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HERE ARE MARC’S MOST REQUESTED PRESENTATIONS
(available with minimal customization)
Based on his latest book, this fun and engaging presentation depicts the journey of Ms. R Job who was targeted by many within her organization and done away with before Covid, and who is now considered Critical and nearly Immortal. It begins with Detective Miller briefly recounting the details of the 2018 crime scene, identifying the many suspects and their motives for wanting Harriet Rose Job “gone” from the scene. Fast forward, to March 2020 and Covid enters the workplace in the embodiment of Ms. Connie Vid. Harriet (HRJOB) found herself at the center of everything! Find out how Ms. H.R. Job transformed herself (the function of HR) by adapting a comprehensive new MINDSET and gaining the support of Collaborators including such people as Ms. Anna Lytics, (Analytics) Mr. Chet G. Peete (CHATGPT) and Mr.Tali Managementi (Talent Management) within her organization from being considered an “obstacle to progress” to the heroic and needed figure to help companies survive Covid and then prosper in the “new normal”.
FOR MORE DETAILS – SEE IMMORTALHR.COM
Ms. Harriet Rose Job (HR 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 (or a recreation – if the stage is big enough) and a list of suspects and other “persons of interest” including: “Benny Fits” (Benefits), “Pai Roal” (Payroll), “Harry I. Is” (HRIS), Bebe Boomer (Baby Boomers) , Cher Holder (Shareholders), Ed Konomy (the economy), Mel Lenial (Millennials), Sue “Sis” Stems, Arturo Intelligente (Artificial Intelligence) and others each having specific motives and opportunity. Find out “who did it?”
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.
Based on the popular best seller “MEN ARE FROM MARS, WOMEN ARE FROM VENUS” (by John Gray, Phd), 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 HR systems and HRIS related business process improvement/reengineering projects.
Additionally, this session will explore how the different roles, culture and functions of HR and SYSTEMS people differ historically, and how these differences have led to system failures.
To the HRTech professional, an HRIS must be considered to be the significant component of his/her success. A successful HRIS 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 “CLOUT” (and Influence).
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. The big question to be answered: “AN HRIS CAN BRING CLOUT, BUT CAN CLOUT BRING AN HRIS?”
The session will discuss in detail the activities that lead to CLOUT and those that don’t. Provided will be a list of activities detailing the characteristics of an HR Technology solution that is considered having “HIGH CLOUT”, as well as the characteristics of a personal nature of those managing the system with both high and low CLOUT.
In terms of personal and professional CLOUT, this session will help the attendees determine their own and their HRIS’ CLOUT INDEX via a humorous, but serious Questionnaire.
Throughout the session, emphasis will be placed on the issues of: Strategic Value of information as the leading component of CLOUT and how understanding what Senior Management needs will lead to CLOUT thus increasing the visibility of the HRIS and the people who manage HR Technology.
In the 1976 film “The Enforcer”, Clint Eastwood, as “Dirty” Harry Callahan, of the San Francisco police, dispatches a trio of three “hoods” attempting a liquor store hold-up in his typical “wild west fashion” including plowing a police car through the plate glass storefront, after the thugs asked for a car. All this with flagrant disregard for property, and the well-being of the hostages. A major reprimand from his Police Commissioner follows. Harry is told he is being transferred. His response turns out to be of interest to us in the Human Resource field.
Decades later the Human Resource function is one that is now considered vital if not critical to the continuing success of the corporate enterprise. Management has recognized that the function of Human Resources and its related activities must be interwoven within the overall strategies of the enterprise, as all aspects of its business have an impact on the entities major resource, its HUMAN resource.
To accomplish this, and to become a “Strategic Partner” with the other corporate disciplines such as Operations, Sales, Finance and Research etc., we in Human Resources must view ourselves and our task from a Business Point of View.
This session will explore how the use of the underlying data maintained in the HRIS can be transformed to Metrics and then Analytics, which, when properly communicated as a “strategically valued Actionable Insight”, transforms the HR function into a “Business Partnership” role. One that enhances both the reputation of the function and the workforce engaged in managing it.
A one or two day workshop (depending on potential objectives and logistics) oriented to getting the most out of an HR Technology environment. Focusing on the strategic issues and benefits of an HRIS this workshop will provide attendees with the techniques and proven methods to:
- evaluate your current HRIS and determine its ability to provide strategic support.
- align your HRIS capability with the strategic goals and directions within the function of Human Resources and with those of your company.
- support the process of using the delivered HR software solutions to enhance workflow (Business Processes) throughout the many (nearly 30) Human Resources, Benefits and Payroll functionality, etc.
- gain an understanding of how leading organizations are utilizing their HRIS to support strategic objectives and to streamline processes via selected case studies and reported research collated by Marc Miller.
The goal: to build a strong strategic partnership between Human Resources and the upper most levels of your organization.
Human Resource Information Systems (HRIS) have been implemented in thousands of America’s corporations. HRIS vendors have existed since the mid-sixties and promises us (and usually delivers) software that works. However, research tells us 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 HRIS) 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: project leader management styles, the issue of workload/overtime, hybrid work, remote work, how to “grow” a team versus committing “teamicide” which is caused by negative team culture, ineffective leadership and communications which as a result of many factors lead to a project’s perceived failure.
A Seminar on the latest HR technology industry trends and implementation issues. Topics covered include:
An update on the state of HR Technology and the Vendor offerings including:
- How vendors are leveraging the power of Generative AI.
- The components of a “MODEL SYSTEM”.
- New Vendors vs. the legacy / traditional vendors.
- “Best of Breed” – specific functionality offerings.
- The Vendor Marketplace – best solutions for SMB to Fortune 50.
- The Many Payroll providers who offer HR functionality.
- Key and well documented HR and HR Trends into the Future.
The concern over an individual’s right to privacy began with the original “Bill of Rights”. Legislation has continued to provide for our protection of our privacy. In 1974 the Privacy Act established basic guidelines for public sector employees. The private sector adapted those guidelines to build policies focusing on corporate and employee data maintenance.
As Human Resource Information Systems have matured and proliferated, the concern over individual privacy diminished as most would say that there is no privacy afforded the workforce of an organization. However, as new technologies such as generative AI, Chatbots, fake imagery, Social Media use overall, workgroup collaboration tools, Cloud based connectivity everywhere, everyone is connected and the opportunities for misuse abound. Copyright issues, Cyber security and individual vulnerability to bad actors and threats abound.
This session will:
- review the key issues related to workforce privacy.
- discuss the difference between privacy and security.
- discuss the new privacy issues related to the Artificial Intelligence, and bias.
- Government oversight of Artificial Intelligence – latest developments.
- review the latest Copyright regulations.
- present guidelines and recommendations for an organization.
A workshop on how to conduct a detailed Needs Analysis, construct a Request For Proposal (RFP) document, and determine the most appropriate software vendor. Empirical techniques of HRIS software evaluation, sample RFP contents, Needs Analysis questionnaires, product demonstration Agendas and preparation approaches will be provided.