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Back to Basics
Read more: Back to BasicsIt seems to me that there has been a renewed focus on core HR. Now I need to tell the truth, I really thought core HR was dead. I mean, it will always be around, but with the whole industry moving on to cooler things like analytics and talent management, who cares about core HR…
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Custom vs Config vs Vanilla
I hear these terms all the time and I often hear them being misused. I’m going to provide a few simple guidelines today in an attempt to provide what I think are the industry standard definitions.
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Watson Wyatt – 2005 HCI study
Watson Wyatt – Insider again pushes out a nice article tying together the correlation between effective HR program design and financial performance. First off, here’s a nice diagram of what we’ve beem blogging about for a while: Retrieved from http://www.watsonwyatt.com on February 20, 2006.
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It’s all about the user – Part 3
So in part 2, I stated that point solutions usually have both better functionality and usability. So why would anyone buy an ERP? Contrary to the title of this post, I’ll now state that it’s not always about the user. Sometimes it’s about better process.
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Web Services part 4: and Federated Identity Networks
A while back I wrote about single sign-on. While the ability for users to log into multiple systems without actually performing the log-in task is wonderful, until very recently (sometime in 2005 IMHO) single sign-on only existed within a single network. In other words, it was almost imposible to guarantee security if your employees wanted…
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It’s all about the user – Part 2
I’m not going to surprise many people by saying point solutions generally have better usability than ERP solutions. Yeah – now I’ve pissed off all the SAP and PeopleSoft users out there. If you think about an ERP, they are attempting to develop software across an enterprise primarily for users who don’t have a choice.…
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It’s all about the user – Part 1
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…
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What’s wrong with Talent Management – Conclusion
Over the last few days I’ve talked about various components of talent management. While I know talent is the hot theory these days, it’s simply a fusion of old ideas that haven’t been modified to fit a more strategic HR. Simply put, we need to do more. Here are my recommendations: We need to find…
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What’s wrong with Talent Management – Part 3
I’m trying to figure out how I chose succession and workforce planning as “what’s right with talent management.” (if you read to the end, you’ll find out why the post is named “what’s wrong”) I’m actually not all that excited about what we’re doing here, but at least I think we’re on the right track.…
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Web Services part 3: Technologies Converge
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…
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What’s Wrong with Talent Management – Replys
Nobody ever said I was un-opinionated. To those who may think I’m just an instigator, I actually do believe in what I’ve written and think that (1) performance is broken in 99.9% of the organizations out there, (2) HR does not do a good job in integrating our talent management capabilities to the rest of…