Past Issues

 Special Message from our August Sponsor

PAY-FOR-PREVENTION: An Emerging Health and Productivity Paradigm
Innovative organizations are successfully implementing a new approach to employee health and productivity in response to the impact of costly, preventable chronic diseases. This white paper spotlights the Pay-for-Prevention approach and real-life organizations helping their employees stay active. 
Download a copy of the white paper.

IHRIM 2011 Call for Presentations and Call for Pre-Conference Courses

The IHRIM 2011 Conference is positioning itself to be the must attend event of 2011 for HR systems professionals.  If you are interested in being part of this premier educational event, you are invited to submit a proposal through the Call for Presentations and the Call for Pre-Conference Courses.

For more information and to submit a proposal for a one hour session during the conference, go to http://www.ihrim.org/Events/2011Spring/CFP/Index.htm  

For more information and to submit a proposal for a pre-conference course, go to http://www.ihrim.org/Events/2011Spring/CFC/Index.htm 

IHRIM's HRIP Certification Program

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.

IHRIM News and Updates

The Y2K of the Information Evolution

Management By Shared Mindset: Leadership That Makes Work Meaningful and Profitable At the Same Time

A Checklist for Predicting Corporate Disasters — Is Your Firm the Next BP?

A Tale of Two Investment Trends

Content Management - Guidance on how to gain the most value from your greatest asset — your data   

The CEO’s Guide to Succession Planning: Managing Risk & Ensuring Business Continuity

Measure What Matters - Seven strategies for selecting relevant key performance indicators

Who Will Perform Your HRIS Implementation

IHRIM Publications

Event Calendar

Reminder: All IHRIM webinars are complimentary to Members

August 11
Webinar: Interface Upon Interface – Supporting HR by Enabling the Systems to Communicate  
Register Today

August  27
IHRIM’s HRIP Certification Exam Preparation Course - Elk Grove, IL (Chicago O'Hare area)
More Information

September 8
Webinar: Leveraging Your HR System to Achieve Compliance without Complexity  
Sponsored by Avatier Corporation 

September 17
IHRIM’s HRIP Certification Exam Preparation Course - Houston, TX
More Information

September 22, 2010
Webinar: Cutting Through The Hype: HR and Social Media - Results from the IHRIM/Inflexion Survey on HR and Social Media  
Register Today

October 6
IHRIM's HR Metrics & Workforce Analytics Basics - Atlanta, GA
More Information

Save the Date 

IHRIM News and Updates

The Y2K of the Information Evolution

By Damon Lovett, Director of Professional Services, Aquire

Ok, so it’s not Y2K - not even the close. Nothing will cease to function, there will be no mass pandemonium, and it has nothing to do with the summer solstice or 12/21/2012. However, IP addresses are our umbilical cords into the Internet and, like most technological advancements; they were not designed to be infinite. IP addresses as we know them are running out more rapidly than originally thought and a replacement protocol needs to be adopted to ensure continued growth in technology consumption. 

Click here to read the article.

Management By Shared Mindset: Leadership That Makes Work Meaningful and Profitable At the Same Time

By Dave Ulrich & Wendy Ulrich 

In the last few years, leaders have been encouraged to be bold, confident, authentic and grounded so that they can make decisions that help get things done. In the economic recession, these leaders responded quickly and decisively. We admire leaders who lead. But, we suggest that coming out of the recession, leaders need to shift their approach to lead by becoming meaning makers.

Click here to read the article.

A Checklist for Predicting Corporate Disasters — Is Your Firm the Next BP?

By Dr. John Sullivan

You might feel far removed from the current oil disaster taking place in the Gulf of Mexico because your firm is not involved in oil drilling or sophisticated mechanical operations. However, assuming that there are not important lessons to be learned from BP’s handling of the issue would be shortsighted. Any organization experiencing a “critical incident” needs to look beyond equipment failures and natural disturbances to determine if human factors or people-management practices were an underlying or contributing cause. Apart from establishing accountability, investigations play a more strategic role in helping identify indicators of impending disaster that could serve as a warning moving forward.

If people management practices play a role in creating situations whereby a disaster is more likely, then it stands to reason that people management metrics (long collected, rarely leveraged) could provide vital insight into disaster risk.

Click here to read the article.

Special message from our August Wire Sponsor

HR Technology® Conference gets you tech savvy, Sept. 29-Oct.1, at Chicago’s McCormick Place. You'll benefit from over 40 session choices including vendor shootouts, 3 lively debates, 6 panel discussions, 5 expert Q&A sessions and more. Register today with Promo Code IHRMW to save $600.00 off the on-site rate. 

A Tale of Two Investment Trends

IT’s response to the economic downturn differed sharply depending on whether the CIO was in a midrange or large company. CIO Insight’s recent survey of these organizations’ IT investment patterns shows how an organization can react very differently depending on its size—and also that this is largely true only during exceptional periods.

In times of stress or unusual change, differences that are not apparent on the surface can find ways to express themselves. The results of a recent survey CIO Insight conducted of 468 IT budgeters in midrange (with 50 to 499 employees) and large (with 500 or more employees) organizations reveal that, when it comes to business technology,

Click here to read the research results.

Content Management - Guidance on how to gain the most value from your greatest asset — your data

For many organizations, the data they possess is their greatest asset. For government agencies, this is especially true. Being able to reliably locate and access the agency’s data is a necessity.

With a content management solution in place to efficiently capture, process, manage, store and deliver that data, organizations can fully leverage their content, utilizing it to further their operations and missions.

Unfortunately, not all government entities are getting the most out of their data. This is often because of an unstructured approach to managing their content. Isolated management systems put into use at different times by different departments have led to complex web of content islands.

Every operations application has its own process for managing information, making data sharing between applications difficult. Such an ad hoc approach to content management does not allow for the kind of organization-wide access to data that is needed by government agencies today. This lack of coordination costs organizations money, exposes them to risks and ultimately constricts the creation of new value from that information.

For organizations that lack a clear, concise approach to content management, the time for planning is now — enterprise content is estimated to be growing at a rate of up to 200 percent per year. This white paper will provide you with an understanding of the basic strategies and technologies that make up a content management solution, from capture to archiving.

Click here to read the white paper from CDW-G.

The CEO’s Guide to Succession Planning:  Managing Risk & Ensuring Business Continuity

Once reserved for the upper echelons of senior management, and often viewed as replacement planning should catastrophe strike, today’s succession planning is being redefined. The discipline has broadened in both breadth and scope to become a central component of board-level strategy.

Succession planning focuses on managing risk and ensuring continuity across all levels of the organization – risk of untimely departures of critical personnel, risk of retirees taking their skills and knowledge with them and leaving nothing behind, and risk of losing high value employees to competitors. It does so by helping your business leaders to identify top performers within the organization, create dynamic “talent pools” of this critical talent that other leaders can leverage, and prepare and develop these high performing employees for future roles.

If this was easy, everyone would be doing it. The problem that exists today is that succession planning is barely automated, let alone optimized. This CEO guide provides five key tips for jump starting your succession planning efforts.

Click here to read the eBook from Softscape.

Measure What Matters - Seven strategies for selecting relevant key performance indicators

Conventional wisdom tells us a few things about establishing key performance indicators. It goes something like this: Determine your corporate goals. Identify metrics to grade progress against those goals. Capture actual data for those metrics. Jam metrics into scorecards. Jam scorecards down the throats of employees. Cross fingers. Hope for the best.

Click here to read the article.

Who Will Perform Your HRIS Implementation

By Clay Scroggin

Who Will Perform Your HRIS Implementation is as Important as the Software You Select Human Resource

(HR) managers and staff go through a great amount of effort to find and select the Human Resources Information Systems (HRIS) that will best meet their needs. The problem is that they rarely apply enough effort into choosing who will implement the software. In any profession there are those with experience and those without, and there are those who are good at their jobs and those who are not. Unless you ask the right questions and demand information up front, you have no idea if the person installing your HR product has ever done so before or is qualified to handle your organization’s unique HR Information Systems requirements. It is extremely important that you put the same effort into picking who will handle the implementation that you applied to selecting your HRIS application.

Click here to read the seventh article in the series on HR systems selection.

Previous articles in the series:
1. Picking The "Best" HRIS Software For Your Company
2. HRMS and HRIS System Software Ten Step Selection Process
3. Choosing The Right HRIS Vendor For You
4. Checking References on HRIS Software
5.Before You Buy - Understand the HRIS Input Requirements
6.Standardize Your HR Software Selection Process

IHRIM Publications

Workforce Solutions Review

COMING IN THE AUGUST/SEPTEMBER 2010 ISSUE: “NEW WORKFORCE / NEW TECHNOLOGIES: NEW CHALLENGES FOR ORGANIZATIONS Few topics are talked more about today than the sweeping changes we are seeing in the workplace resulting from the new technology and a new workforce simultaneously entering the workplace. The combination of social networking software, cloud computing, and consumer-like user experience expectations with the mobile, global, digital, multi-tasking, gaming, and Net generation is creating a paradigm shift (and divide?) for today's organizations not seen since the Industrial Revolution. In addition, this issue features our “HR Outsourcing Buyer’s Guide.”  

IHRIM LINK AND IHRIM JOURNAL ARCHIVES ARE EXCELLENT RESEARCH TOOLS. YOU’LL FIND THEM AT WWW.IHRIMPUBLICATIONS.COM.
If you are not yet a subscriber, act now and take advantage of this great educational and research tool at the substantial member discount price.

ANNUAL SUMMER BOOK SALE NOW IN PROGRESS – SAVINGS UP TO 80%. DISCOUNTS ON BOOKS AND WORKBOOKS at www.ihrimpublications.com.   

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.