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    Entries in HR Tech (316)

    Wednesday
    Jun272018

    Making it easier for employees to get paid

    I caught some news last week from the small business payroll provider Gusto announcing the initial launch of a service called 'Flexible Pay', a service designed to give employees at companies using the Gusto payroll service the ability to choose their own pay schedule and get paid whenever they want for hours they have already worked.

    Think about how most shops run a typical Bi-weekly, hourly payroll cycle. The employee works and clocks their hours and OT for a 14-day period, often ending on a Friday. The employer (or their service provider), sums up all the hours, calculates gross pay, sorts out the taxes and other deductions, and issues a paycheck or direct deposit for the employee's net pay about a week later - usually the following Friday. So the work done by the employee is essentially loaned to the employer until the two-week collection period ends, and the week of processing time is over. And for lots of employees, ones who might be facing bills or other obligations that don't line up well with the employer's pay schedule, that delay in getting their pay presents a problem.

    They might look for a payroll advance, put more spending on their credit cards, or even seek out a high-interest payday loan - often because the one to almost three week 'float' doesn't work for them in their lives.

    So the idea that a payroll service provider like Gusto is making it possible for employees to have more choice in when they get paid for time already worked, while also making it available to employers, (Gusto is basically fronting the funds for the employer until the 'real' payroll runs), I think is one that is long overdue, and is needed and will be appreciated by lots of employees.

    A couple of disclaimers here - this service is really new, and so far only available to Gusto customers in Texas, (more states are on the way), Gusto did not ask me or compensate me at all to post about this, (in fact I am pretty sure they did not even contact me about it), and finally, there might be other payroll providers out there with similar products and services (ADP, Paychex, Ceridian, etc.), I don't claim to know that this is an offering that is unique to Gusto. So please let me if your company already offers this, and I will add a footnote to the piece. But regardless, this is a cool idea and I hope it catches on with more companies and payroll providers.

    I will leave with this image - a crude Google map of Las Vegas with location pins for Starbucks locations, (which seem to be everywhere), and for Payday Loan Companies. Can you guess which is which?

     

    Have a great day!

     

     

    Friday
    Jun152018

    PODCAST: #HRHappyHour 324 - HR and the Internet and Technology Trends for 2018

    HR Happy Hour 324 - HR and the Internet and Technology Trends for 2018

    Hosts: Steve Boese, Trish McFarlane

    Sponsored by Virgin Pulse - www.virginpulse.com

    Listen HERE

    This week on the HR Happy Hour Show, hosts Steve Boese and Trish McFarlane talk about the Kleiner Perkins Internet Trends Report for 2018 and the key tech trends that are impacting work and workplaces.

    The Internet Trends Report is published annually by VC firm Kleiner Perkins, led by Mary Meeker, and provides a massive overview of the most important internet, technology, and software trends, on a global level, and is read and cited by just about everyone in the technology space. The report covers e-commerce, social networks, digital advertising, technology at work, enterprise technology, and much more. It is must-reading for anyone who needs to be current with what is going on in tech.

    On this annual HR Happy Hour Show covering the report, Steve and Trish identify three major themes from the 2018 Internet Trends that we think will impact HR and work - personalization and consumerization, the on-demand workforce, and finally Artificial Intelligence.

    We hit each of the three topics, shared some thoughts on how HR and HR tech are responding to them, and how HR leaders can use knowledge of these trends moving forward.

    We also talked about the weather, (of course), the virtues of the Slip 'n Slide, and why Steve doesn't like to buy green bananas.

    You can listen to the show on the show page HERE, on your favorite podcast app, or by using the widget player below:

    This was a fun show, thanks for listening. Remember to subscribe to the HR Happy Hour Show on Apple Podcasts, Stitcher Radio, or your favorite podcast app - just search for 'HR Happy Hour'.

    Thursday
    Jun072018

    Ending 'Upgrades' Once and For All

    About a hundred years ago (ok, it was not actually that long, just feels like it some days), I participated in my first, real 'Enterprise' technology project - helping to implement an Oracle E-Business Suite solution for a foreign division of a massive US-based telecommunications company. Even with that small, early scope, (the project continued for some years covering more and more countries), it was a pretty substantial piece of work.

    We needed DBA's to configure our servers, install the Oracle Applications, and do 'normal' maintenance like patching, load balancing, security, and cloning, (basically creating copies of application setups and configurations to create test, QA, and development environments). 

    We needed Analysts to figure out the business requirements, map these to the application functions, set up the apps accordingly, run tests, identify gaps, and train the end users.

    We needed Programmers to develop custom data loader programs and custom interfaces to other systems that the Oracle Apps needed to feed, or to be fed data by. And of course these programmers needed to develop custom capability that the business needed but the Apps, as least out of the box, could not provide. And don't get me started on all the custom reports that had to be built - even for a small implementation in one country initially.

    Add in to all this documentation, test plans, user process scripts, communication, change management - and the countless other things that need to be done in order, back then, to complete a successful implementation of traditional, (read on-premise), enterprise technology.

    And after all that work, all that time, resource allocation, investment and effort, after it was all done and the system was live do you know what we found? That by then Oracle had released a brand new, better, more capable and upgraded version of the Applications, and if we and the users really wanted the latest and best functionality we had to, wait for it - upgrade.

    But the problem was back then, and to some extent for many companies this is still true today, an upgrade was almost as much work as the initial implementation. The upgrade from one version of a large, on-premise, set of enterprise applications, (with customizations and interfaces), required the efforts of all those same groups of people mentioned above. Upgrades were really manual, required tons of validation and testing, and if the functionality had changed enough, also necessitated significant user training and change management efforts. Frankly, upgrades stunk. And so many organizations running enterprise apps on-premise avoided them as much as they could, preferring to stick with and maintain older versions, (with fewer features and capabilities), as the tradeoff. And that tradeoff has perpetuated. Way longer than most of us thought it might.

    Even in 2018, in this time when we like to assume that every large organization has moved their enterprise systems for Finance, HR, Operations, Manufacturing, Supply Chain, etc. to the cloud, many large organizations have not, and are still running versions of on-premise Enterprise solutions, as the cost, complexity, and resources needed to do a 'upgrade to the cloud' were just as massive and daunting as the old on-premise upgrades were back then. In fact, many of these cloud migrations are not upgrades at all in the classic sense - they are full-on re-implementations - huge technical and functional projects that as I said, many firms have continued to avoid or postpone.

    Sorry for the history lesson, but it's important for the news I wanted to share today.  

    Earlier this week, and in a way that particularly resonated for me given my history with Oracle E-Business Suite, Oracle announced the Oracle "Soar to the Cloud" solution - an automated set to tools and processes to enable customers running older versions of Oracle Applications on-premise to migrate to the Oracle Fusion ERP in the Cloud solutions much faster than ever before, and with the assurance that data will be migrated, configurations will be applied consistently in the cloud, and even any customizations done on-premise will be addressed with a new library of pluggable Fusion ERP integration capabilities.

    If you want to deep dive into the nuts and bolts how this process will work, take a look at this video of the presentation made this week by Larry Ellison, Oracle CTO and Chairman, as he walks through the process. But even if you don't need r want to understand all the technical details - just remember this - the Oracle Soar to the Cloud program promises to make your organization's 'upgrade' to the cloud truly the last upgrade (in the traditional sense), that you will have to undertake.

    Once you make it to the Cloud - your organization can get the benefit of regular, continuous, and frictionless updates to your enterprise apps - making the ability to adopt new capabilities, remain compliant with new regulations, and move more quickly and innovate more rapidly than at any time in the past. 

    Your organization probably knows you want/need to be in the Cloud for these reasons and more.

    But if you are in one of the organizations that for one reason or another has avoided the cloud, avoided the dreaded 'upgrade' - this new Soar to the Cloud program might be just what you need to kick start those plans. 

    Learn more at Oracle Soar

    Friday
    May182018

    PODCAST: HR Happy Hour - Oracle Spotlight - Bringing HR and Finance Together

    HR Happy Hour - Oracle Spotlight - Episode 3: Bringing HR and Finance Together

    Hosts: Steve BoeseTrish McFarlane

    Guest: Gretchen Alarcon, Group Vice President, Product Strategy, Oracle

    Listen HERE

    This week on the HR Happy Hour Show, hosts Steve Boese and Trish McFarlane conclude a special series of podcasts with our friends at Oracle HCM. On Episode 3, we are joined by Gretchen Alarcon from Oracle to talk about how the increasing importance of the relationship between the CHRO and the CFO, how HR leaders and organizations can partner more effectively, and the benefits that organizations are realizing when consolidating administrative systems for HR and Finance on a common cloud platform. 

    Additionally, Steve shared his geeky enthusiasm for finance and accounting, Trish talked about how she worked with the CFO as and HR leader, and Gretchen talked about some of the key technical benefits that common cloud platforms drive for HR leaders.

    You can listen to the show on the show page HERE, on your favorite podcast app, or by using the widget player below:

    This was a really interesting conversation and if you enjoyed the show, make sure to check out our other episodes in the Oracle Spotlight series.

    Thanks to Gretchen for joining us and thanks to our friends at Oracle HCM for making this series happen. Learn more at www.oracle.com/hcm

    Subscribe to the HR Happy Hour Show on Apple Podcasts, Stitcher Radio, or wherever you get your podcasts - just search for 'HR Happy Hour'.

    Tuesday
    May152018

    PODCAST: #HRHappyHour 321 - The New CHRO Agenda and a ServiceNow Update

    PODCAST: #HRHappyHour 321 - The New CHRO Agenda and a ServiceNow Update

    Sponsored by VirginPulse - www.virginpulse.com

    Host: Steve Boese

    Guests: Pat Wadors, Chief Talent Officer, CHRO; Deepak Bharadwaj, VP, GM, HR Business Unit; Jen Stroud, HR Evangelist, ServiceNow

    Listen HERE

    This week on the HR Happy Hour Show, Steve recorded live from the recent ServiceNow Knowledge18 event in Las Vegas.

    In this two-part episode, Steve was joined by ServiceNow's CHRO and Chief Talent Officer Pat Wadors to talk about some of the key findings and trends that were discovered in ServiceNow's recent research report titled 'The New CHRO Agenda'. Pat talked about HR and digital transformation, the role of the CHRO in employee collaboration, and her view that 'HR is Sexy' and how the fundamental role of the HR leader is to unlock people's power and potential.

    Then in Part 2 of the episode,  Deepak Bharadwaj and Jen Stroud from ServiceNow shared some details about the ServiceNow platform, its history in IT and Customer Service management and how that benefits and informs their HR solutions, and how some organizations are leveraging the platform and its new capabilities in automation, AI, and chat to help create great employee experiences.

    You can listen to the show on the show page HERE, on your favorite podcast app, or by using the widget player below:

    This was a fun show - thanks to our friends at ServiceNow for having us at the event.

    Remember to subscribe to the HR Happy Hour Show on Apple Podcast, Stitcher Radio, or your favorite podcast app - just search for 'HR Happy Hour.'