Mobile Apps and Social Technology – Myths, Facts and Fantasy
Spotlight on IHRIM Volunteer: Henry Chung, HRIP, Manager, HR Technology and Operations
High-Performance Culture Getting It, Keeping It
Driving Performance Through Enhanced HR/Finance Collaboration
The Great Talent Shortage Awakening: actions to take for a sustainable workforce
Five pillars of prescriptive analytics success
The open talent economy: People and work in a borderless workplace
IHRIM Publications - The August/September issue provides valuable insights into the various dimensions of Workforce Management
Take advantage of the
Member Early
Bird Rate of $395 and register for the IHRIM 2013 Workforce Analytics Forum
October 16, San Francisco, CA
Featured on the agenda are: Big Data for HR (Intuit), 10 Dashboard Best Practices (Intermountain Healthcare), Moving in the Right Direction: Process to Hire the Best (Penske), Got Predictive Analytics (BASF and Towers Watson) Making HR Relevant: Using Data to Measure Impact Not Just Action (SAP) and Infographics: Fundamentals of Design (Deloitte).
For more information on the Workforce Analytics Forum and our sponsorship opportunities, go to http://bit.ly/IHRIM_2013WorkforceAnalyticsForum.
Thank you to our Emerald Level Sponsors: Deloitte and SuccessFactors, an SAP Company
Make the most of your educational experience by pairing your registration with IHRIM’s Advanced Staffing Analytics Course to be held on Tuesday, October 15. Register today at http://bit.ly/IHRIM_StaffingAnalytics2013.
IHRIM
Now Accepting Proposals for 2014 Conference Presentations and Pre-Conference
CoursesIHRIM is now accepting proposals for the IHRIM 2014 Conference and Technology Expo, which will be held Jun 1-4, 2014 at the Anaheim Marriott, Anaheim, California. The deadline for submission for both the pre-conference courses and concurrent sessions is Friday, August 23. For more information on both Calls, go to http://bit.ly/IHRIM2014.
Special Message from our August Wire Sponsor
The largest gathering of the HR
technology community is just two months away, Oct. 7-9, Las Vegas. 40+
educational sessions on SaaS, The Cloud, social, mobile, analytics, Big
Data, and MOOCs. Approved for HRIP recertification credits.
Register today with Promo Code IHRIMW to save
$600.00 off the on-site rate.
www.HRTechConference.com
August 2013
Hot Dates!
August 7 Webinar: Creating HR Fireworks - When Efficiency and Employee Experience Collide
August 14 Webinar: Untangling Metrics - How Citrix Used Design Thinking
September 4 Webinar: From Employee Portal to Social Internet: Reimagining Employee Engagement
IHRIM's events are certified for credit hours toward HRIP recertification. Many IHRIM events are certified for recertification credit hours toward PHR, SPHR and GPHR recertification through the Human Resource Certification Institute (HRCI). The use of the HRCI seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit. IHRIM’s educational events may be eligible for credits towards CHRP recertification.
| August 7, 2013 | IHRIM Webinar: Creating HR Fireworks - When Efficiency and Employee Experience Collide presented by Deb Maher, Senior Director of HRIS and Shared Services, DeVry Inc. and Gary Givan, Vice President of Sales, cfactor Works |
| August 14, 2013 | IHRIM Webinar: Untangling Metrics - How Citrix Used Design Thinking presented by Rich Berger (HRIP, SPHR), Group Director, Global HRIS & Metrics, Citrix and Keith Erickson, Senior Manager, HR Metrics and Analytics, Citrix |
| September 4, 2013 | IHRIM Webinar: From Employee Portal to Social Internet: Reimagining Employee Engagement presented by Balakrishna Narasimhan, Solution Marketing and Strategy, Appirio and Michael George, Senior Director of Solutions Marketing, for Appirio |
| September 25, 2013 |
IHRIM Webinar:
Creating an Integrated
Technology & Service Delivery Strategy
presented by Mike DiClaudio and Derek Beebe,
Towers Watson experts. |
| October 15, 2013 | IHRIM’s Advanced Staffing Analytics Course, San Francisco, California - Deloitte Conference Facility |
| October 16, 2013 | 2013 Workforce Analytics Forum, San Francisco, California - Deloitte Conference Facility |
|
October 22, 2013 Multi-day online event |
IHRIM's HRIP Certification Exam Review Course Online Series |
| October 30, 2013 | IHRIM Webinar: Highlights from the 16th Annual CedarCrestone HR Systems Survey presented by Lexy Martin, CedarCrestone. This webinar is a special Members Only educational offering. |
Mobile Apps and Social Technology – Myths, Facts and Fantasy
by Damon Lovett, HRIP, Senior Consultant with KnowledgeSource Consulting and Jeremy Ames, HRIP, President and Founder of Gaucho Group
For the past few years Mobile Apps and the use of Social Technology have been touted as the next greatest thing for HR (a.k.a. #SoMeHR). The reality has been very mixed on the effectiveness and efficiency of these tools. Their use can be compounded by casual use of the technology, which could blur the line between business and casual use. Although there are very real benefits of applying solid #SoMeHR strategies and tools to business, there are many questions that are still being asked – and rightfully so. Does social recruiting really generate solid candidates or simply generate a lot of noise you have to deal with? How important is getting "Talent Branding" right and leveraging through social media vs. simply throwing social media at an aging recruitment strategy (or lack thereof)? Damon Lovett and Jeremy Ames recently lead discussions of these and other #SoMeHR related concepts with a very engaged group of professionals at the IHRIM 2013 Conference in Orlando. This forum uncovered the promises originally made about Mobil Apps and Social Networks, how we are using the technology options at their organizations, and future of #SoMeHR technology. Here are just some of the highlights.
Social in the Enterprise
Where are the opportunities and what does enterprise social media
look like?
This presentation covers: Definition and quick survey of public social media for the enterprise; Public social media driving enterprise social media (tools, capability, knowledge sharing); Where are the opportunities and what does enterprise social media look like; Value proposition Implementation considerations; Governance and ongoing support.
Spotlight on IHRIM Volunteer: Henry Chung, HRIP, Manager, HR Technology
and Operations
The 2008 HRMS Strategies Conference at Disney’s Contemporary Resort was
the first IHRIM conference I attended. After the first day of the
conference, I felt that this was the group that I should belong to, not
PMI or SHRM. People here just “breathe” HRIS. I became an IHRIM member
afterwards and have come to all the annual conferences ever since. I
also received my HRIP certification in May, 2010.
Working for a non-profit organization with lean staffing, projects and issues seem to have no problem in finding their way to me. My desk is piled up with folders, user manuals, contracts, training materials and what not. I had no intention of seeking volunteer opportunities in the same field of my work. It would be overwhelming. There was no way that I could handle it. That’s what I thought.
High-Performance Culture: Getting It, Keeping It
Culture is hot.
Leaders trying to reshape their organization’s culture are asking: How can we break down silos and become more collaborative or innovative? Others, struggling to execute strategy, are wondering: How do we reconnect with our customers or adapt more proactively to the new regulatory environment?
Leaders overseeing a major transformation want to know how to spark the behaviors that will deliver results during the transformation—and sustain them well beyond. Those involved with a postmerger integration grapple with how to align the two cultures with the new operating model—and reap the sought-after synergies. And those simply seeking operating improvements often ask: How can we become more agile? Accelerate decision making? Embed an obsession for continuous improvement throughout the organization?
Driving Performance Through Enhanced HR/Finance Collaboration
Effective working relationships across functions — particularly HR and Finance — have traditionally eluded many organizations. A siloed approach won’t work in the future.
To understand the trend, Towers Watson recently surveyed 340 senior HR and Finance executives about the cost, risks and ROI of their reward programs, and the nature of their own relationship. We found surprising commonality in their views in many areas, indicating a strong foundation on which the two functions can unite around a mutual cost, risk and talent agenda, and build an effective and sustainable partnership for the future. In fact, both respondent groups agree they already work together in several key areas, and both see more collaboration in their future.
Read the white paper from Towers Watson
The Great Talent Shortage Awakening: actions to take for a sustainable workforce
ManpowerGroup’s eighth annual Talent Shortage Survey found that 35 percent of employers on average report having difficulty filling jobs due to a lack of available talent. This is the highest shortage since the start of the global recession.
In the world of 2013, the only certainty is uncertainty. Changing demographics, technological evolution and a world prone to political, economic and social shocks have created a global environment in which talent shortages are the rule rather than the exception. As business cycles have become compressed, so too have skills cycles.
This paper examines several strategies HR leaders can pursue to ensure a sustainable talent pipeline for the future. By operating as a strategic partner, rather than solely as a functional leader, HR leaders can design workforce solutions to fuel their organizations’ competitiveness for years to come.
This article is a follow up to the Talent Shortage Survey: Research Results, published in the July Wire
Five pillars of prescriptive analytics success
As the Big Data Analytics space continues to evolve, one of the breakthrough technologies that businesses will be talking about in the coming years is prescriptive analytics. The promise of prescriptive analytics is certainly alluring: it enables decision-makers to not only look into the future of their mission critical processes and see the opportunities (and issues) that are potentially out there, but it also presents the best course of action to take advantage of that foresight in a timely manner. What should we look for in a prescriptive analytics solution to ensure it will deliver business value today and tomorrow?
Interested
in hearing more about analytics and HR workforce planning? Register today for the
IHRIM
2013 Workforce Analytics Forum to be held on October 16 in San Francisco,
CA. For more information on this special - focused - event and our
half day Advanced Staffing Analytics Course to be held on Tuesday, October
15 - go to
http://bit.ly/IHRIM_2013WorkforceAnalyticsForum.
The open talent economy: People and work in a borderless workplace
Welcome to the open talent economy— a collaborative, transparent, technology-enabled, rapid-cycle way of doing business. What the open source model did for software, the open talent economy is doing for work.
Each generation thinks it is living in an era of unprecedented change. They may all be right. What sets today apart is the pace and complexity of change. Leaders see trends rushing by, and they’re constantly making choices: Where should we invest? Which should we ignore? Even a moment’s reflection can be enough to miss a critical inflection point.
When it comes to talent, however, few organizations take that dynamic view. They have traditionally treated it as an expense—a static item to be monitored on the debit and credit columns of a balance sheet. Now, organizations are shedding this myopia. They’re starting to treat talent as an investment that helps them realize business objective.
Read the full report from Deloitte
Workforce Solutions Review - Don’t miss your issue of IHRIM’s Workforce Solutions Review - online subscription is complimentary with membership. 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.
August/September 2013 Issue – This issue provides valuable insights into the various dimensions of Workforce Management. Based on the "people, process, technology" points of view, articles in this issue examine: The challenges of workforce management across the varying talent pools available to an organization; how workforce management impacts different employee life-cycle processes, and the various technology delivery deployment models now available to manage your workforce regardless of industry or size..
Book Release from IHRIM Publications
“Heroic HR, a little book with BIG ideas” by Marc S. Miller is now available at www.ihrimpublications.com. HEROIC HR provides a quick, easy, lively and valuable treatise on how to ensure that the HR function in your organization is viewed as a Strategic Partner. “The ideas are particularly helpful as they relate to investing in HR technologies to drive efficiency through employee and managerial self-service,” according to Dave Ulrich, Professor, Ross School of Business, University of Michigan. Visit the website, read the reviews by leading HR professionals, then order your copy today. It’s a little book with some really big ideas that you can implement in your company.
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.
