systematicHR
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An Interview with HR Smart
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A while back, I had the opportunity to speak with HR Smart, a talent management software vendor and service provider. As with many vendors, HR Smart has had applicant tracking since 1996 and they have been slowly building a suite…
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Helicopter Parenting and Management Styles
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Much conversation has been made about Generation Y Milennials and their desire and ability to enter the workforce with a bang. We’ve been trying to figure out how to channel their energy in the right direction as they seem to…
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The Toyota Way: Principle 3
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Use “pull” systems to avoid overproduction. As I read “The Toyota Way” I constantly tried to think about how I could apply these principles to what I do, HR. Reading the chapter on Principle 3, I repetitively came back to…
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HBR: GenX versus Baby Boomers
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We keep talking about Gen Y Milennials. They are after all the next unknown generation of workers, and they are “different.” However, we can’t ignore the Gen X’ers either. As the boomer retire, the Gen X population will be the…
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Asynchronous Communications, HR 2.0 and the Future of Work
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We seem to want real time everything. We schedule meetings when and where the most of us can be together in the same room. When that fails, we schedule conference calls. I’m a definite culprit of this as I will…
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Offshoring and Chinese English
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We’ve all been dealing with call centers getting routed to India for a few years now. In the beginning, the experiences were horrible as people navigated the many communications, process and cultural issues. Things seem to begetting better lately though. …
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The Toyota Way: Principle 2
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Create continuous process flow to bring problems to the surface. This really goes to one of the core Toyota principles that they are best known for – Just In Time. One of the key principles is the discarding of waste…
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Enabling versus Empowering
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In HRIT we spend so much time implementing and rolling out systems that we implicitly know that change management is an important part of any implementation. Vendors usually provide training, and communications are a well known part of any roll-out…
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Driving Pet Peeve’s and HR Technologies
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Some lessons are just universal in life. Others are not. Here are a few that I came up with while extraordinarily bored: 1) If you don’t know how to drive a big car, don’t buy and SUV Corollary: Sometimes you…
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The Toyota Way: Principle 1
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Base your management decisions on a long-term philosophy, even at the expense of the short term financial goals. Basically this is a lesson not in profits, but in behavior. It is the “do the right thing” lesson, but in Toyota…
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Organizing for Innovation
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You manage talent for a large organization that needs to innovate in order to stay competitive. How do you know what types of innovations are important and how do you attract the types of innovators that your organization needs? Some…
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HR Needs to Be Scared
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Why? Because we’re not doing our jobs and our bosses know it. Workforce Magazine published an article saying “Business Leaders Don’t See HR as Key to People Strategies” and Thomas Otter asks a bunch of us this question: “HR-HCM folks,…
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Creating Effective Collaboration Networks
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If having the best talent is almost useless if you can’t get them to collaborate, then to some degree our mission in HR is assuring that we jump to the next step after we acquire and retain that talent. However,…
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1 Jerk = $160K
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I first heard about the “Jerk” effect during a verbal presentation at a conference. Robert Sutton apparently did a study and found that for every “jerk” in your organization, they are costing you $160K of productivity and profits each year….
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The New Collaboration
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So much collaboration used to happen around “water cooler conversations.” These may have been informal lunches, chats in the halls, and even chats next to the water cooler in the lunch room. However, as the workforce increasingly works from home…
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How Talent Networks Increase Profits
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Getting the right people and retaining them is the start of building a great workforce. Engaging them to your brand is the next step. But the true work of optimizing the workforce is going to be in defining how the…
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Keeping Your CEO’s Sleep Deprived
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One of the favored questions going around the vendor circles the last few years is “What keeps you awake at night?” Obviously they only ask this when they are in front of VP’s of HR or C-suite executives, but the…
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Business Intelligence: Data Marts and Cubes
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Continued Business Intelligence: Data Marts Life finally gets exciting. We’ve loaded our data through the ETL into an ODS. We’ve enriched the data into a usable form for aggregated, multidimensional reporting. Now we just need to create the facilities for…
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Business Intelligence: ODS and Enriched Data Warehouse
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Continued Business Intelligence: ODS So once you’ve gotten through your first round of ETL, you’ll have to load the data somewhere (the “L” in ETL). The ODS, or operational data store, is where all the raw data gets loaded. This…
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Business Intelligence: Introduction and ETL
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Most normal HRIS people who sit around dealing with their normal HRIS and talent management systems haven’t given much thought to business intelligence much beyond the standard reporting capabilities provided by their applications of choice. A few might have gone…