Past Issues

 Special Message from our December Sponsor

Technology is critical for organizations intent on meeting their talent management objectives. Our research has found that less than 10% of companies maximize the effectiveness of their key performance management processes. Learn how to effectively execute on your strategy by deploying industry leading technology solutions supported by effective communications and change management. 
http://www.towerswatson.com/services/HR-and-Talent-Management-Technology.

Highlights from IHRIM’s recent survey on the economy and its impacts on HR technology spending and budgets were shared by IHRIM President & CEO Lynne Mealy during December 1 Webinar

Panelists Jacqueline Kuhn, Global HRIS Manager at Beam Global Spirits and Wine, John Hinojos, Vice President Consulting Services at HRchitect, and Mark Stelzner, Founder/Principal of Inflexion Advisors, shared their personal and industry insights on the outlook for 2011 HR technology spending plans.

62% of the attendees on the December 1 Webinar are cautiously optimistic about the economy.

43% indicated that their department’s budget (or proposed budget) is increasing in 2011.

IHRIM extends a special thank-you to CyberShift for sponsoring this important IHRIM educational event.  www.cybershift.com

If you missed this or any IHRIM Webinar, you can order one of the recordings by selecting the title from the list of recordings.  The ability to view past Webinar recordings is free to IHRIM Members. Non-members may view for a $95 fee.  All recordings have been approved for 1 recertification credit hour toward HRIP recertification.

IHRIM's HRIP 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.

IHRIM News and Updates

Conversation with John Greer, Outgoing IHRIM Chairman of the Board

2010-2011 Going Global Report: Highlights from Jeitosa’s 2010-2011 Going Global Survey

Employee Expectations, Demands, and Behavior –Accessing Networks, Applications, and Information Anywhere, Anytime, And With Any Device

Gartner Reveals Top Predictions for IT Organizations and Users for 2011 and Beyond

Beating Cloud Lock-In: Our 3 Top Considerations

Internet security predictions for 2011: The shape of things to come   

Business Intelligence: A Guide for Midsize Companies

Reshaping IT management for turbulent times

HRIS Fields - What to and What Not to Input

IHRIM Publications

Event Calendar

Reminder: All IHRIM webinars are complimentary to Members

December 15
Webinar: Leading Practices in Going Global 
Register Today

IHRIM's webinars have been approved for 1 recertification credit hour toward HRIP (Human Resource Information Professional) recertification.

IHRIM 2011 Conference and Technology Expo

Register today and take advantage of our Special Early Bird Rates - now through December 31, 2010  

Register Today 

IHRIM News and Updates

Conversation with John Greer, Outgoing IHRIM Chairman of the Board

The Wire talks with John Greer, IHRIM Chairman of the Board as he moves into the Past Chair role 

John Greer, HRIP, SVP/Chief Human Capital and Strategy Officer, Smart Financial Credit Union, has served as the IHRIM Chairman of the Board since January 1, 2009. On January 1, 2011, John will assume the role of IHRIM Past Chair. The Wire recently sat down with him to ask about the past two years and the future of IHRIM and our profession.

Wire: In your view, what was IHRIM’s most significant achievement during the last two years?
John: The creation of the HRIP certification program. We already have over 200 HRIP certified HR Information Management Professionals.

Wire: What were the greatest challenges IHRIM faced during your Board Chair tenure?
John: The economic downturn and the associated impact it has had on our members and other constituents.

Wire: Where do you see the focus of IHRIM – and the HR technology profession - going in the future?
John: IHRIM needs to continue to focus on the HR technology profession’s body of knowledge and provide our members with the information they need to continue to grow and thrive in the emerging economy.  We need to teach HR how to use the data imbedded in existing HRIS systems to create the information that will enable HR to maximize the value of their organization's human capital and to upgrade existing HR systems up to the standards of the 21st century.

Wire: What’s next for you after you step down from the chairmanship?
John: In addition to serving as IHRIM Past Chair, I will remain on the HRIM Foundation Board and continue to promote the value of certification, ongoing professional development and IHRIM membership. Outside of IHRIM, I am currently President Elect of HR Houston, which is the SHRM Houston chapter, and will be taking over as Chapter President in July of 2011. I will be doing a number of presentations at various conferences in 2011, including HR Houston’s 2011 Houston Symposium, ADP’s 2011 Meeting of the Minds National Conference, the CUPA-HR 2011 Midwest Regional Conference and the 2011 SHRM National Conference. And of course, I will be at the IHRIM 2011 Conference at the Gaylord National and hope to see everyone there.

2010-2011 Going Global Report: Highlights from Jeitosa’s 2010-2011 Going Global Survey 

Global forces affecting today’s business operating environment are creating a radical transformation for human resource organizations. The convergence of three major global trends is having a profound impact: changes in workforce demographics, new methods of societal interaction, and a paradigm shift in technology and tools. These sweeping changes are shaped by an environment of increasing regulatory control, mounting concerns regarding data privacy and protection, and heightened trepidations over corporate litigation. As the global economy slowly emerges from recession, HR organizations are searching for ways to compete in this new global environment with more cost-efficient and process-effective services and practices.

To better understand these issues, Jeitosa Group International, in conjunction with the association for International Human Resources Information Management (IHRIM), conducted its third annual Going Global Survey. The goal of this survey is to better understand the strategies and tactics used by global organizations and to assess the evolution and growth of global HR and HR technology organizations.

Click here to read the survey results.

To learn more about the 2010-2011 Going Global Survey results, register for our December 15 webinar: Leading Practices in Going Global, presented by Karen Beaman, Chief Executive Officer and Global Strategic Advisor, Jeitosa Group International.  This Webinar is complimentary to IHRIM Members. Non-members may participate for a fee.

The Cisco Connected World Report: Employee Expectations, Demands, and Behavior –Accessing Networks, Applications, and Information Anywhere, Anytime, And With Any Device

According to the study, technology has succeeded in altering the way businesses communicate and operate. Over two-thirds of the workers surveyed believed that their companies’ IT policies can be improved with another 41 percent saying that they break those policies to meet their needs.

Marie Hattar, vice president of Borderless Networks for Cisco, said, “The Cisco Connected World Report provides further insight into the next-generation workforce. The time spent between work and personal lives has blurred. Employees expect to access networks, applications and information anywhere, at any time, on any device.” 

Click here to read Part I of the survey results.  (Part II will be in the January 2011 Wire)

Special message from our December Wire Sponsor

Talent Management magazine and its network of multimedia sources, including newsletters, webinars and in-person events, is a valued resource for executives in the talent management and HR industries, delivering in-depth editorial coverage of the issues and strategies vital to success. Go to www.talentmgt.com for more information. 

Gartner Reveals Top Predictions for IT Organizations and Users for 2011 and Beyond

Predictions Show Clear Linkage of IT Investments and Business Results Becoming an Imperative for IT Organizations

Gartner, Inc. has revealed its top predictions for IT organizations and users for 2011 and beyond. Analysts said that the predictions highlight the significant changes in the roles played by technology and IT organizations in business, the global economy and the lives of individual users.

Last year's theme of rebalancing supply, consumer demand and regulation is still present across most of the predictions, but the view has shifted further toward external effects. This year's top predictions highlight an increasingly visible linkage between technology decisions and outcomes, both economic and societal.

Click here to read the predictions.

Beating Cloud Lock-In: Our 3 Top Considerations

Whether you’re talking about SaaS, IaaS or storing data in the cloud, companies must consider how they’ll unwind relationships—customizations, metadata, contracts and depth of integration are all factors.

Click here to read the article.

Internet security predictions for 2011: The shape of things to come

We moved from fame to fortune (which we have dubbed "crimeware") in the last ten years. Mass mailers were replaced by malware that steals credit card information and sells phony antivirus products. Malware has become a successful criminal business model with billions of dollars in play. The goal became stealth and financial gain at the expense of unsuspecting computer users. And Trojans and toolkits, like Zeus, are the modern tools of the trade.

We have now entered a third stage--one of cyber-espionage and cyber-sabotage. Cyber-espionage did not begin with Stuxnet, and crimeware does not end with it. In fact, business is just too good for the cybercriminals. With the tremendous growth of new mobile platforms, bad guys will have even more new avenues to attack and unchartered social engineering tricks to engage in to continue to steal from us.

Click here to read the security predictions.

Business Intelligence: A Guide for Midsize Companies

Your company’s focus has been on streamlining operations, acquiring customers, increasing revenues and profitability, and outpacing the competition. And while your company has continued to improve its operating efficiencies (sometimes by quickly learning from past mistakes), you feel your company should be spending more time analyzing what’s going on and predicting and planning for the future – rather than having your employees constantly running around trying to solve operational problems based on history and putting out fires.

Furthermore, you need the ability to determine where to concentrate your efforts. You can’t check every detail, yet you would like to be able to monitor your operations and focus on quickly finding and resolving potential problems while identifying and leveraging new opportunities despite the current uncertainty of the world economy. You want to ensure that employee and departmental metrics are aligned with your company’s strategic goals. 

Click here to read the SAP White Paper.

Reshaping IT management for turbulent times

A new model for managing IT combines factory-style productivity to keep costs down with a more nimble, innovation-focused approach to adapt to rapid change.

Despite decades of increasingly intensive use of information across industries, IT has remained a black box for many executives. Too often, the link between spending and performance has been unclear, if not problematic. As a result, leaders felt that their only course of action was to hire a competent CIO, throw increasing amounts of money at IT, and hope for the best. The economic disruptions of recent years, however, have tightened budgets and placed a premium on action, forcing companies to rethink IT’s fundamental role.

In most organizations, IT began as a support function, leading to a one-dimensional management approach. However, technology-enabled products, interactive communications, and an “always on” information environment have thrust IT to the forefront, with critical implications for business growth and customer engagement. In addition, established practices, such as lean-management techniques, have highlighted the value of IT in reducing waste and increasing productivity.

Click here to read the article.

HRIS Fields - What to and What Not to Input

By Clay Scroggin

Congrats on your new HRIS or HRMS software system! The implementation experts have imported as much data as they were able to from your payroll software system, Excel files, and your old HRIS system. Now what? There are still fields in your new system that you can't electronically import because the data is only contained in files. Well, and I hate to say this, that pretty much means you are going to have to manually input this additional data. Before doing so, it's important to understand the cost versus the benefit of this manual entry.

Click here to read the eleventh article in the series on HR systems selection and implementation.

Previous articles in the series:
1. Picking The "Best" HRIS Software For Your Company
2. HARMS 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
7.Who Will Perform Your HRIS Implementation
8.Five Reasons HR Application Software Implementations Exceed Budget
9.HRIS Software - Can you Implement it Yourself?
10.Who Will Perform Your HRIS Implementation

IHRIM Publications

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.