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Building a Performance-Driven Culture |
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2005 Compensation/Payroll Systems &
Services Buyer’s Guide
SEE PAGE 24 |
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| Volume X, Issue 5 |
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October/November 2005 US$10.00 |
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A Publication of the International Association for Human Resource Information Management • www.ihrim.org |
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| Departments |
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| From the Editor |
| David Salyers, Information Builders, Inc. |
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| Up.link |
| Jason Averbook, Knowledge Infusion |
| Guest Editor |
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| In My Opinion |
| Technology, Community and the High-Performance Workplace |
| By Dean Robb, Ph.D., Robb Consulting, LLC |
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| Private Eye |
| Data Breaches and Their Impact on HR |
| By Don Harris, HR Privacy Solutions |
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| Function Focus |
| “People” Improvement Using Assessment |
| By Dr. Jack Smith, The Devine Group |
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| Solutions for 10K or Less |
| Successful Change – Communication and Partnership is Key |
| By Pete Ashey, PlatformOne |
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| Inner Circle |
| Transform your HRIT into a Strategic Asset |
| Terry Masters, Blue Cross Blue Shield of Massachusetts |
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| Next Gen Workplace |
| The Five Foundations of Next Generation HRO Technology |
| By Snehal Shah, iEmployee |
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| Tech Notes |
| Has manager self-service lived up to its hype? |
| By Pramod Agrawal, CedarCrestone |
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| Talking With |
| Danny Ertel, Vantage Partners |
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| The Back Page |
| First Class Needs an Upgrade |
| By Elliott Witkin, Ultimate Software |
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| FEATURES |
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| Putting the “Strategic” into Workforce Planning |
| By Stacy Chapman, Aruspex |
Workforce planning is a vital and valuable process for organizations
to undertake. Embedding it into your organization’s business
strategy process will enable you to recognize the roles critical to
strategy delivery; to articulate your capability and capacity for
delivering the strategy; and most importantly, to know you have
the actions in place to deliver. |
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| Out of the HR Closet and Into the Operational Spotlight |
| By David Stein, Workbrain |
| Because labor costs are the single biggest expense on the income statement in most industries, workforce performance is a major driver of corporate performance. Even seemingly small changes in workforce productivity can have a huge impact on the bottom lines of large organizations. By driving innovation in the front-line people- processes, HR can attain the full heights of its strategic value. |
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| The Evolution of Organizational Charting: From Essential Charting to Strategic Platform |
| By Martin Sacks, HumanConcepts |
| From communicating roles and responsibilities to headcount reports and other HR analytics, we’re now seeing org charting playing a critical role in regulatory compliance. The penalties for noncompliance, where timely customer communications are concerned, are getting steep and the issue is coming to the forefront in companies from all industry segments. |
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| Today’s Workforce Performance Management Systems: Have we Forgotten About the Employee? |
| By Rob Bernshteyn, SuccessFactors |
| Achieving significant increases in employee engagement and performance efficiency is a real and timely challenge for the human resources community. The solutions required call for the right mix of process modification and supporting technologies. When selecting and deploying these chosen technologies, it is critical to not lose focus on arguably the most important constituent: the end user. |
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| Creating a Performance-Driven Culture |
| By Tracy Martin, Saba and James Harvey, Consultant |
| Together, technology and business processes can bridge the gap between strategy and execution, driving the development of successful learning and reward programs that will ultimately be a competitive advantage, enabling people to become more effective and efficient in their roles and aligning business activities to increase shareholder value. |
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| Compensation/Payroll Systems & Services Buyer's Guide |
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| *Publishing Information |
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