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Welcome to the Institute for Human Resources Virtual Event for HR Information Systems: Audits, Compliance and Risk Management. Thank you everyone for your participation and support in this great IHR initiative! The Institute provides an opportunity to bring together industry thought leaders in a year-long community that promotes best practices among vendors and HR Professionals with a series of research, webcasts, presentations, virtual events, awards and market research. This will mark the fourth virtual event for this great community. We have a very exciting event planned for you with many informative sessions covering the hot topics and trends in this space. Join David Whitmarsh and Leanne Schmidt, Community Facilitator’s at HR.com, as they review the Institute’s accomplishments over the past year and what the next year has in store. During this short 15 minute introduction to the event, they will provide an overview of the IHR certification program. Have you signed up? If not, there’s still lots of time! Throughout this session we will: *Introduce you to the Advisory Board *Introduce you to the Institute and the Certification program *Help you become an expert on HRIS *Learn why this Institute is important to the HRIS Community *Learn how you can contribute to its success * See who is speaking and their topics. If you are new to the Institute, this introduction will cover not only our past accomplishments but explain why you should continue to participate to be a part of this HRIS community. You can access all of the archived sessions, as well as over 80 hours of content over the next 12 month period. You will be given guidance on how to chat online with colleagues and access the virtual exhibit hall. You will have the opportunity to ask questions as it relates to the overall program, prior to its commencement. Looking forward to your participation in this event.
This session will help you to learn what multi-factor authentication is, why it’s important to the security of your technology, and how to implement it in existing systems. Making sure that users who authenticate to your systems are who they say they are is the first step in protecting the sensitive personal and corporate information that is stored in these systems. Implementing Multi-Factor Authentication will also help your technology meet industry requirements, like the Experian Independent 3rd Party Assessment standards (EI3PA) or the Payment Card Industry Data Security Standard (PCI DSS).
Multi-factor authentication is the use of two or more authentication factors to authenticate the user of a system. These factors are:
• something the user knows, like a password;
• something the user has, like a key card; and
• something the user is, like a fingerprint
Typical authentication systems include a username and password, which is only a single factor (“something the user knows”). To decrease the likelihood of a compromise of the user authentication process, multiple factors are used to authenticate each user. By adding an additional factor when authenticating a user, like a token, key card, or fingerprint, the identity of the user can be authenticated with greater certainty. However, the selection of an additional factor may have a great deal of impact on the quality of the user experience when logging into the system.
By highlighting a real-world implementation that helped background screening companies deliver a multi-factor solution to Human Resources professionals, this session will give you the tools to determine the right approach for your organization.
What if you could design a program that quantified the talent needed from an employee and provided a framework to measure progress to proficiency in a role? What if you could take this methodology and design a dashboard that would measure and display results as you work through your professional development? And finally, what if all of these "employee talent profiles" rolled up to an "organizational talent profile" that identified the gaps in talent within the organization as a whole?
This process provides HR professionals the tools they need to answer the question “what is our ROI?” and understand their organization’s talent pool. The Employee Gap Analysis© (EGA) allows recruiters to be better able to deliver candidates that meet the base proficiency that has been pre-determined by the needs of the position and the goals of the organization. It also demonstrates an investment by the organization in the new employee’s growth and development which develops a long-term relationship of loyalty and commitment – a win-win for both the employee and the organization. Lost talent is costly to replace and counter-productive to organizational success so mitigating the risks associated with validating job fit and encouraging growth and contribution is critical to the success of the organization – and the employee.
In this workshop, we will create an employee talent management profile that measures the gaps between an employee's current performance and desired proficiency in that role. Next, we will dig deep to identify the gaps in talent throughout the organization by developing an organizational talent profile. And finally, learn to leverage technology and measure performance at various levels of the organization.
Pay for Performance is the Holy Grail of the Human Resources profession. Companies want to ensure that pay is aligned with the talent that produces organization success. This is important because talent is a company’s most important asset. It can also be the most expensive asset – representing up to 70% of a company’s operating expenses. It is imperative to get this right.
But there are many barriers to a successful rewards program:
1. Compensation tools are the weakest in the HR suite of technology solutions. Compensation tools are based in payroll, benefits administration and record-keeping. These are important functions, but do not provide the flexibility to administer multiple approaches or complex compensation program designs.
2. Many compensation elements are outsourced – you have separate systems for equity programs, retirement plans, deferred arrangements, sales compensation and so on. It is difficult to bring all these compensation elements into a single view when making total compensation decisions.
3. Technology scares people. It is hard enough to get the information and programs coded into your system. Then, if plans or business realities change, you have to start over. And managers don’t have the time to learn a technology they may use once a year.
4. Technology costs are the scariest of them all. To control costs, technology departments try to keep the application as “plain vanilla” as possible, because modifications are expensive. While a basic application can meet many of your needs, it doesn’t provide solutions tailored to meet your exact business requirements.
The alternatives are to muddle along with spreadsheets, change your processes to fit your system, or spend a fortune every year to get a solution that still requires manual intervention and tradeoffs.
There is another alternative.
World class technology solutions do not require a new system. VBA – Visual Basic for Applications – and Excel can give you powerful business solutions your managers will find indispensible in running the business. You have the functionality to develop a powerful set of custom tools that results in a flawless workflow and foolproof process maintained by non-technical users, all with technology that is sitting- largely underutilized - on your desktop.
The discussion outline will be as follows:
1. The information imperative
2. The technology barriers
3. Excel and VBA to the rescue
4. Examples of developed solutions
We will introduce participants to a powerful tool sitting on their computer. This could be part of a Technology strategy that uses the best of technology – keep your HRIS and other systems for their core functions, and the powerful functionality of Excel and VBA for the good stuff you need but don’t have. Organizations that fail to deliver timely data and powerful diagnostic capabilities will not maximize Rewards effectiveness.
More than ever, HR organizations must be more efficient and do more with fewer resources. As a result HR departments are seeking to automate processes and remove as much paper as possible from their processes.
At the same time, HR organizations are required to honor compliance and security regulations with accurate reporting and appropriate retention policies. This session will cover how a document management solution can help HR organizations with these challenges, allowing them to handle audits easily and respond promptly in case of litigation.
You will want to join this session if your HR department faces any of these challenges:
• Paper employee files and the lack of easy access to documents
• Multiple copies of employee documents in more than one place
• Electronic documents in multiple systems (applicant tracking, onboarding, performance management, etc.), so users have to log into several different systems to pull documents for one employee
• Time-consuming audits because documents aren’t readily available
• Difficulty in managing retention because of the volume of paper documents in employee files
Kelly Keeton, Solutions Manager for HR for Perceptive Software, will provide key insights on how document management creates efficiencies in HR organizations. We will cover:
• Electronic employee files
- Creating (eliminating paper from the filing cabinets)
- Accessing and viewing documents in an electronic world
• System integration and how to complement your existing software solutions
• Workflow and eForms - How to convert a paper form into an electronic form.
• Retention and reporting – How to stay compliant with your existing policies
• Efficiencies of a comprehensive employee file