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The article profiles Jerome Carter, senior vice president of human resources (HR) for International Paper Co. He says that globalization represents a top challenge he and his employer face every day. The executive also cites that the HR profession has shifted from a transactional and administrative role toward a strategic focus. Carter advises an HR professional to earn and then maintain his or her credibility in order to be effective.

Reports on the decision of the Human Resource Certification Institute (HRCI) to convert from paper-based to computer-based testing in May 2004. Remarks from HRCI director Cornelia Cont on the issue; Schedule of testing offered by HRCI; Purpose of the Protometric Test Centers.

The article focuses on the online benefits enrollment system installed at various companies. Just 10 years ago, nearly every business was doing open enrollment on paper. But web-based open enrollment has steadily climbed in use. The Society for Human Resource Management's 2006 Benefits Survey Report found that automated benefits enrollment and management is one of the top trends in human resources.

Reports on the success of Project Viking, an initiative aimed at redesigning human resource processes of International Paper Co. and installing technology to support them. Components of Project Viking; Background on the initiative; Factors contributing to the project's success; Technologies involved in the program.

The article reports that perhaps or maybe, a recession represents a perfect time to revamp leadership development programs to focus on what they should be designed to do, that is, to help corporate leaders become more adept at helping the company make money. A recession is an opportunity for human resource professionals to increase the credibility of these programs, according to A Recession's Role in Transforming Leadership Development, a white paper released in September 2008.

Discusses the efforts of HR-XML Consortium Inc. to create data transfer specifications that trim paper and costs. Schemas that were created by HR-XML; Expectations of people involved in the consortium; Emphasis on background checking. INSET: Online Resources.

Focuses on the forced ranking practice among organizations in the U.S. Advantages and disadvantages of the practice; Role of human resource professionals in the practice; Reasons behind the organizations' selection of force ranking system. INSETS: Graph Paper and Post-it Notes;Flexibility And 'A Loose Curve.';'Suddenly I Became A Non-Performer.'.

Focuses on the self-service technology that automates routine human resources functions. Benefits of using employee self-service and other automated systems to streamline administrative processes; Use of the technology to benefits enrollment, such as the interactive voice response (IVR) telephone enrollment systems; System for requesting forms; Benefits of automation to job posting. INSET: Getting started with automated self-service.

The article presents news briefs related to personnel management. Leade Health Inc. has released a new white paper, The Business Case for Weight/Obesity Management Using Health Coaching Interventions. CHD Meridian Healthcare and Pitney Bowes Inc. have joined to create a simple and easy-to-use health awareness and promotional tool for CHD Meridian clients. This new online awareness function is designed to help employers meet and improve the health and wellness needs of their employees.

The article discusses the benefits of developing a personal, user-friendly human resource portal to employers. Internet portals can reduce cost and burdens to employers by shifting from paper-based employee guidelines and benefits to online data. Multinational companies can also benefit from the personalization of portals. Online decision support can be also incorporated in the portals to help employees compare benefits plan. Social networking tools help promote employee participation.

Focuses on the automation of the employee survey and planning process of Office Depot Inc. using employee engagement surveys from Kenexa. Background on the company; Benefits of the automation; Significance of surveys to employees and the company.

The article reports on the benefits of the open enrollment technology in human resource (HR) management in companies in the U.S. According to Massachusetts-based Nucleus Research Inc.'s David O'Connell, the technology facilitates the operations of the HR department. The opinion of Benefit Technology Resources LLC's Jamie Hawkins on payroll processors and other vendors of enrollment solutions is also cited. INSET: Better Benefits Communication.

The article discusses results on an online survey, which asked employers and hiring managers their opinion about video resumes. The study found the video resumes are a relatively new tool that most employers and hiring managers have not seen, but a majority of employers would consider taking a look if a job applicant submitted one. Forty-six percent of respondents who do not think video resumes are valuable said that it was because they had never viewed one.

Focuses on the role of human resource (HR) technology in increasing an organization's market value. Importance of having measurable goods for HR systems; Goals of International Paper when it restructured its systems.

PROFILE TRICIA ALCAMO Tricia Alcamo's personal challenges have shaped her empathetic leadership style as FanDuels chief people officer When Tricia Alcamo describes her employer, FanDuel Group, as "a hypergrowth company", she isn't exaggerating The spark for that growth occurred in2018, when the U.S. Supreme Court overturned a federal law that banned commercial sports betting in most states. PUSHING THROUGH HARDSHIP Even as FanDuel quickly hires people for technology, engineering, compliance and other positions, Alcamo maintains a leadership approach that sees and treats employees based on more than simply the roles they fill. As Bilerman helped create FanDuel's new leadership development program, she recognized and appreciated that Alcamo didn't simply dictate a course of action--though she might have. [Extracted from the article]

When Italian pasta giant Barilla acquired a 178-employee Canadian pasta manufacturer last year, the employees at the smaller company were understandably concerned about what roles they would play in the new, massive organization. And, at a time when companies are finding it tough to hire skilled employees, especially in manufacturing, Barilla wanted to keep as many Catelli employees as possible, Birk says. As a result, Barilla's HR team worked hard to make the new employees feel welcomed and respected, relying on lessons learned from previous culture-building work at Barilla plants in New York and Iowa. These values should outline how the company wants to treat its employees, how the company wants to be perceived as a brand, how employees are expected to represent themselves and how employees should feel working for the company. [Extracted from the article]

Reports on the move by manufacturing company Keystone RV Co. to dismiss employees who failed the company's drug test. Impact of the dismissals on Keystone operations; Instances wherein employee drug tests are administered by employers.

The article offers guidelines for human resource (HR) professionals on choosing the right human resource management systems (HRMS) platforms on the market. Topics covered include the need for any platform to address complex compliance issues and the shifting organizational structures, the proper way of comparing vendor systems and the importance of identifying what each HRMS offers.

This section offers news briefs concerning the conference of the Society for Human Resource Management (SHRM). SHRM affiliate offering certification to human resources professionals will now be known as the HR Certification Institute. Stephen C. Horn, new chief global marketing officer of SHRM, has worked with multinational companies, including 16 years with Coca-Cola, where he ultimately served as chief marketing officer of Coca-Cola Enterprises. Greener policies at the Annual Conference included eliminating paper handouts.

This article reports on the dramatic impact of domestic abuse in the workplace, according to a study by University of Arkansas researchers as of March 2006. According to the researchers, employers should expect these employees--who are victims of domestic abuse--to miss work, to work more slowly, to have to do work over again and to feel unable to work. According to the Web site of the Family Violence Prevention Fund, domestic abuse costs employers $727.8 million in productivity annually, with more than 7.9 million paid workdays lost each year.

The article discusses the important role of the human resource department in spreading the word about a company's sustainability initiatives. According to Andrea George, director of the Office of Sustainability and Environmental Management at Vanderbilt University, HR is a key player on a number of sustainability programs, including the university telecommuting policy and the Metropolitan Transportation Authority Free Ride to Work Program. INSET: Eco-Voices at the Top.

This article focuses on the move of some employers to use surveys to measure employee satisfaction and enhance employee engagement. For instance, Kolby Ivanhoe, senior human resources specialist at Ailene, Texas-based Hendrick Health System, organized an employee talent show to drum up excitement around the survey. Hendrick Health System's approach to employee surveys is part of a trend throughout the corporate world of capturing employee attitudes and opinions by combining sophisticated technology with the latest in organizational behavior theory.

The article offers a look at a variety of issues concerning medical tourism in the U.S. Employers and insurers have been considering the use of medical tourism as an option in employer-sponsored health plans. The key question that medical tourism raises is whether the quality of care in participating overseas hospitals is equal to that of care available in the U.S. Another issue concerns the transfer from domestic to overseas doctors. Tax and financial matters also surround medical tourism. INSETS: Passport to Savings?;Potential Drawbacks;Medical Travel Within Driving Distance.

The article discusses the use by employers of direct deposit for reimbursements, bonuses, pensions and more. Savings is one of the main reasons more employers are seeking the benefits of leveraging direct deposit for more than just payroll. According to Tony Gorman, human resources director at Texas State Bank in McAllen, Texas, using direct deposit for employee health benefits expenses cuts days off the waiting time for reimbursement.

The article discusses the importance of automating a company's employee referral program (ERP). The best way to maximize employee referrals is through better use of technology. Automating the ERP process is one of the most cost-effective ways to harvest qualified candidates, with the extra benefits of boosting employee morale, increasing retention and shortening the time it takes new hires to get up to speed.

The article discusses the experiences of several human resource (HR) managers and professionals at manufacturing firms in the U.S. Jeff Schroer, owner and president of HR consulting firm HRScience, differentiates union from nonunion contracts and the challenges they pose to HR practice. According to Dawn Kubiak, HR manager at Midwest Products & Engineering Inc., HR in manufacturing is much more rules-driven and consistent in applying employment rules. HR professionals in manufacturing train employees on safety issues. INSETS: Is HR in Manufacturing Right for You?;On the Line.

The article discusses the importance of protecting personnel files. The biggest risk of unauthorized access to personnel information is identity theft. Identity theft has become so common that it makes up nearly half of all complaints filed with the Federal Trade Commission. The three biggest threats to personnel records are cleaning staff, security staff and human resources information systems staff. INSET: Policies and Procedures.

Discusses the approaches that can be used by human resource professionals in improving an online job application process. Use of an automated software tool in informing job applicants about their application status; Suggestions for attracting a job applicant; Online tools used in managing the human capital supply chain.

Presents a guide for human resource executives in choosing a software provider in outsourcing a human resource management system (HRMS) platform. Importance of considering the long-term capabilities of an outsource provider in HR outsourcing; Significance of identifying the requirements and standards for outsourcing an HRMS service; Factors to consider in evaluating and demonstrating the capabilities of an HRMS software. INSET: Managing the Partnership.

Discusses the launch of the get-out-the-vote programs by employers in the U.S. in 2004. Information on voter guides; Background on a study of employee reaction to the program conducted by the Prosperity Project; Role of human resources personnel in the campaigns. INSETS: A Mix of Options;Different Campaign Styles.

Deals with the challenges of implementing manager self-service (MSS) software. Increase in corporate adoption of MSS; Similarities in the challenges in MSS implementation and other human resources information systems; Reason for the reluctance of companies in adopting MSS.

Focuses on the usefulness of information technology to human resource professionals in their compliance efforts. Core human resource function; Need for human resource professionals to focus on dealing with changing management initiatives; Design of enterprise human resource information systems.

Presents guidelines for achieving success in employee surveys. Factors that influence a survey's response rate; Benefits of using employee focus groups; Questions to limit or avoid. INSET: Are Electronic Surveys Effective?.

Focuses on the popularity of online employee recognition programs in the U.S. Factors that prompted Southern Co. to move its program online; Benefits from online programs; Costs and maintenance fees associated with such programs.

Discusses the importance of the implementation consultants or integrators in human resource management. Comments on strategic consulting relationships; Advantages of making a detailed plan before hiring implementation consultants; How to manage integrators.

Provides information on how to check immigration requirement for alien employees and employment in the United States (U.S.). Information on the number of illegal aliens in the U.S. from October 1996 to year 2000; Importance of reviewing immigration document to human resource (HR) professionals; Tips on how HR professionals can check employees' immigration documents.

Presents updates on human resource (HR) developments in the United States as of January 1999. Survey on corporate attire by the Management Recruiters International; Planned wage increase in 1999; Percentage of HR professionals who have taken up a master's degree in business administration.

Reports on the use of fewer resources for performance improvement in personnel management. Capabilities of the applicant-tracking systems; Innovations in college recruitment programs; Outsourcing as a new niche in the recruitment industry.

Discusses the use of technological innovations in personnel management for improvement of services. Achievement of performance at Lotus Development Corp.; Improvements in the payroll system of Hallmark Cards; Attributes of innovative companies.

Discusses the role of the human resource department in the re-engineering effort at American Express. Cost control through training; Meeting the needs of internal customers; Comprehensive communication effort.

This section offers news briefs related to personnel management in U.S. industries is presented. Select International has introduced Select SalesPro, an assessment tool designed to improve hiring and sales promotion. Renaissance Life & Health Insurance Co. is offering group term life available with its dental programs. Meanwhile, Benefit Software Inc. has launched a green initiative offering clients options for processing compensation and benefits reports.

Utsey also is reviewing employee compensation to makesure quarterly recognition bonuses are fair and equitable,regardless of gender or race, and to make sure annual bonusesare given to a diverse group of employees. The new leave plans are designed to work hand in hand.With the enhanced leave provisions, any employee whocontracts COVID-19 is eligible to take time off to recoverfrom the virus, regardless of whether they're full timeor part time, or how long they have worked for the company. Rather than dealing with multiple people in human resources,incoming employees work with one onboarderfrom the time they're offered a job until after they beginworking for the company, Arevalo says. The information the new hire provides during onboardingis automatically exported to the payroll system,Arevalo notes, so new employees don't have to input thesame information twice. [Extracted from the article]

Discusses how the four key components of human resources will be affected by the combination of re-engineering and technology. Collection and maintenance of employee data; Completion of personnel transaction; Manager-employee relationships; Access to organizational information.

Highlights technology exhibited at the 1995 Annual Conference & Expo of the Association of Human Resource Systems Professionals. Role of software in personnel management; New applications for established technology.

The article reports on the partnership between the Society for Human Resource Management (SHRM) and the Society for Industrial and Organizational Psychology (SIOP) to convert evidence-based science into readable actionable formats used as tools by HR professionals to solve their everyday problems.

The article discusses opportunities to integrate technology into a human resource (HR) department. These are the use of HR data analytics to boost efficiency and strategy and to implement solutions designed for employee self-service (ESS). Also mentioned are integration of social collaboration tools to promote employee engagement, reducing the time spent on administrative tasks with an automated HR solution and implementing recruiting and applicant tracking software.

The article explores the impact of automation on human resource (HR) professionals, as well as ways of improving themselves to avoid losing their job. It discusses areas of human resources that will be most impacted by automation, including workforce planning and data analysis. It also describes the skills needed by HR professionals to best function in such an environment, including strong critical thinking skills.

The article presents the results of a study on the duties and responsibilities of CEO and COO in managing talents, conducted by James P. Rubin of the Economist Intelligence Unit and DDI. Ken Glass, CEO of First Horizon National Corp., highlights the correlation between high leadership scores on leadership scoring process and business success. The role of human resource professional is to incorporate the leadership capability built by executives in a strategy based on business needs.

The article discusses the importance of protecting personnel files containing sensitive information. While nefarious computer hackers can cause a lot of damage very quickly by stealing reams of personnel data for identity theft crime rings, the more frequent security breaches are less sophisticated. They involve an employee snooping around an HR manager's office or a cleaning crew gaining access to a filing cabinet after hours. It takes only a few minutes to swipe a document or break a weak lock. But it will take a lot longer to clean up the fallout if an employee's information is stolen.

The article provides information on the findings of the white paper titled "Tempered by Fire: Where HR Is: Where It Needs to Go," produced by Mercer Human Resource Consulting and Harvard Business School Publishing in the U.S. in February 2006. Recruitment, development and retention will be the core functions of human resources (HR) over the next five years. The approach of HR executives will change to address challenges facing them.