You are Invited to Participate in IHRIM's Survey on the Impact of the Current Economic Conditions on HR Technology Spending Plans
If you have not already done so, we would appreciate it if you would complete our HRT Spending Plans Survey today. The survey focuses on the impact that the economy is having on your organization's HRIT spending and 2012 budget. (All results are compiled and individual answers strictly confidential.) Please go to http://www.surveymonkey.com/s/HRITSpendingSurvey to complete our survey. The survey will be open until December 22, 2011.
Results of the survey will be shared and discussed during a webinar on January 11, 2012. This special IHRIM webinar is complimentary to all attendees. To register, go to HRIT Spending Webinar.
Get Involved. Stay Connected.
Coming in 2012: Special Opportunities for IHRIM
Members!
In January, IHRIM will unveil a volunteer program to involve our talented membership in helping IHRIM better serve our members as well as our profession as a whole. The initiatives being developed for this program will be ones that also benefit you, our member, by helping you share your skills and knowledge, grow professionally and expand your networking. Your organization will also benefit from the skills, experience, and industry knowledge you gain.
Watch your email inbox and CORE for more information. The January 5, 2012 Member eUpdate will explain the details of the program including how to sign up to volunteer.
Special Early Bird Registration is Now Open for IHRIM's 2012 HRMS Strategies Conference and Technology Expo, April 30 - May 3, 2012, Chicago, IL
The premier educational event for the HRMS community, the IHRIM conference provides you with networking, professional development and information sharing activities and opportunities.
Register by January 13, 2012 to take advantage of our special early bird rates.
Reserve your room at the Hilton Chicago and register as full
conference registrant by January 31, 2012 and you automatically be entered into our drawing for a
room upgrade to the Hilton's Executive Level.
IHRIM's HRIP Certification Program - Major Changes in Exam Offerings are Underway for 2012
In February, 2012, IHRIM will be offering several new choices for the Human Resource Certification Professional (HRIP) Certification Exam - allowing you greater opportunities to sit for the exam. In the meantime, if you are 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.
December, 2011
2011-2012 Going Global Report: HCM Trends in Globalization
Talent Management: Time To Question The Tablets of Stone?
Moving People to Work: Leveraging Talent Mobility To Address the Talent Mismatch in the Human Age
Mobile Workforce Management Strategies
Study of Employee Benefits Trends: A Blueprint for the New Benefits Economy
The Changing Lens of Information Security
Event Calendar
Reminder: All IHRIM Webinars are Complimentary to Members
December 14,
2011
Leading Practices in Going Global - Results from 2011 Going Global
Readiness Survey -
An IHRIM Members Only Webinar.
Register Today
January 11,
2012
Impact of the Current Economic Conditions on HR Technology Spending
Plans - Complimentary to all attendees.
Register Today
January 25,
2012
Exploring the HR Function of the Future - Stories from the Market
- Complimentary to all attendees.
Register Today
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
Download the IHRIM 2012 Advance Program
IHRIM’s educational events may be eligible for credits towards CHRP recertification.
| December 14, 2011 | IHRIM Webinar: Leading Practices in Going Global - Results from 2011 Going Global Readiness Survey, presented by: Karen Beaman, HRIP, Chief Executive Officer and Global Strategic Advisor, Jeitosa Group International. A Special Members Only Webinar. |
| January 11, 2012 | IHRIM Webinar: Impact of Current Economic Conditions on HR Technology Spending Plans. Panel discussion moderated by Lynne Mealy, HRIP, President & CEO, IHRIM. Panelists are: Richard Berger, HRIP, SPHR, Senior HRIS Director, Citrix Systems, Inc., John Hinojos, HRIP, Vice President Consulting Services, HRchitect and Jacqueline Kuhn, HRIP, Manager People Processes and Technology, Beam, Inc. |
| January 25, 2012 | IHRIM Webinar: Exploring the HR Function of the Future - Stories from the Market, presented by: Glenn Nevill, Regional Practice Leader, Americas, Towers Watson and Mike DiClaudio, Regional Practice Leader, EMEA, Towers Watson. |
- 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.
Cisco Study Finds Young Professionals Want Open Environment That Accommodates Social Media, Device Freedom, Remote Working to Accommodate Their Lifestyle and Inspire Innovation – Will Take Lower Salary If Necessary
The findings highlighted in the second chapter of the 2011 Cisco Connected World Technology Report characterize the seriousness of the next-generation workforce's demand to work remotely with more flexibility in their choice of devices. This demand illustrates the importance of the relationship between the Internet, workforce culture, and companies' competitive advantages, and surprisingly indicates that traditional methods of attracting and retaining young employees may be less important as the "Millennial‟ generation comprises more of the workforce.
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2011-2012 Going Global Report: HCM Trends in Globalization
By Karen V. Beaman, HRIP, Jeitosa Group International
Just how global are we really? This is the question that Jeitosa Group International’s annual Going Global Survey seeks to answer. In this year’s results, we can see the effects of the lingering economic downturn in the U.S. and Europe on HR strategy and technology deployment. With unemployment figures hovering under 10% in the U.S., organizations are placing stronger focus on administrative efficiency and cost control over activities that enhance strategic value. While the globalization process is clearly continuing, there has been a distinct slowdown this year. It seems that 2010 was a year of optimism, while 2011 looks to be a year of correction and return to caution.
For more information on the Going Global survey results, register now for IHRIM's December 14 webinar - Leading Practices in Going Global - Results from 2011 Going Global Readiness Survey, presented by Karen Beaman, HRIP, Chief Executive Officer and Global Strategic Advisor, Jeitosa Group International. A Special Members Only Webinar.
Talent Management: Time To Question The Tablets of Stone?
We have clearly entered an environment of unprecedented business risk – nations are pitched against capital markets, markets could disappear overnight along with the ability to finance business models, and consumer behavior may take years to revert to normality, or indeed create a new normality. As organisations have to navigate their way through turbulent waters, the demands placed upon those deemed to be leading talent will be extreme.
The report concludes that we have over-hyped Leadership at the expense of a focus on the “craft” of managing. It asks whether the more recent calls for authentic or sustainable leadership are just a trendy and socially acceptable way of packaging traditional talent management, but notes that some real changes are afoot and that HR is quietly and subtly rewiring the system to make talent systems more robust. Talent management has to about marshaling thoughtful strategy. The current crisis has laid bare in many instances the (limited) depth of talent that many organisations really have. We need to put the strategy back in talent.
Moving People to Work: Leveraging Talent Mobility To Address the Talent Mismatch in the Human Age
In the Human Age, companies must align their talent strategies with their business strategies to ensure that they have the right people in place to grow and succeed. Business leaders must rethink old assumptions about work models, people practices and talent sources. They can expand their internal talent pools via retraining or by reaching into pools of talent with skills adjacent to those in demand. But they should also figure out how talent mobility programs can support their business goals. In the short term, for example, in countries such as the U.S., Japan and the U.K., where there is a shortage of nurses, healthcare organizations have offset those shortages by recruiting nurses across international borders. Over the long term, talent-mobility programs are an effective professional-development approach, as international experience becomes an increasingly important requirement for future business leaders.
Mobile Workforce Management Strategies
It’s not science fiction or a futuristic technology plan. Organizations need to manage a rapid transition to work environments that support a global, mobile and remote workforce, making the best of their skills and maintaining their identification with the organization, its culture and goals.
Mobile technology supports both managers and the organization by equipping remote and mobile workers with the right tools needed to comply with corporate business practices, policy regulations and workflow requirements. It allows them to accomplish this during times that might otherwise represent lost productivity (i.e. while waiting to board an airplane, in between customer meetings, while they are in a taxi), turning downtime into uptime. As a result, they capture what would have previously been considered lost time to accomplish administrative tasks that free up people to focus on core activities and drive revenue, productivity and company performance.
Read the White Paper from SumTotal Systems
Study of Employee Benefits Trends: A Blueprint for the New Benefits Economy
MetLife's 9th Annual Study of Employee Benefits Trends delivers a clear message to employers: Reprioritize employee loyalty and satisfaction, or economic recovery may arrive with unanticipated setbacks for retention and productivity.
This year’s findings reveal a workforce that has grown more dissatisfied and disloyal, to the point where a startling one in three employees hopes to be working elsewhere in the next 12 months. Yet employers continue to believe employees are loyal, and they do not appear to be tuned in to this potential flight risk. Focused on the challenging business environment, employers remain confident of strong levels of employee job satisfaction and loyalty. A loyal and satisfied workforce is part of the foundation of business growth. Widening cracks in this foundation may force employers to pay a price in reduced retention and productivity when the job market improves.
The Changing Lens of Information Security
Enabling business via information protection programs
The quality and integrity of corporate information is vital to an organization's success. If it is lost or stolen or its integrity is compromised in any way, the damage to an organization's reputation and revenue stream could be irreplaceable. Information protection is moving beyond the traditional view of security at the perimeter level - where barriers, such as firewalls and antivirus software, aim to surround and protect the network - toward a more strategic focus on protection at the data level.
Workforce Solutions Review - Don't miss an issue!
December 2011/January
2012
According to Eric Lesser of IBM, “workforce planning
isn’t just something you can send off into a back room; you have to have
people who understand both business and local labor markets, as well as
people who understand how to manipulate that data and turn it into
actionable insights.” In this issue, Eric is joined by other expert authors
who discuss the evolving art and science of strategic workforce planning
including authors from Aquire, SAP, Oracle, IBM, Workday, SuccessFactors,
Cornerstone OnDemand, Mercer and many more.
Against the backdrop of continuing economic uncertainty and change, helping institutions plan and prepare for the long term is no small endeavor. Effectively deploying workforce planning and analytics is one important way HR practitioners can lead with insight, helping to mitigate risk and build a foundation for sustainable organizational health. This issue also features our popular Annual Buyer’s Guide.
February/March 2012
"Service Delivery is Hot” – and in this issue of WSR we’ll show you
how hot! Remember when HRMS Service Delivery used to be a mundane topic
where the most significant decisions were: 1) whether to buy or build, and;
2) whether to purchase from an ERP/Suite vendor or “best of breed” point
solutions vendor? Now HR and HRIT decision-makers are confronted with myriad
of challenges and choices in a new world of “any user, anywhere, anyhow,
real-time-anytime” world. Service delivery has now become a critical piece
of building a higher-performing organization. Service Delivery is now on the
front burner!
This issue will cover a variety of the latest trends and issues in HCM service delivery from a technology and organizational perspective. Planned feature articles include: Next Generation HR Service Delivery Models; Where’s the Service in SaaS?; Building an Engaging and Compliant Benefits Administration Model – To Insource or Outsource, that is the Question; The HR Business Partner, Shared Service Centers, and Centers of Excellence; HRO/BPO Today – To Be or Not to Be?; HR Service Delivery for SMB’s, and Service Level Agreements and Measuring for Success. This jam-packed issue will also include our regular complement of specialty, department articles. You won’t want to miss this new look at an “old” topic. Plus our HR Service Delivery Buyer’s Guide.
April/May 2012
The HR Technology Evolution is relentless and it just keeps on
coming! Consider the following: delivery options continue to change, system
functionality enhancements come quicker, mobile devices are everywhere! 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, and much more. Plus the Workforce Planning
Buyer’s Guide. Don’t miss the “Evolution” issue – we’ve got some
great authors lined up to give you the “download” on the latest and
greatest. And of course, don’t miss the
IHRIM conference where the issue will be
unveiled!
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.