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Collaboration and Innovation:
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Oct 28th, 2008
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Talent Management Magazine's Strategies 2009:
Innovation to Impact
February 23rd — 25th, 2009
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Nearly a third of the more than 720 attendees who attended the International Association for Human Resources Information Management’s (IHRIM) HRMStrategies 2008 Conference and Technology Exposition were first-time attendees from as far away as Asia and Europe who sought to better leverage technology to drive workplace strategy.
In fact, sessions on talent management, Web 2.0, workforce metrics and analytics and HR strategy had standing-room-only crowds, and conference registration increased over 2007.
"Companies today are challenged to attract and engage boomers, Gen Xers and now Millennials," said Jacqueline Kuhn, chair of IHRIM’s Board of Directors. "HR professionals come to our conference to learn more about technological tools that can enhance performance across the enterprise and embed their corporate culture globally."
According to conference speakers Jason Averbook, CEO of Knowledge Infusion, and John Greer, senior vice president of human resources for Smart Financial Credit Union, companies must embrace Web 2.0 tools and social networking to effectively conduct business and retain employees — or risk being at a competitive disadvantage.
"Business is no longer conducted from 8 a.m. to 5 p.m.," Greer said. "Smart companies must balance security concerns with the benefit of transferring knowledge and driving innovation at all times."
With online tools affecting each step of the employee-employer experience, organizations have begun to use HR technology to create a buzz, facilitate online recruiting, improve an employee’s on-boarding experience and even link mentors to develop talent.
To keep HR information management professionals apprised on technological trends and solutions, IHRIM announced it plans to unveil a new certification designed specifically for these specialists in 2009.
“IHRIM members have been inquiring about a certification program for years, and our board believed that an HRIM certification program would benefit our membership and the HR information management profession,” said Lynne Mealy, president and CEO.
“Attaining the designation of Certified Human Resources Information Management Professional (PHRI) will further enhance our members’ careers as the certification becomes an accepted credential in the industry.”
October 2008
What to Do About Performance Troublemakers
Individually, novelty, complexity and abstractness are performance killers. Together, they are even more troublesome.
September 2008
Stop Wasting Money on Training
The cost of inadequate workplace performance is staggering, but training, while a logical solution, is not always the answer.
September 2008
Do You Get It?
Business executives divide the HR community into two classifications: those who “get it” and those who miss the point.
August 2008
Auditing Global Performance Improvement Initiatives
Global performance improvement initiatives are costly and complex. They require a clear vision of desired outcomes supported by meaningful metrics.
October 2008 1
The Employee Survey: What’s in It For Me?
Having an established Respondent Bill of Rights that can be communicated during the recruitment process can help set the proper expectations.
October 2008 1
Why Most Managers Are Stuck
Successfully transitioning into the manager role is not dependent on improving management expertise, but rather on changing one’s focus.
October 2008 1
Team Effort Pays in Talent at London Business School
At London Business School, a third of all staff positions are filled by internal candidates, which is an indication the school has had success in developing and retaining its staff.
October 2008 1
Hewlett-Packard: Simple Talent Management in a Technical World
When it comes to talent management, Hewlett-Packard is all about business — business strategy, that is.