IHRIM 2011 Conference Reminders
Register for the IHRIM 2011 Conference by end of day Friday, April 15 and take advantage of the early bird registration rates.
Reserve your room at the Gaylord National by Monday, April 18 to ensure you receive the IHRIM Group Rate.
IHRIM offers you the opportunity to take advantage of your attendance at the IHRIM 2011 Conference to attend an IHRIM educational offering. To review the courses available on May 14-15, go to Pre-Conference Courses. Not able to attend the full conference? Register for these great stand-alone professional development offerings.
Enjoy a good dinner while supporting a good cause - purchase your ticket(s) to the HRIM Foundation 2011 Fundraising Dinner, May 16, Foster's at National Harbor.
IHRIM's HRIP 2011 Certification Exam Schedule
Stand out from the crowd. Differentiate yourself and gain recognition for your HR systems knowledge and proficiency. Register today for one of our upcoming certification exams.
|
April 27 -
Pasadena, CA More Information |
|
May 15 - Gaylord
National, National Harbor, MD
More Information |
|
June 21, 2011 -
Cayce, SC (Columbia) More Information |
|
June 22, 2011 -
Winnipeg, MB Canada More Information |
|
July 14, 2011 -
San Diego, CA More Information |
|
July 19, 2011 -
Chicago, IL More Information |
Interested in hosting the exam at your company or bringing the exam in-house? Contact Laurie Carantit at 800-804-3983 x4 or at lcarantit@ihrim.org. Download the HRIP Certification Program Brochure for more information.
Become an HRIP Approved Education Provider Today!
IHRIM is now accepting
applications for our HRIP Approved Education Provider Program. If you’re a
third-party education provider, become an Approved Education Provider and
award RCHs for your HR information systems related educational offerings.
RCHs can be used by individuals with the HRIP designation to meet the
recertification credit requirements for maintaining their designation.
Click here for more information or to
apply.
April, 2011
HR Data Visualization: The Power to See, Plan, Act
Trends in Talent Management Adoption: Small Business Joins the Evolution
Question for your HR chief: Are we using our ‘people data’ to create value?
Don’t Replace, Transform! A Better Approach to ERP Optimization
Five Ways to Improve Learning with Performance Management
Communicating a Way Forward: A Workforce in Search of a Future
The Three Gaps Between Goals and Greatness
Event Calendar
Reminder: All IHRIM webinars are complimentary to Members
April 19
Natural Order or Chaos in the HR Technology Vendor Market
Register Today
April 20
How to Use CORE to Ask Questions, Get Answers and Share Knowledge
Register Today
April 27
HRMS 101 - Introduction to System Selection
Register Today
April 28
The New Deal: Creating a Talent Strategy -
This Webinar is
presented in partnership with CRG emPerform
Register Today
May 11
Introduction to Workforce Planning & Analytics -
This Webinar is
sponsored by eThority
Register Today
June 2, 2011
IHRIM's HRIP Certification Exam Review Course
Winnipeg, MB Canada
Register Today
June 7, 2011
IHRIM's HRIP Certification Exam Review Course
Chicago, IL
Register Today
IHRIM's webinars have been approved for 1 recertification credit hour toward HRIP (Human Resource Information Professional) recertification.
IHRIM’s educational events may be eligible for credits towards CHRP recertification.
| April 19, 2011 | Webinar: Natural Order or Chaos in the HR Technology Vendor Market, Moderator - Nov Omana, Founder/CEO, Collective HR Solutions, LLC; Panelists - Glenn Davidson, Managing Director, Shared Services & Outsourcing Advisory, KPMG, LLP, Steve Goldberg, Principal Analyst – People Systems, Bersin & Associates, Giovanni Rodriguez, Chief Marketing Officer, BroadVision |
| April 20, 2011 | Webinar: How to Use CORE to Ask Questions, Get Answers and Share Knowledge |
| April 27, 2011 | Webinar: HRMS 101 - Introduction to System Selection, presented by John Hinojos, HRIP, Vice President, Consulting Services, HRchitect, Inc. |
| April 28, 2011 | Webinar: The New Deal: Creating a Talent Strategy, presented in partnership with CRG emPerform |
| May 11, 2011 |
Webinar:
Introduction to Workforce
Planning & Analytics, presented
by  Brian Kelly, AnalyticsFirst and Mike Pensa, eThority. This webinar is sponsored by eThority |
| May 14-15, 2011 | IHRIM Pre-Conference Educational Courses, Gaylord National, National Harbor, MD. For a list of all courses, go to 2011 Courses |
| June 2, 2011 | IHRIM's HRIP Certification Exam Review Course, Winnipeg, MB Canada. This course is being offered in partnership with the Human Resource Management Association of Manitoba (HRMAM) Bonus - All registrations include an electronic copy of the HRIP Examination Study Guide. |
| June 7, 2011 | IHRIM's HRIP Certification Exam Review Course, Chicago, IL Bonus - All registrations include an electronic copy of the HRIP Examination Study Guide. |
- Did You Know that IHRIM Offers a Resource to Find Salaries and Job Descriptions?
- IHRIM' Online Buyer's Guide - search for HR systems solutions and service providers by name and category.
- Look Who is Hiring Now - View the Current Job Postings on IHRIM’s Job Central including the following:
|
Job Title |
Company |
|
|
BlackRock |
||
|
Key Energy Services |
||
|
Henry Schein |
||
|
Herbalife International |
||
|
The Human Capital Group, Inc. |
||
|
Asurion |
||
|
Dell, Inc |
||
|
Carnegie Mellon University |
||
|
John Q. Hammons Hotels Management, LLC |
||
|
West Virginia University Hospitals |
||
|
Koch Business Solution, LP |
HR Data Visualization: The Power to See, Plan, Act
by Nov Omana, Collective HR Solutions
Personnel Administration, Human Resources, or Human Capital Management, call it what you will, it still comes down to people. People run the business, design and build products, and sell to and manage customers. They are an integral part of understanding and managing the business. Over the years, companies have spent hard dollars to monitor the “soft” asset called employees, their people. But now, new tools and technologies provide unprecedented insight so organizations can easily make the most of this valuable resource.
Trends in Talent Management Adoption: Small Business Joins the Evolution
A Taleo White Paper
Business has experienced an evolution from the agricultural age to the Industrial Revolution to the information age. Now, the talent age has arrived. Companies realize that in a world where every other aspect of doing business has been commoditized, talent is the only real competitive advantage they have. Currently, the competitive battlefront is for the best people, the true creators of value.
Question for your HR chief: Are we using our ‘people data’ to create value?
By analyzing the links between people practices and productivity, some companies are improving their bottom line.
Human-resources executives have aspired to be strategic advisers to business leaders for at least a generation. But it’s been a struggle for many because it’s so difficult to measure the business value of HR approaches. Questions such as “What is the ROI1 of training?” and “Which screening techniques yield the best performing recruits?” or “What target-setting approach will best motivate performance?” have been met with imprecise answers.
Today, however, new tools and methods for analyzing data enable HR to define the link between “people practices” and performance more effectively. This couldn’t have happened at a better time, since CEOs are hunting for value anywhere they can find it. The upshot: if you and your head of HR haven’t recently discussed ideas for using data to generate a talent strategy that’s more closely linked to business results, it’s time to start.
Special message from our April Wire Sponsor
Spring 2011 CLO Symposium: VIRTUAL EDITION is the first event of its kind developed by the editors of Chief Learning Officer magazine. Join us April 26-27, 2011 as we bring some of the most important minds from our Spring 2011 CLO Symposium to your desktop. Go to http://www.closymposium.com/virtual for more information.
Don’t Replace, Transform! A Better Approach to ERP Optimization
Inevitably, companies’ enterprise resource planning (ERP) landscapes grow more complex over time. Companies customize their ERP systems to adapt to increasing demands as business objectives and market conditions change. Many companies also accumulate systems—a recent study indicated that the average number for large corporations is 17—through M&A, through new implementations due to expansion into new regions and business lines, and through other factors. This creates a high degree of complexity in companies’ ERP landscapes, with secondary effects on different practices and parts of the business, and makes adaptation of ERP increasingly challenging. But companies continue to try, spending billions annually on upgrading, maintaining, and consolidating existing applications to ensure that they can keep up with the business’s needs.
Five Ways to Improve Learning with Performance Management
A SumTotal Whitepaper
The convergence of learning and performance management creates an opportunity to diagnose and prescribe ways to better develop critical talent. By integrating learning and performance, organizations can more easily identify workforce trends in a more predictive manner, target organizational capability gaps, and enhance connections to build alignment with the business needs.
Whether the integration of learning and performance is driven by the organization’s learning group or HR, both groups need to know how to take advantage of this convergence. This paper describes five ways that performance management can improve training initiatives.
The internationally recognized series of Horizon Reports is part of the New Media Consortium’s Horizon Project, a comprehensive research venture established in 2002 that identifies and describes emerging technologies likely to have a large impact over the coming five years on a variety of sectors around the globe. This volume, the 2011 Horizon Report, examines emerging technologies for their potential impact on and use in teaching, learning, and creative inquiry.
The six technologies featured in the 2011 Horizon Report are placed along three adoption horizons that indicate likely time frames for their entrance into mainstream use for teaching, learning, or creative inquiry. The near-term horizon assumes the likelihood of entry into the mainstream for institutions within the next twelve months; the mid-term horizon, within two to three years; and the far-term, within four to five years. It should be noted at the outset that the Horizon Report is not a predictive tool. It is meant, rather, to highlight emerging technologies with considerable potential for our focus areas of teaching, learning, and creative inquiry. Each of the six is already the focus of attention at a number of innovative organizations around the world, and the work we showcase here reveals the promise of a wider impact.
A Workforce in Search of a Future
In the aftermath of the recession, employees seem to have two different perceptions of workplace communication. Based on a pre/post recession analysis of communication items in our normative database, the good news is that employees feel more informed about decisions that affect them and that management is taking action based on their ideas and opinions. But post‐recession employees also feel unclear about the direction their company is headed and uninformed about the state of the business.
This month’s SirotaReport takes a closer look at organizational communication, exploring how senior leaders, immediate managers, Corporate Communications, and HR can work together to ensure their employees are clear and confident about the future.
The Three Gaps Between Goals and Greatness
In the global race to achieve faster, better, cheaper business greatness, most leaders face a huge gap between the goals they set and the actual results achieved by the people in their organizations. This phenomenon is not a failure to plan, but rather, a failure to execute. In an article for the Harvard Business Review, researchers Mankins and Steele found that this execution gap can be responsible for a nearly 40% loss in an organization’s financial value. According to other studies by Norton & Kaplan, Bersin & Associates, and the Corporate Strategy Board, here are some of the main reasons why the execution gap exists:
Workforce Solutions Review
APRIL/MAY 2011 CONFERENCE ISSUE "Global Perspectives" The theme for this issue is “Global Perspectives” and the articles provide an in-depth view of what should be done (and is being done by some successful companies) to achieve a truly global HRIS and an HR business strategy. The articles focus on how to: create real value through a diverse workforce, align the HR strategy with the business strategy, create an effective change management process, recognize the new challenges to the post-recessionary global workforce, and understand the importance of cultural differences in a global business environment. You will find these articles and many more, plus the popular Buyer’s Guide in the WSR April/May issue.
If you would like to receive the print issue of Workforce Solutions Review, log on at www.ihrimpublications.com and click on the “Subscribe Now” button under the cover of the magazine.
Save 60% to 80% on all IHRIM books. Visit www.ihrimpublications.com today!
To find out about becoming a sponsor of the IHRIM Wire, or other IHRIM marketing opportunities, contact Patty Huber at +1.512.310.9795 or phuber2@austin.rr.com.