HR.com HRIS Video Conference – Day 1
Tomorrow is the first day of what HR.com offers as a series of webinars and presents them as virtual conferences for the EPR/HRIS community (as well as the rest of the HR industry).
You can see Thursday’s agenda by clicking here (link is not active until 5-Sept-2012 1 AM Eastern).
The information gathered from these webinars and conferences can be used to gain or maintain your certification in PHR, GPHR, or SPHR.
The webinars and conferences are sponsored by many of the largest global enterprises as well as provided by the sharpest minds in their industry.
In many cases the recordings are good toward certification for a year (some times 2 years) AFTER the original broadcast.
The registration is free BUT does require a free membership with HR.com (don’t worry, they have made it fast and easy, you can apply here).
Please ensure that your profile is up to date, including your email address, as a link to access the event will be emailed to you before before the event start.
The access link will transport you to the Conference Hall Lobby. From here, you can click on the menu items to travel anywhere inside the Conference Hall, including the Exhibit Hall, Webcast Auditorium, Resource Center, and Networking Lounge.
Click here to add to your calendar.
HR Information Systems: Audits, Compliance and Risk Management
September 5-6, 2012
Conference Webcast Schedule for Wednesday, 5-September-2012
Introduction to the Institute for Human Resources HRIS Virtual Event
This introductory session will give you an overview of the Institute for Human Resources – HRIS certification program, which launched in March 2011 with a two day virtual event.
This will mark the sixth virtual event for this great community and to date over 3000 HR professionals have registered for our programs.
The purpose of this session is to provide you with the webcast topics and speakers that will be presented over the next two days.
All of these webcasts have been approved for HRCI recertification credits (the only exception being this introductory webcast).
A calendar of future events will be shared so that members can pre-register now to add the dates to their calendars, for the HRIS Vertical as well as 17 others.
You will be given guidance on how to chat online with colleagues and access the Virtual Exhibit Hall which includes floors for our Sponsors, Speakers and Suppliers, prior to and during the entire two day event.
You will also learn how to network with your peers by visiting the Lounge.
You will have the opportunity to ask any questions you may have, as it relates to the overall program, prior to the event’s commencement.
Don’t forget, this is a great opportunity to converse with our industry experts! Looking forward to your participation!
Using Content Management and Search Technologies to Prevent Blind Spots in Your HR Systems
In addition, many HR departments deploy additional applications to manage processes that are both task-oriented and document-intensive, such as recruiting, onboarding and performance reviews.
While these additional solutions expedite those processes, the information they contain often isn’t accessible – or even visible ? from your HRIS.
In this presentation, you’ll learn how content management technology and high-performance search applications can increase the visibility of data and documents from various systems, allowing you to access information more easily and ensure compliance with employment law, privacy initiatives and other mandates.
This connectivity makes monitoring compliance and preparing for audits less time-consuming, yet preserves the security of confidential data by limiting access to authorized individuals.
High-performance enterprise search applications allow HR professionals to search across systems — including the HRIS, third-party HR applications, payroll systems, etc. — to find the precise information they need.
This functionality ensures access to the most relevant and up-to-date information, mitigating the risk of legal/regulatory compliance breaches.
At the same time, any information gaps can also be quickly identified, further reducing any potential risk.
Used together or separately, these technologies can increase the visibility of the information contained in your HRIS and other HR solutions to advance compliance and mitigate risk.
Human Resource Information Systems (HRIS): Implementation Best Practices
There is widespread agreement that Human Resources Information Systems (HRIS) significantly improve the efficiency and effectiveness of HR departments.
So why is HRIS adoption a relatively slow process?
Why do so many HRIS implementations fail?
What can you learn about HRIS implementation best practices?
This session will go beyond the benefits of HRIS and explore key issues related to HRIS implementations.
- Top 5 Reasons that HRIS Implementations fail
- Implementation Pitfalls
- Best practices for HRIS implementations
- A step-by-step approach to maximize your chances for a successful HRIS Implementation
- Lack of dedicated resources
- Poor data quality
- Overly broad scope
- Unrealistic time frame
- Cumbersome system integrations
- Inability to attend meetings / trainings
- Data that is late or has errors
- Plan or file changes late in the process
- Trying to implement too many modules at one time
- General lack of responsiveness (by any of the parties)
Understand your HRIS needs, build your business case, and move towards a 24 x 7 solution for your employees.
HRIS will improve the quality of your HR communication, automate routine tasks, and give you the time you need to focus on strategic HR priorities.
If you’re considering HRIS, you need to understand the challenges associated with HRIS implementations and how to overcome them with HRIS implementation best practices.
From CRM to ERM: Employee Relationship Management
The premise is founded on the fact that relationships are built over time through multiple opportunities for interaction.
Take it a step further and you can imagine that organizations that can create loyalty with their employees will have fewer challenges with talent, employee retention, and the risk to intellectual property.
This is “employee relationship management.”
In this webinar, we will cover these highlighted elements:
- The importance of on-going communications with a potential candidate about performance, professional development and business results and how to configure your conversations to show commitment and interest to the prospect
- The value of using a “customer relationship management” approach to employee relationship management is twofold – you gain a big-picture view of all communications with the talent and create “relationship management milestones” that will trigger communications and professional development
- How HR truly supports the strategic goals of the organization through this critical HR role – recruitment – and why a CRM approach will help to facilitate a prosperous relationship between the potential candidate and your organization for years to come
The Power of Integrated HR in the Cloud
This session is also excellent for individuals that want to be part of the Social Enterprise.
Topics Addressed in this presentation include:
Why Integrated HR
We will review a case for bringing all HR components in house into one integrated global core HR system of record.
By reviewing individual components of HR we can identify the needs and wants and better understand how these can work better together in one cloud solution.
Why Cloud HR
This is the topic on everyone’s minds today.
We will briefly attack the whole “cloud thing” and see how this cloud phenomena can benefit HR Admins and their organizations.
What are the Benefits of Integrated Cloud HR
From what we expose and discover in the previous sections we will briefly explore the power of both Cloud and HR as one globally accessible solution for today’s global social workforce.
What are the Security Risks of Integrated Cloud HR
Always a topic of concern, this is a “must address” requirement in any Cloud conversation, especially Cloud HR as it pertains to private, confidential employee records and personal data.
Who are some of the players in the Integrated Cloud HR space
Sure we are Vana Workforce and we want you to think there are no other solutions in Cloud HR or at least none as good as Vana Workforce, but let’s be honest, there are lots. Some are better than others and some are perfect for your organization.
We will quickly and visually identify the leaders, larger and smaller and touch on some of the offerings from the leaders in Cloud HR.
How can Integrated Cloud HR Save Time and Money
YES… the most important question on everyone’s minds always comes down to how cool and app is, how functional it is, and finally the ultimate question; “How much is this going to cost me?”.
Well the great news is that both Cloud and Integrated will indeed save you both Time and Money.
How much is dependent on the solution of choice, the vendor or consultant you are working with and your requirements, but we can cover this in general so that the Integrated Cloud HR truth of Time and Money can be exposed.
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