Eight Characteristics Of Effective HRM And HRM Delivery Systems
In my last post, I told some all too typical business stories in which it was easy to recognize, in situ, really bad HRM policies and practices, HRM service delivery and HR technology use. Every manager has their own favorite such tales of woe, and my HR practitioner colleagues are awash in the fallout from such [...]
The Scourge of HRM Software — Technical Debt
I spent a very intense week last July in Silicon Valley meeting mostly full days each with Workday, SuccessFactors, Taleo, Saba and SAP, and would like to start this post with a huge and very public thank you to all of these vendors for their time, their preparations, and their hospitality. I’ve also been doing [...]
Matching Vendor/Product And Buyer Lifecycles
Vocabulary Shapes Our (Wishful) Thinking
This post was inspired by a Twitter exchange with a valued colleague after I tweeted that this might not be the best time to be a new buyer of Oracle PSFT/EBS HRMS given Oracle’s commitment to Fusion HCM as the next generation of these long-established product lines. My colleague very correctly [...]
In Search Of HRM/HRMDS/HR Tech “Best” Practices
Of the many reasons cited for outsourcing one or more HRM business processes as well as for making investments in HRM software, none is more susceptible to marketing hype than that outsourcing providers and software vendors deliver “best” practices in HRM. The best HRM software, “out of the box,” may certainly deliver some good practices in [...]
In Search Of HRM/HRMDS/HR Tech “Best” Practices: France/Spain
The Glory Of Carcassone At Night Ron and I will be traveling again from 6/25 through 7/17 (life is short!) mostly in the Languedoc and Dordogne in France and on the Med coast of Spain between Valencia and Barcelona. We’ll be soaking up “best” practices in HRM, the HRM delivery system and HR technology every [...]
In Search Of HRM/HRMDS/HR Tech “Best” Practices: Istanbul To Venice
Venice Lingers In The Mind Like A Love Song Ron and I will be traveling from 4/30 through 5/17/10 from Istanbul to Venice, soaking up “best” practices in HRM, the HRM delivery system and HR technology every step of the way. I’ll be doing some tweeting from “the road,” @InFullBloomUS, but I may not have [...]
More Of Naomi’s Killer Scenarios: Retroactive Processing
Once upon a time, the concept of retroactive payroll processing was invented to handle the all too often situation of a personnel action (that’s what they were called when I was young) that was presented to “the system” after the date on which is should have taken effect. Without a retroactive processing capability in payroll, [...]
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 [...]
More Of Naomi’s “Killer” Scenarios: Discontinuous Organizational Changes
Mohorovicic Discontinuity — diagram by USGS, red line added by Geology.com
This is the last, at least for a while, post in a series I’ve been doing that suggest some “killer” scenarios for HR leaders and their teams to use when considering how to design their HRM processes and their HRM delivery system. These are also [...]
More Of Naomi’s “Killer” Scenarios: Ongoing Organizational Design Complexities
One of the toughest aspects designing or evaluating HRM software is hoe well it accommodates quite specialized but frequently observed organizational designs that go way beyond the traditional command and control model that’s hard-wired into the designs of many legacy ERPs/HRMSs. Although accommodating newer organizational designs has been a goal of these older platforms, when it [...]
