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Dysfunctional Self Service
Read more: Dysfunctional Self ServiceSo I’ve been away for a year and I’ve let this website go a little bit. (I just started back up in September) I mean, if you click on any number of links, you’ll find error pages, pages that don’t load, or just pages that don’t display correctly. Basically, letting go for a year while…
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The State of Kenexa
Last month Kenexa invited a group of analysts and industry influencers to PA for a roundup and briefing of what they are up to. I’ll personally say that I’m not particularly interested in most of what other analysts are interested in: I can’t speak the language of financials, don’t really care about the volume of…
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The Workday Promise (and Challenge)
The fact that the market is excited about Workday would be an understatement. Hype around this company’s products and functionality appear to be racing quite past reality and approach mythical levels. Perhaps the confidence in the HR industry for Dave (Duffield) to deliver another great HR application is deservedly high. Or perhaps the marketing of…
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Taleo and Vurv: The State of the Talent Marketplace
While it comes as no surprise that software vendor consolidation continutes to happen, It was not exactly what I was expecting when Taleo announced their acquisition of Vurv. In the recruiting space, there were really 3 powerhouses, being of course Taleo, Brassring (Kenexa) and Vurv. In the talent management space, there are several more including…
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What HP’s Acquisition of EDS HRO Means
I haven’t written about HRO for a very long time. Part of it could be just my simple disillusionment of the space. The outsourcing of payroll and benefit transactions make total sense to me as they are complete commodities. If we talk about F&A (finance) the transactional side of procurement, AP and AR at the…
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The Value of HR Technologies
The following was contributed by Lexy Martin of CedarCrestone on a very interesting study highlighting key ROI metrics behind HR technologies: With ten years of survey data, and lots of experience doing business cases for HR technologies, CedarCrestone (Lexy Martin) decided to do a white paper on how to use that material to support business…
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I4CP: Retaining Hi-Po’s
The following was contributed by Erik Samdahl from the Institute for Corporate Productivity and highlights results from a recent stufy of theirs. The Institute for Corporate Productivity (i4cp), the company I work for, recently did a study on how companies gauge and retain high-potential employees. These “HiPos” are the bread and butter of organizations, as…
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ROI and Sensitivity Analysis
I’ve written before about how often HR does not speak the language of finance that executives need when presenting business case. Often, HR’s projects are on the backburner or are not approved because HR simply can’t articulate to the same degree what all the possibilities are when they need money. A simple ROI or TCO…
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Why HR Can’t Implement Web 2.0
Joel Cheeseman wrote an interesting piece on Web 2.0 a couple months ago in the Industry Insider. An outsider is led to believe such cutting-edge tactics in the employment space are the rule. In reality, it’s the exception. The percentage of companies publishing blogs full of embedded YouTube videos, Flickr photos, a roll call of…
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Pet Peeves Translated to HR 3
When you’re angry, it’s still better to be nice. Sometimes, I see people who are not angry over anything, yet they are still not nice. Here’s my message: some of the people we interact with in HR can have huge impacts on our workforce. My main example is interactions with consultants and vendors. I’ve seen…
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Pet Peeves Translated to HR 2
When at a door, train, bus, or anything else, people going out exit before anyone else goes in. This is a simple process rule. In the example, it makes good sense. You can’t get in a train if people have not left the train yet. If it’s full, you’re not getting on. If people have…