systematicHR

The intersection between HR strategy and HR technology

HR Technology

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    Enterprise 2.0 Diagram

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    systematicHR

    I ran across this quite interesting and comprehensive e2.0 diagram and thought I’d share.  I like how it’s organized with Actors, Technologies and Methods as part of the engine behind e2.0, but as usual I have a few comments. I probably would have phrased the Business Drivers differently – perhaps removing it as one of…

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    Integrating Talent Applications (Suites)

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    As we seem to be moving past the initial enamoration of talent functionality, there seems to be more and more disillusionment with the lack of full integration that we are used to expecting with more mature applications like HRIS, payroll and benefits.  (ok, that’s fully debatable, I know…)  But the problem is that not only…

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    Diagramming Web 2.0 versus Enterprise 2.0

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    I like pictures.  CIPD published a paper that was honestly quite annoying, but contained a couple of little gems.  I was annoyed because the paper was entitled Web 2.0 and HR, but it never got past defining what Web 2.0 and Enterprise 2.0 are and getting to the point of how all this is pertinent…

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    HRIS Support

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    Computer Economics does a survey about the TCO of IT support for ERP applications.  While the executive summary is almost totally useless, it’s obvious that in HR, HRIS support and HR dedicated IT support is almost always understaffed and under budgeted.  While you can purchase the survey if you want (I obviously have not –…

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    Complex Problem Solving and Change Management

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    systematicHR

    Serious hat tip to Rob Millard Rob wrote about this over 2 years ago, but the picture still exists and I stumbled upon it months ago, and then had a second look a couple weeks ago. Rob pointed me to an intriguing picture that I’ve had to think about for a while. Rather than using…

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    Stages in Talent Management Maturity

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    systematicHR

    The taleo blog recently wrote a piece about the sages of maturity for talent management solutions.  I actually like this 4 stage continuum, and think it applies to more than just talent management suites. STAGE 1: Companies use automated core HR systems with a group of manual and disparate human capital management (HCM) systems and…

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    The Stupidity of Crowds

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    I have a lot of favorite bloggers.  I think I’ve tipped my virtual hat over to Rob Millard quite often here, but I was going backwards in time reading some of his old posts and got to reflecting on an old post if his on the “stupidity of crowds.”  We are, I am confident, soon…

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    HR’s Long Tail

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    I’ll be honest – I’m a bit sick of talking about the long tail.  We’re all so enamored by talking about is as if it makes us all business theorists.  I find that half of us don’t really know what we’re talking about when we say “the long tail” but it makes us sound smart…

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    Degrees of SaaS

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    systematicHR

    I’ve been quite curious over the last year at the differing definitions of multi-tenancy that are given by multiple SaaS vendors.  Admittedly not being a SaaS expert, or an expert in building and housing a multi-tenant application, I’ve found the contrasts to be a bit confusing.  Apparently one can call themselves a SaaS vendor, but…

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    Wiki as Knoweldge Management

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    We all have them in our organizations.  These wonderful islands of preserved knowledge: databases of content that have been donated over time for consumption by the broader corporate population.  Once the dreams and hopes of management types that have dwindled down to exasperation as content has stagnated and catalogs confused.  Content managers were usually “champions”…

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    Engagement Over: Workstream-Empagio

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    systematicHR

    Why Workstream wanted to be tied to Empagio in the first place never quite made sense to me.  When their merger was announced several months ago, everyone knew Workstream needed some cash to continue with their R&D and sales goals.  But let’s get this straight once and for all.  Empagio is just the rebranded name…

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    CedarCrestone 2008-2009 HR Systems Survey

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    systematicHR

    It’s not often that you get to see the results of a survey before the submission deadline is up, but Lexy Martin shared a few preliminary numbers with me. While these are very preliminary numbers, it’s interesting to see the directionality of the numbers.  She was thinking that with the down-economy, that some of the…

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    Growth and Sustainability – Where Does HR Fit In?

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    Global warming on the minds of executives.  They may not actually care, but they realize that the growth of their business will partly depend on the sustainability of their products and the consciousness around environmental issues that the company can portray.  So the question is this:  where does HR technology fit in? Transactional:  This one…

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    US Businesses for Sale?

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    systematicHR

    Back in I guess what was the 80’s, there was all the rage over Japanese money buying US property and business.  Well times have changed and there is an interesting dichotomy going on.  Now, the U.S. economy is outsourcing to China and India (and others).  Low skilled labor is going outside of the U.S. and…

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    HR Budgets & the Economy

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    The economy is in the tank, and while predictions are that things will get better in 2009, many HR leaders are doing budgets right now.  The problem with recessions and HR is that HR budgets often take longer to come back than other budgets.  Take 2001 as an example.  The “bubble” burst with such ferocity…

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    Where People Fit in the Toyota Way

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    A while back I wrote a series on the Toyota Way.  Toyota is unquestionably one of the top manufacturing companies in the world producing high quality products at a very low cost.  At the center of this is the Toyota Production System (TPS) which formalizes production structures throughout the manufacturing process.  However, behind the scenes…

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    HBR on Service Oriented Architecture

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    systematicHR

    Far be it for feeble minded me to critique HBR’s SOA article entitled “Then Next Revolution in Productivity,”  ((HBR June 2008, pg 73))  but that’s what I’ll do anyway.  While I’m a firm believer that SOA and that we’ll see high levels of SOA adoption in the upcoming years, I’m skeptical that this is the…

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    Will the Real Oracle Fusion Middleware Please Stand Up?

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    systematicHR

    It’s not mystery that Oracle’s Fusion Middleware product was really only a half baked cobbling of old products when it was released a couple years ago.  Much like Bush’s “Mission Accomplished” sign, Oracle proclaimed “Half Way to Fusion!”  We all waited expectantly for either a set of Fusion applications to be as half baked as…

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    Better Recruiting Through Social Networks?

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    systematicHR

    Jobvite released their new survey on the utilization of social networks for recruiting.  Most of this is not a surprise as recruiting seems to be the early adopter for some new HR technologies well ahead of everyone else.  Remember recruiting systems was a major market before any other point solutions (outside of benefits and payroll). …

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    Rethinking the Career Ladder

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    systematicHR

    Most career ladders go something like this •    Associate 1 –> Associate 2 –> Professional 1 –> Professional 2 –> Senior Pro Ladder •    Associate 1 –> Associate 2 –> Professional 1 –> Management Ladder It’s all really quite predictable.  Either you stay on a professional track and perhaps manage projects, but never a P&L…