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    HR Technology 2.0 - Help outline a new class

    Regular readers of this blog may know that I have had an ongoing debate and discussion on whether or not I should 'split' my HR Technology class into two distinct classes, one focused on 'core' processes  and the fundamentals of HR Technology, and a new class dedicated to so-called the implications of 'new' technology on Human Resources.  You know, Facebook, LinkedIn, Twitter, enterprise social networking, and blogs, wikis, RSS etc.

    A survey of past students indicated 100% positive interest in taking a class completely devoted to new HR Tech, talks with one or two other professors were positive, and an informal Twitter poll also showed strong support and agreement for the need for the new class.

    So, students, colleagues, and peers all think it is a good idea, now what?

    Now I need an outline and proposal to the curriculum committee.  And here is where I am asking the community for help. 

    What topics, technologies, processes, and innovations should be a part of this new HR 2.0 class? 

    What should be emphasized?

    What should the background reading assignments be?

    What activities and assignments should be developed to help the students understand and demonstrate HR 2.0?

    Of course I have my ideas on this, and I can write up and submit the proposal without 'community' feedback, but I certainly think the course will be richer, fuller, and have a much better chance of being accepted if I can include insight and expertise from the vast knowledge base of the HR community.

    So, help me with my class would you?  What goes in an HR Technology 2.0 class? What would you like to teach, or to learn?  What should the modern HR leader know about Technology 2.0?

    Leave a comment, send me an e-mail, or an @sbjet reply on Twitter.

    Thanks in advance.


    Bikini Girl Followers

    I love Twitter as much as the next guy, but there are a few nagging annoyances that you simply have to learn to put up with sometimes - auto-dms, rambling two-way conversations between people you are following that you wish they would take out of the 'main stream', and my new personal favorite, the bikini girl follower.

    What is the bikini girl follower you ask?

    This is the follower that has an innocuous sounding name, my last one was 'Joan', but with a Twitter handle something like 'ExGYtg'.  If you click through to the profile, you find the classic bikini girl profile image, and exactly one update, a link to learn how 'Joan' won a free laptop.

    Awesome right?  Good looking bikini girls, with free laptops on offer what could be better?

    Now I would really, really like to believe there are truly attractive young biking girls who want to help me get a free laptop.  So, I will give them a chance here.

    Bikini girls - instead of following me on Twitter, use the contact form on the blog to send me an e-mail and let me know where I can pick up that laptop, okay?

    And for the rest of you reading this, you can follow me on Twitter - click here, even if you are not a bikini girl!



    A Collaboration Experiment

    The past couple of weeks I have organized and have been monitoring a very small pilot of Yammer in our organization. For those who may not be familiar, Yammer is positioned as 'Twitter for the enterprise', a service that allows people to provide short text updates, ask questions, and provide information to their colleagues in (nearly) real-time.  Unlike Twitter where updates are typically visible to anyone on the service, Yammer networks are restricted to members of individual organizations, by means of valid

    possession of a valid e-mail address from the company domain.

    I managed to get several team members to register at the site, join the dedicated, private group that I created to keep most of their updates 'private' and internal to the group, and also walked everyone through the steps to download and install the Yammer desktop client.

    So far, the adoption has been decent, and I think there is at least a 50-50 chance that Yammer will eventually become a reasonably important part of the every day communication process in the team.  But there are already a few key lessons that I have drawn from this brief experiment, lessons that I think would be broadly applicable to most other new 'collaboration' technologies (wikis, internal networks, or idea markets) that you may try and introduce into the organization.

    Lesson 1 - Tools won't create collaboration immediately

    Most of the work that is done by the team members has typically been done individually.  The practice and culture of primarily individual effort doesn't miraculously change or morph just because a flashy new 'collaboration' tool is available. Analysis of the traffic on the Yammer network reveals a modest amount of communication on actual 'work products' primarily centered around simple 'status' type questions and answers.  The tool has not immediately impacted the group to foster or encourage more collaborative problem-solving, development, or design.  That may come in time, but the tool itself won't make that change happen overnight.

    Lesson 2 - The right people need to be included

    One reason the collaboration levels inside this group are relatively low, is that much more interaction and collaboration actually occurs with folks outside the group, the customers for this team's development.  Inclusion of some of the key customer contacts in the pilot would likely lead to increased traffic and added value on the Yammer network.  In time it is anticipated that the 'wider' network will begin to communicate and collaborate more freely. So when organizing a pilot program, don't be afraid to cast a wider net in soliciting and including participants.

    Lesson 3 - Simplicity is more important that almost everything else

    Even with a dirt-simple tool like Yammer, I have had to spend quite a bit of time explaining how the tool works, how to get signed up, and how to download and configure the client application.  There were several moments of confusion and mis-steps along the way, while none of them are that complex, they still introduce unneeded friction into the process.  Any participants that are perhaps unwilling or disinterested in the pilot, or are slightly technology averse, may very well be completely turned off by these issues.  Whatever tools you plan to introduce to the organization, make sure you keep them as simple as possible, at least initially, if not forever.  Find the one or two key features you need, find a tool that supports them exceedingly well, and put everything else on the back burner. Simplicity is essential.

    Lesson 4 - But not as important as executive support

    This experiment may be successful, or it may not.  But I am 100% sure that if the 'right' senior executive found out about it, and was not comfortable or supportive, the project would quickly end. Once your collaboration project moves beyond just a few users 'playing around' and starts to gain some traction in the enterprise, you have got to secure senior level support.  This is so important. To have an executive sponsor that can break down barriers, protect your project from the budget ax (maybe), and serve as a champion in those meetings that you don't get invited to may be the determining factor in your success.  The most crushing and disappointing outcome sometimes is the hammer coming down from on high ending your project due to the lack of the right executive support.

    Lesson 5 - You won't know unless you try

    In my example, we are experimenting with Yammer, a free online tool.  The only cost is the internal staff time spent testing, explaining, and documenting the registration process.  The 'barriers' to this type of project are therefore extremely low. So consequently, it is an easy tool to try out.  Not all technologies in the collaboration space are completely free, but most are relatively inexpensive compared to most other enterprise software.  Wikis, internal social networks, and hosted blogs can all be tested and experimented with at modest costs. Many technologies have 30-day free trials that give you just enough time to get the feel of the technology.  You really can't just discuss these technologies to determine if they truly will be effective and important to your organization and deliver on the promise of increased collaboration and communication.  You really have to give them a 'real' test.  Fortunately, most of these tools are offered in the SaaS mode, do not require an upfront license fee, and allow you to walk away from the project with no penalties at almost any time.  But you may need to secure at least some funding to truly give these tools a try.

    So far our project is progressing, and I anticipate over time, if we can keep in mind and learn our lessons, it will be successful.

    I would love to hear what some other technologists have to say about the key lessons in introducing collaboration tools to the organization.


    With great power...

    comes great responsibility.

    I am a comic book geek.  I remember and still own the first comic book I ever purchased.  It was Amazing Spider-Man #149, in 1977. 

    Please keep the 'old fool' jokes to yourself. 

    It cost $0.25 and I was so proud of myself for investing the quarter in a comic that I could read over and over, versus buying some candy or gum that I would have enjoyed for five minutes and then would have been gone forever.

    Now, I wish I still had every comic that I bought when I was a kid, but the fact that I still have the very first one still means a lot to me, and that I will be able to pass it on to my son is special to me.

    The key message of Spider-Man was always, 'With great power, comes great responsibility'.  Peter Parker (Spider-Man's true identity) constantly struggles balancing his 'responsibility' to use his tremendous powers to battle evil with his desire to have a 'normal' life, and be happy and content. Of course throughout the Spider-Man saga, his responsibility to fight crime leads to tragedy and pain in his personal life, and many times he battles the urge to simply walk away from it all, and just live his life as a regular man.

    This is an incredibly unsettling time.  Jobs are disappearing, investment portfolios are worth half what they were a year ago, and everyone is looking over their shoulder waiting for some bad news.

    If you are a leader or manager of employees, you too have a 'great responsibility', sometimes one that you don't always relish.  Your employees are looking to you more that ever for leadership, guidance, and most importantly, to make the right decisions that may mean the difference in saving their jobs.

    It is not easy, it is not fun, it is incredibly hard to hang in there, to give your best day after day under this kind of pressure.  But you have to.  If not you, then who?  You are Peter Parker. You are Spider-Man.

    With great power, comes great responsibility.








    March Madness - HR Carnival Style

    The latest HR Carnival is up on Kris Dunn's HR Capitalist blog,

    where Kris has set up a 'March Madness' style tournament of your favorite HR blogs.Flickr - Curtis Perry

    My HR Technology Blog is included as well, (but if you are reading this, I am already one of your favorites, right?)

    Please take a few minutes to check out the Carnival, vote for the HR blogs you enjoy, (or give some sympathy votes to me).

    Thanks Kris for hosting and for the great idea for this Carnival.