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Knowledge Infuser : February 06, 2008

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Once again, as part of blogging from the Strategic e-HR Conference in San Diego. As part of the luncheon at the event, I had the opportunity to sit with customers who are thinking about automating and transforming the talent management process in their organizations. It was quite an interesting conversation and wanted to remind our customer base and other readers about a few key things:

 

  • Oracle as part of their EBS suite and PeopleSoft as part of the Enterprise suite had and still have good solutions for talent management that work for many organizations in the marketplace today.

  • Integration with the core HRMS solution offered by Oracle / PeopleSoft is very important and is very hard to duplicate if only using third party solutions.

  • Oracle / PeopleSoft continue to spend a great amount of time and resource listening to their customers and enhancing the functionality of these products.

  • Talent Management is still in its infancy and if you are a customer of Oracle/PeopleSoft, you more than owe a look at these vendors; do not eliminate them from a process based on what you might have heard in the past. Their products continue to evolve and come along. I state this based on customers thoughts that I heard about what was in releases of Oracle or PeopleSoft 3-5 years ago, which is not a valid comparison to other vendors in the marketplace.

 

Once again, Knowledge Infusion believes in having a strategy for talent management and then enabling that with whatever technology makes the most sense at the right time in an organization. These are the types of conversations happen at these events that can prove very valuable for all.

 

 

 

 

 

0 Comments 0 References Permalink Tags: oracle, peoplesoft, talent_management
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Sheila Couch - Director of Operations & Workforce Planning did the presentation. She began with a fascinating view of how large, complex and pervasive HP is in our everyday life.

 

  • Did a very good job of talking about HP's strategic objective - crucial place to start when tying HR and Workforce Planning to the business goals and objectives.

  • HP and Workforce Planning

    • Focus on Capital strategy alignment

      • Financial capital

      • Workforce capital

    • Have to start with business model; then can build workforce planning

    • The Change Agent to Workforce Planning

      • Elimination of jobs (STRATEGICALLY)

      • Eliminating costs

    • Investment and De-Investment

    • Aligning Cost Structure

    • Moving to Low Cost Locations Where Makes Sense

    • Right Skilling the Workforce

    • Aligning all Human Capital Programs

      • Hand off Workforce Plan to all other functions within HR (the way it should be, no silos)

      • Governance - one of the key points that Knowledge Infusion helps put in place within organizations

  • First place to start - "Build the plane before you take off"

    • Start strategically if possible, not operationally

    • Had to start operationally; not optimal but working

    • Amazing financial knowledge from a HR role - true proof that Workforce Planning is NOT TYPICAL HR STUFF

  • 4 parts to plane

    • Strategic Modeling

    • Strategic Planning

    • Operational Planning

    • Monitoring

  • Brilliant speaker for those reading - Lucia Erwin, VP of Worldwide HR from Magellan - she was responsible for building the Workforce Planning function at HP - truly gets it!!

  • All Workforce Planning starts with the Portal - a point Knowledge Infusion is also working with many clients to understand the importance of a HR portal.

  • Do an amazing job of using dashboards on a quarterly basis

  • How to spend L&D dollars tied to Workforce Plan

 

  • Keys to success

    • Executive Commitment

    • Leadership Drive

    • Business Acumen - brought course into HR (HUGE VALUE ADD)

    • Technology as a support and enabler, not a driver

 

Great session. A great example of true TALENT MANAGEMENT

0 References Permalink Tags: strategic_e-hr_conference, workforce_planning, hp
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In another move that continues to show that HR needs to continue to think INTEGRATION, not INTERFACING; Workday today announces the acquisition of Cape Clear, a leading middleware provider. This move will continue to help HR tie together process and data point behind the scenes to make the user interface and employee experience even more crucial. Watch for Oracle, SAP, Lawson and the talent management vendors to continue to stress these ideas at an even faster pace of change after this announcement. Technology is no longer the bottleneck to a deployment as Rob Bernshteyn discussed today at the e-HR Conference in San Diego. Proof positive in this announcement today.

 

This move also continues to point back to the ideas that Knowledge Infusion continues to build into organization's HCM StrategyMap's which emphasize the need for HRIS and IT to focus on integrations, web services and the presentation layer to the workforce. This will continue to drive the success of HR deployments worldwide. This is a game changing move by Workday and a move that will get all vendors to continue to discuss value of integration into all HR and talent processes.

 

A good recap from ZDNet is attached here.. Take a read, let us know if questions as to how this might impact you.

 

Another infusion of knowledge...

 

Link to article

0 Comments 0 References Permalink Tags: workday, cape_clear, middleware
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This morning I have the opportunity to be in San Diego at the Strategic e-HR Conference produced by The Conference Board. We are lucky enough to have many of our clients here and look forward to the interaction. There are about 100 in attendance.

 

Leading off the conference is Rob Bernshteyn from SuccessFactors.

 

Rob leads off with "What impact will the recession have on HR and Business Performance". Very interesting how this message is spreading as the media continues to spread the message about a recession. Notice this link from CNN late last night...[Click here for article..|http://money.cnn.com/2008/02/05/news/economy/recession/index.htm?postversion=200 8020512]

 

  • Rob did a good job of painting a picture as to why Talent Management is a big part of business today; not only a HR function, but a business function.

  • Good discussion about how strategic HR functions tie to business impact

  • Topic of discussion: Data...Where do I store my employee data and how can it be used

  • How can I make e-HR strategic in our company?

    • Retention

    • Number of skill gaps bridged through training

    • Conduct employee surveys to keep workforce engaged and a pulse on organization

  • Issues with how HR has rolled out technology up to now

    • Unable to support dynamic processes

    • Inability to support approvals

    • Hard to find data

  • What are we doing today around e-HR?

    • Organizations working heavily around a strategic, 3 year plan

    • If HR doesn't do this, we will be left behind by rest of enterprise

  • Technology today

    • Goal alignment crucial

    • Performance Management

    • 360 degree feedback

    • Compensation

    • Using all transactions in non-intrusive way to build out analytics that matter

  • HR makes the mistake of LABELING our people (High performer, etc)

    • We all change on a daily basis

    • How do we look at performance data over time

    • Analytics drive this

  • Every employee is a potential user

    • Key point (The work we do at Knowledge Infusion very much aligned and pushing this thought as well)

    • Tools and products must be designed for everyone in the company

    • Must be easy to use to ensure adoption

    • Success is about RESTRAINING themselves and deploy what makes sense in Round 1

    • Dealing with change management (or as we call it, Deployment Excellence)

  • When thinking about e-HR, think simplicity

  • Discussion about Software as a Service

    • Much talk about Old Model vs. SaaS

      • Good education about what new model means

      • Interesting discussion about how vendors are "Not profitable" including SuccessFactors until the customer is satisfied in SaaS model

  • Discussion about how strategic HR customers outperform the stock market

  • Discussion about how organizations create value using e-HR talent management software

  • Good discussion about EMPLOYEE PROFILE and the value to the enterprise and all of talent management

 

Another infusion of knowledge...

0 Comments 0 References Permalink Tags: the_conference_board, e-hr, successfactors, rob_bernshteyn
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Blog BACKLOG

Posted by Jason Averbook Feb 6, 2008

 

 

 

 

 

Wanted to create a public apology to the 2300 or so readers of The Knowledge Infuser blog. It is Wednesday February 6th and as we speak, have about 10 blogs backlogged to get posted.

 

 

Look for this new content in the next few days. Thanks for your emails asking if everything is ok, all is better than ever at Knowledge Infusion and with the KI family, just a big BACKLOGGED on postings. I may be shopping for a Blog StrategyMap soon (smile).

 

 

Have a great Wednesday.

 

 

 

 

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