Smart Phones and Web 2.0 and Employees

First the iPhone, and now gPhone. It seems that we are just about to enter a new world of mobile computing where enterprises would be surprised, in some cases overwhelmed by the way such technologies can impact them.

Technology is growing by leaps and bounds, and in this lies the opportunity to make the workplace even more connected.

Its time for organizations to realise that connectivity and convergence of different forms of technology is no more a myth but a reality. More so, such a convergence can permanently change the landscape of how we work.
Lets first understand whats different from the past

1. Mobiles are no more about calling, they have become smartphones with the ability to converge enterprise e-mail systems,high speed web browsing,location based services, GPS and more.

2. Its not just Gen Y that we should bother about, technology has a faster spread.

What it does to organizations ?

Internet access policies are redundant. I have seen many organizations not allowing use of blogs, professional networking sites, how can they stop it on a mobile device ?
Organizations would have to think of new ways to keep " ever connected " employee engaged and productive at work place. Thats not to say that these devices are all about play, they actually have the capability to bring Web 2.0 onto the palms of the user.
How ?Sample this ?
I have to go for a meeting to a co, where I dont have the contact details for the person. I also dont have any background to that person, worst still, I have not even checked the financial performance of the co.
The real convenience of web browsing !!!
Another aspect is the fast growing applications that are being offered on the web.
however its still not there where it can reach, for example a location based service which offers easy access to prospective candidates when a recruiter is searching without actually letting out personal information. The recruiter can contact the applicant once he finds the profile interesting through sms or chat.
For such an application to really work, the scale also has to be there however with the fast penetrating mobile device space, the scale is bound to go up and then the question would be
Have we as organizations adapted to the new world ?
Many may not have an answer in positive then.

Is Platform really the service ???

I read an article on the Taleo blog here.
While this article talks about how Platform can integrate services in its offering, thus making it more flexible.In my view, the real world operates differently. While any amount of flexibility is welcome, can it be at the cost of integration ?

Its been a traditional debate between pure play SaaS vendors and other vendors,how the customer can chose whats best for him ?
While wisdom would say that each approach has a benefit associated with it, yet to simplify things its important to look at the reasons of automation and why organizations look for Systems in the first place.
Organizations are formed of people, systems, hierarchies and their networks. If we were to take a simplistic approach of making a process, it would consist of these four blocks as shown below

If you look carefully, an organization that needs to implement systems and processes needs to adapt technology.
Now how does that make a difference when it comes to different models ?
Very simply put from the above slide its clear that technology can help you define your compliance when people and processes interface, your connections when process and networks interface and so on and so forth.
From this it looks like that the very basic premise for investing in a system is to ensure that benefits of integration are available.
Thats where an ERP approach scores over a SaaS approach as it offers off the shelf integration for various purposes.
Still wondering which one would be the best for you ?

Human face to recruitment

Remember the time you go for an interview from campus, you would have met a team from the recruiting organization that typically does a presentation sometimes more to tell about the company. Now contrast this with off campus or lateral recruitment, which might happen in a manner radically different.... With no human interface except the person who is probably interviewing you.
Yes, you can argue that there is no requirement for such an interface in most of the cases, but the person joining your organization may know a lot about his role but may have no clue on how well would he fit into the organization.
More and more organizations are therefore resorting to branding exercises becoming a part of recruitment drive at all levels. A trend of taking feedback on experience is the latest on this front. Organizations believe that feedback on the recruitment process and the face that recruitment organization shows is critical to the way the organizations perceive the brand.
What remains to be seen is how organizations would lend a balance between the technology at the same time ensuring the necessary human touch remains would be interesting moreso in times, when more and more recruiting would happen through other channels like social networks.
Interesting times ahead indeed !!!

Financial Meltdown and HCM Software investments

We all read it, two iconic US banks going down in a matter of few days !!!
Does this kind of Financial meltdown signals warning to the HCM Software market ? Is it temporary ? These are some of the questions which are floating on other blogs too.

I thought I would share my opinions on this through this medium.

First of all, the kind of globalisation we are all part of, there is virtually nothing that can go without an impact. So if there is a shakeup in US, tremors are virtually felt across the world.
This is also true for the coming crisis, which due to the nature of inclusion to the global economy would impact revenues and therefore investments.
I am not an investment advisor, nor am i intending to play that role, but here is what I see as the future of the industry which banks on HCM Software.

1. Organizations would try to be more careful in their choice and justification of need of HCM Software. One prime reason I see this happening is, HCM is an area which has more intangible ROI associated with it and therefore it would be difficult to justify investments.

2. Organizations would definitely look at a long term investment and ROI too. This is likely to bring more focussed investments in long term, stable options rather than investing in a small term player.

3. Outsourcing could pick up as a result of this, organizations would see value in reducing their operative costs. This could also mean evaluation and availability of more options like managed services, BPO, Shared Service or SaaS.

4. I also see a trend towards addressing a requirement becoming the focus. This would mean that need based solutions like recruiting, learning management system, self service etc would be more in demand. Apart from addressing a specific need, such solutions are also easy to deploy.

5. Last but not the least, the organizations who have not invested in HR Software so far, may find a reason to wait. This would not apply globally and may not even be specific to an industry, but caution is the word where no experience exists.

To sum it up, its a time to refocus, rethink and reutilize the capabilities of the organizations to save cost, however not at the cost of automation. Because apart from being desirable HR automation today is a source of competitive advantage and its benefit in the medium to long term are there to see.
I personally also see this evaluation phase leading to better processes being identified to separate the haves from have nots. So organizations would be able to put in stringent measures in place to evaluate which software would actually be the best for them.

However a word of caution - Being Price conscious may bring down your investment worries however may not give you what you need. So invest but invest wisely.

Back to Blogging

Friends

Sorry for not being able to actively blog for the last couple of months. I am back now, and hope to remain active.
Thanks to all the readers who have been commenting and also asking about my whereabouts during this period of hibernation.
I would be blogging on some recent experiences in seminars and conferences, also keeping attuned to the technology of HR, some new lights there
Stay tuned for more in coming days :)

Leveraging your Networks!!!

Ever thought how easy it is to leverage your networks ??? Well not all that easy to start with.
Sample this, best networked people on average are connected to over 100 people on different networks, to name a few linkedin, toosteps, namyz,facebook and many others. Yet beyond establishing contacts, there is little that happens on these groups. Worst only 20 % are actually active.
Are these prophecies of doom for the so called networked world ???
It's time we realize how these networks can be leveraged. I would like to highlight some steps which may help you remain active,some very simple tips from my personal experience in dealing with fellow networkers

1. Keep updating your profile on a regular basis.

2. When creating a profile, make sure to add links to your profile on other sites, helps people connect 360 degrees.

3. Use information to arrange contacts, use tags wherever possible.

4. Login atleast once a week to keep in touch with latest developments on your network.

5. Last but not the least make efforts to create knowledge communities , discussion groups that encourage group participation.

If these simple steps are followed, we may be able to make networks more meaningful.
Happy networking !!!