HR Tech

2015 HR Tech Outlook

Michelle Kern — Mon, 05 Jan 2015 15:19:03 +0000

2015 HR Tech Outlook

Mon, 01/05/2015 - 15:15

Michelle Kern Mon, 01/05/2015 - 09:19

This week’s post is brought to you by Optis’ Executive Vice President, [Rene Gates](https://www.linkedin.com/pub/rene-gates/6/a03/6b9). ![photo-gates_0.jpg](/sites/default/files/photo-gates_0.jpg) 2014 was a busy year for Optis’ product develop team. We rolled out a Self Service Portal for LeaveXpert®, unveiled a new platform for Optis Insights, and launched an end-to-end employee accommodations solution, ADAInteract™. While we were expanding our product roadmap for 2014, we kept a close ear to the ground on new developments in HR technology. The HR tech industry is rapidly evolving and there are exciting times ahead. Here are a few of my predictions for what we’ll see in 2015: **Cloud will evolve from the minority to majority** If your solutions aren’t currently operating in the cloud or if you don’t have cloud technology on your radar, now is the time to move on it (and move quickly.) In 2015 we’ll see more and more HR tech vendors transitioning their product lines over to the cloud. This brings me to my next prediction… **Mobile** If you attended the HR Tech Conference this October in Las Vegas, this most likely sounds very familiar. With the rise of cloud-based solutions, the next step is mobile. One of our team members here at Optis was able to renew her driver’s license from her mobile phone at the airport this year after realizing her license had expired. In 2015, we’ll begin to see organizations building out mobile technology and responsive website designs. **Increased Investment in HR Technology** With the rise of big data, organizations are discovering the vast amount of insight they can gain by integrating and examining their information when it’s powered by a database. Having data stuck in spreadsheets and file cabinets isn’t a best practice for long term growth. As a result we’ll be seeing more and more HR technology line items across budgets. **Metrics & ROI** This is one of my personal favorites. With the increased investment in HR technology, HR vendors will have to be able to demonstrate the value that they are providing to HR teams. Additionally, HR teams will need to have the ability to pull solid numbers around program impacts, trends, etc. **Security** With the Target and Sony hack, and the rise of cloud-based technology, security is going to be a crucial topic in 2015. Make certain that all of your vendors have rigorous security policies in place, are ISO 27001 certified, and are constantly testing and improving upon their security standards. The HR Tech industry is fast paced and quickly growing. Staying ahead of it all can seem overwhelming at times. Here are my recommendations of ways to stay ahead: + **Attend the [2015 HR Tech Conference](http://www.hrtechnologyconference.com/)** – I attended the 2014 conference this year and it was one of my favorites. At the conference you can learn about new technologies, hear case studies on solutions other organizations have implemented, meet with vendors and network with industry thought leaders. + **Partner with the right vendor** – Partner with a vendor who has solid experience, is well-informed of technology trends and is agile and responsive to your business needs. + **Join an organization** – Several states have technology associations and professional organizations that you can join to gain new insights and connections. Here in Denver, we have the [Colorado Technology Association]( http://www.coloradotechnology.org/), a [Disability Management Employer Coalition (DMEC) Colorado Chapter]( http://dmec.org/chapters/dmec-chapters/colorado-chapter/) and [The Mile High Society for Human Resource Management]( http://www.milehighshrm.org/). We have an exciting year ahead of us in 2015. If you’d like to connect, send us an email at solutions@optis.com. We’d love to hear from you.

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HR Tech

HR Technology

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Data Conversion Rundown

Michelle Kern — Wed, 19 Mar 2014 13:50:31 +0000

Data Conversion Rundown

Wed, 03/19/2014 - 13:45

Michelle Kern Wed, 03/19/2014 - 08:50

*This week's post is brought to you by Andy Kersh, Optis' Senior Data Analyst.* Data conversion is a concept that’s been used for decades in the HR Tech realm. But, what *exactly* does it mean? Simply put, data conversion is the transformation of data from one format to another. There are many types of data conversions - file type, database type, or even a whole system of data. A conversion is required when data from one environment needs to be converted into a different format in order to support company operations and reporting. *This is where it gets complicated…* Converting an entire data environment takes data expertise and patience. Often times, not only does each data entity need to change, but the components within each entity need to change as well. Typically, this occurs when converting all of the data in one database so that it will seamlessly transform into the format of another database. Keep in mind that no two vendors manage information in the same format. Take for example a database containing workers’ compensation data. One database might have claims data, payment data, financial reserve data, and claim notes data all in a series of various tables within the database. If a company wants to change their workers’ compensation vendor, all of this information will have to be converted to a specific format. So, where do you begin? Here’s a rundown - + **Step 1:** Accurately define the target data format. A company might be receiving new business where data will be coming in from a variety of sources. It’s vital that this company has a well-defined format so that the new data can be converted to the new format. The conversion process really begins with understanding the destination source (where the data is ultimately going to end up.) Once the destination source is understood, then any input source can be converted into the destination format. + **Step 2**: Define the format of the input source. This is one of the most important and complicated steps. Understanding how the input source defines their claim data, payment data, reserve data, and claims notes data can be an arduous task. (Pro tip: The most complex of these entities are the payment and reserving information. There are a multitude of ways companies can design their payment and reserve data and how this information interrelates.) + **Step 3:** Load the input data into a conversion database. Run quality assurance checks to make sure the data was accurately loaded. + **Step 4:** Start the conversion using your defined format. Tables and fields are defined and mapped from the input source. If there’s a blank data field, often times a pre-determined default will be used. *Things to keep in mind…* Often, the most challenging part of a conversion is the financial component. For example, you could have a workers’ compensation conversion that has less detailed financial information that needs to be converted into a more detailed financial environment. Where do you start? This is where the data expertise comes in. The data analyst needs to apply their workers’ compensation knowledge in order to accurately map between the financial environments. If this part of the conversion is not completed correctly then the integrity of all of the subsequent reporting from the destination source will be jeopardized. A financial control total check at the end of the process is an important step in verifying the validity of the financial part of the conversion. Additionally, within the claims, financial, and claims notes data there are numerous descriptive fields that must be accurately mapped. While these are usually not as complex as the financial component, they are just as important. Any inaccuracies here will result in flawed reporting, so again, a solid understanding of workers’ compensation data is important to have. You’ve probably gathered that complex data conversions need to be well planned out. You first need to accurately define the destination source and then you need to completely and accurately map the data in order to assure a successful conversion. Any flaws in the overall design and process will result in a final database that doesn’t support subsequent reporting and can dramatically affect the overall performance of a company. Feeling overwhelmed? Don’t be. Leave the conversions to the *[People Data Experts](http://optis.com/data-services/data-conversion-services).*

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data conversion

HR Tech

Big Data

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Twitter for Human Resources & Leave Managers

admin — Wed, 26 Sep 2012 02:20:50 +0000

Twitter for Human Resources & Leave Managers

Wed, 09/26/2012 - 02:15

admin Tue, 09/25/2012 - 21:20

At the recent [DMEC conference](http://web.oci.com/blog/bid/154112/DMEC-Conference-Recap-Leveraging-Technology-to-Manage-FMLA-Leaves), we had the opportunity to talk with a lot of people we’ve met ‘virtually’ but never before in person. It was exciting to put a face to the Twitter handle and make off-line connections. However, in one conversation, we met someone who we hadn’t met online. As we spoke, she shared that Twitter and other social media tools intimidated her but that she wanted to start using them. As an organization whose software is designed to bring the most needed, useful information to the fingertips of our users, we couldn’t let her (or anyone intimidated by the little blue bird) continue without the advantages of Twitter. So, for HR and Leave Managers specifically, here are a few quick steps to get started and some useful accounts and hashtags (*what’s a [hashtag](http://www.wikihow.com/Use-Twitter)?*) to follow: 1. **Sign up for a free account on the [Twitter homepage](https://twitter.com/) with name, email and password.** 2. **Learn the lingo:** + A ‘Tweet’ is a 140 character message that you can post to your profile. + To ‘Follow’ a person is to be able to see their Tweets in your feed. Their name is their ‘handle.’ For example, OCI’s handle is [@OCIFastTrack](https://twitter.com/OCIFastTrack). + ‘Retweeting’ (RT) is a feature in which you can copy and paste another users Tweet onto your profile while giving credit to the source. + ‘Hashtags’ are words preceded by a # sign that will link you to other users tweeting about the same subject. For example, [#SHRM12](https://twitter.com/#%21/search/?q=%23shrm12&src=hash). + Get the definitions for Trending Topics (TT), Lists, and Promoted Tweets [here](http://www.wikihow.com/Use-Twitter). 3. **Follow Other Users:** + Use the ‘Find Friends’ link to connect with people whom you already know in the industry via your email. + Use the ‘Who to Follow’ recommendations from Twitter to follow those whose interests match yours. + Search for organizations that you’d like to follow such as [@SHRM](https://twitter.com/SHRM), [@CO_DMEC](https://twitter.com/CO_DMEC), and [@StarrConspiracy](https://twitter.com/StarrConspiracy). + Search for users tweeting about the subjects you’d like to get more information on. For example, search [#FMLA](https://twitter.com/#%21/search/?q=%23FMLA&src=hash), [#HR](https://twitter.com/#%21/search/?q=%23HR&src=hash), and [#SHRM](https://twitter.com/#%21/search/?q=%23SHRM&src=hash). + Search for blogs or publications that you’re already familiar with such as [@HRFishbowl](https://twitter.com/HRFishbowl), [@HRMagazine](https://twitter.com/hrmagazine), [@HRHero](https://twitter.com/HRHero), or [@womenofhr](https://twitter.com/womenofhr). + And last, search for events such as [#SHRM12](https://twitter.com/#%21/search/?q=%23shrm12&src=hash), and [@HRTechConf](https://twitter.com/HRTechConf). As you start to follow users, your ‘Who to Follow’ suggestions will become more relevant to your interests. Additionally, you’ll see RT’s from people you follow of people they follow that you can add to your lists. And, as you run across websites and articles online, you’ll be able to start following those that capture your interest via their Twitter icon. To grow your own following (of people who follow your Tweets) is an entirely different post but if you’d like tips on how to get started, [click here](http://www.wikihow.com/Use-Twitter).

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Want to Meet Up?

admin — Mon, 24 Sep 2012 21:50:41 +0000

Want to Meet Up?

Fri, 09/21/2012 - 21:45

admin Mon, 09/24/2012 - 16:50

OCI has an exciting fall ahead of us with a lot of HR events on our calendar. We'll be traveling to several states to discuss leave management, FMLA tracking, RTW practices, and absence reporting with HR professionals across the U.S.! Please stop by our booth at one of the conferences below and ask about LeaveXpert - the essential leave management system. [NAPEO](http://www.napeo.org/pem12/index.cfm) October 1-3, 2012 Scottdale, AZ **Booth #92** [HR Tech](http://www.hrtechnologyconference.com/) October 7-9, 2012 Chicago, IL **Booth #100** [MI SHRM State Conference](http://www.mishrm.org/template.php?pid=53http://) October 10-12, 2012 Novi, MI [HR Southwest](http://www.hrsouthwest.com/) Fort Worth, TX October 14-16, 2012 **Booth #400** [Sign up today](/contact) to schedule a meeting or LeaveXpert demo!

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