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Knowledge Infuser

April 2007

Know your New Talent

Posted by Jason Averbook Apr 27, 2007

 

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I had the opportunity as part of an editorial board that I am on to review a new book last week, Brazen Careerist.  As I thought more about this, it is very important for all HR and HR technologists to understand.  A few rules:

 

Rule 4: If You���re Stuck, Take an Adventure 

Rule 11: There Are Stupid Questions, So Don���t Ask Them 

Rule 20: Being Likable Matters More Important Than Being Competent 

Rule 25: Stop Using Adverbs 

Rule 32: E-Mails Will Be Your Epithet: Five You Should Never Send 

Rule 37: A Long List of Ways to Dodge Long Hours 

Rule 41: Title Schmitle, You Can Lead Without One

Understand the new workforce.  Understand how they think.  This MUST be part of your talent strategy, your deployment excellence of technology and how you need to truly understand your audience.

 

Talent Management, HRMS and HR technology need strategies more today than ever based on the HUGE chasm between type of work, type of workers and type of role HR is looking to play.  Click to read link from our friends at KnowHR.

 

Another infusion of knowledge..

 

Link to Brazen Careerist: The New Rules for Success at KnowHR Blog

 

 

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In recent conversations with Bill Kutik, creator of the HR Technology Conference and Exposition, this show is shaping up to be the best yet.  We are continually asked by our end users and vendor community which conferences and expos to attend and the HR Technology Conference and Exposition is always at the top of that list.

 

This event brings all audiences from executive to end user the tools and information needed to assist in understanding a dynamic, rapidly changing market that we live in today.

 

We highly recommend to all that you make plans to attend as we recommend to all of our end user and vendor clientele.

 

Another infusion of knowledge..

 

Click here for more information and to register!

 

 

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In reviewing our upcoming KI Advisor series webinar calendar, we just had to post to the blog to insure everyone worldwide had the opportunity to attend these events.  Each of these is a great opportunity for indiviuals worldwide to:

 

  • Expand knowledge set * Interact with industry thought leaders * Plan their future * Learn how to take immediate action to change our industry

Maximizing the Value to Your Workforce From Self-Service and Portal Investments: Presented with Enwisen

Thursday, April 26

2:00 pm EST/11:00 am PST

 

Register Now

Join Jason Averbook, CEO of Knowledge Infusion and Barry Maxon, EVP Customer Solutions from Enwisen for a discussion on how to ensure that the implementation and roll-out of Employee/Manager Self-Service and Portal solutions are geared toward significantly improving employee communications and service.  

 

Knowledge Infusion Advisor Series: 2007 Talent Management Survey Results

Encore Presentation!

Tuesday, May 1

1:00 pm EST/10:00 am PST

Register Now

 

Due to popular demand, Heidi Spirgi and Jason Averbook will be providing an encore presentation of the results of the 2007 IHRIM and Knowledge Infusion Talent Management Survey. Join us to get an update on how you and your peers responded to the survey. You���ll understand the pressures organizations are facing related to Talent Management, and the technologies they are focusing on over the next few years. In addition to the results, you will hear expert opinions on why certain trends are occurring, and practical advice on what it means to you as a member of the HCM Community.

 

HR.com, Plateau, and Knowledge Infusion present: 10 Key Practices for Effective Performance Management

Wednesday, May 2

2:30 pm EST/11:30 am PST

Register Now

Join this HR.com webinar, sponsored by Plateau for practical guidance on effective performance management through the use of 10 key practices and supporting checklists. These practices ��� which have been validated by Plateau customers and Knowledge Infusion clients ��� can be referenced and used by organizations just starting with performance management or that want to improve their current programs. Attend this webcast to increase the value of your performance management investment!

 

 

Knowledge Infusion Advisor Series: How to Buy Software in 2007--How it has changed, and how you should respond

Wednesday, May 16

1:00 pm EST/10:00 am PST

Register Now

As an HCM Community we are all users and buyers of software. Many of you have purchased multiple systems, some of you are going through your first RFP. The stakes are high with your precious budget dollars and the last thing you want is to purchase a solution only to have it ripped out a few years down the road. As the industry evolves and consolidates, and niche providers continue to expand their technology footprint, it is imperative that your buying habits evolve as well. If you are purchasing software the way you did even five years ago, this is a must attend event!

Other Upcoming Knowledge Infusion Webinars

June 8, 2007: IHRIM and Knowledge Infusion Present: The HRMS Software Selection Process

June 12, 2007: Knowledge Infusion Advisor Series: Talent Management Governance--bringing it all together

June 26, 2007: Knowledge Infusion Advisor Series: Who's Driving Performance Management?

 

Interested in learning how to build your HRMS, HCM, Talent Management technology strategy, join these events when you can.

 

Another infusion of knowledge..

 

 

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Contributed by Heidi Spirgi, President, Knowledge Infusion

Last week we announced the results of the 3rd annual Knowledge Infusion ��� IHRIM Talent Management Survey. Many are asking what are the surprises, key findings, and industry confirming/reaffirming data points from the survey results? Numbers in a vacuum are mildly interesting. Numbers combined with analysis and action-oriented next steps for end users is where the value is. 

So rather than citing the details of the survey (the full results will be published in a white paper at the end of this month available on the KI website), I���m going to focus on a few key findings and what they should mean to the end user community. 

Findings and Call to Action: 

#1 Driver for HCM/TM Investments: Expansion of the Organization (42% of respondents) 

  • Call to Action: Build your business case around business expansion. This includes new products, markets, geographies, M&A activities. HCM has moved beyond the era of transactional excellence when business cases were built on traditional ROI, cost savings models.

47% of organization do not have a governing body in place to make collaborative Talent Management process and technology decisions 

  • Put an HCM technology governance body into place to ensure collaborative decision making and prioritization across all Talent Management functions (talent acquisition, compensation, performance management, leadership development, learning)

82% or organizations indicate that Succession Planning is a growing concern in their organization 

  • Redefine Succession Planning as Succession Management. This includes the process of assessing, managing and planning the pipeline of talent to fill critical positions.* Think broader and deeper. Don���t stop with the leadership ranks. Most organizations today need to manage the talent pipeline across multiple levels and roles. Be sure to include:

    • Pivotal roles** Hard to fill positions** Mid-Upper Management depending on where your bottleneck is** Business units charged with expansion** Key talent

HR professionals believe that their CEO���s have the talent they need to compete going forward. Based on all other research, we know this is in the top 2-3 things that CEO���s are concerned about over the next 5 years. Make sure you understand what your C level executives are thinking about and are prepared to act. 

Once again, the Knowledge Infusion/IHRIM survey was a huge success and revealed many market leading trends. These results should be taken into account for all HRMS and Talent Management technology projects and software purchases.  Feel free to spread this and other findings of the survey around. We will be posting a whitepaper on the results in the upcoming weeks as well as holding a webinar May 1st to discuss the results in more detail and answer questions worldwide. 

Click here to register for the webinar 

Click here to register for the whitepaper 

Another infusion of knowledge..

 

 

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A great posting from the Know Blog.  They do great work.  Keep these and many others as you design your HR strategy and related talent management strategies and tools.  Technology plays a direct role in each of these and it is important that HR and HRIS thinks about these BEFORE the implementation and deployment process.

 

  1. Who benefits from annual performance reviews?# Do you really believe that ���people don���t work for money���?# If you don���t hear back, did you really ���communicate��� with your employees?# How much more effective are your high performers than your average performers?# Is there a difference between a 3% merit increase and 3.5%?# Do you believe that you can teach employees to be ���engaged?���# Could you be just as effective with half the meetings you attend?# Do you think employees don���t notice that you let slackers hang on way too long?# When���s the last time you really listened to employees? Is conducting a survey really listening?# Do you employ adults? If so, do you treat them like grownups?

Another infusion of knowledge..

 

Source: Know Blog

 

 

0 Comments 0 References Permalink Tags: current-affairs, general-hr

The Google Effect

Posted by Jason Averbook Apr 8, 2007

 

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Easter Sunday.  The first thing I saw was the graphic above and continued to reflect on how Google continues to change the game when it comes to relevance, personalization and tying any given moment to the user experience.

 

A great entry about THE GOOGLE EFFECT. Take a read and think about when deploying HRMS direct access and talent management solutions.  Click link below to read complete entry.  An excerpt:

 

A soon-to-be-released Watson Wyatt survey of 2,000 employees has found that employees rank the Internet as one of their preferred ways to receive benefits information. Sixty-two percent like to receive information this way. This preference is relatively uniform across generations ��� 63 percent of employees ages 18 to 49 like to receive information via the Web, as do 60 percent of those ages 50 to 59 and 53 percent of those 60 and older.

 

Another infusion of knowledge..

 

Source: Employee Portals 2.0: Confusing Technology Hampering Efforts to Change Employee Behavior

 

 

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Jason Averbook and Heidi Spirgi from Knowledge Infusion will present this years KI/IHRIM Talent Management Survey results and what they mean to you and your organization!!

 

Talent Management Goes Mainstream:

 

 

Wednesday, April 11, 2007

9:00 a.m. ��� 10:30 a.m. Pacific

11:00 a.m. ��� 12:30 p.m. Central

12:00 ��� 1:30 p.m. Eastern 

A Talent Management strategy is no longer a nice to have, but an imperative to drive business performance.  For the third year, Knowledge Infusion and IHRIM have partnered together to find out the successes and challenges that organizations are facing as they expand their Talent Management footprint, create integrated processes, and implement new technology. We invite you to join this webinar to hear the results of the Talent Management survey including where organizations are struggling, and also finding success.

 

The event will feature an in depth review and analysis of the 2007 Talent Management Survey Results including: 

  • What Talent Management initiatives organizations are investing in the next year* Satisfaction levels of current solutions* Business drivers of talent management practices

Join us to learn: 

  • Where your company is on the Talent Management continuum* Why buying software in 2007 is different than buying software in 2002* Why Performance Management isn���t what you think it is* The growing importance of HRIS in meeting the needs of strategic Talent Management.* A 10-step action plan for achieving maximum success with your Talent Management initiatives

Click the link below to register for event.  Look forward to your questions!! 

Another infusion of knowledge.. 

Link to IHRIM (The International Association for Human Resource Information )

 

 

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Today we find even more data that supports the need for HR technology when it comes to talent management and general HR functions.  Great study showing why people are leaving their jobs and we see that 48% leave because of unclear expectations.  This should be enough business case for your executives for focus on:

 

  • Talent Acquisition (Recruiting) solutions * Performance Management, specifically goals alignment * HR Portals and collaborative communication tools * Workforce intelligence and talent intelligence solutions to measure impact of attrition

Thirty-three percent of employers see between 10 percent and 25 percent of their new hires leave, voluntarily or involuntarily, and another 11 percent of employers see between 25 percent and 50 percent of new hires leave. Two percent have more than 50 percent of their new hires leave within the first year, according to Novations Group, a Boston-based global consulting firm.

 

The remaining 54 percent of employers surveyed have less than 10 percent of new hires leave within the first year of employment. 

��� Unrealistic expectations of the job and organizations, cited by 47.9 percent. 

��� Failure to grasp how things get done around the organization, 38.7 percent. 

��� Poor communications with immediate supervisor, 33.1 percent. 

��� Failure to develop a sense of belonging and purpose, 26.4 percent. 

��� Inadequate technical skills, 22.7 percent. 

��� Not understanding the link between the job and organizational goals, 20.9 percent. 

��� Failure to connect with key employees, 17.8 percent. 

��� Inability to quickly establish trust and credibility, 12.9 percent. 

��� Poor people skills, 12.9 percent. 

We are continually seeing transactional business cases as to why HR needs technology.  These statistics if true in your organization should serve as an alarming reason to develop your hr strategy and talent management strategy to get this discouraging trend swinging in the right direction.

Click here to access Novations survey!!

Another infusion of knowledge..

Link to Unclear Expectations Is Top Reason Why New Hires Bail

 

 

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iPods for HR

Posted by Jason Averbook Apr 3, 2007

 

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iPods are becoming a powerful tool in learning and development. And for those of you in HR and Talent Management in the medical business, iPod learning can even help save lives. Yahoo News reports: bq. Doctors can greatly improve their stethoscope skills and therefore their ability to diagnose heart problems by listening repeatedly to heartbeats on their iPods.
Previous research has shown that the average rate of correct heart sound identification by physicians is 40 percent.
In a new study, 149 general internists listened 400 times to five common heart murmurs during a 90-minute session with iPods. After the session, the average score improved to 80 percent.

In L&D, you can���t always get what you want, but with iPod learning you get what you need.

The price of MP3 players, under $10 per device, is another great way to distribute information.  Employees and Managers can download information on-demand or it can be pushed to them based on new company communication.

The DIGITAL NATIVES entering the workforce today expect this, lets work to deliver.  If you would like information on how to deliver podcasts, MP3 broadcasts or training through these devices, email us at mailto:info@knowledge-infusion.com.  We work with many organizations today to insure technology deployments are received in the best way by the receiving audience.  This is just another technology that you should be exploring and adding to your ongoing HR strategy.

Another infusion of knowledge..

Link to iPods for Docs at KnowHR Blog

 

 

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Take a read.  A must for all HR and HRIS professionals!! 

 

Google TiSP (BETA) is a fully functional, end-to-end system that provides in-home wireless access by connecting your commode-based TiSP wireless router to one of thousands of TiSP Access Nodes via fiber-optic cable strung through your local municipal sewage lines.

From all of us at Knowledge Infusion, Happy April Fools Day!  As we continue to call 2007 the year of dramatic change and action in the HR, HRMS and Talent Management space, it is a great thing to have April Fools Day fall on a Sunday.  Treat Monday April 2nd like the start of a new opportunity regarding your future in the HR technology space, the industry with the greatest opportunity in the business world today.

 

April 1st - Happy April Fools Day

 

April 2nd - Continue Changing The Role of HR the Impact of HR Technology Forever

 

Enjoy this fun

 

Another infusion of knowledge (??)

 

Source: How TiSP Works

 

 

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