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.

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