Clearspace Server Syndication Feed

Workforce Intelligence / Analytics - HR Measures

jason.averbook — Wed, 20 Aug 2008 18:19:01 GMT

Great to see HR and Talent Management getting the attention of the business bloggers and press. The soon to be released Conference Board detailed on the link below will create some renewed spark in the industry on the connection between HR and true business results.

At Knowledge Infusion, our tagline has always been "the other side of the equation", or the true business value that HR through true Human Capital Management practices can bring an organization by creating measure and metrics that truly support the business. We currently have a number of services and initiatives underway that will help organizations continue to prove this claim.

From the blog post:

The human resources folks at Capital One, for example, not only do the all the usual hiring, paperwork and employee performance evaluations, but also have a “workforce analytics function.” Using EBHR they have developed quantitative measures that establish links between touchy-feely HR policies like the executive coaching program and key performance metrics such as “teller attrition, customer satisfaction, and revenues per account at retail branches.”

I especially love the quote at the end of the post.."Is HR possibly the most overlooked means of establishing competitive advantage?" We firmly believe the answer is yes and continue to help HR prove how it can help firmly establish itself in the position of proving this. Strong statement, but love it. YOUR THOUGHTS?

Link to blog post

Another infusion of knowledge...

Knowledge Infusion Celebrates Momentum

jason.averbook — Tue, 19 Aug 2008 16:16:12 GMT

Today, we were able to release tremendous news surrounding the consistent, measured and managed growth of Knowledge Infusion during the second quarter of 2008. Our abilities to exceed our goals and objectives tie solely back to the amazing talent within KI and the talent that we continue to attract into our family.

To all associated with KI and to the whole HR and Talent Management community, thank you for making KI what it is today and look forward to our continued major investments into the community to continue to drive the strategic components of HR and HR technology now and into the future.

From our tremendous sales and marketing efforts, to the most talent consultants in the industry and the best operations group all tied to driving outcomes that benefit the HR community as a whole; a sincere thank you!

Link to release

Another infusion of knowledge...

Please Print, Complete, Sign and Fax

neil.jensen — Fri, 15 Aug 2008 20:34:05 GMT

Please print, complete, sign and fax...

I heard these same words three times this week and all in very different settings. The words were clear as day and were inserted into the conversation like it wasn't a big deal. In all three cases, the person saying them simply put it out there like it didn't mean anything. They said, "To make a data change in the HRIS system, you need to find the job action form on the HR intranet, print it, complete all the required information, sign it, and fax it to HR." In each case, this statement was followed by a lengthy description of all the things that were wrong with the HR data including incorrect or stale reporting relationships, incorrect organization structures, outdated personal demographic information, etc. When we got to the topic of reporting, the tale of woe continued with stories that described the inability to report even basic data and extreme efforts to piece together even basic metrics and analytics.

While working with enterprise clients, I am continually amazed when I hear the statement above especially because employee and manager self-service (or direct access as we call it at KI) is not a new concept. This technology has been around for a long time and is the cornerstone to successful HR service delivery. Enabling users to perform their own transactions and access their own data is a foundational item that makes strategic HR possible. Without clean data and solid processes to keep it that way, strategic HR just can't happen. Without it, employee data will continue to be corrupt and HR will be stuck chasing down paperwork and going through human heroics to report something as basic as head count.

As you plan your HR Service Delivery or HR Transformation projects, be sure to start with the foundation and make sure that the employee data is clean and you have technology enabled solutions in place to help manage it. Putting these transactions in the hands of the people that are closest to the data is a sure fire way to take a big step forward in making HR more strategic. It takes the HR Generalist out of the role of chasing down paperwork and will offer them the time to focus on more strategic activities like workforce planning and workforce development. It also removes a lot of the human heroics necesary to report data and offers reporting teams the time to analyze data and develop KPIs and not just piece together Excel spreadsheets. Consider employee and manager self-service as the price of admission to strategic HR.

After a long day...HIT ME LATER - Check it out

jason.averbook — Fri, 15 Aug 2008 04:32:44 GMT

After a crazy day working with a Knowledge Infusion client, a global manufacturing organization with major growth in China, Europe, Central America and more acquisitions in the US; working through what might be a global HRMS solution for them gave me great reason to sleep on my flight home this evening.

When I arrived home, looked at all of the emails that I didnt seem to get to on the iPhone during the day, I saw this and said.. wow.. exactly what I need, a SNOOZE button for email....

Check it out at http://www.hitmelater.com

Not sure I would ever use, but found quite ammusing and appropoe.

How might you use this?

Another infusion of knowledge...Good night!

Is This A Talent Management Issue?

jason.averbook — Tue, 12 Aug 2008 19:37:37 GMT

Interesting when an employee gets caught in the sink of the restaurant he works in. Wow, true employee engagement.

What would your organization do if this all of a sudden showed up on YouTube? Processes in place?

Curious of your thoughts....Not a Knowledge Infusion sponsored event or something we encourage.. fyi

Click here to watch video

Another infusion of knowledge...

Ban Facebook? How About The Bathroom? Bathroom Passes?

jason.averbook — Tue, 12 Aug 2008 19:25:42 GMT

As the CEO of Knowledge Infusion, I was at a client last week when the SVP of HR asked the difference between Facebook and Social Networking.

I was quick to explain that Facebook was a kind of Social Networking, and went to the networked computer to go to http://www.facebook.com. The message said: "Facebook cannot be accessed here at xxx because of network limitations."

Interesting I said. You are cut off from most of your employee population. A few interesting stats:

39% of 18 to 24 year-olds would consider leaving if they were not allowed to access sites like Facebook and YouTube
A further 21% indicated that they would feel ‘annoyed’ by such a ban
The problem is less acute with 25 to 65 year-olds, of whom just 16 per cent would consider leaving and 13 per cent would be annoyed

Use technology as an ally, not a negative. The world isnt going to change because HR isnt ready to govern a new type of communication that is all that new workers know. This is an important part of creating a Digital HR strategy, one of KI's fastest growing areas of business.

Take a read of the complete article here..

Do you ban employees time in the bathroom? Do they need a bathroom pass?

Another infusion of knowledge...

A New Kind of HR ROI - Return on Influence

jason.averbook — Tue, 12 Aug 2008 05:36:30 GMT

Knowledge Infusion is being asked DAILY if not HOURLY about how to tie HR strategy to business strategy and make it stick. At the same time, we are being asked about the ROI on enabling technologies around HR and talent management. I had a great chat in the airport last night with a CEO of a multi-national agriculture organization who said this:

"If you can help align our organization, no ROI is needed, it is priceless" (sounded like a Mastercard commercial). So I did a bit of digging and found in interesting post around ROI - Return on Influence. It went like this:

Marc van Bree, of the Chicago Symphony Orchestra, discusses the metrics of blogging and social media. According to Marc, “First, an organization needs to find out what it is trying to accomplish. Are you spreading a message, building a community, raising awareness, forging relationships? From there, find out what to measure.” Marc outlines several “metric” areas to track:

Activity
Community
Conversation
Participation
Connectedness
Content

Read the whole post at Dutch Perspective.

This is a perfect way for HR to explore new technologies such as blogs adopted from the VP of HR to drive alignment. Take a read and let us know your thoughts.

Another infusion of knowledge...

Character Issue? Should You Stay or Should You Go?

srumsey — Sat, 09 Aug 2008 23:02:38 GMT

You are a rank and file or middle management level employee at your company. Your company is going through a "tough time" - hiring freezes, budget cuts, no incentive payout, maybe even layoffs. Externally, analysts are downgrading your company's stock and talking about your company being a take-over target. Large stockholders are grumbling about poor returns.

Colleagues are actively looking for other opportunities, jumping at anything that provides more predictability, and therefore security, than what they feel the company can provide to them.

Your boss encourages you to "hang in", "weather the storm", because "the company will pull out of this". Going even deeper, your boss and other senior managers imply that to bail out while the company is going through a tough time shows a lack of fortitude, a major character flaw. On the other hand, your colleagues who have moved on to new opportunities are telling how how relieved they are to have moved on, to have found a place that is doing better, engages them, enables them to feel valued. Now, you're torn: should you stay or should you go? If you leave, do you lack fortitude and / character? Or do you just have a healthy sense of self-preservation?

Thoughts?

Companies Pressuring Employees On How To Vote? Your Thoughts?

jason.averbook — Mon, 04 Aug 2008 01:15:30 GMT

Take a read....hmmm

This wouldn't normally appear in a Knowledge Infusion blog entry, but wondering:

"Is this a good form of employee engagement?" - KIDDING

Would love to hear your thoughts on what you would do if your employer was trying to influence your vote....

Link to Wal-Mart Mention

Change Management and Olympic Basketball Team - What we can learn?

jason.averbook — Sun, 03 Aug 2008 15:51:48 GMT

Knowledge Infusion continues to see amazing growth in our Execute business which consists of many things to help organizations become more successful in their software deployments. One of the areas that is a HUGE focus today is Deployment Excellence(change management).

On this Sunday am, I found an interesting correlation between the Olympic Basketball Team from the US and Deployment Excellence concepts. Four key focuses:

Culture Change
Get Commitment
Practice and Prepare
Celebrate Success

Take a read. Have a great Sunday.

Another infusion of knowledge..

Link to article