Comments for systematicHR

Comment on Style and Strategy: Nadal versus Federer by Karen Beaman

Karen Beaman — Tue, 07 Sep 2010 00:02:16 +0000

Dubs, You are right on here. In order to succeed in tennis or with HR technology, you have to have a strategic roadmap in place that you’re following. Just as in tennis, it’s important to stick to the basics, build a solid foundation, and don’t get distracted by one-offs or the next hottest player in town. In watching the US Open, I’m reminded that the best players are those who come on the court with a plan and are consistent and steadfast in their approach. And the same holds true for the best HR technology architectures: planned, consistent, integrated, and focused on the basics, not the bells and whistles. While fanfare may sell, it doesn’t deliver the results.

I’m ready to take you up on a round of tennis, Dubs, anytime!

Comment on Screen Flicker and End User Annoyances by Andrew Marritt

Andrew Marritt — Mon, 30 Aug 2010 19:32:59 +0000

Dubs

You’re spot on with this yet it is something that can be managed easily. Our take on this is that, with technologies increasingly mature, it is the usability and experience of the technology that determines success (users happily using the system) or failure (damaged reputation, users finding work-arounds).

There are two key reasons for this failure: design issues in the systems (and many big HR technology providers are poor in vanilla state) and issues brought about by clumsy customisation.

I rarely see a system selection which included user experience criteria in the selection criteria. Usability testing the shortlist is simple and provides points that can be discussed as part of the negotiations (as changes later will inevitably cost more!).

Of course you need to really understand what the users want to achieve and their expectations. Deep behavioural insight is a key part here.

It was my belief in employee experience management as an emerging topic that persuaded me to launch OrganizationView earlier this year, bringing together a team with consumer research and experience backgrounds. Technology is only one part, albeit a very important one, of a carefully planned and understood multi-channel employee experience.

Comment on Next Gen Workforce Planning by Succession Planning Competencies » HR Tech Central

Succession Planning Competencies » HR Tech Central — Sun, 29 Aug 2010 19:47:41 +0000

[...] Next Gen Workforce Planning Systematic HR Wednesday, August 25, 2010 We have reengineered our core talent processes from talent acquisition to performance to succession to learning and compensation. We know (ok – we probably don’t, but it’s a goal maybe) exactly how much of every competency we need to have in the organization. We’re also focused on workforce planning. Thoughts? Tweet This! READ MORE [...]

Comment on Employee Engagement Surveys – Cost-cutting strategy when using a vendor by Statistics Human Capital 2000 » HR Tech Central

Statistics Human Capital 2000 » HR Tech Central — Sat, 28 Aug 2010 01:07:28 +0000

[...] Employee Engagement Surveys – Cost-cutting strategy when using a vendor Systematic HR Tuesday, December 15, 2009 Once received, data can be organized and analyzed by an in-house analysts or statistician using popular statistical packages (e.g., in Industrial-Organizational psychology from the Ohio State University and has been advising private, public, and government organizations since 2000. Guest Author: Stephen B. Jeong, Ph.D. SAS , SPSS). READ MORE [...]

Comment on Survey Design 101 – Part 2: Which questions should I keep or drop? by Statistics Human Capital 2000 » HR Tech Central

Statistics Human Capital 2000 » HR Tech Central — Fri, 27 Aug 2010 15:31:13 +0000

[...] Survey Design 101 – Part 2: Which questions should I keep or drop? Systematic HR Thursday, January 28, 2010 Moreover, this “redundancy” is often only visible through statistical analysis (i.e., Jeong, is currently the Managing Director of Waypoint People Solutions – http://www.waypointps.com , a human capital consulting firm that focuses on high precision employee diagnostic surveys using cutting-edge measurement technology and methodologies. READ MORE [...]

Comment on Measuring the Temperature of your Workforce by Metrics 2009 » HR Tech Central

Metrics 2009 » HR Tech Central — Tue, 24 Aug 2010 22:19:19 +0000

[...] Measuring the Temperature of your Workforce Systematic HR • Wednesday, April 14, 2010 Plugin by Taragana Brown, Dan (2009). Bookmark: Tags: Communications Data & Metrics Engagement HR Strategy HR Technology Web 2.0 For those of you who have read Dan Brown’s new book “The Lost Symbol” there is an interesting concept of measuring the temperature of a population. Yeah, sounds crazy, I know. The Lost Symbol.” back ]. [...]

Comment on Go to the HR Technology Conference by systematicHR

systematicHR — Thu, 19 Aug 2010 16:32:40 +0000

Any time Bill.

And to everyone else, no I don’t get a kickback – so just save yourself $500 bucks and get your discount.

Comment on Go to the HR Technology Conference by Bill Kutik

Bill Kutik — Thu, 19 Aug 2010 10:38:37 +0000

Thanks for the insightful and kind words, Dubs.

Comment on The Vendor Demo Test Drive by SaaS HR Demo » HR Tech Central

SaaS HR Demo » HR Tech Central — Tue, 17 Aug 2010 12:05:18 +0000

[...] The Vendor Demo Test Drive Systematic HR Thursday, January 21, 2010 I must say that Jim Holincheck wrote a quite persuasive piece a couple months ago on why vendor scripted demos will go away. In this case, you would have the car salesperson drive (demo) the car for you while you sat in the passenger seat and asked questions. The End of the Scripted Demo Era.” Consider the following scenario. READ MORE [...]

Comment on Implementing Smart Codes by Mark Cruijff

Mark Cruijff — Mon, 16 Aug 2010 19:54:12 +0000

@Jacob : If your JobCode associated Grade, Category, or “manager level” drives your incentive, merit, equity, or promotional increase then I bet the data quality of this information will be a lot better.