What Managers Need To Know

Hiring, retaining, motivating, compensating, benefits, assessing, eliminating, and skills development are fundamental to any organization. Compounding the importance of HR is the dynamics of the economy, diversity (e.g., sex, age ethnicity), of the workforce, and sourcing alternatives.


Established CIOs devote 13% of their time to managing their staff and 8% on HR issues. It is also noteworthy that the current economic conditions have apparently lowered the priority of human resources (HR) considerations; IT HR considerations were ranked 17th among CIO, down from among the top considerations prior to the economic conundrum.


This 4-course certificate is geared for the IT manager looking to improve their HR effectiveness. It is also geared for the HR professional interested in improving their knowledge of the different aspects for supporting IT.



Description of the 4 courses (select 4) are:



1. Organizational Behavior


This course will provide participants with an overview of the individual and interpersonal factors affecting the operation of organizations. It addressesthe individual, the group and department, and the overall organization itself.Topics to be covered will include a view of the organization as a structured system of groups and individuals, job design and job behavior, individual and group performance, motivation, job satisfaction, leadership, intra- and inter-group conflict, communication, power & politics, and organizational design. The course will help participants assess their own strengths and weaknesses as employees, group members, and (future) managers.  


2. Deriving a Sourcing Strategy


This course will cover the formulation of a sourcing strategy to include topics ranging from determining whether to source an initiative in-house or to outsource it, the evaluation of candidates for strategic sourcing through supplier selection and the transition to the new sourcing provider(s). Potential sourcing initiatives include all aspects of information technology (IT) – e.g. application development, maintenance, support services such as help desk, infrastructure (e.g., cloud computing and shared sourcing along with more traditional models), etc. Outsourcing options will include selecting vendors from onshore, offshore, nearshore, and rural. Insourcing considerations include staff availability and training demands. The emphasis of this course will be on the formulation of a strategy and the practical applications related to its execution.


3. HR Processes & Services


The course addresses the techniques and concepts required to map, implement, automate, and evaluate HR business processes. These processes include hiring, retaining, motivating, compensating, benefits, assessing, eliminating, and skills development.Focusing on the technical and implementation aspects of Business Process Management, the course leads participants from technical process design through the implementation and management of workflows to the structure of process-aware information systems supporting HR. It discusses the distinction between business processes and business rules and outlines how they can be supported by technology. It details the technical structure of HR process-aware applications and provides an overview of technology standards that affect BPM systems. Modules on the run-time monitoring of HR processes and post-execution evaluation techniques complete this course.


4. Trends & Directions in HR


The dynamic business and technical environments demand that IT and HR work together to define the strategies for leveraging IT to enhance HR services. Understanding changes such as the shifting economy, globalization, different generations and staff diversity in concert with emerging technologies such as bring your own device, apps, and business intelligence has become fundamental.  


This course focuses on how HR and IT organizations can effectively and efficiently assess trends and emerging technologies.   Participants will learn how to help their organization define, select, and adopt new information technologies.


This course will introduce candidates to new directions in information systems and effective approaches for evaluating their relevance and applicability to their business environments as well as the new challenges and problems that they present. They will learn about emerging technologies and the latest design trends in data and knowledge, networks and applications in terms of what issues they address and in particular, how HR organizations can exploit them for competitive advantage.


5. Human Resource Information Systems (HRIS)


IT systems to support the HR processes are fundamental. Systems are available to support HR management, benefits, payroll, recruiting, employee-performance management, E-learning, employee portals/ self-service, workforce analytics, enterprise-incentive management, successor planning, travel, and vacation management. Sourcing considerations regarding make versus buy or in house versus outsource are essential.  Vendors such as PeopleSoft, Lawson, Ultimate Software, let alone service providers such as ADP all demand consideration.


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Find out more by clicking on the 5-titles on the top of the screen, the drop-down list above, the pictures or the occasional bold text link on the right.



If you have any questions, please click the picture above to email us.



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