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Comprehensive Course on HR Technology - Plan, Solution, and Best Practices

  • CPA (CA)
  • CGFM
  • CPA (US)
  • CA - ICAEW
  • HRCI
  • SHRM
  • ACCA
  • FPAC
  • CA - Ireland
  • CA - Scotland
  • CPA - Ireland
  • CFIRS
  • CWS

Published: July, 2022

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Before starting this self study program, please go through the instructional document.

  • Course Description
  • Course Qualification
  • Presenter
  • FAQ

Course Description

Overview

  • The function of HR has come a long way!
    12 mins
  • The HR technology needs analysis process
    25 mins
  • Thirteen steps of a HR business partner
    69 mins
  • C-Level stakeholders want information not data
    100 mins
  • Features and functions within HR technology delivery
    148 mins
  • Analytics Maturity Model
    205 mins
  • Critical - The importance of change management
    247 mins

Course Description

In the competitive business environment, every business works hard to gain an edge in every aspect of the business. To achieve overall exceptional results, they need to ensure that they provide exceptional value in all aspects. Leadership expects that the function of Human Resources is to ensure that the workforce makes this happen. 

The HR department needs a system and relevant processes to ensure easy management and smooth functioning of data, human resources, and different business processes. Though a simple excel-based HR management system or complex HR Technology solutions are there in the market, the first step businesses need to understand to go through is understanding their need and analyzing it for the long-term. This online CPE webinar focuses on the common points of pain priorities to solve through HR Management solutions that need analysis, preparation until their application is successful. It also includes best practices; tests of effort from the team, as well as from the management; vendor evaluation – selection, and getting the results. 

This online CPE Webinar on Human Resources covers the following Key Topics: 

  • Need analysis for HR Technology through HR challenges, and common stereotypes
  • Use of a type of potential HRMS solutions
  • the importance of Talent Management with related Workforce Metrics
  • HR driving collaboration in the new era of work and trends in HR technology
  • What senior management wants, asks about, and their commitment to the project.
  • The importance of “storytelling”, visualization, “leading” and “lagging indicators”.
  • The importance of change management to ensure success in all related metric activities and resultant actionable insights
  • Building a cost justification basis for the decision to implement a new HRMS solution by learning some of the potential areas of cost avoidance and cost savings
  • Best practices for the timeline of the overall process of Needs Analysis, Vendor Evaluation, and Selection
  • The efforts of a Core Project Team and other Subject Matter Experts – during the reading of submitted Proposals

Having 30+ years of HR Tech Consulting expertise, Marc Miller will share how you can prepare a strategic plan for creating an HR technology, the need for a strategic approach by HR, and how HR must be the main source of communications and empathetic leadership in these new normal times.

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Learning Objectives

  • To recognize the importance of gaining executive buy-in and sponsorship of the decision to proceed with the evaluation and selection of a new or improved HRMS
  • To review the steps needed to uncover and document the “must-have” Functionality that resolves end-user documented “points of pain”, as well as “desired” functionality required from a new HRMS solution.
  • To explain HR technology and recent advances in HR’s use of HR technology and HR being a Strategic Business Partner
  • To discuss how workforce analytics initiatives must align with the overall talent management strategy within the organization.
  • To review the analytics maturity model – hindsight – insight – foresight.
  • To discuss sample dashboards related to analytics and metrics.
  • To list “final factors” and suggested methodology to weigh and score each factor to determine the vendor of choice.
  • To be provided best-practice templates for scoring initial proposals and then identifying the candidates who become finalists.

Recommended For

  • This Online CPE webinar on Human Resources is recommended for SHRM, HRCI, CMA, CFE, CIA, CITP, CGFM, Chief human resources officers (CHRO), Chief Privacy officers (CPO), Executives, and Subject Matter Experts who have expertise in Payroll, Benefits administration, Government Compliance, Recruiting, Performance and Talent Management., HR Technology Leaders and Project Managers, Workforce Analytics professionals and other professionals who want to understand how to build an HR technology strategic plan that can provide metrics and predictive analytics to build a highly engaged workforce.
  • This CPD course is also recommended for Canadian CPAs wanted to explore HR technology.
  • This Human Resource CPE webinar is recommended for HR Professionals, HR technology professionals, and managers within all functions of HR, Payroll, and Benefits.

Who Should Attend?

  • Accountant
  • Accounting Managers
  • Accounting Practice Owners
  • Certified Information Technology Professionals
  • Certified Management Accountant (CMA)
  • Certified Public Accountant (CPA)
  • CFO/Controller
  • Chief Accounting Officer
  • Cloud Accountants
  • CPA (Industry)
  • CPA - Mid Size Firm
  • CPA - Small Firm
  • CPA in Business
  • Entrepreneurial CPA
  • Young CPA

Course Qualification

Webinar Qualifies For

  • 7 CPD Credit of Personal/ Human Resources for Chartered Professional Accountant (CPA Canada)
  • 7 CPE Credit of Human capital management for Certified Government Financial Manager (CGFM)
  • 7 CPE Credit of Personal/ Human Resources for Certified Public Accountants (CPA-US)
  • 7 CPD Credit for CA - ICAEW
  • 7 CPD Credit for Chartered Certified Accountants (ACCA)
  • 7 CRE Credit of Information Technology (inc. Excel) for Certified Corporate FP&A Professional (FPAC)
  • 7 CPD Credit for Chartered Accountants - Ireland (CAI)
  • 7 CPD Credit for Chartered Accountants - Scotland
  • 7 CPD Credit for CPA - Ireland
  • 7 CE Credit for Certified Fiduciary & Investment Risk Specialist (CFIRS)
  • 7 CE Credit for Certified Wealth Strategist (CWS)
  • 7 PDC Credit of HR metrics for SHRM Professionals (Approval No. 22-FEXGU)
  • 7 RCH Credit of HR (General) for Human Resource Certification Institute (HRCI) (Approval No. 599317)

Additional details

  • Course Level :
    Basic
  • Credits :
    7
  • Instructional Method :
    QAS Self Study
  • Pre-requisites :
    None
  • Advance Preparation :
    None

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MY-CPE LLC (Sponsor Id#: 143597) is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its website: www.NASBARegistry.org.

Presenter

About Presenter

Marc Miller

, Marc S Miller Associates

MARC S. MILLER as a thought leader, consultant, speaker and author, is a nationally respected authority on Human Resource Information Systems with over 35 years experience with all aspects of technology solutions for Human Resources.  His nationwide consulting firm, a sole proprietorship, together with his industry visibility, has made Marc S. Miller one of the HR Technology industry's most recognized voices.  He uses his thought leadership, significant industry experience and contacts to provide insight into the important trends surrounding HR Technology.  In great demand, Marc has been a featured speaker and presenter at numerous HR and HCM technology meetings both industry focused and at many HRMS providers User Conferences.  His blogs and webinars are always well viewed and attended.  His 2012 book, "HeroicHR", now in its Second Edition, remains in high demand.

Marc’s consultancy focuses on all matters of helping his clients build a comprehensive HR technology strategy. He supports his clients in developing their HR Needs analysis, the preparation of a thorough Request For Proposal (RFP), vendor proposal evaluation and selection activities, including contract negotiation.

He is a founding member of the NYC IHRIM Association chapter. In 1995, he received IHRIMS’ highest National award, its “Summit Award” for overall industry contributions.

He is an Adjunct Professor for HR and HR Technology in the Masters Degree programs at New York University (NYU),  Long Island University  (LIU) and Manhattan College.

His nationwide consulting firm, (now in its 34th year!!)  and his industry visibility and New Yorker attitude, has made Marc Miller one of the HR Technology industry’s most recognized (and invigorating) thought leaders and speakers. 

His new book THE DEATH OF HR: WHO KILLED H. (Harriet) R. (Rose) Job? – A Cautionary Tale and a Detective Story”  is available through his website.

About Company

Marc S Miller Associates

www.marcsmillerassociates.com/

Founded in 1983, Marc S. Miller Associates is the industry’s most visible consultancy devoted solely to HR Technology Strategic Solutions.

Marc S. Miller Associates focuses on the use of HR Technology to increase the strategic role of the Human Resources function in a company of any size.

With no vendor alliances, Marc S. Miller Associates provides over 34 years experience in helping you find the best software solution encompassing Web based workflow, best practices, Employee and Manager Self Service, metrics, dashboards and reporting in support of providing “Information Craftsmanship” instead of just “Data Management” within your company’s HR, Benefits and Payroll functions.

Faq

FAQs content

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