An Open Letter To HR Executives
There But For The Grace Of G-d Go Any One Of Us Dear Sir/Madam, We may not have met, but I’ve got your back. I’m on your side when it comes to using effective HRM practices and business rules to drive improved business outcomes in your organization. I know how hard it is to draw those [...]
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 [...]
HRM Software/Services Q1 Vendor Briefings — It’s A Wrap!
In my first post in this series on learnings from my Q1 vendor briefings/demos, I wrote about the implications of HRM software and services vendor ambitions for buyers and, more generally, for the industry. In my second post in this series, I covered a wide range of changes in the context within which these vendors [...]
Monaco To Paris With Twitterscope Up
Provence, Toujours Provence You’ll have noticed that my last post went up on May 3rd, shortly after we left for two weeks vacation. Before I return to our regularly scheduled programming, to blogs on more or less professional topics, I wanted to say a few words about this vacation and its impact on my state of [...]
Bloom & Wallace Release 2011 — Mercer Human Capital Connect
I Hired Naomi! Last month I posted the first installment of this series on planned changes in the mix and style of B&W consulting engagements/projects for 2011. It’s now with great pleasure that I announce one of those engagements. Beginning in January, I’ll be acting as a strategic advisor to the Human Capital Operations and Technology Solutions [...]
Is SHRM Listening?
SHRM — Are You Listening? Forty years on, and we’re still talking about organizational readiness for strategic HRM (of which talent management is a large piece). Boring! The time for action is long past. SHRM, are you listening? Why the hell isn’t your critical HRM data (e.g. positions, jobs, KSAOCs, worker, organizational structures, etc.) in [...]
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 [...]
M&A Observations: StepStone Solutions Acquires MrTed — Who’s Next
Just in this morning was the announcement that StepStone Solutions is acquiring MrTed in what appears to be a very congenial coming together of two prominent European players in the talent management software market. In the interests of full disclosure, StepStone is a client with whom I’ve been working actively as this deal was getting [...]
The Future Of HRM Software: Embedded Intelligence
Hi, I’m Naomi, your friendly HRM consultant There’s an easy way to describe what I mean by embedded intelligence. Conjure up a memory of the best, most knowledgeable, most effectively consultative and strategic thinking HR leader you’ve ever known. Now conjure up a memory of that master of regulatory options and obligations, that HR administrator who [...]
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 [...]
