Now Open: IHRIM 2011 Call for Presentations and Call for Pre-Conference Courses
IHRIM is pleased to announce the opening of the Call for Presentations and the Call for Pre-Conference Courses for the IHRIM 2011 HRMStrategies Conference and Exposition to be held May 15-18, 2011 at the Gaylord National Hotel, National Harbor, MD (outside of Washington DC).
For more information and to submit a proposal for a pre-conference course, go to http://www.ihrim.org/Events/2011Spring/CFC/Index.htm
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
Thank you to our Global Forum and Workforce Analytic Sponsors
IHRIM recently held our 2010 Global and the 2010 Workforce Analytics Forums at the Hyatt Harborside, Boston, MA. We want to thank the attendees, presenters and sponsors in helping to make both Forums a success. We want to thank the attendees, presenters and sponsors in helping to make both Forums a success.
IHRIM 2010 Global Forum Sponsors
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IHRIM 2010 Workforce Analytics Forum Sponsors
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July, 2010
Top Five HR Process Integrations That Drive Business Value
Identity Crisis: 7 steps to better identity management in the age of outsourcing and SaaS
A
workforce of one
The future
of social relations
Data Requirements for Advanced Analytics
How to Keep Projects From Spinning Out Of Control
Why business needs should shape IT architecture
Standardize Your HR Software Selection Process
Event Calendar
Reminder: All IHRIM webinars are complimentary to Members
July 28
Webinar:
Metrics: Keeping Them Simple
Register Today
August 11
Webinar:
Interface Upon Interface – Supporting HR by Enabling the Systems to
Communicate
Register Today
August
11
HRIP Certification Exam -
Atlantic City, NJ
More Information
August
24
HRIP Certification Exam - Pasadena, CA
More Information
For a complete list of upcoming HRIP Certification Exams, please go to Exam Schedule.
Save the Date
Special message from our July Wire 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’s educational events may be eligible for credits towards CHRP recertification.
IHRIM Webinars are complimentary for IHRIM members. Non-members may register for $95.00 per site.
| July 28, 2010 | Webinar: Metrics: Keeping Them Simple, presented by Jen Frost Global IT Project Manager Life Technologies. Part of IHRIM's Sizzling Summer Webinar Series |
| August 11, 2010 | Webinar: Interface Upon Interface – Supporting HR by Enabling the Systems to Communicate, presented by Heather Batyski Manager HR Applications & Support HRIT Johnson Controls, Inc. Part of IHRIM's Sizzling Summer Webinar Series |
| September 14-15, 2010 | Save the Date: Virtual Vendor Showcase |
| September 17, 2010 | IHRIM’s HRIP Certification Exam Preparation Course, Houston, TX |
Top Five HR Process Integrations That Drive Business Value
Integration is the new currency of HR. Empirical research reveals that improving HR process, technology, and data integration to eliminate silos and facilitate cross-functional reporting affords significant business benefits. This whitepaper dives into the top five HR process integrations that provide organizations with the most business value.
Click here to read the white paper from Softscape.
Identity Crisis: 7 steps to better identity management in the age of outsourcing and SaaS
Managing employees’ identities, passwords, and access rights has always been a challenge. And now, increased use of outsourcing and software- as-a-service offerings have further complicated things, requiring the use of federated identity management outside the corporate walls.
Setting up and managing federated IDM, which makes users’ identity data portable across autonomous security domains, can be complicated and cumbersome. With distributed systems, employees around the globe, and an endless number of technologies to integrate, it’s not for the faint of heart.
Click here to read the article.
Given the realities of today’s complex business environment, it is no longer possible to satisfy a workforce with one broad, standard approach to managing talent. A perfect storm of events and trends is pushing organizations to abandon the traditional employment compact along with the one-size-fits-all approach to human resources.
Not only has technology finally advanced enough to make the customization of employment practices possible for the first time. People are now expecting—even demanding— an individualized experience at work based on their own encounters with customization as consumers; this is especially true of Millennials (people born from roughly the late- 1970s to the early 2000s), who have never known anything different.
Click here to read the article.
Special message from our July Wire Sponsor
Learn how to gain maximum business benefits out of HR technology, Sept. 29-Oct.1, McCormick Place, Chicago -- featuring one of the first public demonstrations of Oracle's next-generation HCM, new Shootout track, expert debates, panel discussions and more. Register today with Promo Code IHRMW to save $600.00 off the on-site rate.
The future of social relations
The social benefits of internet use will far outweigh the negatives over
the next decade, according to experts who responded to a survey about
the future of the internet. They say this is because email, social
networks, and other online tools offer ‘low friction’ opportunities to
create, enhance, and rediscover social ties that make a difference in
people’s lives. The internet lowers traditional communications
constraints of cost, geography, and time; and it supports the type of
open information sharing that brings people together.
Click here to read the report from Pew Research Center’s Internet & American Life Project.
Data Requirements for Advanced Analytics
According to a recent survey from TDWI Research, 38% of organizations surveyed are practicing advanced analytics today, whereas 85% say they’ll be practicing it within three years. Why such a dramatic upsurge in advanced analytics now? The use of advanced analytics is driven up by organizations’ need to understand constantly changing business environments (as seen in the current recession and the resulting market turmoil), as well as to discover opportunities for cost reductions and new sales targets (which are key to surviving and thriving in a down economy). To meet these business goals, organizations are stepping up their use of two forms of advanced analytics: query-based analytics (which relies on complex SQL statements to define recent business events) and predictive analytics (which uses data mining and statistical methods to anticipate future events).
Click here to read the report.
How to Keep Projects From Spinning Out Of Control
Are you involved in projects that seem to go nowhere in a hurry?
Change usually happens in an organization through projects, which can take many forms, and may not always be called projects. The easiest to recognize is the traditional type, with a beginning, middle and end, such as the launch of a new product or the implementation of a system. Other projects involve developing people and are ongoing, without easily identified phases.
The key to keeping projects from spinning out of control is to know the roles that you and others play. Although individuals can play more than one role, it is critical that they clearly understand which role they are occupying at any one time, and that they work within the appropriate boundaries of that role.
Click here to read the article.
Why business needs should shape IT architecture
To get the most out of these programs, organizations must ensure that they are led by people with the right skills, connections, and attitudes.
Complexity is rife in any growing business. As companies innovate, add new business lines and products, or expand their international presence, processes proliferate, and the discipline around them can go out the window. Meanwhile, the IT that underpins these processes can also become more entangled as aging legacy systems jostle with new applications to support the needs of the business. Over time, this kind of complexity can unravel technology standards and undermine the coherence of the architectural blueprint. As application volumes grow in response to a fast changing economic, regulatory, and business environment, the issue of complexity is becoming acute for many organizations. Enterprise architecture management (EAM), a framework Feature article to manage IT architecture and ensure that both the business and IT are well aligned, aims to restore order to this landscape.
Click here to read the article.
Standardize Your HR Software Selection Process
By Clay Scroggin
After you have determined your needs for a human resource software program and after you have determined which HR software products will meet your needs, the next step is to set up demos and evaluate the numerous HRIS systems.
Click here to read the sixth 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
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.
