Shining the Volunteer Spotlight on Dr. Lynn Turner, HRIP, Professor Emeritus in Management and Human Resources at Cal Poly Pomona

IHRIM shines the Volunteer Spotlight on Dr. Lynn Turner, HRIP, Professor Emeritus in Management and Human Resources at Cal Poly Pomona and a new member of the IHRIM Education Committee.

Please tell us a little about your professional life.
Currently, I am a Professor Emeritus in Management and Human Resources at Cal Poly Pomona. I teach Human Resource Information Management several times a year. I continue to be on a task force that is integrating enterprise systems into the curriculum. I also continue to do research on the use of HR metrics and analytics by line managers.

Early on, as a training and development professional, I saw the growing importance of learning (training) management systems. This interest grew into a broader interest in HR Information Systems. I started educating myself in the field and developed a course in Human Resource Information Management. Along the way, I consulted with Vincent Ceriello on several large HRIS requirements definition projects. In the Nineties, I moved from teaching into administration, serving as Associate Dean and, later, Interim Dean. My interest in enterprise systems and HR information systems persisted with the adoption of PeopleSoft by the College for teaching purposes. I was also on the campus steering committee for the implementation of PeopleSoft for the University’s business operations. After serving as Interim Dean and Interim Vice President, I returned to teaching the course HR Information Management and have integrated SAP’s Human Capital Management into the curriculum as well as several analytics tools. I reactivated my membership in IHRIM and was certified as a Human Resource Information Professional.

When did you join IHRIM and why?
I first joined IHRIM in 1987. I was expanding my HR focus from training and development to HR information management and IHRIM seemed like a valuable resource for learning and for networking. Because of my interest and the apparent gap in our curriculum, I started a course at Cal Poly Pomona in Human Resource Information Management. IHRIM was an invaluable resource for the course. When I returned to teaching from administration, I reactivated my membership in IHRIM largely for the professional development opportunities it offers.

What is the greatest value you get from your membership?
Unquestionably, the greatest value is the educational opportunity it provides through its webinars, courses, and conferences. I thing the HRIP certification is an excellent program and I look forward to continuing my education for recertification. Is there any advice you would give other members? Stay engaged. Take advantage of as many educational programs as possible and make an effort to meet the members. They are a great group.

What was the primary reason you became an IHRIM volunteer?
As an educator I have had a strong interest in enabling HR professionals and future professionals to optimize their use of information technology. I also believe that a key to HR professionals’ respect across all divisions of their organizations is their effective use of HR data. Over the years, I have been very impressed with IHRIM’s efforts in the education and professionalization of its membership. I’ve also been impressed with the responsiveness of IHRIM to its membership. In short, it’s a great organization to be a part of and I want to contribute my service to it.

As a new member of the Education Committee, what do you hope to bring to the volunteer committee and IHRIM?
I want offer my years of experience in HR education to help develop and offer the very best educational opportunities for IHRIM members. More specifically, I believe I can add value in the areas of using enterprise systems and big data to manage human capital. I can also provide insights on helping HR professionals work with line managers to improve productivity. Finally, my earlier education and experience in the areas of training and development and instructional design may be of value in improving the delivery of IHRIM’s educational content.

If you could have dinner with one person – living or dead - who would it be and why?
I’d like to have dinner with C.S. Lewis. His writings have had a real impact on my life. I would like to know what inspired him to write in such a diverse range of genres and what inspired him to make philosophy and faith so fun and interesting. Also, I’d like to ask him what his conversations were like with J. R. R. Tolkien in an Oxford pub.

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

Kicking the Tires at HR Technology: what’s trending today in HR technology and what’s in store for 2015

Three IHRIM members were challenged to “kick the tires” at the  2014 HR Technology® Conference and Exposition and here are the results!  

By Lynne E. Mealy, HRIP

IHRIM has long believed that the expo hall at the IHRIM annual conference is a natural extension of the education program. Through the demos and conversations with the various system and service providers, conference attendees are provided with a better understanding of the solutions available now and in the future to help them manage HR information. A constant reminder to attendee goers is - even if you are not looking to buy today, you never know what may happen in the next 3, 6 or 12 months. So you need to walk the trade show floor to see what is offered.

As I was working with the IHRIM Education Committee in planning our October 29, 2014 webinar, I thought what better place to continue the systems and solutions learning begun at the IHRIM Conference than at the 2014 HR Technology® Conference and Exposition. While I did not personally attend HR Technology this year, my three panelists did and were given the directive to “kick the tires” in the expo hall in preparation for today’s webinar.  Joining me on the webinar and providing me the information for this posting were Jeremy Ames, President, Hive Tech HR; Nov Omana, HRIP, CEO/Founder, Collective HR Solutions; and Steve Secora, HRIP, Sr. HRIS Manager, International Game Technology. The focus of the questions posed to the panelists was on the trends they saw or heard about – the buzz coming from both the attendees and the exhibitors.

What are the top technology trends based on audience buzz?

• Talent acquisition remains strong, perhaps indicative of the improving economy as hiring continues to be a large part of HR, especially social recruiting.
• Performance management showed a greater presence on the trade show, including social performance management (SPM).
• The number of learning applications highlight the importance of corporate learning and employee development. 
• Move toward integrated systems – prompting buyers to ask “how much do you have – how many modules are available in your application?” 
• The softer side of HR – applications supporting employee recognition and rewards and employee engagement.

Looking at the distribution of exhibitors by category – as interpreted by Steve – the top applications were Recruiting, Talent Solutions, and HRIS/Talent Suites. Of note was the rise in Surveys/Engagement solutions and the continuing presence of Benefits & Wellness (a hot trend coming into 2014).

 

 

 

What are people looking to buy over the next 18 months?

• For those with a core HRMS: many not necessarily looking for a new total solution but rather applications that can be integrated into an existing core HRMS; others with a core HRMS are looking to replace an antiquated product.
• For those without an HRMS – especially smaller organizations - they are looking for a new system or automating manual processes via point solutions.

What are the top technology trends based on the buzz from the vendors?

• HR analytics and metrics as part of a dashboard are becoming commonplace.
• Onboarding is trending now and the ability to engage employees once they accept an offer. Onboarding encompasses cultural and job orientation and is being done sooner than before, thus ensuring a fully engaged employee on start day. 
• The integration of survey and engagement applications into the various core applications. 
• Mobile and applications that run on multi-devices are now the norm. 
• Wellness, lots of offerings around wearables and socialization in a portal.

If you could compile your HR technology wish list for 2015, what would be on it?

• An integrated system that does not sacrifice the performance of the modules – everything is done well.
• Workforce analytics that come with a person (as the missing ingredient to success seems to be lack of skilled staff members). 
• Learning applications on a mobile platform. 
• A more intuitive, frequent, career/self-improvement directed performance management system. 
• True technology to manage the contingent workforce. 
• Socialization of talent management – applications that leverage employees’ LinkedIn profiles for recognition, performance, or succession planning.

If you missed the live broadcast, you may listen to the full recording (complimentary to all) by registering at http://bit.ly/IHRIMWebinarRecording_KickingTiresHRTech.

Lynne Mealy, HRIP has over 30 years experience in HR and HRMS, including technology strategy, product selection and implementation. A published author and presenter on HR technology issues, Lynne serves on the IHRIM Education Committee and is the CFO of the HRIM Foundation.

Advising Others to Volunteer: IHRIM Spotlights Tim Stewart, HRIP, HRMS Director, XO Communications

IHRIM is pleased to feature Tim Stewart in our current Volunteer Spotlight.  Tim, HRMS Director, XO Communications, LLC., has been an IHRIM member since 2011.   

Please tell us a little about your professional life such as what your job entails; how you got involved with HR technology; major accomplishments; current projects or challenges.

I’ve been working in the field of HR Technology & Systems for over 10 years, and I’m currently the HRMS Director for XO Communications, LLC.  I’ve always had a thirst for technology and my work on many technology-based projects along with my interest in managing people landed me a leadership role for our HRIS department.  I’ve had the opportunity, over these 10 years, to manage many HR Systems and implementations including:  Core HR, Payroll, Benefits, LMS, Self-Service, and Talent Management.  One of my major accomplishments includes the design and implementation of an in-house built self-service environment that resulted in the streamlining of employee change processes & workflows.

When did you join IHRIM and why?  What is the greatest value you get from your membership?   Is there any advice you would give other members?

I joined IHRIM in 2011 as I was seeking a professional certification in HR.  The greatest value I receive in having an IHRIM membership is the opportunity to learn and connect with others who have similar interests and passions for IT and Human Capital.  My advice to other members?  Volunteer!  With the variety of perspectives offered and shared by other IHRIM members, you can be assured you’ll learn something new!

What was the primary reason you became an IHRIM volunteer? Please describe your most recent IHRIM volunteer with the Human Resource Information Professional (HRIP) Certification Refresh Project.

I volunteered to help with the HRIP Certification Refresh Project for one simple reason:  I believe in the value of the HRIP professional certification.   When I studied for the HRIP exam in 2011, I found that the knowledge domains within the HRIP coursework were a close blueprint for HRIS professionals.  This blueprint provided me a great opportunity to assess my own knowledge in HRIS, and it strengthened the framework in how I see my role as an HRIS Professional.

What have you enjoyed most about this volunteer experience?

I enjoyed helping ‘refresh’ the HRIP exam by writing a number of new questions for the exam and  then participating in the technical review by actually taking the test and helping evaluate all the new questions.

I wanted to find a way to give back and this was a great opportunity for me to help make a difference with a program that I believe in.

How do you see being a volunteer benefiting your career?  

Supporting a professional organization not only provides greater opportunities to network, but it also reflects your commitment to your profession and your personal growth.

And one fun question...If you had an opportunity to time travel when and where would you go?

I have a passion for geoscience ( B.S. Degree is in Geology), and given this… I would travel back to the early 1900’s and share with Alfred Wegner that in the somewhat distant future his theory of continental drift would be found as ‘theoretically’ correct.  He was faced with a lot of criticism when he announced this theory of ‘moving continents’ to the world; unfortunately he didn’t have the means to prove it in his lifetime.

#HRISchat May 20: Deciding on the Right HR Technology Path

#HRISchat Session 21
Deciding on the Right HR Technology Path
Tuesday, May 20, 2014
12PM EDT/ 9AM PDT

In case you missed it, findings from the CedarCrestone 2013–2014 HR Systems Survey noted a big shift was underway: more organizations are replacing their core HR technology products instead of upgrading their existing systems. SHL’s 2013 Global Assessment Trends report noted that fewer than 1 in 5 HR professionals are satisfied with their information systems’ ability to manage talent data; and research from McKinsey & Company cited that the average technology investment delivers less than half of its anticipated value. With all that, it is easy to see why the development of a smart HR Technology plan is vital to the growth of an organization.

But you have to take stock before you make any big decisions. What are some key things you need to keep in mind as you create this technology roadmap? What kind of legacy applications would you have to deal with? How much will any upgrades cost the organization? What about all this buzz around cloud and SaaS?

To help address these questions, we are excited to be joined by industry thought leaders, Paul Rasieleski, Corporate HRIS Manager, FM Global and Wes Wu, Managing Consultant, Knowledge Infusion/Appirio and author of the systematicHR.com blog. In addition to guest moderating this session of #HRISchat, Paul and Wes will be presenting ‘Deciding on the Right HR Technology Path’ at the 2014 IHRIM Conference.

This session of #HRISchat and the conference presentation will benefit anyone who is considering or attempting to define an HR technology path and isn’t sure how to go about it.

Here are the questions:         

 Q1: What are some key things you need to keep in mind as you decide on the right HR technology path?

 Q2: What are the biggest barriers to the development of a smart HR Technology plan?

 Q3: When does it make sense to get new HR Technology vs. upgrading your existing systems?

 Q4: What are the benefits of developing an HR Technology plan for your organization?

 Q5: How will technology shape HR Technology plans over the next 12 months? 2 years?

New to #HRISchat? Don't worry, it's easy! Go to www.tchat.io, enter HRISchat 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 Tuesday May 20, 2014 at 12PM EDT/9AM PDT.

May 6 #HRISchat with Karen Beaman: Driving Globally Strategic Payroll

#HRISchat Session 20

Driving Globally Strategic Payroll

Tuesday, May 6, 2014
12PM EDT/ 9AM PDT

U.S. government statistics cite that a majority (approximately 75%) of the world’s purchasing power is situated outside of our nation. One survey from NFIB found that nearly three-fourths of small business owners would like to expand their workforce worldwide. While global expansion offers the promise of increased business, it also presents a number of payroll challenges. One key to keeping your company on course when implementing a global business strategy is to maintain a globally strategic payroll program.

The phrase “globally strategic payroll” is open to misinterpretation and has sparked many animated discussions. There are some who assert that, by its nature, payroll is not a strategic function of the business, while others point out that the complexity of country-level regulations and the immaturity of global payroll technologies prevent the function from ever being truly “global.”

With this global strategic payroll paradox in mind, we are excited to be joined by industry luminary, Karen V. Beaman, founder and Chief Executive Officer of Jeitosa Group International.  In addition to guest moderating this session of #HRISchat, Karen will be presenting ‘Driving Globally Strategic Payroll: The Paradoxical Journey to Efficiency and Innovation’ at the 2014 IHRIM Conference to be held June 1-4 at the Anaheim Marriott.

“As more organizations look outside their home borders for new growth opportunities, understanding the leading practices for managing a global payroll program is essential for success,” says Karen. “I look forward to presenting at #IHRIM2014 to, among other things, provide an objective analysis of the global payroll landscape and describe the specific strategies employed by top-performing organizations that help them reconcile the conflicting forces in the global payroll environment”

The #HRISchat questions: 
         

 Q1: With globalization continuing to accelerate, what are some key things to consider when developing a strategic payroll program?

 Q2: What does it mean to have payroll become a strategic function within your organization?

 Q3: What are some of the best ways to make global payroll a reality?

 Q4: What are the benefits of having smart global payroll strategies employed by your organization?

 Q5: How will technology shape the global payroll strategies over the next 12 months? 2 years?

New to #HRISchat? Don't worry, it's easy! Go to www.tchat.io, enter HRISchat 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 Tuesday May 6, 2014 at 12PM EST/9AM PST.

 

For more information on the IHRIM 2014 Conference & Technology Expo, June 1-4, Anaheim Marriott, Anaheim, CA, go to http://bit.ly/IHRIM2014.

Live Long, and Prosper: Spotlight on IHRIM Volunteer, Cindy Imber, HRIP, SPHR, Sr. Manager of Global HR Applications, Columbia Sportswear

This month’s Volunteer Spotlight shines on Cindy Imber, HRIP, SPHR, who is currently the Sr. Manager of Global HR Applications for Columbia Sportswear.  Cindy has worked with HR systems for over 15 years and implemented or upgraded over 10 HR systems including HRIS, Payroll, Performance, Compensation, and Recognition.   Cindy will be presenting the session -  Creating a Powerful Culture for Recognition & Rewards at Columbia Sportswear - at the IHRIM 2014 Conference, June 1-4, in Anaheim, CA.

Please tell us a little about your professional life such as what your job entails; how you got involved with HR technology; major accomplishments; current projects or challenges, etc.

I quickly got involved in HRIS because of my major in Management Information Systems. It seemed like a perfect fit and not many people in HR at the time knew what a relational database was.  Over the years I moved from being more technical focused to business analyst work to now managing HRIS and Payroll. Recently in my role as the Sr. Manager over HRIS and Payroll I have created a plan for the next three years of global HRIS/Payroll system upgrades and implementations; great for job security too. Many ideas on this plan have been helped by attending the IHRIM conference and learning about new trends. We want to keep up with best practices and ways to best support our employees but we need to plan for resources. One new system we implemented last year is a global recognition program which I will be speaking about at IHRIM in June 2014. This year is a full plate of electronic filing, new time and attendance and selecting a new payroll system and an applicant tracking system for China. 

When did you join IHRIM and why? 

I first joined IHRIM in 1997. I started a new job and my manager was a member and took me to my first IHRIM Annual Conference my second week on the job because someone else was too busy with a project. 

What is the greatest value you get from your membership?  

I would say both the connections I have made and the learning sessions at the annual conference. 

Is there any advice you would give other members?

Take advantage at the conference to connect with others and link with them because there will be a time when you or they can benefit from connecting again. 

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

IHRIM over the years has always provided me with many opportunities for learning both about technology but also how to grow in the world of HRIS. I wanted to be able to share my knowledge and help enhance that opportunity for newer members.  

Please describe your IHRIM volunteer experience as a session coordinator for the conference.

I have presented three times at IHRIM in the past and really appreciated the session coordinator’s help during those times. I thought it would be great to be able to help someone else presenting for the first time knowing what it was like to be in that position. Being a session coordinator gave me the opportunity to see sessions I normally would have not have selected; so I learned about some new areas. Then I was still able to have the conference CD so I wouldn’t miss out on the sessions I normally would have attended. 

What have you enjoyed most about your volunteer experience(s)?

The people! It really is amazing how smooth everything runs with mostly just volunteers. Everyone is working hard to make it a great experience for the attendees. 

How do you see being a volunteer benefiting your career?

Keeping connected with IHRIM keeps me up to date on the latest ideas and trends. This way I can be the first to bring them back to my company or at least I am knowledgeable when my VP brings them up in a meeting. “Have you heard about xxx?” Volunteering and expanding my network gives me more ability to reach out to others when I run into tough spots and need advice from others in HRIS.

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

Even if you don’t volunteer I encourage IHRIM members to be involved. This might be asking questions in sessions at the annual conference, participating in webinars, or posting/commenting on questions in CORE. 

One final question - if you could meet one person in your lifetime who would it be and why?

Well it would be hard because he has already passed on but it would be Gene Roddenberry. He was such a visionary of what the future could be like. Almost all of the technology on Star Trek, outside of the super-fast space travel, has come to life. Here are just a few items communicators, disks for computers, computers that talk to you and take commands from you, computers that hold all the history and information of the past not to mention all the medical equipment. It’s amazing the speed of technology advancement over the last 20 years, let alone since Star Trek was first aired in the 60’s. I just hope the actual space travel part will come true and maybe I will get to experience it in my lifetime.
 
For more information on IHRIM’s Volunteer Program and how you can get involved, go to http://bit.ly/IHRIM_Volunteer_Program.

On the Air with Lynne Mealy, IHRIM President/CEO

On March 18, I was the guest on the DriveThruHR Radio.   For those unfamiliar with DriveThruHR, it is a lunchtime chat about topics relevant to HR professionals. Each 30-minute episode features a guest speaker who shares her or his knowledge and experience in human resources. The show runs daily, Monday through Friday, at 12:00 pm Central Time.  The host on my show was Bryan Wempen, @bryanwempen, who shares hosting duties with William Tincup, @williamtincup, and Nisha Raghavan, @thehrbuddy.

This was not my first appearance, and I have always enjoyed the questions posed to me and the ability to talk about IHRIM, the annual conference and the industry in general.  The March 18 show was no different as Bryan and I discussed what keeps HR awake at night as well as the trends in HR technology, both current and in the future.  And, once again I was able to share with listeners information about the upcoming IHRIM 2014 Conference & Technology Expo to be held June 1-4 in Anaheim, CA.

If you missed the show, you can take a listen to the recording at:
http://www.blogtalkradio.com/drivethruhr/2014/03/18/lynne-mealy-at-lunch-with-drivethruhr.

Bryan asked some really great questions with the first being: 
What keeps you – as an HR or HR system – professional awake at night?
Let me know your answer to this question by posting your comments here.

Catch you on the flip side!

Lynne E. Mealy, HRIP
President/CEO, IHRIM

March 11 #HRISchat with Jason Averbook: How HR and IT Professionals Must Adapt and Adopt to Meet the Demands of Today's Workplace

#HRISchat Session 18:
How HR and IT Professionals Must Adapt and Adopt to Meet the Demands of Today's Workplace

Guest Moderator: Jason Averbook
Tuesday, March 11, 2014
12PM EDT/ 9AM PDT

 

New Accenture research reports that “the vast majority of professionals surveyed (91 percent) agree that the most successful employees will be those who can adapt to the changing workplace, and nearly as many (89 percent) report that they thrive on or don’t mind change. Although technology is increasingly gaining traction in the workplace today, Dion Hinchcliffe notes in ZDNet that “its strategic adoption and meaningful application by the typical worker is actually just beginning.”

IHRIM and Hive Tech HR (formerly Gaucho Group) are excited to be joined on the March 11 #HRISchat by HR technology expert and prominent industry thought leader Jason Averbook. In addition to guest moderating this session of #HRISchat, Jason will be providing the keynote ‘2014 and Beyond: How HR and IT Professionals Must Adapt and Adopt to Meet the Demands of Today's Workplace’ at the opening session of the IHRIM 2014 Conference to be held on June 1-4, 2014 in Anaheim, CA.

Jason's keynote at the IHRIM Conference will highlight:

• the future of work an understanding of what HR will need to do to prepare for the continued transformation of the workplace
• how what we know and do today will look massively different into the future
• points from his upcoming book "HR From Now to Next"

For more information on his keynote presentation, go to IHRIM 2014 Keynotes.

“The workplace is changing at mind-bending speeds, and the workforce is morphing along with it,” says Jason. “New technologies, evolving best practices, and an increasingly global, mobile working environment can yield amazing results for the corporations who can harness these developments successfully.”

We will be addressing the following questions during the #HRISchat:
Q1: What is happening in the world outside of HR that will require HR to move from Now to Next?
Q2: What capabilities does HR need to move from Now to Next?
Q3: What skills do we need to move HR from Now to Next?
Q4: Does technology play a role in moving HR from Now to Next?
Q5: How will technology shape the workplace over the next 12 months? 2 years?

New to #HRISchat? Don't worry, it's easy! Go to www.tchat.io, enter HRISchat 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 Tuesday 3/11 at 12PM EDT/9AM PDT!

IHRIM: Your Book of Opportunities in 2014

According to the US government (USAgov.com), the top 5 most popular New Year’s resolutions are:

• Lose Weight
• Volunteer to Help Others
• Quit Smoking
• Get a Better Education
• Get a Better Job

While I wish IHRIM could help with the first resolution (top on my list, again, this year), and we don’t have a smoking cessation program, IHRIM can help you with three resolutions – Volunteering, Education, and Career Growth.

Volunteer to Help Others
The IHRIM Volunteer Program provides you opportunities to become an active participant in our community by sharing your skills and knowledge to help IHRIM and the HRIM profession to grow.

There are many benefits including both personal growth and professional development that can be gained through active participation on a committee or other volunteer assignment. Skills in communication, teamwork, project planning and oversight, and financial responsibility are constantly developed through participation. If you hold an HRIP credential, your volunteer activities will earn you recertification credit hours (RCHs) to help you meet your continuing certification requirements.

Get a Better Education
IHRIM’s mission is to “To be the leading professional association for knowledge, education, and solutions supporting the Human Resource Information Management community.”  Since our inception in 1980, providing our members and the HRIM community at large quality education has always been one of IHRIM’s primary goals. Add in the knowledge from not just our educational programs but also our publications, and the solutions from networking with colleagues and the leading HR technology vendors, and you have a blend of opportunities to further your professional development.

But sometimes it is easier said than done when trying to balance work, family, and other personal responsibilities with continuing your education. This is why IHRIM offers you a variety of options to fit your needs and budget. Our 2014 Conference & Technology Expo, to be held June 1-4, 2014 at the Anaheim Marriott, Anaheim, CA, is your one stop shop for learning.  In one location, you have access to ½ day and full day pre-conference courses and over 50 educational sessions targeted to your career needs, a variety of networking activities that allow you to connect with colleagues from around the world and admission to our Exposition Hall, where you have the opportunity to visit with the leading service providers in our industry.

Our webinars are offered throughout the year at no cost to members. Our topical Forums are offered both online and in person (our Workforce Analytics Forum will be held in New York on March 18).  We have courses available as in-house offerings – a great value if you are looking to educate both you and your team.

Get a Better Job
Getting a better job does not necessarily mean you leave your current employer; your goal may be to get a better position within your current organization. And what better way to demonstrate your expertise and experience than getting your HRIP credential and adding it to your resume! IHRIM’s Human Resource Information Professional (HRIP) certification program is designed to assess the knowledge and competencies of professionals in the HR information management field. Passing the exam indicates a demonstrated comprehensive understanding and proficiency of the defined body of knowledge in HR information management. Plus, the recertification requirements ensure that you keep abreast of changes in the field.

And similar to education, we make it convenient for you to prepare and sit for the certification exam. IHRIM offers three delivery methods to accommodate individuals (as well as groups) to take the exam, including conveniently located testing centers around the world, live proctoring that allows candidates to take the exam wherever and whenever is most convenient, and at host locations, such as in conjunction with an industry event or the annual IHRIM Conference.

If you are attending the IHRIM 2014 Conference we are offering both the HRIP Review Course and the HRIP Exam.

If you are looking for a new position or in-between jobs, I encourage you to peruse the job opportunities on our Career Center, custom tailored for the Human Resource and Human Resource Information Management industry. Looking to fill a position? Create an Employer Account and post your Human Resource Information Management jobs today.

Make 2014 a year you take full advantage of your IHRIM membership. With IHRIM’s help, this can be your year to stick to your resolutions of volunteering, becoming better educated and advancing your career. If you are not yet an IHRIM member, make joining IHRIM your number one resolution!

- Lynne E. Mealy, HRIP

This posting originally appeared in the January IHRIM eUpdate.  To read the full issue, go to http://www.ihrim.org/eupdate/IHRIM_eUpdate_Jan2014.pdf

Gaining benefits from the collaborative opportunities and information on CORE: IHRIM Spotlight on Volunteer Denise Eppel, We Energies

IHRIM is pleased to feature Denise Eppel in the Volunteer Spotlight.  Denise, Senior HR Business Analyst, We Energies, has been an IHRIM member since 2010.

Please tell us a little about your professional life such as what your job entails; how you got involved with HR technology; major accomplishments; current projects or challenges, etc.
I started in the HR technology field about 13 ½ years ago. I began as a specialist in an employee shared services department with duties ranging from HR data analysis and entry into the HRIS to responding and resolving employee HR questions. Over the years, I took on work and projects of increasing responsibility related to the HRIS operations, including directly managing a team of HRIS analysts. I have expertise in many areas of HR operations including HR data maintenance, process improvement, acquisition/divestiture activity, HR shared services call center, business requirements documentation for system enhancement/implementation projects, training records management, annual salary review, HRIS reporting and HRIS vendor management. I have been at my current employer, We Energies, for three and a half years as a Sr. HR Business Analyst. I have responsibility for our training system usage and management, provide support of our organizational development initiatives, and am involved in HR system projects across all areas in HR. The most recent large-scale projects, in which I was the project manager, was the replacement of our applicant tracking system and the implementation of our onboarding system. The Onboarding implementation project was awarded one of the IHRIM 2013 Project of the Year Awards, and I am looking forward to sharing our success story as a session at the 2014 Conference!

A current challenge our HR team is working through is a company-wide Talent Management Strategy. We are intending to be able to make long term HR system decisions and plans based from the strategy.

When did you join IHRIM and why?  What is the greatest value you get from your membership?   Is there any advice you would give other members?

I joined IHRIM in the fall of 2010 when I joined my current company We Energies. I was encouraged to seek outside professional organizations to maintain and increase my knowledge. I found IHRIM on the internet and really liked what I read about the organization from the website. One of the benefits I gain from the membership is the collaborative opportunities and information from the IHRIM CORE site. A lot of informative information is shared and discussed in the groups on CORE which I find invaluable to both my personal and professional growth as an HRIS professional. I studied, took and passed the HRIP Certification exam in April 2012. For me, the importance of the HRIP certification helps make the statement that I am committed to the profession and knowledgeable in the HR technology field.

What were the primary reasons you became an IHRIM volunteer and joined the Volunteer Connections Group?    

This is my second year as an IHRIM Social Media Contributor volunteer. I chose to volunteer for a couple of reasons. First, to give back to IHRIM for all I have learned and gained in being associated with this organization. Second, as a learning for me personally in the social media space. I was not a heavy user of the social media avenues and this really led me to get a better understanding of Twitter, Linked In and the CORE site. I was on the Annual Conference Content Review committee this year. This was another opportunity to give back to the organization and also understand a little of what it takes to prepare for the annual conference.  I was a part time room monitor at the 2013 conference for the first time as well. I was able to meet more people by visiting with them before the sessions began.

How do you see being a volunteer benefiting your career?
Volunteering has exposed me to more information about our field, and I find myself reading more discussions and posts online. I would like to think that this has at the same time increased my knowledge in the HRIS field.

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

I encourage everyone to consider participating in one of the many volunteer activities that IHRIM has to offer. It is a great way to get more involved and knowledgeable about IHRIM and our field. 

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

Escaping the Landmines: Maneuvering Around the Vendor Landscape

IHRIM Guest Blogger:
John Hinojos, HRIP, Vice President, Consulting Services, HRchitect

Every time I go to a Human Capital Management (HCM) technology vendor exposition, whether it is at IHRIM, HRTech, or one of the many HR Associations, I am always amazed at the number of vendors, especially new vendors. It has become an overwhelming job just knowing the changes and upgrade offerings of the major players in HCM, but dozens of new niche vendors offer new systems solutions each year. How do you know what the right fit is? Which will be reliable? Who will treat your organization as special? These are tough questions to answer in the fast changing world of HCM technology.

Before you begin to evaluate vendors, you must first have a battle plan. Without this plan you will have a harder time in stepping around the landmines of the technology world. To create a plan, first you need to understand your needs and create a strategy. If you have already done an HCM Strategic Plan, take it off the shelf and review it. Does it need changing? If so, you will need to update the plan by conducting some type of requirements discovery. These can be high level with key system stakeholders. Once you have your updated requirements you can see where the old strategic plan needs to be updated.

Once you have a strategy, you need to know more specifics on where you want to go. This is best discovered by talking with team members who are directly involved with the HR administration. Oftentimes, we talk only to our management team members, but understanding how things are actually done by those on the front lines is also critical. You should also conduct focus groups or individual discussions with key stakeholders. Remember, many of your stakeholders are outside of HR. Don’t forget to include them.

Now that you have all the discovery done, you can create a listing of your specific requirements. Don’t forget to rank or prioritize each requirement. I usually recommend a 1 to 3 scale: 1 – Nice to Have or Low; 2 – Need to Have or Medium; and 3 – Must Have or High. Giving each requirement a priority will allow you to understand which elements of your current or new technology is critical to your success, regardless of what others may tell you to include.

Once you have all these steps completed, you are ready for battle with the vendors. Look for a vendor who you feel will be a good partner and ally. There are many vendors out there, many you may not even know. How do you find the right one? You may need outside help for this. Consulting firms keep up on most all of the vendors. There may be a few not on their radar, but a good consultant can help you through the myriad of vendors. If you want to use the internet, I would suggest you go to an HR site such as IHRIM, SHRM or any professional HR association. They are usually a good starting point. Another way to isolate potential vendors is to network with like organizations to see what they are using and if it performs the way they had anticipated.

When looking at vendors, you must also consider their viability. There are many new vendors coming into the HR space every year, but some are not able to get the necessary funding to remain active. Others are purchased by other vendors and their product can either be integrated into the new vendor’s product or be eliminated altogether. You need to do your due diligence. Again, this is an area where a good consultant can help you. They have the tools to help you understand your vendor of choice’s viability and financial strength.

With good discovery, prioritized requirements, and strong outside assistance, you can successfully get through the minefield and link up with the correct vendor to provide you with years of HCM technology.

This posting originally appeared in HRchitect's Blog:  The Puzzling World of HRtechnology

Looking to select/upgrade an HR systems solution?  Join John Hinojos and other HR and HR information management colleagues at the IHRIM 2014 Conference & Technology Expo, June 1-4 in Anaheim, California.  Registration is now open.