Serving Well: Spotlight on Jim Pettit, HRIP, Sr. Liaison Workday HCM Project Manager, CareFusion

IHRIM Volunteer Spotlight – Jim Pettit, HRIP

Please join us in welcoming to the IHRIM Eye, Jim Pettit, HRIP, Sr. Liaison Workday HCM Project Manager, CareFusion. A long term IHRIM member, Jim has served in a number of volunteer roles and was recently elected to the IHRIM Board of Directors for a three-year term beginning January 1, 2014.

What motivates you as a volunteer?
I like to compete and win and once heard that “Life is like a game of tennis; the player who serves well seldom loses.” This sentiment is consistent with the teachings of my faith and the principles taught to me by my father. I believe that a key component in “winning” the game of life is what you return to your community and volunteerism is how I choose to participate.

I have been a volunteer of one sort or another most of my adult life. Volunteering as a youth sports coach has allowed me to create life-long relationships with members of my neighborhood while volunteering in a professional association has allowed me to create great professional relationships beyond what my “paid” work has offered.

You have been an IHRIM volunteer for a number of years, including serving on the Leadership Effectiveness Committee and most recently, welcoming new members. Please share with our readers the highlights of these experiences.
The highlight of both of these committees is the people I have had an opportunity to meet. Our profession is in many ways very unique and I’m always interested in learning more about the people who have chosen to take the steps towards getting more exposure to others in the industry either by becoming a member or volunteering to step up to a leadership position within the organization. What I learn from these people has helped me both professionally and personally.

What have you enjoyed most about your volunteer experience?
The people I’ve had an opportunity to meet along the way.

Congratulations on being elected for a second time to the IHRIM Board of Directors! Why did you run for the IHRIM Board?
While serving on the Board during my first term I had a career change away from the HR systems focus of many of our membership. Upon returning to the industry I had the yearning to serve again and felt my experience as a business owner would provide an additional perspective to the Board to go with my experience as a practitioner, vendor and consultant.

What are you looking forward to most as you begin your term on January 1, 2014?
Technology advancements have provided the tools to change the face of how HR departments are expected to support their organizations. IHRIM is in the forefront of helping HRIS professionals navigate the sea of opportunity these technologies have provided. I’m looking forward to working with my fellow Board members and the association in developing the strategy on how IHRIM can continue to be the recognized knowledge source for our membership and customers.

For more information on IHRIM’s Volunteer Program and how you can get involved, go to http://bit.ly/IHRIM_Volunteer_Program.

IHRIM looks back at our top 10 Predictions for HR technology in 2013

Earlier this year we published our top 10 predictions for HR technology as provided to us by industry thought leaders in the IHRIM community.  As we head to the end of the year, we thought it worth visiting these predictions by reprinting the article below.

Top 10 Predictions for HR Technology
2012 has been a big year for HR technology. With growing use of HR in the cloud; the rise in popularity of Big Data; significant mergers within the vendor arena, a highly successful IPO from Workday; and increasing conversations coming from the boardroom about analytics, 2013 promises to make even more waves in the industry.

We’ve asked various luminaries of the IHRIM community to gaze into their 'HR Technology Crystal Ball' to provide a forecast for next year. So what will 2013 bring? The following predictions are what this group feels will be the most significant trends that will impact HR Tech in 2013.

Social Networking: As businesses strive for greater employee engagement, they will continue to leverage social networks with their processes and systems – especially with performance management and learning management.  Additionally, as there is a lot of content clutter in social, the use of platforms
like Pinterest, YouTube and Slide Share will continue to grow as a way to help information stand out in infographics, videos and images. Collaboration will also play a large part in tying the organization’s workforce together, providing forums for new ideas and acceleration within the business.

Personal Devices: Since more and more employees are using mobile devices and bringing them to work (and expecting to use them), HR will be partnering more with IT in not only encouraging companies to allow the use of personal devices in the workplace but also helping create policies around their use.
There will also be a drive to “‘appify” everything, as there will be a move from traditional PC/Mac programs and a push to making things user‐friendly for an employee’s iPad/Tablet. Compatibility and security will bring new challenges to IT in making these devices a part of the workplace.

Mobile vs Desktop: The “desktop” workstation will start to be replaced by the mobile device – especially with the increasing use of tablets among consumers. And as more consumers use their mobile devices (both in and outside of the workplace), companies will spend time & resources on developing and/or improving processes designed for a smart device – particularly when it comes to recruiting, information access and learning.

SaaS: Organizations worldwide will continue to look to Software‐as‐a‐Service (SaaS) as a way to drive down Total Cost of Ownership (TCO) – especially since it offers more configurable, always up‐to‐date and functionally rich applications. There will also be a growing breed of newer “as‐a‐service” products:  integration (iPaaS), service (SaaS2), entire platforms (PaaS) accompanying the SaaS growth challenging the consumer with many varieties of configuration for technology and service.

Predictive Analytics: While workforce analytics will keep growing as a key HR and business management tool, there will be a huge push to integrate this HR data to help influence decisions in the boardroom. Predictive analysis will start to encroach on the metrics/analytics space as vendors start providing tools
for gathering and interpreting trend data for purposes of predicting business environments and the accompanying workforce demands and individual potentials.

Cloud Computing: More and more companies are moving their HR applications to the cloud. And, more and more vendor companies – if they are not already there – are putting their software in the clouds.  Because of this, there will be a big drive to meet the demands of complex and/or global organizations, as the HR Tech vendors that get this right will have a remarkably competitive edge to their cloud HR systems.

Systems Integration: As companies continue to merge or be acquired, the need for developing a single, global system of record (SOR) grows. And with the increasing use of talent management applications in the workforce, the real need for integration of these processes will become a bigger topic of discussion
in the C‐Suite. And to complicate this trend, cloud‐based systems integrating with premise based systems present challenges likened to “storm clouds on the horizon”.

Metrics: Metrics will no longer be considered an optional part of HR Technology, as vendors will be showing off user‐friendly dashboards that can be configured used to provide the reports and information an HR manager needs. As such, the HR teams that leverage the full power of workforce analytics will see a tremendous payoff for their companies (and their own respective careers).

Big Data: Big Data has invaded the HR space, but the understanding of what use it has and what HR and the business can do with it is still in its infancy. The focus will be on not just collecting the data, but ways to convert the data to information – the need will be for applications that allow meaningful interpretation and analysis leading to better decision making.

Gamification: As the top levels of management recognize the business value of using gaming principles to their advantage, the use of ‘play’ will be expanded to enhance employee engagement. As this grows, it will become a bigger part of all HR processes/rewards/recognitions and help to leverage the expectations of the newer workforce which already sees the value in “experiential learning”.

There’s no doubt about it: the HR Technology industry will not only see some big changes ahead in 2013, but it will also be an agent of change in business.

List of contributors (alphabetically):

• Karen Beaman, CEO/Founder/Strategic Advisor, Jeitosa Group International
• Rich Berger, HRIP, SPHR, Senior Director, Global HRIS, Citrix Systems, Inc.
• Damon Lovett, HRIP, Senior Consultant, KnowledgeSource Consulting
• Alexia Martin, Director, Research and Analytics, CedarCrestone
• Lynne Mealy, HRIP, President & CEO, IHRIM
• Marc Miller, President, Marc S. Miller Associates
• Nov Omana, HRIP, Founder/CEO, Collective HR Solutions
• Bennett Reddin, CTO & Founder, CloudMills
• Robert Scott, Practice Director: Human Capital Services, Presence of IT

Enjoying an abundant life thanks to IHRIM – spotlight on Dr. Lisa Plantamura, HRIP, Assistant Professor and Director of Instructional Design, Centenary College

IHRIM shines our volunteer spotlight on Dr. Lisa Plantamura, HRIP, Assistant Professor and Director of Instructional Design, Centenary College

IHRIM: Lisa, please tell us a little about your professional life such as what your job entails; how you got involved with HR technology; your major accomplishments.

Lisa: I am Associate Professor, Director of Instructional Design, and Director of the MBA Program at Centenary College in New Jersey, as well as the co-founder and Vice President of Operations and Development for Professors On Demand [Academia’s Virtual Resource Pool]. I’ve spent over 20 years in human resources information systems management positions, working in a variety of industries and as an independent consultant. I was a co-founder and director of the Human Resources Information Management Society and a director for IHRIM, from which I received the prestigious Summit Award. I currently serve on the Boards of the HRIM Foundation and PEHRS.

IHRIM: When did you join IHRIM and why?

Lisa: I joined HRSP (IHRIM’s original name) when HR systems ran only on mainframes and IHRIM had one chapter -- in San Francisco. I worked with a group of dedicated professionals to start the New York Chapter when asked by Al Walker, the Chapter’s founding president, after meeting him at an AMA meeting. It was early in my career, and I wanted to be in on the start of something professionally exciting, which it was! We had some challenges, but also great fun, in building the chapter, setting up quarterly meetings, and planning the third annual conference in New York City.

IHRIM: What is the greatest value you get from your membership?

Lisa: As an IHRIM member, I’ve worked on a variety of committees and projects, at the association and at the chapter level, including chapter and organization boards of directors, professional development, editorial, education, scholarship selection, Summit Award selection, and, currently, the HRIM Foundation and the higher education partnership. I’ve had the opportunity to travel to different states and countries to speak and interact with people from many unique types of companies and organizations, as well as to write and publish several articles and chapters for books. Along the way, I made great contacts, some of whom were integral in obtaining jobs. In addition, I gained a great deal of knowledge and forged life-long friendships.

IHRIM: Any other perspective you want to share with the IHRIM audience?

Lisa: I have long been inspired by this quote from William J. H. Boetcker -- “The more you learn what to do with yourself, and the more you do for others, the more you will learn to enjoy the abundant life.” IHRIM has certainly contributed to my abundant life!

For more information on IHRIM’s Volunteer Program and how you can get involved, go to http://bit.ly/IHRIM_Volunteer_Program.

LIVE and tweeting in Las Vegas: A journey to the heart of an HR Technology Show #HRISChat Session 11

LIVE and tweeting in Las Vegas: 

A journey to the heart of an HR Technology Show

October 8^th 2013  12:30 PM PST/3:30 PM EST

Hosted by Gaucho Group LIVE from IHRIM booth #1544 at the 

16^th Annual HR Technology Conference and Exposition

Las Vegas is HOT, and we’re not just talking about the weather! So it’s only natural that it is the venue chosen to debut this year’s HOTTEST and most innovative technologies supporting HR. On this special edition of #HRISChat, we’re talking with attendees at the show about what they’re, seeing, hearing, loving and loathing. Join IHRIM Board members Jeremy Ames and Damon Lovett (of Gaucho Group and KnowedgeSource, respectively), as they explore the top products and trends from every area of HR. Weigh in on buzz worthy topics like SaaS, Mobile, Big Data and the Cloud with our co-moderators who will incorporate product vendors and show attendees into the conversation.

Couldn’t make the trip to Vegas? We’re bringing the technology to you! Interact with us at the IHRIM booth on the exhibit hall floor LIVE with Spreecast video and/or via Twitter and get the inside scoop from HR professionals and industry experts alike!

Here are this week’s questions:

Q1: What are the most buzzed about, "must have" technologies at this year's show?

Q2: Forget all the hype and tell us which tech solutions you think are most useful to HR and why? Which tech solutions are you "so over"?

Q3: Is there a technology that made you stop and say "WOW" or "Now that's a great idea?”

Q4: What areas seem to be sparking the most innovation?  Talent Management, Social, Analytics? You tell us.

Q5: What are some of the hot topics trending at the show? Affordable care, mobile, strategic planning, etc.?

Q6: What are some ways that you will keep learning about HR Information Systems until the IHRIM conference rolls around?

Q7: What is the single most important thing you will take away from the 2013 show?

Attending the conference? Be sure to stop by the IHRIM booth #1544 to chat with us LIVE

New to TweetChat? Don't worry, it's easy! Go to www.twubs.com, enter HRISChat at the top of the screen next to the # symbol and click "go." It will likely prompt you to login to Twitter. Then just watch for the questions and provide your answers. We look forward to your participation next Tuesday 10/8 at 12:30 PM PST/3:30 PM EST.

New to Spreecast? We’ve got you covered. You can find us at http://www.spreecast.com/events/hrischat. Or, Click here to get started

What makes IHRIM’s Workforce Analytics Forum, different from all the others?

The IHRIM Eye asked Rob Eidson, HR Reporting Metrics Leader, Deloitte Consulting LLP, who had a major role in the development of the agenda for the IHRIM Workforce Analytics Forum October 16 in San Francisco, CA, “What makes IHRIM’s Workforce Analytics Forum, different from all the others?”

Rob responded, “There are so many reasons to participate in this special event developed by people with hands-on-experience with analytics in human resources.  Probably the best way to highlight why this event is unique and why you should attend is to share the following discussion I posted in the IHRIM LinkedIn Group:  What Makes IHRIM’s Workforce Analytics Forum in San Francisco on October 16, 2013, DIFFERENT from all the others?”

• Engage in a Workforce Analytics learning opportunity that is not “one-size fits all.”
• Hear from a dozen different practitioners from a variety of industry backgrounds.
• Participate in 7 best practice workforce analytics presenter-lead discussions plus engage in an interactive session to round out the day.
• Learn about Big Data from someone who has actually implemented it.
• Network with colleagues who are facing the same analytics challenges you are.
• Experience a day filled with best practices, instead of playing buzzword bingo or listening to the latest marketing pitch.
• Receive great value, just $445 (members) or $545 (non-members) for the one-day forum.
• Add the pre-forum “Advanced Staffing Analytics” class on Tuesday afternoon, October 15, 2013, to round out a truly worthwhile experience.  http://bit.ly/IHRIM_StaffingAnalytics2013

Presenting companies are:

• Big Data for HR (Intuit), 10 Dashboard Best Practices (Intermountain Healthcare)
• Moving in the Right Direction: Process to Hire the Best (Penske)
• Got Predictive Analytics (BASF and Towers Watson)
• Making HR Relevant: Using Data to Measure Impact Not Just Action, (SAP)
• Infographics: Fundamentals of Design (Deloitte)
• Are You Ready to Ride the Next Wave: Getting ahead of the analytics revolution (Visier)

I look forward to seeing all of you there!

For more information, go to: http://bit.ly/IHRIM_2013WorkforceAnalyticsForum

IHRIM Volunteer Spotlight – Kristin Arner, HRIP, Manager: HRIS and Human Capital Analytics, Penske

IHRIM shines our volunteer spotlight on Kristin Arner, HRIP, Manager: HRIS and Human Capital Analytics, Penske.

Kristen is the Manager of HRIS and Human Capital Analytics for Penske. She began her career at Penske 15 years ago as a Logistics Analyst and progressed through Project Manager, Major Account Manager, Black Belt and Master Black Belt roles before transferring to HR in 2011.

Kristin serves on the IHRIM 2013 Workforce Analytics Forum Content Committee and is scheduled to present at the Workforce Analytics Forum on October 16.
 

IHRIM: What was the primary reason(s) you became an IHRIM volunteer and joined the Volunteer Connections Group?   

Kristin: I joined IHRIM two years ago as I made a career transition to HR Systems and Analytics.  I jumped on the opportunity to volunteer so that I could influence the content of the events on which I planned on attending.

IHRIM: Describe your recent IHRIM volunteer experience. 

Kristin: I have been on the Workforce Analytics Forum Content selection committee for the past two years.  As a member of this committee I reviewed presentation proposals, researched speakers and potential topics to develop a program agenda.  I was proud of the quality of the 2012 Workforce Analytics Forum and look forward to another successful event in 2013.

IHRIM: What have you enjoyed most about your volunteer experience?

Kristin: This volunteer experience has given me the opportunity to network with other HR professionals with a passion in HR analytics to discuss emerging trends and topics of interest to build an agenda of relevant content for the IHRIM community.  I have enjoyed the interaction and debate amongst the committee members as we discuss our individual perspectives. 

 

IHRIM: How do you think being a volunteer has (or will) benefited you and/or your career?

Kristin: Volunteering on this committee has helped me broaden my perspective beyond my own organization.  Through discussions with peers, I have learned that we share many of the same challenges and opportunities and that by sharing our own experiences we can all learn from each other.  I have been able to directly apply my learning to the work we are doing in HR Analytics at Penske.  Through the suggestion and encouragement of my fellow committee members, I have presented our Penske experience at the 2013 IHRIM HRMS Strategies conference and will have the opportunity to present again at the 2013 Workforce Analytics Forum this October.  These presentation opportunities have offered me additional avenues to continue to expand my network of HR professionals.

For more information on IHRIM’s Volunteer Program and how you can get involved, go to http://bit.ly/IHRIM_Volunteer_Program.

Avoiding an HR System Implementation Nightmare: #HRISChat Session 10

Tuesday, September 10, 12:00 pm EDT/ 9:00 am PDT

With guest moderators Dovetail Software and Gary Morlock, HRIP,  Qualcomm

 

You’ve started the process of implementing your new HR software. Somewhere along the line the project has become over budget, resources are dwindling, team members are frustrated, you’re go live date is nowhere in sight. Sound familiar? Companies invest in HR Technology to streamline processes, save costs and increase efficiency. However, implementing a new HR system can present a host of challenges. Organizations are often times unprepared for what lies ahead, entering into the implementation phase with a weak set of objectives, superficially gathered requirements and no change management strategy. Pair that with unrealistic expectations and you have recipe for disaster, resulting in costly delays and dissatisfaction with the project. Without the proper resources, time, budget and support, the process can be overwhelming and it may seem impossible to get to the finish line.

This week’s first guest moderator, Traci Deveau of Dovetail Software, recently published the blog post, “Why Many HR Software Implementations Fail”. She outlines her five step process for a successful implementation, “The 5 P’s – Proper Planning Prevents Poor Performance”, and shares how a strategic plan coupled with knowing what mistakes to avoid can lead to a successful implementation and a return on your investment.

The blog post can be accessed here:
http://dovetailsoftware.com/hr/tdeveau/2013/08/22/why-many-hr-software-implementations-fail/

Our second moderator this week is Gary Morlock, HRIP. Gary is Senior TRM Project Manager at Qualcomm in San Diego, where he manages various projects that expand the functionality of Qualcomm’s self-built HRMS, MySource. Gary also serves on the Board of Directors of IHRIM, the International Association for Human Resources Information Management.

On this edition of #HRISChat, we will address the most common roadblocks organizations face during an implementation and discuss ways to ensure that the benefits of a new HR system far outweigh the cost of possible pitfalls.

Here are the questions for this week:
Q1: What kinds of HR system implementation nightmares have you suffered through or observed?
Q2: What were some of the root causes of those failures?
Q3: What steps could have been taken to avoid under-funding and unrealistic time constraints?
Q4: How can you better manage the expectations of key stakeholders?
Q5: Why is time spent on gathering and prioritizing requirements and process improvements typically sacrificed?
Q6: What are some best practices to increase user adoption and decrease go-live related issues?
Q7: How could a company leverage the vendor relationship (and consulting expertise, if appropriate) to decrease the pain of implementation?
Q8: What key learning are you going to take with you to your next implementation?

New to TweetChat? Don't worry, it's easy! Go to www.twubs.com, enter HRISChat at the top of the screen next to the # symbol and click "go." It will likely prompt you to login to Twitter. Then just watch for the questions and provide your answers. We look forward to your participation next Tuesday 9/10 at 12PM EDT/9AM PDT.

Social Media is Changing What We Expect from our Leaders

IHRIM Guest Blogger: Jamie Notter, co-author of Humanize

Social media has reached a certain stage of maturity in the business world, where we are no longer experiencing the vigorous debates about whether or not social media is a fad. It’s clearly mainstream now: one study reports 94% of corporations are now using social media in one form or another (mbaprograms.org). The disruption in the areas of marketing, PR, and communications is now widely recognized as a permanent one.

But what about leadership? Is social media having an impact at the top of the organization chart, outside of the Chief Marketing officer? And how important is it, really, to have senior leaders in organizations participating in social media? After all, a recent study of Fortune 500 CEOs revealed that a full 70% of the CEOs have absolutely zero presence on social media. So while social media may be changing the game in organizations around the marketing function, is it possible that it will have no impact on the people who are actually in charge?

The short answer is, no. A recent survey on social leadership identifies important ways in which the expectations of how organizational leaders are involved in social media are going through some important changes. The survey is based on work Maddie Grant and I did related to our book Humanize: How People-Centric Organizations Succeed in a Social World. In late 2012, we conducted a survey of more than 500 professionals on the topic of social leadership. The respondents believed very strongly in the value of social media and voiced a clear connection between organizational success and the involvement of leaders in the company’s social media efforts.

But there was significant concern that leaders were not as involved as they should be in social media. While 64% of the respondents reported that their leaders were involved in social media, there were still 44% that were concerned that the involvement wasn’t enough. Even when you separate out the individuals who said their leaders were involved, there were still 29% that were concerned about the level of involvement.

So does that mean our leaders need to tweet more often? Not necessarily. In the survey, we provided a list of twelve leadership traits, asking people to pick out their top four. Included among the traits was “participates in social media in his/her own voice,” which was included by only 21% of the lists, ranking it tenth among the twelve traits.

It seems that actual social media activity is not nearly as important as embracing the underlying philosophy of social media. Four of the top five traits identified (all of which were identified by more than 50% of respondents) reflected some of the underlying principles that have driven social media’s success:

·         Embraces change
·         Transparent, shares information freely
·         Values experimentation and even failure
·         Open to diverse perspectives.

All of these traits ranked above more traditional leadership qualities, like “holds people accountable,” brilliant strategist,” or “leverages best practices.”

Social media is a disruptive force, and it’s not going away. And the conversation is quickly shifting from how we will be doing our marketing campaigns differently to how we will be running our organizations differently. Our employees are expecting more transparency, more change, more experimentation, and more clarity. Whether or not leaders tweet and post on Facebook is ultimately not the issue. What will matter more over the long term is our leaders’ involvement and understanding of the deeper changes that are happening to our organizational cultures and processes.

 

Jamie Notter has been speaking and consulting on issues of leadership, conflict, and diversity for twenty years. He started his career in the international conflict resolution field. He spent six years designing and delivering training programs in areas of ethnic conflict.  He then moved into working with organizations, initially as a diversity trainer and consultant, and later running his own management consulting practice. His master’s degree is in conflict resolution from George Mason University, and he holds a Certificate in Organization Development from Georgetown, where he serves as adjunct faculty. http://jamienotter.com/

 

Harnessing Technology to Manage the Mobile Workforce: #HRISChat Session 9

#HRISChat Session 9

Harnessing Technology to Manage the Mobile Workforce

Tuesday, August 27, 12:00 pm EDT/ 9:00 am PDT

With guest moderator Ultimate Software

 

The world has gone mobile, and the workplace is no exception. Advances in cloud based technology have resulted in almost 20% of the workforce working remotely in some capacity. Benefits like cost savings, productivity gains and overall improvement in employee work life balance can make the prospect of telework appealing to both companies and employees. However, flexible work arrangements also pose many unique challenges such as lack of employee engagement and collaboration, the need for the right technology at home and security concerns. The right tools and technology are a key component in the success of a virtual office for both the company and employee. These tools must be convenient, efficient and secure. Cloud based solutions can be an invaluable asset, but the vast array of choices can be overwhelming.

This week’s guest moderator, Ultimate Software, recently published the whitepaper, Managing a Mobile Workforce: Support & Motivate Your Remote Staff, which can be accessed here:
http://www.ultimatesoftware.com/ContactForm/70160000000VG2k?from=RHC
The white paper stresses the importance of a unified Human Capital Management (HCM) system to streamline all activity both virtually and onsite.

Here’s what they have to say:
“The advent of cloud technology - meaning the decentralized storage and access of content and applications through the Web -has indisputably been the single most important advancement in the effectiveness of the mobile workforce. Cloud-based services represent a rapidly growing share of all technology employed by modern businesses, and among the many benefits that these Software-as-a-Service solutions can offer is a complete reproduction of the office work environment, accessible anytime and anywhere. Organizations who have adopted unified, cloud-based HCM solutions can provide nearly identical experiences for their remote and onsite employees. Some best-in-class solutions also offer native applications for tablets and smartphones, extending the reach and capability of the mobile office even further.”

In this edition of #HRISChat, we take a hard look at technology as it relates to the ever growing virtual workforce.

Here are the questions for this week:
1) What specific functionality offered by an HCM would benefit from the ability to support the mobile workforce?
2) Why is cloud-based technology especially suited for supporting that functionality?
3) What has your organization, or organizations you’ve worked with, done to help you stay connected when working remotely?
4) Does the recent ban in remote work in companies like Yahoo! mean the technology has failed?
5) What do you foresee in the future of technical solutions that support virtual Human Capital Management?

New to TweetChat? Don't worry, it's easy! Go to www.twubs.com, enter HRISChat at the top of the screen next to the # symbol and click "go." It will likely prompt you to login to Twitter. Then just watch for the questions and provide your answers. We look forward to your participation next Tuesday 8/13 at 12PM EST/9AM PST.

Recognition and Registration - Two Reasons to Present at the IHRIM 2014 Conference

Are you thinking about submitting a proposal for the IHRIM 2014 HRMS Strategies Conference to be held June 1-4, 2014 at the Anaheim Marriott in Anaheim, California? 
There are so many great reasons to present at an IHRIM Conference! Here are just a few:

• It enhances your professional profile.
• Having your proposal accepted by the distinguished conference content committee, composed of IHRIM members who are subject matter experts, provides instant recognition of your industry knowledge and gains exposure for your organization or yourself.
• You can use your own professional networking to let people know you will be presenting (and IHRIM will be happy to provide you content for you to post).
• You will be recognized onsite with a “Speaker” ribbon to identify yourself to other attendees.
• Everyone benefits from learning new information. And, as IHRIM posts our conference presentations to the IHRIM Resource Library, you not only benefit the community as a whole, you continue to get exposure to the community long after the Conference ends.
• Presenting can be your ticket to attend the Conference as IHRIM provides each presenter a full conference registration. The conference provides so many opportunities to help you continue your professional growth and expand your network.
• If you are HRIP certified, you will receive RCHs toward your professional recertification.

Recognition + registration + recertification = Tremendous opportunities for you to grow while giving back to the industry as well!

Don’t delay - the deadline for proposals is Friday, August 23. Go to http://bit.ly/IHRIM2014_CallforPresentations where you can learn about presentation guidelines and complete the online submission form.

IHRIM is also looking for proposals for our half day and full day pre-conference courses to be held on May 30-June 1. In addition to providing you the opportunity to share your knowledge with others in the profession, course instructors are provided with an honorarium, one night hotel stay plus a discounted registration for the conference. If you are interested in submitted a course proposal, go to http://bit.ly/IHRIM2014_CallforCoursesfor more information.

About the IHRIM Conference and Technology Exposition

Each year, IHRIM packs the best HRMS education, information and networking into its annual conference. For more than 33 years, IHRIM's conferences have offered attendees the perfect blend of networking, education and technological solutions to issues facing HR and HR systems professionals. Created by industry experts and senior level practitioners who have firsthand knowledge of the issues and challenges facing HR and HR information management professionals, IHRIM's educational program is created with attendees and their organizations in mind. For more information on the IHRIM 2014 Conference and Technology Expo, go to http://bit.ly/IHRIM2014.

Volunteering: an Eye-Opening Experience

IHRIM Guest Blogger:  Henry Chung, HRIP, Manager, HR Technology and Operations, The Jackson Laboratory

The 2008 HRMS Strategies Conference at Disney’s Contemporary Resort was the first IHRIM conference I attended.  After the first day of the conference, I felt that this was the group that I should belong to, not PMI or SHRM.   People here just “breathe” HRIS.  I became an IHRIM member afterwards and have come to all the annual conferences ever since.  I also earned my HRIP (Human Resource Information Professional) certification in May, 2010.

Working for a non-profit organization with lean staffing, projects and issues seem to have no problem in finding their way to me.  My desk is piled up with folders, user manuals, contracts, training materials and what not.  I had no intention of seeking volunteer opportunities in the same field of my work.  It would be overwhelming.  There was no way that I could handle it.  That’s what I thought.

But in the early summer of 2011, Lynne Mealy, President & CEO of IHRIM, invited me to volunteer on the 2012 Conference Content Committee.  I thought to myself: “Wow! Am I that good?  The CEO of IHRIM is inviting me to join the Content Committee to select what should be in the next strategies conference.  Well, I am HRIP certified and naturally my peers would recognize my aptitude in this profession.”  So, after some serious thinking, I accepted the invitation and took a week of vacation from work to review and rate the presentation abstracts.  After all, you wouldn’t say no to a CEO!

However, the volunteering experience was eye-opening – in a very good way – as it expanded my horizons in the HRIS field.  In order to provide proper feedback and rate the abstracts fairly, I had to do some research on topics that I was not as familiar with.  This increased my knowledge of the HRIS area which I would not have been able to attain just through my regular work.  In addition, all of the new knowledge I gained actually helped me work more effectively and gave me more options in handling the challenges I faced at work.  Not to mention the satisfaction I felt for contributing back to this wonderful group of HRIS professionals to whom I belong.  The experience was priceless, and I just volunteered for the 2014 Content Committee. 

In addition to the Content Committee, I recently volunteered to work the Volunteer booth at the IHRIM 2013 HRMS Strategies Conference in Orlando to introduce the volunteer program to my peers.  I always joke that I work in the “inhuman” side of Human Resources and have enjoyed it.  But to my surprise, I actually enjoy talking to people. And I have to rate this as my most enjoyable volunteer experience. 

To all my peers in IHRIM, I encourage you to participate in the IHRIM volunteer program. (You must be an IHRIM member to join the volunteer group, so if you are not a member, I strongly encourage you to join!)  Find something that will interest you.  Your efforts will not only help IHRIM grow, you will also benefit from the experience, both personally and professionally.   I look forward to meeting you some day and exchanging some of these invaluable experiences.

The IHRIM Volunteer Program provides members the opportunity to become active participants in this vibrant community by sharing their skills and knowledge to help IHRIM and the HRIM profession to grow.  For more information on IHRIM’s Volunteer Program, go to http://www.ihrim.org/Community_Volunteer.html.