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Program Recap –
October 18, 2007 The New England Chapter hosted an informative and successful program on Aligning HR Technology Solutions with Business-focused Talent Management Needs on October 18th at the Westin Hotel in Waltham. If you weren’t able to join us for the program, the following is a recap of the program delivered jointly by Scott Cohen of Capital H Group and Frank Ippolito of Iron Mountain. The program slides are available on the IHRIM website (members only access) - http://www.ihrim.org/resources/Articles/Strategy/AlignHR.asp . The program provided great insight from both the consultant’s and practitioner’s point of view related to the use of technology for Talent Management. A talent management program addresses key areas in staffing, performance management, compensation, development, and succession planning, and the success of a talent management program depends on how well each of the key areas is integrated and aligned with the overall business and HR strategies. Scott Cohen, Principal at Capital H Group, delivered a high-level, strategic view of talent management with some insight into the relevant criteria that should be used to align technology with talent management best practices. Scott offered his expertise on how, through talent management, HR can offer more value to their organizations by shifting from being transactional to strategic. However, before an HR organization begins to think about technology solutions for talent management, it must step back and assess its people, processes, and current technology. It is important for an organization to appreciate its own talent management gaps as it looks forward to building integrated technology to manage talent. Frank Ippolito, Director, Organizational Development at Iron Mountain, provided a practitioner’s point of view by sharing his success stories and lessons learned throughout the deployment of talent management. Considering that the talent management concept was new to Iron Mountain, Frank took a grassroots approach to define the current state, complete a gap analysis, and develop the program framework. Iron Mountain avoided the temptation to implement talent management technology without fully assessing the needs and gaps. Frank’s team chose to utilize existing technology, such as Sharepoint, to deploy a pilot talent assessment program. This approach allowed Iron Mountain to expedite the process while they learned more about their long-term technology needs. Although this approach was more manual in nature and placed a greater demand on the Organizational Development team, it allowed them to successfully deploy their program globally and build a foundation to advance the program deeper into the organization in 2008. The IHRIM New England Chapter thanks Scott and Frank for delivering an extremely valuable program and Capital H for hosting the event. ****************************************** Program Recap –
September 12, 2007 On September 12th the New England Chapter hosted an IHRIM Webinar titled ‘Building Talent Dynasties’ presented by Dan Hilbert, Chief Executive Officer of Orca Eyes, Inc. Dan is a renowned workforce planning and analytics guru who was recognized by Jobster as the “Bill Gates of Workforce Planning,” hailed as the workforce planning industry “Trailblazer” by HR Magazine, awarded the Optimas award for innovation by Workforce Management Magazine and named industry leader of the year by IQPC and ERE. During the course of the webinar Dan described his industry altering, data-driven, scientifically based methodology that transforms workforce planning from an art to a science. He outlined these key components of the science of human capital management strategic workforce planning:
a. Develop a three year workforce action plan. b. Utilize human capital metrics to predict the talent gaps; identify the amount of investment required for systems, resources, compensation; and define the ROI. c. Proactively deploy talent management resources to eliminate the talent gaps. d. Design compensation & benefit systems to reduce the gaps of critical position groups. e. Kick it up another notch by performing skill and competency gap analysis and development. The benefits of scientifically approaching strategic workforce planning include empowering business leaders to proactively and rapidly adjust business operations to workforce strengths and weaknesses, using human capital to quantifiably increase shareholder value, revenue, and profit, incorporating workforce planning as a vital piece of the board-level, strategic planning process, and ensuring that the team performance of your strategic human capital is continually superior to your competitors. At the conclusion of the webinar Dan answered questions from the audience. IHRIM New England Chapter thanks Dan Hilbert for sharing his expertise in a great webinar that outlined a solid roadmap for strategic workforce planning! ****************************************** Program Recap –
June 13, 2007 A complete Workforce Analytics solution enables better executive decision-making, drives improved company performance, addresses the diverse information needs within an organization and connects human capital performance with business results. Attendees at the IHRIM New England program on June 13th, 2007 at Blue Cross Blue Shield of Massachusetts were provided with a practical and successful approach for optimizing workforce analytics in their organizations. The presenter, Joanne Bintliff-Ritchie, Chief Strategist at DoubleStar, Inc., delivered an interactive presentation that focused on best practices to ensure your talent measurement initiative is successful. The presentation featured a roadmap to success that concentrated on the following five best practices: Assessing your Readiness, Selecting a Solution, Identifying your Measures, Aligning with Business Performance and Planning for Change. The webinar was filled with helpful information that provided participants with ideas and the approach needed to take the first step in deploying workforce analytics and making it a reality. Before implementing a workforce analytics solution, it’s important to assess your organization’s culture, user competency, ability to collaborate and technology environment. Organizations need to define and organize the workforce measures that align to their business performance measures. Understand the purpose and uses for the different types of measures. Finally, don’t underestimate the need to plan for change in your organization --change management is essential to a successful analytics deployment. Those onsite at Blue Cross Blue Shield participated in a discussion after the webinar where they shared information about the current status of their company’s analytics initiative and some of the issues each are facing. IHRIM New England Chapter thanks Joanne for a great webinar, DoubleStar, Inc., for supporting the program and Blue Cross Blue Shield of Massachusetts for hosting our event. ******************************************
New England
Chapter's Handshake Program recognized by IHRIM as a finalist in the
Brilliance Award! ****************************************** New England Chapter salutes our Member of the Year: Magee Filitor-Murray Each year, we recognize one volunteer as our Member of the Year. This year, we are pleased to honor Magee Filitor-Murray, Corporate HRIS Consultant at Partners HealthCare Systems in Boston. Magee has served on the IHRIM New England Board for 10 years, most recently serving as the Chapter President. She has also served on several IHRIM committees, including the Conference Committee, Education Committee, and Chapter Advisory Group. Magee works tirelessly for the Chapter and her passion and dedication to IHRIM is immediately evident to those who meet her. IHRIM recognized Magee and all the Affinity Group Members at the IHRIM 2007 Conference in Houston. Congratulations, Magee! ****************************************** New England Chapter Handshake Program - The Handshake Program is a new initiative launched by the chapter to engage, share and network with members of the board of directors at the executive level. This initiative allows members to work with the Board of Directors in a hands on environment level. The “Handshake Program” allows our members to get close to the work on a trial basis. Candidates participate in all board meetings and programs. They help to create strategy, create programs, write news articles or grow events. They perform all the functions of a director with the exception of voting. The member who is selected to participate in the program gains a full understanding of the obligations associated with a board position and if performance is optimum, the candidate will hopefully become a full board member or chair of committee in the next board term. Candidates are being considered now. If you are interested in applying for the Handshake Program, please fill in the application form and return it to: kmurray30@comcast.net. If you have any questions regarding serving on the chapter leadership team, please contact Magee Filitor-Murray at mfilitormurray@partners.org.
IHRIM New England Chapter
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