systematicHR

The intersection between HR strategy and HR technology

HR Technology

  • It’s all about the user – Part 1

    .

    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 that does 100% of what we need it to do.  Unfortunately, we often forget to…

  • Web Services part 3: Technologies Converge

    .

    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 services and directory access should be broken apart – they are not the same, as…

  • ,

    Why I Love Compensation

    .

    systematicHR

    In all of the HR practice areas, in my opinion, compensation is the cornerstone of the HR function. Not only does it carry through the HR organization, but it also carries through the HR technology framework. When I talk about compensation, most of what I’m thinking about is job design (job analysis, job evaluation, whatever…).…

  • Web Services Part 2

    .

    systematicHR

    We’ve talked a bit before about CORBA and data transfers between disparate systems, but we haven’t talked specifically about web services. In general, they perform about the same functions, about 90% of the technologies overlap. In fact, much of the technologies utilized between ORB’s (Object Request Brokers) and Web Services are the same. The difference…

  • Web Services Part 1 – LDAP

    .

    systematicHR

    The foollowing few weeks (just this Tuesday series) is my attempt at covering a few important portal technologies at a very high level.  It’s tough to do them justice, but in my conversations, I’m finding that many HR practitioners and ven some HRIS people don’t understand this stuff.  It’s very difficult to cover these in…

  • , ,

    Mid Market HRMS

    .

    systematicHR

    I got an e-mail a couple weeks back noting that I don’t post any content on mid market HRMS. While this is generally true (and I am not intimately familiar with this space), it appears from my survey that many of you are mid-market buyers. (no offense intended in the term – I just mean…

  • ,

    HR Systems and Data Model

    .

    systematicHR

    Well, for my first post of the year, I thought I’d do a data model for HR service delivery. Having been a theorist for too long, I definitely have my own ideas of what HR service delivery should look like from the systems standpoint. Last year we had some pretty long posts about strategies from…

  • ,

    Who’s an Internet Applicant? New OFCCP Rules

    .

    systematicHR

    ERE’s article on the new OFCCP rules for federal contractors outlines the recquirements that must be comlied with beginning today. Who’s an Internet Applicant? The individual submits an expression of interest in employment through the Internet or related electronic data technologies. The contractor considers the individual for employment in a particular position. The individual’s expression…

  • , ,

    An Interview with Workstream

    .

    systematicHR

    Workstream has always been one of my favorite vendors. They have great depth and breadth in their TMS suite, but their financials have plagued them. In the last year, their competitors have made strong market moves and gained momentum. I recently had the opportunity to speak with Kevin Dobbs (Senior Vice President, Marketing and Business…

  • ,

    The future of the ATS

    .

    systematicHR

    Dave Lefkow recently wrote about the future of TAS systems and I’d like to put my thoughts down as well. Here are his comments: Where the industry will go and the strategies successful vendors will employ are dependent on a lot of things. Will organizations invest in talent management? (My guess: yes, but not immediately)…

  • , ,

    Vendor or Client – Who’s Fault Is It?

    .

    systematicHR

    I was speaking with Donald Glade from Sourcing Analytics the other day and through our discussion I realized I needed to follow-up on my post about “HR Technology Does Not Make Us Strategic.” As I went through my bullets of “dooming HR technology to failure,” I thought that a discussion on why the failures happen…

  • , ,

    HRMS Comparison Tool

    .

    systematicHR

    I went through an HRMS comparison tool on-line with some pretty interesting results. Just thought I’d let you all know it’s out there. The tool walks you through a number of questions (size, # of users, required modules like ESS, performance, locations, etc.) and spits out a list of matechs. It also shows non-matches and…

  • , ,

    Oracle Fusion Progress

    .

    systematicHR

    Thanks to Systematic Viewpoints for this heads up. I’m quite entertained that Oracle President Charles Phillips thinks “Oracle is already halfway to achieving its Fusion promise … and the company’s developers have defined necessary software functions for the suite.”Songini, Marc L. , January 19, 2006. “Oracle touts progress on Fusion.” ComputerWorld. Retrieved from http://www.computerworld.com on…

  • ,

    2005 HRMS Buyers Guide

    .

    systematicHR

    Just a quick post to put this out there for the sake of publicizing a resource. This is from Human Resource Executive Magazine. The buyers guides are not terribly complete, but it’s about the best I’ve seen. HRMS Buyers Guide Other HR Systems Buyers Guide

  • ,

    Shrinking Workforce is Good for Technology

    .

    systematicHR

    We’ve been talking about the workforce “crisis” and the drian of senior talent as baby boomers retire in droves. I thought I’d present another viewpoint – this one from the Economist. The crucial question is therefore what the effect of demographic decline is on the growth of GDP per person. The bad news is that…

  • ,

    HRO Superstars

    .

    systematicHR

    Through Hager Strategic I found HRO Today’s listing of 2006 HRO Superstars. Really quite a nice list of who’s who in HRO from a vendor and client standpoint. It also includes a list of advisors and advisory firms that I don’t generally talk about. Take a look.

  • ,

    Value of Mid Market HRMS = Not Much

    .

    systematicHR

    John Enyedy of Track-it.com HR solutions wrote this paper for HR.com. I really need to stop reading things in HR.com and SHRM as I’m never terribly impressed. As usual, I have a difference of opinion. Perhaps the below quote is a reality in low end HRMS, but certainly I think most of us would simply…

  • , ,

    Great Talent Acquisition Systems Insight

    .

    systematicHR

    A while back I posted a TAS vendor “review” of sorts. Obviously I’ve also been doing some research for my series on talent (Part 1 &2 here). In doing the research, I re-stumbled on some of Talentism’s previous writings taht definitely deserve to be dredged up from the archives. Here they are: 11 Thoughts on…

  • , ,

    cFactor Portal Review and ADP Portal Redux

    .

    systematicHR

    Back to the ADP portal discussion, I was invited to take a look at cFactor’s self service portal and came away pretty impressed. A very clean user interface that is obviously brand-able with whatever your organization needs. The standard package comes with employee, manager and administrator views. The surface functionality is a very nice employee…

  • ,

    The ERP Graveyard Scorecard

    .

    systematicHR

    For those of you who track ERP outside of the HRMS/HCM space, I found this fun graveyard: The ERP Graveyard Scorecard. I’ll think about doing this for HRMS and point solutions. This could take a while…