systematicHR

The intersection between HR strategy and HR technology

systematicHR

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    Scalability, Flexibility, Agility – Part 1

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    systematicHR

    Why? This is simply a critical topic in HR technology as “strategy” transforms into true business support. The modern HR department and it’s HR technology must be able to support these three conditions to be effective in today’s world. Businesses…

  • The end of customization

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    systematicHR

    Possibly not the end, but configurability is reaching new levels of innovation and market demand. The growing demand to keep HRMS applications “vanilla” to limit upgrade expense, and the continued growth in HR functionality have really allowed employers to realize…

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    XML Interfacing

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    systematicHR

    Chuck Allen over at the HR-XML blog has been writing for a while and a post on employee indicative data caught my attention. If you think about all your most common interfaces, employee indicative data is the one used the…

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    systematicHR is 1 year old!!!

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    systematicHR

    Yup, my first post on the HR Technology Discussion Board was 1 year ago today and I’ve posted 313 times since then.  You have also written about 250 comments since December, and possibly many more than that in the last…

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    The Role of HRIS – Part 2

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    systematicHR

    Last week we talked about a good HRIS analyst’s role in decision support. This week we are going to talk about the integration between process determination and HRIS. HRIS should be playing the same role in process support that it…

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    Offshoring Not a Cause of Job Loss

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    systematicHR

    2.4% of U.S. jobs have been lost to outsourcing and offshoring since 2003. That’s the bad news. The good news is that if you trend all job gains and losses due to outsourcing and offshorig (trade) over time, 2.4% is…

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    PEO vs. HRO again.

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    systematicHR

    I got an e-mail from a reader about PEO v HRO: What is your advice to a company (100-1000) on what TYPE of outsourcing would be best for their company? Basically, PEO VS BPO. Pretty broad but there are all…

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    Top HRO Deals of 2005

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    systematicHR

    I might be a bit behind on the news and it’s entirely possible this has been posted elsewhere. However, HRO Today Magazine posted their top 22 HRO deals of 2005 in their January/February issue. Personally I’m positive this is nowhere…

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    The Role of HRIS – Part 1

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    systematicHR

    I’ve been thinking that HRIS is given too tactical a role in most organizations. This is not based on any real metric or survey, but just a gut feel from organizations I’ve visited over the last half decade or so….

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    HR Technology Does Not Make Us Strategic

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    systematicHR

    I admit – I used to be one… A vendor that is. I was one of those people who told HR technology buyers, “Great HR technology will allow you to be more strategic!!!” I’m sorry. But actually (in my and…

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    Taleo Version 7 – updates to my scorecard

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    systematicHR

    With Taleo’s next release, they regain my number one spot for Talent Acquisition vendors.  While they’ve always been at or near the top of my list, Taleo has been slipping for a few years due to their inability to execute…

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    Custom vs Config vs Vanilla

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    systematicHR

    I hear these terms all the time and I often hear them being misused. I’m going to provide a few simple guidelines today in an attempt to provide what I think are the industry standard definitions.

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    Watson Wyatt – 2005 HCI study

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    systematicHR

    Watson Wyatt – Insider again pushes out a nice article tying together the correlation between effective HR program design and financial performance. First off, here’s a nice diagram of what we’ve beem blogging about for a while: Retrieved from http://www.watsonwyatt.com…

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    It’s all about the user – Part 3

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    systematicHR

    So in part 2, I stated that point solutions usually have both better functionality and usability.  So why would anyone buy an ERP? Contrary to the title of this post, I’ll now state that it’s not always about the user. …

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    Web Services part 4: and Federated Identity Networks

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    systematicHR

    A while back I wrote about single sign-on. While the ability for users to log into multiple systems without actually performing the log-in task is wonderful, until very recently (sometime in 2005 IMHO) single sign-on only existed within a single…

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    It’s all about the user – Part 2

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    systematicHR

    I’m not going to surprise many people by saying point solutions generally have better usability than ERP solutions. Yeah – now I’ve pissed off all the SAP and PeopleSoft users out there. If you think about an ERP, they are…

  • It’s all about the user – Part 1

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    systematicHR

    How do you define the usability of an HR technology?  Most people who have been through the RFP (request for proposal) process have felt the pain of selecting software based on functionality alone.  We all want to have an application…

  • What’s wrong with Talent Management – Conclusion

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    systematicHR

    Over the last few days I’ve talked about various components of talent management. While I know talent is the hot theory these days, it’s simply a fusion of old ideas that haven’t been modified to fit a more strategic HR….

  • What’s wrong with Talent Management – Part 3

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    systematicHR

    I’m trying to figure out how I chose succession and workforce planning as “what’s right with talent management.” (if you read to the end, you’ll find out why the post is named “what’s wrong”) I’m actually not all that excited…

  • Web Services part 3: Technologies Converge

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    systematicHR

    So probably more in the last few posts than anyone who reads this blog ever wanted to know (assuming anyone knows what I was talking about). In my “vision” diagram, I call the whole thing web service, but technically, web…