Generated by All in One SEO v4.9.5.1, this is an llms.txt file, used by LLMs to index the site. # International Association for Human Resource Information Management Preparing Every Generation of HR Technology Leaders since 1980 ## Sitemaps - [XML Sitemap](https://www.ihrim.org/sitemap.xml): Contains all public & indexable URLs for this website. ## Posts - [AI and Generative AI: Transforming the Businesses, Employees, and How We Work](https://www.ihrim.org/2024/02/ai-and-generative-ai-transforming-the-businesses-employees-and-how-we-work/) - Over the past three decades, from 1990 to the present, we have witnessed substantial advancements in Information Technology. The mid-1990s and early 2000s were pivotal in web development, fundamentally connecting countries on a unified platform. The early 2000s saw the emergence and growth of various social media platforms, which have profoundly influenced our society and - [How Artificial Intelligence Is Transforming HR](https://www.ihrim.org/2020/02/how-artificial-intelligence-is-transforming-hr/) - Until recently, the main benefits of HR technology included reducing costs, improving productivity and efficiency, and helping employees in learning and development. Now, thanks to AI technologies, HR departments can take on some of the most important business challenges, increase operational capacity, and even positively influence the overall business success. Artificial intelligence is revolutionizing HR. - [The Benefits of Returning Boomerang Employees](https://www.ihrim.org/2024/02/the-benefits-of-returning-boomerang-employees/) - The accelerating pace of the modern business environment imposes ongoing technology and innovation demands that invariably require skilled employees. Yet it’s no secret that enterprises have struggled to recruit and retain skilled employees in recent years, creating the current technology skills gap. However, in the economic uncertainty since the pandemic, we have seen an increase - [Artificial Intelligence and Predictive Analytics for Business Growth](https://www.ihrim.org/2024/02/artificial-intelligence-and-predictive-analytics-for-business-growth/) - Introduction The journey from raw events to strategic decision-making encapsulates a transformative process in business. It begins with events – discrete occurrences in the business environment. These events generate data, the raw, unprocessed facts that are the lifeblood of any modern enterprise. As we collate and analyze this data, it transforms into information, providing insights - [The Hybrid-Work Challenge: Balancing Productivity and Privacy](https://www.ihrim.org/2024/02/the-hybrid-work-challenge-balancing-productivity-and-privacy/) - In the ever-evolving work landscape, especially in the wake of the global shift to remote and hybrid models, the quest for optimal employee performance has become a central concern for leaders. As a champion of sustainable peak performance and a certified professional executive coach, I frequently encounter leaders grappling with the complexities of remote work - [4th Quarter 2023 Letter from the Editor](https://www.ihrim.org/2023/11/4th-quarter-2023-letter-from-the-editor/) - Reflecting on 2023, Workforce Solutions Review has dealt with politics, global conflict, the economy, and workforce destabilization, all of which have been dominant themes this year. Our thoughtful and timely articles also introduced more than 30 new authors to WSR! This last 2023 issue follows this trend, with most of our contributing authors being first-time - [Harness The Power of Diverse Teams in Driving Business Transformations and Operational Efficiency](https://www.ihrim.org/2023/11/harness-the-power-of-diverse-teams-in-driving-business-transformations-and-operational-efficiency/) - Introduction In the ever-evolving business landscape, organizational success increasingly depends on employees' holistic and interconnected approach to problem-solving and innovation. One of the cornerstones of this approach is the diverse cross-functional team because diverse and inclusive cross-functional teams represent the diverse set of customers that businesses serve. By breaking down silos, engaging various teams with - [Why Talent Management and Succession Bench Building Aren’t Working Today: At Least Not as Well as They Could!](https://www.ihrim.org/2023/11/why-talent-management-and-succession-bench-building-arent-working-today-as-least-not-as-well-as-they-could/) - Workforce Solutions often starts with Talent Management (TM) to help organizations solve strategic human capital challenges that drive business growth through three agendas: Identifying top talent Filling roles and jobs with employees who perform well today and Facilitating and even accelerating the development of those who will continue to develop and lead the business. While these - [Letter from the Chair](https://www.ihrim.org/2023/11/letter-from-the-chair/) - Our remarkable journey from the tumultuous times of COVID to the ever-evolving "new normal" has taken a momentous leap as IHRIM joined forces with HR Executive to host the HR Technology Conference & Expo in the vibrant city of Las Vegas last month. This conference stands as a testament to the dedication and innovation within - [AI will help HR Teams boost their Productivity and Efficiency](https://www.ihrim.org/2023/11/ai-will-help-hr-teams-boost-their-productivity-and-efficiency/) - We can’t keep pushing it off anymore. For years, AI (artificial intelligence) was a largely academic concept. Soothsayers foretold how it would change the world, but it all seemed hypothetical. That all changed about a year ago when ChatGPT made AI a household term – and a household tool. As an umbrella term that includes - [Creating A Workforce Connection](https://www.ihrim.org/2023/11/creating-a-workforce-connection/) - Organizations increasingly rely on multiple and varied channels to support employee communications as the workplace becomes more digital. The move to remote work during the pandemic solidified (and added to) these channels—many adopted with little thought to their effectiveness or impact on outcomes. In an era of rapidly advancing technology and the shift from remote - [ESG: Environmental, Social, and Governance Accountability – The Elephant that Cannot be Ignored.](https://www.ihrim.org/2023/11/esg-environmental-social-and-governance-accountability-the-elephant-that-cannot-be-ignored/) - ESG is the elephant in today’s boardrooms. And, as we know, what’s in the boardroom affects the entire organization. Post-pandemic business priorities have created pressure to address ESG issues, not just from consumers and investors but also employees and applicants. Buyers want to purchase from companies they see as ethical, and job candidates seek positions - [What’s Next for DEI?](https://www.ihrim.org/2023/11/whats-next-for-dei/) - DEI training has largely been ineffective, says L&D expert Anthony Santa Maria. However, new advancements in immersive technology are paving a path forward for HR teams. There has been a deluge of negative headlines in the world of DEI (Diversity, Equity, and Inclusion), from budget and headcount cuts to political attacks and critiques that raise - [Deductive Reasoning Proves To Be The Most Effective Tool For Evaluating People Analytics](https://www.ihrim.org/2023/11/deductive-reasoning-proves-to-be-the-most-effective-tool-for-evaluating-people-analytics/) - Introduction Effective human resource measurement is critical for organizations to make informed decisions, optimize their workforce, and drive overall success. While direct questioning has been a prevalent method for assessing employees and gathering data, deductive reasoning offers several advantages, making it a better instrument for human resource measurement. This article will explore why deductive reasoning - [Work is Permanently Different. What do we need now?](https://www.ihrim.org/2023/11/work-is-permanently-different-what-do-we-need-now/) - One of my favorite memes circulated broadly in 2020 joked about who led the digital transformation of organizations. With the increased remote work and the wide acceptance of digital tools, people's work has been permanently changed. Working at the intersection between HR, technology, and physical office design, I have observed three significant shifts across industries - [Strikes: A Byproduct Of The Industrial Revolution](https://www.ihrim.org/2023/11/strikes-a-byproduct-of-the-industrial-revolution/) - While strikes have been necessary for employer and employee negotiation for centuries, significant and prolonged strikes can impact economic conditions. Staffing agencies offer a buffer between the two parties to keep the workflow in motion and lessen the financial impact, providing well-qualified and certified staffers ready for temporary assignments. These agencies remain a neutral party, - [Mastering Financial Intelligence: Mitigating the impact of Layoffs through strategic budgeting and headcount management](https://www.ihrim.org/2023/08/mastering-financial-intelligence-mitigating-the-impact-of-layoffs-through-strategic-budgeting-and-headcount-management/) - Financial proficiency becomes a linchpin for organizational resilience in the dynamic business world, especially during economic uncertainty. This article delves into the art of financial intelligence, emphasizing strategic budgeting and headcount management to mitigate layoffs' drastic impact exploring layoffs' hidden cost, leaders' role in driving financial intelligence, and the significance of meticulous planning and budget - [Do I Need a CEO Advisory Board? And How do I Choose the Right One for Me?](https://www.ihrim.org/2023/08/do-i-need-a-ceo-advisory-board-and-how-do-i-choose-the-right-one-for-me/) - Cindy’s Story In 2010, I started an e-learning courseware company with another person – 50/50 owners. As the saying goes, “It worked well until it didn’t.” About five years in, my co-founder and the technical leader of the organization decided she did not like what she was doing and had a calling to be an - [Seamless Integration: How ERP and GRC Enhance HR Enterprise Application Implementations](https://www.ihrim.org/2023/08/seamless-integration-how-erp-and-grc-enhance-hr-enterprise-application-implementations/) - Introduction In today's digital era, organizations constantly seek ways to optimize operations and streamline processes. Enterprise Resource Planning (ERP) systems and Governance, Risk, and Compliance (GRC) frameworks are two key components that play a vital role in achieving operational efficiency and compliance. When seamlessly integrated, ERP and GRC can enhance Human Resources (HR) enterprise application - [Disaster Recovery for HR Applications](https://www.ihrim.org/2023/08/disaster-recovery-for-hr-applications/) - HR applications enable companies to store employee information, manage standard HR functions, and execute critical HR activities such as processing payroll and administering benefits. Features of HR applications include an employee self-service portal, payroll, workforce management, recruitment and hiring, benefits administration, and talent management. These capabilities are often delivered through individual modules that form a - [Why Traditional Models of Leadership Fall Short in the 2020s](https://www.ihrim.org/2023/08/why-traditional-models-of-leadership-fall-short-in-the-2020s/) - Traditional leadership styles are showing signs of strain. We were once happy to accept Logan Roy-type1 super-macho CEOs, but now talent is scarce, and the free VC money has vanished. As business and the broader social context shift, we want to avoid following leaders resembling General Patton. Instead, we seek leaders who can safely guide us through - [An Exploration of AI’s Role to Address Bias in the Workplace](https://www.ihrim.org/2023/08/an-exploration-of-ais-role-to-address-bias-in-the-workplace/) - Introduction Most successful organizations in the world are the ones that create space for diversity in the workplace. Having people with different backgrounds and cultures fosters an environment for innovation. Computer scientist Tim Berners-Lee, one of whose inventions is the World Wide Web (WWW), champions diversity and states, “We need diversity of thought in the - [Harmonizing HR Analytics: Addressing Legislative, Regulatory, Data Privacy Requirements, and Fraud Prevention](https://www.ihrim.org/2023/08/17168/) - Introduction In today's data-driven world, HR analytics has emerged as a powerful tool for organizations to gain insights and make informed decisions about their workforce. However, as organizations harness the potential of HR analytics, they must also navigate a complex landscape of legislative, regulatory, and data privacy requirements. Companies must address the ever-present threat of - [Facing Fear in the Workplace](https://www.ihrim.org/2023/08/facing-fear-in-the-workplace/) - In response to rising healthcare and absenteeism costs, employers and tech vendors emphasized wellness – keeping employees healthy and fit – concepts that spread to overall well-being, including financial, social, and psychological health. The pandemic taught managers much about the importance of physical wellness in the workplace — including expanding “workplace” to mean wherever their - [Optimizing Employee Experience: Key to Successful International Expansion and Future-Proofing Business Outcomes](https://www.ihrim.org/2023/08/optimizing-employee-experience-key-to-successful-international-expansion-and-future-proofing-business-outcomes/) - Planning the future environment to flex with changes The COVID-19 pandemic has dramatically reshaped the global business landscape, compelling organizations to reassess their strategies and future-proof their operations. As companies seek new avenues for growth and revenue, international expansion emerges as a crucial imperative. In addition to impacting individual businesses, international development is pivotal in - [How Wearable Technology Can Promote Health](https://www.ihrim.org/2023/08/how-wearable-technology-can-promote-health/) - Introduction HR professionals and leaders face immense pressure and responsibility in today's fast-paced, high-stress work environments. The resulting burnout and health issues for themselves and their employees have become significant concerns for organizations. However, wearable technology is an innovative solution to help manage stress, improve well-being, and maintain optimal employee performance. This article will explore - [Leveraging Data Science for Effective Preparedness - Tracking Workforce Skills for Emergency Response](https://www.ihrim.org/2023/08/leveraging-data-science-for-effective-preparedness-tracking-workforce-skills-for-emergency-response/) - Monitoring workforce capabilities during crises is crucial for organizations to respond effectively. This article explores the importance of tracking workforce skills, the role of data science in achieving this, and the data science tools used for skill tracking. By leveraging data integration, predictive analytics, machine learning, and natural language processing, HR managers can gain valuable - [Importance of Wearables to Enable Employee Wellness](https://www.ihrim.org/2023/08/importance-of-wearables-to-enable-employee-wellness/) - Introduction Health monitors, smartwatches, and fitness trackers are widely used in corporate and hospital wellness initiatives. These tools provide individualized guidance, track development, and keep an eye on health. Better integration of wearable technology is needed. The "Fused Environment Method" blends the physical and digital realms to integrate wearable technology better. This technique produces a - [How HR Professionals Should Handle Employee Relocation](https://www.ihrim.org/2023/08/how-hr-professionals-should-handle-employee-relocation/) - Employee relocation is an essential factor to consider in human resources management. If approached with care and efficiency, it can result in seamless transitions, elevated employee contentment, and enhanced organizational effectiveness. Explore the essential strategies and considerations HR professionals should review when managing employee relocation. We will also highlight the role of technology in streamlining - [The Perfect HCM, a fairytale](https://www.ihrim.org/2023/08/the-perfect-hcm-a-fairtale/) - This article originated as a blog describing effective HR system selection steps. In researching the content, finding anything new to bring to the topic became challenging. That does not mean, however, that we have it well in hand. We only need to look as far as the Net Promoter Score reported in the November 2022 - [Lexy's Learnings from Fifty Years in the Tech Industry](https://www.ihrim.org/2023/05/lexys-learnings-from-fifty-years-in-the-tech-industry/) - There's a rumor going around. It's true! One of our customers asked me recently whether I was going to retire. Another said she thought I already had! While I prefer to use the term "redirecting," I will leave Visier in August 2023. I'm 78, and while age should never be a reason to leave the - [Resignation Rates of Women: It’s Not the Pandemic](https://www.ihrim.org/2021/12/resignation-rates-of-women-its-not-just-the-pandemic-stupid-by-andrea-derler-principal-research-and-customer-value-and-lexy-martin-principal-research-and-customer-value/) - Visier’s recent research looking at 2021 resignation rates in more than 50 U.S. organizations confirmed a worrying trend: since September 2020, more women than men resigned from their jobs, and their resignation rates grew faster by 17% until August this year. Figure: Resignation rate percentage increase 2020-2021 by gender. Women and men have both been - [Why Do Managers Hire Externally Even When It Is Against Their Best Interest?](https://www.ihrim.org/2022/06/why-do-managers-hire-externally-even-when-it-is-against-their-best-interest/) - Replacing talent lost during the Great Resignation has become a business imperative for many organizations. As we investigated the Visier Community Database for talent movement trends across the past three years, we found that even before the COVID pandemic began, organizations have consistently been hiring more external talent than they were losing through resignations. But - [Three Tech-driven Strategies to Understand and Mitigate Turnover Risks](https://www.ihrim.org/2023/06/three-tech-driven-strategies-to-understand-and-mitigate-turnover-risks/) - Are you an HR professional who finds themselves under pressure to attract and retain top talent amid ongoing labor shortages? If so, you are not alone. Even as the job markets are cooling off somewhat,[1] many businesses urgently need to continuously acquire and retain the right people to help the organization facilitate its post-pandemic growth - [The Next Agenda for Human Capability Improvement and Reporting](https://www.ihrim.org/2023/06/the-next-agenda-for-human-capability-improvement-and-reporting/) - Suppose you are a senior business, finance, or HR leader. In that case, you have likely already been asked to share your organization’s commitment to and investment in human capability (talent + leadership + organization + HR) (see Figure 1 for definition). Figure 1. Overview of Human Capability What will you say, and to whom - [Planning for the Unknown: HR’s Responsibility in Disaster Preparedness](https://www.ihrim.org/2023/06/planning-for-the-unknown-hrs-responsibility-in-disaster-preparedness/) - Disaster recovery is one area where prevention is the best medicine. Unfortunately, as many incidents that can adversely affect the workplace cannot be prevented, risk analysis and preparedness prove the next best course of action. HR professionals aim to ensure the safety of their workforce and any contractor or vendors on their property, minimize damage - [You Could Be Wearing The Best Thing For Your Health: How The Inclusion of Wearable Devices in Health Plans Could Help Reduce Healthcare Costs](https://www.ihrim.org/2023/06/you-could-be-wearing-the-best-thing-for-your-health-how-the-inclusion-of-wearable-devices-in-health-plans-could-help-reduce-healthcare-costs/) - This article explores the potential of wearable devices in reducing healthcare costs and improving patient outcomes. It examines the advantages of including wearable technology as covered benefits in health plans, with support from relevant research results, case studies, and statistical data. Wearable technology significantly reduces healthcare costs through real-time data collection, promotion of preventive care, - [Implementing and Supporting Mental Health Benefits in the Workplace](https://www.ihrim.org/2023/06/implementing-and-supporting-mental-health-benefits-in-the-workplace/) - Introduction The role of mental health in our everyday life is of great importance, especially in the workplace. Organizations increasingly acknowledge the significance of mental health issues among their employees and are taking active steps toward introducing mental health benefits as part of their corporate policy. This move towards mental health initiatives in the workplace - [Chance, Choice, or Craft: How HR is Reconstructing their Careers in the Modern World of Work](https://www.ihrim.org/2023/06/chance-choice-or-craft-how-hr-is-reconstructing-their-careers-in-the-modern-world-of-work/) - Introduction HR jobs are projected to grow by 10% by 2030.¹ Since the Covid-19 pandemic, HR job postings have increased 87%.² In addition, with the rise of new roles and responsibilities in HR, such as digital, analytics, and well-being, we see more non-traditional HR career paths and opportunities arise. Unfortunately, we also see that most HR - [Everyday Feedback](https://www.ihrim.org/2023/06/everyday-feedback/) - Introduction Every organization has an organizational structure where the manager leads a group of employees. The manager/leader is supposed to give feedback to each team member and decide on the bonus/annual increase or decrease. Few companies have “360-degree” feedback mechanisms, but almost all have one-way feedback from managers to team members. Feedback is expected to - [Revolutionizing Workplace Health: Integrating Wearable Devices and Data Science for Cost-Effective Healthcare Solutions](https://www.ihrim.org/2023/06/revolutionizing-workplace-health-integrating-wearable-devices-and-data-science-for-cost-effective-healthcare-solutions/) - I. Introduction The work environment has changed significantly due to the development of new technologies like computers and cell phones. As a result of this transformation, job descriptions have evolved drastically, with many professions requiring a significant period of sitting and inactivity. Thus, managing burnout and health problems at work has taken precedence. By integrating - [How HR Professionals Can Implement Advanced Technologies to Increase Workplace Safety](https://www.ihrim.org/2023/06/how-hr-professionals-can-implement-advanced-technologies-to-increase-workplace-safety/) - A few years ago, advanced technologies were the subject of science fiction movies or futurist novels. Artificial intelligence and robotics were something mad scientists worked on in their laboratories. Since then, these technologies have become a part of most people’s daily lives. Most of us use advanced technologies daily, from purchase suggestions on online shopping - [What to Do When You Want to Give Your Team Flexibility, but Your Organization Doesn't](https://www.ihrim.org/2023/06/what-to-do-when-you-want-to-give-your-team-flexibility-but-your-organization-doesnt/) - Data shows that most employees want to work at flexible workplaces. With the global labor shortage ensuing, the competition for diverse talent has never been so intense, and flexibility is a competitive advantage for leaders. Even if your organization does not promote flexibility, leaders can model three things – measure outputs vs. inputs, have clear - [The CHRO’s Crucial Role in Sustaining Thought Leadership](https://www.ihrim.org/2023/06/the-chros-crucial-role-in-sustaining-thought-leadership/) - B2B companies of seemingly every stripe want to be seen as “thought leaders” these days. They’re putting senior talent in place to achieve it at such companies as talent sourcing provider RGP, staffing giant Manpower, mutual fund king Fidelity Investments, data provider Thomson Reuters, and music streamer Spotify. Their goals may sound arrogant, even ominous - [The Application of AI to HCM: Benefits … and Warning Signs?](https://www.ihrim.org/2023/04/the-application-of-ai-to-hcm-benefits-and-warning-signs/) - Imagine that you are a Vice President of HR at a large services organization, you just completed a quarterly virtual all-hands meeting with your extended department, and you followed up with a lengthy e-mail, a portion of which went like this: Thanks, all, for attending today’s quarterly meeting. As we discussed, we have several new - [Is it me, or is it ChatGPT?](https://www.ihrim.org/2023/04/is-it-me-or-is-it-chatgpt/) - In February of 2022, the U.S. achieved an all-time high of 5 million more job openings than unemployed people. 1 The data suggest a better time to find a job has never existed. Still, those conditions have also contributed to a significant volume of resignations and job instability. In the first few months of 2023, - [Seven Recruiting Mistakes Companies Make and How to Get Them Right](https://www.ihrim.org/2023/04/seven-recruiting-mistakes-companies-make-and-how-to-get-them-right/) - Employers have complained loudly about the inability to find and hire qualified talent for many years. The challenge and noise increased further during the pandemic and the ensuing ‘Great Resignation’ that started during the pandemic. The total number of open positions in the US has remained above 10.0 million for more than two years, nearly - [The Holy Grail of Data-Driven Workforce Planning - The Back Story](https://www.ihrim.org/2023/04/the-holy-grail-of-data-driven-workforce-planning-the-back-story/) - A decade ago, I wrote a column for Workforce Solutions Review urging HR professionals to look beyond short-term workforce planning. At that time, when businesses were clawing out of a recessionary period, I implored readers to move from the tactical to the strategic: What is strategic workforce planning? It is a holistic framework within which - [A New Study Finds What Drives Generational Happiness in the Workplace](https://www.ihrim.org/2023/04/a-new-study-finds-what-drives-generational-happiness-in-the-workplace/) - Without thinking, you’ve probably generalized about each generation’s attitudes towards work - or at least know some typical stereotypes. For example, baby boomers believe you must work hard to get ahead, while Millennials aren’t hard workers. And while we at Cangrade don’t believe in holding biases, each generation has fundamental differences. Each generation has had - [Exploring the Potential of Metaverse Environment for HR Functions: Benefits, Costs, and Challenges](https://www.ihrim.org/2023/04/exploring-the-potential-of-metaverse-environment-for-hr-functions-benefits-costs-and-challenges/) - The idea of a metaverse setting has existed for some time. Still, its significance has become more pronounced in the present era when individuals are compelled to work from their personal locations because of the pandemic. Although remote work has enabled employees to work from their residences, it has also brought attention to the constraints - [How Technology Can Help The User Experience](https://www.ihrim.org/2023/02/how-technology-can-help-the-user-experience/) - The best software fades into the background, and you don’t even notice It’s there.”1 We’re a long way off, especially with business software. Consumer Grade Apps In the enterprise software realm, we aspire to be like “Consumer Grade Apps,” which are applications used by regular people every day. Consumer apps have come a long way - [The Future of Work: Can You Answer These Strategic Questions?](https://www.ihrim.org/2023/02/the-future-of-work-can-you-answer-these-strategic-questions-2/) - The debate about the future of work, and its social and organizational implications is now a constant drumbeat. For years now, economic research and future forecasts have debated questions such as how many regular full-time jobs will be done by non-employees, and how many jobs will replace humans with automation. Many organization leaders acknowledge these - [Who Are You Going to Call? How to Make Good Decisions on HR Technology](https://www.ihrim.org/2023/02/who-are-you-going-to-call-how-to-make-good-decisions-on-hr-technology/) - Making sound decisions about Human Resources technology is a daunting task. First, there is a plethora of options in every functional area. Second, the variations between the various vendor solutions require significant review based on well-meaning vendor efforts to differentiate their offering and legitimate variance in what each vendor provides. Third, the investment in any - [HR’s Opportunity to Shape Workplace Experience through WorkTech](https://www.ihrim.org/2023/02/hrs-opportunity-to-shape-workplace-experience-through-worktech/) - Austrian philosopher Ludwig Wittgenstein said, “To understand is to know what to do.”1 What is “workplace experience,” and why should anyone care? The following is a simple example that helps deconstruct the definition of workplace experience: Scenario 1: It is a hot and humid Tuesday morning in July. You walk into the building after an - [Irresistible: The Seven Secrets to the World’s Most Enduring, Employee Focused Organizations](https://www.ihrim.org/2023/02/discussion-with-kathi-enderes/) - Discussion with Kathi Enderes Kathi Enderes is the SVP of Research at the HR research and advisory firm, The Josh Bersin Company. WSR editor Roy Altman talks with Kathi today about the recently released book, Irresistible: The Seven Secrets of the World's Most Enduring, Employee-Focused Organizations by Josh Bersin. KE: I lead all the - [From the Editor](https://www.ihrim.org/2023/02/from-the-editor/) - Welcome to the 4th quarter edition of Workforce Solutions Review. This month's theme is Employee Experience, a topic much on people's minds these days. Ever since MIT's Norbert Weiner coined the term Cybernetics (the study of human/machine interaction) in 1948, creating systems that are easy for people to use has been a priority. This is - [The HR Professional’s Top Ten To-Do’s to Start 2023 Right](https://www.ihrim.org/2023/02/the-hr-professionals-top-ten-to-dos-to-start-2023-right/) - You have survived—and maybe even thrived—as an HR professional through 2022, a year that saw some back-to-the-office movements post-pandemic and a great deal of volatility that is likely to continue into 2023: international recession fears, geopolitical unrest, and economic ups and downs across the globe. So now, as we get ready to address a fresh - [Creating a Sustainable Digital Employee Experience](https://www.ihrim.org/2023/01/creating-a-sustainable-digital-employee-experience/) - The days of the digital employee experience being defined by antiquated intranet structures with content-heavy, function-light capabilities are just about behind us. And while fixing something broken in plain sight is always tempting, we should resist the urge. Rather, let’s take a step back and observe the fundamental misfit of most intranets relative to digital-age - [Global Ageism Weakens the Workforce of Today and Tomorrow](https://www.ihrim.org/2022/12/global-ageism-weakens-the-workforce-of-today-and-tomorrow/) - It started with the Great Resignation, then the Great Unretirement, and now with an uncertain economic future, it is hard to predict who will comprise tomorrow's workforce. One thing is sure, however, that the focus and time invested in how workers over fifty are treated during this turbulent work environment will reap benefits for future - [What Thermodynamics Can Teach Human Resources: Team-Phase Diagrams](https://www.ihrim.org/2022/12/what-thermodynamics-can-teach-human-resources-team-phase-diagrams/) - In elementary school many of us were taught the states of matter were solid, liquid, and gas (those of us who enjoyed science may also have learned about plasma and other states, but we’ll ignore anything outside classical thermodynamics for this analogy). A state of matter can be defined as “properties that emerge under certain - [Media Review: Harris' Introduction to HR Technologies: Understand How to Use Technology to Improve Performance and Processes](https://www.ihrim.org/2022/12/media-review-introduction-to-hr-technologies-understand-how-to-use-technology-to-improve-performance-and-processes/) - A WSR BOOK REVIEW Introduction to HR Technologies: Understand How to Use Technology to Improve Performance and Processes 1 By Stacey Harris, HRIP Chief Research Officer, Managing Partner at Sapient Insights Group | Author | Thought Leader Publisher: Kogan Page, 2021. ISBN-13: 978-1789665277 Reviewed by Dennis Hill, Ph.D., HRIP Sagacity LLC | IHRIM | Consortium - [DEI: How One Organization “Walks-the-Talk”](https://www.ihrim.org/2022/12/dei-how-one-organization-walks-the-talk/) - In the fourth quarter of 2021, IHRIM’s Workforce Solutions Review addressed the topic of diversity, equity, and inclusion (DEI). This issue presented research articles focused on leadership methods to accelerate and achieve diversity, equity, and inclusion (DEI) goals through effective use of data and technology. This thought-provoking approach to technologies as applied to DEI included - [Starting a Career in HR Technology: An Interview with Jacqueline Kuhn](https://www.ihrim.org/2022/06/starting-a-career-in-hr-tech-an-interview-with-jacqueline-kuhn/) - Jacqueline Kuhn, HRIP, has more than 25 years’ experience in strategic planning, systems management, project management, services delivery, and general human resources. She has worked with organizations in all sectors global and domestic to create strategic plans around their human capital management systems, as well as leading selection and implementation projects for talent management, talent - [Elevating Employee Care with AI-Based Virtual Agents](https://www.ihrim.org/2020/11/elevating-employee-care-with-ai-based-virtual-agents-by-eric-bokelberg/) - The Perfect Storm In March 2020, as companies implemented new working procedures or announced widespread furloughs, HR Service Centers were faced with an unprecedented situation. Call volumes had increased dramatically, and the types of calls were completely different from what the service center had experienced in the past. The scenarios employees needed help with were - [Is AI Ready for HCM?](https://www.ihrim.org/2020/06/point-artificial-intelligence-ai-must-be-part-of-human-capital-management-by-james-jeude/) - Point: Artificial Intelligence (AI) Must Be Part of Human Capital Management – by James Jeude ‘The purpose of Human Capital Management is to acquire, manage, and optimize the workforce that drives a modern business and powers the achievement of its mission and financial goals.’ Perhaps this sounds a little dull when reduced to this, yes? - [AI for Human Capital Management: “Not Ready For Prime Time?”](https://www.ihrim.org/2020/06/artificial-intelligence-for-human-capital-management-not-ready-for-prime-time/) - One of my all-time favorite old movies, now 52 years old, is “2001: A Space Odyssey.” Screenwriter/director Stanley Kubrick and book author Arthur C. Clarke were way ahead of their time, despite the incorrect prediction of the year when artificial intelligence would be perfected, that it could threaten to replace humans. And the satire was - [AI is the Best](https://www.ihrim.org/2020/06/ai-is-the-best/) - Sierra-Cedar (and its predecessor organizations)has conducted and published the results of its annual survey of HR information technology users for the last 22 consecutive years. A few details stand out among the survey group demographics: 609 of 1,892 (32%) of the organizations are global with the average global organization having operations in 26 countries. Fully - [AI in HR: From Transactions to Innovation](https://www.ihrim.org/2020/11/ai-in-hr-from-transactions-to-innovation-by-katherine-jones-ph-d/) - “Algorithms are opinions embedded in code.” Dr. Cathy O’Neil, author and data scientist Some time ago, I wrote that the ubiquity of artificial intelligence (AI) in HR was not an “if” but a “when.” Now, “when” is today. The current uncertainty in all businesses from Covid-19 and a volatile political and economic environment has proved - [A New Perspective on Bringing AI to HR](https://www.ihrim.org/2020/06/a-perspective-on-bringing-ai-to-hr-opportunities-risks-and-a-recommended-path-forward/) - Artificial intelligence (AI) and machine learning (ML) have rapidly become an increasing presence in many aspects of society during the past several years, and HR is no exception. Hundreds of vendors have brought AI-enabled HR products to market, and many organizations appear eager to incorporate the latest technologies into their HR operations and reap the - [AI and the Future of Talent Management](https://www.ihrim.org/2021/08/ai-and-the-future-of-talent-management-by-sergio-mastrogiovanni/) - Last year, COVID-19 pandemic showed the fragility of traditional industries. While some verticals like brick-and-mortar retail were challenged by the rise of a new digital consumer, others like the tech sector, have grown more than ever, with their stocks at the highest levels in their history, and their challenge was not finding customers, but finding - [While You Were Working at Home: Enter AI](https://www.ihrim.org/2021/09/while-you-were-working-at-home-enter-ai-by-katherine-jones-ph-d/) - Technology didn’t stand still in the pandemic: tech changes very likely occurred in your workplace while employees were working at home. Coupled with the day-to-day changes of the new hybrid workplace, HR professionals will need to be prepared to wrestle with the impact on many fronts as they try to balance new product integration, introduction, - [Is AI Leading Humanity Toward Dystopia?](https://www.ihrim.org/2021/09/opinion-ai-is-leading-humanity-toward-dystopia-by-roy-altman/) - Throughout history, humankind has constructed tools to make work easier and more productive, to make our lives better. AI is just another one of those tools, but is unique in history in that it’s an attempt to mimic the workings of the human brain. Even though the theories behind it stem from the 1950s, AI - [AI in Performance Management: Gong Rings the Bell!](https://www.ihrim.org/2021/09/ai-in-performance-management-gong-rings-the-bell-by-monica-lloyd-and-bob-greene-ascentis/) - For decades, while the theory of performance management has been studied, written about, and improved “on paper,” the actual process has made little progress. Most often, it is still largely a paper-based, period-bound procedure with inputs limited to subjective observations by some combination of three sources: the employee themselves, the supervisor responsible for the review, - [The Impossible Goal: Bias-Free AI](https://www.ihrim.org/2021/09/the-impossible-goal-bias-free-ai-by-frank-ginac/) - I was listening in on a need-finding call recently with one of our sales execs. The prospect wanted to know what we do to “eliminate” bias from our AI. My first thought was, is he serious? It turns out he was. When asked to clarify, he explained that one of our competitors informed him that - [Pinning Jello® to a Wall: Regulating AI](https://www.ihrim.org/2021/09/pinning-jello-to-a-wall-regulating-ai-by-john-sumser-and-heather-bussing/) - The release of the European Union’s proposed regulation for AI started the conversation in earnest. AI (whatever that is) is creeping into every marketing pitch and every bit of commercial software. The consequences of badly wrought intelligent tools is not theoretical. The damage AI can inflict ranges from badly targeted advertising to life damaging decisions - [AI 101 – A Primer in Artificial Intelligence](https://www.ihrim.org/2021/09/ai-101-a-primer-in-artificial-intelligence-by-sergio-mastrogiovanni/) - Imagine this scene: you wake up, walk to the bathroom and while you brush your teeth, your intelligent mirror projects the news of the day, “reads” your eyes with a camera, and mentions what you should eat that day to boost your immune system. After that, your digital assistant mentions your activities for the day, - [AI – Panacea or Peril?](https://www.ihrim.org/2022/06/ai-panacea-or-peril/) - Consistent with our overall focus on data in this issue of Workforce Solutions Review, we wanted to offer a perspective on the current state of artificial intelligence. The initial impression I held as I started to conduct research and consult knowledgeable people in this field was that this review would be filled with the promise - [7 Ways to Improve The Effectiveness of Employee Onboarding](https://www.ihrim.org/2018/12/7-ways-to-improve-the-effectiveness-of-employee-onboarding/) - Over half (53%) of employees say they would like their job better if they received more comprehensive training, and formal onboarding programs improve retention by 50%. Therefore, statistics present a compelling case for refining your onboarding procedure. The costs of hiring a new employee are significant, in terms of both time and money. Fortunately, modern - [Close the Gap Between DEI Promises and Results](https://www.ihrim.org/2021/12/using-analytics-to-close-the-gap-between-dei-promises-and-results-by-marcela-berland-frank-gomez-and-arthur-woods/) - Diversity, equity and inclusion is undeniably top of mind for nearly every leader today. However, following a year when many organizations made many public diversity commitments, few have been able to show measurable progress. Part of the challenge has centered on the inability of organizations to define what they are aiming for and where to - [Using Analytics to Solve the DEI Challenge](https://www.ihrim.org/2021/09/using-analytics-to-solve-the-dei-challenge-by-jeff-higgins/) - The Covid-19 pandemic brought major change and upheaval to work and personal lives. But another major change in 2020 and 2021 has been the increasing push to prioritize Diversity, Equity, and Inclusion (DEI) in the workplace. Diversity, Equity, and Inclusion (DEI) is certainly not a new concept in the world of business. For many, the - [Inclusion Analytics: 5 Insights to Get You Started](https://www.ihrim.org/2021/12/inclusion-analytics-five-insights-to-get-you-started-by-stacia-garr-co-founder-principal-analyst-redthread-research/) - We all know that diversity, equity, inclusion, and belonging (DEIB) are more important than ever. The last 18 months—between COVID-19 and the social justice movements—have heightened our awareness of how much work is yet to be done when it comes to DEIB. As a result of this experience, the expectations of 3 important groups of - [Human Capital Shortages: Considering Older Workers](https://www.ihrim.org/2021/12/human-capital-shortages-have-you-considered-older-workers-by-lori-a-trawinski-ph-d-ccdp-ap/) - The past two years have challenged employers and employees like never before, as the way we work has changed across the country and around the world. Two things have kept businesses alive and functioning through these extraordinary challenges: technology, which helped more people work from home than ever before, and, human capital, the people who - [Accelerating Equity Efforts Through Technology](https://www.ihrim.org/2021/12/accelerating-diversity-equity-and-inclusion-through-data-and-technology-by-anna-tavis/) - The challenges of achieving diversity, equity and inclusion in the workplace are well documented. For years, the best intentions of even the most genuinely committed individuals and institutions fell far too short in closing the inequities gap. Despite the shortcomings, the failures of “managing diversity” have yielded a few important lessons and actionable insights. The - [Failure – the Rocket Fuel to Success!](https://www.ihrim.org/2022/03/failure-the-rocket-fuel-to-success-lessons-learned-in-implementing-sap-successfactors-employee-central-recruiting-onboarding-and-integration-by-julie-sainty-rizing-hcm/) - Let's be honest now. We have all experienced that moment when things go wrong on a project, that horrible moment of dread. Turns out we are not alone. "According to research by KPMG, an in- credible 70% of organizations have suffered at least one project failure in the prior 12 months and 50% of respondents - [From Work-Life Balance to Life-Work Integration](https://www.ihrim.org/2022/03/the-future-of-work-navigating-the-paradigm-shifts-from-work-life-balance-to-life-work-integration/) - “Companies have a responsibility, and a rare opportunity, to rethink their organizational and workplace structures [and] to invest in their workforces as core drivers of long-term resilience and future success.” World Economic Forum. “Resetting the Future of Work Agenda: Disruption and Renewal in a Post-COVID World.” October 2020. Integrating Workforces and Technology HR professionals have - [May the Force Be With You: Using Mental Models to Change Company Culture](https://www.ihrim.org/2022/06/may-the-force-be-with-you-using-mental-models-to-change-company-culture/) - Culture is, by all accounts, a powerful force. Indeed, as is often said, “Culture eats strategy for breakfast.” But what is this powerful force that gives strategy a run for its money? We tend to think of culture in two ways. First, as something akin to “the force” in Star Wars. This force, if harnessed, - [Roadmaps for Challenging Times: Preparing for Bumps](https://www.ihrim.org/2022/03/roadmaps-for-challenging-times-preparing-for-bumps-by-katherine-jones-ph-d-independent-consultant/) - We in HR often throw words around, some- times a bit carelessly. Consider “strategy.” We likely all agree that a strategy is a plan of action or policy designed to achieve a long-term major or overall aim. And a “roadmap” outlines how we are going to attack that strategy: the order that relevant steps need - [The Evolution of the Corporate IT vs. HR Technology Relationship](https://www.ihrim.org/2022/06/the-evolution-of-the-corporate-it-vs-hr-technology-relationship/) - The long and often turbulent relationship between Corporate IT and HR (both the strategy and technology domains) has been characterized as “starving” – with HR unable to secure technology and capital for system purchases, deployments, or upgrades – or, more generously, as a “bridge” in which HR IT functions collaborate with decision-makers to translate HR - [6 Ingredients to Manage an HR Digital Transformation](https://www.ihrim.org/2022/03/six-key-ingredients-to-manage-an-hr-digital-transformation-by-bruno-querenet-splunk/) - When you join a new company as the head of People Solutions, HR Operations, HRIS and Analytics, or any other related titles, it is, most of the time, to initiate or rejuvenate a digital transformation desperately needed to lift the HR function to a new and necessary height. Each time, I joined a new company, - [The Scope and Impact of Web3 on HR Systems](https://www.ihrim.org/2022/03/the-scope-and-impact-of-web3-on-hr-systems-by-john-macy-and-dennis-hill-ph-d-consortium-dehr/) - As the world continues to emerge from the crippling pandemic, we can only assume that change will occur continuously, impacting work forces, HR practices, and technologies. Yesterday’s HR platforms are incapable of doing pivoting since they are resistant to disruption by design. Further by intent, HR platforms prefer a monolithic architecture consisting of various applications - [The Rise of the Cloud Data Platform](https://www.ihrim.org/2022/03/the-rise-of-the-cloud-data-platform-by-roy-altman-peopleserv/) - The challenges companies face today are like none before. The “great resignation” has heightened the war for talent, as attracting, retaining, rewarding, and developing the workforce has a direct effect on profitability. Managing rapid growth is key to a company’s success, and having a strong workforce goes a long way toward managing that growth. It’s - [Hidden Assets to Improve Productivity and Retention](https://www.ihrim.org/2022/03/using-agile-ways-of-working-to-tap-into-employees-hidden-assets-to-drive-improvements-in-productivity-engagement-and-retention/) - We are living in the age of “The Great Resignation” – an often-used term to describe the exodus of employees from organizations. It’s one of the biggest challenges facing leaders. Whether leaving for other opportunities or just for personal lifestyle decisions, this loss has been affecting almost every organization that depends on people to produce - [Planning for Optimal Performance in the Post-Pandemic World](https://www.ihrim.org/2022/06/planning-for-optimal-performance-in-the-post-pandemic-world/) - The future of work is here. The pandemic ushered in a new way of working and it also accelerated trends already underway. By the spring of 2020, the number of people working from home in North America grew from 5% to 60%. This new way of working poured fuel into some critical trends - automation, - [Moving Forward With Human Capital Reporting](https://www.ihrim.org/2022/06/moving-forward-with-human-capital-reporting/) - Why do we need human capital metrics and reporting in company disclosures? Can we agree that the Coronavirus crisis is a human crisis requiring people-centric measurement and solutions? The last great crisis in the US was the financial crisis of 2007-2009. If the pandemic is a uniquely human crisis, the most powerful driver in our - [Placing Small Bets: How Workforce Planners – and IHRIM – Balance Action and Adaptability](https://www.ihrim.org/2022/06/placing-small-bets-how-workforce-planners-and-ihrim-balance-action-and-adaptability/) - In March 2022, the Business Roundtable, a membership organization for company CEOs, published results from its latest quarterly survey of 167 executives. Compared to the previous quarter, the current survey’s three key indices – plans for hiring, plans for spending, and expectations for sales revenue – all decreased significantly amid global uncertainty surrounding the conflict - [Where, Oh Where, Have My Skilled Employees Gone?](https://www.ihrim.org/2022/06/finding-skilled-workers/) - If nothing else, history offers us invaluable learning experiences. One lesson we can all agree on is that work will never be the same – too many things have changed. In one of the more radical shifts, the US Bureau of Labor Statistics reports that more than 4.3 million people voluntarily quit their jobs in - [Spring 2022 Workforce Solutions Review Overview](https://www.ihrim.org/2022/06/spring-2022-workforce-solutions-review-overview/) - Welcome to the Spring Issue of Workforce Solutions Review. And what better welcome to Spring/Summer than doing something new by leading with The Back Story by Katherine Jones. Regular readers are used to opening from the back to read the latest and greatest by Katherine, but given all the changes we are heralding, it seemed - [6 Key Ingredients to Manage an HR Digital Transformation](https://www.ihrim.org/2022/06/6-key-ingredients-to-manage-an-hr-digital-transformation/) - You have recently completed an HR technology evaluation and selection initiative. Whether a full HCM cloud suite or a function-specific solution for talent acquisition, you need to assess readiness for implementation and mobilize your team to complete the work required. You must mitigate risk and increase the adoption to accelerate the return on investment. Now - [On HCM Strategy and Roadmaps](https://www.ihrim.org/2022/03/from-the-editor-by-jessa-kilgore/) - Welcome to 2022 and continued volatile times. For this quarter's publication the WSR editors chose the theme of HCM Strategy and Roadmaps, recognizing that as we go into our third year of the pandemic and the new ways of working, we need to re-evaluate and reset our plans for HR systems. While organizations are challenged - [Preparing for the New Way of Working](https://www.ihrim.org/2021/06/letter-from-the-editor-by-dan-vander-hey/) - The past few months reflect a continued wait-and-see approach that we are all taking towards the economy, politics, COVID-19 and what 2021 holds for business, technology and the workforce in general. At its best, we are encouraged by impressive labor numbers and signs of economic recovery as business slowly returns to pre-pandemic levels. At worst, - [From the Editor - by Anna A. Tavis Ph.D](https://www.ihrim.org/2020/11/from-the-editor-by-anna-a-tavis-ph-d/) - This special issue of WSR comes out at the time when the world finds itself in the vortex of the global crises---the pandemic, shattered economies and political upheaval—all at once. Our authors set out to test how the workplace in general and Employee Experience (EX) in particular were affected by the unprecedented disruption and whether - [Major Tech Announcements Promise Market Disruption](https://www.ihrim.org/2021/06/major-tech-announcements-promise-market-disruption-by-josh-bersin/) - As I wrote in my most recent report, the HR technology market has seen tremendous disruption in the last year or so. That disruption is sure to continue, as evidenced by several announcements from major technology vendors in just the past few weeks and months. These announcements will have significant market impact on vendors’ product - [Information Architecture and the HR Chatbot](https://www.ihrim.org/2017/04/information-architecture-and-the-hr-chatbot/) - Human resources departments are increasingly using chatbots to help answer HR questions such as compensation issues and how to plan for retirement. Chatbots are perfectly suited for these questions because of the recent advances in artificial intelligence technology. Today’s chatbots are becoming proficient at interpreting natural language questions, scanning vast amounts of data, and then - [March 11 #HRISchat with Jason Averbook: How HR and IT Professionals Must Adapt and Adopt to Meet the Demands of Today's Workplace](https://www.ihrim.org/2014/03/march-11-hrischat-with-jason-averbook-how-hr-and-it-professionals-must-adapt-and-adopt-to-meet-the-demands-of-todays-workplace/) - New Accenture research reports that “the vast majority of professionals surveyed (91 percent) agree that the most successful employees will be those who can adapt to the changing workplace, and nearly as many (89 percent) report that they thrive on or don’t mind change. Although technology is increasingly gaining traction in the workplace today, Dion - [Needed: Better Technology to Collaborate and Communicate](https://www.ihrim.org/2017/04/needed-better-technology-to-collaborate-and-communicate/) - In Time, Talent, Energy: Overcome Organizational Drag and Unleash Your Team’s Productive Power, Michael Mankins and Eric Garton make the case that the competitive advantage for modern organizations lies in their workforce. When financial capital was scarce back in the industrial age, companies focused on optimizing their financial resources. Now, in the knowledge age, financial - [How Using Automated SMS Can Improve Your Human Resources Department](https://www.ihrim.org/2017/06/how-using-automated-sms-can-improve-your-human-resources-department/) - When you want to streamline communication with staff, SMS texting can improve employee communication. Human resource departments have a big job; keeping track of training, payroll and benefit administration can all be improved with the ability to send out text messages to potential or existing employees. With automated messages, it's possible to send out reminders - [Mythbusting: HR Software for Small Businesses](https://www.ihrim.org/2018/04/mythbusting-hr-software-for-small-businesses/) - Being a small business is hard these days. Not only are you trying to compete with all the major businesses out there who are operating on a global scale while using huge budgets to fund themselves, but you’ve also always got to do a lot of trial and error while trying to make sure that - [#HRISchat May 20: Deciding on the Right HR Technology Path](https://www.ihrim.org/2014/05/hrischat-may-20-deciding-on-the-right-hr-technology-path/) - #HRISchat Session 21 Deciding on the Right HR Technology Path Tuesday, May 20, 2014 12PM EDT/ 9AM PDT In case you missed it, findings from the CedarCrestone 2013–2014 HR Systems Survey noted a big shift was underway: more organizations are replacing their core HR technology products instead of upgrading their existing systems. SHL’s 2013 - [Augmenting the Workforce with Chatbots](https://www.ihrim.org/2017/01/augmenting-the-workforce-with-chatbots/) - I’m an accidental HR professional. I started my government career as a paralegal and then moved into business management and project management. However, I have been an IT developer ever since I received a Commodore 64 for my fourteenth birthday. I have worked in two dotcoms and present at developer conferences on my latest prototypes - [IHRIM: Your Book of Opportunities in 2014](https://www.ihrim.org/2014/02/ihrim-your-book-of-opportunities-in-2014/) - According to the US government (USAgov.com), the top 5 most popular New Year’s resolutions are: [bullet_list style="disc" size="medium" (has_hover_effect="no")] Lose Weight Volunteer to Help Others Quit Smoking Get a Better Education Get a Better Job [/bullet_list] While I wish IHRIM could help with the first resolution (top on my list, again, this year), and we - [A Journey to the Heart of an HR Technology Show #HRISChat Session 11](https://www.ihrim.org/2013/10/live-and-tweeting-in-las-vegas-a-journey-to-the-heart-of-an-hr-technology-show-hrischat-session-11/) - Las Vegas is HOT, and we’re not just talking about the weather! So it’s only natural that it is the venue chosen to debut this year’s HOTTEST and most innovative technologies supporting HR. On this special edition of #HRISChat, we’re talking with attendees at the show about what they’re, seeing, hearing, loving and loathing. Join - [What makes IHRIM’s Workforce Analytics Forum Different From All the Others?](https://www.ihrim.org/2013/10/what-makes-ihrims-workforce-analytics-forum-different-from-all-the-others/) - The IHRIM Eye asked Rob Eidson, HR Reporting Metrics Leader, Deloitte Consulting LLP, who had a major role in the development of the agenda for the IHRIM Workforce Analytics Forum October 16 in San Francisco, CA, “What makes IHRIM’s Workforce Analytics Forum, different from all the others?” Rob responded, “There are so many reasons to - [IHRIM Volunteer Spotlight – Kristin Arner, HRIP, Manager: HRIS and Human Capital Analytics, Penske](https://www.ihrim.org/2013/09/ihrim-volunteer-spotlight-kristin-arner-hrip-manager-hris-and-human-capital-analytics-penske/) - IHRIM shines our volunteer spotlight on Kristin Arner, HRIP, Manager: HRIS and Human Capital Analytics, Penske. Kristen is the Manager of HRIS and Human Capital Analytics for Penske. She began her career at Penske 15 years ago as a Logistics Analyst and progressed through Project Manager, Major Account Manager, Black Belt and Master Black Belt - [Enjoying an Abundant Life Thanks to IHRIM](https://www.ihrim.org/2013/11/enjoying-an-abundant-life-thanks-to-ihrim/) - Enjoying an abundant life thanks to IHRIM – spotlight on Dr. Lisa Plantamura, HRIP, Assistant Professor and Director of Instructional Design, Centenary College IHRIM shines our volunteer spotlight on Dr. Lisa Plantamura, HRIP, Assistant Professor and Director of Instructional Design, Centenary College IHRIM: Lisa, please tell us a little about your professional life - [All Your HR Technology Questions Answered](https://www.ihrim.org/2016/01/all-your-hr-technology-questions-answered/) - But not here. Though I'm sure such places do exist. Rather, six questions that I would like to answer and for which I actually have a response. Let me explain.... Last week, I participated in a webinar roundtable hosted by IHRIM entitled "HR Technology Trends: Myths, Surprises, and Forecasts". Joining me were facilitator Jim Pettit - [The Digital Transformation Elephant](https://www.ihrim.org/2017/04/the-digital-transformation-elephant/) - You have probably have heard the often-told story about the blind men and the elephant. A quick reminder: several blind men surround an elephant trying to determine what the creature is. One blind man feels the elephant’s trunk and claims the creature is a snake while another blind man feels one of the legs and - [The Tech Every Hospitality HR Manager Needs for Success](https://www.ihrim.org/2019/09/this-is-the-tech-every-hospitality-hr-manager-needs-for-success/) - Relentless turnover challenges the sanity of even the most composed hotel manager. I would know: after owning two restaurants that employed 70 people at peak times, the constant battle against turnover triggers plenty of stressful memories. We tried offering health insurance and a living wage for BOH employees, but the economic realities of the low-margin - [How HR Can Help Sales Performance Tracking](https://www.ihrim.org/2020/02/how-hr-can-help-sales-performance-tracking/) - “What isn’t measured, isn’t managed.” We have all heard something similar, usually attributed to Peter Drucker, the father of management thinking. We know it to be true, so how well is measuring being done in your organization? The great part of managing a sales team is that very clear metrics for success exist. Did they - [6 Ways Big Data Has Changed the Workforce](https://www.ihrim.org/2018/06/six-ways-big-data-has-changed-the-workforce/) - Many companies are beginning to realize the immense value of big data, and rightly so. It not only provides an immense volume of information, but also holds the key to future strategies that may help businesses grow. Perhaps the best-known recent example of this is Netflix, which continues to use data analytics to ensure its - [How We Engage Our Members in 2018](https://www.ihrim.org/2018/02/how-we-engage-our-members-in-2018/) - Since joining the IHRIM Board of Directors, I’ve given a lot of thought to how we better engage our members through the various educational channels we offer. I firmly believe that IHRIM as a membership organization, and an advocate for the HRIT profession, will be strengthened if we can create an active, collaborative, supportive, and - [7 Ways COVID-19 has Impacted HR Tech Projects](https://www.ihrim.org/2020/05/7-ways-covid-19-has-impacted-hr-tech-projects/) - COVID-19 has had significant impact on Human Resources Software customers, vendors, and consulting firms--not only on projects currently in flight, but future investments this year and next. Raven Intel surveyed 146 members of IHRIM and OHUG (Oracle Human Resources User's Group) in April, 2020 to determine the degree and time frame of impact and have - [The Age of Behavioral Analytics at Work: Using IT Metadata to Make Improved Business Decisions](https://www.ihrim.org/2020/06/the-age-of-behavioral-analytics-at-work-using-it-metadata-to-make-improved-business-decisions-by-philip-arkcoll/) - In today’s connected world, more and more people are reliant on digital tools1 for their daily tasks in nearly all facets of work. This includes communication tools like email and Slack, project management tools like JIRA, and collaborative tools like the Office 365 not to mention individual productivity. In most organizations, thousands of these small interactions - [On the Air with Lynne Mealy, IHRIM President/CEO](https://www.ihrim.org/2014/03/on-the-air-with-lynne-mealy-ihrim-presidentceo/) - On March 18, I was the guest on the DriveThruHR Radio. For those unfamiliar with DriveThruHR, it is a lunchtime chat about topics relevant to HR professionals. Each 30-minute episode features a guest speaker who shares her or his knowledge and experience in human resources. The show runs daily, Monday through Friday, at 12:00 pm - [#HRISchat with Karen Beaman: Driving Globally Strategic Payroll](https://www.ihrim.org/2014/05/may-6-hrischat-with-karen-beaman-driving-globally-strategic-payroll/) - #HRISchat Session 20 Driving Globally Strategic Payroll Tuesday, May 6, 2014 12PM EDT/ 9AM PDT U.S. government statistics cite that a majority (approximately 75%) of the world’s purchasing power is situated outside of our nation. One survey from NFIB found that nearly three-fourths of small business owners would like to expand their workforce worldwide. - [Communication Tips for HRIT Projects](https://www.ihrim.org/2017/01/communication-tips-for-hrit-projects/) - It is a well-known observation in project management that 90% of the project manager’s work is communication. As projects have grown in complexity and value, organizations can no longer tolerate having only 30% of projects be fully successful (as reported in the Standish Group’s 2015 CHAOS report [https://www.infoq.com/articles/standish-chaos-2015]). In the past three years, I have - [3 Questions to Ask Before Building an HR Chatbot](https://www.ihrim.org/2017/04/three-questions-to-ask-before-building-the-hr-chatbot/) - With the release of the new Samsung smartphone, another artificial intelligence agent, “Bixby,” joins the market already occupied by IBM’s Watson, Apple’s Siri and Amazon’s Alexa. According to the search engine, There is a Bot for That; there are over 300 registered chatbots. A recent Wall Street Journal article estimates that there are 30,000 chatbots - [6 Ways SMS Can Improve Your Employee Communication](https://www.ihrim.org/2017/05/six-ways-sms-can-improve-your-employee-communication-with-human-resources/) - While text messaging at work was once viewed as a sign of goofing off, it is now used as an effective tool for communication between staff. When companies take the time to implement better technology to communicate, it is easier to run a business and ensure everyone is getting the information they need from day-to-day. - [How Millennials Revolutionized the Traditional Workplace](https://www.ihrim.org/2018/08/how-millennials-revolutionized-the-traditional-workplace/) - Have you ever wondered why you should hire Millennials? They will change your workplace in ways you haven’t assumed. How? Well the first thought that comes to people’s mind is: technology! Yes; Millennials are tech-savvy, and they constantly keep pace with the evolving technology. They know how to use all kinds of apps and outsource - [Shining the Volunteer Spotlight on Dr. Lynn Turner, HRIP, Professor Emeritus in Management and Human Resources at Cal Poly Pomona](https://www.ihrim.org/2015/08/shining-the-volunteer-spotlight-on-dr-lynn-turner-hrip-professor-emeritus-in-management-and-human-resources-at-cal-poly-pomona/) - IHRIM shines the Volunteer Spotlight on Dr. Lynn Turner, HRIP, Professor Emeritus in Management and Human Resources at Cal Poly Pomona and a new member of the IHRIM Education Committee. Please tell us a little about your professional life. Currently, I am a Professor Emeritus in Management and Human Resources at Cal Poly Pomona. I - [Kicking the Tires at HR Technology](https://www.ihrim.org/2014/11/kicking-the-tires-at-hr-technology-whats-trending-today-in-hr-technology-and-whats-in-store-for-2015/) - Three IHRIM members were challenged to “kick the tires” at the 2014 HR Technology® Conference and Exposition and here are the results! IHRIM has long believed that the expo hall at the IHRIM annual conference is a natural extension of the education program. Through the demos and conversations with the various system and service providers, - [Advising Others to Volunteer: IHRIM Spotlights Tim Stewart, HRIP, HRMS Director, XO Communications](https://www.ihrim.org/2014/06/advising-others-to-volunteer-ihrim-spotlights-tim-stewart-hrip-hrms-director-xo-communications/) - IHRIM is pleased to feature Tim Stewart in our current Volunteer Spotlight. Tim, HRMS Director, XO Communications, LLC., has been an IHRIM member since 2011. Please tell us a little about your professional life such as what your job entails; how you got involved with HR technology; major accomplishments; current projects or challenges. I’ve - [Just-In-Time Cafe Podcast - Featuring IHRIM's Board Member, Ekta Vyas](https://www.ihrim.org/2019/09/just-in-time-cafe-podcast-featuring-ihrims-board-member-ekta-vyas/) - Just-In-Time's featured guest is Ekta Vyas, the director of Human Resources for Stanford Children’s Health / Lucile Packard Children’s Hospital Stanford. Tracy and Ekta discuss great tips for transforming Human Resources—and every organization has HR processes that need work. In the News, we’ll let you in on behind-the-scenes prep for our Women in Leadership discussion, - [Streamline Your Hiring Process with Predictive Analysis Techniques](https://www.ihrim.org/2018/11/streamline-your-hiring-process-with-predictive-analysis-techniques/) - In the past, interviewing panels had to make judgment calls about the people they recruited and hired to key positions. Their information was limited. They had the application, which served as an indicator of past performance to review. They also had the candidate’s interview to get a feel for the applicant’s personality. As any negotiation - [Using HR Tech to Track and Predict Sales Rep Longevity](https://www.ihrim.org/2020/01/using-hr-tech-to-track-and-predict-sales-rep-longevity/) - Sales slumps are one of the most challenging aspects of managing a sales team. They were doing well, exceeding quota, and producing great results for the company. Then POW! They hit an invisible wall of sales death with only two potential outcomes: pull themselves out of the slump and return to their previous effectiveness, or - [Interview with Missy (Mary) Cummings](https://www.ihrim.org/2020/06/interview-with-missy-mary-cummings/) - Professor Mary (Missy) Cummings received her B.S. in Mathematics from the US Naval Academy in 1988, her M.S. in Space Systems Engineering from the Naval Postgraduate School in 1994, and her Ph.D. in Systems Engineering from the University of Virginia in 2004. A naval pilot from 1988-1999, she was one of the U.S. Navy's first - [The Quantum Apocalypse Is Coming! Is HR Ready?](https://www.ihrim.org/2020/06/the-quantum-apocalypse-is-coming-is-hr-ready/) - Quantum computing, an esoteric branch of computer science, holds promises of vast computing power once it becomes viable. One use case is that it will render all current encryption schemes vulnerable. Thus all information on the web will become immediately hackable, which would mean that the World Wide Web, as we know it, will be - [5 Tips to Create a Positive Onboarding Experience](https://www.ihrim.org/2019/07/5-tips-to-create-a-positive-on-boarding-experience/) - Starting a new job is exciting and nerve wracking at the same time. Many companies want these feelings to sway more towards excitement. The more energized and happier they are, the more likely they are to be an asset to your team. The key to making sure this happens is by creating a positive on-boarding - [“2020 Vision”– Analyzing the Annual Sierra-Cedar HR Systems Survey](https://www.ihrim.org/2020/06/2020-vision-analyzing-the-annual-sierra-cedar-hr-systems-survey/) - Sierra-Cedar (and its predecessor organizations)has conducted and published the results of its annual survey of HR information technology users for the last 22 consecutive years. A few details stand out among the survey group demographics: 609 of 1,892 (32%) of the organizations are global with the average global organization having operations in 26 countries. Fully - [Making Your HR Article Resonate with Readers](https://www.ihrim.org/2020/06/making-your-hr-article-resonate-with-readers/) - It takes more than an interesting idea, a case study, facts, or other content to write an HR article that engages readers. You need to apply key strategies to hold their attention for the duration of your article. Here are six steps for crafting articles that resonate with readers: Choose a single compelling theme If - [The Essential Role of HR in Unleashing Radical Global Innovation](https://www.ihrim.org/2020/06/the-essential-role-of-hr-in-unleashing-radical-global-innovation/) - There is an old adage that says if you want to go fast, go alone; if you want to go far, go together. The modern version should say if you want to go (anywhere) AT ALL, you must go together. The myriad of challenges we are dealing with today are too complex, overwhelming and far-reaching - [How to Use Company Reviews to Enhance Your Employer Brand](https://www.ihrim.org/2018/08/how-to-use-company-reviews-to-enhance-your-employer-brand/) - Finding out a company’s reputation and value proposition is easy: just to a review site and locate the business that interests you. However, many companies still don’t do enough to protect their employer brand by being active on such websites. As the result, their reputation gets damaged by employees who happened to have a negative - [5 Reasons Why You Should Be Serious About Your HR Technology Trends](https://www.ihrim.org/2018/11/5-reasons-why-you-should-be-serious-about-your-hr-technology-trends/) - Whether you are a part of a volunteer-based NGO or a fundraising organization, HR plays a predominant role in your workforce management. With 2018, numerous trends have come into the spotlight, and straightforward hiring procedures of yesterday simply don’t work that well anymore. According to studies, 83% of HR managers agree that hiring and retaining - [A New Era for HR, A New Human Capital Reporting Standard](https://www.ihrim.org/2020/06/a-new-era-for-hr-a-new-human-capital-reporting-standard/) - What if human capital could be valued and its contribution quantified in the form of productivity or return? What if the return on human capital could be definitively linked to business results? While intriguing, these questions are largely muted by the fact that no clear formulas or standards have existed upon which organizations could rely, - [2020 Has Been a Reset for Companies Everywhere](https://www.ihrim.org/2020/08/2020-has-been-a-reset-for-companies-everywhere-by-bonnie-tinder/) - COVID-19 has turned 2020 into the year of high-speed change and business evolution. It’s no secret that industries around globe will have significant impacts for months to come, especially in the HR tech vertical. While there may not be a new “normal” to return to, the workforce has learned a significant amount in a short - [How Will Recruitment be Affected by Conversational Applications?](https://www.ihrim.org/2019/11/how-will-recruitment-be-affected-by-conversational-applications/) - Conversational applications are platforms that mimic a conversation with a real human. Conversational applications have been growing in popularity and in use over the past few years. But they will grow even further in the future, and we need to understand how it will affect the future of recruiting as well. For instance, VentureBeat found - [8 Key Tips for Successful HR System Evaluations](https://www.ihrim.org/2019/11/8-key-tips-for-successful-hr-system-evaluations-in-2020/) - A few years ago, when the industry of technology was at its beginning, no one had ever imagined that such progress will be made. From piles of papers with resumes and evaluations, we are at a moment when new software is developed every day. But in this ever-changing world of technology and software, every HR - [7 Tips on How Managers Can Improve Employee Communication](https://www.ihrim.org/2019/10/7-tips-on-how-managers-can-improve-employee-communication/) - Good communication is a central theme in all successful organizations. Whereas in the past employees had to almost fear managers, now it’s a lot different. For example, managers of the past often sat in their offices as a far-away figure, now managers practice open-door policies and they often work side-by-side with other employees. While managers - [4 Ways to Use HR Analytics for Better Business Decisions](https://www.ihrim.org/2019/10/4-ways-to-use-hr-analytics-for-better-business-decisions/) - Human Resources (HR) is a field that’s always changing and evolving and a lot of it comes down to companies implementing different HR analytic tools. Many businesses are moving towards HR practices that are based on data and analytics, whereas a lot of other businesses haven’t yet realized the importance of data for better business - [In a World of Technology, How Do We Continue to Talk?](https://www.ihrim.org/2020/06/in-a-world-of-technology-how-do-we-continue-to-talk/) - The digital era has fundamentally changed the way we communicate with one another. Devices have helped boost our productivity, performance, and creativity in many ways. It has also helped to connect us globally. With email, instant messenger applications, texting, remote teams and social media, we have endless options for how to connect with anyone, stranger - [IHRIM - Changes over 40 years](https://www.ihrim.org/2020/06/ihrim-changes-over-40-years-of-ihrims-existence/) - We recently reached out to a few long time members of the IHRIM association (including one of the Founders, Sid Simon) to get their impressions of the many changes in HR, HR Technology, and our association. Since there was so much ground to cover and each person had much to contribute, we thought we would - [The Road to Economic Recovery: Human Capital in the Driver’s Seat](https://www.ihrim.org/2020/06/the-road-to-economic-recovery-human-capital-in-the-drivers-seat/) - If the coronavirus crisis is a uniquely human crisis, the most powerful driver in our economic recovery is what we do next with our human capital and people practices.Research and recent discussions from our Human Capital Investment and Reporting Council (HC IRC) suggest that an enhanced focus on human capital reporting, transparency and disclosure is - [HR in the Time of COVID-19](https://www.ihrim.org/2020/06/the-back-story-hr-in-the-time-of-covid-19-with-apologies-to-gabriel-garcia-marquez-author-of-love-in-the-time-of-cholera/) - The last “Back Story” column, titled “Managing Talent In – and Out – of Your Organization,” addressed layoff strategies, primarily addressed at professional, white collar environments. Timely yes, but in the relatively short time since the last edition of Workforce Solutions Review was published, millions have lost their jobs in pandemic-related closures. Hardest hit are - [The Coronavirus Pandemic: The Morning After…..Delayed](https://www.ihrim.org/2020/08/the-coronavirus-pandemic-the-morning-after-delayed-by-bob-greene-ascentis/) - “Failing to plan … is … planning to fail.” (quote attributed to Benjamin Franklin) On December 13, 1972, Irwin Allen’s arguably most famous disaster flick, The Poseidon Adventure, debuted. Ultimately producing $125 million in box office (that was BIG back then, second only that year to The Godfather), it also produced just one Oscar win, - [Shifts to Leadership Development Due to the Pandemic](https://www.ihrim.org/2020/08/shifts-to-leadership-development-due-to-the-pandemic-by-bruno-querenet-onfroy-de-breville/) - A company is a community. It is, ultimately, a set of people, with different roles, gathered to achieve one common goal. If one point has been made clear due to the current pandemic and the shift to remote work (for those who could work remotely), it is how critical the human dimension of our business - [“Moving the Needle” with Limited Resources](https://www.ihrim.org/2020/08/moving-the-needle-with-limited-resources-by-roy-altman/) - >A recent survey by Raven Intel (see article this issue) concluded that, due to COVID 19, at least 60% of companies surveyed said that they were cutting costs where they can or will completely cease all investments in HR technology. While we’re dealing with the virus, and for the foreseeable future afterward, HR technology investment - [What Did the Pandemic Reveal: New Problems or More of the Same?](https://www.ihrim.org/2020/11/what-did-the-pandemic-reveal-new-problems-or-more-of-the-same-by-stela-lupushor-founder-reframe-work-and-james-williams-vp-fiserve/) - “Every system is perfectly designed to get the result that it does.” ― W. Edwards Deming We may look back on 2020 as the year we were no longer able to ignore what's been right in front of us all along. Economic disparities like income inequality, household debt loads, access to education, social unrest, etc. - [Rethinking Work](https://www.ihrim.org/2020/11/rethinking-work-by-ravin-jesuthasan-cfa-frsa/) - As Covid-19 begins to ebb in various parts of the world, companies are starting to prepare for the reopening of their workplaces. The one thing we can be assured of is that there will likely be no return to the way things were before. This is the result of the confluence of multiple factors: the - [Employee Experience as a Team Sport](https://www.ihrim.org/2020/11/employee-experience-as-a-team-sport-key-lessons-from-the-pandemic-by-anna-tavis-ph-d/) - Since COVID19 arrived, it worked like a whiplash as the world moved overnight from distant observation and cautious health advisories to shuttered businesses and populations sheltering in place. By the end of March about 80% of companies shifted close to 70% of their workforce to working from home. Unemployment rates precipitously surged in the US - [Cellular Enterprises: The Software Architect’s View](https://www.ihrim.org/2021/03/cellular-enterprises-the-software-architects-view-by-asanka-abeysinghe-and-bennett-m-reddin/) - After a year of relentless change in our work environments, enterprises of all sizes, challenged by unprecedented events, have adapted in unprecedented ways. Remote work is one of our most visible and ubiquitous adaptations-once largely an exception and somewhat discouraged, it became the new normal almost overnight. Both the enterprises and their employees had to - [HR and the New Not-So-Normal](https://www.ihrim.org/2020/08/hr-and-the-new-not-so-normal-by-katherine-jones-ph-d/) - (The Back Story – WSR 3rd Qtr. 2020) This is the third column for which my intent was to write about some interesting AI research for you – but the third for which –given the state of the world of work—that topic just seems so much less compelling as HR professionals face so many new - [The New World of Ultimate Kronos Group](https://www.ihrim.org/2020/08/ultimately-it-is-a-big-deal-or-ultimately-time-will-tell-this-is-a-big-deal/) - Author’s Note: Greg Swick, Chief Sales Officer, and Jody Kaminsky, Chief Marketing Officer, both of Ultimate Software, were interviewed and contributed to this article. Representing the largest merger of employees and shared customers in the HCM market in over a decade, the merger agreement by Ultimate Software and Kronos sets an aggressive pace for HCM - [Rethinking Workforce Planning in Times of Uncertainty](https://www.ihrim.org/2020/08/rethinking-workforce-planning-in-times-of-uncertainty-by-mick-collins-chair-ihrim/) - The phrase “getting the right people, in the right place, with the right skills, at the right time, and at the right cost” is synonymous with the most common type of long-term forecasting: strategic workforce planning. The methodology, in which HR and their business partners forecast – in time horizons ranging from 3-10 years – - [When Machines Do Everything](https://www.ihrim.org/2020/06/when-machines-do-everything/) - Artificial intelligence has left the laboratory (and the movie lot) and is in your building. It’s in your home. It’s in your office. It’s pervading all the institutions that drive our global economy. From Alexa to Nest to Siri to Uber to Waze, we are surrounded by smart machines running on incredibly powerful and self-learning - [HR Technology in a Remote Work Environment](https://www.ihrim.org/2020/06/hr-technology-in-the-new-remote-work-environment/) - Last year I spoke at the Garden State SHRM Conference on “Creating the New OnLine Experience for Your Workforce”, just months before the first COVID-19 case in China. Back then no one knew how the virus would significantly change the way we work and manage employment, making businesses’ on-line interactions more critical than ever. Companies - [The Coronavirus Pandemic: What We’ve Learned So Far](https://www.ihrim.org/2020/06/the-coronavirus-pandemic-what-weve-learned-so-far/) - “This virus is essentially malware aimed at the source code of humanity.” - Amy Webb, Quantitative Futurist On the last day of January, 2020, the average HR Information Technology professional in America was probably upbeat, working within a thriving economy, challenged by projects designed to harness the latest HR technology innovations, and focused on typical - [Tackling turnover and other workforce analytics challenges](https://www.ihrim.org/2020/06/evolving-with-the-times-tackling-turnover-and-other-workforce-analytics-challenges/) - What will be the top workforce analytics challenges of the new decade? Based on the flurry of activity and press on various topics, there are already some early contenders for top workforce analytics priorities: Exposing the power of “social” or organizational networks at work Creating an actively managed and personalized employee experience Addressing real-time opportunities - [Solving the Workplace Health Crisis](https://www.ihrim.org/2020/06/solving-the-workplace-health-crisis/) - Executive Summary Workplace management practices, including an absence of job control coupled with high job demands, little social support, economic insecurity resulting from layoffs and uncertainty about work hours and schedules, long work hours and shift work, and practices that exacerbate work-family conflict exact an enormous physical and economic toll on both employees and their - [Making Payroll More Strategic](https://www.ihrim.org/2020/08/making-payroll-more-strategic-by-catherine-honey/) - The payroll function is an essential part of any organization. After all, our employees don’t work for free. Payroll professionals are recognized as important, even essential. But strategic? Let’s be honest—most people wouldn’t use “payroll” and “strategic” in the same sentence. Perhaps they should. Maybe there’s more to payroll than meets the eye. Payroll has - [Decentralized Human Resource Technology](https://www.ihrim.org/2020/11/decentralized-human-resource-technology-by-dennis-hill-phd-and-john-macy-ihrim/) - What has been promoted in a trustless world as a supply chain solution and an alternate form of currency, blockchain has gained acceptance in the enterprise space and various technical communities as a critical technology for the future. Given its embryonic state, blockchain is not a direct replacement for current human resource management systems. Rather, - [Live Long, and Prosper: Spotlight on IHRIM Volunteer, Cindy Imber](https://www.ihrim.org/2014/04/live-long-and-prosper-spotlight-on-ihrim-volunteer-cindy-imber/) - Live Long, and Prosper: Spotlight on IHRIM Volunteer, Cindy Imber, HRIP, SPHR, Sr. Manager of Global HR Applications, Columbia Sportswear This month’s Volunteer Spotlight shines on Cindy Imber, HRIP, SPHR, who is currently the Sr. Manager of Global HR Applications for Columbia Sportswear. Cindy has worked with HR systems for over 15 years and implemented - [The Impact of Vaccine Mandates on HCM](https://www.ihrim.org/2021/12/vaccine-nation-the-impact-of-new-vaccine-mandates-on-hcm-by-bob-greene-ascentis/) - It would not be overstatement to say that the COVID pandemic and its impact on the U.S. workforce has put HR professionals on a “roller coaster” over the past 21 months – and not the fun kind! In late spring of 2021, just as COVID vaccines were becoming plentiful and the trio of horrifying metrics - [3-Ring Circus of Digital Experience in a Hybrid World](https://www.ihrim.org/2021/12/the-back-story-the-three-ring-circus-of-digital-experience-in-a-hybrid-world-by-katherine-jones-ph-d/) - HR professionals may not have thought of themselves as acrobats, ringmasters or lion-tamers, but now is the time to consider juggling the three-ring circus that is HR’s responsibility in today’s world of work. Confronting the escalating issues of diversity, equity and inclusion (DEI), skill shortages, employee engagement and churn issues, upskilling in analytics, and AI - [What HR Needs to Know About Gender Pay Equity](https://www.ihrim.org/2021/12/what-hr-practitioners-need-to-know-about-gender-pay-equity-by-beverly-tarulli-phd/) - It was 58 years ago, in 1963, when U.S. President John F. Kennedy signed the Equal Pay Act into law. With limited exceptions, it prohibited employers from discriminating between employees based on gender when the jobs they perform require equal skill, effort and responsibility and are performed under similar working conditions. For global organizations concerned - [New Pathways in Data, Analytics and Technology](https://www.ihrim.org/2021/12/bold-actions-new-pathways-and-the-supporting-role-of-data-analytics-and-technology-by-sheri-l-feinzig-ph-d/) - While data and analytics, and the technologies that render them explicit, play an important enabling role in improving diversity, equity and inclusion in organizations and society, algorithmic methods such as artificial intelligence (AI) and machine learning (ML) bring potential risks that must be recognized and addressed. It is incumbent upon strategists, policy makers, vendors, implementers - [IHRIM: Looking Back on a Year in Review](https://www.ihrim.org/2021/12/ihrim-a-year-in-review/) - 2021 was another turbulent year for HR leaders, facing tight labor markets (characterized by rising demand for new hires and low unemployment rates) and uncertainty over legal, regulatory, and health constraints that will undoubtedly impact productivity and workforce availability as we head into 2022. Leaders are also knee-deep in how they adjust to the remote, - [IHRIM Board Announcement and Membership Survey](https://www.ihrim.org/2017/08/ihrim-board-announcement-and-membership-survey/) - Atlanta, GA, July 31st, 2017 – The International Association for Human Resource Information Management (IHRIM), the world's leading membership association for the HRIT profession today announces the appointment of Stacey Harris, VP Research and Analytics at Sierra-Cedar, to its Board of Directors. "Stacey’s appointment is part of our commitment to re-engaging the IHRIM community. Stacey - [IHRIM Launches Education Partnership With the University of Chicago](https://www.ihrim.org/2018/01/ihrim-launches-education-partnership-with-the-university-of-chicago/) - IHRIM Launches Education Partnership With the University of Chicago’s Graham School of Professional Studies IHRIM Members: Happy New Year! I hope that you had a successful 2017 and wish you all the best for a productive year in your respective role. My name is Mick Collins and I am the Vice-Chair of IHRIM, supporting the - [From the Chair’s Desk: Update on COVID-19 and IHRIM](https://www.ihrim.org/2020/04/from-the-chairs-desk-update-on-covid-19-and-ihrim/) - I want to take the opportunity today to share a perspective on the current COVID-19 crisis and its potential impact on IHRIM. As Chair, I believe that it is important to communicate with frequency and transparency, as best as my volunteer role allows. My first priority is our staff, partners, and dedicated volunteers. I am - [IHRIM - Changes over 40 years of IHRIM’s existence – Part 2](https://www.ihrim.org/2020/06/ihrim-changes-over-40-years-of-ihrims-existence-part-2/) - Part 2 (Part 1 is contained in our Q1 2020 issue) We recently reached out to a few long time members of the IHRIM association (including one of the Founders, Sid Simon) to get their impressions of the many changes in HR, HR Technology, and our association. Since there was so much ground to cover - [From the Editors - by Bob Greene](https://www.ihrim.org/2020/06/from-the-editors/) - An unusual thing happened on the way to finalizing this issue of WSR: the world changed, seemingly overnight, and more fundamentally and dramatically than we’ve seen in the past 100 years. The impact of the Coronavirus pandemic has been profound – on employees, HR practitioners, IT professionals, businesses and the economy in general, to name - [The Future of Work: Can you Answer These Strategic Questions?](https://www.ihrim.org/2020/06/the-future-of-work-can-you-answer-these-strategic-questions/) - The debate about the future of work, and its social and organizational implications is now a constant drumbeat. For years now, economic research and future forecasts have debated questions such as how many regular full-time jobs will be done by non-employees, and how many jobs will replace humans with automation. Many organization leaders acknowledge these - [Performance Management in a Changing Environment](https://www.ihrim.org/2020/08/performance-management-in-a-changing-environment-by-tony-bilangino/) - Mention the words ‘performance management’ and you get an immediate reaction, and it’s not usually a good one! Managing performance is tough to begin with – then tack on dealing with a pandemic that completely changes our environment and the way most of us work, and it’s easy to feel overwhelmed and paralyzed by the - [For real HR impact, focus on people analytics now, not digital transformation](https://www.ihrim.org/2020/08/for-real-hr-impact-focus-on-people-analytics-now-not-digital-transformation-by-lexy-martin/) - For the past few years, the focus of a multitude of organizations spanning across industries has been pursuing HR digital transformation. The ideal goal of this transformation is the empowerment of the employee and a shift in thinking across the organization ultimately leading to a digital and data-driven mindset. But over time, most have lost - [HR Technology Conference & Exposition](https://www.ihrim.org/2020/10/hr-technology-conference-exposition/) - As the summer draws to a close, my attention turns to Fall events and, in particular, the HR Technology Conference & Exposition. I find it invaluable for spotting emerging vendors new to the HR space, hearing of successful customer deployments and transformations, and, most of all – spending time with experts in the HR domain, - [From the Editor - by Dan VanDer Hey](https://www.ihrim.org/2020/08/mergers-post-mortem-by-dan-vander-hey/) - Normal. It is a word that does not always carry with it a positive connotation. Even less common is the belief that normal would be something of aspiration. Welcome to 2020 and the impact of COVID-19. In this quarter’s issue of Workforce Solutions Review you will read many references to “normal”. The new normal, a - [IHRIM ANNOUNCES THE LAUNCH OF ITS REVAMPED WORKFORCE SOLUTIONS REVIEW ONLINE MAGAZINE](https://www.ihrim.org/2020/09/ihrim-announces-the-launch-of-its-revamped-workforce-solutions-review-online-magazine/) - FOR IMMEDIATE RELEASE Ann Arbor, MI, September 29, 2020 – IHRIM, the International Association for Human Resource Information Management, announced today the launch of an exciting new online format for its Workforce Solutions Review (WSR) magazine, an industry-leading publication featuring in-depth content for the HR Technology community. With the goals of enabling easier access to - [Employee Experience Strategies to Jumpstart Success](https://www.ihrim.org/2020/11/employee-experience-strategies-to-jumpstart-success-by-mohamed-debouk/) - In the midst of a global pandemic, where entire nations are working towards keeping their populations safe, businesses have been forced into unknown territory. Plans had to be revisited, forecasts reevaluated, and employees ushered into a remote working environment. Aside from the challenge of using the appropriate technology, policies and logistics to facilitate the move, - [Reimagining Talent Evaluation & Selection for the Future of Work](https://www.ihrim.org/2020/11/reimagining-talent-evaluation-selection-for-the-future-of-work-by-frida-polli-phd-ceo-and-co-founder-pymetrics/) - The nature of jobs, companies, workers, and society has transformed in innumerable ways over the past few decades. Four key considerations have emerged as critical for talent evaluation and selection in the new economy: Job fit: Modern employers view job fit as critical to reducing employee turnover, due to the increased competitiveness of labor markets. - [4 New Technology-Based Strategies for HR/Internal Communications](https://www.ihrim.org/2020/11/4-new-technology-based-strategies-for-hr-internal-communications-by-susan-sanders/) - Congratulations, you’ve made it through the initial crush of the COVID-19 crisis. It’s been a sprint, right? Unfortunately, nobody is quite sure just how long you’ll be running, so you need to shift to a pace that’s sustainable over the longer-haul. Like many aspects of work and life, the COVID crisis has resulted in - [The Growth Experience](https://www.ihrim.org/2021/03/the-growth-experience-by-bruno-querenet/) - The opinions in this paper represent the personal views of the author and do not necessarily represent the position or views of Denali Therapeutics Inc. or its team. You may not realize initially how influential your character, your personality, can be to reach your goals. At school, you began to forge friendships, at home you - [One Step Closer to a Permanent “Seat at the Table”: The SEC’s Regulation S-K HCM Disclosure Revisions](https://www.ihrim.org/2021/03/one-step-closer-to-a-permanent-seat-at-the-table-the-secs-regulation-s-k-hcm-disclosure-revisions-by-bob-greene-and-jeff-higgins/) - On August 26, 2020, the US Securities and Exchange Commission (“the SEC”) announced its first significant set of investor disclosure requirement revisions in the past 30 years. These revisions require that investor communications such as prospectuses and annual reports include more detailed descriptions of human capital management risks and impacts to the organization. They are - [“The Silent Majority:” What You Need to Know About the Representation of SMBs in HR Technology Research Data](https://www.ihrim.org/2021/03/the-silent-majority-what-you-need-to-know-about-the-representation-of-smbs-in-hr-technology-research-data-by-rhonda-marcucci/) - With nearly 20 years’ experience in helping employers strategize, buy, implement and optimize HR technology, our organization is confident in our instinct about what’s happening in the market today and where it’s headed. But we’re also firm believers in using research to confirm (or correct) our thinking about employers’ adoption and use of HR technology. - [The Power is in the ‘Why’](https://www.ihrim.org/2021/03/the-power-is-in-the-why-by-melissa-dobbins/) - Technology is amazing. There is more we can do now than we could ever imagine, even just a few years ago. But… just because it can do more, doesn’t mean there’s more value. “This new service gives me access to every football game in every city, live and on demand. I won’t miss a play.” - [Workplace Safety: Why It’s Crucial to Host Secure Virtual Meetings](https://www.ihrim.org/2021/03/workplace-safety-why-its-crucial-to-host-secure-virtual-meetings-by-karen-adams/) - When the COVID-19 pandemic began shuttering physical offices and shifting the business of work to homes, the use of video conferencing technologies such as Zoom, Google Hangouts, and Microsoft Teams skyrocketed. Even as some workers have returned to brick-and-mortar facilities, a hybrid workforce model has emerged making reliance on these tools the best means to - [Decentralized Human Resource Technology – Use Case: COVID-19 Vaccine Verification](https://www.ihrim.org/2021/03/decentralized-human-resource-technology-use-case-covid-19-vaccine-verification-by-dennis-hill-ph-d-and-john-macy/) - Today’s HR situation is unprecedented, involving a global pandemic, working from anywhere, and tidal immigration regulation changes. Never before has the professional contended with so much change at one time. Immediate concerns facing the entire world can be summarized as (1) safely protecting vulnerable people’s health and (2) reopening the world economy. Both require effective - [The Back Story: Surviving Disruption with a Capital D](https://www.ihrim.org/2021/03/the-back-story-surviving-disruption-with-a-capital-d-by-katherine-jones-ph-d/) - While futurists used to talk about major technological innovations as disruptors and the changes introduced as “disintermediation” of the existing business order, little did they anticipate the degree of disruption caused by the small virus known as Orthocoronavirinae -- commonly called the coronavirus. Business leaders had to make almost overnight decisions to ensure business continuity. - [10 Pandemic Responses with Highest Business Impact](https://www.ihrim.org/2021/03/the-ten-pandemic-responses-with-highest-business-impact-by-kathi-enderes/) - The Josh Bersin Academy recently set out to establish the strongest ways to deliver COVID-era business resilience. The Academy’s Kathi Enderes tells us about what it discovered The global pandemic’s impact on business as a whole has been huge. We launched a major survey to see how organizations have been responding and what outcomes they - [From the Editor](https://www.ihrim.org/2021/03/from-the-editors-by-bruno-querenet/) - The pandemic is still and will stay for some time at the forefront of the news, leading states, companies, communities, families or individuals to adapt and invent new ways of living and working. In this issue, we continue to explore the effect of Covid19 on the role of HR, on the employee experience, on all - [Where HR gets Its Own Staffing Wrong: HCM Cloud Management Cannot be Left to Chance](https://www.ihrim.org/2021/06/where-hr-gets-its-own-staffing-wrong-hcm-cloud-management-cannot-be-left-to-chance-by-katherine-jones-ph-d/) - The move to cloud computing for core HR and talent applications has provided distinct advantages to HR teams: more rapid access to new features, updates and fixes that don’t require IT intervention, elimination of expensive maintenance contracts, and escape from massive new releases that caused major upheaval (and cost) to re-implement. However, implementing a new - [Mind the Gap: Harnessing Soft Skills on the Road to Success - Are Experienced Presidents More Effective?](https://www.ihrim.org/2021/06/mind-the-gap-harnessing-soft-skills-on-the-road-to-success-are-experienced-presidents-more-effective-by-mick-collins/) - Beginning in 1948, U.S. historians have sought to rank order the performance of individual presidents. Despite a wealth of qualitative research into presidential achievements, criteria are highly subjective for assessing comparative performance. In spite of this, periodic studies are remarkably consistent in their rankings, with the three presidents commonly rated as most effective being Abraham - [Skills-enabled Job Architecture for an Evolving post-COVID Environment](https://www.ihrim.org/2021/06/skills-enabled-job-architecture-for-an-evolving-post-covid-environment-by-andre-rooks-and-she-webster-brown/) - As we enter the next phase of the pandemic, organizations are looking for answers on how to adapt to new economic realities, employee value propositions, and ways of working. In our experience, many organizations believe the answer to these challenges – lies in managing organizational capabilities and subsequent reskilling to align talent with organization needs. - [In Employees We [Must] Trust: Using Employee Monitoring Software for Good and Not Evil](https://www.ihrim.org/2021/06/in-employees-we-must-trust-using-employee-monitoring-software-for-good-and-not-evil-by-michael-m-moon-phd/) - As companies have been feverishly trying to mobilize to address the challenges they face in response to COVID-19, new ways of working and defining worker expectations are top of mind. In the initial stages of reacting to COVID-19 many IT leaders scrambled to secure computers for their workers, provide remote access that could support increased - [Employee Experience Solutions - What’s all the Hubbub?](https://www.ihrim.org/2021/06/employee-experience-solutions-whats-all-the-hubbub-by-michael-rudnick/) - The spotlight is shining brightly on the concept of employee experience (EX) and a number of software products with the same moniker have come to market recently that are well worth understanding. Companies see strong correlations on many metrics that are driving the employee experience, including higher employee satisfaction and lower turnover, better customer satisfaction - [Best of Breed or Unified Solution? You Decide!](https://www.ihrim.org/2021/06/best-of-breed-or-unified-solution-you-decide/) - Best of Breed or Unified Solution? You Decide! There are times when the opportunity is just too good to pass and jumping in on one of the favorite topics of workforce technologists everywhere is definitely one of those can’t miss discussions. The topic has been a significant discussion of debate for at least four decades - [We Are No Longer Users, But Owners and Gatherers of Information](https://www.ihrim.org/2021/06/we-are-no-longer-users-but-owners-and-gatherers-of-information-by-dennis-hill/) - The governance role over employee information of human resource professionals has long been established. The very nature of employee information, from payroll details to performance reports, requires discretion and confidentiality. In recent years, emerging laws worldwide, including the General Data Protection Regulation (GDPR, 2016) in the European Union and the California Consumer Privacy Act (CCPA, - [Preparing HR Technology for the New (Post Pandemic) Normal](https://www.ihrim.org/2021/06/preparing-hr-technology-for-the-new-post-pandemic-normal-by-jessa-kilgore/) - As we prepare our organizations for the ever-evolving response to COVID-19, we wonder what the future of work will look like after we are safe to return to ‘normal’. Most companies are continuing their COVID-19 work policies and postponing the full opening of their offices at least until this summer. While no one can predict - [IHRIM Joins The Influence Board to Facilitate Rewarding Collaboration Among Members](https://www.ihrim.org/2021/06/ihrim-joins-the-influence-board-to-facilitate-rewarding-collaboration-among-members/) - DENVER, CO - June 29, 2021 – IHRIM, the International Association for Human Resource Information Management, and The Influence Board (TIB) today announced a partnership to foster more automated and relevant collaboration among members while raising significant funding for IHRIM’s educational initiatives. IHRIM is the community for sharing expert knowledge that leverages HR systems, technologies, - [Evaluating Reporting Solutions Starts with Reporting Needs](https://www.ihrim.org/2021/09/evaluating-reporting-solutions-starts-with-reporting-needs-by-melissa-dobbins/) - How often are you in the market for HR/TA technology without reporting requirements – where you have no need to see or understand or evaluate the data collected and housed in the solution? Hopefully, your answer is “never”. Data and reporting are critical for understanding the health and potential of your systems and operations. Without - [The Art and Science of Predictive Analytics in HR](https://www.ihrim.org/2021/09/the-art-and-science-of-predictive-analytics-in-hr-by-helen-friedman-anna-marley-and-wendy-hirsch/) - After creating predictive models for drivers of so many HR outcomes in the past 20+ years, there is one fundamental truth that has stood the test of time. The most actionable models require as much art as they do science. Earlier in our careers in people analytics, we were preoccupied by creating the “best possible” - [XR Technology is 40% More Effective and 75% Cheaper Than What You’re Using Now - Why Aren't You On Board?](https://www.ihrim.org/2021/09/xr-technology-is-40-more-effective-and-75-cheaper-than-what-youre-using-now-why-arent-you-on-board-by-pamela-jaber/) - “What can WE do in Extended Reality (XR)? It sounds so exciting!” As Chief Ideation Officer at ‘Friends With Holograms’, a full service XR Agency, how to combine XR technology with HR needs is something I’m questioned about a lot. Our agency has done extensive work in the soft skills training space with clients ranging - [From the Editor - by Roy Altman](https://www.ihrim.org/2021/09/from-the-editor-by-roy-altman/) - Welcome to the 3rd quarter, 2021 issue of Workforce Solutions Review. For the last two years, it has been unavoidable not to have content focusing on managing the workforce through the pandemic. The theme of this issue is Artificial Intelligence and Predictive Analytics. We are looking ahead to an uncertain future with tools at our - [How People Analytics Can Prevent Algorithmic Bias](https://www.ihrim.org/2021/12/how-people-analytics-can-prevent-algorithmic-bias-by-commissioner-keith-e-sonderling/) - As a Commissioner on the U.S. Equal Employment Opportunity Commission, I am a relative newcomer to the discipline of people analytics. I have learned a great deal from the valuable work of experts in the field, many of whom are featured in the Workforce Solutions Review. As I learn more about the discipline, the more - [How to Respond to the HR Tech Explosion](https://www.ihrim.org/2022/03/how-to-respond-to-the-hr-tech-explosion-by-jessa-kilgore-orrick-herrington-sutcliff-llp/) - HR Technology is seeing unprecedented growth. That’s a result of and in response to more complexity in HR management and workforce service delivery, not just from the pandemic. While there’s interest in more system solutions to respond to changes to how we work and a need for a virtual work ecosystem, systems expansions may result - [Get To Know The Newest Members Of The 2018 IHRIM Board](https://www.ihrim.org/2018/08/get-to-know-the-newest-members-of-the-2018-ihrim-board/) - Ebby Ajegbo Global HR Technology Leader Ebby Ajegbo is a talented and seasoned HR Technology leader with proven ability to increase operational efficiencies and manage technology initiatives to support business objectives with high standards of excellence. She has global experience and is well versed in the latest technologies and implementing highly efficient & cutting-edge business - [Low-Cost Ways to Train Employees in Data Analysis](https://www.ihrim.org/2016/12/low-cost-ways-to-train-employees-in-data-analysis/) - HR analytics has been firmly established as a necessity for HR departments both large and small. Every day there are new vendors, consultants, and software companies that will provide all types of analytics to help you engage employees, strategically plan your workforce, improve your recruitment efforts, and optimize nearly all of your HR processes. However, - [IHRIM - Our Response to the Coronavirus Situation](https://www.ihrim.org/2020/03/ihrim-our-response-to-the-coronavirus-situation/) - Friends of IHRIM: Like so many of you, we have spent the last several days and weeks learning about the coronavirus (COVID-19) and how it is impacting our world. From school closures to travel bans to event cancellations, it is clear that the virus must be taken seriously and IHRIM is committed to understanding how ## Pages - [Home](https://www.ihrim.org/) - Preparing Every Generation of HR Technology Leaders Founded in 1980 by HR professionals passionate about technology, IHRIM addresses the demands of employers for technology-fluent "people" experts. 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It has implications for workforce development, national security concerns (as a shortage of STEM-educated citizens can reduce effectiveness in this area), and immigration policy concerning students and tech workers. IHRIM recognizes the - [Wide Area Network](https://www.ihrim.org/glossary/wide-area-network/) - A computer network that covers a broad area used to connect Local Area Networks (LAN). - [Wireless Power Transmission](https://www.ihrim.org/glossary/wireless-power-transmission/) - The transmission of electrical power from a power source to a device or receiver without the need for physical wires or connections. - [Work Breakdown Structure](https://www.ihrim.org/glossary/work-breakdown-structure/) - In a project plan this refers to the detail list of tasks, the order they are to be completed in and the persons that are to be completing them. - [Work Package](https://www.ihrim.org/glossary/work-package/) - A deliverable or project work component at the lowest level of each branch of the work breakdown structure. The work package includes the scheduled activities and schedule milestones required to complete the work package deliverable or project work component. - [Workaround](https://www.ihrim.org/glossary/workaround/) - A concept that describes a short-term or temporary solution to a problem or a gap between business process and software application. - [Workflow](https://www.ihrim.org/glossary/workflow/) - A defined series of tasks within a process. When supported by software, this automates tasks with the ability to send notifications to persons involved in a process that their step in the process is ready for execution. For example, in processing a pay change, the document may be automatically routed from the Manager to HR or Compensation for approval and then to payroll for processing. At each stage in the workflow, one individual or group is responsible for a specific task. Once the task is complete, the workflow software ensures that the individuals responsible for the next task are notified and receive the data they need to execute their stage of the process. A process, usually automated, of steps with rules, roles, and routing instructions to achieve an outcome. - [Workflow Diagram](https://www.ihrim.org/glossary/workflow-diagram/) - Denotes movement of documents, resources, and data throughout the entire work process for a specific product or service. Visual representation of how the task should be completed can help employees better understand the process and work more efficiently. - [Workforce Analytics](https://www.ihrim.org/glossary/workforce-analytics/) - A type of analytics that focuses on workforce metrics and optimization. Workforce analytics uses a combination of data analysis tools and statistical methods to measure workforce performance. - [Workforce Management Software](https://www.ihrim.org/glossary/workforce-management-software/) - An umbrella term for desktop and mobile programs that help a business manage time and attendance, staff scheduling, forecasting and productivity. - [Workforce Planning](https://www.ihrim.org/glossary/workforce-planning/) - The assessment of the current workforce in order to predict future needs. This can consist of both demand planning and supply planning. - [World Wide Web Consortium](https://www.ihrim.org/glossary/world-wide-web-consortium/) - An international community that develops and maintains standards and protocols for the World Wide Web. - [Wrapper](https://www.ihrim.org/glossary/wrapper/) - A technique for including a non-object-oriented component into a component architecture by providing an interface to communicate with the object software. Often used to link legacy applications to a new system. - [X/Open™](https://www.ihrim.org/glossary/x-open/) - A nonprofit organization that developed interoperability standards for unlike systems. - [Extensible Markup Language](https://www.ihrim.org/glossary/extensible-markup-language/) - Describes the format, presentation and provides application control over the content of the documents and systems using this language. Much more powerful than HTML, XML is likely to be the next generation language for the web and business applications. - [Zero-Knowledge Proof](https://www.ihrim.org/glossary/zero-knowledge-proof/) - A cryptographic technique that allows one party to prove the validity of a statement or claim without revealing the underlying sensitive information or data. - [Username](https://www.ihrim.org/glossary/username/) - A word, phrase, number or combination of characters that uniquely identifies a user on software, a website, a computer or any computing device or related service that requires user authentication. - [Vanilla](https://www.ihrim.org/glossary/vanilla/) - When a system is implemented without making any customizations or modifications to the system code. Gaps between existing processes and the software are closed typically by changing the business process. - [Vector Node](https://www.ihrim.org/glossary/vector-node/) - A node in a distributed network that participates in the processing, storage, and validation of data within the network. - [Vendor Risk Management](https://www.ihrim.org/glossary/vendor-risk-management/) - Vendor risk management involves a comprehensive plan for the identification and mitigation of potential business uncertainties as well as legal liabilities in regard to hiring third-party vendors of IT products and services. - [Verifiable Credentials](https://www.ihrim.org/glossary/verifiable-credentials/) - Digital credentials that can be cryptographically verified to prove the authenticity and validity of the associated information or claims. - [Versioning](https://www.ihrim.org/glossary/versioning/) - The creation and management of multiple releases of software, all of which have the same general function but are improved, upgraded or customized. - [Virtual HR](https://www.ihrim.org/glossary/virtual-hr/) - The use of various types of technology to provide employees with self-serve options. - [Virtual Private Network](https://www.ihrim.org/glossary/virtual-private-network/) - A computer network in which some of the links between the nodes are carried by virtual circuits instead of physical wire. - [Virtual Reality](https://www.ihrim.org/glossary/virtual-reality/) - Immersive technology that creates a simulated or virtual environment, allowing users to interact and experience a computer-generated world. - [Visualization](https://www.ihrim.org/glossary/visualization/) - The process of representing abstract business or scientific data as images that can aid in understanding the meaning of the data. - [Volume Testing](https://www.ihrim.org/glossary/volume-testing/) - Testing a software application with a certain amount of data. The purpose of volume testing is to determine system performance with increasing volumes of data in the database. - [Wallets](https://www.ihrim.org/glossary/wallets/) - Digital applications or tools used to store, manage, and transact with cryptocurrencies, digital assets, or identity-related data. - [Web 2.0](https://www.ihrim.org/glossary/web-2-0/) - The current state of online technology as it compares to the early days of the Web. Web 2.0 is characterized by greater user interactivity and collaboration, more pervasive network connectivity and enhanced communication channels. - [Web App](https://www.ihrim.org/glossary/web-app/) - An application program that is stored on a remote server and delivered over the Internet through a browser interface. - [Web Services](https://www.ihrim.org/glossary/web-services/) - A standardized way of integrating Web-based applications over an Internet protocol backbone. It does so over HTTP using technologies such as XML. Technologies and protocols that enable different software applications or systems to communicate and exchange data over the internet. - [Web-based Training](https://www.ihrim.org/glossary/web-based-training/) - An older term often used interchangeably with the more popular term, “e-learning.” Put simply, WBT and e-learning mean using the web to deliver instruction and training. - [Web 3.0](https://www.ihrim.org/glossary/web-3-0/) - The vision and evolution of the internet that aims to create a more decentralized, open, and user-centric web, leveraging blockchain and other decentralized technologies. - [Testing](https://www.ihrim.org/glossary/testing/) - The processes around making sure that changes to systems are implemented correctly. This includes running programs, entering data and viewing system results. - [Thin Client](https://www.ihrim.org/glossary/thin-client/) - A thin client is a networked computer with few locally stored programs and a heavy dependence on network resources. Thin clients rely on a network connection to a central server for full computing and don't do much processing on the hardware itself. A thin client is often sufficient enough to connect to the network and access a SaaS/cloud system. - [Threat](https://www.ihrim.org/glossary/threat/) - A condition or situation unfavorable to the project, a negative set of circumstances, a negative set of events, a risk that will have a negative impact on a project objective if it occurs, or a possibility for negative changes. Contrast with opportunity. - [Time and Attendance Software](https://www.ihrim.org/glossary/time-and-attendance-software/) - A type of business application designed to track and optimize the hours that employees spend on the job and keep records of wages and salaries paid. - [Token Rewards](https://www.ihrim.org/glossary/token-rewards/) - Incentives in the form of tokens or cryptocurrencies awarded to participants in a network or ecosystem for their contributions or actions. - [Token Ring](https://www.ihrim.org/glossary/token-ring/) - Local area network (LAN) technology which uses a special frame called a token that travels around the ring to connect with the devices on the network. - [Total Cost of Ownership](https://www.ihrim.org/glossary/total-cost-of-ownership/) - The total cost of acquiring, installing, using, maintaining, changing, and getting rid of something across and extended period of time (most or all of its useful life). - [Transaction](https://www.ihrim.org/glossary/transaction/) - A process whereby the exchange of information between a local and remote program achieves a result. The result is achieved only when all operations within the transaction are executed successfully. - [Transaction Processing System](https://www.ihrim.org/glossary/transaction-processing-system/) - Business applications that focus on processing operational data and whose main functions are 1) operational level data storage and processing 2) efficiency, accuracy and speed. - [Transmission Control Protocol/Internet Protocol](https://www.ihrim.org/glossary/transmission-control-protocol-internet-protocol/) - A popular communication protocol that provides interoperability features and allows computers to communicate with each other. Widely used for Internet connection. - [Trigger](https://www.ihrim.org/glossary/trigger/) - An action or system status that initiates a set of tasks, usually used in relation to a business event. - [Unit Testing](https://www.ihrim.org/glossary/unit-testing/) - The independent testing of a program or configuration to make sure that it is executing without error. - [Upgrade](https://www.ihrim.org/glossary/upgrade/) - To replace existing software with a newer version. - [Upload](https://www.ihrim.org/glossary/upload/) - To send or transmit files or data from one computer to another. The opposite would be to download which would be to receive files or data - [Usability](https://www.ihrim.org/glossary/usability/) - The measure of a software application's potential to accomplish the goals of the user. Some factors used in determining product usability are ease-of-use and visual consistency. - [Use Case](https://www.ihrim.org/glossary/use-case/) - A UML diagram that models the interaction of external entities (called actors and represented by stick figures) with internal system functions and describes how the entities use the system. - [User](https://www.ihrim.org/glossary/user/) - Any person who uses the business application whether they input data, view information, create or receive reports. - [User Acceptance Testing](https://www.ihrim.org/glossary/user-acceptance-testing/) - A phase of software development in which the software is tested in the "real world" by the intended audience. The users of the system validate and accept changes that were made to the system as representing their requirements. - [User Experience](https://www.ihrim.org/glossary/user-experience/) - The experienced quality of an interactive system from the perspective of those directly using the system. - [Standard Contractual Clause](https://www.ihrim.org/glossary/standard-contractual-clause/) - Standardized contractual provisions used for the transfer of personal data between entities located in different countries, ensuring compliance with data protection regulations. - [Statement of Work](https://www.ihrim.org/glossary/statement-of-work/) - A statement that outlines specific services a supplier is expected to perform, by indicating the type, level and quality of service, as well as the time schedule required. - [Steering Committee](https://www.ihrim.org/glossary/steering-committee/) - The project structure that consists of persons from a variety of organization areas impacted or affected by the project responsible for the overall success of the project. - [Stress Testing](https://www.ihrim.org/glossary/stress-testing/) - A method of testing that emphasizes availability and error handling under extremely heavy data processing loads to ensure software does not crash due to insufficient resources. - [Structured Query Language](https://www.ihrim.org/glossary/structured-query-language/) - A standardized query language for requesting information from a database. - [Subject Matter Expert](https://www.ihrim.org/glossary/subject-matter-expert/) - The person that brings knowledge about business processes for their area of expertise. - [Succession Planning](https://www.ihrim.org/glossary/succession-planning/) - The process of identifying internal candidates for leadership or other key roles within a company. - [Swim Lane Diagram](https://www.ihrim.org/glossary/swim-lane-diagram/) - A diagram that illustrates a process workflow which is grouped in columns and rows called swim lanes. This method of diagramming allows you to quickly and easily plot and trace processes and, in particular, the interconnections between processes, departments and teams. - [SWOT Analysis](https://www.ihrim.org/glossary/swot-analysis/) - SWOT analysis (strengths, weaknesses, opportunities and threats analysis) is a framework for identifying and analyzing the internal and external factors that can have an impact on the viability of a project or product. - [System Development Lifecycle](https://www.ihrim.org/glossary/system-development-lifecycle/) - A set of steps in the formal design of any information processing system. They include analysis, design, development, implementation, maintenance, evaluation and improvement of the system. - [System Software](https://www.ihrim.org/glossary/system-software/) - Software applications that manage computer resources and are not intended for end users. For example an oracle database requires software that manages the workings of the database. This is the interface between the software and the hardware. - [System Testing](https://www.ihrim.org/glossary/system-testing/) - The test that is conducted to make sure that each program works within the context of the system configuration and a test set of data. - [Talent Management Software](https://www.ihrim.org/glossary/talent-management-software/) - An integrated set of applications that HR professionals use to cultivate and maintain a company's human capital. Because talent management software keeps track of an employee's career starting with the hire date, HR managers can compile valuable data about the workforce at various points in the employee lifecycle. Talent Management comprises recruiting, onboarding, learning and development, performance management and compensation management. - [Tamper-Evident](https://www.ihrim.org/glossary/tamper-evident/) - Refers to systems or technologies that provide evidence or indicators if data or records have been tampered with or modified. - [Tamper-Resistant](https://www.ihrim.org/glossary/tamper-resistant/) - Refers to systems, data, or records that are resistant to tampering, alteration, or unauthorized modifications. - [Task](https://www.ihrim.org/glossary/task/) - A well defined component of project work. There are usually multiple tasks for one activity. - [Task Distribution](https://www.ihrim.org/glossary/task-distribution/) - The process of allocating and assigning tasks or workload across multiple resources or participants to optimize efficiency and performance. - [Test Data](https://www.ihrim.org/glossary/test-data/) - A set of data created for testing changes to a system that is comprehensive enough to represent the set of data that will exist in the production system. - [Semantic Mapping](https://www.ihrim.org/glossary/semantic-mapping/) - The process of creating connections or mappings between data elements, attributes, or terms in different systems or domains to enable interoperability and data integration. - [Sentiment Analysis](https://www.ihrim.org/glossary/sentiment-analysis/) - The process of determining and analyzing the emotional tone or sentiment expressed in text or speech. - [Service Level Agreements](https://www.ihrim.org/glossary/service-level-agreements/) - A contract between a service provider and its customers (internal and external) that documents what services the provider will furnish. SLAs measure the service provider’s performance and quality in a number of ways. In addition to establishing performance metrics, an SLA may include a plan for addressing downtime and documentation for how the service provider will compensate customers in the event of a contract breach. A formal agreement between a service provider and a client that outlines the agreed-upon levels of service, performance guarantees, and responsibilities. - [Service-Oriented Architecture](https://www.ihrim.org/glossary/service-oriented-architecture/) - An application architecture in which all functions, or services, are defined using a description language and have invokable interfaces that are called to perform business processes. SOA provides a strategic capability for integrating business processes, data, and organizational knowledge. Because interfaces are platform-independent, a client from any device using any operating system in any language can use the service. - [Single Points of Failure](https://www.ihrim.org/glossary/single-points-of-failure/) - Components or elements within a system that, if they fail, can cause the entire system to fail or become unavailable. - [Single Sign-On](https://www.ihrim.org/glossary/single-sign-on/) - A session/user authentication process that permits a user to enter one name and password in order to access multiple applications. - [Single-tenancy](https://www.ihrim.org/glossary/single-tenancy/) - An architecture in which a single instance of a software application and supporting infrastructure serves one customer. In a single-tenancy architecture, the tenant purchases their own copy of the software and the software can be customized to meet the specific and needs of that customer. - [SMART](https://www.ihrim.org/glossary/smart/) - A best practice framework for setting goals. A SMART goal should be Specific, Measurable, Achievable, Realistic and Time-bound. - [Smart Contracts](https://www.ihrim.org/glossary/smart-contracts/) - Self-executing contracts with the terms of the agreement directly written into code, automatically enforcing the agreed-upon conditions and actions. - [Smart Metering and Data Exchange](https://www.ihrim.org/glossary/smart-metering-and-data-exchange/) - The use of smart meters to measure and monitor energy consumption, and the exchange of data between energy providers and consumers. - [Social Media](https://www.ihrim.org/glossary/social-media/) - A term used to describe a variety of Web-based platforms, applications and technologies that enable people to socially interact with one another online. - [Social Networking](https://www.ihrim.org/glossary/social-networking/) - Online communities of people who share interests and/or activities, or who are interested in exploring the interests and activities of others. LinkedIn, Twitter, Instagram and Facebook are examples of social networking communities. - [Social Recruiting](https://www.ihrim.org/glossary/social-recruiting/) - A method of talent acquisition where recruiters source job candidates and/or publicize open positions via social media. - [Software as a Service](https://www.ihrim.org/glossary/software-as-a-service/) - A model for the distribution of software where customers access software over the Internet. In SaaS, a service provider hosts the application at its data center and a customer accesses it via a standard Web browser. Three characteristics that apply to most SaaS vendors are: updates are applied automatically without customer intervention, the service is purchased on a subscription basis and no hardware is required to be installed by the customer. - [Source Code Escrow](https://www.ihrim.org/glossary/source-code-escrow/) - An arrangement that provides protection to the business should the software provider go out of business or discontinue support and/or maintenance for the licensed software. In the event of such an occurrence, the licensee gets the source code of the software. This may be more important in a SaaS or cloud environment where, if the software vendor goes out of business, the data may be lost as well. - [Stage-Gate](https://www.ihrim.org/glossary/stage-gate/) - A specific point in time during the project lifecycle at which key project stakeholders convene to assess performance to date and to discuss whether a project should be: 1)Terminated, 2)Proceed according to plan, 3)Proceed based on a revised plan - [Stakeholder](https://www.ihrim.org/glossary/stakeholder/) - An individual, group, or organization, who may affect, be affected by, or perceive itself to be affected by a decision, activity, or outcome of a project. - [Reusable Software](https://www.ihrim.org/glossary/reusable-software/) - Software components or modules that can be used across different applications or projects, saving development time and effort. - [Reuse](https://www.ihrim.org/glossary/reuse/) - Refers to the inclusion of part of a pre-written piece of programming code in another application. The code may be stored in an internal library or may be obtained from external sources. - [Reverse Engineering](https://www.ihrim.org/glossary/reverse-engineering/) - The process of analyzing and understanding the design, structure, or functionality of an existing system or application to replicate or modify it. - [Right to Erasure](https://www.ihrim.org/glossary/right-to-erasure/) - The legal right of individuals to request the deletion or removal of their personal data from databases or systems. - [Risk](https://www.ihrim.org/glossary/risk/) - An uncertain event or condition that, if it occurs, has a positive or negative effect on a project’s objectives. - [Risk Identification](https://www.ihrim.org/glossary/risk-identification/) - The process of determining risks that could potentially prevent the project, program or investment from achieving its objectives. It includes documenting and communicating the concern. - [Risk Management](https://www.ihrim.org/glossary/risk-management/) - The identification, assessment, and prioritization of risks followed by coordinated and economical application of resources to minimize, monitor, and control the probability and/or impact of unfortunate events or to maximize the realization of opportunities. - [Risk Register](https://www.ihrim.org/glossary/risk-register/) - Record of the risks identified in a project or program that are monitored by the team to determine when or if they will occur. As a best practice, each identified risk should be assigned to one of more persons whose responsibility it is to monitor the risk triggers and implement the risk response plan should the risk occur. - [Robotic Process Automation](https://www.ihrim.org/glossary/robotic-process-automation/) - Perform “if, then, else” statements on structured data, typically using a combination of user interface (UI) interactions or by connecting to APIs to drive client servers, mainframes or HTML code. An RPA operates by mapping a process in the RPA tool language for the software “robot” to follow. - [Role Based Security](https://www.ihrim.org/glossary/role-based-security/) - Strategy of designing the permissions or authorizations that are granted in the system based on the roles a person performs and/or their position in the organizational hierarchy. The permissions to access and update information in the systems are assigned to these roles. - [Role-Based Access Control](https://www.ihrim.org/glossary/role-based-access-control/) - A security model that restricts system access based on predefined roles and permissions assigned to individual users or user groups. - [Scalability](https://www.ihrim.org/glossary/scalability/) - The degrees to which the system, network, or process of a computer’s hardware or software can be expanded in size, volume, or number of users served and continue to function properly. The ability of a system or network to handle increasing workloads and data volumes while maintaining performance and responsiveness. - [Scalable](https://www.ihrim.org/glossary/scalable/) - The ability to expand the capability of a system to include a larger user base or operate on a bigger hardware platform. - [Schedule](https://www.ihrim.org/glossary/schedule/) - Time sequenced plan of activities or tasks used to direct and control project execution. Usually shown as a milestone chart, Gantt or other bar chart, or a tabulator listing of dates. - [Schema](https://www.ihrim.org/glossary/schema/) - A description of the structure of data within a database. - [Scope Creep](https://www.ihrim.org/glossary/scope-creep/) - Uncontrolled changes or added objectives in a project’s scope. This phenomenon can occur when the scope of a project is not properly documented, defined, or controlled. It is generally considered a negative occurrence, and thus, should be avoided. - [Secure Multi-Party Computation](https://www.ihrim.org/glossary/secure-multi-party-computation/) - A cryptographic protocol that allows multiple parties to jointly compute a result without revealing their private inputs. - [Security](https://www.ihrim.org/glossary/security/) - The protection of information assets through the use of technology, processes, and training. - [Self-Healing Capabilities](https://www.ihrim.org/glossary/self-healing-capabilities/) - The ability of a system or network to detect and automatically recover from failures or disruptions without human intervention. - [Self-Sovereign Identity](https://www.ihrim.org/glossary/self-sovereign-identity/) - The concept that individuals have ownership and control over their digital identities and personal data, allowing them to manage and share it securely. - [Real-Time](https://www.ihrim.org/glossary/real-time/) - The immediate availability of data to an information system as a transaction or event occurs. - [Records](https://www.ihrim.org/glossary/records/) - A collection of data elements or fields pertaining to the same entity (i.e. an employee, job, location, etc.). For example, each employee has a record that contains only his/her information (e.g. name, address, date of birth, etc.) in the record. - [Records Management](https://www.ihrim.org/glossary/records-management/) - The administration of records and documented information for the entirety of its lifecycle, which includes creation, maintenance, use, storage, retrieval and disposal. - [Records Retention Schedule](https://www.ihrim.org/glossary/records-retention-schedule/) - A policy that depicts how long data items must be kept, as well as the disposal guidelines for these data items. - [Recovery](https://www.ihrim.org/glossary/recovery/) - Specific procedures used to recover the correct state of the database if an error occurs in the hardware or software. - [Recruitment Management System](https://www.ihrim.org/glossary/recruitment-management-system/) - A multi-component software tool designed to automate and facilitate the processes involved in finding, attracting, assessing, interviewing and hiring new personnel. Also known as an e-recruitment or online recruitment system. - [Regression Testing](https://www.ihrim.org/glossary/regression-testing/) - (System Testing) The process of testing a set of system processes or components when a new change has been made to the system to make sure that the change did not introduce any errors to other parts of the system. (Statistics) An attempt to determine the strength of the relationship between one dependent variable and a series of other independent variables. - [Relational Database](https://www.ihrim.org/glossary/relational-database/) - A collective set of multiple data sets organized by tables, records and columns. RDBs establish a well-defined relationship between database tables. Tables communicate and share information, which facilitates data searchability, organization and reporting. The most popular type of database used to store data for Human Resource applications. It conforms to a relational model that includes the use of data elements as common keys to enable table joins. - [Relational Database Management Systems](https://www.ihrim.org/glossary/relational-database-management-systems/) - A program that lets you create, update, and administer a relational database. Most commercial RDBMS's use the Structured Query Language (SQL) to access the database. - [Release Management](https://www.ihrim.org/glossary/release-management/) - A process intended to control the development, testing, deployment and support of software and hardware releases, ensuring that changes to the software or hardware do not negatively impact existing programs and services. - [Renewable Energy](https://www.ihrim.org/glossary/renewable-energy/) - Energy generated from natural sources that are continuously replenished, such as solar, wind, hydro, or geothermal energy. - [Repository](https://www.ihrim.org/glossary/repository/) - Stores information about software versions, documentation, executable files, models, or source code. It is usually in a centralized position within the enterprise computing architecture. - [Representational State Transfer](https://www.ihrim.org/glossary/representational-state-transfer/) - Architectural principles and guidelines for building web services that are scalable, stateless, RESTful APIs (Representational State Transfer): Architectural principles and guidelines for building scalable and stateless web services that communicate over HTTP using standard methods and data formats. - [Request for Information](https://www.ihrim.org/glossary/request-for-information/) - Used to obtain information about a vendor to determine fit for an evaluation. It is designed to collect information about the prospective vendor’s company, capabilities, skills and experience. A document that requests information about a vendor’s product and sets out requirements for a software system and usually contains functional needs, vendor information request, technical and infrastructure requirements, as well as pricing and contract details. - [Request for Proposal](https://www.ihrim.org/glossary/request-for-proposal/) - A document that an organization posts to elicit bids from potential vendors for a desired systems solution. The RFP specifies what the organization is looking for and establishes evaluation criteria for assessing proposals. - [Return on Investment](https://www.ihrim.org/glossary/return-on-investment/) - A capital budgeting metric in which the flow of benefits that results from an investment is compared with the cost of the investment, usually in the form of a ratio using the cost of the investment as the denominator. - [Project Lifecycle](https://www.ihrim.org/glossary/project-lifecycle/) - The project lifecycle consists of five process groups (often referred to as phases): Initiation, Planning, Execution, Control, and Closing. - [Project Management](https://www.ihrim.org/glossary/project-management/) - The application of knowledge, skills, tools and techniques to project activities to meet project requirements. - [Project Management Body of Knowledge](https://www.ihrim.org/glossary/project-management-body-of-knowledge/) - An inclusive term that describes the sum of knowledge within the profession of project management. As with other professions such as law, medicine, and accounting, the body of knowledge rests with the practitioners and academics that apply and advance it. The complete project management body of knowledge includes proven traditional practices that are widely applied and innovative practices that are emerging in the profession. The body of knowledge includes both published and unpublished material. The PMBOK is constantly evolving. - [Project Management Office](https://www.ihrim.org/glossary/project-management-office/) - An organizational body or entity assigned various responsibilities related to the centralized and coordinated management of those projects under its domain. The responsibilities of a PMO can range from providing project management support functions to actually being responsible for the direct management of a project. - [Project Management Plan](https://www.ihrim.org/glossary/project-management-plan/) - A formal, approved document that defines how the project is executed, monitored and controlled. It may be a summary or detailed and may be composed of one or more subsidiary management plans and other planning documents. - [Project Scope](https://www.ihrim.org/glossary/project-scope/) - The part of project planning that involves determining and documenting a list of specific project goals, deliverables, tasks and deadlines. - [Project Sponsor](https://www.ihrim.org/glossary/project-sponsor/) - The executive or system owner who charters the project. He or she must be high enough in the organization to be able to make decisions and provide the necessary resources and support for the project. - [Proof of Stake](https://www.ihrim.org/glossary/proof-of-stake/) - A consensus mechanism in which participants’; influence or voting power is based on the number of cryptocurrency tokens they hold or “stake” in the network. - [Proof of Work](https://www.ihrim.org/glossary/proof-of-work/) - A consensus mechanism in which participants must solve complex computational puzzles to validate transactions or changes in a blockchain network. - [Protocol](https://www.ihrim.org/glossary/protocol/) - A set of rules that dictate how components will communicate with each other to navigate across network boundaries in a component-based system. - [Prototype](https://www.ihrim.org/glossary/prototype/) - A physical representation used to illustrate and verify aspects of a conceptual design as part of the development process for a new product or technology. Essentially, it brings an idea into being. A prototype can be anything from a simple, hand-made model to a highly detailed, fully operational representation of how an intricate design concept will look, feel and work in the real world. - [Prototyping](https://www.ihrim.org/glossary/prototyping/) - The process of creating a working model or prototype of a product or software application to test and validate its functionality and design. - [Prototyping Methodology](https://www.ihrim.org/glossary/prototyping-methodology/) - A software development process which allows developers to create portions of the solution to demonstrate functionality and make needed refinements before developing the final solution. - [Pseudonymization](https://www.ihrim.org/glossary/pseudonymization/) - The process of replacing personally identifiable information (PII) with pseudonyms or aliases to protect individual privacy. - [Public-Key Cryptography](https://www.ihrim.org/glossary/public-key-cryptography/) - A cryptographic system that uses a pair of keys (public and private) to enable secure encryption, decryption, and digital signatures. - [Quantum bit](https://www.ihrim.org/glossary/quantum-bit/) - Basic unit of information in quantum computing. - [Quantum computing](https://www.ihrim.org/glossary/quantum-computing/) - Multidisciplinary field focused on the application of theoretical quantum physics (mechanics) to leverage the unique behavior of qubits and deliver unprecedented processing capabilities. - [Query](https://www.ihrim.org/glossary/query/) - A request for information from a database. - [Rapid Application Development](https://www.ihrim.org/glossary/rapid-application-development/) - An iterative and agile approach to software development that emphasizes quick prototyping, frequent feedback, and rapid delivery of functional applications. - [Portal](https://www.ihrim.org/glossary/portal/) - A Web application that resides on the intranet or Internet designed to aggregate and personalize information for access from a single source. - [Portfolio](https://www.ihrim.org/glossary/portfolio/) - A collection of projects or programs and other work that are grouped together to facilitate effective management of that work to meet strategic business objectives. The projects or programs of the portfolio may not necessarily be interdependent or directly related. In HRSAID the Branch Chiefs manage portfolios. - [Power User](https://www.ihrim.org/glossary/power-user/) - Someone who has considerable experience with computers and utilizes the most advanced features of applications. - [Predictive Analytics](https://www.ihrim.org/glossary/predictive-analytics/) - A range of analytical and statistical techniques used for developing models that may be used to predict future events or behaviors. - [Predictive Modeling](https://www.ihrim.org/glossary/predictive-modeling/) - A process used in predictive analytics to create a statistical model of future behavior. Predictive analytics is the area of data mining concerned with forecasting probabilities and trends. - [Prescriptive Analytics](https://www.ihrim.org/glossary/prescriptive-analytics/) - A form of advanced analytics which examines data or content to answer the question “What should be done?” or “What can we do to make X happen?” - [Primary Key](https://www.ihrim.org/glossary/primary-key/) - An attribute that has a unique value for each record in a table and is used to identify that record. An example of a primary key is an employee ID. - [Private AI Networks](https://www.ihrim.org/glossary/private-ai-networks/) - Decentralized networks or infrastructures that prioritize privacy and data protection in AI applications and interactions. - [Private Key](https://www.ihrim.org/glossary/private-key/) - A confidential cryptographic key that is known only to the owner and used for decrypting data or signing digital transactions. - [PrivateGPT](https://www.ihrim.org/glossary/privategpt/) - A variant of the GPT language model that focuses on preserving privacy and confidentiality of user data. - [Process](https://www.ihrim.org/glossary/process/) - The mechanism through which the data are transformed, manipulated and created into output such as a report, a decision etc. A series of activities that need to be carried out to accomplish some sort of organizational goal. A sequence of events or activities that are triggered by something happening and results in something being achieved. - [Process Flow](https://www.ihrim.org/glossary/process-flow/) - A method of visually documenting the stages involved in performing a certain business procedure. A type of process flow popular among business managers might take the form of flow charts that show inputs or information requests, followed by each of the steps required to create deliverable outputs such as products or services from the inputs. Process flows are usually cross-functional and use the Swim Lane format. - [Process Mapping](https://www.ihrim.org/glossary/process-mapping/) - A workflow diagram to bring forth a clearer understanding of a process or series of parallel processes. Mapping illustrates pictorially, through graphs and charts, how certain business processes flow into others. This allows an observer to 'walk-through' the whole process and see it in its entirety. - [Process Reengineering](https://www.ihrim.org/glossary/process-reengineering/) - The analysis and redesign of work flow to improve an organizations efficiency and effectiveness. - [Professional Employer Organization](https://www.ihrim.org/glossary/professional-employer-organization/) - A company that provides outsourcing of payroll, workers' compensation, human resources and employee benefits administration. - [Program (or Project) Evaluation and Review Technique](https://www.ihrim.org/glossary/program-or-project-evaluation-and-review-technique/) - A method of analyzing the tasks involved in completing a given project, the tie needed to complete each task and the minimum time needed to complete the total project. The graphical drawing that is created to perform the analysis is called a PERT Chart. A similar methodology, the Critical Path Method (CPM), was developed for project management in the private sector at about the same time. - [Program Management](https://www.ihrim.org/glossary/program-management/) - The centralized coordinated management of a several related projects or products as a single program to achieve the strategic objectives and benefits. - [Project](https://www.ihrim.org/glossary/project/) - An interrelated set of tasks with a beginning and an end that is bounded by time, resources, costs and desired results. - [Project Charter](https://www.ihrim.org/glossary/project-charter/) - A planning document that defines the scope of and provides a basic foundation for the completion of a software implementation project. - [Patch](https://www.ihrim.org/glossary/patch/) - A fix for a software program where the actual executable code and related files are modified. - [Payback Period](https://www.ihrim.org/glossary/payback-period/) - A capital budgeting metric that calculates the number of years required for the flow of benefits returned by an investment to equal the cost of the investment. - [Payment Card Industry Data Security Standard](https://www.ihrim.org/glossary/payment-card-industry-data-security-standard/) - An information security standard mandated and used to handle credit cards from major card brands, administered by the Payment Card Industry Security Standards Council. - [Peer-to-Peer Architecture](https://www.ihrim.org/glossary/peer-to-peer-architecture/) - A distributed network architecture where participants or nodes can directly interact with each other without relying on a central server or authority. - [Peer-to-Peer Energy Trading](https://www.ihrim.org/glossary/peer-to-peer-energy-trading/) - The direct trading of energy between individuals or entities using decentralized systems, allowing for more efficient and flexible energy transactions. - [Performance Management Software](https://www.ihrim.org/glossary/performance-management-software/) - A computer program or suite that makes it possible for an organization to monitor and optimize the overall effectiveness of its workforce at the individual and collective levels. - [Performance Optimization](https://www.ihrim.org/glossary/performance-optimization/) - Techniques and strategies aimed at improving the speed, responsiveness, and efficiency of software applications or systems. - [Performance Testing](https://www.ihrim.org/glossary/performance-testing/) - Testing that is conducted to verify the system will respond appropriately to the action that is taken. This measures the time for the system to accept the transaction, process the report or bring up a page. - [Personally Identifiable Information](https://www.ihrim.org/glossary/personally-identifiable-information/) - Information that can be used to identify or distinguish an individual, such as name, address, social security number, or email. - [Phase Containment](https://www.ihrim.org/glossary/phase-containment/) - The process of identifying and fixing problems early in the system development life cycle so as to avoid costly rework later. - [Phased Rollout](https://www.ihrim.org/glossary/phased-rollout/) - A software migration method that involves incremental implementation of a new system. A phased migration might be conducted either by implementing the entire new system in some locations or business units or by implementing separate modules of the system independently until the implementation is complete. - [Physical Design](https://www.ihrim.org/glossary/physical-design/) - A phase in the System Development Life Cycle (SDLC) in which a new system is designed with particular focus on how the hardware, software and networking activities will be implemented. - [Pilot Conversion](https://www.ihrim.org/glossary/pilot-conversion/) - A software migration method that involves rolling out the new system to a small group of users for testing and evaluation. Once the test group has approved the system, it can be rolled out across the organization. - [Platform as a Service](https://www.ihrim.org/glossary/platform-as-a-service/) - A cloud computing model in which a third-party provider delivers hardware and software tools, usually those needed for application development, to users over the internet. A PaaS provider hosts the hardware and software on its own infrastructure. - [Plug and Play](https://www.ihrim.org/glossary/plug-and-play/) - The ability of a component to connect, or plug in, to a socket within a component framework, via a published interface, and to be able to operate immediately without disturbing any other component. - [Point-to-Point Integration](https://www.ihrim.org/glossary/point-to-point-integration/) - Direct integration between specific systems or applications, enabling data exchange or communication without intermediaries. - [Portability](https://www.ihrim.org/glossary/portability/) - A measure used to express how easy it is to move an application from one environment to another. - [Offshoring](https://www.ihrim.org/glossary/offshoring/) - Relocation of business processes (HR, finance, production/manufacturing) to a location that is not in the same country of the primary place of business and typically to a lower cost location. Offshoring can be seen in the context of either production offshoring or services offshoring. - [On-Demand Software](https://www.ihrim.org/glossary/on-demand-software/) - A type of software delivery model that is deployed and managed on a vendor’s cloud computing infrastructure and accessed by users over the Internet as and when required. - [On-Line Transaction Processing](https://www.ihrim.org/glossary/on-line-transaction-processing/) - When a user is interacting directly with the application. Each time the user enters information or requests information is considered to be a transaction. Most types of self service are examples of OLTP, like bank ATM’s and enrolling in your benefits online. - [On-Premise Software](https://www.ihrim.org/glossary/on-premise-software/) - A type of software delivery model that is installed and operated from a customer's in-house server and computing infrastructure. It utilizes an organization’s native computing resources and requires only a licensed or purchased copy of software from an independent software vendor. In the case of on-premise software, the purchaser capitalizes the expenses of the software. - [Onboarding](https://www.ihrim.org/glossary/onboarding/) - The process of hiring, orienting and immersing new employees into their roles and into the organization’s culture. - [Online Analytical Processing](https://www.ihrim.org/glossary/online-analytical-processing/) - A class of tools that can extract and present multidimensional data from different points of view. Designed for managers looking to make sense of their information, OLAP structures data hierarchically -- the way managers think of their enterprises. OLAP functions include trend analysis, drilling down to more complex levels of detail, summarization of data and data rotation for comparative viewing. - [Open Source](https://www.ihrim.org/glossary/open-source/) - Code that is available publicly and that anyone can use. People can take it and modify it for their purposes. - [Open Systems](https://www.ihrim.org/glossary/open-systems/) - An architecture where applications can run on a variety of leading hardware and database platforms without the need for changes to the application programs. For example, an application that can run on Oracle or SQL would be considered open from a database platform perspective. - [OpenID Connect](https://www.ihrim.org/glossary/openid-connect/) - An authentication protocol that allows applications to verify the identity of users based on the authentication performed by an OpenID Connect provider. - [OpenID Connect Provider](https://www.ihrim.org/glossary/openid-connect-provider/) - A service or platform that implements the OpenID Connect protocol for user authentication and identity verification. - [Operating System](https://www.ihrim.org/glossary/operating-system/) - The software that tells a computer how to run its most basic functions and how to interpret user commands. For example; Windows is the operating system for PCs and Macintosh is the operating system for Apple Computers. In mobile devices, operating systems are most typically Android or, for Apple products, iOS. - [Operational Feasibility](https://www.ihrim.org/glossary/operational-feasibility/) - System feasibility assessment tool that focuses on how well the new system will fit within the organization including issues such as development schedule, extent of organizational change and user responses to the system. - [Operations and Maintenance](https://www.ihrim.org/glossary/operations-and-maintenance/) - Actions taken to incur the functionality and effectiveness of a system or any ongoing process once it’s put into use. Also a phase in the product lifecycle. - [Optical Character Recognition](https://www.ihrim.org/glossary/optical-character-recognition/) - The translation of images of handwritten or printed text into computer-editable text, usually by a scanner. Used most frequently in resume collection processes and systems. - [Outsourcing](https://www.ihrim.org/glossary/outsourcing/) - The practice of contracting with persons outside of your company for services. Services can be very broad such as the entire HR Function or more specific like benefits or payroll processing. - [Parallel Adoption](https://www.ihrim.org/glossary/parallel-adoption/) - A method of software migration that involves using the existing and new systems simultaneously until the implementation is judged to be complete and satisfactory. - [Parallel Processing](https://www.ihrim.org/glossary/parallel-processing/) - The execution of multiple tasks or operations simultaneously or in parallel, improving computational speed and efficiency. - [Parallel Testing](https://www.ihrim.org/glossary/parallel-testing/) - A method of testing where the old system and the new system are maintained simultaneously. The system results are compared to ensure that the new system is working properly. - [Mobile Technology](https://www.ihrim.org/glossary/mobile-technology/) - Technology that is portable. Examples of mobile devices include tablets, smartphones and e-readers. Data storage, processing and display technologies allow these devices to do many of things that had previously been done with the larger desktop computers. - [Model](https://www.ihrim.org/glossary/model/) - A graphical representation of a real-world event or process that needs to be communicated to all parties involved in system development to understand roles, steps, activities and outcomes associated with business events. - [Modular Scalability](https://www.ihrim.org/glossary/modular-scalability/) - The ability of a system or architecture to scale by adding or removing modular components or resources, enabling flexible and efficient resource allocation. - [Monolithic](https://www.ihrim.org/glossary/monolithic/) - Refers to a software architecture or system that is designed as a single, unified unit, with all components tightly integrated and dependent on each other. - [Multi-factor](https://www.ihrim.org/glossary/multi-factor/) - A security measure that requires multiple forms of identification Authentication (MFA) or verification, such as passwords, biometrics, or tokens. - [Multi-tenancy](https://www.ihrim.org/glossary/multi-tenancy/) - An architecture in which a single instance of a software application serves multiple customers. Each customer is called a tenant. Tenants may be given the ability to customize some parts of the application, such as color of the user interface (UI) or business rules, but they cannot customize the application's code. - [N-tier architectures](https://www.ihrim.org/glossary/n-tier-architectures/) - ‘n’ represents the number of tiers in the client-server architecture. These represent the software and hardware configuration in which databases and applications are distributed among many different computers around the world. - [Natural Language Processing](https://www.ihrim.org/glossary/natural-language-processing/) - The branch of AI that focuses on the interaction between computers and human language, enabling tasks such as language understanding and generation. - [Navigability](https://www.ihrim.org/glossary/navigability/) - The overall ease with which a user can move through the screens of an application or the pages of a website. - [Needs Assessment](https://www.ihrim.org/glossary/needs-assessment/) - Identifies gaps between current and desired results— not means—and places those in priority order to determine which needs have the highest priority. - [Net Present Value](https://www.ihrim.org/glossary/net-present-value/) - The difference between the present value of cash inflows and the present value of cash outflows. NPV is used in capital budgeting to analyze the profitability of an investment or project. - [Network Governance](https://www.ihrim.org/glossary/network-governance/) - The collective decision-making and rule-setting processes within a network or community. - [Network Scalability](https://www.ihrim.org/glossary/network-scalability/) - The ability of a network to handle increasing demands and growth without significant degradation in performance or quality of service. - [Node-RED](https://www.ihrim.org/glossary/node-red/) - An open-source flow-based programming tool that enables users to connect and orchestrate APIs, devices, and services. - [Non-fungible Token](https://www.ihrim.org/glossary/non-fungible-token/) - A type of digital asset that represents ownership or proof of authenticity of a unique item or piece of content, often used in art, collectibles, or gaming applications. - [OAuth2](https://www.ihrim.org/glossary/oauth2/) - An authorization framework that enables secure third-party access to resources or data, often used for granting permissions in web and mobile applications. - [Object Technology](https://www.ihrim.org/glossary/object-technology/) - The production of object-oriented software from re-usable parts and includes all of the tools, languages and processes needed to accomplish the end product. - [Object-Oriented Language](https://www.ihrim.org/glossary/object-oriented-language/) - A high-level computer programming language that implements objects and their associated procedures within the programming context to create software programs. Java is an example of object-oriented language. - [Logical Model](https://www.ihrim.org/glossary/logical-model/) - A model of the system that graphically illustrates what the system does independent of any technological architecture (hardware, software, and network). - [Low Code Platform](https://www.ihrim.org/glossary/low-code-platform/) - A software development platform that allows users to create applications with minimal coding or programming knowledge, using visual interfaces and pre-built components. - [Low Earth Orbit](https://www.ihrim.org/glossary/low-earth-orbit/) - The region of space within a few hundred kilometers above the Earth’s surface, where many satellites orbit. - [Machine Learning](https://www.ihrim.org/glossary/machine-learning/) - An application of artificial intelligence (AI) that provides systems the ability to automatically learn and improve from experience without being explicitly programmed. The basic premise of machine learning is to build algorithms that can receive input data and use statistical analysis to predict an output while updating outputs as new data becomes available. A branch of artificial intelligence that enables computers to learn and improve from experience without being explicitly programmed. - [Maintenance](https://www.ihrim.org/glossary/maintenance/) - The ongoing task of operating and maintaining a new system after the initial implementation including auditing, updating and upgrading. - [Managed Services](https://www.ihrim.org/glossary/managed-services/) - Many day-to-day business activities can be outsourced as a means of cutting costs and increasing overall efficiency within a company. Such a practice is known as using managed services. Human relations activities and information technology activities are two common areas of expertise often subjected to this practice. - [Management Reporting Systems](https://www.ihrim.org/glossary/management-reporting-systems/) - Software that 1) focuses on information aimed at middle managers; 2) integrates transaction processing data by business function such as sales, finance and human resources and 3) provides reporting of summarized data. - [Manager Self-Service](https://www.ihrim.org/glossary/manager-self-service/) - A secure Web-based system that provides managers with a single access point to the data and information they need to make decisions quickly and effectively. Promotions, job requisitions, employee leave requests and salary changes are all examples of the types of tasks that can be done via MSS. - [Mass Changes](https://www.ihrim.org/glossary/mass-changes/) - Changes that affect a large portion of the employee population (e.g. a company name change might affect each employee's record). - [Mesh Networks](https://www.ihrim.org/glossary/mesh-networks/) - Networks in which devices or nodes are interconnected directly with each other, allowing data and information to flow between them without relying on a central infrastructure. - [Metadata](https://www.ihrim.org/glossary/metadata/) - Literally, "data about data.” Metadata describes how and when and by whom a particular set of data was collected, and how the data is formatted. Metadata is essential for understanding information stored in data warehouses. Information about a component or a model and describes the business rules of the data: That is, how the data is going to be used. - [Method](https://www.ihrim.org/glossary/method/) - A description of what happens, or is carried out, by an object in response to a message. It is also referred to as an operation or service. - [Methodology](https://www.ihrim.org/glossary/methodology/) - A systematic way of doing things. It usually refers to the organized approach taken to project management and the sequential steps that need to be carried out and a description of the project deliverables. - [Metrics](https://www.ihrim.org/glossary/metrics/) - A measurement based on HR data that is an indicator of company performance or workforce characteristic. - [Microservices Architecture](https://www.ihrim.org/glossary/microservices-architecture/) - An architectural style that structures an application as a collection of loosely coupled and independently deployable services. - [Microsoft Azure](https://www.ihrim.org/glossary/microsoft-azure/) - Microsoft’s cloud computing platform that offers a range of services and tools for building, deploying, and managing applications and services in the cloud. - [Middleware](https://www.ihrim.org/glossary/middleware/) - Software that acts as a bridge or intermediary between different applications, systems, or components, facilitating communication and data exchange. - [Mobile App](https://www.ihrim.org/glossary/mobile-app/) - A software application developed specifically for use on small, wireless computing devices (mobile devices). Mobile apps are designed with consideration for the demands and constraints of the devices and also to take advantage of any specialized capabilities they have. - [Internet of Things and People](https://www.ihrim.org/glossary/internet-of-things-and-people/) - The network of interconnected physical devices, objects embedded with sensors, software, and technology-augmented people with connectivity that enables them to collect, exchange, and process data. - [Internet Protocol](https://www.ihrim.org/glossary/internet-protocol/) - The protocol suite within TCP/IP for data packet segmentation. - [Interoperability](https://www.ihrim.org/glossary/interoperability/) - The ability of different systems, technologies, or software applications to seamlessly communicate, exchange data, and work together effectively. - [Intranet](https://www.ihrim.org/glossary/intranet/) - A private computer network that uses Internet technologies to securely share any part of an organization's information or operational systems with its employees. The data on an intranet is behind the company’s firewall, meaning that it cannot be accessed by individuals or other computers that are not part of the organization. Sometimes the term refers only to the organization's internal website, but often it is a more extensive part of the organization's computer infrastructure and private websites are an important component and focal point of internal communication and collaboration. - [IOTA](https://www.ihrim.org/glossary/iota/) - A distributed ledger technology and cryptocurrency designed for the Internet of Things (IoT), providing secure and feeless transactions between connected devices. - [Java](https://www.ihrim.org/glossary/java/) - A programming language used for building Web based applications. - [Key Performance Indicators](https://www.ihrim.org/glossary/key-performance-indicators/) - Tasks that are central to the success of a business and show, when measured, whether the business is advancing toward its strategic goals. - [Knowledge Management](https://www.ihrim.org/glossary/knowledge-management/) - The process of finding, selecting and organizing the 'intellectual capital' of a company; whether that is files in a database, or the information lodged in each employee’s brain; and then presenting that knowledge in a way that helps employees understand and act on that information. - [Latency](https://www.ihrim.org/glossary/latency/) - The delay or time lag between the sending and receiving of data or information in a network or system. - [Learning Management System](https://www.ihrim.org/glossary/learning-management-system/) - A software application that allows the creation delivery and management of learning and training resources and content. - [Legacy System](https://www.ihrim.org/glossary/legacy-system/) - A legacy system, in the context of computing, refers to outdated computer systems, programming languages or application software that is used instead of available upgraded versions. The term used to describe an old system that has been replaced by something more suitable to the current operation, but still holds data that is needed. The term usually refers to mainframe applications, although difficult to maintain, they may be too important to discard. - [Lifecycle Management](https://www.ihrim.org/glossary/lifecycle-management/) - Covers the processes of managing a software application from implementation through testing, deployment, support, upgrading and ultimately retirement. Additionally, archiving of data is also considered to be part of lifecycle management. - [Live Date](https://www.ihrim.org/glossary/live-date/) - The date the system has been fully tested and is put into production or implemented for actual use by all end users. - [Load Balancing](https://www.ihrim.org/glossary/load-balancing/) - A technique in computer networking to spread work between computers, network links or CPU’s in order to get optimal resource utilization from the network. - [Local Area Network](https://www.ihrim.org/glossary/local-area-network/) - A computer network that spans a relatively small area and connects workstations and personal computers. Most LANs are confined to a single building or a group of buildings. However, one LAN can be connected to other LANs over any distance via telephone lines and radio waves. - [Localization](https://www.ihrim.org/glossary/localization/) - The process of customizing your application for a given culture and locale. Services offered by the software provider that cover the creation and maintenance of local legal requirements as well as the delivery of updates to the solution on a regular basis. - [Logical Design](https://www.ihrim.org/glossary/logical-design/) - A phase in the system development lifecycle (SDLC) in which a new system is designed without regard to the technology in which it will be implemented. - [Information Privacy](https://www.ihrim.org/glossary/information-privacy/) - Keeping private the personally identifiable information that is collected in HR systems. - [Information Security](https://www.ihrim.org/glossary/information-security/) - Ensures confidentiality, integrity and availability of information. - [Infrastructure](https://www.ihrim.org/glossary/infrastructure/) - The generic term to include all application software, operating systems, network communications and database management systems with an organization. - [Infrastructure as a Service](https://www.ihrim.org/glossary/infrastructure-as-a-service/) - A form of cloud computing that provides virtualized computing resources over the internet. In an IaaS model, a cloud provider hosts the infrastructure components traditionally present in an on-premises data center, including servers, storage and networking hardware, as well as the virtualization or hypervisor layer. - [Integrated Software Package](https://www.ihrim.org/glossary/integrated-software-package/) - Software that combines several application processes into one and typically shares common data elements across processes without the need for interfaces. For example, an integrated HRMS would have the core HR processes and data along with one or more talent management processes and the employee data would be shared among each application process without the need to transfer data between components of the software. - [Integration](https://www.ihrim.org/glossary/integration/) - A process concerned with joining different subsystems or components as one large system. In HR, integration allows organizations to combine the various applications relating to the management of their workforce and their core business so they work effectively together for the best results. The term that describes what happens when two applications are able to communicate with each other and exchange information. - [Integration Patterns](https://www.ihrim.org/glossary/integration-patterns/) - Standardized approaches or models for connecting, integrating, and communicating between different software applications or systems. - [Integration Testing](https://www.ihrim.org/glossary/integration-testing/) - Testing of combined units of code that are executed together as a single process. Testing that is conducted to make sure that individual programs run properly within an end to end process often spanning across multiple systems. - [Intellectual Capital](https://www.ihrim.org/glossary/intellectual-capital/) - The knowledge assets within a company about the company and its processes. This includes information in company databases and individual employee knowledge. - [Intellectual Property](https://www.ihrim.org/glossary/intellectual-property/) - Legal rights and protections for creations of the mind, such as inventions, designs, or artistic works. - [Inter-Blockchain Communication](https://www.ihrim.org/glossary/inter-blockchain-communication/) - A protocol that enables communication and interoperability between different blockchain networks. - [Interaction](https://www.ihrim.org/glossary/interaction/) - The act of two entities communicating or establishing contact with each other for the purpose of achieving a common goal. - [Interactive Voice Response system](https://www.ihrim.org/glossary/interactive-voice-response-system/) - A system that consists of telephony equipment, software application(s), a database and a supporting infrastructure that is used for information collection using voice or the telephone key pad on the phone. - [Interchangeable](https://www.ihrim.org/glossary/interchangeable/) - The ability to substitute one component set, or singular object, with another without disturbing the operation of all other components. - [Interface](https://www.ihrim.org/glossary/interface/) - A program used to provide an automated link between the HRMS and other programs or third party entities that require use of the data for various processes (general ledger interface, payroll system interface, medical insurance, 401k administration, etc.). Internal interfaces connect systems and entities within the company (departments, buildings, plants, other functional systems). External Interfaces connect the system with outside entities (banks, health care providers, vendors, customers). A description of what a component does to communicate with another component using an established communication mechanism. The details are usually published externally so that developers know what is needed in order to achieve a connection. - [Intermediaries](https://www.ihrim.org/glossary/intermediaries/) - Entities or individuals that facilitate transactions or interactions between parties, often acting as intermediaries or middlemen. - [Internal Rate of Return](https://www.ihrim.org/glossary/internal-rate-of-return/) - A capital budgeting metric that is the annualized effective compounded return rate that can be earned on an investment. It is an indicator of the efficiency of an investment. - [Internet of Things](https://www.ihrim.org/glossary/internet-of-things/) - The network of interconnected physical devices and objects embedded with sensors, software, and connectivity that enables them to collect and exchange data. - [Human Resource Data Platform Standard](https://www.ihrim.org/glossary/human-resource-data-platform-standard/) - A draft standard to enable the interchangeability of HR component products, using a plug and play operation. It is a blueprint for Human Resource software developers, and a framework for buyers and sellers of software products. It defines component classes and subclasses (according to HR business function and processes), object naming and database structure. - [Human Resource Information System](https://www.ihrim.org/glossary/human-resource-information-system/) - The system or systems used to collect, store, maintain and retrieve information needed to manage human resources. An HRIS may include only basic employee information or information needed for all of the human resource functions (e.g. benefits, compensation, payroll, etc.). NOTE: This is also used to refer to the department that manages the Human Resourcetechnology for an organization. The collection of software components and other technology that go to make up a system to collect and process data about people within an organization. The boundaries vary according to what organizations perceive as belonging to the system and sometimes includes hardware and network. Usually it is transactional software components (to create, read, update and delete data), reporting facilities and web browsers for workflow and self-service applications. - [Human Resource Information Technology](https://www.ihrim.org/glossary/human-resource-information-technology/) - A common name for the department that manages the Human Resources systems for an organization. - [Human Resource Management (HRM)](https://www.ihrim.org/glossary/human-resource-management-hrm/) - The act of managing people during their employment life cycle. The management process may be carried out by any member of an organization that has direct control over employee activities or staff involved in recruiting, training or planning roles. - [Human Resource Outsourcing](https://www.ihrim.org/glossary/human-resource-outsourcing/) - The process of sub-contracting some of all of an organization’s Human Resources processes or activities. A third-party vendor will typically take responsibility for some or all of the HR systems and administrative processes. - [Human Resources Management System](https://www.ihrim.org/glossary/human-resources-management-system/) - The system used to collect, store, maintain and retrieve information needed to manage human resources. - [Hyperledger Fabric](https://www.ihrim.org/glossary/hyperledger-fabric/) - An open source blockchain framework and implementation designed for enterprise use cases, providing privacy, scalability, and permissioned network capabilities. - [Hypertext Markup Language](https://www.ihrim.org/glossary/hypertext-markup-language/) - A standardized authoring language that is used to tag text files to achieve unique fonts, colors, and otherformatting of documents on the Web. - [Identity Token](https://www.ihrim.org/glossary/identity-token/) - A token that contains identity-related information, often used for authentication and authorization purposes. - [Identity Wallets](https://www.ihrim.org/glossary/identity-wallets/) - Digital wallets or applications that securely store and manage an individual’s digital identities, credentials, and personal data. Immutable Refers to data or records that cannot be changed, altered, or deleted once they are created or stored. - [Implementation](https://www.ihrim.org/glossary/implementation/) - The structured process of integrating an application into workforce processes. It includes the installation, configuration and data population and testing of an information technology system. Putting in place a collection of components and objects to perform that function they were designed to do. - [In-House Processing/Administration](https://www.ihrim.org/glossary/in-house-processing-administration/) - The administrative processing that is performed within the corporation by the corporations’ employees not a third party administrator. The processing may be manual or automated using software programs. - [Information](https://www.ihrim.org/glossary/information/) - The by-product of having data in an HR System. Data is gathered and reviewed providing information for decision making. - [Information Integrity](https://www.ihrim.org/glossary/information-integrity/) - The process that ensures the data in the system must be created, modified or deleted by an authorized user. - [Holoport™](https://www.ihrim.org/glossary/holoport/) - A device that acts as a personal hosting infrastructure on the Holo network, allowing individuals to participate in the hosting and distribution of hApps and earn cryptocurrency rewards. - [Homomorphic Encryption](https://www.ihrim.org/glossary/homomorphic-encryption/) - A cryptographic technique that enables computations on encrypted data without decrypting it, preserving data privacy and security. - [Hosted Software](https://www.ihrim.org/glossary/hosted-software/) - Software that is installed, hosted and accessed entirely from a remote server or location. Hosted software is hosted and managed by the software manufacturer or a third-party vendor. Users can access it globally through the Internet. - [HR Blockchain Data Standard](https://www.ihrim.org/glossary/hr-blockchain-data-standard/) - A standardized format or schema for representing HR-related data on blockchain platforms, ensuring interoperability and consistency of HR data across systems. - [HR Data Platform Standard](https://www.ihrim.org/glossary/hr-data-platform-standard/) - A standardized framework or specification for HR data platforms, enabling interoperability and seamless integration of HR systems and applications. - [HR Open Standards Consortium](https://www.ihrim.org/glossary/hr-open-standards-consortium/) - An industry consortium that develops and promotes open standards for the exchange and integration of HR-related data and systems. - [HR Technology](https://www.ihrim.org/glossary/hr-technology/) - Technology solutions and software applications specifically designed to support and automate various HR functions and processes. - [HRIP™](https://www.ihrim.org/glossary/hrip/) - Certification for Human Resource Information Professional - [Human Capital Management](https://www.ihrim.org/glossary/human-capital-management/) - Human capital management (HCM) is the comprehensive set of practices for recruiting, managing, developing and optimizing the human resources of an organization. - [Human Capital Management Software](https://www.ihrim.org/glossary/human-capital-management-software/) - The software applications that are intended to help an organization manage and maintain its workforce. Generally speaking, human capital management software is considered to be enterprise class software that can scale up and automate processes like payroll, performance reviews, recruiting and training. - [Gamification](https://www.ihrim.org/glossary/gamification/) - In an employment or HR context, gamification refers to a process of making systems, processes or other employment related activities more enjoyable and motivating through game design elements. - [Gantt Chart](https://www.ihrim.org/glossary/gantt-chart/) - A bar chart that is used to illustrate a project schedule. It provides a graphical representation of the duration of tasks against the progression of time in a project. - [Gap Analysis](https://www.ihrim.org/glossary/gap-analysis/) - The difference between the current state and the desired future state. Gap analysis consists of listing the characteristics of the present situation ("what is"), listing the future state ("what should be"), and identifying the gaps that exist and need to be filled. - [General Data Protection Regulation](https://www.ihrim.org/glossary/general-data-protection-regulation/) - European Union (EU) law that sets guidelines for the collection and processing of personal information of individuals within the EU. Under the terms of GDPR, organizations have to ensure that personal data is gathered legally and under strict conditions. It applies to any employer that processes and holds personal data for employees residing in the EU, even if the company is not based in Europe. It also applies to any third-party vendor that is contracted to process employee personal data. A European Union regulation that sets out rules and guidelines for the protection of personal data and privacy rights of individuals. - [Generative Adversarial Network](https://www.ihrim.org/glossary/generative-adversarial-network/) - A type of AI model that consists of two neural networks—a generator and a discriminator—that compete against each other to improve the quality and realism of generated content. - [Generative AI](https://www.ihrim.org/glossary/generative-ai/) - Artificial intelligence techniques that enable the creation of new content or data based on existing patterns and examples. - [Generative Pre-trained Transformer](https://www.ihrim.org/glossary/generative-pre-trained-transformer/) - A type of deep learning model that uses a transformer architecture, pretrained on large data sets of unlabelled text, able to generate novel human-like content. - [GitHub repository](https://www.ihrim.org/glossary/github-repository/) - An online storage space that hosts and manages source code, allowing collaboration and version control. - [Globalization](https://www.ihrim.org/glossary/globalization/) - The process of designing and developing applications that function across multiple countries. - [Governance Model](https://www.ihrim.org/glossary/governance-model/) - A framework or set of rules that defines how an organization or network is structured, operates, and makes decisions. - [Graphical User Interface](https://www.ihrim.org/glossary/graphical-user-interface/) - An interface through which a user interacts with electronic devices such as computers, hand-held devices and other appliances. This interface uses icons, menus and other visual indicator (graphics) representations to display information and related user controls, unlike text-based interfaces, where data and commands are in text. - [Hardware Tokens](https://www.ihrim.org/glossary/hardware-tokens/) - Physical devices or tokens used for authentication or identity verification, often incorporating cryptographic elements for enhanced security. - [Hash Functions](https://www.ihrim.org/glossary/hash-functions/) - Algorithms that transform data into a fixed-length string of characters, often used for data integrity checks and digital signatures. - [Hashgraph](https://www.ihrim.org/glossary/hashgraph/) - A distributed ledger technology that uses a directed acyclic graph (DAG) data structure and consensus algorithm to achieve high throughput, fairness, and security. - [Hashing](https://www.ihrim.org/glossary/hashing/) - The process of applying a hash function to data to generate a fixed-length hash value or digest. - [Health Insurance Portability and Accountability Act](https://www.ihrim.org/glossary/health-insurance-portability-and-accountability-act/) - A US law designed to provide privacy standards to protect patients' medical records and other health information provided to health plans, doctors, hospitals and other health care providers. The HIPAA Privacy regulations require health care providers and organizations, as well as their business associates, to develop and follow procedures that ensure the confidentiality and security of protected health information (PHI) when it is transferred, received, handled, or shared. This applies to all forms of PHI, including paper and electronic. - [Hierarchical Access](https://www.ihrim.org/glossary/hierarchical-access/) - A set of access rules that provide a differential security for employees at different levels or roles in the organization. Critical for managing the security for manger self service and workflow. - [Event-Driven Architectures](https://www.ihrim.org/glossary/event-driven-architectures/) - Architectural patterns and designs that emphasize the flow and processing of events or messages between components or services, enabling loosely coupled and scalable systems. - [Exception Report](https://www.ihrim.org/glossary/exception-report/) - A type of summary report that identifies any events that are outside the scope of what is considered a normal range. This report is essential in project management as it documents what went wrong and can be used as part of a “lessons learned” for the next project. - [Extensible Markup Language (XML)](https://www.ihrim.org/glossary/extensible-markup-language-xml/) - An authoring language used by organizations to design the appearance of and relationship between data. XML is information wrapped in data tags. A program must be written to use the data. The way XML is constructed, older versions of an application can still work. Therefore XML makes it easier to expand or upgrade operating systems. - [Extranet](https://www.ihrim.org/glossary/extranet/) - The extension of a company's intranet out onto the Internet, most often to allow selected customers, suppliers and mobile workers to access the company's private data and applications via the Web. Portions of an ESS solution are sometimes run on an Extranet, allowing separated and retired employees to access benefits data that may apply to them after termination of employment. - [Fault Tolerance](https://www.ihrim.org/glossary/fault-tolerance/) - The ability of a system or network to continue operating and providing services even in the presence of hardware or software failures or disruptions. - [Feedback Loop](https://www.ihrim.org/glossary/feedback-loop/) - A system for improving a product, process, etc. by collecting and reacting to users' comments. - [Field Level Security](https://www.ihrim.org/glossary/field-level-security/) - Field level security settings let administrators restrict users’ access to view and edit specific fields on views, pages, reports, portals, etc. - [File Transfer Protocol](https://www.ihrim.org/glossary/file-transfer-protocol/) - A client/server standard used to transfer files between computers over the Internet using control and data channels. More modern and secure methods of transferring data are SFTP (using a secure channel between computer systems); HTTPS (adds an added layer of encryption); AS2 (generates an envelope for the data with digital certifications and encryption); MFT (providing extensive security that meets security policies for HIPAA, PCI (Payment Card Industry), etc.). Additionally, cloud storage rooms like Dropbox and Virtual Data Rooms may also be used to share data. - [Firewall](https://www.ihrim.org/glossary/firewall/) - The layer of security between the intranet of a company and the Internet. Firewalls are used to protect the company intranet from harmful and malicious intruders like virus and hackers. - [Fishbone Diagram](https://www.ihrim.org/glossary/fishbone-diagram/) - A fishbone diagram, also called a cause and effect diagram or Ishikawa diagram, is a visualization tool for categorizing the potential causes of a problem in order to identify its root causes. A fishbone diagram is useful in brainstorming sessions to focus conversation. - [Flow Chart](https://www.ihrim.org/glossary/flow-chart/) - Simple diagrams that map out a process, so that you can easily communicate it to other people. You can also use them to define and analyze a process, build a step-by-step picture of it, and define, standardize or improve it. - [Foreign Key](https://www.ihrim.org/glossary/foreign-key/) - It represents the primary key from one table that is stored as an attribute in another table. It is used as a common key in both tables to form relationships for the data in the two tables. - [Framework](https://www.ihrim.org/glossary/framework/) - A skeletal structure of components and objects and provides plug-in points and sockets for integration and interchangeability. - [Full-Time Equivalent](https://www.ihrim.org/glossary/full-time-equivalent/) - This is a way to measure worked time as a fraction of a full time worker. An FTE of 1.0 means that the person is equivalent to a full-time worker, while an FTE of 0.5 signals that the worker is only half-time. - [Functional Decomposition](https://www.ihrim.org/glossary/functional-decomposition/) - A technique that involves analyzing a working system and then breaking it down into separate and discrete objects. - [Functional Requirements Specification](https://www.ihrim.org/glossary/functional-requirements-specification/) - The document that describes the functional features needed in a software product. The document usually results from a study of users requirements. - [Functionality](https://www.ihrim.org/glossary/functionality/) - The collective term describing what a system does: That is, the different types of functions a component is expected to perform as part of a business operation, such as create, update, manipulate, report or delete data. - [Employee Engagement](https://www.ihrim.org/glossary/employee-engagement/) - Employee engagement, also called worker engagement, is a business management concept. An “engaged employee” is one who is fully involved in, and enthusiastic about their work, and thus will act in a way that furthers their organization’s interests. - [Employee Self-Service](https://www.ihrim.org/glossary/employee-self-service/) - Employee self-service allows an employee to handle many job-related tasks (such as applications for reimbursement, updates to personal information, and access to company information) over the company's intranet or portal, via mobile device, or through specialized kiosks, and may be confined to a company's private network or may be part of a Web self-service solution. ESS software is available as a stand-alone product or as a component of some larger application, such as an enterprise resource planning (ERP) product. - [Encryption](https://www.ihrim.org/glossary/encryption/) - The process of using an algorithm to transform information to make it unreadable for unauthorized users. The process of converting plaintext into ciphertext using cryptographic algorithms to protect data confidentiality and integrity. - [Energy Management Platforms](https://www.ihrim.org/glossary/energy-management-platforms/) - Platforms or systems that enable the monitoring, control, and optimization of energy usage and resources. - [Energy Trading Platforms](https://www.ihrim.org/glossary/energy-trading-platforms/) - Digital platforms that facilitate the buying and selling of energy resources, enabling more efficient and transparent energy markets. - [Enhancement](https://www.ihrim.org/glossary/enhancement/) - Any improvement made to a software package or hardware device. - [Enterprise Application Integration](https://www.ihrim.org/glossary/enterprise-application-integration/) - A term for the plans, methods, and tools aimed at modernizing, consolidating, and coordinating separate and distinct software applications in an enterprise. Used to describe a way an organization’s principal software products integrate and communicate with each other. - [Enterprise Application Suite](https://www.ihrim.org/glossary/enterprise-application-suite/) - A software system that facilitates the flow of your businesses information by pulling business information together and making it quickly and easily accessible to those who need it. It integrates all facets of the business such as Human Resources, Finance, Procurement, Manufacturing, document management and customer relationship management. - [Enterprise Architecture](https://www.ihrim.org/glossary/enterprise-architecture/) - Refers to the structured way in which an organization’s software applications are arranged. - [Enterprise Resource Planning](https://www.ihrim.org/glossary/enterprise-resource-planning/) - A collection of software programs that is typically tightly integrated, which ties together all of an enterprise's various functions - HR, finance, manufacturing, sales, etc. This software also provides for the analysis of this data to plan production, forecast sales, analyze quality, and so on. - [Enterprise Service Buses](https://www.ihrim.org/glossary/enterprise-service-buses/) - Middleware tools or platforms that facilitate communication, integration, and interaction between different enterprise applications and systems. - [Entity](https://www.ihrim.org/glossary/entity/) - Any singular, identifiable and separate object. The term is used in a number of programming languages/concepts, database management and systems design. In relation to a database, an entity is a single person, place, or thing about which data can be stored. In data modeling (a first step in the creation of a database), an entity is some unit of data that can be classified and have stated relationships to other entities. - [Entity-Attribute-Value](https://www.ihrim.org/glossary/entity-attribute-value/) - A data model that represents data as a collection of entities, their attributes, and corresponding values. - [Environmental, Social, and Governance](https://www.ihrim.org/glossary/environmental-social-and-governance/) - A framework for evaluating and measuring the sustainability and societal impact of an organization’s practices and operations. - [Ethereum](https://www.ihrim.org/glossary/ethereum/) - A decentralized, open source blockchain platform that supports the creation and execution of smart contracts and decentralized applications (dApps). - [Ethernet](https://www.ihrim.org/glossary/ethernet/) - A system that connects computer systems. The family of frame-based computer networking technologies for local area networks (LANs). - [Ethical Considerations](https://www.ihrim.org/glossary/ethical-considerations/) - The ethical principles and considerations that guide the development, deployment, and use of technology, ensuring responsible and ethical practices in Web3 applications and systems. - [Disaster Recovery](https://www.ihrim.org/glossary/disaster-recovery/) - Disaster recovery deals with protecting an organization from the effects of significant negative events, events that put an organization’s operations at risk such as cyber attacks and equipment failures, or hurricanes, earthquakes and other natural disasters. A disaster recovery plan (DRP) documents policies, procedures and actions to limit the disruption to an organization in the wake of a disaster. - [Distance Learning](https://www.ihrim.org/glossary/distance-learning/) - Educational programs using instruction via video or audio tapes, computers etc. instead of attending a class in one centralized location. - [Distributed Component](https://www.ihrim.org/glossary/distributed-component/) - A component that exists somewhere in an organization's network outside the central repository. - [Distributed Computing Environment](https://www.ihrim.org/glossary/distributed-computing-environment/) - The interoperability and portability standard developed by the Open Software Foundation (OSF) group. - [Distributed Ledger Technology](https://www.ihrim.org/glossary/distributed-ledger-technology/) - The broader term for technologies like blockchain and HolochainTM that enable decentralized and distributed ledgers. - [Distributed Network Application](https://www.ihrim.org/glossary/distributed-network-application/) - The core unit of an application built on the HolochainTM framework, containing the application’s logic and data. - [Distributed Objects](https://www.ihrim.org/glossary/distributed-objects/) - An architecture that describes the location of objects in multiple repositories on multiple servers. - [Distributed Storage](https://www.ihrim.org/glossary/distributed-storage/) - The storage of data across multiple devices or nodes in a network, enhancing data availability, redundancy, and fault tolerance. - [Diversity-Equity-Inclusion](https://www.ihrim.org/glossary/diversity-equity-inclusion/) - Organizational frameworks which seek to promote the fair treatment and full participation of all people, particularly groups who have historically been underrepresented or subject to discrimination on the basis of identity or disability. - [Document Management](https://www.ihrim.org/glossary/document-management/) - The system of creating, sharing, organizing and storing documents within an organization. The use of a computer system and software to store, manage and track electronic documents. Whether it's self-hosted or cloud-based, document management software can be used to help facilitate the document-management process. Often referred to as Document Management Systems (DMS). - [Domain](https://www.ihrim.org/glossary/domain/) - Used in conjunction with enterprise architecture to describe a collection of objects belonging to a specific business sector, such as Finance, HR Management, etc. - [Download](https://www.ihrim.org/glossary/download/) - To receive files or data from one computer to another. The opposite would be to upload which would be to send or transmit files or data from one computer to another. - [Drill Down](https://www.ihrim.org/glossary/drill-down/) - The process of viewing data from a summary level to a more detailed level. To drill down through a series of folders, for example, on a desktop means to go through the hierarchy of folders to find a specific file or to click through drop-down menus in a graphical user interface (GUI). To drill down through a database is to access information by starting with a general category and moving through the hierarchy of field to file to record. - [Dynamic Resource](https://www.ihrim.org/glossary/dynamic-resource/) - The process of dynamically assigning and reallocating allocation computational resources, such as processing power or storage, based on the changing needs and demands of an application or system. - [e-Business](https://www.ihrim.org/glossary/e-business/) - A way of conducting business electronically, over the Internet, leveraging technology initiatives such as e- commerce, electronic data interchange (EDI), and electronic funds transfer (EFT). Electronic storefronts, self-service Web applications, and Web-based supply chain integration are a few examples of new e-business opportunities. - [e-Learning](https://www.ihrim.org/glossary/e-learning/) - A type of education where students work on their own using electronic course materials. Commonly delivered through self paced online courses, instructor led Web conferencing or videos. - [e-Recruiting](https://www.ihrim.org/glossary/e-recruiting/) - The use of the Internet and Web software applications for attracting job seekers and collecting applications and resumes from job candidates. - [Ecosystem](https://www.ihrim.org/glossary/ecosystem/) - A metaphor describing the way different entities interact in a component-based computing environment, in the same way a biological community of organisms interact in their physical environment/A community or network of interconnected entities, technologies, and stakeholders that collaborate and interact within a specific domain or industry. - [Edge Computing](https://www.ihrim.org/glossary/edge-computing/) - A computing paradigm that brings computation and data storage closer to the edge of the network, reducing latency and improving performance for edge devices. - [Electronic data processing](https://www.ihrim.org/glossary/electronic-data-processing/) - The automation of business processes to perform routine, standardized sets of transactional activities. - [decentralized applications](https://www.ihrim.org/glossary/decentralized-applications/) - decentralized applications - [Decentralized Autonomous Organization](https://www.ihrim.org/glossary/decentralized-autonomous-organization/) - An organization governed by smart contracts and decentralized decision-making, operating autonomously on a blockchain or distributed ledger. - [Decentralized Identifiers](https://www.ihrim.org/glossary/decentralized-identifiers/) - Unique identifiers that are globally unique, persistent, and under the control of the entity or individual to whom they are assigned, enabling self-sovereign identity. - [Decentralized Identity](https://www.ihrim.org/glossary/decentralized-identity/) - A self-sovereign and user-centric identity model that enables individuals to own and control their digital identities and personal data. - [Decentralized Identity Foundation](https://www.ihrim.org/glossary/decentralized-identity-foundation/) - Decentralized Identity Foundation (DIF): An organization focused on advancing open standards and technologies for decentralized identity management. - [Decentralized Identity Management](https://www.ihrim.org/glossary/decentralized-identity-management/) - The management and control of digital identities in a decentralized and user-centric manner, giving individuals greater control over their own identity and personal data. - [Decentralized Ledger](https://www.ihrim.org/glossary/decentralized-ledger/) - A distributed ledger that is maintained and updated by multiple participants or nodes in a decentralized network, providing transparency and security. - [Decentralized Public Key Infrastructure](https://www.ihrim.org/glossary/decentralized-public-key-infrastructure/) - A system that enables the distribution, validation, and management of digital certificates and public keys without relying on a central authority. - [Decision Drivers](https://www.ihrim.org/glossary/decision-drivers/) - Key software evaluation criteria that influence an organization’s software decision. - [Decision Support](https://www.ihrim.org/glossary/decision-support/) - Typically refers to the tools that are used to access the data mart or data warehouse for the purposes of gathering information on which business decisions will be made. The tools allow for very specific and targeted access by line of business or process to provide the information needed by business decision makers. - [Decision Support System (DSS)](https://www.ihrim.org/glossary/decision-support-system-dss/) - Database(s), warehouse(s), and/or mart(s) in conjunction with reporting and analysis software optimized to support timely business decision-making. - [Declarative Configuration](https://www.ihrim.org/glossary/declarative-configuration/) - An approach to system configuration where desired outcomes and properties are specified, allowing the system to automatically determine and apply the necessary configuration changes. - [Decryption Key](https://www.ihrim.org/glossary/decryption-key/) - A cryptographic key used to convert encrypted data back into its original, readable form. - [Deep Learning](https://www.ihrim.org/glossary/deep-learning/) - A subset of machine learning that utilizes neural networks with multiple layers to analyze and learn from complex patterns and data. - [Defense Advanced Research Projects Agency](https://www.ihrim.org/glossary/defense-advanced-research-projects-agency/) - An agency of the United States Department of Defense that funds research and development projects for emerging technologies and innovations. - [Delivery Model](https://www.ihrim.org/glossary/delivery-model/) - The approach taken to “deliver” enterprise software. It is usually used when referring to a software application. There are three primary delivery models for enterprise software: (1) licensed on-premise model in which a customer purchases software and owns it; (2) SaaS or “Software as a Service” model in which the customer “rents” the software, and the supplier runs and updates the software, providing the software as a service offering rather than as a product; and, (3) hosted model in which a customer purchases or leases the software, and a third party runs the software for that customer. Many customers use a “hybrid” approach, a combination of on-premise solutions and cloud or SaaS. - [Digital Identity](https://www.ihrim.org/glossary/digital-identity/) - The online representation of an individual or entity, including their attributes, credentials, and permissions. - [Data Management](https://www.ihrim.org/glossary/data-management/) - The way organizations manage data. It includes data architecture, quality, storage and access to accurate data when and where it is needed. - [Data Migration](https://www.ihrim.org/glossary/data-migration/) - The process of transferring data from one source to another. - [Data Mining](https://www.ihrim.org/glossary/data-mining/) - Process that finds relationships and patterns within a large amount of data stored in a database. The process uses tools based on algorithms to sift through mounds of data to find relationships. - [Data Model](https://www.ihrim.org/glossary/data-model/) - A representation of the data structures in a table for a company’s database and is a very powerful expression of the company's business requirements. This data model is the guide used by functional and technical analysts in the design and implementation of a database. - [Data Partitioning](https://www.ihrim.org/glossary/data-partitioning/) - The technique of dividing large datasets into smaller, more manageable partitions or subsets for improved performance and scalability. - [Data Portability](https://www.ihrim.org/glossary/data-portability/) - The ability for individuals to move their personal data between different systems or platforms while maintaining its integrity and usability. - [Data Privacy](https://www.ihrim.org/glossary/data-privacy/) - Governs how the data is collected, shared and used. It deals with the ability and legality an organization or individual has to determine what data in a computer system can be shared with third parties, both internally and externally, if data can legally be collected or stored, and regulatory restrictions such as GDPR and HIPAA. - [Data Quality](https://www.ihrim.org/glossary/data-quality/) - Data quality assurance involves creating a process to ensure the accuracy, timeliness, completeness, reliability and consistency of the data. - [Data Redundancy](https://www.ihrim.org/glossary/data-redundancy/) - The duplication of data or resources within a system or network to ensure fault tolerance, data availability, and disaster recovery. Data Sovereignty The concept that individuals or organizations have ownership and control over their own data, including where it is stored and how it is used. - [Data Security](https://www.ihrim.org/glossary/data-security/) - Protective measures aimed at preventing unauthorized access to computers, databases and websites. Data security also protects data from corruption. Examples of data security technologies include data masking, data erasure and encryption. - [Data Store](https://www.ihrim.org/glossary/data-store/) - A repository for persistently storing collections of data, such as a database, a file system or a directory. - [Data Synchronization](https://www.ihrim.org/glossary/data-synchronization/) - The process of maintaining consistency and coherence among different copies or versions of data across multiple systems or devices. - [Data Type](https://www.ihrim.org/glossary/data-type/) - An attribute that tells what kind of data that value can have. Examples of data types are: integer, floating point unit number, character, string, and pointer. The fields within a database often require a specific type of data to be input. - [Data Warehouse](https://www.ihrim.org/glossary/data-warehouse/) - The combining of many different databases across an entire enterprise. It is A collection of data designed to support management decision-making. Data warehouses contain a wide variety of data that present a coherent picture of business conditions at a single point in time. Development of a data warehouse includes development of systems to extract data from operating systems plus installation of a warehouse database system that provides managers flexible access to the data. - [Database](https://www.ihrim.org/glossary/database/) - A set of data. A permanent, self descriptive store of interrelated data items arranged in a logical way that can be accessed by various computer programs. - [Database Management System](https://www.ihrim.org/glossary/database-management-system/) - A set of software applications combined with a database whose main functions are to create the database; insert; read; update and delete database data; maintain data integrity and security and prevent data from being lost by providing backup and recovery capabilities. - [Datamart](https://www.ihrim.org/glossary/datamart/) - A database, or collection of databases, designed to help managers make strategic decisions about their business. Whereas a data warehouse combines databases across an entire enterprise, data marts are usually smaller and focus on a particular subject or department. Some data marts, called dependent data marts, are subsets of larger data warehouses. - [De Facto Standard](https://www.ihrim.org/glossary/de-facto-standard/) - A standard that may not be recognized by an official standards body but is in fact a standard to all who choose to comply with it. - [De Jure Standard](https://www.ihrim.org/glossary/de-jure-standard/) - A standard set by an official standards body, with the capability of revising the content and enforcing adherence. Decentralization The distribution of control, decision-making, and data across multiple participants or nodes in a network, reducing reliance on central authorities. - [Conversion](https://www.ihrim.org/glossary/conversion/) - The process of moving data from one system to another. Typically this is performed when implementing a new system and the data needs to be moved and translated from the old system values and format to the new system values and format. A program is written to take the data from the old system format and “convert it” it to the new system format in an automated fashion which saves time and improves efficiency of the data migration tasks. - [Corda](https://www.ihrim.org/glossary/corda/) - A distributed ledger technology platform designed for building enterprise-grade applications and networks, offering privacy, scalability, and interoperability. - [Core HR](https://www.ihrim.org/glossary/core-hr/) - Core HR (Core Human Resources) is an umbrella term that means the basic functions of an HR department; the basic data captured about employees; and the software used to manage basic HR processes. - [Core HR Software](https://www.ihrim.org/glossary/core-hr-software/) - Core HR software automates the systems and processes used to manage the essential elements of each employee's records, including benefits administration, salary structure, organization management, HR tracking and payroll. - [Cost- Benefit Analysis](https://www.ihrim.org/glossary/cost-benefit-analysis/) - The ability to measure the costs associated with a specific program, project, or benefit. The cost is then compared to the total benefit or value derived. - [Credentials](https://www.ihrim.org/glossary/credentials/) - Information or proof of qualifications, certifications, or authorizations that validate an individual’s identity or attributes. Cryptocurrencies Digital or virtual currencies that use cryptographic techniques for secure transactions, control the creation of new units, and verify the transfer of assets. - [Critical Path](https://www.ihrim.org/glossary/critical-path/) - The sequence or project network with the longest overall duration determining the shortest time possible to complete the project. - [Critical Success Factors](https://www.ihrim.org/glossary/critical-success-factors/) - The areas of your business or project that are absolutely essential to its success. By identifying and communicating these CSFs, you can help ensure your project is well-focused and avoid wasting effort and resources on less important areas. - [Cross Tab Query](https://www.ihrim.org/glossary/cross-tab-query/) - Cross tab refers to transforming rows of data to columns. How this is done varies depending on the database or program used. A cross tab query performs calculations on the values in a field and displays the results in a datasheet. - [Cryptographic](https://www.ihrim.org/glossary/cryptographic/) - Relating to the use of cryptographic techniques, such as encryption and decryption, to secure data and transactions. Cryptographic hashes Unique digital representations of data generated using cryptographic algorithms, commonly used for data integrity verification and security. - [Cryptographic keys](https://www.ihrim.org/glossary/cryptographic-keys/) - Mathematical codes or values used in cryptographic algorithms to encrypt or decrypt data and ensure secure communication and transactions. - [Customer Experience](https://www.ihrim.org/glossary/customer-experience/) - A characteristic of quality derived from customer perceptions. - [Customization](https://www.ihrim.org/glossary/customization/) - A feature or an extension in software that requires custom coding to create a modification of a software application. It differs from configuration, in which native tools that are part of the software solution are used to change behaviors in the software. - [Dashboard](https://www.ihrim.org/glossary/dashboard/) - Easy to read, often single page, real-time user interface, showing a graphical presentation of the current status and historical trends of an organization’s Key Performance Indicators (KPIs) to enable instantaneous and informed decisions to be made at a glance. - [Data](https://www.ihrim.org/glossary/data/) - Numbers, characters, or images in a form which can be assessed by a human or (especially) input into a computer, stored and processed. - [Data Breach](https://www.ihrim.org/glossary/data-breach/) - An incident in which sensitive, protected or confidential data has potentially been viewed, stolen or used by an individual unauthorized to do so. - [Data Cleansing](https://www.ihrim.org/glossary/data-cleansing/) - Also known as data scrubbing, data cleansing is the process of ensuring that a set of data is correct and accurate. During this process, records are checked for accuracy and consistency, and they are either corrected or deleted as necessary. - [Data Flow Diagram](https://www.ihrim.org/glossary/data-flow-diagram/) - Graphical tool that represents the flow of data through a system and the various processes hat manipulate or change the data. - [Data Fragmentation](https://www.ihrim.org/glossary/data-fragmentation/) - The practice of dividing or splitting data into smaller, manageable units for storage, processing, or distribution protecting data assets within an organization, ensuring data quality, compliance, and accountability. - [Data Governance](https://www.ihrim.org/glossary/data-governance/) - The overall management of the availability, usability, integrity and security of data used in an enterprise. A sound data governance program includes a governing body or council, a defined set of procedures and a plan to execute those procedures. - [Data Integrity](https://www.ihrim.org/glossary/data-integrity/) - Refers to the validity of data and having data that is correct and accurate. - [Collaboration](https://www.ihrim.org/glossary/collaboration/) - Collaboration is the act of working together to achieve a common outcome. - [Commercial Component Registry](https://www.ihrim.org/glossary/commercial-component-registry/) - A repository or registry that stores and provides access to pre-built components, modules, and libraries that can be utilized in software development. - [Commercial Off-the-Shelf Software](https://www.ihrim.org/glossary/commercial-off-the-shelf-software/) - Prewritten or developed software or hardware products that already exist for purchase. - [Community-based Governance](https://www.ihrim.org/glossary/community-based-governance/) - Governance models that involve participation and decision-making by a community of stakeholders or network participants. Component Is a group of objects that have been assembled to perform a function or a singular parcel of code that is a self-contained object. The component can be deployed using a “plug in” operation that attaches to a “socket” within a business application framework. The interface published. - [Component Architecture](https://www.ihrim.org/glossary/component-architecture/) - The structure that assembles components, usually grouped along business function lines. - [Component Connectivity](https://www.ihrim.org/glossary/component-connectivity/) - The ability of software components to interact and exchange data and functionality, enabling modular and scalable application development. - [Component Portability](https://www.ihrim.org/glossary/component-portability/) - The ability to transfer or use software components across different systems or platforms without significant modification or adaptation. - [Component Products](https://www.ihrim.org/glossary/component-products/) - Self-contained software modules or packages that provide specific functionality and can be integrated or combined to build larger applications or systems. - [Component Repository](https://www.ihrim.org/glossary/component-repository/) - The physical positioning of components on a server, usually compiled as executable files. - [Component-based Development](https://www.ihrim.org/glossary/component-based-development/) - The development mode where all phases of the software development cycle are based on the principles of component technology. - [Configuration](https://www.ihrim.org/glossary/configuration/) - The means of setting up an application using administrative tools that are delivered from the vendor without changing the actual software code. The stage of the implementation process when the physical deployment of an item is scrutinized to ensure it complies with system specifications. - [Consensus](https://www.ihrim.org/glossary/consensus/) - The process of achieving agreement among participants in a distributed network on the validity of transactions or actions. - [Consensus mechanism](https://www.ihrim.org/glossary/consensus-mechanism/) - The algorithm or protocol used to reach agreement among participants in a distributed network, determining how consensus is achieved and maintained. - [Consensus-Driven Decision-Making](https://www.ihrim.org/glossary/consensus-driven-decision-making/) - A decision-making process that involves reaching agreement or consensus among participants in a network or community. - [Consortium for Decentralized HR](https://www.ihrim.org/glossary/consortium-for-decentralized-hr/) - A collaborative network or association of HR professionals and organizations working together to govern and promote decentralized HR solutions. - [Content Delivery Network](https://www.ihrim.org/glossary/content-delivery-network/) - A distributed network of servers strategically located to deliver web content, applications, or media efficiently to end-users. Convergence The integration or merging of different technologies, systems, or industries to achieve new capabilities or synergies. - [Context Level Diagram](https://www.ihrim.org/glossary/context-level-diagram/) - The highest-level data flow diagramming that contains the least amount of detail. It is used to represent the system, its boundary, and the external entities that interact with the system. - [Contingency Plans](https://www.ihrim.org/glossary/contingency-plans/) - Used in risk management and disaster recovery planning. Describes a plan to manage processes and data in the event of a catastrophe or outage that prevents normal use of the system. - [Centralized systems](https://www.ihrim.org/glossary/centralized-systems/) - Systems in which control and decision-making authority are concentrated in a central authority or entity. - [Change Agent](https://www.ihrim.org/glossary/change-agent/) - A person who is responsible for leading an organizational change. - [Change Management](https://www.ihrim.org/glossary/change-management/) - A structured approach to changing the mindset and perceptions of individuals, groups and organizations to accept and implement new ideas and processes in an organization. - [Chatbot (Chatterbox)](https://www.ihrim.org/glossary/chatbot-chatterbox/) - Programming that simulates the conversation or "chatter" of a human being through text or voice interactions. A chatbot uses machine learning and artificial intelligence to become knowledgeable on anticipated questions and answers and then to automate conversations. - [ChatGPT](https://www.ihrim.org/glossary/chatgpt/) - An AI language model developed by OpenAI for generating human-like text responses and engaging in conversation. Citizen developer An individual who creates software applications or components without formal training in software development, using low-code platforms or other user-friendly tools. - [Client Server Architecture](https://www.ihrim.org/glossary/client-server-architecture/) - The architecture that describes the positioning of clients, which are usually software applications, and servers, which are usually data repositories. The client and server communicate with each other across a middleware layer to respond to request for a service, such as update or display data. A network architecture in which client devices request and receive services or resources from a central server or servers. - [Cloud](https://www.ihrim.org/glossary/cloud/) - The cloud is a general metaphor that is used to refer to the Internet, a network of connected computers. Instead of accessing files and data from a local or personal computer, you access them online from any Internet-capable device. - [Cloud Computing](https://www.ihrim.org/glossary/cloud-computing/) - The use of various services, such as software development platforms, servers, storage, and software, over the Internet, often referred to as the "cloud." Cloud computing enables companies to consume a computer resource, such as a virtual machine (VM), storage or an application, as a utility (just like electricity) rather than having to build and maintain computing infrastructures in house. - [CM Ad Changer](https://www.ihrim.org/glossary/cm-ad-changer/) - Manage, Track and Report the Advertising Campaigns and Banners on Your Site. Turn your WP into an Ad Server! - [CM Answers](https://www.ihrim.org/glossary/cm-answers/) - Allow users to post questions and answers (Q&A) in stackoverflow style - [CM Download Manager](https://www.ihrim.org/glossary/cm-download-manager/) - Allow users to upload, manage, track and support documents or files in a directory listing structure for others to use and comment - [Batch Processing](https://www.ihrim.org/glossary/batch-processing/) - A method used to process a group of transactions at one time with minimum human intervention. This is performed by a program that is executed outside of the “online” system and directly updates the data in that system. - [Benchmark](https://www.ihrim.org/glossary/benchmark/) - A test used to compare performance of hardware and/or software against a standard. The standard is set as the “benchmark” that is to be achieved. Test results are reviewed against this benchmark to see if the system is performing as expected. - [Benchmarking](https://www.ihrim.org/glossary/benchmarking/) - A measurement of the quality of an organization's policies, programs, strategies, etc., and their comparison with standard or similar measurements of its peers, both internal and external. - [Best of Breed](https://www.ihrim.org/glossary/best-of-breed/) - A method where you purchase the best product for each application, often from different software providers. The intent is to get the best functionality for each process regardless of where you purchase it. For example, if the HRMS is purchased from one vendor, the recruiting system form another and a performance management system from yet a third vendor. A term used in relation to software products from different vendors. Usually used to describe options at the enterprise level and implies the integration of the best products within a market segment. For example, the best financial system, the best HR system, etc. - [Best of Class](https://www.ihrim.org/glossary/best-of-class/) - A product considered to be superior within a certain category of hardware or software. It does not mean absolute best overall; for example, the best-of-class in a low-priced category may be seriously inferior to the best product on the market, which could sell for ten times as much. - [Best Practices](https://www.ihrim.org/glossary/best-practices/) - An assessment recommending the most appropriate way of handing a certain type of task, based on an observation of the way that several organizations have successfully handled that task. - [Best-of-Breed Solutions](https://www.ihrim.org/glossary/best-of-breed-solutions/) - The approach of selecting and using the best available software or technology solutions for specific tasks or requirements, rather than relying on a single comprehensive system. - [Big Bang Adoption](https://www.ihrim.org/glossary/big-bang-adoption/) - A software migration method that involves getting rid of the existing system and transferring all users to the new system simultaneously. - [Big Data](https://www.ihrim.org/glossary/big-data/) - Big data describes any voluminous amount of structured, semi-structured and unstructured data that has the potential to be mined for information. - [Binding Corporate Rule](https://www.ihrim.org/glossary/binding-corporate-rule/) - Internal privacy policies adopted by multinational companies to ensure compliance with data protection regulations when transferring personal data across different regions. - [Biometrics](https://www.ihrim.org/glossary/biometrics/) - The measurement and analysis of unique physical or behavioral characteristics, such as fingerprints or voice patterns, for identification and authentication purposes. - [Bitcoin](https://www.ihrim.org/glossary/bitcoin/) - The first and most well-known cryptocurrency, based on blockchain technology, designed for peer-to-peer transactions without the need for intermediaries. - [Black Box](https://www.ihrim.org/glossary/black-box/) - A form of packaging components for sale. The contents of the black box are hidden from the purchaser: Only the details of the interface to other components and what the component does are externally published. The internal programming logic is not made known to the purchaser. - [Blockchain](https://www.ihrim.org/glossary/blockchain/) - An encrypted digital record of transactions. The name comes from its structure, in which individual records, called blocks, are linked together in single list (or chain) using cryptography. Information held on a blockchain exists as a shared and continually reconciled database. Each block is protected with a timestamp and transaction date and link to the previous block.A decentralized and distributed ledger technology that securely records and verifies transactions across multiple computers or nodes, providing transparency, immutability, and trust. - [Bring Your Own Device](https://www.ihrim.org/glossary/bring-your-own-device/) - A term used to describe the growing trend of employee- owned devices within a business (for example, smartphones, tablets, laptops and other devices). Most employers have policies that govern the use of employee-owned devices in the workplace that are intended to secure the privacy of employee and business data. - [Business Requirements Definition](https://www.ihrim.org/glossary/business-requirements-definition/) - The process that occurs when analyzing an HR System (inclusive of processes and technology) where the organization determines and documents its current and future needs. These needs form the base criteria upon which a business software application is selected and designed. - [California Consumer Privacy Act](https://www.ihrim.org/glossary/california-consumer-privacy-act/) - Since 2018 a privacy law that gives consumers in California certain rights and protections regarding their personal information and imposes obligations on businesses in terms of data collection, usage, and disclosure. - [Capital Expenses](https://www.ihrim.org/glossary/capital-expenses/) - Payments by a business to acquire or improve long-term capital assets, like equipment and software licenses. The cost of these capital expenditures is depreciated (“capitalized") over a period of time equal to what is called the "useful life" of that business asset. Capital expenditures are recorded as liabilities on a balance sheet. - [Application Middleware](https://www.ihrim.org/glossary/application-middleware/) - Software external to applications and databases that allows applications to share functions and data across networks. - [Application Platforms](https://www.ihrim.org/glossary/application-platforms/) - Server software that provides development, runtime, middleware, and integration services for creating and managing a portfolio of thin-client applications. - [Application Programming Interface](https://www.ihrim.org/glossary/application-programming-interface/) - An API helps different components of software work together so that they all seem to operate as a single software. Such interfaces are very common and help coordinate numerous "moving parts" to make a program or app easy to use. A set of programs written for the purpose of allowing two applications to communicate with each other. - [Application Server](https://www.ihrim.org/glossary/application-server/) - The hardware device that contains the executable application code. - [Application Service Provider](https://www.ihrim.org/glossary/application-service-provider/) - A company that offers individuals or enterprises access over a network, most typically the Internet in the case of cloud or SaaS software, to applications and related services that would otherwise have to be located in their own personal or enterprise computers. - [Architecture](https://www.ihrim.org/glossary/architecture/) - The fundamental design of a system that integrates all the parts into a formal and visible structure. - [Artifact](https://www.ihrim.org/glossary/artifact/) - Work that has been documented and stored in a repository so it can be retrieved upon demand. - [Artificial Intelligence](https://www.ihrim.org/glossary/artificial-intelligence/) - The simulation of human intelligence processes by machines, especially computer systems. These processes include learning (the acquisition of information and rules for using the information), reasoning (using rules to reach approximate or definite conclusions) and self-correction. The simulation of human intelligence in machines that enables them to perform tasks such as learning, reasoning, and problem-solving. - [Asymmetric Encryption](https://www.ihrim.org/glossary/asymmetric-encryption/) - A cryptographic technique that uses two different keys (public and private) for encryption and decryption, providing secure communication and data exchange. - [Attributes](https://www.ihrim.org/glossary/attributes/) - Characteristics of data either in a software application or data warehouse. - [Audit Trail or Audit Log](https://www.ihrim.org/glossary/audit-trail-or-audit-log/) - An electronic or paper log used to track the destination and the source of changes to software or hardware components. It shows who has accessed the system and what operations he or she has performed during a given period of time. - [Auditability](https://www.ihrim.org/glossary/auditability/) - The ability to trace and verify the integrity, authenticity, and accuracy of data or transactions through detailed records and logs. - [Augmented reality](https://www.ihrim.org/glossary/augmented-reality/) - Technology that overlays virtual objects or information onto the real-world environment, enhancing the user’s perception and interaction with their surroundings. - [Authentication](https://www.ihrim.org/glossary/authentication/) - The process of identifying an individual usually based on a username and password. Authentication merely ensures that the individual is who he or she claims to be, but says nothing about the access rights of the individual. The process of verifying the identity of an individual or entity to ensure authorized access and secure transactions. - [Authorization](https://www.ihrim.org/glossary/authorization/) - The process of granting or denying access to a system based on the permissions given to the user. - [Backup](https://www.ihrim.org/glossary/backup/) - Making a copy of everything on the system at regular intervals in case the system malfunctions and the programs and data are lost. - [Balanced Scorecard](https://www.ihrim.org/glossary/balanced-scorecard/) - The Balanced Scorecard is a performance measurement model. It offers a way for a corporation to gain a wider perspective on its strategic decisions by considering the impact on finances, customers, internal processes and employee learning. The analysis takes into account financial and nonfinancial measures, internal improvements, past outcomes and ongoing requirements as indications of future performance. - [Bandwidth](https://www.ihrim.org/glossary/bandwidth/) - The rate of data transfer over the network measures in bits per second (bps). - [5G network](https://www.ihrim.org/glossary/5g-network/) - The fifth-generation wireless network technology that offers faster speeds, lower latency, and increased connectivity to support advanced applications and services. - [Abstraction](https://www.ihrim.org/glossary/abstraction/) - A way of representing and distinguishing the behavior, attributes, and characteristics of an object. - [Affinity Diagram](https://www.ihrim.org/glossary/affinity-diagram/) - Graphic tool used in project management to organize a large amount of ideas and data which are often results after brainstorming or problem solving meetings. - [Agent-centric consensus](https://www.ihrim.org/glossary/agent-centric-consensus/) - A consensus mechanism used in decentralized systems, where individual agents independently validate and agree upon the validity of transactions or actions, enabling a more scalable and energy-efficient approach to consensus. - [AJAX](https://www.ihrim.org/glossary/ajax/) - An acronym for asynchronous Javascript + XML, it is not a technology of itself, rather refers to a group of technologies that are used together to develop Web applications. AJAX developed applications are most often found in Web 2.0 products. With Ajax, Web applications can retrieve data from the server asynchronously in the background without interfering - [Algorithm](https://www.ihrim.org/glossary/algorithm/) - Step-by-step instructions or procedures followed by a computer to solve a specific problem or perform a particular task. - [Algorithmic Transparency](https://www.ihrim.org/glossary/algorithmic-transparency/) - The principle and practice of making the inner workings and decision-making processes of algorithms transparent and explainable. - [Analytics](https://www.ihrim.org/glossary/analytics/) - Metrics that support decision making. - [Anonymization](https://www.ihrim.org/glossary/anonymization/) - The process of removing or encrypting personally identifiable information (PII) from data to ensure anonymity and protect privacy. - [Application](https://www.ihrim.org/glossary/application/) - A set of software programs designed to achieve a specific task. ## Downloads - [IHRIM 2024-2025 Partnership Guide](https://www.ihrim.org/download/ihrim-2024-2025-partnership-guide/) - IHRIM 2024-25 Partnership Guide IHRIM 2024-25 Partnership Guide. - [WSR Q2 2024](https://www.ihrim.org/download/wsr-q2-2024/) - [WSR Q4 2023](https://www.ihrim.org/download/wsr-q4-2023/) - [WSR Q3 2023](https://www.ihrim.org/download/wsr-q3-2023/) - [WSR Q1 2023](https://www.ihrim.org/download/wsr-q1-2023/) - [WSR Q1 2024](https://www.ihrim.org/download/wsr-q1-2024/) - [WSR Q2 2023](https://www.ihrim.org/download/wsr-q2-2023/) - [WSR Q4 2022](https://www.ihrim.org/download/wsr-q3-2022-2/) - [WSR Q3 2022](https://www.ihrim.org/download/wsr-q3-2022/) - [WSR Q2 2020](https://www.ihrim.org/download/wsr-q2-2020/) - [WSR Q2 2022](https://www.ihrim.org/download/wsr-q2-2022/) - [WSR Q1 2022](https://www.ihrim.org/download/wsr-q1-2022/) - [WSR Q4 2021](https://www.ihrim.org/download/wsr-q4-2021/) - [WSR Q3 2021](https://www.ihrim.org/download/wsr-q3-2021/) - [WSR Q2 2021](https://www.ihrim.org/download/wsr-q2-2021/) - [WSR Q1 2021](https://www.ihrim.org/download/wsr-q1-2021/) - [WSR Q1 2020](https://www.ihrim.org/download/wsr-q1-2020/) - [WSR Q4 2019](https://www.ihrim.org/download/wsr-q4-2019/) - [WSR Q3 2019](https://www.ihrim.org/download/wsr-q3-2019/) - [WSR Q2 2019](https://www.ihrim.org/download/wsr-q2-2019/) - [WSR Q1 2019](https://www.ihrim.org/download/wsr-q1-2019/) - [WSR Q4 2018](https://www.ihrim.org/download/wsr-q4-2018/) - [WSR Q3 2018](https://www.ihrim.org/download/wsr-q3-2018/) - [WSR Q1 2018](https://www.ihrim.org/download/wsr-q1-2018/) - [WSR Q2 2018](https://www.ihrim.org/download/wsr-q2-2018/) - [WSR Q4 2017](https://www.ihrim.org/download/wsr-q4-2017/) - [WSR Q3 2017](https://www.ihrim.org/download/wsr-q3-2017/) - [WSR Q2 2017](https://www.ihrim.org/download/wsr-q2-2017/) - [WSR Q1 2017](https://www.ihrim.org/download/wsr-q1-2017/) - [WSR Sept 2016](https://www.ihrim.org/download/wsr-sept-2016/) - [WSR July 2016](https://www.ihrim.org/download/wsr-july-2016/) - [WSR May 2016](https://www.ihrim.org/download/wsr-may-2016/) - [WSR March 2016](https://www.ihrim.org/download/wsr-march-2016/) - [WSR Jan 2016](https://www.ihrim.org/download/wsr-jan-2016/) - [WSR Nov 2015](https://www.ihrim.org/download/wsr-nov-2015/) - [WSR Sept 2015](https://www.ihrim.org/download/wsr-sept-2015/) - [WSR July 2015](https://www.ihrim.org/download/wsr-july-2015/) - [WSR March 2015](https://www.ihrim.org/download/wsr-march-2015/) - [WSR Jan 2015](https://www.ihrim.org/download/wsr-jan-2015/) - [WSR Nov 2014](https://www.ihrim.org/download/wsr-nov-2014/) - [WSR Sept 2014](https://www.ihrim.org/download/wsr-sept-2014/) - [WSR July 2014](https://www.ihrim.org/download/wsr-july-2014/) - [WSR May 2014](https://www.ihrim.org/download/wsr-may-2014/) - [WSR March 2014](https://www.ihrim.org/download/wsr-march-2014/) - [WSR Dec 2013/Jan 2014](https://www.ihrim.org/download/wsr-dec-2013-jan-2014/) - [WSR Oct/Nov 2013](https://www.ihrim.org/download/wsr-oct-nov-2013/) - [WSR Aug/Sep 2013](https://www.ihrim.org/download/wsr-aug-sep-2013/) - [WSR Apr/May 2013](https://www.ihrim.org/download/wsr-apr-may-2013/) - [WSR June/July 2013](https://www.ihrim.org/download/wsr-june-july-2013/) - [WSR Feb/Mar 2013](https://www.ihrim.org/download/wsr-feb-mar-2013/) - [WSR Dec 2012/Jan 2013](https://www.ihrim.org/download/wsr-dec-2012-jan-2013/) - [WSR Oct/Nov 2012](https://www.ihrim.org/download/wsr-oct-nov-2012/) - [WSR Aug/Sep 2012](https://www.ihrim.org/download/wsr-aug-sep-2012/) - [WSR June/July 2012](https://www.ihrim.org/download/wsr-june-july-2012/) - [WSR Apr/May 2012](https://www.ihrim.org/download/wsr-apr-may-2012/) - [WSR Feb/Mar 2012](https://www.ihrim.org/download/wsr-feb-mar-2012/) - [WSR Dec 2011/Jan 2012](https://www.ihrim.org/download/wsr-dec-2011-jan-2012/) - [WSR Oct/Nov 2011](https://www.ihrim.org/download/wsr-oct-nov-2011/) - [WSR Aug/Sep 2011](https://www.ihrim.org/download/wsr-aug-sep-2011/) - [WSR June/July 2011](https://www.ihrim.org/download/wsr-june-july-2011/) - [WSR Apr/May 2011](https://www.ihrim.org/download/wsr-apr-may-2011/) - [WSR Feb/Mar 2011](https://www.ihrim.org/download/wsr-feb-mar-2011/) - [WSR Dec 2010/Jan 2011](https://www.ihrim.org/download/wsr-dec-2010-jan-2011/) - [WSR Oct/Nov 2010](https://www.ihrim.org/download/wsr-oct-nov-2010/) - [WSR Aug/Sep 2010](https://www.ihrim.org/download/wsr-aug-sep-2010/) - [WSR June/July 2010](https://www.ihrim.org/download/wsr-june-july-2010/) - [WSR Apr/May 2010](https://www.ihrim.org/download/wsr-apr-may-2010/) - [WSR Feb/Mar 2010](https://www.ihrim.org/download/wsr-feb-mar-2010/) - [WSR Dec 2009/Jan 2010](https://www.ihrim.org/download/wsr-dec-2009-jan-2010/) - [WSR Oct/Nov 2009](https://www.ihrim.org/download/wsr-oct-nov-2009/) - [WSR Aug/Sep 2009](https://www.ihrim.org/download/wsr-aug-sep-2009/) - [WSR June/July 2009](https://www.ihrim.org/download/wsr-june-july-2009/) - [WSR Apr/May 2009](https://www.ihrim.org/download/wsr-apr-may-2009/) - [WSR Feb/Mar 2009](https://www.ihrim.org/download/wsr-feb-mar-2009/) ## Events - [IHRIM Practitioners & HR Leaders Convo](https://www.ihrim.org/events/ihrim-monthly-membership-huddle-523-640-772-341-158-678-354-716-957-108-144-596-987-206-217-925-927-292-378-523-963-373-309-968-745-897-544-268-176-386-155-569-792-543-158-174-256-214-796-661-780-79-3/) - [IHRIM Practitioners & HR Leaders Convo](https://www.ihrim.org/events/ihrim-monthly-membership-huddle-523-640-772-341-158-678-354-716-957-108-144-596-987-206-217-925-927-292-378-523-963-373-309-968-745-897-544-268-176-386-155-569-792-543-158-174-256-214-796-661-780-79-2/) - [IHRIM Practitioners & HR Leaders Convo](https://www.ihrim.org/events/ihrim-monthly-membership-huddle-523-640-772-341-158-678-354-716-957-108-144-596-987-206-217-925-927-292-378-523-963-373-309-968-745-897-544-268-176-386-155-569-792-543-158-174-256-214-796-661-780-796/) - [IHRIM Practitioners & HR Leaders Convo](https://www.ihrim.org/events/ihrim-monthly-membership-huddle-523-640-772-341-158-678-354-716-957-108-144-596-987-206-217-925-927-292-378-523-963-373-309-968-745-897-544-268-176-386-155-569-792-543-158-174-256-214-796-661-780/) - [IHRIM Practitioners & HR Leaders Convo](https://www.ihrim.org/events/ihrim-monthly-membership-huddle-523-640-772-341-158-678-354-716-957-108-144-596-987-206-217-925-927-292-378-523-963-373-309-968-745-897-544-268-176-386-155-569-792-543-158-174-256-214-796-661/) - [IHRIM Practitioners & HR Leaders Convo](https://www.ihrim.org/events/ihrim-monthly-membership-huddle-523-640-772-341-158-678-354-716-957-108-144-596-987-206-217-925-927-292-378-523-963-373-309-968-745-897-544-268-176-386-155-569-792-543-158-174-256-214-796/) - [IHRIM Practitioners & HR Leaders Convo](https://www.ihrim.org/events/ihrim-monthly-membership-huddle-523-640-772-341-158-678-354-716-957-108-144-596-987-206-217-925-927-292-378-523-963-373-309-968-745-897-544-268-176-386-155-569-792-543-158-174-256-214/) - [IHRIM Monthly Webinar](https://www.ihrim.org/events/ihrim-webinar-navigating-the-international-payroll-landscape-248-904-858-785-193-163-804-287-335-224-406-283-510-264-287-235-713-319-527-303-131-971-397-619-747-268/) - [IHRIM Monthly Webinar](https://www.ihrim.org/events/ihrim-webinar-navigating-the-international-payroll-landscape-248-904-858-785-193-163-804-287-335-224-406-283-510-264-287-235-713-319-527-303-131-971-397-619-747/) - [IHRIM Monthly Webinar](https://www.ihrim.org/events/ihrim-webinar-navigating-the-international-payroll-landscape-248-904-858-785-193-163-804-287-335-224-406-283-510-264-287-235-713-319-527-303-131-971-397-619/) - [IHRIM Monthly Webinar](https://www.ihrim.org/events/ihrim-webinar-navigating-the-international-payroll-landscape-248-904-858-785-193-163-804-287-335-224-406-283-510-264-287-235-713-319-527-303-131-971-397/) - [IHRIM Monthly Webinar](https://www.ihrim.org/events/ihrim-webinar-navigating-the-international-payroll-landscape-248-904-858-785-193-163-804-287-335-224-406-283-510-264-287-235-713-319-527-303-131-971/) - [IHRIM Monthly Webinar](https://www.ihrim.org/events/ihrim-webinar-navigating-the-international-payroll-landscape-248-904-858-785-193-163-804-287-335-224-406-283-510-264-287-235-713-319-527-303-131/) - [IHRIM Monthly Webinar](https://www.ihrim.org/events/ihrim-webinar-navigating-the-international-payroll-landscape-248-904-858-785-193-163-804-287-335-224-406-283-510-264-287-235-713-319-527-303/) - [IHRIM Monthly Webinar](https://www.ihrim.org/events/ihrim-webinar-navigating-the-international-payroll-landscape-248-904-858-785-193-163-804-287-335-224-406-283-510-264-287-235-713-319-527/) - [IHRIM Monthly Webinar](https://www.ihrim.org/events/ihrim-webinar-navigating-the-international-payroll-landscape-248-904-858-785-193-163-804-287-335-224-406-283-510-264-287-235-713-319/) - [IHRIM Monthly Webinar](https://www.ihrim.org/events/ihrim-webinar-navigating-the-international-payroll-landscape-248-904-858-785-193-163-804-287-335-224-406-283-510-264-287-235-713/) - [IHRIM Practitioners & HR Leaders Convo](https://www.ihrim.org/events/ihrim-monthly-membership-huddle-523-640-772-341-158-678-354-716-957-108-144-596-987-206-217-925-927-292-378-523-963-373-309-968-745-897-544-268-176-386-155-569-792-543-158-174-256/) - [IHRIM Webinar: Key Findings from The 29th Annual Sapient Insights Group HR Systems](https://www.ihrim.org/events/ihrim-webinar-navigating-the-international-payroll-landscape-248-904-858-785-193-163-804-287-335-224-406-283-510-264-287-235/) - [IHRIM Practitioners & HR Leaders Convo](https://www.ihrim.org/events/ihrim-monthly-membership-huddle-523-640-772-341-158-678-354-716-957-108-144-596-987-206-217-925-927-292-378-523-963-373-309-968-745-897-544-268-176-386-155-569-792-543-158-174/) - [IHRIM Practitioners & HR Leaders Convo](https://www.ihrim.org/events/ihrim-monthly-membership-huddle-523-640-772-341-158-678-354-716-957-108-144-596-987-206-217-925-927-292-378-523-963-373-309-968-745-897-544-268-176-386-155-569-792-543-158/) - [IHRIM Webinar: Closing the skill gap - Upskilling Strategies & Technologies That Drive Success](https://www.ihrim.org/events/ihrim-webinar-navigating-the-international-payroll-landscape-248-904-858-785-193-163-804-287-335-224-406-283-510-264-287-144-304/) - [IHRIM's HRIP Certification Exam Review Course Live Webinar Series December 2026](https://www.ihrim.org/events/ihrims-hrip-certification-exam-review-course-live-webinar-series-december-2022-452-205-342-983-550-665-244-910-494-654-305-239-749-517-573-672-102-645/) - [IHRIM's HRIP Certification Exam Review Course Live Webinar Series August 2026](https://www.ihrim.org/events/ihrims-hrip-certification-exam-review-course-live-webinar-series-december-2022-452-205-342-983-550-665-244-910-494-654-305-239-749-517-573-672-102/) - [IHRIM's HRIP Certification Exam Review Course Live Webinar Series June 2026](https://www.ihrim.org/events/ihrims-hrip-certification-exam-review-course-live-webinar-series-december-2022-452-205-342-983-550-665-244-910-494-654-305-239-749-517-573-672/) - [IHRIM's HRIP Certification Exam Review Course Live Webinar Series February 2026](https://www.ihrim.org/events/ihrims-hrip-certification-exam-review-course-live-webinar-series-december-2022-452-205-342-983-550-665-244-910-494-654-305-239-749-517/) - [IHRIM Webinar: Key Findings from The 28th Annual Sapient Insights Group HR Systems](https://www.ihrim.org/events/ihrim-webinar-navigating-the-international-payroll-landscape-248-904-858-785-193-163-804-287-335-224-406-283-510-264-287/) - [IHRIM Webinar: Future-Ready HR: The Skills That Matter Most](https://www.ihrim.org/events/ihrim-webinar-navigating-the-international-payroll-landscape-248-904-858-785-193-163-804-287-335-224-406-283-510-264-287-412/) - [IHRIM Webinar: The Six Practices that Ensure Training Delivers Results](https://www.ihrim.org/events/ihrim-webinar-navigating-the-international-payroll-landscape-248-904-858-785-193-163-804-287-335-224-406-283-510-264-287-144/) - [IHRIM Practitioners & HR Leaders Convo](https://www.ihrim.org/events/ihrim-monthly-membership-huddle-523-640-772-341-158-678-354-716-957-108-144-596-987-206-217-925-927-292-378-523-963-373-309-968-745-897-544-268-176-386-155-569-792-543/) - [IHRIM Practitioners & HR Leaders Convo](https://www.ihrim.org/events/ihrim-monthly-membership-huddle-523-640-772-341-158-678-354-716-957-108-144-596-987-206-217-925-927-292-378-523-963-373-309-968-745-897-544-268-176-386-155-569-792/) - [IHRIM Practitioners & HR Leaders Convo](https://www.ihrim.org/events/ihrim-monthly-membership-huddle-523-640-772-341-158-678-354-716-957-108-144-596-987-206-217-925-927-292-378-523-963-373-309-968-745-897-544-268-176-386-155-569/) - [IHRIM Practitioners & HR Leaders Convo](https://www.ihrim.org/events/ihrim-monthly-membership-huddle-523-640-772-341-158-678-354-716-957-108-144-596-987-206-217-925-927-292-378-523-963-373-309-968-745-897-544-268-176-386/) - [IHRIM Practitioners & HR Leaders Convo](https://www.ihrim.org/events/ihrim-monthly-membership-huddle-523-640-772-341-158-678-354-716-957-108-144-596-987-206-217-925-927-292-378-523-963-373-309-968-745-897-544-268-176-386-155/) - [IHRIM Practitioners & HR Leaders Convo](https://www.ihrim.org/events/ihrim-monthly-membership-huddle-523-640-772-341-158-678-354-716-957-108-144-596-987-206-217-925-927-292-378-523-963-373-309-968-745-897-544-268-176/) - [IHRIM Practitioners & HR Leaders Convo](https://www.ihrim.org/events/ihrim-monthly-membership-huddle-523-640-772-341-158-678-354-716-957-108-144-596-987-206-217-925-927-292-378-523-963-373-309-968-745-897-544-268/) - [IHRIM Practitioners & HR Leaders Convo](https://www.ihrim.org/events/ihrim-monthly-membership-huddle-523-640-772-341-158-678-354-716-957-108-144-596-987-206-217-925-927-292-378-523-963-373-309-968-745-897-544/) - [IHRIM Convo: HRIP Recertification Update](https://www.ihrim.org/events/ihrim-webinar-navigating-the-international-payroll-landscape-248-904-858-785-193-163-804-287-335-224-406-283-510-752-227-730-366/) - [IHRIM Annual Members Meeting & 45th Anniversary Celebration](https://www.ihrim.org/events/ihrim-monthly-membership-huddle-523-640-772-341-158-678-354-716-957-108-144-596-987-206-217-925-927-292-378-857-791/) - [IHRIM's HRIP Certification Exam Review Course Live Webinar Series April 2025](https://www.ihrim.org/events/ihrims-hrip-certification-exam-review-course-live-webinar-series-december-2022-452-205-342-983-550-665-244-910-494-654-305/) - [IHRIM's HRIP Certification Exam Review Course Live Webinar Series June 2025](https://www.ihrim.org/events/ihrims-hrip-certification-exam-review-course-live-webinar-series-december-2022-452-205-342-983-550-665-244-910-494-654-305-239/) - [IHRIM's HRIP Certification Exam Review Course Live Webinar Series November 2025](https://www.ihrim.org/events/ihrims-hrip-certification-exam-review-course-live-webinar-series-december-2022-452-205-342-983-550-665-244-910-494-654-305-239-749/) - [IHRIM's HRIP Certification Exam Review Course In Person Session September 2025](https://www.ihrim.org/events/ihrims-hrip-certification-exam-review-course-live-webinar-series-december-2022-452-205-342-983-550-665-244-607-435-691/) - [IHRIM Practitioners & HR Leaders Convo](https://www.ihrim.org/events/ihrim-monthly-membership-huddle-523-640-772-341-158-678-354-716-957-108-144-596-987-206-217-925-927-292-378-523-963-373-309-968-745-897/) - [IHRIM ETC: Secrets from My Conversations with AI on the Future of HR Work](https://www.ihrim.org/events/ihrim-webinar-navigating-the-international-payroll-landscape-248-904-858-785-193-163-804-287-335-224-406-283-510-752-227-616-103/) - [IHRIM Practitioners & HR Leaders Webinar: The HR Mindset - Change or Be Changed](https://www.ihrim.org/events/ihrim-webinar-navigating-the-international-payroll-landscape-248-904-858-785-193-163-804-287-335-224-406-283-510-752-227-730/) - [IHRIM Practitioners & HR Leaders Convo](https://www.ihrim.org/events/ihrim-monthly-membership-huddle-523-640-772-341-158-678-354-716-957-108-144-596-987-206-217-925-927-292-378-523-963-373-309-968-745/) - [IHRIM Emerging Tech Connect (ETC) Convo](https://www.ihrim.org/events/ihrim-monthly-membership-huddle-523-640-772-341-158-678-354-716-957-108-144-596-987-206-217-925-927-292-378-523-963-373-309-968-546-636-607-428-939/) - [IHRIM Emerging Tech Connect (ETC) Convo](https://www.ihrim.org/events/ihrim-monthly-membership-huddle-523-640-772-341-158-678-354-716-957-108-144-596-987-206-217-925-927-292-378-523-963-373-309-968-546-636-607-428/) - [IHRIM ETC: The Next Era of Diversity & Inclusion: Reducing Bias in Human Resources](https://www.ihrim.org/events/ihrim-webinar-navigating-the-international-payroll-landscape-248-904-858-785-193-163-804-287-335-224-406-283-510-752-227-641/) - [IHRIM Emerging Tech Connect (ETC) Convo](https://www.ihrim.org/events/ihrim-monthly-membership-huddle-523-640-772-341-158-678-354-716-957-108-144-596-987-206-217-925-927-292-378-523-963-373-309-968-546/) - [IHRIM ETC: AI Arrows in Your HR Quiver](https://www.ihrim.org/events/ihrim-webinar-navigating-the-international-payroll-landscape-248-904-858-785-193-163-804-287-335-224-406-283-510-752-227-616/) - [IHRIM Community Convo](https://www.ihrim.org/events/ihrim-monthly-membership-huddle-523-640-772-341-158-678-354-716-957-108-144-596-987-206-217-925-927-292-378-523-963-373-309/) - [IHRIM Webinar: 10 Keys to include in a Workforce Plan](https://www.ihrim.org/events/ihrim-webinar-navigating-the-international-payroll-landscape-248-904-858-785-193-163-804-287-335-224-406-283-510-752-227/) - [IHRIM Webinar: Charting the Course: Aligning HRIT Strategy with Emerging Compensation Trends for Future-Ready Planning](https://www.ihrim.org/events/ihrim-webinar-navigating-the-international-payroll-landscape-248-904-858-785-193-163-804-287-335-224-406-283-510-752/) - [IHRIM's HRIP Certification Exam Review Course Live Webinar Series February 2025](https://www.ihrim.org/events/ihrims-hrip-certification-exam-review-course-live-webinar-series-december-2022-452-205-342-983-550-665-244-910-494-654/) ## Press Releases - [Sapient Insights Group and IHRIM® Deepen Partnership](https://www.ihrim.org/press_release/sapient-insights-group-and-ihrim-deepen-partnership/) - Sapient Insights Group and IHRIM® Deepen Partnership, Empowering a New Generation of HR Leaders [MON, JUNE 09, 2025 - MILWAUKEE, WI] – Sapient Insights Group, the leading voice in independent HR technology research and advisory services, and IHRIM® (International Association for Human Resource Information Management) announced today that they are expanding their strategic collaboration. The enhanced alliance brings together two longstanding champions ## All Members - [Wanda Rhinehart-Felder, HRIP](https://www.ihrim.org/team/wanda-reinhart-felder-hrip/) - Wanda Rhinehart Felder has 25 years of professional experience across industries with companies such as Sears, CareFirst, Benelogic, Parkside Substance Abuse Center, Rhema Visions, LLC, Vertis Inc., USF&G/The St. Paul Co., and MissionSquare Retirement. Although primarily focused on Human Resources Management (HCM), she continues her passion for technology through Human Resources Capital Management (HCM) and - [Dennis Hill, Ph.D., HRIP, SHRM-SCP, SPHR](https://www.ihrim.org/team/dennis-hill/) - For more than forty years, Dennis Hill, Ph.D., served as a Change Catalyzer™, Tech Tamer™, and integrated solutions architect, influencing more than twenty boards and two hundred organizations worldwide. With backgrounds in engineering, management, law, manufacturing, and higher education, Dr. Hill breaks down complex problems into dot-connectable components that often lead to optimal solutions - - [Ahmad Noordin, HRIP](https://www.ihrim.org/team/ahmad-noordin/) - VP of Strategic Programs & Systems at RPM Living, a multifamily management and investment firm. Ahmad has over 20 years of HRIS and HR operations experience from various organizations, including Hello Fresh, Ulta Beauty, Grainger, and ADP. Ahmad holds a Master’s in Business Information Technology and is on 3Sixty Insights' Global Executive Advisory Council. - [Patti Ippoliti, Ph.D.](https://www.ihrim.org/team/patti-ippoliti-ph-d/) - Dr. Patti Ippoliti is an accomplished business executive, senior consultant, leadership coach, and graduate business professor with significant global and domestic experience in business transformation, leadership coaching and development, and human capital. She consults with organizations on business transformation, leadership readiness, the multi-generational workforce, diversity, equity, and inclusion. She has extensive corporate and consulting experience - [Michelle Galla, HRIP](https://www.ihrim.org/team/michelle-galla-hrip/) - Michelle Galla is an experienced HR technology professional with over 30 years of experience in progressive roles in HRIS, from intern to programmer to an analyst, project manager, and people manager. In that journey, she witnessed and has been deeply involved in transforming HRIS from mainframe to client-server to expansive cloud systems. She has extensive - [Kyle Huff, Ph.D.](https://www.ihrim.org/team/kyle-huff-ph-d/) - Dr. Kyle Huff is an Associate Professor of Management and leads the Management Discipline in the School of Business at Georgia Gwinnett College. He also currently serves as the Director of the Leadership and Management Development Institute at GGC. Dr. Huff founded Huff Leadership Solutions as an executive coaching practice that helps current and aspiring - [Meta Rousseau, Ph.D.](https://www.ihrim.org/team/meta-rousseau-ph-d/) - Dr. Meta Rousseau is Corporate Learning & Development Senior Director at Primoris Services Corporation. With a successful record of accomplishment of leading globally dispersed Learning & Development departments at organizations such as Baker Hughes and Frank's International, Meta builds high-performing teams, streamlines functions, and makes significant contributions to organizational performance. She implemented and managed several Learning - [Lauretta Siggers, MBA, CHRM](https://www.ihrim.org/team/lauretta-siggers/) - With over 20 years of leadership experience and more than 25 years in Human Resources and Talent Development, Lauretta Siggers, MBA, CHRM, is the CEO and Founder of Siggers-Benton HR Consulting and currently serves as the Chief Operating Officer at Roxbury Community College in Boston, Massachusetts. She previously held the roles of Senior Vice President - [Dan Vander Hey, HRIP](https://www.ihrim.org/team/dan-vander-hey-2/) - Dan Vander Hey focuses on helping companies assess and understand their present human capital, people, process, and technology capabilities to design strategies to improve service delivery and overall business effectiveness. Dan specializes in managing large strategic human capital initiatives and has led prominent HR outsourcing, shared services, global payroll, and global human capital management solution - [Jade Cuddy, HRIP](https://www.ihrim.org/team/jade-cuddy/) - Jade Cuddy is the HR Technology Solutions Lead at Washington Trust Bank in Spokane, Washington. She has over six years of experience in HRIS administration, compensation and benefits, and data analysis. In addition to being a certified HR Information Professional (HRIP), Jade is a hands-on practitioner, graduating summa cum laude graduate from Eastern Washington University - [Brayan Aleman](https://www.ihrim.org/team/brayan-aleman/) - Over 15 years of extensive HR experience, and currently serving as Chief People Officer at Aging Services of North Central Massachusetts. HR Specialist then HR Manager, US ARMY (2009-2015). Subsequent roles at Unum, Randstad, Wayside Youth & Family Support Network, and TaraVista Behavioral Health Center before assuming his assignment at ASNCM. - [Megan Hanna, HRIP](https://www.ihrim.org/team/megan-hanna-hrip/) - Megan Hanna, HRIP, is the Vice President of P&C Technology at Zelis®. She has over 20 years of experience managing and implementing HR technologies, including more than 10 years leading teams and initiatives using Workday. From early schooling, Megan developed a passion for functional business processes that intersected with technology. Her expertise has helped organizations - [Nov Omana, HRIP](https://www.ihrim.org/team/nov-omana-hrip/) - Nov Omana provides HR Technology, Human Resources programs, and Business consulting, using innovative technology to solve business needs and partnering with other small businesses with specialty skills in Human Resources and technology to create a deep knowledge community of services. Nov has been a certified Human Resources Information Professional, HRIP, since 2010 and is the - [Bob Kaunert](https://www.ihrim.org/team/bob-kaunert/) - [Roy Altman, HRIP](https://www.ihrim.org/team/roy-altman/) - [Dave Ulrich, Ph.D.](https://www.ihrim.org/team/dave-ulrich/) - [Josh Bersin](https://www.ihrim.org/team/josh-bersin/) - [Jim Holincheck](https://www.ihrim.org/team/jim-holincheck/) - [Alsen Hsein](https://www.ihrim.org/team/alsen-hsein/) - [Jeff Higgins](https://www.ihrim.org/team/jeff-higgins/) - [Michael Rudnick](https://www.ihrim.org/team/michael-rudnick/) - [Tirtha Chavan](https://www.ihrim.org/team/tirtha-chavan/) - [Siddarth Sharma](https://www.ihrim.org/team/siddarth-sharma/) - [Brian Buck](https://www.ihrim.org/team/brian-buck/) - [Catherine Honey](https://www.ihrim.org/team/catherine-honey/) - [Scott Bolman](https://www.ihrim.org/team/scott-bolman/) - [Carl C. Hoffman](https://www.ihrim.org/team/carl-c-hoffman/) - [Julie Yoo](https://www.ihrim.org/team/julie-yoo/) - [Katherine Jones](https://www.ihrim.org/team/katherine-jones/) - [Bob Greene](https://www.ihrim.org/team/bob-greene/) - [Rhonda Marcucci](https://www.ihrim.org/team/rhonda-marcucci/) - [Keivonna Dover, HRIP, MBA](https://www.ihrim.org/team/keivonna-dover-hrip-mba/) - Keivonna Dover has spent her life as a people champion. Keivonna is a Principal Integrations Consultant that helps companies use technology to streamline their recruitment process. Whether supporting employees by leading or building Digital HR solutions, being the Founder of Coco Moms Inc. a Non-Profit delivering programming to the underserved and most impacted mothers and - [Kevin MacDuff, CPA](https://www.ihrim.org/team/kevin-macduff-cpa/) - I live at the intersection of HR, technology, and mathematics. I was an early adopter of People Analytics, and the way math and data can provide evidence of human behavior within organizations. I am skilled in identifying business objectives for senior HR leaders and tying them to data and analytics As a Solution Director at - [Lisa Renee Arnesen, SPHR](https://www.ihrim.org/team/lisa-renee-arnesen-sphr/) - Lisa is the VP, HR Operations at Erickson Living. In this role she is responsible for the oversight and strategy of HR shared services functions including HR Strategy, Benefits, Compensation, HR Technology, HR Compliance, Payroll and Leave Management. Prior to Erickson Living, she held a variety of leadership roles in Human Resources, Information Technology and - [Robert Mb. Flak, Ed.D.](https://www.ihrim.org/team/robert-mb-flak-ed-d/) - Robert is a Senior Human Resources/Information Systems Analyst at the U.S. Army Human Resources Command within the U.S. Department of Defense. He has more than 16 years of considerable experience drawing on cross-industry involvement, sustainable strategies, thorough market analysis, and a focus on process improvements. Robert possesses a comprehensive background in human resource management, identifying - [Tracie Upchurch](https://www.ihrim.org/team/tracie-upchurch/) - Tracie has over 15 years of experience in Corporate Human Resources, Finance, Operations and Total Rewards departments. Currently, Tracie is a HRIS manager for Moody’s Corporation based in New York City. Her responsibilities include ensuring SuccessFactors technology drives innovation and thought leadership, being a trusted advisor to the HRIS team; partnering with Center of Expertise - [Bennett Reddin](https://www.ihrim.org/team/bennett-reddin/) - Currently CTO at Joynd, Bennie has contributed to HR technology for over 30 years, developing and architecting HR systems from early small-computer and ERP systems to modern Microservice Architectures. As a consultant, he has delivered meaningful business value in systems implementation, and as architect & technologist, he has applied business needs back into HRIS product - [Diana Eckenberg, HRIP](https://www.ihrim.org/team/diana-eckenberg-hrip/) - Diana Eckenberg is a collaborative and decisive Human Resources executive with 15 years of experience at Atlas Air Worldwide and its subsidiaries Atlas Air, Inc., Southern Air, Titan Aviation, and Polar Air Cargo. As Director of HR Information Services, Ms. Eckenberg is leveraging an expansive leadership role focused on transforming the HR organization into an - [Jim Pettit, HRIP](https://www.ihrim.org/team/jim-pettit-hrip-lec-chair-ihrim/) - [Gary Morlock, HRIP, PMP](https://www.ihrim.org/team/gary-morlock-hrip-pmp/) - Gary Morlock is a certified HR Information Professional (HRIP) and experienced HR technology manager with a demonstrated successful history of working with a global, geographically diverse, high-tech company. He is a strong human resources technology professional skilled in Workday, management, software application development, Software as a Service (SaaS), PeopleSoft, business intelligence, and business process improvement. - [John Macy](https://www.ihrim.org/team/john-macy/) - John Macy is an internationally experienced HR technology consultant. He has consulted with governments, high-profile clients, and some of the largest companies in the world. He has worked extensively through the Asia Pacific Region, including China and Malaysia and major cities in the USA. Before founding Competitive Edge Technology in 1994, he worked for Qantas - [Ekta Vyas, Ph.D., SHRM-SCP, HCS, sHRBP](https://www.ihrim.org/team/ekta-vyas-ph-d-m-s-shrm-scp-hcs-shrbp/) - Ekta Vyas, Ph.D. is a Human Resources executive with over 25 years of experience across multiple HR functional areas with proven successes in leading teams and programs during transformational change. Besides strategy development and deployment, the transformations led by Dr. Vyas have had a significant component of process re-engineering and automation resulting in improved communications, - [Janna Hartsock, HRIP](https://www.ihrim.org/team/janna-hartsock/) - Ms. Hartsock has more than 23 years of experience in Human Resources, with 18 years in HR Systems, the last 2 as an HCM Consultant for the Infor HCM CloudSuite product. She has worked for companies as small as 450 employees and as large as 22,000 with multiple HR technology products. Janna has led several - [Carolyn Broderick, HRIP, SPHR, SHRM-CP](https://www.ihrim.org/team/carolyn-broderick-sphr-shrm-cp-hrip/) - Carolyn Broderick, SPHR, SHRM-CP, HRIP is part of the HR Workforce Planning & Analytics team at the Mount Sinai Health System in New York. She is responsible for data and processes in HR and works with clients on HR Metrics and Analytics. Recently, Carolyn was Senior Consultant with DeFoe Associates, a consulting firm that implements - [Timothy Stewart, HRIP](https://www.ihrim.org/team/timothy-stewart-hrip/) - Tim Stewart is an HRIS professional with over 15 years of leadership and hands-on HRIS experience in hi-tech industries. His areas of expertise include HRIS implementations, HR optimization, HR technology, database design, interface development, cloud-based technologies, and mergers and acquisitions. Tim lives in Denver, CO, and is currently pursuing a master’s degree in Data Science. - [Dan Arndt, HRIP, CCP, GRP](https://www.ihrim.org/team/dan-arndt-hrip-ccp-grp/) - Dan Arndt currently is the Senior Reward Solutions Manager for Thomson Reuters. Dan brings 20 years of experience as a Human Resources Operations leader with global experience supporting more than 80 countries in Americas, EMEA, & APAC regions. He has thorough working knowledge of HR business processes within Core HR, Compensation, Benefits, Recruitment, and Talent - [Rich Berger, HRIP, SPHR](https://www.ihrim.org/team/rich-berger-hrip-sphr/) - Rich Berger leads transformations of HR organizations as an internal HR and HRIS leader as well as a vice president of HR technology and global Shared Services. Consulting includes vice president of clients' HR transformation for a global HR Outsourcing firm. My background includes design thinking, organization development, talent/human capital management, and implementing cloud-based HR - [Anthony Hutchinson](https://www.ihrim.org/team/anthony-hutchinson/) - Anthony Hutchinson is an accomplished Human Resources Technology professional with over 12 years of experience in the field. He has implemented and administered several HRIS and Talent management systems for several companies. Some of the systems that he has worked with include Halogen e-Appraisal, Oracle-Peoplesoft HCM, Taleo applicant tracking system, iCims applicant tracking system, Lawson - [Chiara Bersano](https://www.ihrim.org/team/chiara-bersano/) - Expertise: Centered on HR functional processes and their translation in technology and digitalization, Chiara’s expertise includes systems design, process re-engineering and global implementations that deal with the complexities of large corporations and their multi-dimensional structures and organization, working with all aspects of HR Technology, serving as industry analyst, consultant, product director, and HRIS Executive for - [James Lewis](https://www.ihrim.org/team/james-lewis/) - I currently provide extensive guidance in the implementation and optimization of HR related systems, services and processes supporting the management of the employee life-cycle, HR Shared Services & Tier 0 Delivery practices, and HR Technology deployment with an aim to improve the employee experience. I have a talent for building partnerships with business leaders and ## Guest Authors - [Andrea Derler, Ph.D.](https://www.ihrim.org/author/andrea-derler-ph-d/) - Andrea Derler, Ph.D., principal, research and customer value at Visier. She is an organizational researcher and previously a human capital analyst. She has a background in management research, human science, and human capital consulting. At Visier, she leads research efforts and helps produce data-based, practice-oriented, and actionable insights for business and HR leaders. She can - [Tirtha Chavan](https://www.ihrim.org/author/tirtha-chavan/) - Tirtha Chavan is an accomplished Business Transformations leader in the Software as a Service (SaaS) industry, boasting over a decade of expertise in unlocking value for millions of global customers, driving long-term strategic growth, and maximizing profitability for Fortune 500 organizations. One of her recent notable achievements includes spearheading International expansion, enabling teams to deliver - [Dave Ulrich, Ph.D.](https://www.ihrim.org/author/dave-ulrich/) - Dave Ulrich is the Rensis Likert Professor at the Ross School of Business, University of Michigan, and a Partner at the RBL Group. He has written more than 30 books and hundreds of articles, consulted with half of the Fortune 200, and spoken in over 90 countries on topics related to human capability (talent + - [Dieter Veldsman, Ph.D.](https://www.ihrim.org/author/dieter-veldsman-ph-d/) - Dr. Dieter Veldsman is an organizational psychologist with a passion for HR. He has over 15+ years of experience across the HR value chain and lifecycle, having worked for and consulted with various multinational corporations in Europe, Asia, and Africa. He has held the positions of CHRO, Organizational Effectiveness Executive, and Organizational Design and Development - [Krishnakumar Sivagnanam](https://www.ihrim.org/author/krishnakumar-sivagnanam/) - Krishnakumar Sivagnanam, a seasoned professional with two decades of experience in Information Technology. Krishnakumar has held leadership positions in renowned IT consulting firms, leading the development of innovative solutions and spearheading major initiatives in application modernization and automation. Krishnakumar's passion lies in leveraging disruptive cloud, ERP, and Web technologies using GRC frameworks to build robust - [Roger Pearman](https://www.ihrim.org/author/roger-pearman/) - Roger R Pearman, Managing Partner of TalentTelligent, consults with organizations regarding their talent management strategies. He has published books and articles on leadership development, served as a CHRO, and began his career on the faculty and staff of Wake Forest University, where he completed his BA and MA. Roger completed his doctorate at the University - [Bharath Mittapally](https://www.ihrim.org/author/bharath-mittapally/) - With an impressive track record spanning over half a decade, Bharath Kumar Mittapally has established himself as a seasoned data science consultant, positioning him at the forefront of the field. As a trusted data science consultant, he has worked with Fortune 500 companies such as Verizon and AT&T. Leveraging their vast datasets, he has adeptly - [Pan Singh Dhoni](https://www.ihrim.org/author/pan-singh-dhoni/) - Pan Singh Dhoni, a seasoned professional with close to two decades of experience in Information Technology, currently holds the position of Engineering Technical Manager at Five Below, Inc. His passion lies in leveraging disruptive technologies such as cloud computing, big data, and AI, utilizing multi-cloud and hybrid ecosystems in Data, Analytics, and AI. Dhoni has - [Khadim Batti](https://www.ihrim.org/author/khadim-batti/) - Khadim Batti is the Co-founder and CEO of Whatfix. Khadim co-founded Whatfix with Vara Kumar in 2014 to empower individuals and organizations to use and experience the maximum benefits of technology freely. An entrepreneur at heart with an engineer’s mind, Khadim is also giving back to the start-up community by sharing his passion, knowledge, and - [Sneha Mandala](https://www.ihrim.org/author/sneha-mandala/) - Sneha Mandala2 is a seasoned speaker and advisor on sustainable peak performance, specializing in enhancing engagement while reducing stress and burnout in the workplace. With a passion for unlocking human potential, Sneha combines neuroscience insights with practical strategies to create environments where individuals thrive. Sneha's expertise drives peak performance by integrating drive and authenticity at - [Kulbir Singh, Elevance Health](https://www.ihrim.org/author/kulbir-singh-elevance-health/) - Kulbir Singh has 18 years of experience in Information Technology as an analytics and data science professional. He possesses a wealth of knowledge and skills in data analysis, statistical modeling, and machine learning techniques. In addition to deep technical expertise, Kulbir has extensive experience working with data in various industries, including finance, healthcare, and retail. - [Rhonda Marcucci](https://www.ihrim.org/author/rhonda-marcucci/) - As Vice President of Innovation for Gallagher, Rhonda Marcucci works to instill a deepening emphasis on innovation across all Gallagher Benefit Services (GBS) areas by introducing new tools and business models designed to help Gallagher consultants be more proactive in bringing targeted solutions and expert consulting to clients. Rhonda has worked in the benefits and - [Trevor Fandale](https://www.ihrim.org/author/trevor-fandale/) - Trevor Fandale is the President of Huffmaster. He joined the company in 2016 as Vice President of Finance, bringing a strong financial analysis and strategic planning background. Trevor has provided executive assistance to develop short and long-term company goals, plans, and development strategies. Trevor’s expertise and vision have been invaluable to the company’s success. He can - [Katherine Jones, Ph.D.](https://www.ihrim.org/author/katherine-jones-ph-d/) - Unique as a thought leader for her ability to make theory actionable and technology comprehensible to non-technologists, Dr. Jones is a sought-after writer and speaker in the U.S. and internationally. Moving easily from the academic world to the worldwide technology stage, she has repeatedly created value propositions bridging technology and theory with the practical world - [Scot Marcotte](https://www.ihrim.org/author/scot-marcotte/) - Scot Marcotte is chief technology officer of Buck, a Gallagher Company. For 30+ years, he has helped organizations solve human resources challenges through the strategic use of data, communication, and technology. He holds a certified employee benefit specialist (CEBS) designation and is a regular presenter at global HR conferences. Scot fills his free time leading - [Anthony Santa Maria](https://www.ihrim.org/author/anthony-santa-maria/) - Anthony Santa Maria (www.linkedin.com/in/anthony-santa-maria/) is the Group Marketing Manager at Praxis Labs (www.praxis.com), an immersive learning company building human skills for leading Fortune 500 companies. - [Michael Lieberman](https://www.ihrim.org/author/michael-lieberman/) - Michael Lieberman is the Founder and President of Multivariate Solutions, a statistical and market research consulting firm that works with major advertising, public relations, and political strategy firms. He can be reached at michael@mvsolution.com. - [Bob Eichinger](https://www.ihrim.org/author/bob-eichinger/) - Bob Eichinger, Ph.D., SIOP Fellow, is currently President of TalentTelligent. Previously, Bob was the Vice Chairman of the Korn/Ferry Institute after being the co-founder and CEO of Lominger International for 25 years. Before Lominger, he was with PepsiCo as the Director of Leadership Development, where he led executive development, and with Pillsbury, where he led - [Allan H. Church](https://www.ihrim.org/author/allan-h-church/) - Allan H. Church, Ph.D., is Co-Founder and Managing Partner of Maestro Consulting, LLC. A widely recognized thought leader in the field, he has over 30 years of experience in global corporate executive positions and external consulting. He is also an Adjunct Full Professor at Columbia University Teachers College, where he teaches Strategic Talent management. Before - [Zoe Chen](https://www.ihrim.org/author/zoe-chen/) - Zoe Chen is a Senior Consultant at Veldhoen + Company, a leading firm that optimizes organizational performance through activity-based working. With a background in Industrial/Organizational Psychology and endless curiosity about people, she has spent over a decade studying and applying behavioral sciences in the workplace. She is fascinated by what influences people’s sense-making and decision-making - [Shobhit Mittal](https://www.ihrim.org/author/shobhit-mittal/) - Shobhit Mittal, a prominent professional in financial management and business operations, is currently contributing his expertise to Dell. His career, distinguished by over a decade of experience with Fortune 100 companies and innovative startups, has been marked by numerous successful undertakings in the realms of business strategy/planning, financial analysis, and process optimization. Beyond his core - [Cameron Yarbrough, Torch Leadership Development](https://www.ihrim.org/author/cameron-yarbrough-torch-leadership-development/) - Cameron Yarbrough is Co-Founder & CEO at people development platform Torch. Prior to Torch, Cameron worked at Stanford GSB as an interpersonal dynamics facilitator and also built a successful executive coaching practice working with high-profile Silicon Valley executives. - [Nov Omana, Collective HR Solutions](https://www.ihrim.org/author/nov-omana-collective-hr-solutions/) - Nov Omana, co-founder, and CEO of Collective HR Solutions, is known for his thought leadership and understanding of combining and leveraging technology. He is known for “connecting the dots” between technologies to create new solutions and solve business problems. Frequent keynote presenter, moderator, or contributor for HR associations’ presentations, Nov is often sought by media - [Cindy Pascale](https://www.ihrim.org/author/cindy-pascale/) - Cindy is a serial entrepreneur. She started an e-learning business, Vado, in 2010. After growing the company into an internationally recognized and award-winning courseware provider, she sold it to HSI in 2020. After thinking about some of the problems she encountered and the amount of time and effort put into solving them, she co-founded CEO - [Nancy Zafrani, Oz Moving & Storage](https://www.ihrim.org/author/nancy-zafrani-oz-moving-storage/) - Nancy Zafrani is the experienced General Manager of Oz Moving & Storage, with 30 years in the industry and a lifetime of knowledge as a New Yorker. She helped grow the company from 3 employees to 200 with 50 trucks and locations across the US. Her experience and organizational skills have led to over 500,000 - [Vijay Balasubramanian, Microsoft](https://www.ihrim.org/author/vijay-balasubramanian-microsoft-2/) - Vijayasarathi Balasubramanian, known as Vijay, works for Microsoft as a Senior Data and Applied Scientist. Vijay obtained his master’s in data science from the University of Notre Dame, and he has 17 years of progressive professional experience in technology and its practical applications. Vijay can be reached at vijayasarathib@gmail.com. Vijay is associated with prestigious associations, including - [Anirudh Khanna, Pacific Gas and Electric](https://www.ihrim.org/author/anirudh-khanna-pacific-gas-and-electric/) - Anirudh Khanna works for Pacific Gas and Electric (PG&E) as a Senior Data Protection Lead. He has been leading the Data Protection, Disaster Recovery and Cyber Recovery team in PG&E for the last 6 years. Anirudh obtained his bachelor’s in computer science engineering in 2008, and he has 15 years of progressive professional experience in - [Barbara Buchanan, Vintage Hill Consulting](https://www.ihrim.org/author/barbara-buchanan-vintage-hill-consulting/) - As Director of Strategic Services for Vintage Hill Consulting, Barbara Buchanan engages with clients around the task of HCM System Selection. For the past decade, Barb has excelled in leading both large and small HCM projects, showcasing her expertise in conducting business analysis, system selection, and implementation projects. With over 25 years of HR operations - [Roja Boina](https://www.ihrim.org/author/roja-boina/) - As an Engineering Senior Advisor, Roja provides data-driven and strategic solutions to customers using Data Engineering tools and technologies like Apache Spark, Python, Databricks, SQL, and BI tools like Tableau on cloud platforms, including AWS. She is an Expert in the field of data analytics for Healthcare. She Identifies and develops KPI'S that deliver high-impact - [Nov Omana](https://www.ihrim.org/author/nov-omana-2/) - CEO/Founder of Collective HR Solutions, Inc. Nov is known for his thought leadership and understanding of combining and leveraging technology. He is known for “connecting the dots” between technologies to create new solutions and solve business problems. Frequent keynote presenter, moderator, or contributor for HR associations’ presentations, Nov is often sought by media for general - [Alekhya Achanta](https://www.ihrim.org/author/alekhya-achanta/) - Alekhya Achanta is an accomplished data professional with 7+ years of diverse experience in data analysis, data ops engineering, business intelligence, and QA analysis. As a thought leader, she leverages data-driven insights for problem-solving and process optimization. With a curious mindset, Alekhya excels in uncovering valuable insights from complex datasets, driving innovative solutions. Her successful - [Rakesh Margam](https://www.ihrim.org/author/rakesh-margam/) - Rakesh Margam holds a master's degree in computer science from Governors State University. With over ten years of experience as a results-driven healthcare IT technology leader, Rakesh has successfully developed and implemented strategies for integrating digital technologies into healthcare delivery systems. Specializing in Electronic Health Records (Epic Ambulatory and Epic MyChart), Patient Remote Monitoring, Telehealth, - [Peter Burnham, C.Psychol, Peopleytics](https://www.ihrim.org/author/peter-burnham-c-psychol-peopleytics/) - Peter Burnham, BSc, MSc, C.Psychol, AfBPS, Director, Peopleytics Peter is a Chartered Psychologist and an Associate Fellow of the British Psychological Society (BPS). He is a member of the Division of Occupational Psychology and a BPS Level A and B qualified trainer. He has been involved in the design of survey and psychometrics for over - [Marna van der Merwe, Academy to Innovate HR](https://www.ihrim.org/author/marna-van-der-merwe-academy-to-innovate-hr/) - Marna van der Merwe is an Organizational Psychologist and Subject Matter Expert at The Academy to Innovate HR. She has over 12 years of experience within the Human Resources domain, focusing on Organizational Effectiveness and Strategic Talent Management. Her research areas of interest are talent management, specifically the evolution of talent management within the fourth - [Vijay Balasubramanian, Microsoft](https://www.ihrim.org/author/vijay-balasubramanian-microsoft/) - Vijayasarathi Balasubramanian, known as Vijay, works for Microsoft as a Senior Data and Applied Scientist. Vijay obtained his master’s in data science from the University of Notre Dame, and he has 17 years of progressive professional experience in technology and its practical applications. Vijay is associated with prestigious associations, including IEEE, IET, and BCS. Indian - [Siddarth Sharma, JP Morgan Chase](https://www.ihrim.org/author/siddarth-sharma-jp-morgan-chase/) - Siddharth Sharma, a seasoned professional in HR Digital Solutions, currently serves as the Vice President at JP Morgan Chase and is a co-founder and former CHRO for TYP. Boasting over a decade of experience in HR enterprise applications, Siddharth successfully led numerous end-to-end implementations to achieve substantial cost reductions and optimize business processes. Experienced in - [Yasmine Mustafa, ROAR](https://www.ihrim.org/author/yasmine-mustafa-roar/) - Yasmine Mustafa is the CEO & Co-Founder of ROAR, a technology company dedicated to cultivating safer workplaces. The company’s patented workplace panic button solution provides employees with one press of a button to protect their people, here and now. She can be reached at yasmine@roarforgood.com. - [Julie Kratz, Next Pivot Point](https://www.ihrim.org/author/julie-kratz-next-pivot-point/) - Julie Kratz is the Founder and Chief Engagement Officer of Next Pivot Point. She is a highly acclaimed TEDx speaker and inclusive leadership trainer who led teams and produced results in corporate America. After experiencing many career "pivot points" of her own, she started her own speaking business to help leaders be more inclusive. Promoting - [Bob S. Buday, Thought Leadership Partners](https://www.ihrim.org/author/bob-s-buday-thought-leadership-partners/) - Robert Buday is the author of the award-winning book Competing on Thought Leadership: How Great B2B Companies Turn Expertise Into Revenue (Ideapress Publishing, 2022) and CEO of Buday Thought Leadership Partners, a consulting and marketing firm. He can be reached at bob@budaytlp.com. - [Norm Smallwood, The RBL Group](https://www.ihrim.org/author/norm-smallwood-the-rbl-group/) - Norm Smallwood is a recognized authority in developing businesses and their leaders to deliver results and increase value. In 1999, Norm co-founded The RBL Group with Dave Ulrich. Much of his current work relates to measurably improving the customer and employee experience to increase business outcomes. This is accomplished by partnering with clients to integrate - [Dave Ulrich, University of Michigan](https://www.ihrim.org/author/dave-ulrich-university-of-michigan/) - Dave Ulrich Dave Ulrich is the Rensis Likert Professor at the Ross School of Business, University of Michigan and a partner at the RBL Group (http://www.rbl.net) a consulting firm focused on helping organizations and leaders deliver value. He has published over 200 articles and book chapters and over 30 books. He edited Human Resource Management - [Shashank Agarwal](https://www.ihrim.org/author/shashank-agarwal/) - Shashank Agarwal is an analytics expert who has channeled his expertise within the pharmaceutical space over the years. He has worked with several Fortune 500 healthcare companies such as CVS Health, AbbVie, and IQVIA. His experience cuts across various areas in market access, brand analytics, predictive modeling, launch strategy, and multi-channel marketing. He has led - [Devon McGrath](https://www.ihrim.org/author/devon_mcgrath/) - [Katherine Chia, Ph.D.](https://www.ihrim.org/author/katherine-chia-ph-d/) - Dr. Katherine Chia is a Cognitive Scientist, Data Scientist, and a Responsible AI Advocate with Cangrade. Her work exists at the intersection between cognitive science and artificial intelligence. Research methodology expert, data science fanatic, and advocate for responsible AI. At Cangrade, she builds predictive models using machine learning tools to estimate candidate success in roles, - [Mimi Brooks](https://www.ihrim.org/author/mimi-brooks/) - Mimi Brooks is the founder and CEO of Logical Design Solutions (LDS), a consulting firm that envisions and designs digital enterprise solutions and employee experiences. Since founding the company in 1990, she has led LDS to become a recognized brand among technology-focused management consultancies and a trusted partner to Fortune 500 business clients. Mimi is - [Amy C. Lewis, Ph.D.](https://www.ihrim.org/author/amy-c-lewis-ph-d/) - Dr. Amy C. Lewis, associate dean of business and professor of management, College of Business, Texas A&M University, San Antonio. She earned her Ph.D. in social psychology from Indiana University and trained in organizational behavior as a postdoctoral research associate at the David Eccles School of Business at the University of Utah. Amy’s research focuses - [Deborah Waddill, D.Ed.](https://www.ihrim.org/author/deborah-waddill-d-ed/) - Dr. Deborah Waddill, president of Restek Consulting, LLC, is an Innovative HR Strategist, Executive Consultant, and Author who collaborates to offer expert guidance on HR strategic planning. She customizes HR technology recommendations to maximize leadership, talent, learning, and knowledge management. Deborah’s business acumen and consulting skills earned her the Alpha Eta Award, the Ralph Stone - [Laura Cabrera, Ph.D.](https://www.ihrim.org/author/laura-cabrera-ph-d/) - Dr. Laura Cabrera, an expert in research methods and systems thinking who serves on the faculty of Cornell University, where she teaches systems thinking, mapping, and leadership at Cornell University at the Institute for Policy Affairs. She is also program director for Cornell’s Graduate Certification Program in Systems Thinking, Modeling, and Leadership (STML). Cabrera serves - [John Kelly](https://www.ihrim.org/author/john-kelly/) - [Erica L. (Miller) Arnold](https://www.ihrim.org/author/erica-l-miller-arnold/) - Erica L. (Miller) Arnold, director with The Hackett Group’s Strategy and Business Transformation Practice specializing in global HR Transformation. She combines strategic and innovative thinking with practical application, building trusted, lasting relationships with clients. She has led and supported transformation initiatives across several industries, with a focus on change management and HR operating and service - [Brian Buck](https://www.ihrim.org/author/brian-buck/) - Brian Buck, senior director with The Hackett Group’s Strategy and Business Transformation Practice specializing in global HR Transformation. With over two decades of experience in financial services and consulting, he has focused on leveraging technology to measurably improve the enterprise’s operational efficiency, effectiveness, and workforce experience. His areas of expertise include HR transformation, HR function - [Steve Secora](https://www.ihrim.org/author/steve-secora/) - Steven Secora, senior manager, Kronos Applications. He has worked in the HR technology industry for 25 years, growing from an HRIS analyst to HRIS director and holding all positions in between. His most recent position has been working for PepsiCo as the senior manager of Kronos DevSecOps, where he led a team supporting over 100,000 - [Sean Junor](https://www.ihrim.org/author/sean-junor/) - Sean Junor, director, payroll services, people analytics and systems, at Canadian Forest Products. Over the past 15 years, Sean’s responsibilities within human resources have evolved and expanded to include, human capital technology deployment, people services, payroll, strategic workforce planning, succession planning, talent acquisition and workforce analytics. In 2015, he was named to the Canadian Human - [Dave Curtis](https://www.ihrim.org/author/dave-curtis/) - Dave Curtis, director, HRIS, at University of Maryland Medical System Human Resource Services. He has been an HR professional since 1999, starting his HR career as a front desk clerk at Sparrow Health System in Lansing, Michigan. Dave worked his way into an HRIS position at Sparrow and, in 2011, made a move to Baltimore, - [Kevin MacDuff](https://www.ihrim.org/author/kevin-macduff/) - Kevin MacDuff, CPA, solutions director at Visier. He was an early adopter of people analytics, and the way math and data can provide evidence of human behavior within organizations. He uses his deep subject expertise to design compelling products and services that solve customer problems and lead the people analytics market forward. At Visier in - [Victoria Nordal](https://www.ihrim.org/author/victoria-nordal/) - Victoria Nordal, marketing specialist co-op on the Visier Partner and Embedded Marketing team. She works across her team to develop social media campaigns, create engaging newsletters, and assist with the execution of partner events. She is currently a fourth-year UBC Sauder School of Business student pursuing her Bachelor of Commerce, with a specialization in marketing. - [Savi Chakraborty](https://www.ihrim.org/author/savi-chakraborty/) - Savi Chakraborty, director of product marketing, for embedded analytics at Visier. She partners with HR technology vendors to help their customers get started on the journey of people analytics. Having spent more than a decade in the technology industry, she comes with a deep passion for analytics products and storytelling steeped in data. Savi was - [Catherine "Kater" Cheek](https://www.ihrim.org/author/catherine-kater-cheek/) - Catherine “Kater” Cheek, senior copywriter at Visier. She is an award-winning author with a breadth of writing experience from corporate communications to marketing to storytelling. She aims to highlight the human stories behind data and showcase details that make complicated concepts easy to understand. She can be reached at kater.cheek@visier.com. - [Mike Everitt](https://www.ihrim.org/author/mike-everitt/) - Mike Everitt, principal solution consultant at Visier. He has spent the last 24 years working for various HR software companies including PeopleSoft, Oracle, and now Visier. He started his career educating customers, before moving into solution consulting. Mike advises companies across industries on HR software purchases and deployment, focusing on people analytics, where he helps - [Renee Schapiro](https://www.ihrim.org/author/renee-schapiro/) - Renee Schapiro, strategic services consultant at HRchitect. She is responsible for guiding clients through discovering their HR technology needs and facilitating their evaluation of human capital management systems. She has more than five years of experience in HR administration. Renee has a master’s degree in Music, Mind and Brain from Goldsmiths, University of London and - [Derek Cabrera](https://www.ihrim.org/author/derek-cabrera/) - Derek Cabrera, internationally known author and systems scientist who serves on the faculty of Cornell University and the Board of Advisors DSE at the US Military Academy at West Point’s Systems Engineering Advisory Board. He has given two TED Talks, holds two U.S. patents, written and produced a rap song, a children’s book on cognition, - [Lee Webster](https://www.ihrim.org/author/lee-webster/) - Lee Webster, JD-MBA, owner of International Service Standards Solutions, LLC and Interim Vice President, Human Resources, The College of New Jersey Over. He has held a succession of senior management and executive positions at Fortune 500 companies, including ExxonMobil, Pepsi, and Rohm and Haas over a 30-year period. Lee founded two ISO Technical Committees, ISO/TC - [Jacqueline Kuhn](https://www.ihrim.org/author/jacqueline-kuhn/) - [Lynne Mealy](https://www.ihrim.org/author/lynne-mealy/) - Lynne Mealy, HRIP has over 30 years experience in HR and HRMS, including technology strategy, product selection and implementation. A published author and presenter on HR technology issues, Lynne served on the IHRIM Education Committee and is the CFO of the HRIM Foundation. - [Bill Brantley](https://www.ihrim.org/author/bill-brantley/) - Bill Brantley teaches at the University of Maryland (College Park) and the University of Louisville. He also works as a Federal employee for the U.S. Patent and Trademark Office. All opinions are his own and do not reflect the opinions of his employers. You can reach him at http://billbrantley.com. - [Ken Rhie](https://www.ihrim.org/author/ken-rhie/) - Ken Rhie is the CEO of Trumpia, which earned a reputation as the most complete SMS solution including user-friendly user interface and API for mobile engagement, Smart Targeting, advanced automation, enterprise, and cross-channel features for both mass texting and landline texting use cases. Mr. Rhie holds an MBA degree from Harvard Business School. He has - [Freddie Tubbs](https://www.ihrim.org/author/freddie-tubbs/) - Freddie Tubbs is recruiting manager at Boomessays. He is writing a Revieweal educational blog and is a column at the Atlantic and Essayroo blog. - [Eva Wislow](https://www.ihrim.org/author/eva-wislow/) - Eva Wislow is a career coach and HR manager from Pittsburgh. She is focusing on helping people break down their limits, find a dream job and achieve life and career success. Eva maintains a strong interest in bringing the digital revolution into human resources. She finds her inspiration in writing and peace of mind through - [Lucy Benton](https://www.ihrim.org/author/lucy-benton/) - Lucy Benton is a marketing specialist, business consultant and currently provides assignment help online. She helps people to turn their dreams into the profitable business. Lucy studied Creative and Professional Writing at the Maharishi University of Management. Now she is writing for marketing and business resources. - [Marie Fincher](https://www.ihrim.org/author/marie-fincher/) - Marie Fincher is a content writer at TrustMyPaper company with a background in marketing, technology, and business intelligence. She frequently writes about data science, BI, new marketing trends and branding strategies. Marie gradually changed her focus from working in marketing to writing about it. - [Kristin Savage](https://www.ihrim.org/author/kristin-savage/) - Kristin Savage nourishes, sparks and empowers using the magic of a word. Along with pursuing her degree in Creative Writing, Kristin was gaining experience in the publishing industry, with expertise in marketing strategy for publishers and authors. Now she had found herself as a freelance writer. She observes with a special interest how the latest - [Michael Dehoyos](https://www.ihrim.org/author/michael-dehoyos/) - Michael Dehoyos, a business expert at PhD Kingdom and Academic Brits, helps companies develop marketing strategies and human resources strategies. He enjoys sharing his many decades of experience with companies to help them improve their efficiency. His writing is also available on the Academic Paper Help blog. - [Aimee Laurence](https://www.ihrim.org/author/aimee-laurence/) - Aimee Laurence is a tech blogger and communications expert at Write my essay Australia and Assignment help Australia. She also freelances at Essays for Sale. - [Ellie Coverdale](https://www.ihrim.org/author/ellie-coverdale/) - Ellie Coverdale is a technical writer at Top Canadian Writers and Oxessays. She has been involved in huge tech research projects, which she has taken may valuable learning experiences. Ellie also contributes to Write my Australia. - [Kurt Walker](https://www.ihrim.org/author/kurt-walker/) - Kurt Walker has been working as an editor and a copywriter at Brill Assignment, Assignment Geek and uk.bestessays.com in London for 3 years. He is also offering thesis help, assignment help, and custom essay writing service. Kurt loves writing and is a professional content writer and journalist in topics such as inspiration, productivity, education, and - [Jason Cutter](https://www.ihrim.org/author/jason-cutter/) - With the title of Sales Success Architect, Jason Cutter’s consulting business is focused on helping organizations with their inside sales teams. From his sales-related podcast to guest articles written about selling at trade shows, his mission to help salespeople go from Order Taker to Quota Breaker. - [Kamy Anderson](https://www.ihrim.org/author/kamy-anderson/) - Kamy Anderson is an ed-tech enthusiast with a passion for writing on emerging technologies in the areas of corporate training and education. He is an expert in learning management system & eLearning authoring tools – currently associated with ProProfs Training Maker - [Javad Shabani](https://www.ihrim.org/author/javad-shabani/) - Javad Shabani is an Assistant Professor of Physics at New York University and a member of the Center for Quantum Phenomena. He received his Ph.D. from Princeton University and conducted post-doctoral research at Harvard University and University of California, Santa Barbara. His research is primarily focused on quantum computing, topological superconductivity and developing novel superconducting - [Marc Miller](https://www.ihrim.org/author/marc-miller/) - Marc 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, MARC S MILLER ASSOCIATES, a sole proprietorship, together with his industry visibility, has made Marc S. Miller - [Jim Pettit](https://www.ihrim.org/author/jim-pettit/) - Jim Pettit is the Manager, HRIS for Wayne Farms where he provides leadership in design, implementation, testing, communication, maintenance, and administration in support of Wayne Farms human resource information systems strategy. A numbers first HR professional throughout his 3+ decade career Jim takes great delight in linking human capital to organizational effectiveness. Jim has been - [Sidney Simon](https://www.ihrim.org/author/sidney-simon/) - Sidney (Sid) H. Simon is very happily retired, in Florida, to golfing, pickleball, biking, poker, performing magic, and traveling. His career included positions in Aerospace IT, Bechtel Corporate HR, Tesseract/VP Product Management, Accenture HRIT, Healtheon (now WebMD), Cyberbills, and Unum. Sid was a founder and first president of IHRIM, which began as HRSA (Human Resource - [Freddye Silverman](https://www.ihrim.org/author/freddye-silverman/) - Freddye Silverman is an independent consultant doing business as Silver Bullet Solutions since 2007, former VP of HR Technology Solutions at Cendant, Jeitosa Regional VP, and strategy consultant. In the HRIS field since 1986, with responsibility for HR technology strategic planning and oversight of global HR and payroll systems. Teaching background in foreign languages –foundation - [Jeffrey Pfeffer](https://www.ihrim.org/author/jeffrey-pfeffer/) - Jeffrey Pfeffer is the Thomas D. Dee II Professor of Organizational Behavior at the Graduate School of Business, Stanford University. Pfeffer received his Ph.D. from Stanford University and has taught at the business schools at the University of Illinois and the University of California, Berkeley, as well as being a visiting professor at Harvard Business - [James Williams](https://www.ihrim.org/author/james-williams/) - James Williams is a Business Transformation and Workplace Experience Executive specializing in creating consumer grade experiences within organizations using analytics, automation, and user centered design. His work spans numerous Fortune 50’s (IBM, GM, Boeing) and Fiserv, and is most recently taking a turn at modernizing the patient & employee experience in Hospitals. - [Bennett M. Reddin](https://www.ihrim.org/author/bennett-m-reddin/) - Bennett "Bennie" M. Reddin is Chief Technology Officer at Joynd, the premiere HR integration service provider. His HRIS expertise extends over 35 years from early PC-based HR systems to current Cloud Native architectures. Alternating between development and implementation, he has designed several HR and Payroll architectures for service bureaus and ERP vendors, then deployed those - [Andre Rooks](https://www.ihrim.org/author/andre-rooks/) - Andre Rooks is a Senior Principal at Mercer where he is responsible for developing strategies and systems that improve the effectiveness of rewards programs. Andre’s presented to industry groups such as the Conference Board, HR Tech, National Association of Stock Plan Professionals, Financial Executives International, Society for Human Resource Management, International Society of Certified Employee - [Sherrie Webster Brown](https://www.ihrim.org/author/sherrie-webster-brown/) - Sherrie Webster Brown is a Senior Principal at Mercer where she leads projects in the areas of total rewards strategies, base and compensation pay, incentive pay program design, job evaluation, job leveling, career framework, and implementation strategies that are consistent with business goals and objectives. Sherrie has worked with a broad range of clients ranging - [Scott Smith](https://www.ihrim.org/author/scott-smith/) - Scott Smith is a professional services executive that has demonstrated leadership and entrepreneurial skills by successfully developing, managing and growing consulting businesses for some of the world’s premier consulting firms such as Price Waterhouse, IBM, and KPMG-BearingPoint; experience has culminated in successfully co-founding, managing and growing Clinton Rubin, LLC, a boutique management consulting firm. Proven - [Wendy Hirsch](https://www.ihrim.org/author/wendy-hirsch/) - Wendy Hirsch is Vice President, HR Technology, Analytics and Services. She has responsibility for overseeing Eaton’s HR technology solutions and future roadmap, as well as overseeing the HR Services organization to deliver employee lifecycle services to their businesses, which includes over 100,000 employees globally. In addition, Wendy is responsible for the design, build out and - [Anna Marley](https://www.ihrim.org/author/anna-marley/) - Anna Marley is the COO and Market Leader at Merit Analytics Group LLC, which she co-founded in 2017. She has over 20 years of diversified analytics experience and specific thought leadership in workforce-related analytics based on her wide range of evidenced-based workforce management engagements—from examining labor dynamics and building workforce dashboards to developing predictive and - [Monica Lloyd](https://www.ihrim.org/author/monica-lloyd/) - Monica Lloyd currently serves at the PreSales Director and Sales Trainer at Ascentis. Monica has over 25 years as an HR practitioner with experience as a Recruiter, Generalist, Compensation Manager, Trainer, and VP of HR. Monica has managed and developed training programs, run her own training development group, and currently helps train the sales team - [Arthur Woods](https://www.ihrim.org/author/arthur-woods/) - Arthur Woods is the coauthor of Hiring for Diversity, the first dedicated book for leaders to navigate growing diversity in their organizations by shifting their hiring and talent practices. Arthur is an LGBTQ+ leader and cofounder of diversity hiring technology company, Mathison. - [Frank Gómez](https://www.ihrim.org/author/frank-gomez/) - Frank Gómez is a former senior Foreign Service Officer and corporate and nonprofit executive. He is a veteran Hispanic activist, and a longtime partner in Latin Insights and a DEI champion for four decades. - [John Sumser](https://www.ihrim.org/author/john-sumser/) - John Sumser is the founder and principal analyst at HRExaminer.com. The company focuses of the bleeding edge of HRTech, AI, and the ethics associated with deploying AI in HR environments. He is a senior fellow at the Conference Board focusing on HRTech and Intelligent Tools. These days, his practice involves helping companies and HR Departments - [Heather Bussing](https://www.ihrim.org/author/heather-bussing/) - Heather Bussing is an employment attorney and writer who explores the intersections of people, technology, and work. She writes regularly for the HRExaminer and has authored blog posts, white papers, and reports for HR Technology companies. She has been interviewed and quoted in the New York Times, Wall Street Journal, CNN, Mashable, Business Insider, and - [John Macy](https://www.ihrim.org/author/john-macy/) - John Macy is a globally recognized thought leader in HR technology and has been an industry leader for the last two decades. He founded Competitive Edge Technology in 1994. He was awarded a Life Fellowship with the Australian HR Institute in 2013 and inducted in AHRI’s Hall of Fame in 2020. He is a member - [Wayne Tarken](https://www.ihrim.org/author/wayne-tarken/) - Wayne Tarken has more than 20 years of experience working with business executives and is well versed professionally and personally to help others in the implementation of agile and strategic leadership practices that improve the performance of business strategies and operations. With Steve Hart, he co-founded the Agile HR Consortium, a global group of organizations - [Steve G. Hart](https://www.ihrim.org/author/steve-g-hart/) - Steve G. Hart is an executive coach with The Professional Development Group, LLC, and is also co-founder, Chief Learning Officer, and Senior Consultant with the Agile HR Consortium, LLC. In both organizations, he coaches inspiring leaders, develops high performing teams, and helps his clients to create great places to work. Prior to 2019, he served ## Categories - [Technology Strategy & Solutions Assessment](https://www.ihrim.org/category/technology-strategy-solutions-assessment/) - [HR Technology & Business Processes](https://www.ihrim.org/category/hr-technology-business-processes/) - [Systems Selection, Implementations & Upgrades](https://www.ihrim.org/category/systems-selection-implementations-upgrades/) - [HR Systems Operations](https://www.ihrim.org/category/hr-systems-operations/) - [IHRIM News](https://www.ihrim.org/category/ihrim-news/) - [DEI](https://www.ihrim.org/category/dei/) - [STEM-HR](https://www.ihrim.org/category/stem-hr/) - [Media Review](https://www.ihrim.org/category/media-review/) - [Books](https://www.ihrim.org/category/media-review/books/) - [Workforce & Behavioral Analytics / Workforce Planning](https://www.ihrim.org/category/workforce-behavioral-analytics-workforce-planning/) - [Technology Trends / Disrupters / Industry Insights](https://www.ihrim.org/category/technology-trends-disrupters-industry-insights/) - 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