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.
Saturday, December 6, 2008
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!
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!
Tuesday, December 2, 2008
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!
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!
Saturday, November 29, 2008
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.
"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.
Saturday, November 22, 2008
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.
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.
Friday, November 21, 2008
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.
Thursday, November 20, 2008
The Machine is Us/ing Us
Wow! This is an amazing video. It puts Web 2.0 into perspective. The internet is a powerful tool that allows one to be creative and connects people all over the world! It has endless possiblities. I love it! It has come a long way.
Fast Forward: 25 Trends that Change the Way You Do Business
Half way through reading the article, I scrolled to the date to see how recent this article was written, but to my surprise it was written in June 2003. In my opinion, the way the workforce did things 5 years ago is not much different with what the workforce does things now.
1. E-Mail- still the #1 way of corporate communication. Future email systems mentioned sounds a little tedious. Anti-spam systems don't do the job completely (they'll find you!), senders matching a predetermined list takes too much time and seems like email programs will have to be connected in some way. The need for automatic language translation is useful. There are several international companies that communicate daily through email in a different language. I don't think there is a need for unified messaging system.
2. Organized Labor- As much as possible, businesses do not want labor unions for obvious reasons. Still remains the same today
3. Business Goes to Kindergarten- Was it 5 years ago that they realized that high school seniors weren't equipped for college? I think it is great that corporate sponsors are starting young, but kindergarten is a little extreme. Although education is very important, social skills, common sense and experience will get you further.
4. Going Euro- Forget privacy, what is done at work on work property and on work email is the company's business.
5. Companies Won't Sleep- I'm curious to know what companies do this. Depending on size, won't it be a lot cheaper to hire employees in time zones similar to the ones that they cater to? (ex. workforce, electricity)
6. Artificial Intelligence- This will always be an ongoing thing.
7. The Simmering Malaise- Is it safe to assume that this fear is more so common now than before? Employee value still applies.
8. Office Design- Workforce managers and HR should play a key role in office design.
9. Defined Benefit Plans- I completely agree. This still applies
10. Telework Has a Part-Time Future- This is more so common now than it was 5 years ago. I think if you need to monitor those that work at home, you might as well not allow them to do it. If they aren't producing, they aren't working, enough said. Monitoring service is not necessary.
11. Consumer-Driven Health Care Reigns- With the current state of the economy, having consumer-driven health care will be more of a burden to the employees. This hasn't progressed in the last 5 years and I don't think it will in the next.
12. Child Care- Remains the same.
13. Help Wanted: Ten Million Workers- Computers will replace people. Currently there are more people unemployed than employed. This will never happen.
14. Outsourcing- Remains the same.
15. Recruiting Older Workers- Times have changed, I think employers are looking for a younger, more educated workforce.
16. Mergers- I think the reason for M&As is so one company can strenghten their part of the business that is lacking by purchasing/merging one that is successful. There will be a lot more M&As in the coming years.
17. Freelancers and Consultants- Consultants like being consultants because they earn more money working for themselves. Companies like consultants because they aren't employees. Times will definately change when employees are scarce, but as of right now, I don't think it'll happen.
18. Pay for Wellness Performance- Remains the same
19. Spirituality at Work- spirit = "breath" Why don't they just do yoga? I think you should separate work and life.
20. Women at Work- Yes!
21. Skills Shortage- I agree, On going training is necessary for workers to keep up with technology.
22. Security vs. Privacy- I agree, security has gotten more high tech and will continue to.
23. Accounting for People- People should always be a company's biggest asset. People run your business.
24. Universal Health Care- I hope so.
25. The End of HR As We Know It- I agree that a vital part of HR is to help the company grow strategically. HR is easily learned, but having the foundation of business is ingrained.
1. E-Mail- still the #1 way of corporate communication. Future email systems mentioned sounds a little tedious. Anti-spam systems don't do the job completely (they'll find you!), senders matching a predetermined list takes too much time and seems like email programs will have to be connected in some way. The need for automatic language translation is useful. There are several international companies that communicate daily through email in a different language. I don't think there is a need for unified messaging system.
2. Organized Labor- As much as possible, businesses do not want labor unions for obvious reasons. Still remains the same today
3. Business Goes to Kindergarten- Was it 5 years ago that they realized that high school seniors weren't equipped for college? I think it is great that corporate sponsors are starting young, but kindergarten is a little extreme. Although education is very important, social skills, common sense and experience will get you further.
4. Going Euro- Forget privacy, what is done at work on work property and on work email is the company's business.
5. Companies Won't Sleep- I'm curious to know what companies do this. Depending on size, won't it be a lot cheaper to hire employees in time zones similar to the ones that they cater to? (ex. workforce, electricity)
6. Artificial Intelligence- This will always be an ongoing thing.
7. The Simmering Malaise- Is it safe to assume that this fear is more so common now than before? Employee value still applies.
8. Office Design- Workforce managers and HR should play a key role in office design.
9. Defined Benefit Plans- I completely agree. This still applies
10. Telework Has a Part-Time Future- This is more so common now than it was 5 years ago. I think if you need to monitor those that work at home, you might as well not allow them to do it. If they aren't producing, they aren't working, enough said. Monitoring service is not necessary.
11. Consumer-Driven Health Care Reigns- With the current state of the economy, having consumer-driven health care will be more of a burden to the employees. This hasn't progressed in the last 5 years and I don't think it will in the next.
12. Child Care- Remains the same.
13. Help Wanted: Ten Million Workers- Computers will replace people. Currently there are more people unemployed than employed. This will never happen.
14. Outsourcing- Remains the same.
15. Recruiting Older Workers- Times have changed, I think employers are looking for a younger, more educated workforce.
16. Mergers- I think the reason for M&As is so one company can strenghten their part of the business that is lacking by purchasing/merging one that is successful. There will be a lot more M&As in the coming years.
17. Freelancers and Consultants- Consultants like being consultants because they earn more money working for themselves. Companies like consultants because they aren't employees. Times will definately change when employees are scarce, but as of right now, I don't think it'll happen.
18. Pay for Wellness Performance- Remains the same
19. Spirituality at Work- spirit = "breath" Why don't they just do yoga? I think you should separate work and life.
20. Women at Work- Yes!
21. Skills Shortage- I agree, On going training is necessary for workers to keep up with technology.
22. Security vs. Privacy- I agree, security has gotten more high tech and will continue to.
23. Accounting for People- People should always be a company's biggest asset. People run your business.
24. Universal Health Care- I hope so.
25. The End of HR As We Know It- I agree that a vital part of HR is to help the company grow strategically. HR is easily learned, but having the foundation of business is ingrained.
Wednesday, November 19, 2008
Class 3
I enjoyed class 3 learning about the basics of technology and all the different technology tools available. Its kind of scary to know that your information is easily accessible and understand why people especially the older generation are hesistant to join the online bandwagon. I was shocked to find my name on spock.com, not only my name but linked family memebers and their full names. I guess I shouldn't be so surprised but I'm wondering where they got all that information from and how can my name be removed. anyone know?
Saturday, November 15, 2008
Why We Hate HR
HR seems to be undermined a lot. Since I'm in the HR field already, many people I've encountered see HR as dealing with people and doing administrative work, an easy and simple job. They don't see the value other than that. Its kind of disappointing, but I don't want to be defensive.
I have to agree with Keith Hammonds on this one. HR is so focused on complying with regulations, doing things right that they forget about the company and its employees.
HR is pretty much pointless if you don't work towards the goal and strategy of the company. You can't work independantly.
I have to agree with Keith Hammonds on this one. HR is so focused on complying with regulations, doing things right that they forget about the company and its employees.
HR is pretty much pointless if you don't work towards the goal and strategy of the company. You can't work independantly.
Podcast #13- Bill and Jason
In class we discussed the history and evolution of technology. "Technology is human innovation that involves the generation of knowledge and processes to develop systems that solve problems and extend human capabilities."
Different events, programs, software over time have started a revolution in technology. Different technologies help solve problems and extend business capabilities. The use of different technology tools allows people to connect.
As Jason and Bill discussed the importance of technology in the workforce allows employee interaction. This was different before where software was focused on HR and the company instead of the manager and employees. Employees need tools and technology to interact and create their own career path and engage workforce in turns make the HR dept successful.
The user interface needs to be refreshed and updated to get user engaged.
"facebook and linked in know more about your employees than you do"
The use of Social networking sites like facebook and linked all employers to search for their employees skills and future. In today's age, privacy doesn't seem to be a big issue and this type of technology has been proven to work.
In this day and age, typing a persons name on a search engine allows you to find the scoop on this person.
Different events, programs, software over time have started a revolution in technology. Different technologies help solve problems and extend business capabilities. The use of different technology tools allows people to connect.
As Jason and Bill discussed the importance of technology in the workforce allows employee interaction. This was different before where software was focused on HR and the company instead of the manager and employees. Employees need tools and technology to interact and create their own career path and engage workforce in turns make the HR dept successful.
The user interface needs to be refreshed and updated to get user engaged.
"facebook and linked in know more about your employees than you do"
The use of Social networking sites like facebook and linked all employers to search for their employees skills and future. In today's age, privacy doesn't seem to be a big issue and this type of technology has been proven to work.
In this day and age, typing a persons name on a search engine allows you to find the scoop on this person.
Is YOUR company in tune with Web 2.0??
BitTorrent, AdSense, wikis, tagging, syndication...What??!?!
In all honesty, this was a VERY difficult article to read (and listen), but I'm amazed nontheless. The internet has gone a long way since the bust of 2001.
I think the article summarized well the core competencies of Web 2.0 company.
- Services, not packaged software, with cost-effective scalability
- Control over unique, hard-to-recreate data sources that get richer as more people use them
- Trusting users as co-developers
- Harnessing collective intelligence
- Leveraging the long tail through customer self-service
- Software above the level of a single device
- Lightweight user interfaces, development models, AND business models
Web 2.0 developed and evolved web based communities, social networking sites, wikis, blogs, and tagging. It is a revolution in the technology industry that moves things to the internet instead of databases and software.
Is my company Web 2.0? Since we are a global company, we still use the old Lotus and SAP. We just implemented Salesforce.com a few months ago (yeah!). Our internet at work uses the same server as headquarters, i'm not sure how that works, therefore we have super slow internet. Since we are an internet shopping company, we need the latest and greatest to keep up.
In terms of my work problem, Web 2.0 can help us by using web database programs to communicate to the company and having services with cost-effective scalability.
Since this article was written in 2005, is it safe to say Web 3.0 will be coming soon?
In all honesty, this was a VERY difficult article to read (and listen), but I'm amazed nontheless. The internet has gone a long way since the bust of 2001.
I think the article summarized well the core competencies of Web 2.0 company.
- Services, not packaged software, with cost-effective scalability
- Control over unique, hard-to-recreate data sources that get richer as more people use them
- Trusting users as co-developers
- Harnessing collective intelligence
- Leveraging the long tail through customer self-service
- Software above the level of a single device
- Lightweight user interfaces, development models, AND business models
Web 2.0 developed and evolved web based communities, social networking sites, wikis, blogs, and tagging. It is a revolution in the technology industry that moves things to the internet instead of databases and software.
Is my company Web 2.0? Since we are a global company, we still use the old Lotus and SAP. We just implemented Salesforce.com a few months ago (yeah!). Our internet at work uses the same server as headquarters, i'm not sure how that works, therefore we have super slow internet. Since we are an internet shopping company, we need the latest and greatest to keep up.
In terms of my work problem, Web 2.0 can help us by using web database programs to communicate to the company and having services with cost-effective scalability.
Since this article was written in 2005, is it safe to say Web 3.0 will be coming soon?
Problem? What problem?
Documentation...there I said it! As I mentioned in Class 1, we don't really have a HRIS system other than ADP HRProfile which isn't completely used to our benefit. If you're looking for prior history on a current employee, for example when their last review was, it wouldn't be an easy question to answer. I'm a little embarrassed and it might not sound like I'm doing my job, but I'm really good with documenting things, but its difficult if the other half of your dept and other managers aren't doing it. Background checks and resumes of past applicants are kept securily in boxes, but in terms of searching for one months later, it might be as hard as finding a needle in a haystack. We need an HRIS system and applicant tracker to eliminate paper trails and have better tracking.
Wednesday, November 12, 2008
Class 1
As I wrote on twitter on Monday, this class is a bit overwhelming in terms of all the different types of "tech" tools out there, but I'm excited! Paperless is a great concept. I'm not used to taking notes on the computer. I'm also not used to being on the computer more than 10 hours a day! (work and class).
Class 2 & RSS?
Class 2 we discussed about the history of technology originating to the stone age to 21st century. Like anything else in life, technology, speed and processes have evolved for the better over time allowing more efficiencies and elimination of working people. An example of what's been around overtime is RSS, but up until Wed. I didn't know what it stood for yet alone what it was.
What is RSS?
Name- RSS (Really Simple Syndication)
Comparable Technology- Google Reader - It is a web-based aggregator, capable of reading Atom and RSS feeds online or offline. It was released by Google on October 7, 2005 through Google Labs. Reader graduated from beta status on September 17, 2007 (taken from Google Reader site)
What is it? It allows you to take newsfeeds, headlines, websites, blogs, etc from different urls and feed it to your website. Timely updates in one place.
What problem is it designed to solve? Instead of accessing a gazillion websites to read your news, blogs, etc, they come to you! Very time efficient.
Pros- Easier to access, one stop location. They benefit readers who want to subscribe to timely updates from favored websites or to aggregate feeds from many sites into one place
Cons- web savy, can’t label items automatically based on past choices. You cannot annotate items. Similar news stories from different sources.
I love it!
What is RSS?
Name- RSS (Really Simple Syndication)
Comparable Technology- Google Reader - It is a web-based aggregator, capable of reading Atom and RSS feeds online or offline. It was released by Google on October 7, 2005 through Google Labs. Reader graduated from beta status on September 17, 2007 (taken from Google Reader site)
What is it? It allows you to take newsfeeds, headlines, websites, blogs, etc from different urls and feed it to your website. Timely updates in one place.
What problem is it designed to solve? Instead of accessing a gazillion websites to read your news, blogs, etc, they come to you! Very time efficient.
Pros- Easier to access, one stop location. They benefit readers who want to subscribe to timely updates from favored websites or to aggregate feeds from many sites into one place
Cons- web savy, can’t label items automatically based on past choices. You cannot annotate items. Similar news stories from different sources.
I love it!
Subscribe to:
Posts (Atom)