I was unable to make it to Oracle OpenWorld for the first time since Oracle's acquisition of PeopleSoft.  Before that, I had attended seven previous PeopleSoft Connect conferences.  While I was disappointed that I missed the event, I had some amazing opportunities for Knowledge Infusion to work with many new conferences and organization's such as Mercer's Global Outsourcing Summit (a world-class event) and IDC Canada "Human Capital Count" event, another brilliant and informative event.

While I was unable to attend any product briefings or sessions at OpenWorld, I was able to pickup through the blogosphere and press some of the happenings during the week.   A few highlights that I think are important for all:

• The Oracle announcement of Oracle Enterprise (PeopleSoft) 9.1 and some of the initial feedback is extremely exciting.  The user interface and enhanced Talent Management components should be "just what the Dr ordered" for customers that have already have huge investments in the platform.
• Oracle's continued focus on Talent Management and Analytics continues to show the HR space that for an ERP vendor, it is for real and working diligently to ensure that it continues to "be very competitive and a force to be reckoned with" when it comes to the HR technology vendors in the ERP space.
• Oracle's continued discussion of Fusion middleware should be a continued exciting discussion to watch for all Oracle/PeopleSoft customers continue to struggle with legacy interfaces that are in desperate need of upgrades to true "web services" based integrations.

The other major announcement was around Beehive, Oracle's Enterprise 2.0 collaborative toolkit.  I have seen many blogs and clips about people saying "nothing new, same old thing compared to Twitter and Facebook".  One of the things that people forget is that these tools ARE NOT in most enterprises today and organizations are struggling with how to use them.  Oracle's foray into this space is very exciting as one of the way's enterprises will adopt Web 2.0 tools is if they are tightly integrated with their daily business applications.  Continue to watch Oracle use similar Beehive technology in it's future HR/HCM/Talent Management products which will continue to appeal to the enterprise base.

Oracle continues to prove that its combination of database innovation, support of the true transactional HR function, its efforts to enhance its Talent Management solutions, a focus on analytics as well now Enterprise 2.0 capabilities continues to reinforce Oracle's direction today and long-term potential going forward.

I personally look forward to seeing some of the new solutions at HR Technology Conference in Chicago in a few weeks.

Another infusion of knowledge..

For all of us with kids - WOW. Many of us at Knowledge Infusion have similar aged kids as we continue to promote a work/life balance allowing us to pursue the best of both worlds, raising our family as well as changing the HR space forever.

What a difference a generation makes between what kids are KNOWING about technology today vs. in our generation.

As my one year old celebrated his first birthday this weekend and somehow can navigate on my iPhone, I thought this commercial would humor many.

This is what will be entering the workforce.  They will be ready to use interactive, collaborative technologies; are you ready?  Take a watch and let me know if this is happening within your home.  Maybe not with eTrade, but other technologies.

Best examples will be used at my HR Technology 2008 speech in Chicago in a few weeks.

Enjoy.  Another infusion of knowledge...

Today I am in Canada working with a large organization on a major change management, transformation process in HR and technology.   One of the areas that Knowledge Infusion finds itself in often is how to help an organization deal with the change the naturally (or un-naturally) when changes in process or technology occur.

The big 12 competencies of a change leader are:

1. Catalyze change: Champion an initiative or a significant change, consistently promote the cause, and encourage others to get on board.

2. Cope with transition: Recognize and address the personal and emotional elements of change.

3. Show a sense of urgency: Take action, move fast, and accelerate the pace of change for everyone.

4. Demonstrate realistic patience: Know when and how to slow down the pace so that people can cope and adapt.

5. Be tough: Make difficult decisions with little hesitation or second-guessing.

6. Be empathetic: Take others' perspectives into account; understand the impact of your actions and decisions.

7. Show optimism: See the positive potential of any challenge, and convey that optimism to others.

8. Be realistic and open: Don't shy away from difficulties, speak candidly about the true situation, and admit personal mistakes.

9. Be self-reliant: Be confident in your ability to handle new challenges.

10. Trust others: Be comfortable with others doing their part; stay open to others' input and support.

11. Capitalize on strengths: Know your individual and organizational strengths and attributes; confidently apply them to tackle new situations and circumstances.

12. Go against the grain: Show willingness to learn and try new things--even when the process is difficult or painful.

I found this Harvard blog post quite interesting and thought would share with community.  Click on the link to drill into detail on each of the competencies.

Curious, what would you add?

Link to blog post

Another infusion of knowledge...

Don't let the graphic fool you.  This is not what we will be talking about, but we here from many HR organizations that people over 25 don't use new technologies.

Tomorrow, Jon Ingham and I will be discussing the role of Web 2.0 on the world of HR.  At Knowledge Infusion, Web 2.0 tools are a part of creating a Digital HR strategy that is a crucial part of any organizations HR and HR technology strategy today.

We hope you can join us.  Click here to register and join!

Another infusion of knowledge (to our worldwide HCM community)...