Past Issues

 Special Message from our October Sponsor

Towers Watson is a leading global professional services company that helps organizations improve performance through effective people, risk and financial management. With 14,000 associates around the world, we offer solutions in the areas of employee benefits, talent management, rewards, and risk and capital management. 
www.TowersWatson.com.

Annual IHRIM Fall Book Sale Now in Progress - Savings Up to 80%.  Discounts on Books & Workbooks at  www.ihrimpublications.com.

Thank you to Avatier for sponsoring IHRIM’s September 8 Webinar - Leveraging Your HR System to Achieve Compliance without Complexity. 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.  And all recordings have been approved for 1 recertification credit hour toward HRIP recertification.

IHRIM 2011 Conference Registration Now Open

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

IHRIM is pleased to announce the opening of registration for HRMStrategies 2011: IHRIM Conference and Technology Expo, to be held May 15-18, 2011 at the Gaylord National resort in National Harbor, MD (outside of Washington DC).  For more information and to take advantage of our special early bird rates, go to http://www.ihrim.org/Events/2011Spring/Index.htm.

Full conference registration includes attendance at all breakout sessions, technology expo, networking events, and meals that are planned as part of the conference agenda, beginning with the Get Connected Reception on Sunday evening, May 15 through the closing luncheon on Wednesday, May 18.

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

Workforce Strategy Survey: Global Key Findings

Clouds, big data, and smart assets: Ten tech-enabled business trends to watch

The CEO’s Guide to Top Performer Retention: Ensuring You Have The Right Talent To Execute & Grow

Developing a Business Intelligence Roadmap

Creating People Advantage 2010: How Companies Can Adapt Their HR Practices for Volatile Times   

Creating future leaders

How Chiquita Made The Case For SaaS

HRIS Software - Can you Implement it Yourself?

IHRIM Publications

Event Calendar

Reminder: All IHRIM webinars are complimentary to Members

October 20
Webinar: Succession Planning: Transparent, Integrated and Inclusive 
Register Today

November 3
IHRIM’s HRIP Certification Exam Preparation Course - Atlanta, GA
More Information

Mark Your Calendars for our upcoming Webinars:
 - November 3
 - November 17
 - December 1
 - December 15

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

 Register Today 

IHRIM News and Updates

October 20, 2010	Webinar:  Succession Planning: Transparent, Integrated and Inclusive, presented and sponsored by ClearView.  This webinar is complimentary for everyone.
November 3, 2010	IHRIM’s HRIP Certification Exam Preparation Course, Atlanta, GA

Workforce Strategy Survey: Global Key Findings

Insights on Whether Organizations’ Workforce Strategies are Aligned to Their Business Strategies and if Their People are Prepared to Execute That Strategy

After several years of downsizing and doing more with less, leaders are now relatively comfortable with the staff they have. They intend to hire again when they see increased demand for their products or services, and assume that the talent they need will be available. These organizations are not thinking strategically about what they need to position themselves for long-term growth in today’s and tomorrow’s environment. Organizations may say their workforce strategy is aligned to their business strategy, but Manpower finds that most are thinking only about the here and now and are not positioned to build the workforce they need to achieve the company’s business strategy in the future.

Click here to read the survey results.

Clouds, big data, and smart assets: Ten tech-enabled business trends to watch

Advancing technologies and their swift adoption are upending traditional business models. Senior executives need to think strategically about how to prepare their organizations for the challenging new environment.

The rapidly shifting technology environment raises serious questions for executives about how to help their companies capitalize on the transformation under way. Exploiting these trends typically doesn’t fall to any one executive—and as change accelerates, the odds of missing a beat rise significantly. For senior executives, therefore, merely understanding the ten trends outlined here isn’t enough. They also need to think strategically about how to adapt management and organizational structures to meet these new demands.

Click here to read the article.

Special message from our October 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. 

The CEO’s Guide to Top Performer Retention:  Ensuring You Have The Right Talent To Execute & Grow 

There is little doubt that recessions breed a “hunker down” mentality among employees. Layoffs, pay freezes and cuts, hour cuts and furloughs, and a dismal job market all contribute to low employee morale and engagement. Once productive environments can quickly become toxic, further deteriorating productivity.

Fortunately, there are steps you can take today to forestall the exodus of your top talent as economic recovery proceeds and the job market improves. This CEO guide provides three key tips for leveraging proven talent management principles, practices, and technologies to retain your top performers.

Click here to read the eBook from Softscape.

Developing a Business Intelligence Roadmap

Project culture has permeated IT organizations over the last several years. Most organizations focus IT teams on the next project as soon as the current project finishes. Business intelligence teams, like other IT teams, focus heavily on completing new projects instead of maintaining deployed solutions.

With relentless focus on projects, BI teams end up creating huge data warehouses and a large number of reporting solutions; however, the business users often do not adopt these solutions well enough. Most BI teams do not know if or how these reporting solutions are being used and how they are providing business value. Comprehensive solutions management and an accompanying BI solution roadmap is the cure to increasing business value with each BI solution and ensuring all solutions are either used actively or eliminated. 

Click here to read the article.

Creating People Advantage 2010: How Companies Can Adapt Their HR Practices for Volatile Times

This report details which HR practices and methodologies are helping companies to create competitive advantage and which need a different approach to suit the times. This analysis of a broad range of HR topics is based on the second survey conducted by The Boston Consulting Group and the World Federation of People Management Associations, which generated responses from more than 5,500 executives in 109 countries covering five continents and spanning many industries.

Click here to read the report.

Creating future leaders

The search for talent is one of the great challenges facing organisations and, as globalisation increases competition, strong leadership becomes even more important for businesses in the future.

Central to success or failure will be the people who lead these companies; those who are currently in senior roles and those who are being primed for future leadership positions.

With this in mind the Institute of Leadership & Management set out to explore what employers want their company’s future leaders to look like. We surveyed 50 HR professionals from commercial organisations, the majority employing over 1,000 people. We asked them what skills they need to possess, the personal characteristics essential for success and how they develop these qualities in the people they view as leaders. 

Click here to read the survey results.

How Chiquita Made The Case For SaaS

When Chiquita chose a SaaS vendor (Workday) for our global HR system, our stakeholders were particularly concerned about data security, regulatory compliance (particularly data privacy), and vendor stability. Data security compliance was addressed by ensuring that the vendor followed accepted best practices around data management, security access, and data center management, and that it permitted Chiquita to perform regular audits. Regulatory compliance was addressed in two ways: first, by ensuring that the vendor took responsibility for meeting any specific data management regulatory requirement within each country Chiquita operates in; and second, by proactively working with our chief compliance officer and outside counsel to take the necessary steps to ensure the company remained in compliance with regulatory requirements as the software service was deployed.

Click here to read the article.

HRIS Software - Can you Implement it Yourself?

By Clay Scroggin

The following list is not in any particular order. I’ve seen HR application software projects exceed budget expectations for all of the reasons listed below. My objective with this article is to provide some foresight into why a project might exceed budget and, hopefully, help you limit the chance that the project exceeds the agreed upon budget for the work. I’ve had to go to companies in the past and provide reasons why we were not going to complete a project within the budgeted expectations so I know firsthand that this is not much fun.

Click here to read the ninth 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

IHRIM Publications

Workforce Solutions Review

FEATURED 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.”  

COMING IN THE OCTOBER/NOVEMBER 2010 ISSUE: “HCM AND SUPPORTING TECHNOLOGIES ARE ESSENTIAL TO BUSINESS SUCCESS”  We are living through times that will have a long-term impact on how organizations view human capital management. As we emerge (hopefully) from the worst economic recession since the Great Depression, new regulations, new business priorities, and even new human capital management models are emerging. Most importantly, the ability to quickly align human capital with delivery on business priorities is, in certain cases, becoming a necessary capability for businesses to survive. This issue examines and provides invaluable insight on how human capital management and supporting technologies can have a positive impact on business.  

If you are not receiving 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.

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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. 

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.