Nice work Frankie! Definitely should add that one to your talent profile…
Technorati Tags: Michael phelps, frankie delisle, facebook
Love to see talent profiles predominately displayed on the NBC Olympics home page…
Technorati Tags: nbc, olympics, talent profiles, michael phelps, gold
Today I stumbled upon a new service from LinkedIn called Companies. Interestingly it shows SuccessFactors as “Most Connected Companies” but that is not the point of the blog post.
The new service provides some great intelligence into the social behaviors of their employees while at the same time providing some essential employee information most companies are unable to track. The intelligence includes:
Truly amazing intelligence for any employee, prospective candidate and HR themselves.
Technorati Tags: LinkedIn profiles, talent management, employee
One of the biggest problems I see today with talent management suite vendors is the demand on the user for a single standard of usage. Nearly all of the vendors force a set of requirements on the user to access their talent management applications to do performance reviews, design succession plans, create requisitions etc. Those requirements center around driving users solely to the vendors web application to interact and transact.
This is one of the greatest challenges in talent management today because users and managers aren’t always working in their browser…especially those that travel frequently. As a result, the users are forced into to the applications by an event, such as performance appraisal time, instead of going there to actually do their job better. For talent management to have long term success, the applications must have multiple tentacles for the user to access, interact and derive value.
So you are probably asking…give me a few examples. OK…
1. Using the #1 HR application of choice, the employee directory, as the front door to talent management. You can search for an employee but also get to know more about them (from the integration with an employee profile of course), and have the ability to see all necessary and available information for the employee (performance data, succession pools, tags, and even “friends” in the future).
2. Using Microsoft Office or other productivity tools to interact with the applications to update the application and actually transact with the system (ie do a performance review). One of the things I (and the audience) loved about Taleo’s new performance application at the launch last year wasn’t the fancy-pants user interface that many raved about, but the integration with Microsoft Outlook to interact with the application.
3. Using RSS readers to share, publish and push HR data to users can have real-time and offline access to HR information that would accelerate decision-making.
4. Incorporating consumer-based applications or features such as Facebook or Twitter into the application. One of the best features most of my enterprise friends use on Facebook is “Status Update”, or the ability for individuals to push updates about where they are or what they are doing. The enterprise usage could be huge and think about the stickiness that would create to drive users to the talent management system.
I guess what I am trying to say in all of this is that talent management must have multiple front doors for long-term success and value creation!
Technorati Tags: talent management, usability, social software
News of the week for August 1, 2008…
Keep your eyes peeled for interesting Google-related news next week.
Conference calls in gondolas, meetings from the bench of a rowboat, decompression stress capsules — the workplace of the past, present and future is available today — all courtesy of Google.
There has been lots of debate on the Internet and on Wall Street over the past few days regarding Steve Jobs, Apple’s CEO, and the company’s unwillingness to address the status of his health. See…a few years ago, Jobs was diagnosed with pancreatic cancer, a typically fast moving and fatal cancer. More recently, Jobs has appeared in public looking frail and not his energetic self. With the company’s meteoric rise and return to iconic stature among consumers and Wall Street alike, it has become well apparent that Jobs is what makes Apple tick.
The discussion over the past few days with Apple highlight many concerns and issues for many companies, particularly what does the bench strength look like beyond its CEO. It has also brought into question a larger question being demanded of many companies — if and when companies should share the succession plans in the executive offices.
Discussion of Jobs health made for a wild ride in the company’s stock on Monday. Many succession plans in Silicon Valley are closely guarded secrets. Some large companies, including Oracle, have even stated they do not have an active succession plan in place. As demands on boards continue to increase, and investors crave for deeper insight into a company’s operation, succession plans are becoming increasingly important.
But executive succession plans typically only come into play when a CEO announces their impending retirement. A few years ago, when Jack Welch, then CEO of GE announced his retirement, GE’s succession plan was played out in full view over the span of many months. What was interesting about GE was of the 3 potential CEO candidates, it was well known that the two that didn’t become CEO would most likely leave the company. To Jack and GE’s credit, though, they had build a strong bench that supported the bench.
While most companies do not like to discuss the fate of a well-admired CEO, the key takeaway is that it is never too early to start building the succession pool throughout an entire organization.
Technorati Tags: Apple, Steve Jobs, succession management, Oracle, CEO
Over the past few days, I have received a few inquiries from our clients regarding a new service called AllianceQ. You can read a good post about AllianceQ over at The Talent Buzz.
Every year or so, a new vendor comes along in an attempt to “revolutionize” job boards and siphon off some Monster dollars. Enterprises rush to sign up but then quickly abandon ship as those solution often over-promise and under-deliver. Most recently, Jobster was the vendor that claimed job boards are dead and social networks were the future for job search. To date, they, as well as many others vendors, have produced lackluster results in their quest to crush the job boards (interestingly Jobster’s original claim that Monster sucked because it was littered with garbage advertising has now followed suit).
Interestingly, based on our survey (membership required) with ERE earlier this year, job boards are not only the most used technology for sourcing and recruiting (89.1%) but also rank as the most effective tool for recruiting, surpassing internet search, social networks, and talent acquisition/ATS.
Based on the press buzz this past week, AllianceQ seems to be this year’s version of the job board killer. AllianceQ concept is to pool candidates from a bunch of member companies in an attempt to drive down the advertising costs of recruiting. I guess I need to see more because I’m not sure I get the concept of companies passing on a candidate to then throw that unqualified candidate into a pool of other unqualified candidates. Am I missing something?
Technorati Tags: AllianceQ, recruitment, Jobster, ATS, social networks
In the most recent issue, Workforce Magazine provided some stats on the top HR leaders among Fortune’s 20 Most Admired Companies. In analyzing those stats, some interesting facts appear…
Discuss…
Technorati Tags: Fortune, top HR leaders, Google, Southwest, Facebook, Microsoft, HR, Workforce Magazine
Every year, I look forward to celebrating Independence Day and this year was no exception. This year, though, was a little bittersweet. As a first year attendee to the Madison, CT July 4th parade, I was saddened to watch the passing veterans.
I read The Greatest Generation a number of years ago and even had a chance to hear Tom Brokaw speak a few months ago. The stories, commitments, and values of the greatest generation are truly incredible to hear, see and read.
As I watched the parade, though, the first thing that came to mind is that we are very quickly losing the greatest generation. This year’s float of Iwo Jima survivors only included 3 veterans (with sadly another 7 seats on the float vacant). The greatest generation should always be remembered with the respect and honor they deserve.
A great program called the Honor Flight Network has recently started to bring WW2 survivors to visit the war memorial. For those interested in donating to the cause, visit the Honor Flight Network website.
Technorati Tags: Independence Day, Honor Flight Network, July 4th, Greatest Generation
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