Here is my blog on Lawson - show 16. I was absent when this was given out so I am not sure who my partner was but I listened to the podcast and blogged some notes and information on the Lawson podcast below:
Lawson Software - public company committed to HCM (Human Capital Management)
With economic fears, software sales are the lowest in eight years, regardless, you have to be really focused because software will give you ROI (these investments will pay off).
Lawson has two new products: workforce and talent management
Smart companies will use this time to bulk up and develop these products.
Saas
Talent management suite for Lawson is saas based - licencing and deployment model
Licencing and deployment model is central to Lawsons strategy
Customers want to be able to pay as they go
The whole idea is about what the customer sees, touches and feels
Own vs pay? It is the predominate interest and what ever the customer/client wants
The future that is basically a hybrid
Encourage customer to pursue a managed care product
Thoughts about web 2.0 :
incorporates blogs wikis (connecting people with one another)
Many companies are finding free off the shelf tools for solutions in creative and effective ways
developing spaces specific with how the user wants to interact with their applications so Lawson built integrations
Lawson build widget to integrate with facebook -insert job page
We are the system of record for all the data that will enable collaboration
how do we help organizations collect data and leverage it to bring people together
being the platform/data feed for the applications and data to exist - extend these applications
Lawson created new suit - talent management
Monday, December 15, 2008
Sunday, December 7, 2008
Transparent office: 6 steps to Company-Wide Adoption - Michael Idinopulos's Blog on Social Software in the Enterprise
Very interesting article. It is really amazing to think how technology is rapidly evolving (can anyone ever keep up)?? This really just demonstrates how critical using and maximizing technology will be (and already is) for companies to have any kind of competitive advantage. It will be interesting to watch the future success (or lack of) of companies that jump on board and use technology and those that don't. This article really got me thinking; can companies sustain without using technology? Will companies that don't utilize this ever evolving would of technology be able to recruit and retain top talent or the new and innovative generations? Are there companies that can remain successful with out using technology? If so, which ones and why? Will companies start changing their departments and overall organizations to keep up with technology (ie start creating more comprehensive on site IT departments to support these rapidly evolving needs)?
I think if we don't start to see a shift in company cultures and an openness to embrace, accept and utilize technology in a more comprehensive way, we will begin to see many once successful companies fail. This needs to happen before we can even begin to look at the how to implement these technologies or approach company wide adoption mentioned in this article.
Other points from the article:
Companies are moving beyond implementing technology only among teams but rather are looking to social software to transform their entire organization. Because of this companies must take a different approach. Company wide implementations are very different from departmental implementations. Here is a starting point the article mentions to do so:
1. Encourage a broad range of use cases. Different groups will find value in different ways: finding experts, managing projects, surfacing ideas from the field, communicating to staff, building social communities, monitoring competitors, staying in constant contact with customers, etc. Encourage the diversity, while looking for common patterns.
2. Recruit energetic champions across the organization. It's very clear from the customer studies we've done that individuals play a major role in determining who adopts these tools and how. Enlisting energetic evangelists in their respective geographies and divisions is critical. You need both generalists who touch many different parts of the organization and specialists who can deliver deep penetration in local areas.
3. Launch the tools with hands-on experiences for new users. Social software is fun...once you try it. Don't just show it to your company; create a moment that forces them to actually try it out. Use large-scale gatherings (physical and virtual) to pull in large numbers of people at once.
4. Route repeated activities through social software. Use your social software to supplant email on routine information requests. Some of those activities should be common across the entire company, while others will be group-specific.
5. Integrate with existing systems of record. Social software can be a great way to enhance CRM, document management, and other structured systems of record with more free-form context, conversation, ideation, and socialization.
6. Leverage public communities. The Enterprise 2.0 world is changing fast, and your fellow practitioners are inventing new best practices every day. Use them!
I think if we don't start to see a shift in company cultures and an openness to embrace, accept and utilize technology in a more comprehensive way, we will begin to see many once successful companies fail. This needs to happen before we can even begin to look at the how to implement these technologies or approach company wide adoption mentioned in this article.
Other points from the article:
Companies are moving beyond implementing technology only among teams but rather are looking to social software to transform their entire organization. Because of this companies must take a different approach. Company wide implementations are very different from departmental implementations. Here is a starting point the article mentions to do so:
1. Encourage a broad range of use cases. Different groups will find value in different ways: finding experts, managing projects, surfacing ideas from the field, communicating to staff, building social communities, monitoring competitors, staying in constant contact with customers, etc. Encourage the diversity, while looking for common patterns.
2. Recruit energetic champions across the organization. It's very clear from the customer studies we've done that individuals play a major role in determining who adopts these tools and how. Enlisting energetic evangelists in their respective geographies and divisions is critical. You need both generalists who touch many different parts of the organization and specialists who can deliver deep penetration in local areas.
3. Launch the tools with hands-on experiences for new users. Social software is fun...once you try it. Don't just show it to your company; create a moment that forces them to actually try it out. Use large-scale gatherings (physical and virtual) to pull in large numbers of people at once.
4. Route repeated activities through social software. Use your social software to supplant email on routine information requests. Some of those activities should be common across the entire company, while others will be group-specific.
5. Integrate with existing systems of record. Social software can be a great way to enhance CRM, document management, and other structured systems of record with more free-form context, conversation, ideation, and socialization.
6. Leverage public communities. The Enterprise 2.0 world is changing fast, and your fellow practitioners are inventing new best practices every day. Use them!
Saturday, November 29, 2008
Radio Show #15: Naomi Lee Bloom
I thought this podcast was pretty interesting (I've taken notes below so I can look back and reflect at some key points).
One thing that really resonated with me was the approach to evaluating vendors, clients etc by applying the same criteria that you would a candidate or a new hire for your company. Brilliant! "Start with the people" - a key concept to keep in mind no matter what you're evaluating. It all comes down to company culture, values and aligning what you're doing with the overall strategic goals of your company; technology provides yet another vehicle to efficiently do this.
I also really liked the emphasis on the power of networking. When we all come together to share ideas and experiences the opportunities are endless.
Jun, this really confirms the need to keep "our circle" going and growing to allow us to continue to share and learn from each other.
Notes from the podcast
HR Technology Strategy
Criteria and methods to evaluate products
apply same approach as you would a candidate/new hire to vendors
need for breadth and depth; pick areas and go deep
write well and quickly
speak well
be quick on your feet
be able to respond quickly and intelligently
When doing analysis
must be:
rich (really flesh out whats going on )
rigorous (method to really get at what is going on)
robust (going to stand up)
balance between what you know and don't know
do your homework
collision of HR and IT
keep up on things; rely on network and share knowledge
use technology to improve HR - push HR community to use technology
we have the capability to do what we need to do if we would only do it; take advantage of the technology that now exists
network of valued colleagues best opportunity
One thing that really resonated with me was the approach to evaluating vendors, clients etc by applying the same criteria that you would a candidate or a new hire for your company. Brilliant! "Start with the people" - a key concept to keep in mind no matter what you're evaluating. It all comes down to company culture, values and aligning what you're doing with the overall strategic goals of your company; technology provides yet another vehicle to efficiently do this.
I also really liked the emphasis on the power of networking. When we all come together to share ideas and experiences the opportunities are endless.
Jun, this really confirms the need to keep "our circle" going and growing to allow us to continue to share and learn from each other.
Notes from the podcast
HR Technology Strategy
Criteria and methods to evaluate products
- functionality (what the product is) and architecture - how it does it
- tells you what will be easy to use and not easy to use; develop scenarios so you can really see
- be sure to demo; reveal the things vendors don't want you to see (look under the covers)
- need to see what you can and can not configure
- ask a laundry list of questions (financial, ownership, road map etc.)
- understand what the product really does - does their approach match up with yours
how to evaluate - HR management
-start with the people
leadership team; (brain trust) attraction of talent; look at the team-the people behind the product (has seen a product from the beginning to the end)
corp culture- best and brightest; if they (vendors) don't have that then don't use themapply same approach as you would a candidate/new hire to vendors
need for breadth and depth; pick areas and go deep
write well and quickly
speak well
be quick on your feet
be able to respond quickly and intelligently
When doing analysis
must be:
rich (really flesh out whats going on )
rigorous (method to really get at what is going on)
robust (going to stand up)
balance between what you know and don't know
do your homework
collision of HR and IT
keep up on things; rely on network and share knowledge
use technology to improve HR - push HR community to use technology
we have the capability to do what we need to do if we would only do it; take advantage of the technology that now exists
network of valued colleagues best opportunity
Saturday, November 22, 2008
Social Technographics data - I clibmed the ladder
I was excited to see that in just two weeks I've climbed the ladder! Prior to joining this class I was barely a spectator and now I've climbed all over the place. I've joined, collected and created. I am really looking forward to learning more, practicing and becoming efficient so I can get to the point where I can incorporate this and utilize all these amazing tools daily; not only within an organization but in my personal life as well. Lists and flow charts for laundry....Jun, my husband isn't going to like this class!
HR's struggle with 2.0
This one really hit home. HR and marketing working together and using technology?? There is definitely a disconnect. Companies do spend all of their time marketing and selling their products but not the people/company. This really does need to change for companies to gain and have the competitive advantage. This article reminded me of the other one we read about facebook and linked in knowing more about our employees than we do.
Google is a good example of a company that does combine HR, technology and marketing and look at what they've done with branding their company to make it such an appealing place to work. I also got a chuckle over the article because I thought part of the reason HR doesn't use as much technology is because normally it isn't the strongest most emphasized skill set for HR people (which is why we are all taking this class!!).
Google is a good example of a company that does combine HR, technology and marketing and look at what they've done with branding their company to make it such an appealing place to work. I also got a chuckle over the article because I thought part of the reason HR doesn't use as much technology is because normally it isn't the strongest most emphasized skill set for HR people (which is why we are all taking this class!!).
2003 trends article
It was interesting to read an article about trends that was written five years ago. Some of the trend predictions were spot-on and some were way off.
for example:
#3- business goes kindergarten - I have definitely seen this happening in the schools with both my kids. Our HS recently implemented a "Work Academy" program where they have created partnerships with local businesses such as hospitals and law firms etc where students do an outside lab or internship in the field they are thinking of pursuing. This gives them an opportunity to try some fields (and get some hands on experience) before they start college.
# 11 - Consumer driven health care- This was definitely well predicted. As health care costs have increased companies are scrambling looking for ways to keep costs down. I think in the next five years almost every company that offers and pays for employee benefits will have this as an option. (Our company just moved to offering this as an option during open enrollment).
# 13 - talked about having a shortage of workers by 2010 based on simple math. Baby boomers would all be retired businesses growing so there would be more of a demand for workers than the supply. well here we are with the economy being challenged and employers looking for ways to cut costs. The UI rate has increased and it doesn't look like its going down any time soon. It just goes to show that some things you just can not predict even using what seems to be logical information. Markets fluctuate and things change..
#17 - I've definitely noticed a shift in many using contractors and consultants especially for projects. They are not only used as a means of cutting costs but as technology has rapidly increased, it has created a need to have specific knowledge (specialists and subject matter experts) in areas that most employees don't have. For example when our company was doing the SAP implementation we had to hire SAP experts with specialized skills(that were just beyond the scope of our IT department) to manage the project.
#24 - -universal health care - we just had an interesting debate about this in the benefits class that ended a couple of weeks ago. One interesting thing is that we actually do have two current models of universal health care being used in the us...medicare and Veterans programs. They are both free (paid by the government) when certain conditions are met.
#25- the end of HR as we know it...a common statement. We better all make sure we are adding this to our "tool kits" if we want to add value to our companies and ensure keeping our jobs. This is one trend I don't think is going away!
for example:
#3- business goes kindergarten - I have definitely seen this happening in the schools with both my kids. Our HS recently implemented a "Work Academy" program where they have created partnerships with local businesses such as hospitals and law firms etc where students do an outside lab or internship in the field they are thinking of pursuing. This gives them an opportunity to try some fields (and get some hands on experience) before they start college.
# 11 - Consumer driven health care- This was definitely well predicted. As health care costs have increased companies are scrambling looking for ways to keep costs down. I think in the next five years almost every company that offers and pays for employee benefits will have this as an option. (Our company just moved to offering this as an option during open enrollment).
# 13 - talked about having a shortage of workers by 2010 based on simple math. Baby boomers would all be retired businesses growing so there would be more of a demand for workers than the supply. well here we are with the economy being challenged and employers looking for ways to cut costs. The UI rate has increased and it doesn't look like its going down any time soon. It just goes to show that some things you just can not predict even using what seems to be logical information. Markets fluctuate and things change..
#17 - I've definitely noticed a shift in many using contractors and consultants especially for projects. They are not only used as a means of cutting costs but as technology has rapidly increased, it has created a need to have specific knowledge (specialists and subject matter experts) in areas that most employees don't have. For example when our company was doing the SAP implementation we had to hire SAP experts with specialized skills(that were just beyond the scope of our IT department) to manage the project.
#24 - -universal health care - we just had an interesting debate about this in the benefits class that ended a couple of weeks ago. One interesting thing is that we actually do have two current models of universal health care being used in the us...medicare and Veterans programs. They are both free (paid by the government) when certain conditions are met.
#25- the end of HR as we know it...a common statement. We better all make sure we are adding this to our "tool kits" if we want to add value to our companies and ensure keeping our jobs. This is one trend I don't think is going away!
The Machine is Us/ing Us Video - Hello World!
I thought this video was very interesting. A blog is born every 1/2 second?! Wow and to think I just go on the blog wagon!
The internet is infinite. It definitely does more than just linking data; it links people. There is just so much access to anything and everything it is mind boggling. This video really gives some perspective as to how much information and access there is to virtually anything and everything. With technology you have so much functionality and flexibility. You can search, contact, create, organize...the options are endless. After seeing this it makes me wonder how much longer paper will be around.
The internet is infinite. It definitely does more than just linking data; it links people. There is just so much access to anything and everything it is mind boggling. This video really gives some perspective as to how much information and access there is to virtually anything and everything. With technology you have so much functionality and flexibility. You can search, contact, create, organize...the options are endless. After seeing this it makes me wonder how much longer paper will be around.
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