Knowledge Infusion continues to work with organizations that think they can put new technology on top of old processes; or just tweak their old process a bit and make it work.
News Flash: You are missing a golden opportunity to change Human Capital Management forever!!
The linked article does a great job of talking about the 5 competence areas for process transformation. They include:
Process Orientation
BPM Technology
Change Management
Process Improvement
Subject Matter Expertise
In many of our organizations we work with, we are recommending a Process Ninja who would be responsible for many of the above tasks along with facilitating subject matter expertise.
Stay tuned as the world of Software as a Service, Web Services, Web 2.0 continue to make business process transformation even more important.
You are no longer rolling out technology to a HR department, you are deploying it to a workforce and a community which is a whole new ball game.
Another infusion of knowledge...
Jason
I agree with you that the benefit of new technology is (should be) to re-think the way your HRM/TM processes work today and improve upon old system transactions or paper processes. However, with the emergence of rapid start implementations are we at risk of passing over the task of business process optimization for the benefit of an aggressive implementation timeline? Very often the appeal of these implementations is to start using the new technology as soon as possible. I have heard clients say that the "marching orders" are to get the system live and think about a new performance review process or competency model next year. After all, the idea behind rapid implementations is to have limited configuration changes. The client accepts the system as designed and does not try to heavily customize.
How is it that we don't miss the opportunity to change HCM forever - yet realize rapid results?