Steve's HR Tech: Hitting the Road

In the next few weeks I will be getting out of the ROC (finally) and hitting up a series of events in the coming days, and thought it made sense to summarize them here.

September 23 and 24 - Recruitfest 2009 - Toronto

I am really looking forward to this event.  While I am not myself a recruiter, the tools and technologies that recruiters are adopting are really interesting to me, they are a part of my HR Technology class topics, and the chance to see a live Animal show were all too compelling to pass up.

September 25 - Heading to Ottawa to meet with my friends from Halogen Software.  Regular readers of this blog will remember that Halogen has been a fantastic supporter of my class, and the HR social media space for a long time. I am really looking forward to learning more about their latest product developments. 

In addition, we will do a special 'remote' HR Happy Hour show from the Halogen offices on Sept 25, more details on that show will be posted on the HR Happy Hour site.

September 30 - I am speaking on HR Technology at the WTPF annual professional development event in Washington, DC. The WTPF is a Business Forum for HR Professionals, comprised of Human Resources professionals and thought leaders in the Greater Washington Metropolitan Area.

September 30 - October 2 - The HR Technology Conference in Chicago.  I will be meeting many leaders in the HR Tech space, getting interviews, doing some video blogs, and overall trying to learn and share as much as I can about the future of HR Technology. 

I am talking to some folks about doing another remote HR Happy Hour show from HR Tech, more details to come.

November 6-7 - The HRevolution - Louisville, Kentucky.  The first ever HR Blogging/Social Media Unconference. I am really excited about this event and have been honored to be a small part of the event planning.  This promises to be a great time and I will be leading a session on new and innovative technologies that HR pros can leverage.

For Labor Day - An Employee Success Story

Note : - On the cusp of Labor Day weekend, and with news of yet another increase in the US unemployment rate, this story of success, both for the employee and the organization I thought would be a rereshing change from the depressing employment news.

This past Saturday night I attended the Rochester Redwings (AAA Baseball) game.  It was as always a fantastic night, Redwings baseball is great family entertainment, and the organization really knows how to put customers first.

During and after the game the Redwings took time to recognize the service and achievements of their General Manager, Dan Mason, who was celebrating his 20-year anniversary of employment with the club. The image on the right is a commemorative poster that was handed out to fans entering the game. Certainly a wonderful accomplishment and it is apparent  the continued success of the club has much to do with his leadership.

What I found interesting in the brief remarks Mr. Mason made during the on-field ceremony was the appreciation and respect with which he spoke of the team's President (his boss) and many of the former employees and managers of the team he had worked with in the last 20 years.

Mr. Mason made a specific point to mention not just how well he had personally been treated during his time with the team, but also how well the organization had treated his entire family. A stong impression was that the team had really embraced the Mr. Mason and his family and that a deep mutual appreciation and respect had developed.

In minor-league sports, there is a strong undercurrent for players, managers, and executives of a 'move up or move out' mentality. Players are putting in their time, honing their skills to try and reach the major leagues, the ultimate goal for all of them. Front-office staff and management as well are frequently just biding their time in long hour, low pay positions, getting important experience in the sports business that they hope to leverage later in their careers.

A successful executive like Mr. Mason surely must have had many opportunities to move on, perhaps to a larger market, possibly to a major league team.  The fact that he has stayed with the Redwings to me is a testament to the ability of an organization, even a small one with limited resources, can engage and attract talented employees. How do the Redwings do this? Through a combination of genuine care for the well-being of the staff and their families, a clear focus on the organization's mission and goals, and a culture that emphasizes fun, experimentation, and excitement. Perhaps Mr. Mason could have left years ago, but for various reasons he has not, and a minor-league franchise like the Redwings has been able to retain major league talent.

What are some other ways that you have seen successful small organizations find, attract, and retain 'big-time' talent?

Time to Stop Digging

This is what was said in the Enterprise Systems planning meeting:

We have to expand the ERP system footprint, get more business processes integrated, really 'use' the system, and maybe we will start to see the return on investment that we've been waiting for.

This is what is closer to the truth:

We've sunk about $5M into this, we are in upgrade, maintenance, and crappy UI hell, so we better figure out a way to make this seem worth it to the executives or we're all in trouble.

The exact amount of the sunk cost in the installed system is not really the issue, it's more the fact that whatever the (large) investment was, many organizations are at the crossroads.

They've implemented big ERP systems for core HR, maybe payroll, tossed in a bit of self-service, perhaps dabbled in workforce management, but more or less have not really leveraged the capabilities of the massive system.

To the left, upgrade the ERP, get on the latest release (a daunting proposition for many), and try to take advantage of the new capabilities and features that are available (that will never be backported to your release from 2002), and upgrade the UI to something that looks relatively modern.

To the right, scrapping the upgrade, patching the legacy ERP together for employee tracking, payrFlickr - AidanBrooksoll, and benefits and looking to a modern SaaS-based platform for more strategic functions like Performance Management, Succession Planning, and Learning and Development.

Now there is even a third option, tossing the ERP entirely and moving to a SaaS HR system that will over all of those processes like Workday.

Obviously there isn't a blanket one size fits all solution for organizations in this predicament, and I won't offer any sweeping recommendations, but I will say this:

When you have dug yourself into a deep hole, it's probably time to stop digging.

HR Tech Chat - At a New Time

The monthly HR Tech Twitter Chat is set for today, Wednesday September 2nd at 1:00 PM EDT.

This is a new time for the Chat, as we thought we would try a time that might encourage more participation from multiple time zones.

A quick review of how these Twitter 'theme' chats work:

At 1:00 Bryon Abramowitz of Knowledge Infusion or myself will officially start the chat with a quick welcome message. Folks who are participating are asked to Tweet out their name and role so that we can all get better acquainted. 

An example would be 'Hi, I am Steve Boese, HR Technology Instructor at RIT in New York - #HR_Tech'

We will then get the discussion going around this month's topic - HR Measurement and Metrics.

Some questions that could be explored:

1. What are the key metrics that HR leaders need to measure?

2. Are they succeeding in measuring these key items?  Why or why not?

3. What vendors and solutions seem to offer the most robust and flexible solutions right now?

These are just a few ideas, in reality the conversation will go where the group takes it and that is most of the fun of the chats.

Some Tips for Chat participants:

• You participate by Tweeting with the hashtag '#HR_Tech' included in your update (usually at the end of the Tweet)
• Follow the flow of the conversation by tracking all Tweets with '#HR_Tech' using one of the following
  • Tweetchat - http://tweetchat.com/room/HR_Tech, you will need to sign in using your Twitter credentials, but this gives a nice overlay to the chat and will automatically append the hashtag to your updates
  • Tweetgrid - www.tweetgrid.com. Allows you to not only monitor the chat, but also your 'normal' Twitter stream and/or other search terms.  Takes a few minutes to setup but it is pretty neat.
  • Tweetdeck - If you are already using Tweetdeck just set up a new search column for the #HR_Tech hashtag. 
  • Twubs - I have not used this site yet, but I have heard many folks say it is pretty nice for following a 'theme' chat in Twitter. http://twubs.com/hr_tech.

These chats can be really interesting and informative, but honestly they would be greatly enhanced if we get some more 'non-Tech' HR folks interested and participating.  So if you are an HR pro and have some questions or comments about Talent Management technology, or quite honestly any HR Technology, it is a great opportunity to corner at least a dozen HR Technology professionals at one time.

Hope to see your #HR_Tech Tweets tomorrow!

It's Carnival of HR Time

The latest edition of the Carnival of HR is up at the HR Forum hosted by G.Neil!

As always, lots of excellent posts by a cross-section of the HR blog world.  Some of the highlights from this edition:Flickr - Inkyhack

Dan McCarthy’s post on 10 Ways to be a Great Follower

Jessica Miller-Merrell's post about maintaining a Social Media Mullet (business in the front, party in the back)

April Dowling on a story of exempt employees required to punch a time clock.

And thanks very much for including my post “Help You, Help You” on taking a super agent approach to advocating for yourself in the corporate world.

Check out all the great posts and enjoy!