SHRM-Atlanta

By: Harold G. Ford III, SPHR

As we look at Human Resources disciplines in 2013, there are many significant HR technology trends returning to the forefront. Over the past five years, many HR budgets were slashed in great proportions, with training and technology leading those cuts. But in 2012, we saw that trend shift, as a Towers Watson survey reported a strong and increased level of HR technology spending. More and more companies looked to leverage the HR department through technology. This trend will continue in 2013, with three major HR Technology trends at the forefront.

Talent Management continues to be the top HR service delivery issue in organizations. With online tools, social media, and Software-as-a-Service applications on the rise, companies are evaluating Talent Management systems at a rapid pace. Because of this HR need, Talent Management systems are plentiful in number, and most are still silo applications that are difficult to integrate with core HR Management Systems (HRMS). In 2013, these systems will get more flexible, and integration and other challenges attributed to these systems will be decreased. Talent Management applications will also increase the strategic value of HR in a company, allowing HR to contribute to long term talent issues for an organization. Organizations will utilize these systems to tie employee goals and objectives, link goals to performance measures, and integrate measurements to long term business strategy.

In addition to getting strategic through talent management, HR will leverage their HRMS to generate meaningful business analytics on their human capital. Workforce analytics are an imperative part of HR technology, and are an integral component in corporate-wide decision-making. HR must meet the demands of their organization by delivering analytics that can be integrated with other key corporate data in order to predict workforce demands for the future. HR departments must also be able to sift through the ever increasing amounts of Big Data in the organization to transform it into valuable information and business intelligence. In 2013, organizations will harness the power of their HRMS via robust reports, dashboards, and business alerts in order to meet this demand.

As mentioned in the other trends, integration with other data in the corporation is critical to HR technology needs. HRMS must integrate with a plethora of applications, including talent management, accounting systems, and CRM in order to provide valuable metrics and insight. Data integration is intricate and complex, and does not only involve on-premise solutions. With the introduction of other trends in HR technology, including cloud-based systems, social networking, and workforce mobility, integration has become even more complicated.  Ultimately, each of these systems must work together to provide the organization with relevant, worthwhile information. These systems must also synchronize in order to manage the quality of employee data.

In conclusion, these trends will increase the visibility of HR technology in a company, and will fundamentally change the way HR works in an organization. Companies will be challenged to meet these trends, but will benefit greatly by adapting to these changes.

Don’t forget to visit Dresser & Associates at  the 2013 SHRM-Atlanta HR Conference booth #204 to enter for a chance to win an iPad Mini. You can also obtain a free copy of the Health Care Reform Checklist. 

Harold G. Ford III, SPHR, is the Regional HRMS Manager for Dresser & Associates. For the past twenty years, Harold has helped HR and Payroll teams build strategic value in their organization utilizing today’s technology.

By: Karen Tinker, President, USA Mobile Drug Testing of NE Georgia

What is an MRO? An MRO is a Medical Review Officer. An MRO is defined as a licensed physician who receives laboratory results, has knowledge of substance abuse disorders, and has appropriate medical training to interpret and evaluate an individual’s positive test result together with his or her medical history and any other relevant biomedical information. Only individuals hold either a Doctor of Medicine (M.D.) or Doctor of Osteopathy (D.O.) degree may serve as MRO’s for federally regulated programs. The MRO is the gatekeeper protecting the rights of the ordering organization and the donor.

Why is the MRO so important? Simply stated, the MRO provides a critical element in your drug testing program-the final review of results!

Keep in mind a positive laboratory test result does not automatically identify an employee or job applicant as an illegal drug user! An individual with a detailed knowledge of possible alternative medical explanations is essential in performing this final review. This final review is required in the Mandatory Guidelines for Federal Drug Testing Programs initially published in the Federal Register on April 11, 1988 (53 FR 11970-11989) and revised in the Federal Register on June 9, 1994 (59 FR 29908-29931). It is also required by 49 CFR Part 40 for mandatory drug testing required of DOT regulated employees. Also many states require require both DOT and non-DOT drug tests be reviewed by an MRO.

**BEST PRACTICE: Always use an MRO regardless of whether you are required to do so by your state or federal regulations. Protection from liability and fairness of the drug testing process should be considered.

Keeping it current:

• Employee provides urine sample via instant device. Company employee reading the test results (not fully trained in most cases) sees the results window shows the employee is positive for BAR-Barbiturates and BZO-Benzodiazepines. Is this company representative really qualified to confirm this as a positive results (no formal training) and take disciplinary action? Or maybe this was a pre-employment test and this person would not be extended a job due to this result? Could there be a medical reason for this? Sure the person could be taking a prescribed medication in the BAR or BZO family that doesn’t effect his ability to perform X job as long as he is taking it as prescribed an MRO would report this result as NEGATIVE.

**BEST PRACTICE: All non-negative instant tests should be a) sent to a certified lab using GC/MS technology to ensure the reliability and accuracy of the initial result and b) all confirmed lab results should be reported to an MRO for verification prior to being transmitted to the employee and the company. Protection from liability and fairness of the drug testing process should be considered.

• Company conducts an onsite instant test and a lab based drug screen for all new hires. Said company relies on a “negative” instant test to start processing new hire paperwork, scheduling orientation, etc to get that spot filled quickly while lab based results are processed. In a fast paced, hectic work environment judgement calls are made. Company conducts instant test and positive result comes back on the results panel. New hire says “I have a prescription for that”, “I take X for my back”. Inexperienced/Untrained Company Representative believes the new hire and pushes along with the paperwork, orientation etc (despite company policy)…..knowing the lab results will be back shortly and will “confirm” what this nice new hire explained! Well funny that the lab results, confirmed through the MRO came back positive for Cocaine. The moral of this story is follow your company policy and DON’T take action or inaction based on an unconfirmed drug test result.

This topic could continue for a good bit, so if you have additional questions regarding MRO services or other questions regarding Drug Free Workplaces don’t hesitate to reach out to us at 678-804-7515.

Remember the use of a MRO greatly enhances the validity and reliability of the overall drug testing process. This ensures fairness to the donor and offers additional protection to the employer should future legal action arise due to a “positive” drug test where donor may have actually had a legitimate medical explanation. It is the job of the MRO to ensure the integrity of the drug test, and without the MRO, there is NO assurance of this integrity, and no court should uphold a positive test result, not reviewed by an MRO!

Is your policy in up to date?

Are you using an MRO?

Have you taken action on an unconfirmed positive drug test?

USAMDT firmly believes in a defensible drug testing program and the use of an MRO is always required when we provide testing services for our clients!

To speak with a representative or to learn more about USA Mobile Drug Testing, be sure to visit booth number 116 in the Resource Partner Showcase at SHRM-Atlanta’s Annual Conference April 29 & 30 at the Cobb Galleria Centre in Atlanta, GA.

This post is written by Karen Tinker, CPC of USA Mobile Drug Testing of NE Georgia (USAMDT). Karen is a DATIA Certified Professional Collector (CPC), Certified Designated Employer Rep Trainer (CDERT) and Territory Manager for USAMDT.  USAMDT services Metro Atlanta businesses, schools, non-profits, Athletic Associations and individuals who need help navigating the complicated world of drug and alcohol testing and compliance.

In 2012 I turned 40 years old. This is an age where one reflects on things past and perhaps the next half of their life. As I pondered the events and innovations during this lifetime my thoughts drifted to the 16 years in the “professional world”. I swayed between my childhood of sending letters through the mail, Atari and watching 6 television channels and cartoons on Saturdays.

Fast–forward to my children’s world of email, playing a game with someone around the world and 1,000 channels with 24 hours of cartoons. Within all these changes someone or something ignited a spark, which caught fire and spread, leaving its mark on change!

All it takes is a spark, an idea or a thought to create change and innovation. Every morning you start your horseless carriage with an ignition. So how are you igniting your career? What spark are you creating to change your profession?

Human Resources is no different! Many can reflect on the past few decades and list the man changes; systems that capture every piece of information, the world of social media and a generation of openness. To some it may seem odd, to others it’s just what it is, but to the innovators it ignites a voices that screams “how do I use ____ to change my profession”!

Years ago, many viewed 2013 as the age of flying cars and jet packs. I challenge each HR professional to have that ‘sky is the limit” attitude when it comes to their profession. SHRM-Atlanta’s theme for 2013 is “Igniting the Future of HR”. What is the spark you will ignite to ensure the future success of the HR community?

Human Resources can be a complicated, tricky and an ever evolving business. There are many visible components to Human Resources; however recruiting seems to rank high in this area. Perhaps this is the case because it affects people on such a per

sonal level, especially in the current job climate.

The way we engage job seekers and the Human Resources community has evolved past networking events and will continue to evolve past social media. Today’s typical HR professional thinks in terms of white papers, the evolved HR professional in terms of engagement (podcast, social platforms etc…) and the futuristic HR professional in terms of instant attraction!

Welcome to the new era of attraction and engagement via Social Reality TV.

Recently I became aware of a new reality based show call “Top Recruiter” which airs in 8-10 part webisodes, each running approximately 8 minutes. Think “The Apprentice” meets “Survivor” minus the voting off! My initial thoughts regarding this format were excitement, intrigue and a small dash of “maybe this could be my big break.”

With an approximate 2+ million in viewership during season 1, the show provides real insight into the decision process of recruiting professionals. Another component provides job seekers with real life advice on their job search.

I believe the next evolution of HR leaders will think futuristic! How do we gain instant attraction for our brand and lead our respective businesses into a new era? Simple; see what is going on around us (outside of HR), embrace it and figure out how to use it for HR and the benefit of our business.

So if you have aspirations of being a Social Reality TV celeb, there is a chance. Season 2 will begin shooting in Summer 2013. There is still time to submit your application and become the next BIG thing!

If you are camera-shy, then perhaps your business can utilize this trend to spotlight your organizations brand via sponsorship. Check out Top Recruiter TV

Make that transition in becoming an HR business leader by thinking futuristic and implementing actions that impact and drive your business. Keep it real HR peeps!!

Are you an Atlanta area Human Resources professional, 35 and under and thirsty for events and networking opportunities tailored to you and your needs?  Well, this Community and kick-off event is for you!

SHRM-Atlanta is starting a new community group called HR Young Professionals.  The first event is a networking social on Thursday, November 10th from 5:30pm – 8:00pm at one of the best pubs in Atlanta…..Fado in Buckhead!

This is such a great opportunity to be able to network and share best practices with the BEST HR Young Professionals in Atlanta.

What will happen at this event?

• Networking and meeting new, young HR Professionals here in Atlanta to discuss best practices, ideas, and HR trends!
• Introducing you to more upcoming events and initiatives and “wins” by the SHRM-Atlanta community
• Hearing from our speakers as to how they have achieved success in the HR field and how they are currently making a positive impact in the HR Community

Who will be there?

• Young, dynamic and innovative HR Professionals in Atlanta and the surrounding area from all industries

Let’s make this event the “go-to” networking event for the young professionals in the HR industry in Atlanta by inviting your peers, clients, prospects, and friends to be a part of this groundbreaking movement.  Young HR Professionals (under 35) only at this event.

RSVP now and invite someone to join you!!

We look forward to seeing each of you on November 10th and if you have any questions at all, please email SHRM-Atlanta at info@shrmatlanta.org.

We’re looking forward to seeing you there!

HR Young Professionals Community Chair – Katy Colvin kcolvin@manh.com

EVP of External Relations – Teela Jackson teelajackson@talentconnections.net

One of our greatest challenges as Human Resources professionals is to align our functions and initiatives with the business goals of our organization.  For corporations and other for-profit organizations, the most important business goal is growing shareholder value.  It is not always clear however precisely what drives shareholder value for a particular organization.  Changing marketplace trends such as; globalization, talent shortages, technology, and demographic shifts keep us busy.  The day-to-day priorities for HR often keep our attention away from the metrics of the enterprise which contribute most to shareholder value.

Fortunately, Deloitte Consulting provides a practical and effective tool for connecting HR initiatives to the bottom line of the organization.   I have found Deloitte’s Enterprise Value Map™ for Human Capital v2.0 a great job aid for identifying:

What Drives Shareholder Value

1. Key Value Drivers (revenue growth, operating margin, asset efficiency, outside expectations and perceptions)
2. Improvement Levers (volume, price realization)
3. Improvement Actions (activities aimed at increasing volume, such as bringing in new customers or adding services)
4. Dimensions of Human Capital Activities that can influence the three levels of activity above (areas within talent strategies, learning and development, and organizational capabilities)

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Our role is to focus on talent, figure out the right way to get things done, and ensure that our HR initiatives are aligned with our business goals and strategies.  The Enterprise Value Map for Human Capital helps us focus on the right business solutions and serves as a graphic reminder of what we are doing and why.  The human capital dimensions shown in the map include:

Human Capital Dimensions within the EVM for Human Capital

1. Strategic HR Alignment: Alignment of HR/Talent strategies with business strategies
2. Learning and Development: Training, coaching, and mentoring of managers and employees
3. Performance Management and Improvement: Expectations and standards, tracking and evaluation, feedback and coaching, rewards and recognition, career development
4. Workforce Planning, Talent Management, Acquisition and Deployment: Talent supply and demand forecasting, sourcing, recruiting, onboarding, succession management
5. Organizational Capability: Structure, culture, knowledge management, HR performance metrics, talent retention, employee relations, job design
6. Change Leadership and Transformation: HR implications of major business decisions (mergers and acquisitions, consolidation, outsourcing), adoption of new processes/technology, cultural transformation
7. HR Services and Administration: Technology, administration of payroll, health plans, benefits, grievances, compliance

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How Can the EVM for Human Capital help You?

Whether you are developing HR strategic plans, managing HR projects, or providing performance consulting for business clients, the EVM for Human Capital can support you by:

• Helping you identify and execute human capital initiatives that grow shareholder value
• Expressing business objectives and HR solutions in the language of your business clients
• Enabling the development of focused business case justification for your human capital investments
• Graphically showing the intersection between business strategy and HR
• Presenting the contribution of the HR function in quantitative terms

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I have found the map a great performance support tool in my own work, and a valuable resource for training and coaching others on how to align HR solutions with business goals and shareholder value.

How Can You Get a Copy of the Map?

Order a complimentary copy of the EVM for Human Capital.

This post was provided by guest blogger Charlotte F. Hughes, HCS. Charlotte is an expert talent development professional with extensive experience in leadership and organizational development as an advisor to business leaders and HR in multiple industries. In her role as Learning and Development Consultant with Kimberly-Clark she is responsible for helping human resources and business leaders with performance improvement and learning solutions that drive business goals. You can connect with Charlotte on LinkedIn and read more from Charlotte on her TalentFocus Blog.