Who-Killed-H

“Who Killed H. (Harriet) R (Rose) Job?”

Ms. Harriet (H) Rose (R) Job was found dead – at her workplace. This is a “police procedural” – conducted by detective Marc S. Miller who explores the Crime beginning with Crime Scene photos and a list of suspects and other “persons of interest” including: “Benny Fits” (Benefits), “Pai Roal” (Payroll), “Harry R. Is” (HRIS), Bebe Boomer, Cher Holder (Shareholders), Ed Konomy (the economy), Mel Lenial (Millennial), Sue “Sis” Stems, etc..; each having specific motives and opportunity. Find out if her death was Murder or Suicide?
Ms. H. R. Job became a target and then victim, for among other reasons, she had minimal or no CLOUT or influence to her peers and within her organization. This presentation will include an anecdotal but fact based Clout Questionnaire, where attendees will be able to determine their own Level of Clout (both personal and professional). The use of HR Technology as a driver in gaining and maintaining CLOUT within the HR realm and while working on teams is discussed.

“Leveraging your HR Technology” or, how to avoid the ‘Dirty Harry’ syndrome”

“Dirty Harry” Callahan, portrayed by Clint Eastwood in the 1976 movie “The Enforcer” had some uncomplimentary things to say about people in “Personnel” (now Human Resources). Marc’s presentation will explore how the function of HR deserves to be considered a strategic Asset (rather than something else!) All indications point to the continuing and proven emergence of the HR function as one that is considered vital, if not critical, to the continuing success of the corporate enterprise.
Management has recognized that the function of Human Resources (especially EMPLOYEE ENGAGEMENT, ONBOARDING, Succession Planning, staffing, recruiting) and other related activities must be interwoven within the overall strategies of the enterprise, as all aspects of its business and e-commerce have an impact on the entities major resource, its HUMAN resource.
To accomplish this, and to become a “Strategic Partner” with the other corporate business units, those in HR must view themselves and their tasks from a business perspective. This cannot be accomplished without significant support from a variety of available HR Technology solutions.
This session will explore how, through the use of the data in an effective HRMS, strategic information can be formulated that supports the strategic needs of senior management.  HR Business Performance Ratios that can be derived from straightforward calculations using data elements in your HRMS will enhance the strategic partnership and reputation of your technology function.
Leveraging-your-HR
fist for CLOUT

“Building Personal and Professional Clout with HR Technology”

To the HR Technology professional, an HRMS must be considered to be the significant component of his/her success. A successful HRMS capacity, well received by user and Senior management alike, should lead to personal growth and success. One major component of gaining success, both personally and professionally, is when an individual is thought to have influence or “CLOUT”.
This session will discuss the general issues surrounding the components of CLOUT…what makes a person have CLOUT and others not, how to get CLOUT and how to keep it.
Todays shifting workforce – becoming heavily dependent on Millennial’s and even younger generations – create a challenge in terms of attracting and retaining this generation in any company. One solution and one proven “want” is that these generations seek independence, and a positive and technically rich work experience, one that they perceive includes freedom, challenge and trust. They seek influence and recognition. They seek work that is new, challenging and of global scope. They want to experience collaboration with others in their organization – at any level and at any location. They want some power, and thus, some CLOUT. Without that kind of work – they exhibit no loyalty, and minimal engagement.
This session will help the attendees determine their own CLOUT SCORE via a humorous, but serious Questionnaire.

“People on Projects — why projects succeed and others fail”

Most organizations of any size will have implemented or tried to implement some kind of HR Technology.  HR Technology vendors have existed since the mid sixties and promise (and usually deliver) software that works.  However, research tells us (in hindsight) that most of the major implementations of large employee systems in complex environments have fallen short of expectations and have failed to meet originally set goals, timeframes, budgets and overall directives.
Research also tells us that when asked, the “survivors” of project failures (“disasters”) cite “politics” as the chief culprit.  In fact, in over 90% of “failed systems” (all applications, not just HR Technology) not one technical flaw was to blame.
The management of the project team, and the behavior of the people on the project was the main cause for project failure.
This speech explores the “people” aspects of system implementations, addressing such topics as team collaboration, team staffing, the need to understand differing cultures. generational differences, motivations, and how an individuals’ thirst for “power” all effect the potential success of any type of project.
This session will attempt to explore and explain how the differences between people from Audit, Operations, Human Resources, Payroll and Technology can be dealt with, hopefully with a positive team collaborative outcome.
Using pertinent and humorous adaptations of a famous science fiction classic movie, Marc Miller will emphasize the importance of Team Building and Teamwork to achieving a project team effort that is considered successful.
This session will explore the issue of communications and how the lack of, or presence of, effective communications plays a significant role in causing the potential success or failure of technology or other project team initiatives.
People-on-Projects
Project-Team-Building

“Project Team Building — getting along with IT and others as you implement new HR Technology Strategies”

This speech focuses on various communication methodologies needed to staff and motivate an HR Technology Project Team.  Topics covered will include: dealing with interpersonal conflict, conflict resolution, team participation styles, communication styles and techniques, politics, turf issues. etc.

“The Politics of HR Technology”

This talk focuses on internal politics and how they influence the selection and implementation of new HR Technology.  All companies have political agendas, the issue is how best to use the politics on the behalf of gaining new HR Technology and not to its detriment.  This session will explore techniques to identify “political influences” and will explore how to classify each political player or movement as good, bad or indifferent, and how to “play the game” in the political arena.
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How-HR

“Heroic HR – Moving from Data Management to Information Craftsmanship”

By being in the right place at the right time, and by providing strategic and actionable information, HR can help any organization improve its effectiveness and efficiencies. By leveraging the power of today’s HR technology – delivered over the Cloud in a Software as a Service ( SaaS) basis – the HR function will shift from transaction oriented to a critical “strategic” focus.
The requirement for HR to assume the role of a strategic business partner is increasingly accepted. HR leaders know they must provide senior management with the information and advice to guide the organization through the competitive landscape. But, there are myriad other HR tasks that remain. HR practitioners wonder if they need superpowers to accomplish the full slate of work.
The combination of the Internet and the utilization of new vendor offerings have enhanced the powers of HR to the greatest extent possible. With proper understanding of strategies for WEB utilization and related product “bolt ons”, HR can provide “heroic” results and measures to senior management.
Heroic-HR
HR-folks-are-from-Mars

“HR folks are from Mars, Systems People are from Venus — the Communication Between Two Alien Species”

Based on the popular best seller “MEN ARE FROM MARS, WOMEN ARE FROM VENUS” (by John Gray, Phd), this session explores the issue of communications and how the lack of, or presence of, effective communications plays a significant role in causing the potential success or failure of HR systems and HRIS related business process improvement projects.
A verbal questionnaire will be used to determine the current communications style and effectiveness of the session attendees as communicators.
Additionally, this session will explore how the different roles, culture and functions of HR and SYSTEMS people differ, and how these differences have led to system failures.
The session will explore methods to overcome these historical based barriers between these two cultures.

View a video of this speech…

Cyber Threat Awareness

“The Needed Role of Human Resources in Instilling Workforce Cyber Awareness”

HR technology thought leader Marc Miller explores cybersecurity key themes and best practices with HR Professionals. His objective is to educate our attendees on how HR, working with IT/Security, must take the lead in educating the workforce within the organization so that the full employee population gains an understanding of the internal cybersecurity threats and how HR can build best practices to help IT/Security prevent, detect, and respond to information security threats within an organization, and to implement other measures to minimize cyber risks. Among the topics covered are: of the internal cybersecurity threats and how HR can build best practices to help IT/Security prevent, detect, and respond to information security threats within an organization, and to implement other measures to minimize cyber risks. Among the topics covered are:
  • Today’s Cybersecurity landscape: the Impact, cost and & effect of Cyber attacks to America’s corporations, the “Dark Web” threat etc.
  • HR’s role in helping IT build and communicate appropriate Cyber defenses
  • Cybersecurity best practices
  • HR’s direct involvement – in Five Key areas:
    • Knowledge of the workforce
    • Support in cyber security hiring
    • Management of HRMS and protecting HR data
    • Understanding and administration of workforce rights
    • Ongoing delivery of cyber awareness to the workforce
  • Workforce Best Practices
  • Employee Mindset / vigilance / education about phishing
  • Workforce travel cyber safety best practices
  • Password practices
  • NEXT STEPS – What HR must do.