Bill Kutik Podcast - Radio Show #15: Naomi Lee Bloom

http://www.knowledgeinfusion.com/coe/docs/DOC-4600

In this podcast Bill Kutik a technology columnist for Human Resource Executive magazine interviews Naomi Lee Bloom, the Managing Partner of Bloom & Wallace, a HR information consulting company that evaluate HR software and HRM delivery systems. This podcast talked about the different criteria, methods and best practices she uses to evaluate HRM products. Something’s that stood out for me were:

• Mind set - investigate the functionality and architecture of the product by asking what does the software do and how it does it to determines the future and ability of the product.
• Demos - Demo against business/real world scenarios to see if there is a fit in your organization.
• The Vendors Management team - history and experience of people behind the product.
• The Vendors Corporate Culture - are they attracting the best talent and keeping them.
• Adoption Trends- although in the past organizations have customized HRM heavily the trend is moving towards using standardized vendor best practices with less customization.
• Technology - it’s there but is HR willing to Step up.

I would say if I were to take away anything from this class, and we have talked about and learned some very cool things, this would be it. Knowing what to look for in a HR tech system is key and this podcast talks about them. Also, it directly helps with the design, develop, and deploy part of project management we talked about a week ago.

HR's struggle with Web 2.0

http://thestandard.com/news/2008/02/15/hrs-struggle-web-2-0?

So very true, I believe it goes back to the strategic partner issue. I know in my company HR is viewed more as backroom ops function that a strategic partner and because of that things are always put on the back burner. For example, our HR department has been trying to get a HR portal created to help with recruiting, benefits and training for about a year and a half now and each time things get rolling another project comes along and this is put on hold.

There is a definite disconnect with HR using web 2.0 technology in many companies today. When I visited the EA web site about a year ago, it was a basic site to upload a resume. When I visited their career site today it’s totally different, and they have adopted web 2.0 elements like video, pics, and employee profiles. It’s like you are in a video game...almost.

The Machine is Us/ing Us Video

http://www.youtube.com/watch?v=NLlGopyXT_g

Awesome video. I think we saw this the first day of class. It definitely shows how Web 2.0 technology is linking people thought blogs, wiki's, and RSS. Also, forces us to rethink copyright, privacy and web governance.

Social Technographics Data

http://blogs.forrester.com/groundswell/2008/10/new-2008-social.html

I probably went from a being a spectator to a becoming creator when this class stated. Is was interesting to see that more and more people are adopting social technology web applications but not really becoming creators of web content. I expected this number to be way up. The improvement in web technology for example, has made things like setting up a web page so easy so I predict that number will change.

2003 Trends Article

http://www.workforce.com/section/09/feature/23/45/53/

Quick read article, that always a good thing. I happen to agree that HR is making a transform from traditional back room human resources activities to a more value added strategic-partner role. Universal health care is going to be a reality in a couple of months hopefully with the new administration like what he said about mergers and acquisitions and that the main reason they fail is that no one studies the compatibility of the two cultures. In this economy however, mergers and acquisitions are a way to survive. We have seen this in regards to the banks, and I am sure we will see more mergers with US auto and retail. Accounting for people skills and talent is growing and this relate to the podcast we listened to a couple of weeks back, where companies take an inventory of people skills and abilities and value them to gain a competitive advantage despite a skills shortage. Finally, privacy is a major issue, and my belief is that a company has the right to monitor its employees in a work/business setting. I believe that labor unions will be done within the next 8-10 years. Let’s look at the current situation with the US auto makers. This week they were in front of congress begging for a bailout plan of their own. Why? Mainly because of mismanagement and a lousy union agreement, that adds about $3200 to every car these auto companies make. With global competition and the cost cutting more companies are always in I believe that this is a cost can that be eliminated. Furthermore, I believe that outsourcing will decline because of the improvements in living in other countries and the expansion of telework, freelance contractors, and improved productivity in the US market.

Where is your organization on the CMM?

I would say FranklinCovey Co., is between Stage 2 and 3 in the Capability Maturity Model. I say this because we have established standardized processors for store operations, inventory management, and training. At the same time we are in the project planning and management phase of things when it comes to technology, product quality management. For example, training is in stage 3: we use standardized methods of web based training, live workshop and product and sales training. Whether a new associate was hired in New York or San Francisco the training components would be the same. As far as adopting new technology for example, I feel we are in stage 2 because we are still working on project development/research. Technology adoption and management is done in different ways, and although we are coming close to a standardized way of adopting technical solutions we are not there yet.

Project Management Charter

Problem Statement

The FranklinCovey retail chain currently uses a paper based communication and archive system to manage paperwork, report, train and communicate updated information. This solution makes it difficult to update, manage, and store information effectively. This solution also limits the ability to remotely access and update information. I would like to investigate and implement a paperless solution for the retail chain by 12/15/2008.

The paperless system will leverage web 2.0 technology such as Google Groups/Docs, Blogging, and Wiki's, to manage paperwork functions. For example, since our documents and forms are in binders we often run into version issues. Furthermore, finding the right document take much longer than expected especially when it’s not filed properly. In addition, communicating the latest promotions and price changers have been cumbersome because they are always changing and each time something changers we print it out adding to the clutter. Currently at our location we use about 10 to 15 packs (500 sheets) of paper a month, costing the store approximately $ 1000 a year and a lot of storage space. All these issue I believe, can be addressed by using a web based document and communication system that make updating, searching and storing document more easily and effectively.

Problem Detail

For Managers: unable to remotely access documents and forms, unable to search documents effectively, dealing with duplicity, and unable to track or update communication changers effectively.

For Sales Team: clutter, communication issues in regard to updates, and unable to search documents effectively.

Customers

• Store Sales Teams
• Retail Management

Business Case

Faster and more effective communications and document management: By using web 2.0 techs like Google Groups/Docs, Blogging, and Wiki's, to manage paperwork, reporting, training, and store communications will make storing, updating, and tracking documents much more effective and in a more collaborative environment.

Cost savings and less environmental impact: The retail chain as a whole will reduce paper consumption, impacting the environment and the bottom line in a positive manner. Estimated savings chain wide will be approximately $120000 a year.

In Scope

• Solution to replace paper communications binders and archiving system.
• Web 2.0 technologies: Blogs, Wiki, Google docs and Google groups.
• Security.

Out of Scope

• Upper management buy in.

Success Metrics

• Enhanced self service functions for information and documents.
• Easier to store, update, and track documents and reports.
• Better and more efficient information management system.
• Cost savings on paper.

Deliverables

• Evaluation of options to replace paper Forms, documents and communication.
• Evaluation of Wiki or blog sites.
• Implementation of Store Communication Wiki site
• Communication and training info

Resources

• Feedback and usage issues - Sales Teams and Customer Service managers.
• Project Management/Analysis - Rajith.
• Sponsor - District Manager

Thoughts on Why We Hate HR article.

Why We Hate HR
By: Keith H. Hammonds

http://www.fastcompany.com/magazine/97/open_hr.html?page=0%2C0

Very interesting article to get HR running more effectively and more accountable to the end result. After reading the first few paragraphs of this article I know why our hr department does some of the things they do to piss us off. This article is right I see my hr department as a group of people who are there to cut costs and complicate things. For example, in the beginning of this year HR implemented a new incentive plan, it was suppose to give a higher incentive pay for top performing teams. We were all very thrilled about it, till we were on a conference all looking at a power point presentation scratching our heads. This was so complicated our HR manager could not explain it without getting complicated, in the end, after a couple of months and a lot of complaints we went back to the old incentive plan. So what did this really accomplish: more drama, consultation, and less output.

Something that stood out for me in this article was how HR had no idea how people serve corporate objectives, and instead of focusing on the outcome many focused on the activities. I agree that the best practice for HR would be to adopt an approach that looks at bottom-line performance improvement and training and development commitments at the same time.

Bill Kutik Podcast

http://www.knowledgeinfusion.com/coe/docs/DOC-4268

In this podcast Bill Kutik a technology columnist for Human Resource Executive magazine interviews Jason Averbook the Chief Executive Officer and co-founder of Knowledge Infusion. Jason is wildly known to be thought leader in talent management and HR technology. This podcast talked about how the thinking behind talent management and how HR technology has changed over the years. They talked about how:

• Companies are buying software in a more educated fashion than in past years.
• Companies are buying HR software and technology to solve a strategic issue rather than solve a backroom function.
• HR Technology Initiative driven not just by HR managers but the by the CEO of the company.
• Web 2.0 technology that profiles Internal and external talent management data/workforce data like Linkedin and Facebook.
• Tools and technology that identifies the right talents and skills to drive business.

Right now companies know more about their computers and its capabilities rather that their employees skills, knowledge, talents and career interests. With the shortage of skills in today’s work environment knowing what capabilities your team/employees have is key to gaining a competitive advantage in business. it is important to know that organizations are starting to use and demand software that actually do what needs to be done and adds a strategic value to the organization rather that getting something just because its hyped up.

Work Problem & Web 2.0 Article

My problem at work is I deal with a whole lot of paperwork: forms, sales contracts, orders, inventory, training and communications. For example, last week I took a couple of days of PTO just chilling at home changing dippers, catching up on ultimate fighter, and figuring out MADEN 09, and almost all the calls I got from work was in some way related to paperwork; which form to use...where to find document X…can’t find the new sales contracts…which version of the product want list to use and where are the new hire forms. So when I saw how you had organized the on-boarding process online at Pixar things started to click. I am thinking about going paperless at FranklinCovey in regards to paperwork, reporting, training, and store communications by using web 2.0 techs like Google Groups/Docs, Blogging, Wiki's, and Podcasting. The main thing I got out of the web 2.0 article was that this technology was self service, users generated/users add value, and the barriers to adopting this technology was low. By adopting a paperless environment at work I believe that we can definitely reduce the amount of paper we use, have a system where all documents are up to date, and get all members of our team actively participating in improving our operations.

Group Assignment - Rajith & Eric

Technology Tools

Concept of Bookmarking




Name: http://delicious.com

Comparable Technology: Browser Favorites, BookmarkSync, CiteULike, and Windows Live.

What is it? Delicious is a Social Bookmarking service, which means you can save all your bookmarks online, share them with other people, and see what other people are bookmarking.

What problem is it designed to solve: Access to your web links from any computer with a Internet connection, pull together information to individual needs “reminder”, and find new bookmarks from people like you.

Pros: Web links can be accessed anywhere from a web connection, tag info, and sharing links.

Cons: Privacy and personal tracking issues.

First Day of Class

Awesome first Day plus my first PAPERLESS class, Dwight's not going to like that at all. Looking forward to and very excited to learn about new technologies like Wiki’s, social bookmarking, Tagging and Blogging and how these would help the HR Function.

The main thing I got out of our first class was not to throw technology at a problem without Understanding the Problem.