Southeastern Louisiana University Student Chapter

Visit us in Garrett Hall, RM 56

Fall 2014





August 28
th
at 3:30
RM 34
Introduction
September 11
th
at 3:30
RM 34
Speaker: Victoria Kinchen
NRHRA President
October 9
th
at 3:30
RM 34
Speaker: Eugenie Leggio and Cheryl Andrus
City of Covington Human Resources Department
November 6
th
at 3:30
RM 34
Speaker: Melissa Elliot
Express Professionals
December 4
th
at 3:30
RM 34
Speaker: TBA


SHRM T-Shirts are in!
Stop by the Management
Office (RM 56) and
purchase yours today for
only $10.





Officer Contact Information
Emily St. Andre- -President
Emily.Standre@selu.edu

Simone Bourgeois- Vice President
Simone.Bourgeois@selu.edu

Jonathan Johnson- Secretary
Jonathan.Johnson@selu.edu

Aaron Sims- PR Director
Aaron.Sims@selu.edu

Elections!
Will be held August 28
th

Southeastern Louisiana University Student Chapter

Visit us in Garrett Hall, RM 56
Fall 2014
Additional information:
NRHRA Meetings:
September 11th, 11:30am
October 10th, Annual Forum 7:30am
November 13th, 8:30am
December 11th, Holiday Luncheon 1:00pm
*Note: If you plan to attend any of the above meeting, please inform Emily;
the first two that contact her will receive free admission!

SHRM Assurance of Learning Exam:
The SHRM Assurance of Learning Exam will be held October 15th
November 15th. The application window for this test will be August 16th
October 5th.
*Note: To be eligible to take the test during these times you must have an
anticipated graduation date no later than December 31, 2015.

Career fair:
Career fair will be held Thursday, September 18
th
from 9:00 a.m. - 2:30
p.m. in the Pennington Student Activity Center. Anyone interested in
volunteering, please contact Emily; this is something that can be added to
your resume. More information about career day can be found at:
http://www.southeastern.edu/admin/career_srv/employers/career_fair/inde
x.html

Southeastern Louisiana University Student Chapter

Visit us in Garrett Hall, RM 56
Fall 2014
Dont forget your can tabs this semester!

Our charity this semester will be the Ronald McDonald House Charities
Foundation. The RMHCF is a non-profit childrens charity that provides
assistance and hope to children, and their families, that are ill or in need of
medical attention. This is a great cause and I encourage all of you to please
help make this charity a success. For more information, or to donate on your
own, please visit the Ronald McDonald House Charities website at
http://www.rmhc.org/










Southeastern Louisiana University Student Chapter

Visit us in Garrett Hall, RM 56
Fall 2014

The following is not my work, but I found it interesting. To view the article in its
entirety, please visit:
http://www.forbes.com/sites/meghanbiro/2014/07/20/the-hot-hr-technology-
trends-of-2014/
The Hot HR Technology Trends Of 2014
Its been a while since Ive seen a solid independent survey of HR tech trends that
will affect the workplace in 2014. The Information Services Group III -
0.12% (ISG), a leading technology insights, market intelligence and advisory
services company, recently conducted the Industry Trends in Human Resources
Technology and Service Delivery Survey. Released in February 2014, the survey
presents findings, which, while not surprising, should be top of mind for leaders and
talent managers everywhere.
The survey points to three benefits companies expect to realize from investments in
HR tech (quoting from the report): an improved user and candidate experience,
access to ongoing innovation and best practices to support the business, and speed
of implementation to increase the value of technology to the organization.
Driving the need for an improved user interface is the coming surge of new talent
entering into the workforce. Its no surprise that many more people, having grown
up with technology, expect it to be available, easy to use and responsive to their
situations e.g., having bothmobile and social components.
Companies, on the other hand, want HR tech to offer strategic alignment with the
business. I see this as more about enabling flexibility in talent management,
recruiting and retention, all of which are increasing in importance as more Boomers
retire, taking with them their deep knowledge and experience. Companies thus are
looking more for the analytics end of the benefit spectrum; the delivery model, also
no surprise, will be through cloud-based SaaS solutions.
Also on companies must-have lists: data security; data privacy; integration with
existing systems, both HR and general IT, and customizability, to align with internal
systems and processes.

Southeastern Louisiana University Student Chapter

Visit us in Garrett Hall, RM 56
Fall 2014

If youre in the market for an HCM solution, think about putting these requirements
on your RFP list:

1. Cloud-based According to ISGs report, more than 50% of survey
respondents have implemented or are implementing cloud-based SaaS systems.
Its easy, its more cost-effective than on-premise software, and its where the
exciting innovation is happening.
2. Mobile/social Any HCM tool must have a good mobile user experience. This
means everything from well-designed mobile forms, ease of access, and a secure
interface.
3. Simple, intuitive user interface Whether accessed via desktop or mobile,
the solution must offer a single, unified, simple-to-use interface.
4. Social collaboration tools Millennials expect to be able to collaborate via
social channels, and HR is no exception. While this may be challenging from a
security and data protection angle, its a must-have capability.
5. Analytics and reporting Management needs reporting to know their
investment is paying off, and they also need robust analytics to keep ahead of
trends within the workforce.
Of course, the switch to these modern HCM solutions means companies also need
to consider a restructuring of HR at a minimum to the way in which they deliver
HR services to employees.
I believe technology will help companies make the transition as their workforces
evolve while enabling them to maintain loyalty, trust, retention and employee
satisfaction. Laggards who are slow to adopt technology may find themselves faced
with a very limited talent pool. The time to move to SMAC-enabled HR technology is
right now before the workforce changes dramatically with the exodus of baby
boomers.