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Welcome to the Institute for Human Resources (IHR) Virtual Event for HR Information Systems: Audits, Compliance and Risk Management. 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 introductory session will give you an overview of the Institute for Human Resources - HRIS certification program, which launched in March 2011 with a two day virtual event. This will mark the fifth virtual event for this great community and to date over 3000 HR professionals have registered for our programs. The purpose of this session is to provide you with the webcast topics and speakers that will be presented over the next two days. All of these webcasts have been approved for HRCI recertification credits (the only exception being this introductory webcast). The management of this Institute would not be possible without the input from the Advisory Board, which ensures that all courses and educational components are relevant to current industry trends. A calendar of future events will be shared so that members can pre-register now to add the dates to their calendars, for the HRIS Vertical as well as 17 others. You will be given guidance on how to chat online with colleagues and access the Virtual Exhibit Hall which includes floors for our Sponsors, Speakers and Suppliers, prior to and during the entire two day event. You will also learn how to network with your peers by visiting the Lounge. You will have the opportunity to ask any questions you may have, as it relates to the overall program, prior to the event's commencement. Don’t forget, this is a great opportunity to converse with our industry experts! Looking forward to your participation!
Tips & Pointers for Conducting Process Improvements Projects Presented by Tom Sonde Summary BPM, TQM, EPM, process mapping, continuous improvement, modeling, change management, and lean are just some of the buzz words currently in vogue. Rather then define buzz words this session is designed to provide practical every day tips for successfully implementing process improvement initiatives in your organization. The skills needed to be a good practitioner are not necessarily the same skills required to be successful in performing process improvement work. While some easily transition into process improvement project leaders other find it more difficult. This session will provide helpful tips for both you and your staff. Learning Objectives • What are the key attributes of successful projects? • How do you approach a process improvement project? • How do you marry best practices, process and technology? Articles Published, Biography and Speaking Expereince Articles Published For addition information please read the following articles I have written: Why Isn’t Improving HRIS a Management Priority? June 2010 http://www.worldatwork.org/waw/workspan/html/workspan-june2011.html Finding the Hidden Values in HR Systems, Human Resources Executive. http://www.hreonline.com/HRE/story.jsp?storyId=26542110 Biography Tom Sonde Principal SilverRoad Solutions Tom is a principal with SilverRoad Solutions, a management consulting firm specializing in business process improvement. He began performing process improvement work while at The Dun & Bradstreet Corporation. He subsequently worked at KPMG Consulting and was VP Global Business Transformation at Misys. Tom has extensive experience in designing and implementing process improvement initiatives. He has written several articles on this topic including: Finding the Hidden Values in HR Systems, Human Resources Executive magazine. For additional information regarding improving your HR system please visit silverroad.net
The National Institute for Standards and Technology (NIST), the standard for everything technical, has a very generalized definition of Cloud computing. Many are aware of Cloud computing but can't define it in simple layman's terms. If you have already talked with a technical person about cloud computing, your head may still be spinning from that conversation.
So what is cloud computing? What is so different about it? And how does all this impact the functionality of a HRIS or ERP department? Can we do anything with a system that we can’t define? Well, a lot apparently, as we have been for quite a while. What have we been doing and what should we be concerned about? And why? And what should any HRIS department be concerned about when it comes to cloud computing?
These are frequent questions we receive concerning cloud systems. There is a high leverage factor with cloud computing that makes it attractable to both the SMBs as well as Enterprises. And the economies-to-scale are much friendlier than the standard implementation. Most companies have several implementations occurring at the same time – and the more departments affected with any implementation, the more disruption to the daily business cycle. With Cloud computing, most of this is minimized.
As Gartner has maintained a vigilant look at cloud computing, we will be looking their findings since 2008 – and noting the weaknesses we see in cloud computing, based upon their latest reports. Cloud computing is very good, but it also has far reaching implications and consequences that need our attention, now.
An effective business partner solves problems so they stay solved. The skill set for an effective business partner includes problem solving skills, creativity, analysis, collaborative relationships and making good decisions. But skills alone are not enough – the practitioner needs a robust suite of technology tools to help manage and process the vast amount of business, performance and talent data to turn it into actionable information. HR is supported by a core technology that is largely driven by Payroll, Benefits, and record keeping – very complex administrative functions that require a common approach and standardization. Compensation professionals find it especially difficult to develop robust planning tools, administer multiple compensation approaches, or create the differentiation necessary for a pay for performance environment. The core payroll system is designed to treat everyone the same. It is not surprising that compensation solutions are the weakest tool in a software suite, and that spreadsheets remain the tool of choice for compensation professionals, at the cost of time and administrative complexity.
The bottom line is that without enabling technology, you are faced with the prospect of saying “NO!” to business partner because your technology cannot support the innovative solution you can visualize but cannot implement. You simply cannot make design recommendations that you cannot administer. The unfortunate reality is that system modifications are often prohibitively expensive, and you quickly find that “add on” software usually trades one set of limitations for another.
There is an alternative. While most people have some understanding of Excel, even many “power users” are unfamiliar with the functionality available with Excel solutions. Excel with VBA - Visual Basic for Applications - can be used to develop robust, customized solutions that rival stand alone or add on programs, all at a fraction of the cost of alternatives. Specific examples will be provided.
From small businesses to large enterprises, discover how a Human Resource Information System (HRIS) can improve your organization’s HR operations, maximize efficiency, and ultimately reduce costs.
Key take-aways include:
• Identifying priority HRIS needs
• Building your case for budget approval (Return on Investment analysis)
• HRIS selection process
• Implementation best practices
• Tips on maximizing the value of employee self service
Find out how to save time and reduce errors by converting manual processes and tasks to an electronic format, gaining stronger administrative control. As we walk through the components of an HRIS, you will learn how to define needs and prioritize modules specific to your organization’s requirements.
We will also discuss Software as a Service (SaaS) and why it is so beneficial to small and medium-sized organizations. SaaS or web-based HR solutions have brought powerful HR software to smaller companies. No longer do you need a huge budget for infrastructure, consultants and implementation specialists. SaaS HR brings these solutions to you and your employees at a fraction of the price of traditional enterprise HR solutions.
The session will also review key HRIS functionality including:
• Employee self service
• Online enrollment
• Time off tracking
• Time & attendance
• Applicant tracking
• Performance management
Join us to learn what it would take for your organization to implement an HRIS and get it up and running. Understand your HRIS needs, build your business case, and move towards a 24 x 7 solution for your employees. HRIS will improve the quality of your HR communication, automate routine tasks, and give you the time you need to focus on strategic HR priorities.
Vana Workforce in partnership with HR.com, HRIS are excited to present “Empowering Your Social Workforce in the Cloud”; an information session for HR professionals, consultants, managers, small and midsized enterprise owners and operators; a rich overview and insight how to go from Hire to Retire with integrated HRIS solutions, saving time and money, increasing performance and reducing the bottom line for maximum impact and ROI while embracing the Social Workforce for increased success. This content rich session will deliver an introduction to the cloud with a focus on the future of the social workforce and how it will benefit your organization to go above the clouds no matter your org size. This session will also explore the power of cloud computing and the new opportunities that exist to save your organization time and money. The big question these days seems to be how to manage a growing global social workforce and the “big data” that comes with it; we will address what Core HR really means and how organizations can manage big data and leverage the power of an integrated “hire to retire” human capital management solution in the cloud. Organizations will learn how to save time and money working in the cloud with an integrated Human Resource Solution. Consultants, HR Administrators and Managers will gain insights how the Social Workforce is going global and how to better manage and automate mundane monotonous tasks with instant accuracy and reporting metrics so you can focus on the H of HR and work with the other Humans in the Social Workforce. Everyone will discover the power of the cloud and gain an understanding of the benefits of a robust integrated Hire to Retire HRIS that embraces integration and social collaboration. "By the year 2014, 47% of ...workers will be under the age of 35. And these younger workers are just as smart and hard-working as we baby-boomers are." Bersin and Associates
It is easy to get excited when a business solution promises to improve HR operations and relieve difficulties. New technology promises process improvements, self service magic and increased visibility for its successful project champions. But ensuring the right solution is chosen is imperative to acquiring the golden “halo” and that can be overwhelming.
This multi-step process includes conducting a current and future state analysis to determine necessary requirements for your business solution and conducting a cost/benefit analysis on each potential business solution, compare solutions, and then determining a recommendation with demonstrated support to the strategic goals of the business. Finally, developing the various analyses which support the recommended solution, create an executive summary and accompanying detailed report, and build a foundation upon which an accurate evaluation and assessment of potential business solutions is built thereby increasing HR credibility.
By developing a business case founded on objective research and analysis, you can prepare and align the business initiative, ensure resources are adequately planned, and create a foundation of knowledge for accurate evaluation, assessment and measuring success. Committing to preparation builds credibility and strengthens strategic executive sponsorship.
In this workshop we will cover how to:
- Evaluate your organization’s readiness and reception of a new HR technology project.
- Assess your organization’s current state of HR business operations and HR technology.
- Define your business requirements for new HR technology.
- Prepare the cost/benefit analysis for each potential solution, including the status quo.
- Create and pitch the business case to your executive sponsors.
Join Kristie Evans, CEO / Thought Leader of HR Logistics, as she walks you through the critical steps of building your strategic business case for your HR technology project.
There has been a lot of attention recently in the field of Human Resources on employee engagement. According to an April, 2012 issue of the Canadian HR Reporter, employee engagement has been HR’s number one priority for the last three years, coming ahead of leadership development, recruitment and other key goals.
The cost of losing a valuable employee is much higher than we want to admit. The secret to success is to recruit, develop, motivate and retain the talent that drives our organizations by improving employee engagement. HR technology is stepping up to this challenge. New generations of people management software can help you turn your HR practices into a strategic advantage.
HR Information Systems are now being better integrated into the day-to-day lives of employees keeping them more informed and involved. Automation is enabling HR departments to improve their onboarding procedures, roll out self-service functions, create better development programs, monitor performance and reward achievement. Employees can now feel they are a valued part of their organizations.
In this workshop you will learn: • What is employee engagement? • Why is it important to have engaged employees in the workplace? • How do you measure employee engagement? • How to increase employee engagement through the use of technology?
HR professionals, consultants, managers and business owners should join Nortek Solution’s Linda Woolley and Marla Woolley as they present a comprehensive and informative session on how to use technology to engage employees. Find out how you can implement these strategies within your organization to help the productivity of your workforce.
Johnson Controls is a global company of 150k people worldwide that had a decentralized and disparate landscape of HR Information Management Systems 10 years ago. In 2002, the company decided to ‘start to go global’ in the area of HR Systems. Join us as we review the past 10 years of system implementation experiences and pick up some tips about what worked well in an international and global environment as we implemented core HR, a recruiting system, learning management system, and more!
We’ll review how this large multi-national approached the challenges and the hurdles, along with the wins and surprises encountered along the way. We’ll discuss the systems landscape and topics like language, data privacy, works councils and training as they relate to system implementation and planning. We’ll look at cultural expectations for the systems and how they differ, as well as some of the key ‘gotchas’ that were learning experiences. In addition, we’ll look at support and staffing needs where both HR and IT are involved around the world, and how system changes and enhancements occur in two core instances. We’ll look at a ‘globalization vs. localization’ approach, and how both are important and relevant topics. Finally, we’ll look forward to the next steps of the journey, and how we’re looking at HR Transformation from a systems perspective, and what we’re planning to do next.
Whether you’re only beginning to think about going global in the future or wondering how a large company manages it, this session is for you. It will provide a summary of 10 years of experience and lessons learned in global HR Systems implementation and support.