Success Begins with Strategy: HR Innovation in the Workplace

Sponsored By:

www.blr.com or www.hrhero.com For CD and other purchasing information, contact customer service at: 800-274-6774 or E-mail: [email protected]

© 2013 BLR ® and HR Hero® —Business & Legal Resources and HR Hero. All rights reserved. These materials may not be reproduced in part or in whole by any process without written permission.

Success Begins with Strategy: HR Innovation in the Workplace

Thursday, June 13, 2013 2:00 p.m. to 3:00 p.m. Eastern 1:00 p.m. to 2:00 p.m. Central

12:00 p.m. to 1:00 p.m. Mountain 11:00 a.m. to 12:00 p.m. Pacific

Presented by:

Susan R. Meisinger SPHR,JD

Todd Black Product Marketing Manager

Kronos Incorporated

This program has been approved for 1.00 credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI).The Program ID number will be emailed to the registered participant at the completion of the conference. For more information about certification or recertification, please visit the HRCI website at www.hrci.org.

Presented by: Sponsored by:

Susan R. MeisingerSPHR,JD

Todd Black Product Marketing Manager Kronos Incorporated

Success Begins with Strategy: HR Innovation in the Workplace

2© KRONOS INCORPORATED

Definition of Innovation

“The introduction of something new. A new idea, method or device”

Source: Merriam-Webster Dictionary


What can Innovation mean?

• Innovation doesn’t just mean end product or service changes. It can mean:– Developing new business models– Taking costs out of processes– Forming strategic alliances to collaborate– Changing revenue and margin models


What can drive Innovation?

• Economic Circumstances Can Drive Innovation– Fundamental changes in consumer behavior: e.g. name brand

vs. store– New markets emerging: e.g. energy; health care – New technologies: e.g. Skype

5© KRONOS INCORPORATED© KRONOS INCORPORATED

Are you using tools that are available?


Talent Management

• Knowing current talent:– Developing that talent– Performance management– Leadership development – expectation setting


Talent Management

• How you recruit for new talent?– Position Descriptions– Selection Process– Use of Sourcing Analytics


Utilizing Organization Architecture & Tools

• Workflow design

• Formal and informal networks

• Work scheduling flexibility

• Lots of software tools available – (e.g. Kronos, Yammer, Lotus Notes, Jive, NewsGator,

Salesforce Chatter, BuddyPress, Skype, Facetime, G-phone, Ciscopedia)


Creating a Culture of Innovation

• Do your leaders visibly promote new ideas from everywhere in the organization?

• Is there ongoing communication to employees regarding innovation?

• Do your employee surveys – pulse, engagement, or other – provide insights on how employees perceive the culture, and whether it encourages and rewards innovation?

• Are employees aware that ideas are welcomed; is there a formal process/system to collect and harvest new ideas?

10© KRONOS INCORPORATED© KRONOS INCORPORATED

Kronos –Workforce Innovation That Works

KRONOS FOR SERVICES & DISTRIBUTION


Top Performers…

Avoid Extensive Customizations

Already or Planning to

move to SaaS

Standardized Processes

Adopt Employee and Manager Self Service

Have a BI tool in place

HR Technologies to lower cost per

EE

CedarCrestone 2012-2013 Survey


Invest in Your Employees

Talent Development• Skills & Certifications Tracking

• Employee Goals and Monitoring

• Training

• Performance / Compensation Management

• Employee / Manager Self Service for Communication


Performance Management


How Does Your Organization Operate?


The Power of High Quality Information

Declining Sales and Low Productivity

ISSUE

Increased Visibility, Streamlined Processes

Higher Productivity and Margin

RESULT

Integrated System

Better information

IMPACT

Invest in Training and Talent Management

DECISION

Decision Flow


Analytics for HR


How to Expand Your Investment?


How We Can Help You Cut Costs

• Put employees in right jobs with proper skillsets

• Transfer employees where needed

• Re-allocate employees

• Integrated system• Cloud Services• Various ways to deploy and

access your system

• Automate administrative processes and procedures

• Empower through self-service• Do more with less

Headcount SystemBusiness Process


Complete Automation Reduces Costs and Risks

Business Process Improvements

Streamline Process

MOREEFFICIENT

MOREEFFECTIVE

1 2 3

Empower Employee/Manager Centralized Information


Employee / Manager Self Service


Hosting alleviates IT resources

Cloud Computing• Outsourcing IT Needs

• Easier to Own

• Hosting/Cloud Services

• Predictable costs

Increase Your Efficiency and Free Up Your IT Resources

Integrated System


Thank You!

[email protected]@suemeisinger

[email protected]

Disclaimers

*This webinar is designed to provide accurate and authoritative information about the subject matter covered. It is sold with the understanding that the publisher is not engaged in rendering legal, accounting, or other professional services. *This webinar provides general information only and does not constitute legal advice. No attorney-client relationship has been created. If legal advice or other expert assistance is required, the services of a competent professional should be sought. We recommend that you consult with qualified local counsel familiar with your specific situation before taking any action.

Susan R. Meisinger, SPHR, JD, is a columnist for HRExecutive Online, consultant and speaker on HR leadership issues. Meisinger retired as President and

Chief Executive Officer of the Society for Human Resource Management (SHRM) in 2008. SHRM is the world's largest professional association devoted to human resource management with a mission to serve the needs of HR professionals by providing the most current and comprehensive resources, and promoting HR's essential, strategic role.

Todd has 20 years of experience in HR/Payroll processes, programs, and providers. He has been with Kronos for over seven years and has been

involved with the HR/Payroll product the entire time. Prior to Kronos – Todd spent 10 years with various software vendors entirely in the HR/Payroll space. Prior to jumping into the software world – Todd spent three years as an HRIS Analyst working in Human Resources as a liaison between HR and IT.

Susan R. Meisinger

Speaker Biography

Todd Black

Documents

Success Begins with Strategy: HR Innovation in the Workplace