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Posts Tagged ‘HCM’

Strategic HR

Posted by Sri Subramanian (@whosissri) on September 8, 2011

The CHRO and CFO oversee the two main assets of a company. They have enormous opportunity to add value to the CEO. Yet, they sometimes fall short of expectations.

Their strategic  function is not about setting solid guidelines on depreciation of capital assets, or putting together employee handbooks. Those may be required activities, and if not done right, may cause enormous harm. However, they are not leadership activities.

A good CEO can chart the strategic plan for the company. He can even channel the money, but it is much harder to channel the talent and get everyone aboard. This is where the CHRO can help. However, this involves changing the tone of the HR communications from mandates and legalese to influencing and enabling.

The strategic function of recruiting is not to enforce pay boundaries; it is to get the right people to fill the right jobs. The strategic function of performance reviews is not to get 100% participation; it is to foster career growth. The strategic function of succession management is not to make sure all critical jobs have successors; it is to help find the right successors, wherever they are. The strategic function of benefits is not to pass top heavy tests; but to provide benefits that are best provided via group enrollment. The strategic function of time cards is not to keep record of attendance; but to compute gross margin per product, so we know which products to continue to build.

HR’s strategic function is to breathe, speak, and live this, and to be able to see everything from the lens of the business. The rest is to HR what accounting is to finance. It may sometimes be essential, but it is not strategic.

I have been super lucky to work with HR counterparts who get this. They keep me from the legalese and the HR policies.  They share information with me. They suggest ways I can avoid obstacles. And they focus on helping me get the job done. This is business execution.

Posted in finance, hr transformation, leadership, strategic hr, Uncategorized | Tagged: , , , , | 2 Comments »

Feb 21, 2012 – Are you ready?

Posted by Anders Northeved on January 26, 2011

According to phonecount.com on Feb 21, 2012 (give or take a couple of days I guess…) the number of connected phones will surpass the number of people living on Earth. For everyone that doesn’t have a phone, someone will have two.
Just think about what people would have said if you predicted this 10 or 20 years ago!
I’m sure this already has a profound impact on most people’s life in many ways, but let me just focus on the possibilities for corporate HR programs.

Self Service
Lots of organizations have ripped the benefits of Self Service in their HCM program.
The administrative work has gone down; the HR data are more accurate; it’s easier for the users to get access to information; the user acceptance has gone up and the cost has come down – all well and good if the employees have access to a computer…
But with more and more people having a mobile, we will see the benefits of Self Service come to a lot of areas where people do not have access to computers like retail, production and transport.

With the widespread availability of phones the management has got a new direct communication line to all of their employees.
Want your employees to know about a new product; a new initiative; reward someone; tell everyone how it’s going… a message on the mobile is the answer. 

It’s now possible to get feedback from your entire workforce whether they have access to a computer or not.

Using mobiles for education for people who would otherwise not have access to education has enormous potential.
I would even go so far as to say that the right use of mobiles for education for organizations with employees without access to a computer could be THE competitive advantage that would define whether an organization would be successful or not!

Even if I find these possibilities very exciting, I’m sure there are other areas that could be added to this list.
I would love to see your comments on what other topics within HCM that could be helped or advanced using mobile devices!

 (Photo by Brandon Hall)

Posted in communication, global, hr, HR Technology, learning, predictions | Tagged: , , | Leave a Comment »

Hear Gretchen Alarcon on the Bill Kutik Radio Show ®

Posted by Mark Bennett on October 14, 2010





Make sure to take a moment to hear Gretchen and Bill talk about Fusion HCM in the context of four important and timely topics in the Enterprise HCM space. It is definitely worth your time to hear what’s being asked in this unedited and unrehearsed conversation.

As expected, Bill pulls no punches, but Gretchen holds her own and the volley back and forth is both enjoyable to listen to as well as informative and thought-provoking. This is right on the heals of their well-attended (almost 400 people) interview and Gretchen’s demo of Fusion HCM at HR Technology 2010 ®, but this talk covers entirely new ground.

In the first segment, Bill basically pitches the same question to Gretchen that he posed to Jim Holincheck and Jason Averbook at the Great HCM Debate at HR Technology 2010 ®. That is, what is Strategic HCM and what are the challenges facing companies in realizing its benefits?

Next, Bill asks Gretchen another big question on everyone’s mind these days and a source of great controversy and opinion-bait. That is, what is the future of HR service delivery and in particular, where and how does SaaS fit into it?

After that, Bill takes a hard position about what’s the real deal on workforce analytics and planning and what will it take to address the challenges for adoption?

Finally, Bill refers back to his article from September about the integration of social software by vendors into their applications and asks if it marks a new era in enterprise software.

What were Gretchen’s responses? Well, they were great (and practical and actionable), but you’ll want to hear for yourself, so check out the talk!

Photos from the Bill Kutik Radio Show ®

Posted in Uncategorized | Tagged: , | Leave a Comment »

Is Employee Engagement a managers job?

Posted by Meg Bear on December 5, 2007

We’ve been talking about Employee Engagement for some time.  How do we engage people, why do we need to engage people – all that touchy/feely stuff that causes some of us to feel warm and fuzzy and others of us to hold back a gag reflex.

I’ve also been thinking about a Manager’s role in the overall Talent story for some time.  I think that to really do innovative things in Talent you not only need software and a HR vision but you really need solid line managers.  Initiatives like building, sharing and retaining talent fall down quickly with bad managers.  As the saying goes people join a company but they quit their manager.

I’ve read a few things lately that are food for thought for those of us who are managers.  Now I do not intend to suggest that we as individuals yield our own responsibility to define, nurture and grow our own careers but for those of us who are managers it can’t hurt to check in and see if we could be doing more.

Here is a quick article that talks about employee engagement and how “managing with a human touch” is a necessary ingredient for that to happen. 

I also recently read Three signs of a miserable job and found an interesting assertion on the responsibility of a manager.  This book focuses on how a manager is responsible to make the job of their employees something that they can feel positive about.  The most interesting thing that he points out is that the work is not really the most significant factor.  In other words, a movie star, a super model, a professional athlete can be less engaged in their job then a cashier a janitor or a factory worker.   His core points were that

  1. People need to be recognized – he used the word Anonymity as the problem.  Managers need to engage with their teams as people first and employees second.  Yes, here is where the touchy/feely part comes in – if it makes you squirm as a manager then guess what?  Maybe you shouldn’t be in management.  People often confuse what is not legal to ask in an interview process with what they should not ask an employee.  So the question is: do you like your team?  Do you know them?  Do you care about them as people? Do you send them birthday gifts on Facebook? (ok that last part was a joke but you get the idea)
  2. People need to be able to measure their work (Immeasurement)– If you can’t measure what you do or worse if you are measured on something that has no clear connection with what you do then you are probably less satisfied with your job.
  3. People need to see a value in their contribution (Irrelevance)– People want/need to know that they make a difference in the lives of others with their contributions.  One very interesting point he raised is that managers are often not comfortable being clear to their teams that they need them. => So in case there is any doubt for my team – ohmygod do I need you guys 😉

Posted in engagement, management | Tagged: , , , , , | Leave a Comment »

HR Transformation — are we sick of it yet?

Posted by Meg Bear on December 3, 2007

I’ve been thinking about HR Transformation for quite some time and I’m starting to wonder how we can move on from HR transformation to “Beyond HR” when we never actually transformed in the first place. 

I have some concern that maybe we are just distracting ourselves to avoid actual measurement and accountability.  Are we witnessing a real desire to change the role of HR or are we just a manifestation of Corporate ADD?

It’s an OD problem, no it’s a recruitment (excuse me talent acquisition) problem, no it’s a performance management problem, wait it’s a succession planning problem, oh no I think it’s a web.20/community problem.  And don’t even get me started on the idea that it might be an analytics problem!

The more I study this market and talk to companies attempting to truly transform their organizations I come to realize that it is, and always was, a leadership problem.  I know I risk a good ducking here, but I believe that chasing the latest software fad without real vision and leadership will fail.  Not dissimilar to how a weight loss program that doesn’t involve diet and exercise  will ultimately fail for you (it might work for someone else, but it will not work for you, trust me on this one!).

So where to start and what to do?  First and foremost you need to find leadership.  Hopefully you can find that leadership in yourself but if not there, find someone who has it first.  Once you have acquired the will to lead then you can begin to benefit from the flywheel effect and realize results. 

If you cannot find the will to lead then I suggest you stop now before you spend important resources and energies on the hard part of a transformation (the starting) and never actually receive the benefits of the work.  At the risk of stating the obvious, I also suggest you use the same philosophy for your holiday (or post holiday) diet plan. 

Quit spending your time trying to find the silver bullet out there, you know that it doesn’t exist.  Instead, first analyze your own capabilities and then look to see how you can use technology to implement your vision.

Posted in hr transformation | Tagged: , , , | 2 Comments »