Upcoming Webcasts

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.

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.

Surveys have reported that up to 70% of organizations are unhappy with their new HR system. While some of the blame should rightfully be directed at the software provider, a significant portion of the issues can be traced directly back to an inadequate implementation. There’s a lot more to a successful system implementation than simply letting your software vendor configure your new software. There are a host of things you, as the HR practitioner, should address.

This session will identify and discuss the keys to a successful implementation. It is non-technical and is designed to provide the HR practitioner with practical tips for conducting a cloud-based systems implementation.

What You Will Learn: 1. Why online HR System implementations are different

2. Why implementations fail, who is to blame and how to avoid them

3. What are the key areas to focus on and how to address them

4. How to marry process with technology and apply best practices

5. How to take advantage of delivered system functionality

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.

“Creating a high-performance culture” – as learning and talent management professionals, this is something we hear about often. But what is the best way to achieve this?

Through the alignment of learning and performance processes including cascading goals, linking personal goals to organizational goals, learning and talent management leaders can communicate required competencies and identify potential skill gaps. Learning priorities are then based on performance goals and from identified skill and competency gaps a personalized learning path can be created that provides tailored development linking back to performance goals.

Sound like talent management Nirvana? Not sure where to start? It’s more attainable than you think. Join us as we discuss how your people and your organization can benefit by connecting performance and learning to create a high-performance culture. During this webinar we will discuss how you can:

• Connect learning and talent processes to tie learning to goals and performance
• Leverage Talent Expansion technologies to cascade goals throughout the organization, provide contextual learning and give people the tools they need to be great at their jobs
• Set and measure learning and talent management results with integrated analytics
• Start building your integrated learning and talent management program immediately with a few easy steps

Mobile technology is on the rise and has taken the globe by storm. Mobile devices -- including the smart phone, cell phone, tablet, e-reader, and MP3 player -- have become integrated with culture and society. Valuable uses for mobile devices include communicating, collaborating, retrieving information, gathering information, and managing both knowledge and learning. In this session we will examine the features, benefits, and business applications for mobile technologies. We will also consider instructional design strategies for mobile learning (m-learning). Our main goal is to explore ways in which HR professionals and those with people care responsibilities can use mobile technologies to increase employee productivity and knowledge. So join us as we discuss how "HR Goes Mobile".

Become an Executive Priority by Thinking Strategically and Proving HR's Leadership Relevance! Understand Executive Priorities, Design Organizational Initiatives that solve business issues, and produce metrics to measure program efficiency! The time is now for Human Resources to take the organizational driver's seat and guide strategic change. In this session we will arm you with the ability to articulate board room speak on the issues that genuinely matter to your employees. HR is the voice of the organization and your Executives are ready to listen. So what about your employees? The workforce is looking for engaging technology, fresh program branding, rewards that matter, and Global consistency. Commoditized employee rewards programs are a waste of valuable organizational funds....it's time to stop thinking about program budgets and start thinking about driving revenue!