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.

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**

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.

Encourage workforce Health, Wellness and Safety and promote a healthy, dynamic workforce. The outcome of these programs are easily determined by assessing decreases in lost-time injuries, improvements in sick days and other measurable data points. These programs tend to pay for themselves very rapidly. If you are considering running a Health, Wellness or Safety Incentive Program or are already running one to mixed results, this webinar is for you. The first half of the session will cover industry trends, best practices and updates on government rulings that may affect your programs. In the second half of the webinar, you will hear, first-hand, how Airgas East made their safety program a success.

“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