Speaker Teri Morning has seen the view from every side of the fence; creator, developer, user, seller, buyer, installer, and administrator and knows what you need to ask, seek, research and demand. She has over 20 years' experience as not only as a HR Manager using these HR technologies, but also as a consultant, selling, installing and supporting compensation and performance managing systems, applicant tracking systems and onboarding systems. She'll walk you through every step of the four major systems HR buys.
From needs assessment, demoing, pricing, and installing, she'll cover what to seek and what to avoid, all the way to the potential pitfalls experienced integrating your new tools in the real world workplace.
Objectives of the Presentation
Why Should you Attend
- What to make the salesperson demo - rather than just what they want to show you
- 12 things not to do when purchasing that which may seem like a good idea at the time
- 10 considerations for pricing - read ‘em or weep
- Price negotiation considerations
- Critical security considerations
- Making the ROI case to upper level decision makers
- Installs - mayhem, messes or manageable? Making your install smooth - project management tips
- The one thing you have to have from a vendor that without you'll be miserable and hate your purchase. How to make sure you get that
- Tips for resistant managers
- Particular consideration with Performance Management systems - just because you bought it, does not mean managers will get on board
- Applicant Tracking Systems - How to buy and use them to make sure good candidates don't fall through the cracks
- Compensation systems - The great wonder of good data, all the time, but now comes the responsibility
- Onboarding systems - What are their purpose? Are they worth it?
It's important to remember that any technology you purchase may very well set the stage for if one of your important company initiatives flies (or fails), taking your reputation with it whichever way it goes. For example, when moving to a goal based variable pay system, a performance management system is a necessity. However what exactly should you be looking for in a performance management system if you don't know what are their capabilities.
Properly purchased and implemented, technologies can set the stage for HR emerging as a strategic thinking business hero, maybe even helping to earn you that coveted seat at the C suite table!
Who can Benefit
- Anyone who has to make decisions to purchase and then implement HR technologies
- CEOs, Plant Managers, Department Heads, and HR Managers
Back ground of the topic if any HR technologies are not just paper routing products akin to Access on steroids. Today's HR technologies can be powerful tools in solving real business problems and help you manage your human resources more closely in line with company needs.
Technology pervades every part of our business world but in many respects, HR has been forced to be a slow starter; still using paper & pen to do what we could have done more efficiently 20 years ago.
However, to loosen the purse strings of the powers that be, and get access to such tools, an effective business case must be made.