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The Road From HRM To Business Results Is Littered With Misguided Metrics — Part II « In Full Bloom
Tying HRM (or HCM) initiatives (and) metrics to business outcomes is extremely important. I would tweak what Naomi discusses here in two dimensions. First, I think it is "Relative" TCBO. HCM is not the only thing impacting business outcomes. Second, one needs to understand how correlated or causal a specific HCM intervention may be to impact the business outcome (this helps you understand the likelihood of achieving the outcome).
Where does all the data come from?
Another great post from Thomas Otter. I would add that you have to think about data entry in the context of processes (formal and ad hoc). Just providing a data entry screen to capture data is often not enough, especially in a Web 2.0 world.
The Road From HRM To Business Results Is Littered With Misguided Metrics — Part I « In Full Bloom
Naomi, welcome to the blogger ranks. Great post on metrics and what strategic HCM should be about.
The Workforce Connection: JobAngels - Help That's Heaven Sent
Pretty cool idea that shows the power of the network/collective.
Steve's HR Technology - Journal - Is HR Dead? - The Reading List
Great list of articles/blogs discussing the demise of HR.
Hewitt's 2009 Global HR Study - Hewitt Associates - Human Resources Consulting and Outsourcing - Research & Insights - Survey Results
Good stuff on Global HR from Hewitt. There is a link to the study highlights here.
Michael Fauscette: Oracle OpenWorld update #3, Fusion Apps
Good overview of Fusion Apps with screen shots.
Bob Sutton: Challenging Ingrained Assumptions in HR: My Remarks at the Singapore Human Capital Summit
Great post on rethinking conventional HR wisdom.
The HR Capitalist: Recruiting MBAs into HR: Tough to Do When They Grab a Copy of "HR Magazine" for a RJP...
Food for thought on the world of HR.
Subvert the HR department with Workscore | Rafe's Radar - CNET News
Very interesting development following in the footsteps of Checkster and Rypple. Talent management owned by the Talent, not the employer. This goes further with employer ratings, not just employee ratings. Portability of the talent profile (or social resume if you prefer), will be increasingly important for employees because they will likely work more than 20 jobs in their lifetime.
What does strategic human resources do? | Renegade HR
Definitely a good starting list. HCM/Talent management vendors need to keep these in mind as guiding principles.
Fistful of Talent: What the Future of HR is not Learning... But Should Be...
It is an interesting dichotomy that HR professionals are typically not tech savvy, yet leading edge technology is often used in HR first. HR was early adopters of client/server (HRMS) and multi-tenant SaaS (Recruiting) solutions. I agree with the overall point though - HR and IT need to partner to get the best results.
Leveraging HR Metrics - Human Resource Executive Online - Story
Great case study on Qualcomm leveraging analytics to drive talent management.
Concluding Thoughts on Employee Engagement | Boyd On Business
Some good data and a report on employee engagement.
Why Not Trade Surplus Talent with Other Firms? A Lesson Learned From Sports : ERE.net
This post will make you think a little bit, not only about talent management practices, but the implications from a systems perspective.
systematicHR - Human Resources Strategy and Technology » Top Chef on Management Styles
I am a big Top Chef fan too. I had similar thoughts as I was watching the show as well. It is just another reminder that engagement is about the relationships, not the technology supporting it.
Compensation Cafe: The Healthcare Cost Spiral
Important thoughts about the need for healthcare reform in the US. The focus on the single payer system obscures the fact that the status quo is not acceptable.
A "Killer" App That Puts The Science In Recruiting : ERE.net
We agree with the promise of Orca Eyes. We highlighted the organization in our "Cool Vendors in Human Capital Management Software, 2009" research.
HR’s Job is to Help Employees Create Great Customer Experiences | KnowHR Blog
This is a good reminder that it does not matter if you have the best talent management processes and technology if employees do not do the right thing at "moments of truth". HR needs to work backwards from the "moments of truth" and make sure that talent management processes and technology align to make them come out right.
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