Archived Webcasts and Podcasts

This webinar will provide HR professionals with the tools needed to evaluate HR software systems if they are considering change in vendors or buying a system for the first time. The presentation will help provide insight on the steps that lead up to the selection of a new HR software system (HRIS/HRMS). The presentation will cover the steps involved in evaluating HR software before the actual vendor demonstrations, which include a careful analysis of the company’s HR software needs, prioritization of those needs and sending request for proposal (RFP) documents to prospective vendors. The presentation will also help HR professionals identify key questions they should ask the vendors during the demo. Finally, it will cover the importance of vendor references and the different aspects of each vendor system that should be researched prior to purchase.

How often have you hired someone with a great track record who turned out to be a bad hire? By discovering what a candidate’s previous managers and colleagues candidly say about their work style, skills and behaviors, you can objectively assess the candidate’s ability to be a top performer. Through this session, you will learn how technology has introduced a way for talent acquisition professionals to capture behavioral feedback from five references in just two days for each job candidate, and how to avoid candidates who score low with references. Also, see an overview of how this technology infuses compliance, consistency, reliability and validity into each reference-check and obtains feedback that identifies developmental needs of candidates.

With the great expense that is poured into developing and acquiring technology, HR departments have repeatedly found themselves bemoaning poor adoption and usage numbers. More vexing still are the stories of other organizations that have implemented identical platforms, but with much different outcomes. The message, then, is that adoption and implementation is far less about the technology than it is the people, the process, and understanding of your own organization.

In this session, we will review the most common reasons implementations fail, and simple steps technology owners can take to support early adoption and long-term usage. This will include a number of classic change management and process design tools.

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, and this requires an enabling technology. 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.

We continue our series on using Excel and VBA to automate your 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 as part of a salary or incentive process, or use spreadsheets to track sales commissions, you can have VBA do the same task for you in a matter of seconds.

We use the specific example of a Salary Planning Tool to show how you can use VBA code to automate many time-intensive processes.

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.

Part 2 focused on using GUIs to develop a flawless and foolproof workflow, using ‘Userforms’ in VBA to display information and allow you to input data.

It would be helpful to review these presentations prior to viewing Part 3.

Any system change to a company can seem overwhelming at first, considering the familiarity and knowledge of the current state and the effects that change can have on an internal structure. This is especially true with Human Resources, a structure that touches each and every employee in your organization. Hiring a human resource independent software implementation consultant to assist in selecting and implementing a new system reduces the risks that are always part of the process (as well as alleviating the stress that is also part of the experience!).

An experienced HR consultant:

1. Instills confidence in you and your organization by ensuring a smooth transition for your company from vision to adoption
2. Acts as an independent advocate for your HR organization
3. Provides you ample knowledge of the HR system space and implementation best practices, delivering a "best-fit" solution to your company’s needs
4. Is an effective liaison between technical and functional stakeholders

HR Information is a powerful thing. It can tell stories about the overall health and state of the workforce and allow leaders to drive business growth through the engagement & productivity of the most valuable asset: The Employee. When employees are not engaged, they tend to leave. When they are dissatisfied with one thing or another related to their job/work environment (i.e., inequitable pay, poor management practices, lacking communications, etc.), they unionize. What do they want? They want an environment that is rich in opportunity and provides them with all the characteristics that make up an equitable, committed style & approach to management. They need leadership that pays attention and understands the labor landscape. Contrary to popular belief, employees don’t unionize because of union influence – they unionize because they feel their employer can do better but either a) doesn’t care about their concerns or b) simply chooses not to improve employment conditions. When leaders treat employees like humans, employees don’t need costly outside representation. Simply put: If you take care of your employees as well as you take care of yourself, then you have little to fear from unions as it is unlikely your employees will see much value in paying an expensive intermediary to deal with you.

In this comprehensive training, Sean will provide HR professionals with the most important information they need regarding wage and hour issues. This will begin with an overview the core provisions of the Fair Labor Standards Act (FLSA) – including minimum wage, overtime, and recordkeeping requirements—as well as other relevant laws pertaining to wage and hour requirements. Sean will delve into the nuts and bolts of employee status and classification, how to define and count hours worked, how to properly administer and enforce meal and rest periods, and overtime. He will provide answers to commonly-asked wage and hour questions, and will end the presentation with a discussion of relevant case law to help viewers better understand the issues at hand, as well as the regulations with which they must comply.

Departing employees continue to walk away with sensitive employer information when they resign or are fired. Often times the employee uses a planned approach to take the information and uses it in a competing venture or new job. What can employers do to prevent this type of theft? This presentation will address the suggested policies and procedures employers should use from day one of the employment relationship through the departure. These range from confidentiality and non-disclosure agreements to non-compete/non-solicitation agreements. The presentation will also address practical solutions employers can use to protect proprietary information.

Though no policy or agreement is foolproof there are definite steps that should be considered to thwart the former employee and avoid having to go to the courthouse.

What’s on the mind of CEO’s? They want to drive innovation and have a solid strategy for managing their human capital, which, after all, is the organization’s greatest asset. Join us for a demo of Epicor HCM to discover how an HRIS can make it easy for you to manage your workforce, leverage competencies to get the right talent you need now and in the future, and engage key talent for innovation! The Epicor HCM demo will show you: • How to improve the quality of candidates applying online; • An easy way to empower employees to take charge of their career development; • How to mine your employee database for talent and prepare key employees for leadership roles; • How to link the organization’s strategy directly to employee efforts. Please join us to learn how the right HRIS can help your organization easily manage your human capital, and see why you should consider Epicor HCM the next time you evaluate HRIS.

If you have been tasked with a major HR transformation or talent management initiative and do not know where to start, then take a lesson from Denver Public Schools (DPS). Bryan Ferrer, HCM systems consultant for DPS, 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.

Attendees will gain an appreciation of the many ways that HCM applications can be used to help organizations innovate and come away with a model to build upon for building long-term strategic plans and capabilities.