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FEBRUARY 24, 2006
Our good friend Dubs thinks performance management is wrong. Not just broken. Not just in need of improvement. Flat out a flawed paradigm for improving company performance. Perhaps predictably, I find it difficult to agree. I’m not saying that the current concept of Performance Management is perfect, but I’m not ready to call it worthless and scrap it either. Read […]. Talent Management performance management MORE
FEBRUARY 24, 2006
I was forwarded this soon-to-be infamous email exchange between a spurned hiring lawyer and an uppity law school graduate today. It’s remarkable how little emotional intelligence is displayed on both sides. Sometimes it takes a little effort and common sense to be polite, but it’s usually worth it – and especially so when you’re a want-to-be […]. MORE
FEBRUARY 27, 2006
With all this talk of the downsides of performance management going on in the blogosphere, I thought I might take a look at this from the employee perspective. Hey wait, I AM an employee! Thusly: Some reasons why I, Max Goldman, like performance management and wouldn’t want to work for a company that didn’t do […]. Talent Management Employee Performance Management Performance Evaluations performance management Performance Reviews Workforce Performance Management MORE
FEBRUARY 27, 2006
Here’s an interesting article called “Americans work more, seem to accomplish less” that prompted an equally interesting discussion on the TRDEV Yahoo discussion group. The gist? Whether the mere act of measuring performance itself has a negative impact on employee morale, and thus productivity. A quote in the article from John Challenger of Challenger, Gray and Christmas [… MORE
FEBRUARY 23, 2006
Performance and talent management in healthcare is a big issue. Yesterday, an NYT article talked about the incentive structure in medical professions. Essentially, healthcare professionals are paid to “perform tests and to do surgery and to dispense drugs.” ” Not to make correct diagnoses and save lives. The correct incentives are misaligned with pay and “You […]. Talent Management MORE
FEBRUARY 9, 2006
In business, but especially in the technology world, you can sometimes figure out what a company is planning by looking through their job descriptions. As an example, here’s an old post from one of my favorite gadget blogs, engadget, about Apple potentially making Ipods wireless – based on a job description they found on the […]. Strategic HR SaaS Software as a Service Succession Planning MORE
FEBRUARY 23, 2006
I was wandering around the Internet today as I tend to do. It’s a nice place, you should visit. Anyhoo – I landed at the SalesForce.com website. Anytime I’m looking for enterprise software communications best practice, I end up there. It’s really a masterwork of a website – and when they released their status page a […]. Uncategorized Software as a Service SuccessFactors News MORE
FEBRUARY 23, 2006
This one should have made it into our worstreview contest. Via Regina comes a performance review that perhaps many employees would love to give, but don’t. There are probably a few lessons to be derived from this, but at least one is – companies of all types are better off creating a proactive review process that […]. Talent Management Performance Evaluations Performance Reviews Workforce Performance Management MORE
FEBRUARY 19, 2006
in an endless quest to discover our km roots, articulate or bound a clear km domain, and agree on basic postulates, we seem to be as scattered and divided as ever, in danger of falling off the corporate map and being absorbed by other MORE
FEBRUARY 7, 2006
A great post at ZDNet on the reasons why on-demand applications are truly different from traditional software. The models are so fundamentally different, it’s virtually genetic, as this quote explains: The focus of a conventional software sale is getting the customer to buy the software. When conventional software executives talk about customer success, what they have in […]. Uncategorized SaaS Software as a Service MORE
FEBRUARY 26, 2006
reflecting on many years working, thinking and writing on km, the strongest meme for me remains knowledge ecology. looking at knowledge as an ecology evokes powerful images, similarities and useful connections. let's explore MORE
FEBRUARY 6, 2006
and vice versa. From a quote found at the Fast Company blog: “Nothing demotivates people like the equal treatment of unequals. When you hire a bozo and treat him the same as a rock star, it deflates the rock star.” ” –Joe Kraus, founder and CEO, JotSpot Some good supporting logic for paying for performance if […]. Strategic HR Talent Management Thinking About HR MORE
FEBRUARY 8, 2006
Our very own Elaine Chen (product manager extraordinaire) pointed me to this just for fun article at MSN Careers. Since we just finished up our contest at worstreview about the worst reviews ever, I figured I’d point you over to some stories about the worst bosses. If you’ve got one to share, feel free to put it in [… MORE
FEBRUARY 8, 2006
As per The McKinsey Quarterly – #5 on the list of top trends to watch in 2006: The battlefield for talent will shift. Ongoing shifts in labor and talent will be far more profound than the widely observed migration of jobs to low-wage countries. The shift to knowledge-intensive industries highlights the importance and scarcity of well-trained […]. Strategic HR Talent Management Employee Performance Management Thinking About HR Workforce Performance Management MORE
FEBRUARY 3, 2006
In case you were wondering if on-demand was really the future of software, we can now put that question to rest. SAP announced today that it is getting ready to offer an on-demand CRM product to counter the inroads made by on-demand rivals like salesforce.com. Even if you consider this a dip of the toe […]. Uncategorized Software as a Service MORE
FEBRUARY 3, 2006
Gautam points to an article at HR Magazine discussing the next generation of HR leaders: The upcoming generation of leaders strongly believes that HR can influence a company’s bottom line, especially in the knowledge economy, where talent is a key asset. Professionals from a wide range of backgrounds are now moving into HR, where they [… MORE
FEBRUARY 3, 2006
I came across this report from fidelity (PDF) while searching around. It provides the results of a survey on change in HR groups at large companies. Some interesting stats: 66% of large HR departments reported “providing only basic or low-level operations, administration and transaction support, but nothing more.” ” 33% reported “that they have now moved […]. Talent Management Employee Performance Management Workforce Performance Management MORE
FEBRUARY 3, 2006
Are you prepared for the boomer brain drain? The oldest baby boomers are now only a few years away from retirement. What happens to the knowledge they’ve accumulated over the years when they leave? CIO magazine has a new article on the topic with participation from Liviu Dedes from Pepboys (a customer) on the topic of succession […]. Strategic HR Talent Management Succession Planning Workforce Performance Management MORE
FEBRUARY 4, 2006
structured settlements is an interesting vertical industry to explore the influence of legal changes, the role of the internet and just how public policy issues come into play. to transfer or not to transfer MORE
FEBRUARY 5, 2006
since december the km entry at wikipedia has taken a turn for the worse. this is unfortunate and as folk interested in the domain, it puts us to shame. so i have started to rewite some of the sections and would like to appeal to you to MORE
FEBRUARY 12, 2006
without an understanding of knowledge, most of what we do in km becomes rather pointless. now i know many grow tired of this endless circle without a definitive answer, but it is key that we keep the dialog open, listen with care MORE
FEBRUARY 3, 2006
I don’t talk a lot about recruiting software, but I was directed to this article at a site I’d never heard about before: Hrbrief.com. It’s a fairly in-depth, feature by feature comparison of some of the well known players in the recruiting space. There are some obvious exclusions, but an interesting read nonetheless. You can […]. Uncategorized Software as a Service MORE
FEBRUARY 3, 2006
I’m told there are nearly 750 attendees already signed up to this webinar we’re doing with WPS magazine next week on talent management. May be worth a look – our customer Kimberly-Clark , in the human form of Gary Short, Senior Consultant of Talent Management, will be speaking. I’ve heard him speak before and he’s got some great […]. Talent Management Workforce Performance Management MORE
FEBRUARY 3, 2006
Or, at least, so says Susan Heathfield. She also thinks HR should specifically NOT report to finance MORE
FEBRUARY 3, 2006
Another article over at WPS mag to which I was pointed. Bausch & Lomb (a customer) via Vice President of Human Resources and Chief Privacy Officer Clay Osborne is talking about what performance management means to them as a growth focused company. Just a few years back, Bausch and Lomb was in a turnaround situation. Today, […]. Talent Management performance management MORE
Knowledge-at-work
FEBRUARY 26, 2006
reflecting on many years working, thinking and writing on km, the strongest meme for me remains knowledge ecology. looking at knowledge as an ecology evokes powerful images, similarities and useful connections. let's explore
SuccessFactors
FEBRUARY 27, 2006
Here’s an interesting article called “Americans work more, seem to accomplish less” that prompted an equally interesting discussion on the TRDEV Yahoo discussion group. The gist? Whether the mere act of measuring performance itself has a negative impact on employee morale, and thus productivity. A quote in the article from John Challenger of Challenger, Gray and Christmas […
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Knowledge-at-work
FEBRUARY 19, 2006
in an endless quest to discover our km roots, articulate or bound a clear km domain, and agree on basic postulates, we seem to be as scattered and divided as ever, in danger of falling off the corporate map and being absorbed by other
Knowledge-at-work
FEBRUARY 12, 2006
without an understanding of knowledge, most of what we do in km becomes rather pointless. now i know many grow tired of this endless circle without a definitive answer, but it is key that we keep the dialog open, listen with care
Knowledge-at-work
FEBRUARY 5, 2006
since december the km entry at wikipedia has taken a turn for the worse. this is unfortunate and as folk interested in the domain, it puts us to shame. so i have started to rewite some of the sections and would like to appeal to you to
Knowledge-at-work
FEBRUARY 4, 2006
structured settlements is an interesting vertical industry to explore the influence of legal changes, the role of the internet and just how public policy issues come into play. to transfer or not to transfer
 |
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SuccessFactors
FEBRUARY 24, 2006
I was forwarded this soon-to-be infamous email exchange between a spurned hiring lawyer and an uppity law school graduate today. It’s remarkable how little emotional intelligence is displayed on both sides. Sometimes it takes a little effort and common sense to be polite, but it’s usually worth it – and especially so when you’re a want-to-be […].
SuccessFactors
FEBRUARY 24, 2006
Our good friend Dubs thinks performance management is wrong. Not just broken. Not just in need of improvement. Flat out a flawed paradigm for improving company performance. Perhaps predictably, I find it difficult to agree. I’m not saying that the current concept of Performance Management is perfect, but I’m not ready to call it worthless and scrap it either. Read […]. Talent Management performance management
SuccessFactors
FEBRUARY 23, 2006
Performance and talent management in healthcare is a big issue. Yesterday, an NYT article talked about the incentive structure in medical professions. Essentially, healthcare professionals are paid to “perform tests and to do surgery and to dispense drugs.” ” Not to make correct diagnoses and save lives. The correct incentives are misaligned with pay and “You […]. Talent Management
SuccessFactors
FEBRUARY 23, 2006
This one should have made it into our worstreview contest. Via Regina comes a performance review that perhaps many employees would love to give, but don’t. There are probably a few lessons to be derived from this, but at least one is – companies of all types are better off creating a proactive review process that […]. Talent Management Performance Evaluations Performance Reviews Workforce Performance Management
SuccessFactors
FEBRUARY 23, 2006
I was wandering around the Internet today as I tend to do. It’s a nice place, you should visit. Anyhoo – I landed at the SalesForce.com website. Anytime I’m looking for enterprise software communications best practice, I end up there. It’s really a masterwork of a website – and when they released their status page a […]. Uncategorized Software as a Service SuccessFactors News
SuccessFactors
FEBRUARY 9, 2006
In business, but especially in the technology world, you can sometimes figure out what a company is planning by looking through their job descriptions. As an example, here’s an old post from one of my favorite gadget blogs, engadget, about Apple potentially making Ipods wireless – based on a job description they found on the […]. Strategic HR SaaS Software as a Service Succession Planning
SuccessFactors
FEBRUARY 8, 2006
As per The McKinsey Quarterly – #5 on the list of top trends to watch in 2006: The battlefield for talent will shift. Ongoing shifts in labor and talent will be far more profound than the widely observed migration of jobs to low-wage countries. The shift to knowledge-intensive industries highlights the importance and scarcity of well-trained […]. Strategic HR Talent Management Employee Performance Management Thinking About HR Workforce Performance Management
SuccessFactors
FEBRUARY 8, 2006
Our very own Elaine Chen (product manager extraordinaire) pointed me to this just for fun article at MSN Careers. Since we just finished up our contest at worstreview about the worst reviews ever, I figured I’d point you over to some stories about the worst bosses. If you’ve got one to share, feel free to put it in […
SuccessFactors
FEBRUARY 7, 2006
A great post at ZDNet on the reasons why on-demand applications are truly different from traditional software. The models are so fundamentally different, it’s virtually genetic, as this quote explains: The focus of a conventional software sale is getting the customer to buy the software. When conventional software executives talk about customer success, what they have in […]. Uncategorized SaaS Software as a Service
SuccessFactors
FEBRUARY 6, 2006
and vice versa. From a quote found at the Fast Company blog: “Nothing demotivates people like the equal treatment of unequals. When you hire a bozo and treat him the same as a rock star, it deflates the rock star.” ” –Joe Kraus, founder and CEO, JotSpot Some good supporting logic for paying for performance if […]. Strategic HR Talent Management Thinking About HR
SuccessFactors
FEBRUARY 3, 2006
I’m told there are nearly 750 attendees already signed up to this webinar we’re doing with WPS magazine next week on talent management. May be worth a look – our customer Kimberly-Clark , in the human form of Gary Short, Senior Consultant of Talent Management, will be speaking. I’ve heard him speak before and he’s got some great […]. Talent Management Workforce Performance Management
SuccessFactors
FEBRUARY 3, 2006
I don’t talk a lot about recruiting software, but I was directed to this article at a site I’d never heard about before: Hrbrief.com. It’s a fairly in-depth, feature by feature comparison of some of the well known players in the recruiting space. There are some obvious exclusions, but an interesting read nonetheless. You can […]. Uncategorized Software as a Service
SuccessFactors
FEBRUARY 3, 2006
Another article over at WPS mag to which I was pointed. Bausch & Lomb (a customer) via Vice President of Human Resources and Chief Privacy Officer Clay Osborne is talking about what performance management means to them as a growth focused company. Just a few years back, Bausch and Lomb was in a turnaround situation. Today, […]. Talent Management performance management
SuccessFactors
FEBRUARY 3, 2006
Or, at least, so says Susan Heathfield. She also thinks HR should specifically NOT report to finance
SuccessFactors
FEBRUARY 3, 2006
Gautam points to an article at HR Magazine discussing the next generation of HR leaders: The upcoming generation of leaders strongly believes that HR can influence a company’s bottom line, especially in the knowledge economy, where talent is a key asset. Professionals from a wide range of backgrounds are now moving into HR, where they […
SuccessFactors
FEBRUARY 3, 2006
In case you were wondering if on-demand was really the future of software, we can now put that question to rest. SAP announced today that it is getting ready to offer an on-demand CRM product to counter the inroads made by on-demand rivals like salesforce.com. Even if you consider this a dip of the toe […]. Uncategorized Software as a Service
SuccessFactors
FEBRUARY 3, 2006
Are you prepared for the boomer brain drain? The oldest baby boomers are now only a few years away from retirement. What happens to the knowledge they’ve accumulated over the years when they leave? CIO magazine has a new article on the topic with participation from Liviu Dedes from Pepboys (a customer) on the topic of succession […]. Strategic HR Talent Management Succession Planning Workforce Performance Management
SuccessFactors
FEBRUARY 3, 2006
I came across this report from fidelity (PDF) while searching around. It provides the results of a survey on change in HR groups at large companies. Some interesting stats: 66% of large HR departments reported “providing only basic or low-level operations, administration and transaction support, but nothing more.” ” 33% reported “that they have now moved […]. Talent Management Employee Performance Management Workforce Performance Management
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