systematicHR
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Leadership part 2 – Marcus Buckingham
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Prior Posts: Leadership Intro Leadership Part 1 – Art Weinbach In the Part 2 interview, We’ll look at Wharton’s interview with Marcus Buckingham. According to Buckingham, the best managers share one talent — the ability to find, and then capitalize…
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Implementation Critical Success factors
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Eric Kimberling recently wrote about increasing success factors in an ERP implementation ((Thanks to the Oracle Apps Blog for pointing this one out.)) Each section has Eric’s personal commentary, but here’s the list without it. Link to his article for…
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Excellerate HRO’s First Win
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And it’s a big one. I have no idea what the net value of this deal is, but rumors around the blogosphere have been circulating for a couple months that the announcement was coming. Here it is.
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Responsibility – Part 3
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Im realizing that I never actually defined why I called this series “responsibility.” Mostly, it was because we in HR have a responsibility to ensure that certain practices maintain the HR and employer brand. So far, we’ve talked about values…
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Responsibility – Part 2
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How does your HR organization take responsibility for nurturing your high potentials? Launch a formal, high-level succession-planning conference for senior executives facilitated by corporate HR and outside experts; outline the leadership development process; and cascade it through the company. Create…
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Responsibility – Part 1
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Charismatic leaders create an envorinment in which employees want to follow a vision or idea that has been stated. A goal of most leaders is to create the type of enviironment where employees are engaged in that mission and vision…
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Leadership part 1 – Art Weinbach
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Prior Posts: Leadership Intro Correction from the last post. These interviews I’m referencing are not from HBS – they’re from Wharton. I’m starting this series with an interview with Art Weinbach, the current CEO of Automatic Data Processing. Based in…
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Gautam Ghosh – The new HR professional?
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Gautam wrote this quite a long time ago, and I’ve been intending to reply for a while. As long as I’m writing about leadership these days, seemed like the right time. The upcoming generation of leaders strongly believes that HR…
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RSS SOA and the Future of HR Technology
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When my opinion is solicited, I give it freely. But first I should not there is a synopsis of the discussion as it stands today at the bottom of this post. Posts in this discussion: Enterprise RSS, Web 2.0 and…
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Who You Are – sHR Survey Results
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In February I had a reader survey available which many of you answered. I thought I’d share some of the results from that survey: Exactly 50% of you read new posts on systematicHR every day. Many more of you visit…
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Social Security Reform
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Donald Glade of Sourcing Analytics writes a great opinion on Social Security reform here. Just thought I’d point it out.
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Is Oracle’s Best Good Enough?
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This article from Baselinemag.com takes a look at Oracle post PeopleSoft aquisition. It’s a good question as Oracle has never been good enough if we talk about HR. Their financials have always been highly rated, but for the major ERP’s,…
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What is Oracle Fusion?
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Here’s my attempt to simplistically explain what Oracle Fusion is all about. I’ve noticed that most people seem to have misperceptions regarding what Oracle Fusion is all about. This is actually for good reason: When Oracle purchased PeopleSoft and thus…
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Web Services & WSDL Definitions
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In a brief departure from my once a day posts, I wanted to point out a couple of nice pieces on WSDL over that the HR-XML blog. WSDL part 1: A starting point for web serives WSDL part 2: Patterns…
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Leadership Intro – Three Ways of Great Leaders
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A few months ago, Fast Company pushed out this article on leadership. I’m going to follow this with my thoughts and examples from several interviews that Harvard also published in the last year. Just so you know, the Fast Company…
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Another Doomsday Prediction for Talent
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It’s possible that I’ve been drilling this topic too much for too long, but it seems the market is really starting to take notice. Perhaps that means it’s time for me to start talking about something else. Here’s a last…
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Workstream Product Enhancements
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The Talent management space is always a complex market. If you think about the talent management suite, you’re talking about workforce development, learning managmeent, performance management, compensation management, succession planning, and probably a few more I can’t think of off…
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Scalability, Flexibility, Agility – Part 4
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A couple of days ago I mentioned that HR organization design was a factor in overall business scalability, flexibility and agility. As the HR industry has started to move towards shared services and HRO (ok, started may be a mischaracterization…
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Scalability, Flexibility, Agility – Part 3
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So what do flexibility and agility mean in an HR technology discussion? These two ideas may not always be in perfect synchronization as flexibility sometimes means customization and agility sometimes means the lack thereof. While flexibility does not necessarily mean…
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Scalability, Flexibility, Agility – Part 2
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Are these business requirements or technology requirements? Actually, they are both and indeed they are quite interconnected. Scalability from the technology side feeds scalability from the business side and the same can be said for flexibility and agility. So while…