What's the plan for our final 3 meetings? Tomorrow's class will begin with a Workday demo and will be the last time we'll talk about new subjects as we finish our software analysis discussion. Our 12/1 class will consists of our class presentations, so please be ready to present for 5 minutes & be ready for Q&A for at no more than 5 minutes. We should be able to complete everyone's presentation on 12/1. Our last class will consist of a Silkroad technology demo ending with a class debrief.
Sounds good! See you all on Weds!
Tuesday, November 23, 2010
Wednesday, November 3, 2010
We're halfway there...
It’s official. We are halfway through class this semester, and I’m not sure I’ve made the same connections with these students that I have in the past. Are they connecting with the material? Have I changed the curriculum too much that it’s less engaging? At this point, I’m not sure, but time will tell.
Fortunately, we had Taleo come to class today to share their mid-market product Business Edition. The demo was wonderful, and illustrated how Taleo has evolved from its ATS roots to become a more complete Talent Management solution with its onboarding, performance, and compensation modules. I anticipate that Taleo will continue to build on its platform with more solutions. The class appeared engaged and seemed to enjoy the demo. Blogs will tell whether or not the class enjoyed it as much as I did.
We also started talking about the importance of problem identification, delivery model, technology, and security when evaluating HR software. On top of that, we reviewed the importance of identifies keys or unique identifiers of data and the concept of system of record, critical concepts integral in any problem solving scenario. We closed with a demo of survey monkey and illustrated how usable technology can assist with the data capture problem as well as a glimpse into usable hr software of the future.
Remember: business strategy leads to people strategy which leads to hr technology strategy. This strategy needs to be implemented with a problem centric, project management, and change management discipline.
Looking forward to another week of learning with everyone’s blogs. Over and out! Till next week.
Fortunately, we had Taleo come to class today to share their mid-market product Business Edition. The demo was wonderful, and illustrated how Taleo has evolved from its ATS roots to become a more complete Talent Management solution with its onboarding, performance, and compensation modules. I anticipate that Taleo will continue to build on its platform with more solutions. The class appeared engaged and seemed to enjoy the demo. Blogs will tell whether or not the class enjoyed it as much as I did.
We also started talking about the importance of problem identification, delivery model, technology, and security when evaluating HR software. On top of that, we reviewed the importance of identifies keys or unique identifiers of data and the concept of system of record, critical concepts integral in any problem solving scenario. We closed with a demo of survey monkey and illustrated how usable technology can assist with the data capture problem as well as a glimpse into usable hr software of the future.
Remember: business strategy leads to people strategy which leads to hr technology strategy. This strategy needs to be implemented with a problem centric, project management, and change management discipline.
Looking forward to another week of learning with everyone’s blogs. Over and out! Till next week.
Wednesday, October 27, 2010
Business... People... Technology...
We began class today with a demo of Zoho Recruit, Zoho’s solution for the recruiting problem. If you are a small business looking to automate your recruiting process and are on a limited budget, Zoho Recruit might be the right solution for you. Its web 2.0 interface is extremely usable, and according to our presenter, the implementation was only a couple of hours. Granted she only had a couple of positions to implement, but the fact that she was up and running in less than a day speaks to its easy configuration and user friendly interface. We discussed its potential lack of scalability as well as its limited reporting functionality. Overall, a great first look at an actual HR system implemented at an actual company.
We then got right into how one comes up with a technology strategy. And like with anything complex, we simplified our approach. Organization exists for a reason. If you understand that and its business strategy, it’s often easier to surmise its people strategy. In other words, define how people fit into the overall business strategy and use that to define your people strategy. The people strategy should then inform your HR technology strategy. For example, if your company is in growth mode, might it make sense to invest in an Applicant Tracking System? Start with the business and the technology will follow.
We leveraged the Capability Maturity Model (CMM), the People Capability Maturity Model (PCMM), and our very own HR Technology Maturity Model to understand and guide one’s view of the business, the people, and a corresponding HR Technology strategy.
We ended the class discussing the importance of project planning. More specifically, we discussed how the charter tool might help define one’s problem prior to implementing and solving the problem. We also talked a little bit about process mapping and its importance in process improvement efforts by defining current process and articulating areas for improvement.
Overall, the class felt pretty good. What did you think?
Go Giants!
We then got right into how one comes up with a technology strategy. And like with anything complex, we simplified our approach. Organization exists for a reason. If you understand that and its business strategy, it’s often easier to surmise its people strategy. In other words, define how people fit into the overall business strategy and use that to define your people strategy. The people strategy should then inform your HR technology strategy. For example, if your company is in growth mode, might it make sense to invest in an Applicant Tracking System? Start with the business and the technology will follow.
We leveraged the Capability Maturity Model (CMM), the People Capability Maturity Model (PCMM), and our very own HR Technology Maturity Model to understand and guide one’s view of the business, the people, and a corresponding HR Technology strategy.
We ended the class discussing the importance of project planning. More specifically, we discussed how the charter tool might help define one’s problem prior to implementing and solving the problem. We also talked a little bit about process mapping and its importance in process improvement efforts by defining current process and articulating areas for improvement.
Overall, the class felt pretty good. What did you think?
Go Giants!
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