Bon Secours Health System implemented an HR transformation program to standardize processes, reduce costs, and better serve employees. The program consolidated HR functions into centralized shared services centers and centers of excellence. This resulted in $10 million in savings for HR through process harmonization, technology integration, and moving to a standardized operating model. The transformation faced challenges with communication, change management, technology integration and ensuring the new shared services center had the right skills and processes to meet service level agreements.
HR Shared Services Benchmarking Study Highlights: May 2017ScottMadden, Inc.
ScottMadden has joined forces with American Productivity & Quality Center (APQC), a benchmarking and best practices research organization, to conduct the forth cycle of the HR Shared Services (HRSS) Benchmarking Study. This study identifies gaps in HR SS benchmarking data specific to service center and center of expertise (CoE) staffing and performance metrics, targeting HRSS organizations with a service center and CoEs.
Human Resource Planning And Management Powerpoint Presentation SlidesSlideTeam
Identify current and future HR needs to achieve business goals with our attention-grabbing Human Resource Planning And Management PowerPoint Presentation Slides. This human capital strategy PowerPoint slide deck consists of a varied range of PowerPoint templates such as strategic human resource plan framework, forecasting HR requirements, assessing the current HR capacity, skill gap analysis plan, organizational skills program matrix, company’s recruitment strategies, evaluating recruitment strategies, recruitment budget to name a few. Showcase the pathways to implement HR strategy using the manpower planning process PPT visuals. Discuss the tools and techniques that are used by human resources for strategic planning such as social media, management information systems, policy, etc. HR departments can use this readily available strategic human resource management PPT visuals to assess the current capacity and forecast future needs. They can also use it to set goals and objectives for the company. Thus, download our professionally designed human asset management PowerPoint slideshow and forecast the future human resource requirements of the organization. https://bit.ly/2PxyIVn
HR Shared Services Benchmarking Study Highlights: May 2017ScottMadden, Inc.
ScottMadden has joined forces with American Productivity & Quality Center (APQC), a benchmarking and best practices research organization, to conduct the forth cycle of the HR Shared Services (HRSS) Benchmarking Study. This study identifies gaps in HR SS benchmarking data specific to service center and center of expertise (CoE) staffing and performance metrics, targeting HRSS organizations with a service center and CoEs.
Human Resource Planning And Management Powerpoint Presentation SlidesSlideTeam
Identify current and future HR needs to achieve business goals with our attention-grabbing Human Resource Planning And Management PowerPoint Presentation Slides. This human capital strategy PowerPoint slide deck consists of a varied range of PowerPoint templates such as strategic human resource plan framework, forecasting HR requirements, assessing the current HR capacity, skill gap analysis plan, organizational skills program matrix, company’s recruitment strategies, evaluating recruitment strategies, recruitment budget to name a few. Showcase the pathways to implement HR strategy using the manpower planning process PPT visuals. Discuss the tools and techniques that are used by human resources for strategic planning such as social media, management information systems, policy, etc. HR departments can use this readily available strategic human resource management PPT visuals to assess the current capacity and forecast future needs. They can also use it to set goals and objectives for the company. Thus, download our professionally designed human asset management PowerPoint slideshow and forecast the future human resource requirements of the organization. https://bit.ly/2PxyIVn
The HR business partner is the most critical, yet frequently ignored role in the move to HR shared services. Much attention is given to new roles created by a shared services model while little attention is given to how the business partner role must change with the new model. This is the third session of a HR Shared Services learning series that ScottMadden presented in conjunction with Shared Services & Outsourcing Network (SSON). In this session, we discussed the important evolution of the business partner role and the skills and competencies needed to effectively support the business.
To learn more, please visit www.scottmadden.com.
Onboarding Secrets: 10 Steps to Effective Onboarding and Boosting Your Retent...Tim Ruef
HR functions as the critical bridge to all parts of the organization. Yet, there is no organizational process more lacking in terms of cross functional linkages than onboarding. Onboarding mistakes occur in over 50% of new hires, are estimated to account for over 15 times the manager's total compensation, and have an extraordinarily negative impact on the organization's bottom line. While HR should not be wholly responsible for executing effective onboarding, they must successfully build the bridge by educating and leading key stakeholders within the organization to work together.
Workforce Trends In Human Resource Management PowerPoint Presentation Slides SlideTeam
Over the decade, HR department has played a vital role in ensuring effective utilization of workforce in an organization. Our content-ready workforce trends in human resource management PowerPoint presentation slides will provide you important statistics that will help boost the overall performance of your organization. HR trends have been changing rapidly with the advent of latest technology. Older methods are becoming obsolete to analyze information such as employee performance, change management, cultural initiatives, organizational structure, career development, gap analysis and future requirements of the organization. These workforce analytics PPT templates can also come in handy while creating a presentation on HR trends, talent management trends, human capital trends, workforce data and HR metrics. Use of appropriate manpower analytic methods can definitely bring long-term positive results for your company. If you are looking to revamp your company culture and create a modern workplace, download our workforce trends in human resource management PowerPoint diagrams.Over the decade, HR department has played a vital role in ensuring effective utilization of workforce in an organization. Our content-ready workforce trends in human resource management PowerPoint presentation slides will provide you important statistics that will help boost the overall performance of your organization. HR trends have been changing rapidly with the advent of latest technology. Older methods are becoming obsolete to analyze information such as employee performance, change management, cultural initiatives, organizational structure, career development, gap analysis and future requirements of the organization. These workforce analytics PPT templates can also come in handy while creating a presentation on HR trends, talent management trends, human capital trends, workforce data and HR metrics. Use of appropriate manpower analytic methods can definitely bring long-term positive results for your company. If you are looking to revamp your company culture and create a modern workplace, download our workforce trends in human resource management PowerPoint diagrams. Ensure each individual is fully informed with our Workforce Trends In Human Resource Management PowerPoint Presentation Slides. Get your ideas across to the grassroots.
The future of work includes how to effectively incorporate automation and AI in your workplace, but that is not all that it's about. For HR and recruiting teams, the future of work also includes how they can upgrade their current talent and employee experiences. The three common challenges in this journey are initial outreach, onboarding, and career mobility. Join TalentCulture CEO & Founder Meghan M. Biro to learn how to navigate the talent journey from beginning to end, with the help of modern HR and recruiting strategies and automation.
Hr Transformation Roadmap- Aligning with the Business Commercial AgendaChazey Partners
HR touches every aspect of operations and is valued as a critical enabler of business strategy. However, it still struggles with being weighed down by administrative tasks and not having enough bandwidth to drive the kind of added value business operations increasingly demand. As organizations complement a push towards more efficient processes with deploying more effective talent solutions, HR is as much under the spotlight as any other function. This article shares tips on how to structure your HR so that it has a real impact on successful business outcomes.
Finding the perfect candidate isn't easy. Neither is drafting a message that gets you that all-important response.
In this free webinar, we'll cover how to run the most productive searches on LinkedIn and how to craft an InMail that merits a response.
You'll come away with:
• Advanced search techniques: Search smarter with our top three search combinations.
• Insider InMail tips: Improve your response rates by using our social InMail framework.
• A simple, repeatable process: Pipeline, manage, and reach candidates with a process you can't beat.
My Name is Sagar Shukla working with Paragon System INC, Working as HR Manager - Recruitment & Operations.
Also handling Admin, MIS & Operations Dept.
Now i a,m looking for change.
Interested employer can contact me +1-347-480-1335(US) & +91-9669-143-888.
HR Outsourcing Business Proposal PowerPoint Presentation SlidesSlideTeam
If your company needs to submit a HR Outsourcing Business Proposal Powerpoint Presentation Slides look no further. Our researchers have analyzed thousands of proposals on this topic for effectiveness and conversion. Just download our template, add your company data and submit to your client for a positive response. http://bit.ly/2TaYE7e
Out-of-the-Box Compliance and Auditing, SP2013 On-prem and OnlineChristian Buckley
A walkthrough of the out-of-the-box compliance and auditing capabilities in SharePoint 2013 and Office 365, with a focus on the parity between platforms. Presented at SharePointFest Seattle 2015.
The HR business partner is the most critical, yet frequently ignored role in the move to HR shared services. Much attention is given to new roles created by a shared services model while little attention is given to how the business partner role must change with the new model. This is the third session of a HR Shared Services learning series that ScottMadden presented in conjunction with Shared Services & Outsourcing Network (SSON). In this session, we discussed the important evolution of the business partner role and the skills and competencies needed to effectively support the business.
To learn more, please visit www.scottmadden.com.
Onboarding Secrets: 10 Steps to Effective Onboarding and Boosting Your Retent...Tim Ruef
HR functions as the critical bridge to all parts of the organization. Yet, there is no organizational process more lacking in terms of cross functional linkages than onboarding. Onboarding mistakes occur in over 50% of new hires, are estimated to account for over 15 times the manager's total compensation, and have an extraordinarily negative impact on the organization's bottom line. While HR should not be wholly responsible for executing effective onboarding, they must successfully build the bridge by educating and leading key stakeholders within the organization to work together.
Workforce Trends In Human Resource Management PowerPoint Presentation Slides SlideTeam
Over the decade, HR department has played a vital role in ensuring effective utilization of workforce in an organization. Our content-ready workforce trends in human resource management PowerPoint presentation slides will provide you important statistics that will help boost the overall performance of your organization. HR trends have been changing rapidly with the advent of latest technology. Older methods are becoming obsolete to analyze information such as employee performance, change management, cultural initiatives, organizational structure, career development, gap analysis and future requirements of the organization. These workforce analytics PPT templates can also come in handy while creating a presentation on HR trends, talent management trends, human capital trends, workforce data and HR metrics. Use of appropriate manpower analytic methods can definitely bring long-term positive results for your company. If you are looking to revamp your company culture and create a modern workplace, download our workforce trends in human resource management PowerPoint diagrams.Over the decade, HR department has played a vital role in ensuring effective utilization of workforce in an organization. Our content-ready workforce trends in human resource management PowerPoint presentation slides will provide you important statistics that will help boost the overall performance of your organization. HR trends have been changing rapidly with the advent of latest technology. Older methods are becoming obsolete to analyze information such as employee performance, change management, cultural initiatives, organizational structure, career development, gap analysis and future requirements of the organization. These workforce analytics PPT templates can also come in handy while creating a presentation on HR trends, talent management trends, human capital trends, workforce data and HR metrics. Use of appropriate manpower analytic methods can definitely bring long-term positive results for your company. If you are looking to revamp your company culture and create a modern workplace, download our workforce trends in human resource management PowerPoint diagrams. Ensure each individual is fully informed with our Workforce Trends In Human Resource Management PowerPoint Presentation Slides. Get your ideas across to the grassroots.
The future of work includes how to effectively incorporate automation and AI in your workplace, but that is not all that it's about. For HR and recruiting teams, the future of work also includes how they can upgrade their current talent and employee experiences. The three common challenges in this journey are initial outreach, onboarding, and career mobility. Join TalentCulture CEO & Founder Meghan M. Biro to learn how to navigate the talent journey from beginning to end, with the help of modern HR and recruiting strategies and automation.
Hr Transformation Roadmap- Aligning with the Business Commercial AgendaChazey Partners
HR touches every aspect of operations and is valued as a critical enabler of business strategy. However, it still struggles with being weighed down by administrative tasks and not having enough bandwidth to drive the kind of added value business operations increasingly demand. As organizations complement a push towards more efficient processes with deploying more effective talent solutions, HR is as much under the spotlight as any other function. This article shares tips on how to structure your HR so that it has a real impact on successful business outcomes.
Finding the perfect candidate isn't easy. Neither is drafting a message that gets you that all-important response.
In this free webinar, we'll cover how to run the most productive searches on LinkedIn and how to craft an InMail that merits a response.
You'll come away with:
• Advanced search techniques: Search smarter with our top three search combinations.
• Insider InMail tips: Improve your response rates by using our social InMail framework.
• A simple, repeatable process: Pipeline, manage, and reach candidates with a process you can't beat.
My Name is Sagar Shukla working with Paragon System INC, Working as HR Manager - Recruitment & Operations.
Also handling Admin, MIS & Operations Dept.
Now i a,m looking for change.
Interested employer can contact me +1-347-480-1335(US) & +91-9669-143-888.
HR Outsourcing Business Proposal PowerPoint Presentation SlidesSlideTeam
If your company needs to submit a HR Outsourcing Business Proposal Powerpoint Presentation Slides look no further. Our researchers have analyzed thousands of proposals on this topic for effectiveness and conversion. Just download our template, add your company data and submit to your client for a positive response. http://bit.ly/2TaYE7e
Out-of-the-Box Compliance and Auditing, SP2013 On-prem and OnlineChristian Buckley
A walkthrough of the out-of-the-box compliance and auditing capabilities in SharePoint 2013 and Office 365, with a focus on the parity between platforms. Presented at SharePointFest Seattle 2015.
Learn how to troubleshoot and debug Lawson Security. This webinar will focus on the tools available and methods to address common issues with Lawson security. The webinar will include a document that can be downloaded with all the necessary links and commands covered in the webinar.
Link to Webinar Video: http://www.nogalis.com/2015/08/24/troubleshooting-lawson-security/
Link to main page: www.nogalis.com
Find out everything you need to know to upgrade from ProcessFlow to IPA (The Landmark Product). As you know IPA is now a Landmark product and if you upgrade to it now, you won’t have to do anything with it when you upgrade your applications to 10x. In fact you’ll be ahead of the curve because you already have Landmark installed. Join us and learn how you can take a big leap forward with an IPA upgrade today.
MySelf Chethana Hands On 1.3 years experience in INFOR Lawson Products (LTM, IPA and Design Studio).
Having Good Knowlege in Payroll Processing, Supply Chain Management and Human Resource Management.
Infor i: Setting The Scene. Infor is the largest IBM i ISV in the World.Inforsystemi
Infor is the third largest provider of enterprise applications and services. Infor helps 70,000 customers in 194 countries improve operations, drive growth, and quickly adapt to changes in business demands.
You're one of the nearly 15,000 Infor manufacturing customers whose enterprise resource planning (ERP) solution leverages the IBM System i platform. You know it's a powerful combination. You'll be pleased to know that it's becoming more powerful every day.
Like IBM, Infor is making a significant investment in its System i capabilities so you can:
• Protect and leverage your current IT investment
• Easily add new capabilities to your ERP solution to meet changing business requirements
• Continue to enjoy the reliability, security and low total cost of ownership delivered by the System i and Infor ERP solutions
How’d you like to learn to build a simple ProcessFlow in just 30 minutes? Join us for this webinar.
A brief overview of ProcessFlow. The presentation covers:
What is ProcessFlow?
Introduction to components and terminology
Building an actual flow
Implementation methodology
Troubleshooting
Basic overview of ERP implementation presentation to technology class of 2011 at Utah Valley University, Orem, Utah. The concepts can be applied generally to any system implementation.
Write Once, Run Everywhere - Ember.js MunichMike North
Ember.js is an opinionated web framework, that allows developers to focus less on boilerplate, and focus more on what makes their app unique. We’ll go over some of the best practices of using Ember for cross-device development, introduce Cordova and NW.js, and then discuss modular design, testing, encapsulation of native functionality in the context of an open source case study project.
In this presentation, we will discuss ways to access HR information that are stored centrally, hoe it functions , skills required for HRIS practitioners and benefits of the same.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
Transforming HR into a Strategic Asset enabled by Oracle HCM CloudCognizant
Today’s Human Capital Management (HCM) market is undergoing a unique shift from the traditional transactional process areas to strategic process areas with increasing focus on:
1. Integrated Talent Management: Employee skill management and development has taken the center stage. What are the emerging trends in this space and how is this important for business growth?
2. Enhanced Usability: More than ever, employees need and demand user friendly, contemporary self-service. How does a good self-service strategy unlock $ value for you.
3. Accessibility: Integrated functionality for Analytics, Mobility, and Enterprise Social is a requirement. What can your organization do to get the best value out of these feature rich frameworks?
In this new environment, what are the target options available for HR working on legacy systems? How can CxOs and HR evaluate their current HCM systems and ensure that the technology led HR transformations are not only aligned to the latest HR trends but also provide maximum ROI through increased productivity and automation with lower total cost of ownership?
This presentation by Praveen Gupta (Senior Director, HCM Solution Advisor) throws light on the latest trends in HCM marketplace, target options for customers on legacy systems or manual processes and show how HR in leading companies are leveraging the Oracle HCM & Talent Cloud to move from being a transactional unit to a strategic asset in business growth.
NovaForge: new generation software development factory, OW2con'12, ParisOW2
NovaForge v3 is a completly new version of the professional development framework. Based on a new architecture inspired from the SOA concept, NovaForge v3 integrates famous Open Source components to provide a complete solution to manage and follow development projects. Its plugin architecture allow the developpers and project manager to use tools like Alfresco, Mantis, SVN, Jenkins, Sonar and many others with a single point of access and shared SSO.
When introducing Workday into your organization, how you manage change is critical to a successful transition. While change is most often driven from a technology perspective, a successful change management program should be focused on the impact to strategy, business processes, and people. Increasing user adoption of Workday and improving how work gets done within an organization requires an intentional investment of effort.
At People Prime Worldwide, we recognize the crucial role that skilled IT professionals play in the success of businesses. This is why we provide specialized IT staffing services tailored to organizations' unique requirements.
In-depth discussion of HR Key Performance Indicators - selecting, measuring them, and designing tracking and decision processes to enable a strong, sustaining competitive advantage in your business... This deck was presented on 4-7-2015 as part of a BLR sponsored Webinar .
To meet the challenges of economic fluctuations, demanding competitive environments, and aggressive market conditions, companies need to be continuously evolving and adapting. Supporting the evolution are change management processes that focus on processes, structures, talent strategies and their alignment to the business realities.
Change management involves tried and tested methodologies, supported by robust HCM technology to evaluate scenarios, monitor impact and embrace change with flexibility, clarity and efficiency.
3 ways to turbo charge your learning content strategyInfor HCM
Today’s employees want development tools that are easily accessible, continuous, and tailored to their individual needs. Many modern HR professionals are using technology to transform the way learning and development opportunities are offered, supplementing traditional practices with innovative, self-directed approaches that tap into the autonomous and connected realities of our culture.
In this presentation, Donald H Taylor, chairman of the Learning and Performance Institute, and Rob Moore of strategic partner OpenSesame, explore how modern L&D departments are supporting employees’ self-directed learning in three ways: curating existing user-generated content, adopting the minimum-viable-product approach to course creation, and using high quality materials that already exist.
In this presentation you can learn how to close the gap between the desire for training and the ability to engage in it—and free up your own valuable time, too.
Talent – should you buy or build?
The answer to the question will vary according to the nature of the role, the time-scales involved, and the precise nature of the need. In many instances, organizations will be hiring to fill some positions, while simultaneously developing to fill others. The key is to make the right decision in each instance.
In this presentation Brandon Hall’s VP and principal analyst Mollie Lombardi will focus her considerable thinking power on this crucial issue.
Building your talent base for the future is essential – especially with your emerging leaders. But do you know the best techniques to coach these high potential employees, or how to improve your coaching’s speed and effectiveness by using smart technologies and data sharing?
In this webinar Infor’s Jason Taylor and Kenneth Fung share their proven methods for ensuring full motivation and engagement during coaching. They will also reveal how working with behaviors allows you to develop a common language and to focus on delivering results.
Is your L&D department ready for the future?Infor HCM
Training is not what it used to be. New technologies not only provide more ways to learn and share information, they also drive a faster, more demanding business environment. Learning and Development (L&D) departments have to adapt dramatically to fit this new reality – is yours ready for the change?
In this interactive webinar, chairman of the Learning and Performance Institute, Donald H Taylor examines the changing role of L&D professionals and what they must do to meet the learning expectations of the modern workforce.
You’ll learn about:
Three things L&D must do to secure its future
What ‘aligning learning to the business’ really means
Recognizing the ‘Training Ghetto’ and how to escape it
Time to get real about your talent selection technologyInfor HCM
Your choice of candidate assessment technology could help your business or leave it floundering. Are you equipped to make the right decision?
Assessment technologies now provide such a competitive edge that they have become an essential business tool. Research demonstrates that implementing the right technology boosts productivity, reduces staff turnover and has a direct bottom-line impact. But how do you make the right choice?
Infor’s Chief HCM Scientist Jason Taylor explains the best way to select and deploy talent assessment technology, and then how to study and ensure its effectiveness. Jason explores both the key technological considerations and the increasingly complex legal and business implications of assessment:
The technology – is it truly cloud-based and ready to integrate?
The methodology – is it legally and scientifically sound?
The testing – how do you ensure it works for your business?
Discover why yesterday's approaches to workforce management won't cut it in today's tough business environment-and what you need to stay current.
Mitri Dahdaly, part of Infor's Product Management and Strategy team, will explore the new world of workforce management, the changes it demands, and the opportunities it offers.
In this presentation you will learn about:
Five key factors shaping new labor approaches in WFM
Recent WFM changes having a profound impact
How to deliver strategic value with WFM
The real reason your top performers are leaving youInfor HCM
In this presentation Infor’s Chief HCM Scientist Jason Taylor explores why top performers sometimes feel they have to move on. He examines tested ways of ensuring your key players stay the course, from picking the right candidates at the beginning of their careers, through to coaching them as best fits their character.
Losing some staff is inevitable; losing your best is not. There’s plenty you can do to retain your top performers. Discover how by looking at this presentation.
Infogencer Solution Audits provide an independent and objective third-party assessment of a vendor’s technology solution or service from a business perspective. They provide not only a detailed assessment of a solution’s capabilities, but also insight into the key business challenges which those capabilities can help organizations to address. By providing this analysis in a common format and which is free from any of the unnecessary hype or jargon which so often pervades the technology industry - Infogencer Solution Audits provide a practical and trusted resource which enable organizations to identify and compare capable technology solutions and services.
Each Infogencer Solution Audit is published by Infogencer following our independent research and interviews with the company’s executives. It presents our sole opinion and has not been sponsored or commissioned by the vendor, their partners or any other affiliated organization.
The information contained within each Infogencer Solution Audit represents our own opinion. We also rely on information provided to us by a variety of sources outside of our control. As a result, we do not make any guarantees as to the validity or accuracy of the information contained within this document.
The Business Case for Workforce Management Solutions - White PaperInfor HCM
The widespread adoption of dedicated Workforce Management (WFM) solutions continues to gain momentum as organizations increasingly recognize that the level of control and visibility needed in managing their workforce resource is rapidly outstripping the capabilities provided by existing HR applications and processes. Unlike many other areas of their operations that have for a long time seen the adoption of sophisticated solutions to optimize value (such as Enterprise Resource Planning, Supply Chain Management, Customer Relationship Management, Business Intelligence, Business Process Management and so forth) - the management of the underlying human resource has remained a largely administrative, and often manual, undertaking. In our view this is a situation that has to change if organizations are to maximize the value from their workforce resources, while at the same time minimizing its cost and risk. To achieve this, organizations need to have a much greater level of visibility and control of their workforce resources and workforce processes. Without the underlying support that a capable Workforce Management Solution can provide, this can be difficult, if not impossible to achieve. As a result, the demand for Workforce Management Solutions is growing rapidly as organizations increasingly turn their attention to the ability of their workforce management processes to support some of their most pressing operational and strategic challenges.
This trend is also being driven by the evolving role of HR within organizations. What was traditionally regarded as purely an administrative function, HR teams are now being required to take a more strategic position as organizations increasingly recognize the impact of their workforce and its activities on their operational and strategic performance. As a result, HR responsibilities are extending beyond their traditional boundaries and are now becoming closely involved in helping to drive greater value from their workforce operations. Yet just as the role of HR is evolving, so too does the need for the IT solutions and service capabilities which are required to support, or even enable that transition to happen. If HR is able to successfully fulfill this new mandate, they must also take a fresh look at the tools and methods which are currently available to them.
Retail Scheduling: Creating a Win-Win for Employers and EmployeesInfor HCM
There’s no question that scheduling optimization software, which uses historical and predictive analytics to assist retail managers with the associate scheduling process, is hot. With razor thin margins and increasingly stiff business competition, retailers are striving to increase revenue while holding down their operational costs. Considering labor’s wide acceptance as a retailer’s largest controllable cost, scheduling optimization has proven a compelling means to that end.
Retail Workforce Compliance Challenges: Leveraging Automation to Avoid RiskInfor HCM
Retailers face a host of workforce management challenges, not the least of which is compliance with a multitude of ever-changing federal, state, and local labor laws, negotiated labor agreements, and internal work rules and policies. Failure to comply with any of these whether law or rule—can carry hefty costs in the form of
financial penalties, expensive and time-consuming law-suits, inefficient use of management resources, and the negative public exposure that leads to a degradation of brand reputation.
3 steps to enterprise talent success with Performance ProfilesInfor HCM
Do you know the keys to a high performance culture? Can you describe what success in your company's key roles looks like? If not, you're not alone. Over one-third of organizations in Brandon Hall Group’s recent skills gap survey have not defined the critical roles required to enable their future business success. Knowing the traits that lead to performance in particular jobs is a core task for the modern HR function, but creating an accurate picture of success can be difficult. By turning to data, many successful organizations are building "Performance Profiles" that help them reduce staff turnover, boost productivity and accelerate time to performance. This webinar will address the latest research on Performance Management, the science behind Performance Profiles, and how they can be deployed in the HCM cycle. In this Slideshare, Laci Loew, VP and Principal Analyst of Brandon Hall Group's Talent Management Practice, and Jason Taylor, Infor’s Chief HCM Scientist will explore the following:
Critical trends in using data to define success, and the talent science behind it
How to develop high-quality Performance Profiles for your organization
Turning data into action – how profiles accelerate time to performance for new hires, identify low performers, and support development efforts through data-driven insights
The importance of mobile tools for managing and measuring performance
Managing employee and manager expectations around Performance Profiles
Three Steps to a Hard Dollar ROI from Talent ManagementInfor HCM
Organizations need HR, but often regard it as a tactical necessity rather than a strategic essential. In this webinar, Infor HCM’s Michael Brandt explains how to build on HR’s daily transactional activity to create great strategic impact with a solid dollar value. He’ll examine how great value depends on doing the daily work of HR well, and then sharing the results for wider, deeper impact. Using real-life examples, Michael will explore:
• The crucial importance of data
• Getting hard dollar impact from soft cultural change
• Why systems usability and integration are key to success
• How HR can build value across the employee life cycle
• The technology and systems you’ll need
With training budgets under close scrutiny, it has never been more important to show the impact of learning on the business. Traditionally, demonstrating value has been complex and time-consuming. Now there is a more straightforward method: learning analytics.
How does enterprise learning show it is adding value? The answer is not the usual route of reporting on training activity. The number of courses completed (in the classroom or online) is no measure of impact. Demonstrating the value of learning today is crucial.
In this presentation you learn,
Why tapping into existing business data is essential
How to take your first steps towards real learning analytics
Three bad approaches to measuring business impact
Social Media in the Workplace - Are We Nearly There?Infor HCM
Since Facebook was invented a decade ago, it has attracted a billion users worldwide. Twitter now reports 200 million users who send 400 million tweets every day. Compounded by record IPO valuations well into the billions, there is little doubt that the social media way of life is here to stay.
The Evolution of Healthcare and Its Impact on LearningInfor HCM
Healthcare in the US is evolving fast, bringing with it increased opportunities and responsibilities for employers. Is your learning and development department ready for the change?
In this presentation Perry Richardson of University of Colorado Health (UCH) explores how UCH has dealt with the increased complexity of learning in healthcare under the Affordable Healthcare Act. You'll explore:
Dealing with increased statutory demands around the value of care, quality and safety
Using technology to reach employees, external providers, and community members
Tracking and reporting on this complex learning environment
Altering The Future: Deciding Employee BenefitsInfor HCM
Employee benefits are changing - how should employers respond?
For the last decade, employers have focused on controlling health benefit costs. The result: health insurance is increasingly seen as a commodity, not as a differentiator. What does this mean for employers? How should they change their approach to benefits and to their employee value proposition
In this Infor-sponsored webinar Jennifer Benz, Chief Strategist and Founder of Benz Communications, will explore how employers can both fulfill their promise to protect the health and financial security of employees and be seen as an attractive employer.
Making the right choices on benefits is vital for employers today - are you ready for the future?
During our last growth cycle corporations had it easy. Above average unemployment in developed economies meant that keeping employees engaged had not been a focus. But as developed economies continue to grow in 2014 we can expect those disengaged people (estimated at 70% of the workforce by McKinsey) to lift their noses from the grindstone and start eyeing the exit.
14. Strategy & Planning
Planning,
Governance, &
Communications
Diversity & Inclusion
Total Rewards
Compensation
Benefits and Health
& Well Being
Strategic Human
Resources
Human Resources
Executives
Advisory and Policy
Services
Talent Management
Talent Acquisition &
Workforce Planning
Talent Development
& Organizational
Effectiveness
Good Help
…to our
customers
Bon Secours Human Resources Operating Model
BSHSI SQP
Human Resources Operations Center
Tier 2 Shared Services
Tier 1 Shared Services
Tier 0 Shared Services
HR Technology
HR Operations
Roles & Responsibilities
• Provide day-to-day management of core HR operating model activities.
• Serve as the first point of contact for HR-related inquiries
• Provide support to CoEs and Business through HR transaction processing, data management and reporting services
• Provide strategy, design and maintenance of HR technology systems that enable seamless tracking and work transfer across HR
operating model
• Support employee records admin, transaction processing and reporting, employee records, employee transfer processing,
relocation, severance plan admin, outplacement admin, service award recommendation, and performance mgmt. administration
14
15. Human Resources Operations Center
8
COE Roles & Responsibilities
• Develop and implement strategy, policies,
procedures and guidelines for Talent
Management
• Partner with COEs and Shared Services to
implement talent management programs & tools
• Conduct internal and external talent management
benchmarking activities and update tools and
methodologies
• Support recruitment strategy, design and
administration
• Support workforce strategy and program design,
succession strategy and program design,
performance management design and
organizational development
COE Roles & Responsibilities
• Support overall total rewards strategy and
design for organization. Develop and
implement compensation and benefits
strategies, policies, procedures and products
including base, incentives, retirement and
health and welfare
• Collaborate with other COEs and Shared
Services to implement compensation and
benefits products and services
• Comply with total rewards regulatory and audit
requirements
• Manage total rewards industry benchmarking
and reporting analysis
COE Roles & Responsibilities
• Collaborate with senior business
leadership/management within a business
design and business strategy execution.
Provide HR consultative solutions to drive
business results.
• Provide advice and counseling to employees
and managers on employee-related issues
• Support policy development, employee
advocacy, diversity programs, disciplinary
action administration
• Understand business strategy and translate
imperatives to COEs and Shared Services
• Serve as the face of the business to HR and
the face of HR to the business
COE Roles & Responsibilities
•Provide HR planning, governance and
communications services including strategy,
planning and budgeting
•Lead the organization’s diversity and
inclusion strategy
•Provide compliance management including
risk management, policy and compliance
development and labor management
•Coordinate overall project management
ensuring alignment with BSHSI SQP
Strategy & Planning
Planning,
Governance, &
Communications
Diversity & Inclusion
Total Rewards
Compensation
Benefits and Health
& Well Being
Strategic Human
Resources
Human Resources
Executives
Advisory and Policy
Services
Talent Management
Talent Acquisition &
Workforce Planning
Talent Development
& Organizational
Effectiveness
Good Help
…to our
customers
Tier 2 Shared Services
Tier 1 Shared Services
Tier 0 Shared Services
HR Technology
HR Operations
Roles & Responsibilities
• Provide day-to-day management of core HR operating model activities.
• Serve as the first point of contact for HR-related inquiries
• Provide support to CoEs and Business through HR transaction processing, data management and reporting services
• Provide strategy, design and maintenance of HR technology systems that enable seamless tracking and work transfer across HR
operating model
• Support employee records admin, transaction processing and reporting, employee records, employee transfer processing,
relocation, severance plan admin, outplacement admin, service award recommendation, and performance mgmt. administration
Bon Secours Human Resources Operating Model
Core HRESS/MSS
Position
Manager
HealthStream
Success
Factors
Benefits Kronos
Harmonized
Processes
Harmonized
Programs
Service Level
Agreements
BSHSI SQP
15
17. - 17 -
Implementation Methodology
Refresh
Strategy
Harmonize
Policies
Develop
Procedures
Build
Technology
Test Workforce
Transition
• Refine strategy
to support new
operating model
• Inventory all
policies and
processes
• Conduct fit-gap
analysis to
leading practice
• Make
recommendations
and harmonize
policies
• Design BSHSI
processes that are
scalable and
repeatable
• Develop process
workbooks
• Develop
operational
procedures
• Conduct change
impact
assessment
• Design call center
scripts
• Develop
configuration
workbooks
• Update Lawson
configuration
• Update point
solutions
• Conduct user
acceptance,
system
integration, and
parallel testing for
Lawson updates
• Develop role profiles
and talent assessment
tool
• Develop workforce
transition plan
• Develop course
curriculum
• Develop Web Based
Training (WBT)
materials
• Develop Instructor Lead
Training (ILT) materials
• Conduct training
17
18. - 18 -
Legend
ApproachandTimeline
• Financial Impacts: Ability to realize early financial savings
• HR Lifecycle Events: Timing and impact to organization
• Technology dependencies: Degree of anticipated configuration
changes to the current HRIS technology platforms
• COE Maturity: Degree of COE’s current alignment to new model
• Existing presence of Shared Services: Degree to which COE
Shared Services Center capability is already developed
• Subsequent COE Implementations: Degree to which a COE
Initiative facilitates other implementations
Initiative I
TA, Tier II, S&P
Go-Live 8/31/12
Initiative II
Policies, H&WB, Tier I,
Tier II, HR Tech, HR Ops
Go-Live 2/28/13
Initiative IV
SHR
Go-Live 10/31/13
Initiative III
TR, Tier II
Go-Live 4/30/13
Initiative V
TM, Tier II
Go-Live 3/31/14
Sequencing and Prioritization Criteria
Initiative Timeline
FYE 2012 FYE 2013 FYE 2014
0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30Months
3/1/12 8/31/14
18