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Managing Risk in HR Information Technology |
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| Volume XI, Issue 6 |
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December 2006/January 2007 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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| Up.link |
| Sherry Green, ADP |
| Guest Editor |
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| In My Opinion |
| Human Capital: How it helps you Win |
| By Theresa M. Welbourne, Ph.D., eePulse, Inc. |
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| Function Focus |
| Outsourcing Benefits Means Outsourcing Risk: The Rewards in Outsourced Benefits Administration |
| By Daryl Ashley, Workscape |
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| Private Eye |
| Assessing the Impact of the E-Discovery Amendments to the Federal Rules of Civil Procedure |
| By Matthew T. Furton, Kevin M. Nelson, Jon A. Neiditz and Paul T. Kim, Lord, Bissell & Brook LLP |
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| Solutions for 10K or Less |
| Risk and Human Resources Information Technology |
| By Alfred J. Walker, Consulting Arts Group |
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| Inner Circle |
| Does your CEO understand the Risks of Talent Management? |
| By David Link, Knowledge Infusion |
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| Tech Notes |
| Avoiding IT’s Big Bang: The next wave of IT outsourcing must be transformational – not transitory |
| By John Bostick, dbaDIRECT |
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| Mixed Bag: Aligning & Managing HR Service Delivery |
| Managing Risk Through Smarter HR Service Delivery |
| By Bill Larkin, Kronos Incorporated |
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Talking With |
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Tony Biancamano |
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ADP – Employer Services |
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The Back Page |
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The Case of the Missing Manager |
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By Elliott Witkin, Ultimate Software |
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| FEATURES |
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| Sourcing Overseas: The Risks, Rewards, and Protection Measures to Ensure Success |
| By Tim Minahan, Procuri, Inc. |
| The contract is perhaps the single most important control in the outsourcing process to help ensure that operating entities are following key corporate policies. Contract management solutions should track and automatically manage contract renewals, cancellation deadlines, and terms and conditions on a global basis, ensuring regulatory compliance against established terms. |
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| Room for Risk: Building a Safety Net into the HR Outsourcing Process |
| By Hank Johnson, ExcellerateHRO and Glenn Nevill, Towers Perrin |
| Most companies are accustomed to mitigating risks. They have plans in place for business continuity, financial stability, data management and regulatory compliance. The same care should be taken when a company considers outsourcing one or more aspects of its human resources function. Outsourcing is about making the business better. If everyone involved in the transition keeps that basic principle in mind, it will go a long way toward mitigating many of the risks involved. |
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| Reactive or Proactive? Getting Ahead with Succession Planning |
| By Jeff Weekley, Kenexa |
| Complex, paper-intensive succession planning processes usually fail quickly, suffocated by their own bureaucracy. Fortunately, advances in technology have made the development and maintenance of succession plans much easier. These systems not only make it easier to collect relevant information and assemble a plan, they, more importantly, make the plan easier to use and maintain. Since most succession planning efforts fail at the execution stage, as opposed to the plan development stage, this is a significant contribution. |
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| The Worker Identity Theft Crisis – and How You Will Save the Day |
| By Peter Marshall, The Identity Guardian |
| Identity theft is not a flash in the pan – it’s built into the way the world now works, and this heightens not only the risk, but also the damage. Companies are at special risk, because by necessity, they expose their employee’s data to other employees and to their providers and partners, and they bear responsibility for the risk that this creates. Those in HRIS, whose specific function is the management of “people data,” must take ownership of this emerging liability, and ensure that their companies are as safe and as prepared as possible. |
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| Annual Buyer's Guide |
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| *Publishing Information |
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