Archived Webcasts and Podcasts

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 technical 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.

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.

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.

Outsourced Workers provide services outside of the core competencies of an organization that are generally not time constrained. These services are usually bound by Master Service Agreements (MSAs) between the client and the supplier, and may include lawn maintenance, janitors, security guards, dining services, and more. Does your organization have a simple and streamlined way of tracking its service workers? If asked today to provide a list of all non-FTE workers who has access to your intellectual and physical property, could you provide that? Does your organization have a consistent onboarding and offboarding process for service workers?

If you answered “no” to any of the questions above, then this is the webcast for. This webcast will educate you on Outsourced Workers and what your organization can do to gain visibility while minimizing risk.

C-Suite credibility requires mastery of planning techniques and the ability to model pay and performance options quickly and clearly for a busy, non-specialist audience. This requires an enabling technology. Unfortunately, Core HR technology solutions are built to address the very important compliance and administration tasks largely driven by Payroll, Benefits, and record keeping. It is very difficult to develop robust planning tools or administer multiple approaches with a payroll system. We show how to use Excel and VBA to improve your use of MS Office capabilities, to its fullest extent possible. This will not be a VBA training course. We will show you an alternative to cumbersome spreadsheets, expensive system modifications, or costly "add on" software that usually trades one set of limitations for another and creates data silos. 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.

C-Suite credibility requires mastery of planning techniques and the ability to model pay and performance options quickly and clearly for a busy, non-specialist audience. This requires an enabling technology. Unfortunately, Core HR technology solutions are built to address the very important compliance and administration tasks largely driven by Payroll, Benefits, and record keeping. It is very difficult to develop robust planning tools or administer multiple approaches with a payroll system. We show how to use Excel and VBA to improve your use of MS Office capabilities, to its fullest extent possible. This will not be a VBA training course. We will show you an alternative to cumbersome spreadsheets, expensive system modifications, or costly "add on" software that usually trades one set of limitations for another and creates data silos. 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.

Business partners need skills to solve problems so they stay solved. But skills alone are not enough –practitioners need a robust suite of tools to help manage the vast amount of business, performance and talent data and turn that data into actionable information. Without enabling technology, you are faced with the prospect of saying “NO!” to business partners because your technology cannot support the innovative solution you can visualize but cannot implement without administrative challenges and hours of busy work. There is an alternative. Even “power users” are unfamiliar with the power of Excel solutions with VBA - Visual Basic for Applications. You can deliver innovative solutions without additional software. Specific examples will be provided.

Masco Contractor Services (MCS) has 6,000 employees across the U.S. Because of the volume of hiring and rehiring it does every year, the company needed a content management solution that was easy to use and could manage high volumes of HR documents – up to 80 pages per employee. This challenge was compounded because, although HR administration is centralized in Daytona, FL, onboarding is done at 140+ offices throughout the U.S. This webinar offers an inside look at how MCS chose a content management solution that could easily integrate with existing HRIS and other applications. You’ll also discover how the new technology was implemented with minimal resistance from the HR team and no disruption to processes.