HR.com’s 2-Day Virtual HRIS Conference 13-14 November

Tips and Pointers for Conducting a System Implementation

Presented by Tom Sonde of SilverRoad Solutions

Implementing new technology does not guarantee efficiency. There’s a lot more to a successful system implementation then simply letting your IT department hire a system implementation firm to install your new software.

Surveys have reported that up to 90% of organizations are dissatisfied with their HR system. While some of the blame should rightfully be directed at the software provider a significant portion of the issues can be traced directly back to an inadequate implementation.

Whether you are implementing a traditional HR system, one of the new cloud based systems or an add-on such as an online recruiting solution there are a host of things you, as the HR practitioner, should address.

This session will identify and discuss the keys to a successful implementation. It is non-technical and is designed to provide the HR practitioner with practical tips for conducting a systems implementation.

What You Will Learn:

1. Why system implementations fail, who is to blame and how to avoid them.

2. What are the key areas to focus on and how to address them.

3. How to marry process with technology and apply best practices.

4. How to take advantage of delivered system functionality

Innovative, powerful, and affordable devices have empowered technologically savvy consumers of HR Technology.

They have expect much more than what the HR Tech industry has provided to date.

Information is king and simple, on-demand delivery is paramount.

These facts have become a major contributor in the acquisitions/mergers of Talent Management vendors by many of the larger ERP providers.

These transactions in the HR Technology arena will affect us all in some way.

The opportunity for major and rapid innovation is there.

So is the ability to bring industry innovation to a crawl.

Based on ERP history, many HR leaders expect it to take years before these transactions affect them directly – That would be a poor assumption and may prove to be costly.

From the cloud to integrations; from mobile to social to the measureable. We will highlight what you really need to know.

In the Information Age, it’s no surprise that technology is an important trend in Human Resources.

But any seasoned HR professional knows that technology is usually more complicated than we would like.

Technology integrations (or lack of integration) are often at the heart of technology headaches.

This seminar provides some basic background on technology integrations.

We will explore a case study focused on the promise and complications associated with integrated Payroll – HRIS.

Finally, we will introduce a 5 step framework for auditing your systems and identifying integration priorities.

Technology Integration

• The basics
• Technology integrations and Human Resources
• Exploring the difference between an interface and integration

Case Study:

• What is integrated Payroll – HRIS?
• Why is integrated Payroll – HRIS important?

5 Step Process to Auditing Your Systems and Identifying Integration Priorities

1. Identification of key information
2. Catalog of “system of record” sources
3. Identify system consolidation opportunities
4. Map critical systems and optimal integrations/interfaces
5. Identify “fail-safe’s” for critical data exchanges

Use VBA to ‘automate’ your spreadsheets.

Macros simply don’t work.

You can create powerful and sophisticated solutions using Excel with VBA.

This is the first of a two part training program to introduce you to the Excel you never know existed.

Part one focuses on the basics of VBA.

Part Two will show you how to create forms and Graphic user interfaces to create a flawless and completely automated workflow.

You can create ‘turnkey’ applications or automate your spreadsheets.

In addition, we will show some specific examples of what can be done to simplify any process, and the specific VBA code that is used to automate many time-intensive processes.

Social media use in recruitment is growing, with 48% of companies surveyed stating they already use or plan to use this tool.

The issue complex and the legislation is changing, making it vital for you to be up-to-date.

Do you know your employees’ rights?

Are you aware of your obligations when it comes to social media in recruitment?

In this webinar, XpertHR contributing author, Karen Michael will explore a variety of situations where you might want to consider using social media, from requiring passwords, to “shoulder surfing” to “friending” candidates and social media background checks.

In just 60 minutes, this webinar will arm you with the key points you need to know about the legal issues involved with social media and hiring, including upcoming changes to the law.

Helping you recruit with confidence, while ensuring your organization is complying with the law.

Don’t miss out, claim your space today to help ensure you’re informed.

Research from SHRM shows that 96% of HR professionals conduct reference-checks, yet less than 25% of those checks are able to produce adequate information beyond employment verification.

What happened to reference-checking?

This webinar will shine fresh light onto reference-checking’s evolution as an opportunity to collect 360-degree feedback that predicts performance and retention today.

Improve your entire hiring strategy by obtaining information about a candidate’s behaviors and skills before the hire.

Leverage the feedback from references to guide the hiring manager’s interviews and to plan on-boarding and development programs.

Gain an understanding of the newest scientific research from industrial-organizational psychologists supporting the reliability, compliance and validity of online reference-checking, as presented at the 24th annual SIOP conference.

Also, see an overview of how this technology infuses consistency into each reference-check, obtains scores that identify developmental needs of candidates, and captures open comments from references about a candidate’s strengths and weaknesses.

Learn how to improve quality-of-hire by:

• Getting behavioral feedback from 4 or more references in less than 2 days for each candidate
• Comparing results for multiple candidates
• Avoiding the 10-15% of candidates who may become bad-hires