HR technology survey

Strategic HCM invites you to participate in the CedarCrestone HR Systems Survey (until July 5)

   CedarCrestone is requesting participation in the 2011-2012 HR Systems Survey: HR Technologies, Service Delivery Choices, and Metrics Survey, 14th Annual Edition through July 5, 2011. The survey is a comprehensive research effort designed to provide organizations with important data to plan, justify, benchmark, and execute HR technologies. The survey questionnaire is available online at www.cedarcrestone.com/survey/strathcm.html.

 

The survey collects responses from HR and IT management with knowledge of the HR technologies in use and planned. We invite representatives from organizations with over 300 employees to participate. Responses will be kept confidential and only used anonymously and in aggregate results.
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The first 100 completing the survey will receive a $5 Starbucks card. Prior respondents completing the survey will receive a $10 card. All respondents will receive an advance copy of the results in early October, 2011. See two more opportunities for completing the survey below.

The 2010-2011 HR Systems Survey covers questions about:

• Application adoption and the level of social, mobile and global today and planned
• Technology acquisition trends (licensed, SaaS, hosting, outsourcing)
• Process maturity – is it process maturity or technology adoption that drives success?
• The value of HR technologies.

“For seven years in a row,” says HR Technology® Conference co-chair Bill Kutik, “we have asked CedarCrestone to debut its survey at our event because it is the most thorough, highly respected and useful survey on technology usage in HR. Clearly, HR and IT practitioners know that, too, because it draws top session attendance every year.”

The survey questionnaire is available online at www.cedarcrestone.com/survey/strathcm.html.

 

Best wishes,
Alexia Martin, Director of Research and Analytics

PS: The survey results will again be presented at the HR Technology Conference in Las Vegas, October 3. CedarCrestone offers a special discount for our survey participants that complete all sections.  When you return your completed survey we will send you a special Promotion Code for a discount which is more than other discounts available anywhere. And, one respondent from among those completing all questions will win a free benchmark project – a $10,000 value (no cash value).

Technorati Tags: CedarCrestone,Lexy,Alexia,Martin,Technology,Systems,Survey

Busy June (and Economist Talent Summit)

 

  June’s another very busy month for events, which probably means a very heavy month for blogging too.

This includes:

• Social Business Forum, Milan, Wednesday 8th
• Talent Summit, Economist Group, Thursday 9th
• Social Unconference, Mavencast, Tuesday 14th
• Employee Engagement, Westminster Briefing, Wednesday 22nd
• HR Transformation, SAP, Thursday 23rd

 

Out of these, it’s the Economist’s conference which should generate the most blogs – I’m particularly looking forward to sessions from:

• Susan Peters, Vice-president, Executive Development and Chief Learning Officer, GE
• Roger Cude, Senior Vice-president, Global Talent Management, Walmart
• Hugh Mitchell, Chief Human Resources and Corporate Officer, Royal Dutch Shell
• Gareth Williams, Human Resources Director, Diageo
• Bob Bennett, Vice-president and Chief Learning Officer, Global Organisational Learning, Development and Safety, FedEx Expres

 

Keep tuned for posts on the above conferences and more.

 

Technorati Tags: Economist,talent,summit,June,2011

 

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Lumesse blogathon

 

  I’m one of three UK bloggers (with Bill Boorman and Peter Gold) invited to participate in a ‘blogathon’ supporting what was Stepstone’s recent rebranding.

We’ve been asked to write blog posts and other things based upon content supplied by them and interviews with their people etc - and the blogger with the most points from the following activity wins an ipad 2:

• Own Blog post (4 points)
• Guest blog post (4 points)
• Tweets using hashtag (2 points)
• Retweets (3 points)
• YouTube video interview ( 5 points)
• Presentations e.g. slideshare, screenr, prezi
• Linkedin updates (2 points)
• Linkedin discussions (3 points)
• Linkedin discussion comments (2 points).

 

It’s an interesting idea, but I’m not participating – largely because I’ve been busy posting on other things over the last few weeks, meaning that I’m already well behind in the points ranking (Peter’s even written a book for them – I can’t even begin to guess how many points he’s earned for that!).

So this post is simply to note that I think it’s an interesting idea –and one that I hope catches on with other companies.

I also think it reinforces what I see as the shift in influence to the social world (see my last but one post).

So I’m sure it won’t take too long for someone to figure out a way of giving me an ipad!

 

Technorati Tags: Lumesse,blogathon,social media,HR,technology,influence

 

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Social payroll?

 

   In my various presentations around HR 2.0 I try to stress that just about any people management process can be social-ified.  But I usually explain that in some areas, eg in reward, the change may be more about using social approaches, eg pay transparency, rather than social media.

So I was excited recently by the challenge of contributing to an article on using social media in payroll.  But as I said:

“Payroll isn’t the most obvious example for the use of social media tools. The issue is that social tools are designed to enable sharing and in the payroll area, sharing (for example of individual salaries) is the last thing organisations want to see.”

 

There is more, but you’ll have to see whether you can get hold of a copy of Scott Beagrie’s article in the May edition of Payroll World to have a look (I’ve not managed to do so yet).

 

And do let me know if you know of any good examples of social media being used within payroll – I’d love to know more about them.

 

Technorati Tags: Social media,technology,payroll,reward,compensation,Scott Beagrie,Payroll World

 

 

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Influence! (?)

 

   It never seems to go away!  In fact it’s speeding up – almost every week I see something new about influence using social media and / or through social connections (vs through authority).

A lot of the blog posts I see are fairly anti this trend, see for instance these posts if you’ve not already read them:

• Mike VanDervort: Influence isn’t a big thing, really…
• Neil Morrison: Social influence or social propagation

 

But then these challenges doesn’t stop the proliferation of tools.  One of the most interesting is the new Social List from the Sunday Times:

 

 

Unlike a lot of my social media counterparts, I’m generally in favour of these systems.  Why?, well I tend to agree with commentators who suggest that social connecting and media use are increasingly important.  For example, I recently input into some research on the future of HR conducted by Rohit Talwar and Fast Future.  This is one of their slides outlining the early findings of the research:

 

I think the suggestion is right, and this has two important consequences:

1. We, all of us, need to understand how to maximise our own influence, in both the web and physical worlds.
2. We as HR (and certainly leadership development) practitioners need to understand how we can help people increase their influence.

 

So yes, I am pleased when I receive another update suggesting I am an influencer – eg this one from HRexaminer placing me 9th in their list of online talent management influencers (though down from the #1 spot last year).

 

(And it’s interesting to see HRexaminer speeding up the production of their lists – now coming out monthly: “that’s the pace of change in social media”.)

 

But I’m also pleased to see these lists because they are also emphasising that social influence is becoming increasingly important compared to the traditional kind.  I think this is an important shift and so it’s important that we acknowledge it.

So I’m also hoping that I will be included in this year’s list of influencers from Human Resources magazine (UK) too – and yes, please do vote for me if you get a chance (ie if you’re a reader of the magazine)!

 

Of course getting on the final list will be nice on a personal level but in addition, as the sole representative of the social media using / social influencer community on the shortlist of HR thinkers, your vote will be not just for me, but the importance of social influencing as well – and let’s hope we see plenty more bloggers, tweeters and unconference-rs on the short- and final lists next year.

 

Also see:

• The new social influencers
• More on social influencers – online mavens and connectors
• More about Influence (at HRExaminer)

 

Technorati Tags: HR,talent management,social,media,influencer,influential,blog

 

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The What do We Do All Day? HR Carnival

 

   Time for the Carny to put down for its fifth stop at Strategic HCM.  This one’s not themed officially as the spate of these seem to have worn people out (or perhaps it was just the dancing?).  But as with my original sexy one, I thought I’d pick a theme from my favourite post anyway.

And for this edition, that’s going to have to be Robin Schooling’s post at HR Schoolhouse reflecting on Just a Coupla Chicks Having an HR Conversation.  ‘What is it we DO?’ one of them asks.  Robin provides her answer in the post but here are a few more posts shining light into different aspects of the job:

 

Recruiting

Suzanne Lucas, Evil HR Lady asks Is the Resume Dead?

Marsha Keeffer, Mint Resumes (so begging to differ, I presume) discusses Job Search Win: Be Relevant (not something I remember discussing in my book, but hey, no worries).

 

Talent management

Warren Heaps, International HR Forum reviews 2011 Global Talent Index

Andrew McIlvaine, HREOnline's The Leader Board posts on Rethinking Talent Management

Cathy Missildine-Martin, Profitability Through Human Capital discusses High Potentials vs. High Performers

Mike Haberman, Omega HR is a bit taken aback by the suggestion Having HR Involved in Succession Planning is a Cardinal Sin.

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Change management and Communication

Mark Stelzner, Inflexion Advisors provides 4 Reasons Change Is So Damn Hard

Gautam Ghosh, Building Social Business posts on Connecting, Sharing and Collaborating

Dwane Lay, Lean HR, discusses Customer Surveys and Diminishing Returns.

 

Tree hugging (or Leadership I suppose)

John Hunter, Curious Cat Management Improvement Blog suggests Respect People by Creating a Climate for Joy in Work

Jennifer V. Miller, The People Equation posts on Thank You. 4 Ways to Make Those Two Words Count

Wally Bock, Three Star leadership posts If at first they don't succeed.

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All that other stuff which is why I personally no longer work in HR

Susan Heathfield, About.com Human Resources asks Does Panty Hose Matter?

Lynn Dessert, Elephants at Work cautions Beware: Is your doctor charging you fairly?.

 

Then there are a few other posts generally reviewing HR’s role and making suggestions for its improvement:

 

HR’s role

Ian Welsh, HR Toolbox Employee Relations blogs discusses Human Resources Professionals of the Future - HR Big Brother!

Laura Schroeder, Working Girl asks Is Your Desire to Help Others Holding You Back?

Amy Wilson , Shiny & Useful provides 8 Recommendations: Leveraging Analytics to Bridge the HR/Business Divide

Naomi Bloom, In Full Bloom asks To Outsource Or Not To Outsource, These Are The Questions

Peter Hros, HR Beginner discusses one HR professional moving From HR Toddler to Here and Now (V).

 

Sounds fun, hey?  However, if the role is no longer your cup of tea you might like to check out our last post from Christine Livingstone at A Different Kind of Work who offers 3 Little-Known Factors That Could Ease Your Transition From Corporate Job To Solopreneurs.

 

That’s your lot.  The carny’s next stop will be with the Women of HR (all of them?) on 8th June.  Check it out again then.

 

Picture credit: BArchBot

Theme credit: Robin Schooling (thanks!)

Technorati Tags: HR,carnival,blogs,May,2011

 

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#ASTD2011: Learning and Integrated Talent Management

 

  I’ve been enjoying the tweets from the ASTD’s International Conference – definitely one I want to attend one year.  Unfortunately there haven’t been that many updates on one of my favourite topics – integrated talent management* - being discussed there.  But I’ve been reviewing and thought I’d post on some of the ASTD’s research on this anyway.

This goes back to a 2008 ASTD/I4CP study, Talent Management Practices and Opportunities, which showed that there is considerable room for improvement in the degree to which organizations effectively manage talent and integrate different components of talent management.  For example, one key opportunity is to develop unifying organisational cultures which engage workers.

The more recent recent survey focuses on the role of L&D within integrated talent management.  This research finds that high performing organisations tend to integrate talent management components more than low performing organisations (which are not likely to integrate certain components at all).  But many of the most effective integrated talent management practices are not widely used:

 

 

Barriers to effective integrated talent management efforts include conflicting priorities, limited resources, non-supportive corporate cultures, incompatible organisational processes, and senior leaders who undervalue integrated talent management.

In terms of the L&D role, learning practitioners their own components but also play a vital role in partnering with other groups and facilitating integrative activities.

 

* Integrated talent management is also the title of the ASTD & I4CP’s new book which includes chapters from Dave Ulrich, Marshall Goldsmith and a few others (including me).

 

Technorati Tags: Pat Galagan,Kevin Oakes,ASTD,i4cp,Learning,L&D,Integrated Talent Management,ASTD2011

 

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Westminster Briefing: Taking the ‘Engaging For Success’ report forward

 

  I’ll also be speaking at this Westminster Briefing event looking at the role of the Employee Engagement Task Force announced recently to build on the role of the last government’s Engaging for Success report:

 

With the economy still weak, public and private sector organisations face financial and human resources challenges for the foreseeable future. Consequently, the need to support growth and employee wellbeing is of huge importance.

Building on and taking forward the recommendations outlined in the report ‘Engaging for Success’ the Government has commissioned a new Employee Engagement Task Force. This new body will ensure that a range of practical opportunities are made available for organisations wanting to learn about employee engagement and spearhead the drive to improve their performance, productivity, and worker wellbeing.

However, significant challenges and questions remain over not only what constitutes employee engagement but how to implement it and also its practical benefits.

Speakers include:

• David Macleod, Chair, Employment Engagement Task Force & Co-Author, "Engaging for Success" Report
• Nita Clarke, Co-Author "Engaging for Success" Report & Director, IPA Involve
• Helen Giles, Human Resources Director, Broadway Homelessness and Support
• Elizabeth Theobald, Employee Engagement Project Manager at London Borough of Lewisham
• Raffaela Goodby, Employee Engagement Manager, Birmingham City Council
• Senior representative, Workforce Strategy, Local Government Improvement and Development
• (Chair)Professor Katie Truss, Professor of Management & Head, Kent Business School, University of Kent

 

Technorati Tags: David Macleod,Nita Clarke,Helen Giles,Elizabeth Theobald,Raffaela Goodby,Katie Truss,Westminster Briefing,Engaging for Success,Employee Engagement,Task Force

 

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SAP HR Transformation Summit

 

  I’ll also be presenting at this event on Thursday 23rd June organised by SAP:

 

No-one knows better than HR professionals that it's people, not organisations, that make business happen. HR is shifting from an employee management cost centre to a highly strategic business function.

The question is, how can you equip yourself to handle the challenges and opportunities this transformation entails?
Now's your chance to find out.

Join us for our inaugural HR Transformation Summit. With the feature-packed agenda, delivered by a stellar line-up of HR visionaries and people-process experts, attendees can expect to receive thought leadership on the following topics and more:

• The People Management view – Rob MacLachlan, Editor, People Management Magazine shares the results on their latest poll and its latest insights in HR
• The changing face of HR – how the macroeconomic climate is influencing HR strategies with Dr Anthony Hesketh
• Social media in modern HR – managing social technologies to enhance recruiting practices and employee collaboration with Jon Ingham
• Interactive panel sessions with customers, HR gurus and Partners – discussing how HR departments can: provide the Business with necessary tools in order to be agile and flexible, demonstrate effective Talent Management and utilise HR data to contribute directly to the business
• Compliance in a changing workplace – keeping pace with the legislative landscape in HR with Kemp Little LLP

 

PLUS hear first-hand how to solve an HR challenge like the Olympics and discover how SAP's own People Agenda Journey is impacting directly on the business.

Visit the event website to register early to avoid missing out on this essential free of charge event as places are limited! Also click to view the full agenda and speaker biographies.

Alternatively, if you wish to register now, please submit your details here.

 

Technorati Tags: Rob MacLachlan,Anthony Hesketh,Teri Ellison,SAP,HR,transformation

 

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Unsocial: the Unconference

 

  And I’ve also got another unconference focusing on social media, this one organised by Mavencast and being held on 14th June at the Imagination Gallery. There are actually two parts:

-   A more traditional workshop on HR and social media:

From recruiting and learning to internal communications and managing teams, social media presents a range of opportunities for improving the effectiveness of your organization.
This workshop provides an introduction to the technologies, applications and value of social media to internal communications and HR. You will gain insights into the principles that underpin successful social media strategies as well as the potential benefits and risks.

Led by Jon Ingham, an authority on social media, consultant, author and former HR director, this is an ideal opportunity to get up to speed with the application of social media to HR.

 

-   The unconference, focusing on the social business:

By attending ‘Socialising the workplace’ you can discuss issues and share ideas with some of the best minds and leading practitioners of social media solutions, collaborating on best practice and implementation such as:

• Technology trends from workplace applications to analytics
• The principles of successful implementation
• How social computing is being applied

 

Use discount code SD-10 for 10% of the booking price for the workshop.

 

Technorati Tags: Mavencast,unsocial,social,unconference,HR,social media

 

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