HR Strategy
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100% Claims Audits Revisited
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Nearly one year ago, Double Dubs graciously asked me to be a regular contributor on this most amazing blog of his. I think all of us can agree that what he has built here is impressive. He has created a reference tool for HR professionals (both in and out of the technology space) to come…
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Shaping the Workforce through Business Intelligence
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I’ve previously defined HR strategy as any direction that “shapes the workforce.” Whether this is creating an employer brand that influences they type of people you recruit, creating talent policies that allow your employees to excel, or nurturing a culture where people are comfortable to innovate, these are all strategies that shape the makeup of…
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A Technological Approach to Claims Audit
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The last two weeks I wrote about the ineffectiveness of traditional claims audit and the inherent conflict of interest some companies face when they perform such audits. This week I’d like to introduce a company that brings a different approach to the industry: HR Best Practices. HR Best Practices was founded by Howard Gerver five…
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Creating Strategy Part 4
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I recently posted that the creation of strategy was better served by being flexible and agile than creating concrete plans. Here’s part 4: 9. Think Scenarios, not Predictions ((Millard, Rob, June 5, 2006. “Increasing Your Strategic Clock Speed.” Retrieved from http://www.robmillard.com on August 6, 2006.)) The future is too complex to accurately predict. It is…
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Creating Strategy Part 3
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I recently posted that the creation of strategy was better served by being flexible and agile than creating concrete plans. Here’s part 3: 7. Encourage Risks; Tolerate Mistakes ((Millard, Rob, June 5, 2006. “Increasing Your Strategic Clock Speed.” Retrieved from http://www.robmillard.com on August 6, 2006.)) A culture where mistakes made in good faith are punished…
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Creating Strategy Part 2
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I recently posted that the creation of strategy was better served by being flexible and agile than creating concrete plans. Here’s part 2: 6. Focus Action on the Short Term ((Millard, Rob, June 5, 2006. “Increasing Your Strategic Clock Speed.” Retrieved from http://www.robmillard.com on August 6, 2006.)) While strategic objectives may be aimed over a…
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Creating Strategy Part 1
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I recently posted that the creation of strategy was better served by being flexible and agile than creating concrete plans. Rob Millard probably said it better: NOT on a soviet-style grand plan, but about creating the resilience that the firm needs to achieve its objectives no matter what the market may choose to throw at…
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Branding, Communications, Compensation, Engagement, HR Strategy, HR Technology, Talent Mgmt, Vendors, Workforce Planning
We Have Work to Do
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For all our lofty talk about employer branding, employee engagement, communications and change management, and for all the money we’ve been spending on implementing technology, process and workflow, we don’t seem to be tying the two together. I won’t be commenting heavily on this as I really think you should read the whitepaper of the…
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Succession Planning for Leadership Development
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There are now studies and metrics coming out that the “talent crisis” may not be as bad as we once thought it would be. Yes, the baby boomers are getting older, and yes, they are reaching retirement age more quickly than the following generation is filling their shoes, but the newest studies are finding that…
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TCO: Measuring Risk
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In a prior post I wrote about the Total Cost of Ownership (“TCO”) in the context of risk. Today I would like to write about techniques to measure the cost of risk, particularly in the case of administering benefit plans. The shortfall of TCO modeling for administrative functions is that typically, quantifying the costs of…
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Change Management, Communications, HR Strategy, HR Technology, Knowledge Mgmt, Learning Mgmt, Portal
HBR – P2P and Web 2.0 Leadership Development
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In 1995, two young U.S. Army officers who had been friends at West Point found themselves living down the street from each other at a base near Honolulu. Nate Allen and Tony Burgess were both in their first stints as company commanders, each responsible for three platoons, or about 120 soldiers. At the end of…
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Networking From An Island
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This was a fun way to “network” although I don’t know if you could actually call it networking if you don’t know who you’re talking to and you have no anticipation that they will ever respond to your queries. OK, as a communication and networking tool it sucks and I’ve been trying to think of…
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HBR – Why Work Should Not Be Engaging
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I’m an avid reader of Harvard Business review. Most of the time, I skip articles that are not meaningful to me. The ones I decide to read are almost always quite insightful. Then again, sometimes I stumble on something that is so ridiculous it’s quite funny. The following is one of the latter. Why does…
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About Stretchwork and Career Management
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Julia Hanna recently wrote about the use of stretchwork applied to career advancement in the August 9 issue of HBS Working Knowledge. Stretchwork has been a tool utilized by performance management professionals for ages. In truth, we in HR have known about stretchwork long before the academics decided to study it. The concept of stretchwork…
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The Wrong HR Silos
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There’s a right way to silo HR? Well, perhaps silo is the wrong word. Certainly in many HR organizations, silo is procedurally correct as recruiting doesn’t talk to compensation who doesn’t talk to training, and they don’t agree about direction anyway. We’ve actually come a long way reducing the total HR practices sitting around –…
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My Vision and Hope for SaaS
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There’s a great opportunity that SaaS has. As I think about these vendors with applications hosting scores of medium and large clients on a single installation of an application, on a single (cluster of) box(es), I envision this incredible opportunity to mine the data for best, or at least common, practices. Today, we count on…
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SaaS: Focus on Results
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Interesting post on ZDNet’s SaaS blog about the evolution of the application and the focus on the technology vs. the business results – misleading but interesting: Whenever customers have to physically implement an application on their own premises, the conversation with vendors always ends up being about the technical features of the product such as…
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HR Technology, Branding and Environmentalism
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Going where I never thought I’d go… But the HRIQ blog wrote this page about the amount of waste generated by a workplace in a single year. Apparently the average worker can throw away ONE QUARTER OF A TONNE OF MATERIALS PER YEAR, according to Eco Office! They equate this to having depth of up…
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RSS in HR
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I was reading “Branding the Feed” in Business 2.0 Magazine ((Heilemann, John, July 2006. “Branding the Feed.” Business 2.0, Volume 7, Number 6. Page 42.)) about Dick Costolo’s Feedburner strategy (If you read this site through a feed, it’s coming through feedburner). Not a new thought, but it occurs to me that RSS (Real Simple…
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HR Function Commoditization – The Future of HR
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57 years ago ADP commoditized payroll. You have 100 earnings codes, a specific set of parameters each code can have, and if you want to go outside those parameters, you can’t. Many see this as a bad thing, but this is actually extremely liberating. Rather than taking each HR function and process and figuring out…