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...
