The result is the sort of chaos that comes from an ever changing goal line. While agility is important, organizations resist change for a reason. Too much change, too fast is disabling. The problem with poorly implemented SaaS installations is that they destroy an organization’s ability to build on what it has learned.
In The Know v1.35 Workforce Analytics 5 Links (plus a bonus) to soup up your understanding of analytics in HR. Competing on Talent Analytics Jeremy Shapiro and his coauthors Thomas H. Davenport and Jeanne Harris, bring Human Capital Analytics to the heart of the business conversation. In this HBR article, they define a framework for […]
Genius or Crook? The line between transformative leader and criminal might be best understood as a whim of the grand jury. What seems like brilliance in the group-think of a company’s leadership ghetto often comes to haunt the team. Players seem to become perps almost overnight. Human Resources, particularly in its Talent Management modality, holds […]
Interested in Recruitment Process Outsourcing? Going to the HR Technology Conference in Chicago next week? Stop by Booth 337 and visit our sponsor RiseSmart, who partnered with HRExaminer this week to bring you our Webinar: 5 Reasons RPO Contracts Fail & How To Make Yours A Success. Read The Weekly HRExaminer v1.34 Now Feature | […]
Presentation Slides At the bottom of this post you’ll find all of the presentation slides for the live webinar John Sumser presented Wednesday on RPO’s (recruitment process outsourcing). If you’d like to see the full recorded version of this webinar from Wednesday that features John Sumser of HRExaminer, Law Professor Heather Bussing and Bill Sebra […]
The interesting thing (or at least one of them) is that Program Management is often executed by seasoned professionals rather than members of the management team. These entrepreneurial managers navigate politics, resource requirements and team integration by using funding and scheduling as leverage. Their jobs get really interesting when the subcontract or project is also run as a PMO.
The approach is best demonstrated by the federal government. The notion that the government can be understood as a model for innovation is still hard for many to swallow. But, the government has been in the pure information business for most of its existence.
THIS Wednesday, September 22, 2010 11:00 AM – 12:00 PM PDT / 2:00 PM – 3:00 PM EDT What separates a great RPO relationship from a disastrous one? Our HRExaminer Webinar will show you how RPO’s can offload your Human Resources busy work so you can get on with the real business of HR. Industry Analyst […]
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So far, 3,065 organizations have looked in a different place to find their performance management solution. Sonar6, an Australian based (though they have US offices) Software as a Service company is setting up an entirely different conversation about performance management. While SuccessFactors takes much of the media, the folks at Sonar6 are seriously perfecting the SaaS approach and maintaining focus.
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In legal circles, the assignment of responsibility is an integral part of strategy. When lawyers look at behavior, they have a deep desire to isolate responsibility to ‘single belly buttons’. Legal strategy often involves creating plausible deniability. A great lawyer tells you how to keep your own personal behind covered. In other words, supreme clarity about responsibility is exactly how you avoid it.
This is the problem with most performance management approaches. When objectives flow down from the top, they are usually divided and subdivided. Each individual in the chain ends up with what is deemed an appropriate share of the overall objectives. The idea is to simultaneously clarify individual jobs while maintaining the ability to zero in on the person or persons responsible for failure.
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