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HR Social Media – A sytematicHR Case Study
Read more: HR Social Media – A sytematicHR Case StudyI should probably congratulate the readership of this blog. For CedarCrestone’s annual technology survey, we created one of the largest populations of viable, usable submissions out of any social media outlet that the survey used. (Note that this post was written a few years ago and never published. I was never going to publish this,…
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HBR: GenX versus Baby Boomers
We keep talking about Gen Y Milennials. They are after all the next unknown generation of workers, and they are “different.” However, we can’t ignore the Gen X’ers either. As the boomer retire, the Gen X population will be the first ones to fill the shoes of leadership and senior talent. And the fact is…
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Asynchronous Communications, HR 2.0 and the Future of Work
We seem to want real time everything. We schedule meetings when and where the most of us can be together in the same room. When that fails, we schedule conference calls. I’m a definite culprit of this as I will always meet my clients face to face when the opportunity presents a choice. Unfortunately, real…
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Offshoring and Chinese English
We’ve all been dealing with call centers getting routed to India for a few years now. In the beginning, the experiences were horrible as people navigated the many communications, process and cultural issues. Things seem to begetting better lately though. We are more understanding of the hurdles we need to get over the have international…
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The Toyota Way: Principle 2
Create continuous process flow to bring problems to the surface. This really goes to one of the core Toyota principles that they are best known for – Just In Time. One of the key principles is the discarding of waste through any process. There are many areas in HR this can be applied from payroll…
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Enabling versus Empowering
In HRIT we spend so much time implementing and rolling out systems that we implicitly know that change management is an important part of any implementation. Vendors usually provide training, and communications are a well known part of any roll-out process. The question is whether these are enough. The answer is an absolute “no.” We’ve…
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Driving Pet Peeve’s and HR Technologies
Some lessons are just universal in life. Others are not. Here are a few that I came up with while extraordinarily bored: 1) If you don’t know how to drive a big car, don’t buy and SUV Corollary: Sometimes you really don’t need PeopleSoft or SAP. Don’t go for big scale just because everyone else…
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The Toyota Way: Principle 1
Base your management decisions on a long-term philosophy, even at the expense of the short term financial goals. Basically this is a lesson not in profits, but in behavior. It is the “do the right thing” lesson, but in Toyota language, that translates into actual actions, not just words. One of the lessons my first…
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Organizing for Innovation
You manage talent for a large organization that needs to innovate in order to stay competitive. How do you know what types of innovations are important and how do you attract the types of innovators that your organization needs? Some research coming out of Harvard has once again given us some answers: Based on in-depth,…
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HR Needs to Be Scared
Why? Because we’re not doing our jobs and our bosses know it. Workforce Magazine published an article saying “Business Leaders Don’t See HR as Key to People Strategies” and Thomas Otter asks a bunch of us this question: “HR-HCM folks, does this concern you?” Absolutely yes it does concern me. And this isn’t the first…
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Creating Effective Collaboration Networks
If having the best talent is almost useless if you can’t get them to collaborate, then to some degree our mission in HR is assuring that we jump to the next step after we acquire and retain that talent. However, the technologies I’ve pointed to don’t really work yet for HR. Creating and mapping talent…