New Hire training, Training for new Managers... all of this and more can be just in time, ready for employees as they need it, directly in your HRIS.
In this presentation, Deb Maher, Sr. Dir of HRIS and Shared Services at DeVry Inc., will present some cuttting edge ideas about how to make learning a part of your culture before your employees even start on their first day and how imbedded social concepts in your HRIS can transform your organization.
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.
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.
Integrated Talent Management (ITM) has become a major focus for many organizations today. Fulfilling the vision of ITM is driving many corporate HR departments, and they are now trying to weave disparate HR processes and technologies into a comprehensive approach to maximizing workforce performance. For most organizations, executing an ITM strategy is a challenging, multi-year project that involves much more than deploying technology or re-designing processes; HR and business leaders must take a strategic, thoughtful approach that firmly links Human Resources (HR) to business outcomes. This presentation outlines a seven step leading practice methodology for successfully executing the ITM concept.
All indications point to the emergence of the HR function as one that: is considered vital, if not critical, to the continuing success of the corporate enterprise; must have its activities interwoven within the overall strategies of the organization; and requires all aspects of the business impact on its most important assets - its HUMAN resources. To accomplish this, and to become a "Strategic Partner" with the other corporate business units, those in HR must view themselves and their tasks from a business perspective. The presentation addresses action items for HR to become "admired" and to deliver "heroic" information based on the concepts developed in the keynoter's new book "Heroic HR". This session will provide guidelines for learning how to: gain executive champions by giving them information of strategic value; have HR technology support your business; utilize the power of HR technology in meeting the needs of your Board of Directors; and understand the features and functions of an effective HR technology application.
“Empowering Your Social Workforce in the Cloud”; an information session for HR professionals, consultants, managers, small and midsized enterprise owners and operators; a rich overview and insight how to go from Hire to Retire with integrated HRIS solutions, saving time and money, increasing performance and reducing the bottom line for maximum impact and ROI while embracing the Social Workforce for increased success.
Attendees will discover the power of the cloud and gain an understanding of the benefits of a robust integrated Hire to Retire HRIS that embraces integration and social collaboration.
"By the year 2014, 47% of ....workers will be under the age of 35. And these younger workers are just as smart and hard-working as we baby-boomers are." Bersin and Associates
The pulse of an organization’s workforce must be felt in the key decision-making areas throughout that organization. On-demand insight into the workforce facilitates timely and precise decision-making across the organization and fosters recognition of the impact of their initiatives.
Learn how DeVry Inc., a global provider of educational services and one of the largest publicly held education companies in the world, blazed a path to create greater transparency and improved decision-making capabilities by unleashing the power of workforce analytics.
Attend this session to understand how you can enable leaders across the organization to gain deeper insight into issues they are facing and to see the organization in a whole new light.
Are you or your recruiting staff still practicing full-life-cycle methodology? Did you know there is a better way to source talent and manage the recruiting process which the emerging world is leading the way? If you are interested in better, faster, cheaper ways of winning the talent war by having a competitive advantage over your competition – you won’t want to miss this presentation. “Linear Recruiting Methodology” is the future of recruiting and it is spreading fast…yet most developed countries have never heard of it. If you are also wondering how you can utilize social media to aid in your sourcing efforts without paying your recruiters to add friends, follow contacts, or post messages on walls online – be sure to join us.