Attendance at the IHRIM 2012 Conference - April 30-May 3,
Hilton Chicago - Will Help You Plan, Select,
Implement and Effectively Use HR Technology
Make this your must-attend event
in 2012 for HR information technology education, solutions and networking!
Register today and take advantage of advance registration fees.
Take advantage or your attendance at the IHRIM 2012 and register for one (or more) or our stellar pre-conference courses - http://bit.ly/IHRIM_2012Courses
Watch for a New IHRIM Press
Book Coming Soon!
2012 IHRIM Conference Attendees can receive a 25% discount on the new book!
Take advantage of year-round savings of 60% to 80% on all IHRIM books year.
Visit www.ihrimpublications.com today!
Special Message from our April Sponsors
Towers Watson’s HR technology solutions can help
your organization move from plan design and technology implementation to
outstanding results. That’s because we combine our leading-edge applications
with decades of HR consulting experience and insights to help you to meet
evolving requirements. So you get best-in-class technology that makes sense
for your organization. We hope that you will visit us at booth #315 at the
IHRIM Annual Conference in Chicago, or visit
talentreward.com to learn more.
SumTotal Systems is the global leader in
strategic Human Capital Management (HCM) delivering a
new level of visibility to help make more informed business
decisions. Recognized as the most complete solution, SumTotal offers
end-to-end employee lifecycle management, including a core system of record,
enabling organizations to better manage their workforce.
IHRIM Knows What You Need to Succeed as an
HRIM
Professional
IHRIM’s HRIP Certification Program recognizes individuals who have relevant HR technology knowledge. A professional credential is a way to demonstrate your competency, show your commitment to the profession, and help with job advancement. All of our exam options provide you with the flexibility to take the exam at a date and time - and location - that best fits your schedule. For more information, go to http://www.ihrim.org/certification/Index.htm.
April, 2012
Accelerate Performance in Human Resources: Data-Driven Strategies for Measurable Improvement
Achieving High Performance in BPO
From HR Manager to HCM Strategist in 4 Easy Steps
Advancing the Data Agenda: Roles and Responsibilities in the Data Quality Trenches
When Growth Outstrips Talent: Five Strategies for Emerging Markets
Business Etiquette: The New Rules in a Digital Age
The Human Factor in Data Protection
IHRIM Publications - Don’t miss the next issue of IHRIM’s Workforce Solutions Review featuring the Evolution of HR Technology!
Event Calendar
Reminder: All IHRIM Webinars are Complimentary to Members
April
18,
2012
Get More Value Out of Your Data Collection Processes
Register Today
June 18,
2012
IHRIM's HR Metrics for Business Partners - If You Have to Ask You're Not,
Las Vegas, NV
Register Today
Mark your Calendars for Webinars on May 23 and June 8
IHRIM's events and webinars have been approved for recertification credit hours toward HRIP (Human Resource Information Professional) recertification.
Register Today!
IHRIM 2012 Conference
& Technology Expo
April 30-May 3, 2012
IHRIM’s educational events may be eligible for credits towards CHRP recertification.
| April 18, 2012 |
IHRIM Webinar:
Get More Value Out of Your
Data Collection Processes,
presented by: Christopher Madrid, Data
Acquisition Manager, SumTotal Systems and Grace
van Til, VP of Global Support, SumTotal.
Sponsored by
 |
| April 29-April 30 | IHRIM 2012 Pre-Conference Courses, Chicago, IL. IHRIM is proud to present a stellar line up of half day and full day educational courses to be offered on April 29-April 30 at the Hilton Chicago. Take advantage of your 2012 Conference attendance and register today. Unable to attend the full conference? All of our courses are intended to be stand alone educational offerings. Go to http://bit.ly/IHRIM_2012Courses for complete information on the 2012 courses. |
| June 18, 2012 | IHRIM's HR Metrics for Business Partners - If You Have to Ask You're Not, Las Vegas, NV. This course is being held in conjunction with OHUG's 2012 Conference in Las Vegas |
- 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's Hiring! Click on the Job Titles Below for More Information:
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FINCA International |
Washington, DC |
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AvalonBay Communities |
Arlington, VA |
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OXY |
Houston, TX |
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University of Wisconsin Medical Foundation |
Madison, WI |
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The Andersons Inc. |
Maumee, OH |
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Princeton University |
Princeton, NJ |
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CSG |
Bethesda, MD |
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Cleveland Clinic |
Beachwood, OH |
Trying to Fill an HR Systems Related Position? Post your job on IHRIM’s Job Central today! Job Central offers a variety of posting packages to fit your needs. All postings include access to the Resume Database. Questions? Contact Michelle Czosek at 800.804.3983 x2.
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Leigh Anderson |
Curtiss-Wright Corporation |
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Richard Berger |
Citrix Systems, Inc. |
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Kimberly Bryant |
Cox Enterprises Inc. |
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Sheila Castellanos |
JM Family Enterprises, Inc. |
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Janis Erickson |
HSBC |
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Magee Filitor-Murray |
Partners HealthCare System, Inc. |
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Bob Hobson |
CBS Corporation |
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Melody Kaag |
Penske Truck Leasing |
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Bethany Klesh |
Cliffs Natural Resource |
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Catherine McGillivray |
Cox Enterprises Inc. |
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Donita Messenger |
The Home Depot |
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Jerry Moore |
Walmart |
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Prasanthi Potluri |
FedEx Ground |
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Steven Secora |
Kerry Group PLC |
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Shalin Shah |
Walgreens |
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David Strauss |
Compass Group |
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Cathy Veinbachs |
Wipro Consulting Services |
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Kevin Weber |
Lend Lease |
Congratulations to Sheila Castellanos – JM Family Enterprises, Inc. - winner of the 1st quarter drawing for $200.00 in IHRIM membership bucks!
For more information on how you can participate in this membership referral campaign, go to http://www.ihrim.org/membership/2012referral.htm.
Accelerate Performance in Human Resources: Data-Driven Strategies for Measurable Improvement
To keep up with the new and changing factors in the business world, HR needs to transform the way it operates and show it is a key contributor and trusted advisor to the business. To earn a seat at the executive table, HR needs to measure progress against key performance indicators and take actions to improve business process performance. To accomplish this, HR needs the right technology and processes in place.
This paper will answer the following questions: • What metrics are typically used to measure performance in HR? • What strategies should HR organizations adopt to drive improvement for these metrics? • What are best practices, and what key characteristics are required from an HR solution to enable these best practices?
Read the SAP Thought Leadership Paper
Achieving High Performance in BPO
Data shows only 20-percent
of engagements are delivering sufficient business value to be classified as
“high performance” BPO
The BPO Research study is based on a survey of 263 buyers of a range of BPO
services such as finance & accounting, procurement, human resources and
supply chain. The report shows a relatively small number of BPO buyers –
20-percent of those participating in the study – have succeeded in
extracting greater business value from their BPO relationships than the
majority and can be classified as “high performers.” The report also
validates eight best-in-class practices that are strongly correlated with
high performing engagements. By adopting these practices, buyers can realize
greater business value than “typical” BPO engagements deliver.
Read the research report from Accenture
From HR Manager to HCM Strategist in 4 Easy Steps
A white paper on the value of cohesive business intelligence to proactively impact your organization
How can HR gain a seat at the executive table? It’s a discussion that has played out many times in recent years. HR teams have been taught that the path to becoming strategic assets within their organizations was to adopt reporting and business intelligence solutions. The ability to gather and analyze relevant human capital management (HCM) data and demonstrate workforce trends would enable better decision making and produce measurable impact to the company—while clearly designating HR as a value driver of the business.
Determined to become driving forces within their organizations, HR departments everywhere began implementing reporting and business intelligence applications. Efficiency increased and some business decisions became easier. But is that level of reporting, analysis, and data sharing significant enough to earn HR the recognition they deserve as business strategists?
Read the white paper from Ultimate Software
Advancing the Data Agenda: Roles and Responsibilities in the Data Quality Trenches
It is high-minded to observe that any data program (data governance, master data management, data analytics, data modeling, etc.) requires a full partnership between business and IT. The real world is more mundane and far more demanding than that. Indeed, success with any data program depends on getting the right groups involved and assigning the right people the right roles and responsibilities.
Answering the question “who, specifically, are those right groups and right people?” is the first order of business. This paper addresses the question on two levels. First, it uses data quality agenda of a compliance department as a specific example. We’ll dive into the trenches to clarify the specific roles required within compliance, its data suppliers and the technology department to advance that agenda.
Since every situation is different, this paper also highlights several underlying principles that, properly applied, lead to solid answers to the “who” question for a wide variety of scenarios.
When Growth Outstrips Talent: Five Strategies for Emerging Markets
With much of the developed world mired in slow growth and fiscal austerity, many companies find the strong economies and rising incomes of certain emerging markets quite attractive. But there’s a catch: talent is increasingly difficult to find and hold onto in such countries as Brazil, Russia, India, and China (BRIC). And the talent shortage will only worsen over the next decades as multinationals pursue their localization strategies and locally based challengers continue their ambitious expansion.
The push into emerging markets requires a mix of employees and skill sets that are different from those needed in the past. At the same time, competition for talent is intensifying among local companies and multinationals pursuing localization strategies. These trends put a premium on both attracting and building talent through a coherent professionalized approach—one that puts to rest excessive reliance on poaching and serendipity.
Business Etiquette: The New Rules in a Digital Age
To prevent professionals from falling victim to online gaffes, Robert Half has released a new guide, Business Etiquette: The New Rules in a Digital Age. The comprehensive guide offers tips for successfully minding your manners when using professional networking sites, social media, e-mail, instant messaging, mobile devices and more. The company has also identified five common types of tech etiquette offenders and how to ensure you aren’t one of them.
The Human Factor in Data Protection
According to 78 percent of respondents, their organizations have experienced a data breach as a result of negligent or malicious employees or other insiders. Employees losing laptops or other mobile devices, mishandling of data at rest and in motion and malicious employees or other insiders are the root causes of many of these data breaches in organizations. To manage the human factor risk, organizations are turning to such enabling technologies as access governance, endpoint security management, SIEM and security intelligence among others.
Unfortunately, it seems that even when employees make unintentional mistakes most of these breaches are only discovered accidentally. Rarely do employees self-report the incident. While technologies are important in data protection, so is it critical for organizations to reduce the risk of employee negligence or maliciousness through policies, training, monitoring and enforcement.
Read the Ponemon Institute© Research Report
Workforce Solutions Review - Don’t miss the next two issues of IHRIM’s Workforce Solutions Review featuring HR Service Delivery and the Evolution of HR Technology!
April/May 2012
The HR Technology Evolution - it just keeps on coming! In this issue
you’ll find articles that cover Quantifying the Impact of Social Media,
Evolutionary Implications – What the Data tells us, Mobile Delivery – How,
What and Why? But the key focus of this issue is addressing the question
that most HR technology buyers have: “Are we any closer to a single-source,
integrated system for talent management?”
The market for "integrated talent management" software continues to be open to the existing players (whom are being consolidated more and more each day.) There are vendors that market end-to-end solutions that cover most of the bases to satisfy a company's "end-to-end" talent management needs. But it’s like trying to find that perfect universal remote control for your home. It turns on your TV, DVD player, stereo and all its components, the lights in your house – room by room, and your oven. But it won’t start your car and warm it up on a cold morning.
This issue looks at what organizations want and need – a complete HR platform strategy that integrates the various applications: (employee and manager self-service and all the technological support that enables HR to support the workforce and lower the cost of service delivery; time and labor and all the technologies that enable our organizations to put the right person in the right place at the right time and deliver at an optimal cost; the technologies that enable us to acquire, develop and retain talent and deliver revenue and/or profit-based outcomes; the technologies that enable metrics-based management and also contribute to financial performance improvements at the enterprise level; and, social and mobile adaptations of these that are just beginning to show enterprise value)…and, no million dollar upgrades every few year.
Does this fully integrated solution exist, and if not, how can companies combine the best of applications cost-effectively and drive business success? This issue of Workforce Solutions Review can be valuable to your business. Plus the Workforce Planning Buyer’s Guide.
June/July 2012
This issue focuses on Leading Practices and features the Mid-Year
Buyer’s Guide. Look for more information in the May IHRIM Wire.
If you would like to receive the print issue of Workforce Solutions Review for less than $5.00 per issue, 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.