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Knowledge Infuser

December 2006

Happy New Year 2006

Posted by Jason Averbook Dec 29, 2006

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  • Renewed focus on standardizing business processes
  • Continued effort on preparing for the next five years of talent management strategies and execution plans
  • The desire to drive HR to relevance connecting its efforts not just at the HR process level, but the HR technology level to business drivers
  • HR continuing to align itself more with the line of business vs. the standard administrative function
  • A continued focus on employee experience including employee and manager direct access and portals
  • A concerted effort to begin planning for a Workforce Information Management strategy including metrics, analytics, scorecards, and dashboards to provide visibility around Human Capital within the organization
<span style="FONT-SIZE: 10pt"><div style="MARGIN: 0in 0in 0pt">!http://knowledgeinfusion.typepad.com/knowlege_infusion_blog/images/ki1_5.jpg![http://knowledgeinfusion.typepad.com/.shared/image.html?/photos/uncategorized/ki1_5.jpg]It is hard to believe we are coming to the end of 2006. We hope that each of youâ??including your associates and familiesâ??enjoyed a year filled with cheer, accomplishments, and most of all the satisfaction that you made a d <div style="MARGIN: 0in 0in 0pt">During 2006 Knowledge Infusion partnered with over 100 organizations to build and prove itself as the authority on Human Resource, Human Capital Management, and Talent Management technologies. On behalf of the entire Knowledge Infusion team, thank you to all of those who have supported us on our journey to this point. A few of the major initiatives we have seen in the market over the pas <div style="MARGIN: 0in 0in 0pt">As we anticipate the continuation of rapid change in the space and eagerly embrace 2007, Knowledge Infusion will continue to drive education and change in the industry with many new initiatives. The first of these is a new Knowledge Infusion Advisor Seriesâ??a comprehensive offering of webinars focused on driving education into the market and actionable practices into <div style="MARGIN: 0in 0in 0pt">The Knowledge Infusion community is made up of an amazing group of dedicated employees, customers, and advisors that continue to guide us down through our journey. To all those involved, a sincere thanks. For those wanting to get involved, please email us at mailto:info@knowledge-infusion.com to le <div style="MARGIN: 0in 0in 0pt">From all of us to all of you: Happy Holidays for 2006 and best wishes as we enter 2007.</div></span></div>

 

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During 2006, many organizations that we have worked with continue to focus on the experience of the employee and associate in the workplace.  Organizations continue to question the value of employee and manager direct access/self service that haven't deployed solutions and for those that have, how to make it better.  Most employees now expect HR / Human Capital Management departments to have rolled this technology out and if it isn't there, the overall satisfaction of the employee is effected.

 

 

 

Before entering into rolling out any technology to your organization, the following Top 10 list should be followed:

 

 

  1. Make it role based

 

  1. Understand existing security structure

 

  1. Make it single sign in where possible

 

  1. Focus on the user experience - less than 10 seconds and less then 3 clicks

 

  1. Drive all traffic to single source

 

  1. Market, Market, Market

 

  1. Measure results

 

  1. Understand business process impact - there always is one

 

  1. Start small

 

  1. Celebrate success and keep going

 

If you have questions about these 10 items, email me at mailto:jason.averbook@knowledge-infusion.com

 

 

 

Many organizations feel that employees are not using the Internet at home, therefore, will not use it in the workplace.  A great site to learn about current Internet usage is Pew Internet.   Another good survey to learn what organizations are doing today is done each year by Lexy Martin at CedarCrestone.  Visit the CedarCrestone site to get a copy of this excellent survey.

 

 

 

At Knowledge Infusion, we have worked with over 50 Fortune 1000 organizations during 2006 helping them enhance their employee/associate experience using Talent Management technologies, Direct Access, Self-Service and Portals.  Visit Knowledge Infusion Webinar to view a 60 minute interactive webinar on these topics.

 

 

 

Lastly, 2007 will be the year that HR focuses more on associate experience and portals than ever.  Join the KI Newsletter for information on upcoming events and services that will help you drive to the experience of the future.

 

 

0 Comments 0 References Permalink Tags: general-hr

 

[http://knowledgeinfusion.typepad.com/.shared/image.html?/photos/uncategorized/ki4.jpg]One of the biggest trends that we have seen during 2006 has been the increased focus on Executive and Leadership Development including Learning, Succession Planning, various Performance Management methodologies and Compensation Plans.  As we enter 2007, it appears that we will continue to see this trend continue as shown by the following survey conducted by Novations Group.

 

 

 

Click here to see survey results at CLO Media.

 

 

 

At Knowledge Infusion, we have spent the year developing Talent Management and Succession Planning strategies for many Fortune 1000 organizations.  This survey continues to show how organizations are planning on continuing to &quot;grow their own&quot; internally and how important understanding your talent pipeline today and into the future will be.  The sooner that organizations realize the import of understanding talent and how HR has to be aligned with the business to make the deployment of talent real, the sooner HR will be seen as the value add organization it truly is.

 

 

 

Human Capital Management strategies and the intelligent deployment of the future HRMS, Talent Management Suite and Workforce Information Management tools will be the technologies behind the scenes that make the above vision a reality.  Insure that your HR technology strategy is aligned to ready for your organization for the future.

 

 

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[http://knowledgeinfusion.typepad.com/.shared/image.html?/photos/uncategorized/ki1_4.jpg]When I first heard that Time Magazine named US, yes each of us, the person of the year, I thought it was quite a cop out.  I had to read more to understand how with such a year 2006 has been, the magazine couldn't find a single person to name.  The more I thought about it, the more it made sense to me and I think it is something we all can learn from as we write our goals for 2007 especially in our space of HR and HCM technologies.

 

 

 

During 2007, if each of us takes a few minutes each day to ask how we can impact the organizational goals of the institution we work for, the world of HR will change forever.  I would say that 2006 has been the year for many organizations, more than I have seen in my 15 years in this space, but I predict 2007 will even have a larger impact as more organizations focus on workforce analytics and metrics, talent management, and organizational effectiveness.  If we all focus on tying our technology initiatives and aligning them to our respective organizations, in 2007 HR will truly begin to raise itself as Organization of the Year in most companies.

 

 

 

Take a read of Time and begin your goals for 2007.  YOU and only YOU can impact YOUR strategy in the upcoming year.

 

 

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