Posted by Heather Lewko on Tue, Jul 20, 2010 @ 01:10 PM
According to new research findings by Aberdeen Group, a Harte-Hanks Company, top performing companies are 26% more likely than all other organizations to use mobile tools to facilitate Human capital management processes and workflows.
Mollie Lombardi, senior research analyst with Aberdeen's Human Capital Management practice said the study also revealed these findings:
- “By streamlining workflows and approval processes, organizations using mobility tools in HCM saw a 13% year-over-year increase in manager productivity versus a 6% improvement for organizations not using mobile technology.
- “In addition, 65% of employees at companies using mobility tools for HCM rated themselves as "highly engaged" -- versus 57% at organizations without mobile HCM.”
- "Mobile devices are seen as not just an extension of existing tools, but as a new medium through which to attract, retain, develop and manage people within the organization."
Download the full Aberdeen Study
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SOURCE: Aberdeen Group
“Mobile Technology Takes Off in Human Capital Management”
BOSTON, MA, Jul 08, 2010
Posted by Heather Lewko on Mon, May 24, 2010 @ 01:22 PM
Author - Steve Goldberg, HR Technology Industry Advisor
www.hrtechtruth.com1. The "what's in it for me" perspective of each class of user; e.g., employees, applicants, line managers, executives.
2. Considering the downside of "imposing across-the-board standardization" when it unduly compromises other key business objectives.
3. The change management effort in planning & executing the implementation.
4. The training effort in planning & executing the implementation.
5. The process & technology integration effort in planning & executing the implementation.
6. Subscribing to the "trust but verify" approach with respect to vendor / product claims.
7. IT buy-in and having their criteria for support understood and transparent.
8. End-user buy-in and having their criteria for support understood and transparent.
9. Exec buy-in and having their criteria for support understood and transparent.
10. Leveraging your company's brand / value as an end-customer in making
expectations known to your vendor partner; e.g., expectation to have some input to product direction or priorities if possible/practical.
11. Your organization's previous experience with new technology adoption and roll-out.
12. Critical linkages between the various pillars of the Talent Management value chain, including those that are "focus areas" more than processes; e.g., employee engagement.
13. Internally marketing the benefits of implementing the new HR/HCM system or module --- before, during and after the system is implemented.
14. The importance of "quick wins" to create support and momentum in the early stages.
15. The importance of end-users being in control of (and being accountable for) data quality.
16. Focusing on business drivers, how they might be changing over time, and how the HR/HCM system aligns with those drivers.
17. Lessons learned from similar companies with similar implementations
18. The contingency plan for transitioning away from each HR/HCM vendor you partner with.
19. Creating & maintaining a "risk and opportunity" log from
before Day 1; i.e., during the planning stage --- thru post-implementation.
20. Using a meaningful decision-support process and tool for prioritizing system enhancements needed -- or (if there's no other viable options) customizations pursued.
The HR Technology Challenge: Finding the Right Balance -
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Posted by Heather Lewko on Tue, Apr 27, 2010 @ 11:20 AM
By: Steven Goldberg, Global HR Technology Advisor.
"Organizations face a bewildering array of technology solution providers who claim to deliver comprehensive Integrated Talent Management suites, and it is often difficult to separate vendor hype from the realities that customers experience as they try to implement these systems."
Every day, organizations around the globe respond to the pressing need to effectively manage and support their workforce by trying to implement robust HCM / HRMS solutions at the speed of business. However, as research continues to point out, when various trade-offs and underlying dependencies are not fully taken into account, the wide range of positive business outcomes expected from these solutions often gets translated into a much more narrow range of tangible business benefits.
This whitepaper brings the concept of "finding the right balance" to the forefront when discussing or considering the best approach to deploying HCM / HRMS solutions.
Full Whitepaper
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Posted by Heather Lewko on Tue, Apr 13, 2010 @ 11:22 AM
Shafiq Lokhandwala, HR industry thought-leader and CEO of NuView Systems, will be a featured guest on HRchitect's HR Technology Happy Hour WebMingle.
We invite to you listen in! Whether you're an HR professional, IT professional, business leader or just someone interested in HR and HR technology, we hope to have something for everyone.
Date: Thursday, May 6th from 3-4pm EDT
Shafiq will be taking live questions!
For full audio and call in details, visit: HR Technology WebMingle
A few topics to Listen for:
- Challenging issues facing HR systems today
- Popular technology features of modern HR systems
- Integrating new services/software with exsting technology
- Preparing for a resume tsunami using HR technology
and more!
HRchitect HR Technology Happy Hour WebMingle is broadcast live every Thursday at 3PM EST. The public is invited to call in during the show to ask questions of the guests of HRchitect. Whether you're an HR professional, IT professional, business leader or just someone interested in HR and HR technology, we hope to provide something for everyone
For full audio and call in details visit: HR Technology WebMingle