Six Steps to Company-Wide Adoption- Michael Idinopulos

Its great to see that companies are seeing a greater picture in terms of uniting the whole company instead of implementing different technologies with different departments. I for one have experienced this and although these technologies help within the departments, there seems to be some disconnect between the company as a whole. Social networking is popular out of the company and has been a great way of connecting others. I wonder why it isn't as common in the workplace.

Michael Idinoulos has posed a great question "How can managers integrate social software across their entire company?" On top of the great advice he offered i think it is also important that the project manager sets a realistic timeline as to how long the project will take and set a clear goal as to what they want to accomplish.

Cornerstone OnDemand

Christine Santiago and I had the pleasure of listening to Bill Kutik's radio show with Adam Miller, creator, President and CEO of Cornerstone OnDemand.

Cornerstone provides easy-to-use and powerful learning and talent management software and services to support strategic HR and company initiatives, such as talent readiness planning, leadership development, career planning, employee onboarding, pay for performance programs, enterprise compliance and certification management, channel partner training, customer training, and employee engagement programs. Cornerstone solutions are based on a multi-tenant, multi-user SaaS (software as a service) architecture. Cornerstone OnDemand is a talent management suite vendor. They’re located in Santa Monica and started 8 years ago providing learning management solutions. Based on the needs of their clients and industry trends, the company expanded their services to providing talent management, and learning & development solutions using web 2.0.

In class we discussed several learning tools and HRIS options. Adam Miller mentioned different components of Cornerstone OnDemand. They offer tools that empower employees by integrating talent management solutions for connecting, developing and performing in the workplace. They utilize Web 2.0 features like social networking, wikis, blogs and podcast for employees to connect with each other and find mentors, share best practices, knowledge, and suggestions, etc…

Adam Miller believes that "incorporating social networking and collaboration tools into their existing networks can help companies improve employee performance, foster connections with both internal and external audiences, and cultivate informal learning."
What’s awesome is that he also believes in corporate social responsibility. His company works with non-profit organizations to help expand their capabilities. For example, they work with a disaster relief non-profit organization to provide them with technology tools to reach out for volunteers.

Sounds like a great company, too bad they’re located in Santa Monica!

Midterm

It was my first experience taking a test online. I was a little nervous because I didn't want to do anything wrong like accidentally close the browser. I thought the midterm was very fair HOWEVER I wish the system could of alerted me when I was on the last question because I had a # of questions that I wanted to go back to and I always review my tests, but couldn't do so this time.

Anyway, I think taking tests online is efficient for both the test taker and instructor. I wonder how long we'll have to wait for the day when schools utilize technology and go paperless. Go Green!

Naomi Lee Bloom- Podcast

Bill Kutik introduces Naomi Lee Bloom. She is the managing partner of her own consulting company, Bloom and Wallace. She has been the final word on most HR Technology strategies.
"Good HRM is as important for HRM software vendors as it is for its end users."

Naomi is very empowering and truly believes that the use of HR Technology is the way to go.
This is really exciting and I love what we are doing in class. Naomi validates what we've been discussing. The HR community should take advantage of technology.

Where is my company on the CMM?

I believe my company falls between Initial and Managed. We're still a start-up company and have gone through some changes this year, therefore many processes are developed along the way. Some departments have documented a majority of their process, for example my dept and Finance, but others like IT and Sales are undocumented. I know they are undocumented because they are in some trouble right now for not doing it. =) Without the documented processes, business is still going. I love and live by processes (not sure if thats a good thing), so when I first joined the company, that was my main focus in my department.

HR's Struggle with Web 2.0

If people are a company's most valuable asset, why don't people see value in HR that bring and retain these valuable assets?

I think well known companies have an advantage over the unknown in terms of recruitment. In EA's case, they probably are relying their recruitment efforts on their reputation and name. Now, smaller companies that leverage technology have a better competitive advantage over big name companies. I agree with Joel that recruiting efforts should complement the companies vision. This article validates again that HR needs technology and should be involved in all aspects of the company. A company cannot be successful without both.

Social Technology- Where Do I Fit?

Before taking HR Technology or after?

Prior to taking this class, I was a Joiner (Facebook, Linkedin), Critic (Yelper!), & Spectator (news, gossip blogs, amazon, yelp, etc). Now I can add on Creater.

Using the online world is a great way of catching the attention of consumers. Businesses are placing themselves on facebook, consumers use yelp in search of daily things like where to eat or where to buy certain items. People depend so much on the internet. I'm surprised that there is that 25% that are Inactive.

My company has recently "let go" of our more traditional PR company and is in search for one that is more into social technology.