Impressions From HR Technology Conference 2012
I’ve just reread my observations from last year’s conference, and you should too. If I say so myself, it’s a pretty accurate portrayal of what was happening then, much of which is still happening but which is much farther along, at least in some (but by no means all) vendor products and some end-user organizations. Rather [...]
Reprise In Time For #HRTechConf: Do You Know How To Answer These Questions?
[I posted the original version of this on 9-12-2011, just in time for last year's HR Technology Conference. Now here we are again, in frantic last minute preparations, but so wanting to be sure that our conference plans are focused on the important HRM delivery system issues that we're facing. So I thought it was [...]
Reprise: Legacy HRMS/Legacy Marriage: Sunk Costs Versus Innovation
[I wrote this post in June, 2010, just when Al and Tipper Gore had announced their separation mid-2010, at a time when true SaaS InFullBloom was in its infancy. I was spending a ton of time with a wide range of vendors, some licensees of my "Starter Kit," working hard on the next generation of [...]
Reprise — The Road From HRM To Business Results Is Littered With Misguided Metrics
[I published a post addressing this topic right after I launched my blog 11/9/2009, and I never expected to address this topic again. Surely by now, I would have thought that we'd have broad agreement on how to measure the impact of HRM on business outcomes. But I had few readers in the beginning, and there's [...]
HR Leaders: Do You Know How To Answer These Questions?
Dr. Naomi Is In! Unlike my good friend Ray Wang, there are no Naomi clones. Just this solo consultant trying to save the world from bad HRM and HRM delivery systems. And while I’m a pretty productive and hard worker, there aren’t enough hours in a lifetime to support every HR exec who comes calling with their [...]
Bloom & Wallace Release 2011
These projects took 6-9 months, with me working intensively with a carefully selected client team led by an HR executive, and with a steering committee that always included senior line executives as well as the CFO and CIO which was chaired by the senior most HR executive. Hewlett-Packard, International Paper, Bank of America, ALCOA, Metropolitan Life, Reynolds Metals, [...]
Legacy HRMS/Legacy Marriage: Sunk Costs Versus Innovation
Two completely unrelated conversations over the last week caused that ding ding thing in my brain that happens when the dots connect themselves and I have an aha moment. One of those discussions took place on a radio talk show I heard while driving to a meeting. The other was a courtesy call with the HR and IT heads…
More Of Naomi’s “Killer” Scenarios: KSAOC-Centric Strategic HRM
Figure 1: KSAOC-Centric, Strategic HRM One of the great debates in HR circles is over what is strategic and what is merely administrative with respect to human resource management (HRM) processes. That which is strategic, often referred to as talent management, is considered worthy of executive attention, academic research, attendance at expensive conferences, and the writing [...]
Follow The Yellow Brick Road Part IV/Finale: The HRM Delivery System!
If you feel like you’ve been stranded along the way or that we’ve (or you’ve) been off on various scenic detours, my apologies for not providing the final installment of our Yellow Brick Road travelogue as quickly as I had hoped. Life just keeps happening; we keep up as best we can. When last we [...]
Follow The Yellow Brick Road Part III: HRM Strategies, Outcomes And Design
My apologies for the long detour from the Yellow Brick Road while I attended to heavy business travel, client deliverables, more shoulder rehab, and the final business details for closing on M/V SmartyPants. More on SmartyPants in a later next post, complete with pictures. For now, we’ve got a lot more work to do along [...]
