Upcoming Webcasts

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.

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.

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

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.

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.

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.

Health Care Reform is complex – and failing to get things right can result in significant penalties for employers. One of the most serious issues facing an employer is making sure that it offers a plan that meets the “affordability” requirement in order to avoid triggering a $3,000 annual penalty per full-time employee who receives a federal tax credit for Exchange coverage.

An employer can also fail to meet the shared responsibility requirement if the plan that is offered is not considered to be of “minimum value” with respect to covered benefits.

In other circumstances, such as failing to offer coverage to at least 95% of full-time employees, just one employee going to an Exchange and getting a subsidy can trigger a penalty applicable to all full-time employees (minus the first 30) – even those who are enrolled for healthcare.

This session will examine:

• how these penalties can be triggered
• how to mitigate the possibility of doing so
and
• the financial consequences of not getting it “right”

As an attendee of these events, you will receive information about some of the most frequently asked questions (FAQs), which ADP’s health and benefits team has received related to Health Care Reform.

If you've ever asked the question, Why Should I Get Certified? This Webcast will provide you with the answers you need to make the best decision.Certification gives you the chance to advance above the competition by proving that you are staying in touch with current issues and the constant changes in the industry. HR.com is the ONLY PLACE where you can earn IHR (Institute for Human Resources), HRCI and WorldatWork (benefits and compensation webcasts only) credits all at the same time.

We will review:
- The Importance of Certification
- Earning HRCI Recertification Credits (PHR, SPHR, GPHR)
- Earning WorldatWork Recertification Credits
- Picking the right IHR Program (Expert Certification & Certificate Program)
- Searching for Webcasts
- How to use your "My Certification" profile
- Registration and Exam Process


If you are in the process of completing your HRCI recertification this webcast will show you how to utilize HR.com to get the credits you need on your schedule. The presentation will be followed by a Q&A session and onsite demonstration.

**This webcast is not approved for Certification Credits**