Resources and Links related to the SHRM Annual Conference Session - From Transactions to Engagement: Harnessing Social Tools to Transform HR presented by Steve Boese, Monday, June 17, 2013
New-age HR in times of massive digitizationEdGE NetWorks
According to a McKinsey report, 49 percent of leading companies are investing in digital technology more than their counterparts do, compared with only 5 percent of the laggards. The message is clear – go digital or risk going out of business! Let's learn about new-age HR in times of massive digitization.
The Evolution of the Intranet: Why Collaborative Intranets are More Critical ...C5 Insight
Collaboration as we know it has changed dramatically over the years. It wasn't that long ago that we had to make a concerted effort to connect with one another; now that same effort is required to disconnect. So why do organizations continue to struggle to connect with employees, customers and partners?
Collaboration tools are both numerous and sophisticated, but are we really better off? If we have the tools, the technology and the will, then why aren't we doing a better job with collaboration in our organizations? In short: Is a company that has a robust Intranet and can truly work together better nothing more than a myth - a lofty goal to which we aspire but will never attain?
In this session, the speaker will tackle these questions and more, taking an in-depth look into why collaboration projects fails to meet our expectations and what organizations can do today to forge new connections, become more productive, increase employee engagement, and build an Intranet that fosters a culture of collaboration.
New-age HR in times of massive digitizationEdGE NetWorks
According to a McKinsey report, 49 percent of leading companies are investing in digital technology more than their counterparts do, compared with only 5 percent of the laggards. The message is clear – go digital or risk going out of business! Let's learn about new-age HR in times of massive digitization.
The Evolution of the Intranet: Why Collaborative Intranets are More Critical ...C5 Insight
Collaboration as we know it has changed dramatically over the years. It wasn't that long ago that we had to make a concerted effort to connect with one another; now that same effort is required to disconnect. So why do organizations continue to struggle to connect with employees, customers and partners?
Collaboration tools are both numerous and sophisticated, but are we really better off? If we have the tools, the technology and the will, then why aren't we doing a better job with collaboration in our organizations? In short: Is a company that has a robust Intranet and can truly work together better nothing more than a myth - a lofty goal to which we aspire but will never attain?
In this session, the speaker will tackle these questions and more, taking an in-depth look into why collaboration projects fails to meet our expectations and what organizations can do today to forge new connections, become more productive, increase employee engagement, and build an Intranet that fosters a culture of collaboration.
“Where the Rubber Meets the Road: Applying HR Technology to Solve Real-world Problems,” from LBi Software, brings the insight and wisdom of seven of HR's most recognized thought leaders to one topic: how to use today's powerful HR technology to focus on the people in your organization and become a more strategic business partner.
Our engaging e-book draws on the experience and knowledge of some of the most recognized thought leaders in HR today, including Steve Boese (HR Technology Conference & Expo), Ron Thomas (Human Capital Institute), Lisa Rosendahl (WomenofHR.com), Robin Schooling (HR Schoolhouse.com) and Matt Stollak (True Faith HR).
This e-book gives you succinct and revealing insight into how HR can better understand and rise to daily challenges, such as:
-Assuming too much about what employees think and feel.
-Meeting the increasing demand for workforce transparency and accuracy.
-Understanding the essential characteristics of employees, beyond job skills and goals
-Building your rewards program on your organization's culture
-Adapting to cultural developments and trends
-Using social media to assess the employee experience
-Embracing data to prove HR effectiveness
-Getting real-world use out of the newest HR technology
Learning Objective: Discuss how emerging technology can assist organizations with finding the best business value and unlocking corporate influence
We hear a lot about the terms artificial intelligence and virtual reality, but does anyone really know what they do and how they are effective in the corporate environment? Over the next few years, artificial intelligence and virtual reality are going to revolutionize technology in every field and change the way we work across the globe. For example, AI and VR can be used in staff training for professionals, project management can use VR to show finished projects, and employees can be placed in real-world scenarios through immersive experiences. Our experts will take a cross-cut slice through the concept, from strategy to implementation, to unlock the mysteries behind AI and VR and illuminate how they can be used to increase insight into your business strategy. This seminar will help you understand the threats and opportunities at a strategic level to assess what your business could be doing to improve processes.
At the end of this seminar, participants will be able to:
1. Discuss what artificial intelligence and virtual reality are, and what the business benefits of implementing them in their corporate strategy are.
2. Explore the capabilities for leveraging AI to improve business acumen.
3. Examine factors that construct a foundation for building competitive opportunities and increasing stratagem.
The Evolution of the Intranet: Creating a Culture of CollaborationC5 Insight
Collaboration as we know it has changed dramatically over the years. It wasn't that long ago that we had to make a concerted effort to connect with one another; now that same effort is required to disconnect. So why do organizations continue to struggle to connect and engage with employees, customers and partners?
Collaboration tools are both numerous and sophisticated, but are we really better off? If we have the tools, the technology and the will, then why aren't we doing a better job with collaboration in our organizations? In short: Is a company that has a robust Intranet and can truly work together better nothing more than a myth - a lofty goal to which we aspire but will never attain?
In this session, we'll tackle these questions and more, taking an in-depth look into why collaboration projects fail to meet our expectations and what organizations can do today to forge new connections, become more productive, increase employee engagement, and build an Intranet that fosters a culture of collaboration.
Failure to Connect: Why You're Not Getting More From SharePointC5 Insight
Collaboration as we know it has changed dramatically over the years. It wasn't that long ago that we had to make a concerted effort to connect with one another; now that same effort is required to disconnect. So why do organizations continue to struggle to connect with employees, customers and partners?
Collaboration tools and technology are both numerous and sophisticated, but are we really better off? If we have the tools, the technology and the will, then why aren't we doing a better job with collaboration in our organizations?
In this session, we will tackle these questions and more, taking an in-depth look into why collaboration tools such as SharePoint fail to meet our expectations and what organizations can do today to forge new connections, become more productive, increase employee engagement, and build a lasting culture of collaboration.
There are too many candidates out there. Social networking platforms. Referrals. Job fairs. Mobile apps. Where do you even begin?
With all of the different options to choose from, what’s best for your team? What strategies are the top brands leveraging across these channels? We tapped experts from various industries to get their take on upcoming HR trends in 2018.
Building a Better Intranet: Moving From Frustration to Effective CollaborationC5 Insight
It's a fact: the way we work is changing. As our digital tools grow rapidly and become more sophisticated, are we really better off? Is an Intranet still relevant in today’s digital world? If so, then why do 60-80% of organizations that try to implement Intranets and other social collaboration initiatives continue to struggle with their effectiveness?
In this session, learn not only how the Intranet, but our users have evolved over time, and see how small changes in your approach can yield huge returns on your Intranet investment. In addition, learn the overarching themes that cause organizations to struggle with their Intranet, and get 10 practical tips that you can begin to implement today.
At the end of the day, organizations don't care about Intranets - they care about results - and this session will show you how to (re)shape your Intranet so that it delivers enhanced user adoption, improved employee engagement, increased productivity, and a lasting changing within your organization.
Digital HR Workplace: Simple Ways to Hire and Onboard FasterHuman Capital Media
Attracting & retaining talent are two of the most important functions of an HR organization, but paper has a nasty habit of tying up HR resources and keeping HR professionals from getting the job done.
Now imagine a paper-free workplace. It can happen with eSignature solutions. With eSignatures, organizations can sign, send, and approve documents anywhere, at any time and keep business moving forward.
Join this webinar to learn how you can transform key, paper-heavy functions like hiring, onboarding, and benefits enrollment to fast and secure digital experiences.
You will also learn:
Current employee and HR pains in the workplace
How companies saved an average of $46 per offer letter
How leveraging an eSignature solution can help you save money and work more efficiently
How can enterprise social technologies help your company? What tools will enable you to connect employees to each other and to information to address key challenges?
Big Data = Big Headache? Using People Analytics to Fuel ROItalent.imperative
• Interpret trend information to understand the business case for Big Data in HR.
• Examine your fears and assumptions about Big Data.
• Learn from best practice case studies how to demonstrate HR’s contributions to ROI.
• Understand how to engage key stakeholders as part of your organization’s people analytics journey.
The robots are near. But they are at a disadvantage when it comes to interpersonal sensitivity. As long as there are humans involved in Talent Acquisition, it remains a highly relationship-driven process. Whether it be candidates themselves, hiring managers, hiring teams, vendor partners or senior leadership, you need to know how each of these groups is thinking about how you are engaging with them, how to earn their trust, and how to get what you need from each relationship you create.
This presentation examines the evolving recruiting relationship ecosystem, encourages you to identify your own blind spots, and leaves you with actionable steps to create effective collaboration across key stakeholder groups. In this discussion you will:
• Better understand the evolving recruiting relationship ecosystem
• Discover your own relationship blind spots
• Learn how to take action to more effectively collaborate with various recruiting stakeholder groups
On November 15, 2017, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) conducted a workshop for the HR Team of P&G IMEA, in Dubai. These are the slides he used.
If you build it, they still may not come. How can organizations not only plan for great functionality with increased productivity, but also drive truly successful adoption?
60% of SharePoint projects are stalled, struggling, or failing, according to research conducted by the Association for Information and Image Management. If the goal is enterprise collaboration, it matters most how people connect and remain engaged, not simply how products and platforms function.
Watch this 30-minute session to walk away with 5 proven ways to deliver not only ROI, but real business value from your SharePoint environment.
Companies of all sizes are struggling to manage the massive amounts of data related to human resource management. This program will examine the various solutions technology offers to deal with this challenge, and provide examples to increase department efficiency while adding strategic value to the business. The following objectives will be covered during this presentation:
- Learn about the current and future trends in HR technology, including Employee Self Service, Business Intelligence, and Social Media.
- Discover how to harness technology to make strategic business decisions
- Learn how to turn data into knowledge through Key Performance Indicators, Dashboards, and other metrics.
- Learn how to develop a solid business case for HR technology.
Talent Intelligence: Unlocking People Data to Redefine How Humans Need to WorkCognizant
With the influx of intelligent machines, conventional work models are shifting. Using insights from workforce intelligence, businesses can redefine the employee experience while also driving collaboration, innovation and success across the enterprise.
On November 24, 2016, Tom Haak of the HR Trend Institute, gave a presentation about HR Trends to students of the University of Applied Sciences Utrecht. These are the slides he used.
HR Transformation-The Digitization Impact: The Future is NowManish Mohan Misra
Business Environment is massively impacted by VUCA, Technology & New workforce. New business models are fast emerging and are totally different from the current ones. The new dynamics will require HR to undergo a metamorphosis in order to deliver value. The Future of HR is NOW.
“People analytics” is a frequently used buzzword. But questions remain as to why this is becoming such a prominent challenge for HR. What are leading organizations doing to develop their understanding of how data analytics can drive better people decisions? In this session, learn what you can start doing tomorrow to accelerate and mobilize your people analytics efforts.
Learning Objectives
• Learn the research and trends in data & analytics.
• Learn what is driving the people analytics movement.
• Learn the barriers to entry for companies.
• Learn how to mobilize your efforts in building out your people & analytics capabilities.
Speaker: Diego Gomez, Vice President of Human Capital Management Transformation, Oracle
Le digital change les modèles économiquesErwan Hernot
A l'ère numérique, on vante le "test and learn" et les méthodes agiles. Pourquoi ? Parce qu'on passe d'une économie linéaire à une économie de plateforme. Et ça change tout.
Mundelein, IL, resident Greg Oldham serves as the president of GK Homes and as a lighting representative for LED Industries. As an LED rep, he bids on and develops lighting projects throughout Illinois, Iowa, and Wisconsin. Outside of his professional activities in and around Mundelein, IL, Greg Oldham has worked in support of several charitable organizations, including the Salvation Army.
“Where the Rubber Meets the Road: Applying HR Technology to Solve Real-world Problems,” from LBi Software, brings the insight and wisdom of seven of HR's most recognized thought leaders to one topic: how to use today's powerful HR technology to focus on the people in your organization and become a more strategic business partner.
Our engaging e-book draws on the experience and knowledge of some of the most recognized thought leaders in HR today, including Steve Boese (HR Technology Conference & Expo), Ron Thomas (Human Capital Institute), Lisa Rosendahl (WomenofHR.com), Robin Schooling (HR Schoolhouse.com) and Matt Stollak (True Faith HR).
This e-book gives you succinct and revealing insight into how HR can better understand and rise to daily challenges, such as:
-Assuming too much about what employees think and feel.
-Meeting the increasing demand for workforce transparency and accuracy.
-Understanding the essential characteristics of employees, beyond job skills and goals
-Building your rewards program on your organization's culture
-Adapting to cultural developments and trends
-Using social media to assess the employee experience
-Embracing data to prove HR effectiveness
-Getting real-world use out of the newest HR technology
Learning Objective: Discuss how emerging technology can assist organizations with finding the best business value and unlocking corporate influence
We hear a lot about the terms artificial intelligence and virtual reality, but does anyone really know what they do and how they are effective in the corporate environment? Over the next few years, artificial intelligence and virtual reality are going to revolutionize technology in every field and change the way we work across the globe. For example, AI and VR can be used in staff training for professionals, project management can use VR to show finished projects, and employees can be placed in real-world scenarios through immersive experiences. Our experts will take a cross-cut slice through the concept, from strategy to implementation, to unlock the mysteries behind AI and VR and illuminate how they can be used to increase insight into your business strategy. This seminar will help you understand the threats and opportunities at a strategic level to assess what your business could be doing to improve processes.
At the end of this seminar, participants will be able to:
1. Discuss what artificial intelligence and virtual reality are, and what the business benefits of implementing them in their corporate strategy are.
2. Explore the capabilities for leveraging AI to improve business acumen.
3. Examine factors that construct a foundation for building competitive opportunities and increasing stratagem.
The Evolution of the Intranet: Creating a Culture of CollaborationC5 Insight
Collaboration as we know it has changed dramatically over the years. It wasn't that long ago that we had to make a concerted effort to connect with one another; now that same effort is required to disconnect. So why do organizations continue to struggle to connect and engage with employees, customers and partners?
Collaboration tools are both numerous and sophisticated, but are we really better off? If we have the tools, the technology and the will, then why aren't we doing a better job with collaboration in our organizations? In short: Is a company that has a robust Intranet and can truly work together better nothing more than a myth - a lofty goal to which we aspire but will never attain?
In this session, we'll tackle these questions and more, taking an in-depth look into why collaboration projects fail to meet our expectations and what organizations can do today to forge new connections, become more productive, increase employee engagement, and build an Intranet that fosters a culture of collaboration.
Failure to Connect: Why You're Not Getting More From SharePointC5 Insight
Collaboration as we know it has changed dramatically over the years. It wasn't that long ago that we had to make a concerted effort to connect with one another; now that same effort is required to disconnect. So why do organizations continue to struggle to connect with employees, customers and partners?
Collaboration tools and technology are both numerous and sophisticated, but are we really better off? If we have the tools, the technology and the will, then why aren't we doing a better job with collaboration in our organizations?
In this session, we will tackle these questions and more, taking an in-depth look into why collaboration tools such as SharePoint fail to meet our expectations and what organizations can do today to forge new connections, become more productive, increase employee engagement, and build a lasting culture of collaboration.
There are too many candidates out there. Social networking platforms. Referrals. Job fairs. Mobile apps. Where do you even begin?
With all of the different options to choose from, what’s best for your team? What strategies are the top brands leveraging across these channels? We tapped experts from various industries to get their take on upcoming HR trends in 2018.
Building a Better Intranet: Moving From Frustration to Effective CollaborationC5 Insight
It's a fact: the way we work is changing. As our digital tools grow rapidly and become more sophisticated, are we really better off? Is an Intranet still relevant in today’s digital world? If so, then why do 60-80% of organizations that try to implement Intranets and other social collaboration initiatives continue to struggle with their effectiveness?
In this session, learn not only how the Intranet, but our users have evolved over time, and see how small changes in your approach can yield huge returns on your Intranet investment. In addition, learn the overarching themes that cause organizations to struggle with their Intranet, and get 10 practical tips that you can begin to implement today.
At the end of the day, organizations don't care about Intranets - they care about results - and this session will show you how to (re)shape your Intranet so that it delivers enhanced user adoption, improved employee engagement, increased productivity, and a lasting changing within your organization.
Digital HR Workplace: Simple Ways to Hire and Onboard FasterHuman Capital Media
Attracting & retaining talent are two of the most important functions of an HR organization, but paper has a nasty habit of tying up HR resources and keeping HR professionals from getting the job done.
Now imagine a paper-free workplace. It can happen with eSignature solutions. With eSignatures, organizations can sign, send, and approve documents anywhere, at any time and keep business moving forward.
Join this webinar to learn how you can transform key, paper-heavy functions like hiring, onboarding, and benefits enrollment to fast and secure digital experiences.
You will also learn:
Current employee and HR pains in the workplace
How companies saved an average of $46 per offer letter
How leveraging an eSignature solution can help you save money and work more efficiently
How can enterprise social technologies help your company? What tools will enable you to connect employees to each other and to information to address key challenges?
Big Data = Big Headache? Using People Analytics to Fuel ROItalent.imperative
• Interpret trend information to understand the business case for Big Data in HR.
• Examine your fears and assumptions about Big Data.
• Learn from best practice case studies how to demonstrate HR’s contributions to ROI.
• Understand how to engage key stakeholders as part of your organization’s people analytics journey.
The robots are near. But they are at a disadvantage when it comes to interpersonal sensitivity. As long as there are humans involved in Talent Acquisition, it remains a highly relationship-driven process. Whether it be candidates themselves, hiring managers, hiring teams, vendor partners or senior leadership, you need to know how each of these groups is thinking about how you are engaging with them, how to earn their trust, and how to get what you need from each relationship you create.
This presentation examines the evolving recruiting relationship ecosystem, encourages you to identify your own blind spots, and leaves you with actionable steps to create effective collaboration across key stakeholder groups. In this discussion you will:
• Better understand the evolving recruiting relationship ecosystem
• Discover your own relationship blind spots
• Learn how to take action to more effectively collaborate with various recruiting stakeholder groups
On November 15, 2017, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) conducted a workshop for the HR Team of P&G IMEA, in Dubai. These are the slides he used.
If you build it, they still may not come. How can organizations not only plan for great functionality with increased productivity, but also drive truly successful adoption?
60% of SharePoint projects are stalled, struggling, or failing, according to research conducted by the Association for Information and Image Management. If the goal is enterprise collaboration, it matters most how people connect and remain engaged, not simply how products and platforms function.
Watch this 30-minute session to walk away with 5 proven ways to deliver not only ROI, but real business value from your SharePoint environment.
Companies of all sizes are struggling to manage the massive amounts of data related to human resource management. This program will examine the various solutions technology offers to deal with this challenge, and provide examples to increase department efficiency while adding strategic value to the business. The following objectives will be covered during this presentation:
- Learn about the current and future trends in HR technology, including Employee Self Service, Business Intelligence, and Social Media.
- Discover how to harness technology to make strategic business decisions
- Learn how to turn data into knowledge through Key Performance Indicators, Dashboards, and other metrics.
- Learn how to develop a solid business case for HR technology.
Talent Intelligence: Unlocking People Data to Redefine How Humans Need to WorkCognizant
With the influx of intelligent machines, conventional work models are shifting. Using insights from workforce intelligence, businesses can redefine the employee experience while also driving collaboration, innovation and success across the enterprise.
On November 24, 2016, Tom Haak of the HR Trend Institute, gave a presentation about HR Trends to students of the University of Applied Sciences Utrecht. These are the slides he used.
HR Transformation-The Digitization Impact: The Future is NowManish Mohan Misra
Business Environment is massively impacted by VUCA, Technology & New workforce. New business models are fast emerging and are totally different from the current ones. The new dynamics will require HR to undergo a metamorphosis in order to deliver value. The Future of HR is NOW.
“People analytics” is a frequently used buzzword. But questions remain as to why this is becoming such a prominent challenge for HR. What are leading organizations doing to develop their understanding of how data analytics can drive better people decisions? In this session, learn what you can start doing tomorrow to accelerate and mobilize your people analytics efforts.
Learning Objectives
• Learn the research and trends in data & analytics.
• Learn what is driving the people analytics movement.
• Learn the barriers to entry for companies.
• Learn how to mobilize your efforts in building out your people & analytics capabilities.
Speaker: Diego Gomez, Vice President of Human Capital Management Transformation, Oracle
Le digital change les modèles économiquesErwan Hernot
A l'ère numérique, on vante le "test and learn" et les méthodes agiles. Pourquoi ? Parce qu'on passe d'une économie linéaire à une économie de plateforme. Et ça change tout.
Mundelein, IL, resident Greg Oldham serves as the president of GK Homes and as a lighting representative for LED Industries. As an LED rep, he bids on and develops lighting projects throughout Illinois, Iowa, and Wisconsin. Outside of his professional activities in and around Mundelein, IL, Greg Oldham has worked in support of several charitable organizations, including the Salvation Army.
An overview of the way the law profession's rules of professional responsibility/conduct apply to the use of social media platforms and tools, including advertising, searching, and use of social media information in investigation, discovery, and at trial.
LA MARQUE POSITIVE : Comment faire de la RSE un booster de vos marques ?Utopies
LES 9 P DE LA MARQUE POSITIVE® SELON UTOPIES (2015)
1. POSITIONNEMENT - Ce qu’on évalue : l’utilité, le rôle et l’engagement sociétal sont inscrits explicitement dans le positionnement et la mission de la marque, de manière spécifique et non-générique au secteur..
2. PRODUITS (ET PRIX) - Ce qu’on évalue : la traduction de cette mission dans l’offre de produits et services, idéalement à un prix qui la rend accessible au plus grand nombre, sans surcoût par rapport à l’offre conventionnelle..
3. PERTINENCE - Ce qu’on évalue : les sujets sur lesquels la marque s’engage sont pertinents au regard des enjeux de son secteur d’activité (matérialité) et en résonance avec des problématiques sociétales plus générales de son époque.
4. PREVENTION - Ce qu’on évalue : pour que la marque puisse prendre les devants sur quelques sujets « phares », l’entreprise « assure ses arrières » par une démarche traitant, au moins de manière à prévenir les risques et à assurer la conformité réglementaire, les enjeux majeurs du développement durable pour son activité.
5. PERENNITE - Ce qu’on évalue : l’engagement de la marque s’inscrit dans la durée, mais aussi en continuité avec son histoire et ce qui a fondé son succès ou sa différence.
6. PROACTIVITE - Ce qu’on évalue : l’engagement de la marque est proactif pour apporter une contribution originale et innovante sur un sujet qui était parfois un « angle mort » voire un « tabou » du marché jusqu’à ce que la marque ne s’en empare.
7. PREFERENCE - Ce qu’on évalue : la marque informe, valorise et même implique les consommateurs dans ses engagements, pour mériter leur choix et leur fidélité.
8. PARTIES PRENANTES - Ce qu’on évalue : la marque s’inscrit de manière visible et volontariste dans un écosystème qui nourrit les liens avec/entre les producteurs, les consommateurs, la société civile en général...
9. PROCESSUS (ET PERSONNES) - Ce qu’on évalue : la mission et l’engagement sont traduits dans le système de management des équipes marketing (formation/sensibilisation, indicateurs, objectifs, incentives, etc.)
If we’re pushing ourselves, innovating, and trying new things, we'll inevitably make some mistakes on our path to a brighter future. Knowing this, how can we make sure that when we do make mistakes that they are moving us in the right direction? In this talk, I'll share some strategies for making "better" mistakes along with specific examples of tactics and techniques we use at Spotify to help us learn better and faster.
In this webinar on SourceCon, SmashFly's Danny Halloran and OpenView's Meghan Maher talk email hacks and nurture tips in order to turn your sourced candidates into applicants.
Measuring team performance at spotify slideshareDanielle Jabin
How do we actually know if our teams are doing well? Is gut instinct enough? Furthermore, in a rapidly growing organization such as Spotify, how can we ensure some sort of consistency in our baseline level of Agile knowledge across the technology, product, and design organization?
In this presentation, I’ve shared techniques we have developed and use at Spotify to benchmark health and performance for our teams and some tactics we use to bring them closer to—and beyond!—being the best teams they can be.
How to Master the Art of Responding to ReviewsGlassdoor
Lamar Daniels, Head of Employment Brand at GoDaddy
Aaron Szenyes, Program Manager at GoDaddy
Molly McKinstry, Sales Manager, Enterprise Account Management at Glassdoor
How cognitive computing is transforming HR and the employee experienceRichard McColl
As a co-sponsor of a recently published IBM Institute of Business Value (IBV) I was pleased to see the insights support our own IBM HR strategy of aligning cognitive solutions to cloud platforms to create fantastic experiences for our IBM'ers.
This presentation will help you to better understand the role Yammer can play in your business, and provides 10 quick tips on getting the most out of the platform. Originally presented at the Microsoft Worldwide Partner Conference (#WPC14) on July 14th, 2014
Discussion 1HRIS Systems In at least 200 words, define HRI.docxcuddietheresa
Discussion 1
HRIS Systems
In at least 200 words, define HRIS and explain how it differs from e-HRM. Describe a relational database and its importance to HRIS.
Discussion 2
Planning for Implementation
Read "Case Study: Vignette Revisited," and the section titled, “New Information for the Case: Part 1,” from Chapter 3, Summary and Resources.
· Describe the concerns you would discuss with the SVP of HR.
· You realize the project is going to impact a lot of departments and people. Identify the different customers who would be logical members of the implementation team and explain why.
· Think through an HR process; describe the data you would want to collect.
· Describe the pros and cons of investing in computer hardware and housing the network internally or using a cloud based architecture. Why?
CASE STUDY: VIGNETTE REVISITED ________________________________
This case is revisited with some additional information that involves the understanding of the material in this chapter. The additional information will be added to the situation described in the vignette at the beginning of this chapter.
A billion-dollar retailer with more than 4,000 stores finds that it cannot move fast enough to beat the competition. The organization’s senior management arrives at the conclusion that it would be easier to achieve the strategic goals enumerated by the board of directors if the various organizational functions would share information. Shared information would enable them to develop and deploy new actions and tactics more quickly. The CEO and the president have therefore ordered the major functions to immediately update their information systems so that data sharing is possible. The senior vice presidents (SVPs) of accounting and human resources immediately decide that the only solution is to decide jointly on an ERP product. ERP software applications are a set of integrated database applications, or modules, that carry out the most common business functions, including human resources, general ledger, accounts payable, accounts receivable, order management, inventory control, and customer relationship management. To speed the installation along, they will install it using a rapid implementation methodology that a company down the street used. The goal is to have the new systems operational in nine months.
Shortly after this decision is made, the SVP of HR calls you into his office and tells you that you will be management sponsor for this project. You have to decide on everything. You sit back in your nice office and think:
What’s the problem with this scenario? It shouldn’t be difficult to select a vendor and then borrow the methodology from down the street. It worked for them; it should work for us! We’ll call a few vendors in the morning and find out about cost, time frame, and implementation methods. In the meantime, I should find out a little more about how to do this and who will be using it. I remember from my information systems class in co ...
The whitepaper from IBM delves into workforce shifts and how organisations can leverage the shift, redesign work and build a smarter workforce to meet the organisation’s need for talent.
Digital Workplace Quick Poll: What's not, what's not!Jane McConnell
Priority topics as voted by 110 organizations worldwide in the July 2013 Quick Poll for the 2014 Digital Workplace Survey.
Lots of food for thought for digital practitioners and their eco-system of partners, consultants, agencies and vendors.
White Paper: Embracing Social Media and Being Smart about It by Laurie ReuttimanSteven Duque
We live in a Googled world. Pew Research estimates that 79% of American adults use the Internet on a regular basis and that nearly half of those individuals use a social networking site (Facebook, Twitter, LinkedIn) in their personal lives. This number has doubled since 2008.
Human Resources professionals have a reputation for being stodgy and difficult, but according to the results in the I Love Rewards survey on social media, that reputation is unfair and inaccurate. Ninety-eight percent of respondents believe that social networks are a tool that HR should be using, which tells us that Human Resources professionals are open to social media and new technology. This may seem counterintuitive based on your personal experiences in the workforce, but in the Googled world, even your local HR generalist sees value in connecting on Facebook, Twitter and LinkedIn. Social media adoption is pervasive and fun.
Introducing Social Employee Engagement: Shifting From Technology To PeopleMSL
Social employee engagement puts people at the centre by focusing on what inspires and
engages them to do their best work. This report offers a complete introduction to social business and sets out a roadmap for success.
HR Trends 2020 should be diverse. After all, it is all about employees or people. Diverse approaches can bring in little yet an impactful change in the day-to-day work of employees.
Read Blog: https://www.openhrms.com/blog/hr-trends-2020
Similar to SHRM 2013 - Steve Boese Session - Resources and Links (20)
Steve Boese - Digital Transformation and the Future of TalentH3 HR Advisors, Inc.
Steve Boese - Digital Transformation and the Future of Talent - Presentation given by Steve Boese as part of the Keynote at Infor's Inforum 2016 event in New York City, July 2016.
After the Contracts Are Signed: Busing the Most Common Myths in HR TechnologyH3 HR Advisors, Inc.
After the Contracts Are Signed: Busing the Most Common Myths in HR Technology - Presentation slides presented by Steve Boese and Trish McFarlane at the SHRM Annual Conference, June 30, 2015.
The 8 Man Rotation: The 2014 Season. A Look a Sports and HR by Steve Boese, Kris Dunn, Tim Sackett, Lance Haun, and Matt Stollak. Edited and complied by Matt Stollak. The 8 Man Rotation Crew's Annual E-book on all things sports and HR will be sure to bring you plenty of insight and hours of fun as the boys take you on a journey to all the ways we can use the lessons from sports to be better HR, Talent, and Business pros.
Big Trends in HR Tech for 2014 and Beyond - Human Resource Executive WebinarH3 HR Advisors, Inc.
Slides presented by Steve Boese, Co-Chair HR Technology Conference and Trish McFarlane, VP of HR Practice, Brandon Hall Group for a Human Resource Executive Webcast, August 2014.
What Did the HR Tech Salesperson Say? SHRM Annual 2014 PresentationH3 HR Advisors, Inc.
What Did the HR Tech Salesperson Say? Demystifying the HR Tech Selection and Implementation Process.
Presentation given by Steve Boese and Trish McFarlane at the SHRM Annual Conference, Orlando, FL on June 25, 2014.
The 2013 Season of The 8 Man Rotation Ebook on all things Sports and HR. Authors: Steve Boese, Kris Dunn, Lance Haun, Tim Sackett, and Matthew Stollak.
Trends in Onboarding and Retention - Allied HRIQ Webinar Nov. 2013H3 HR Advisors, Inc.
Webinar slides presented by Steve Boese for the Allied HRIQ Webinar on Onboarding and Retention trends in November 2013. For more information on the research see www.allied.com/HRIQ.
Thinking outside the Inbox - What some big trends mean for HR and Recruiting. Presentation delivered by Steve Boese and Trish McFarlane at HR Florida 2013.
From Transactions to Engagement - Steve Boese, SHRM 2013 Annual ConferenceH3 HR Advisors, Inc.
Presentation slides for the SHRM Annual Conference Session - From Transactions to Engagement: Harnessing Social Tools to Transform HR presented by Steve Boese, Monday, June 17, 2013.
Illinois SHRM - How Social Tools Can Empower a Global OrganizationH3 HR Advisors, Inc.
Illinois SHRM - How Social Tools Can Empower a Global Organization
Slides presented at Illinois SHRM, August 6, 2012 by Steve Boese, Oracle, and Trish McFarlane, Perficient.
Is Social Recruiting Really Working?
Slides for session presented at SHRM Annual Conference 2012, Wed. June 27, 2012.
A panel discussion with Steve Boese, John Sumser, Robert Hohman, Jeremy Langhans,
Slides are for guiding the discussion - we'd love your input to the questions in the comments and on Twitter - #SHRM12
We know that most sequels suck.
This is true with most movies, but it is especially true about sports movie sequels. As anyone who paid their hard-earned dollars to see Major League II, Slap Shot II: Breaking the Ice, or Caddyshack II knows, great art is hard to follow.
I know what you’re thinking. Does the world really need another collection of writings about Sports and HR? Wasn’t it beaten to death in the last edition?
Yet, here we are with the 2011 season - 45 more posts ripped from the screens of the HR Capitalist, Fistful of Talent, Rehaul.com, the Tim Sackett Project, and True Faith HR. Its more points than Kobe or LeBron averaged, but fewer than the number of TDs Aaron Rodgers, Drew Brees, or Tom Brady threw.
And, the 2012 season is already looking bright…but, it’ll have to wait until next year.
HRevolution Session presented at the HR Technology Conference October 5, 2011 - 'Your Kid Will Never Work in an Office'. Presented by Steve Boese and Trish McFarlane.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
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Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
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Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder