Success Metrics!

When I think of where I started and where I am now, I think with confidence I can say that I have come a long way. I was waiting for the last class to comment on my success metrics so as to get a complete picture. I had this fear of technology, which I don’t have today. It’s because of the realization that, that is the future and you can’t run too far from it. 

One doesn't have to be a geek at technology but should have the right attitude to learn and improvise and you will automatically get better at it.

The best I got out of this class are 'concepts' that are so valuable because those are ideas that are very powerful that can transform your entire job into something else. Those are powerful tools for tomorrow’s success. 

I will be using many of them for sure in my work and I reached that point (the so called success metrics) because of this class. I now not only know that there are solutions out there to your complex problems but also how to get there and what to pick and who to go for.

Thanks to all my fellow mates and Jun for such a wonderful class. Good luck to all of you.

Workday & Success Factors

I am someone who haven’t had the opportunity to work with different HRIS systems except an SAP recruitment module (which is way different from others). So, I am not in a position either to judge them nor to write an in-depth review on them. What I have here are merely points that I gathered from the Demo.

Felt that Workday was pretty interesting. Its interface is cool and it’s a comprehensive module which is great for any user. However, they do not do applicant tracking and content delivery etc.

The tool is very easy to use (kind of a no-brainer) which is sophistically called ‘user-friendly’ and hence, an end-user can maintain his own personal information, benefits, time-off, performance etc. Fully built on saas which makes

Success Factors on the other hand, doesn’t have such a user friendly interface. It takes a bit of an effort to understand the tool. They have mobile apps which I find very interesting. Loved their video presentation before the demo.

Nothing much that I can apply but something to keep in mind for the future.

Future of work & HR Strategy

I am not only passionate about HR, I am also very hopeful about its future. HR is changing and it’s changing very fast. It’s safe to say that technology has given HR its much needed facelift in terms of achievability and measurability of goals which literally didn’t exist even a decade ago.

I am someone, who was always concerned about it and at times I have wished for a solution that miraculously turns HR from a policing / administrative role (in the minds of management and employees) to much of a strategic contributor. I am happy to see that finally, it’s happening because of technology in human resources.

Hence my strategy in future HR would definitely be, effective use of technology (provided the company I am working for permits) in making HR one of those functions that the top management feels is of value to the company’s investments (ROI) than  merely being a cost center. That involves making use of HRIS solutions in different functions of HR from recruitment to exit to performance management and succession planning.

My strategy would also be to use technologies that are cost effective and yet promise equally effective deliverables. If I could transform the administrative tasks into more strategic ones (that are consistent with the company’s goals and values) I consider myself as a successful human resource professional. Hence, my goal would be to work towards it in making it a reality.

Keys to successful problem solution implementation!

Let me start by defining the word 'implementation' itself. Implementation simply means, 'carrying out, execution, or practice of a plan, a method, or any design for doing something'. According to me, its the phase in a project where 'the rubber finally meets the road'.
There are three basic stages involved:

                         I.      Planning and preparing to implement the solution.

                      II.      Implementing and monitoring the action.

                   III.      Reviewing and analyzing the success of the action.

Planning and preparation is the key to successful implementation which involve:

• Constructing a plan of action

1. The actions required.
2. Scheduling the actions.
3. The resources required.
4. Measures to counter adverse consequences.
5. Management of the action.
6. Reviewing the plan.

• Selecting, briefing and training those involved.

Reviewing and analyzing the success of the action consists of:

• Measure the success of the solution by comparing the outcome of the action with the expected results.
• Analyze any discrepancy to identify the reasons for it.
• Take further action if necessary.

Apart from the stages involved, a successful implementation requires:

Identifying / analyzing the problem in hand.

Preparing a charter and identifying the critical path in the projects implementation strategy.

Getting the top managements buy-in (or getting them involved in the project) and the customer / end-user buy in.

Do a pilot before actual implementation & most of all, COMMUNICATE effectively right from the beginning to avoid resistance.

Case #8

Synopsis:

An HR generalist/recruiter of a small non-profit organization caught up with decision of choosing Taleo recruit. Decision making becomes critical as the volume of recruits is relatively lesser.

Approach:

Being the recruitment in charge, I have the responsibility of deciding a suitable solution to the Company. The decision has to be accurate (something that will be consistent with my Company’s size, budget, requirements and available resources).

My first thought process being a hiring in-charge, would definitely be to weigh the pros and cons of incorporating a recruitment tool. With the working knowledge of recruitment and analysis of current trends (what is hot now and what my competitors are doing) it’s an easy guess that, technology plays an important role in today’s business and technology is transforming HR and its different function including recruitment.

It is also a well know fact that, recruitment budgets are the biggest of all and a smart hiring manager should always think about different strategies to minimize the same because that would reflect eventually on your firms total revenue.

Tomorrows needs can be drastically different from that of today, as companies can grow fast and be twice or thrice its size in just a matter of few years.

Hence, being responsible for recruitment, I would approach the demo with an open mind and would ask the vendor all the essential questions and concerns that I have. I would find out about the possibility of a free trial for a period (if that’s workable).

My decision will be based on the points that I gathered from the demo and my discussion on the same with my manager. The rest is a ‘what if’ analysis on the tool like getting answers to what if the tool works out to be more economical (from the current recruitment methods)? What if, its more is quicker in filling vacancies? And what if, it can make the entire recruitment process more effective and so forth? Change is constant and hence decisions will be more based on the future requirements than on the present.

Conclusion:

Open approach to the problem is always the best and gives one the best results. Decision will be based partly on the information gathered from the demo and partly based on the firms requirements i.e. the cost of running a tool (break-even point). But my approach would not definitely be sidelined by the thought of Taleo partnering with Paychex as it’s irrelevant in my decision making process.

I would buy and can be sold only on what we (as a company) require and only on what would keep us growing.

Sonar6 Demo, Class # 6

Saw a very interesting demo on Sonar6 couple of weeks before and I have been wanting to write few lines on it since then. It’s a great tool for conducting performance appraisal reviews. It can easily be configured and works well on all kinds / types of performance appraisal systems whether be it an MBO or a 360 degree or even a simple rating scale system.

It geared my interest further as I have had an opportunity to be with a team that designed a highly complicated MBO module which took extensive training to be given to the employees (this includes even the top management) for them to understand the concepts like KRA’s and mapping them to the organizational goals, weighing your achievements against the set goals…...etc. And the most difficult part of all, are at the time of rating performances and deciding whether the tool is bias free in order for it to be successful in the first place. That, to a great extent, determines a tools acceptability and notion of fairness in the process. Sonar6 would have helped a lot with it where the feedback mechanisms are very fast and current and hence very less chances of error.

Highly cost effective and has a huge client base (over 5000 I believe) and fully works on saas technology. Security standards are high and offer a 30 day trial period before entering into an agreement.

The only aspect one should be aware of is a possible buyout but then, the risks are minimal as the acquirer won’t possibly bring in too many modifications rather it could just be one of those cash cows that yield them huge profits.

Saonar6 also has the potential of adding more platforms like succession planning, compensation etc in the future. What more? TCS (a TATA group) which is a huge Indian multinational company with 30000+ employees uses Sonar6 which is very convincing. A simple yet powerful tool to keep in mind.

Charter

Problem Statement

The Company has large volume of open positions and hence massive hiring requirements. All recruitments are primarily dealt with head hunters. No additional effort is taken in introducing innovative recruitment methods or in making use of technology that could result in higher deliverables. No effective feedback utilization mechanisms so as to find out the reasons for attrition. Cost of recruitment is massive due to lack of technology usage.

Customers

o       Hiring Managers

o       Potential Recruits / Applicants

o       Top Management

Business Case

The volume and cost of recruitment was huge, which was primarily because of Company size. An effective measure to control the cost and thereby making the entire process more effective was not done. Effort in integrating technology in the hiring process would have resulted in reduced cost and would have also reduced the time for filling positions by half. Also, capturing the exit feedback into system as a corrective mechanism would have proved very vital in reducing attrition in the entire company.

In Scope

o       Making use of technology like SAP ERP HCM model or ZOHO as an effective e-recruitment tool.

o       Redesigning the Company website into a recruiting platform in inviting suitable applications.

o       Using video conferencing facility as an initial screening mechanism before the final / panel interview.

o       Using SAP (existing model) in capturing employee exit feedbacks so as to take corrective measures.

Out of Scope

o       Top Managements acceptability.

Success Metrics

o       Cost effective way to fill positions.

o       Faster recruitment process which is a time saver.

o       Reduction in idle time, which will in turn increase productivity and reduce cost.

o       Getting into the roots of issues through feedback mechanisms thereby reducing attrition itself.

o       Better time utilization in doing other HR initiatives.

Deliverables

o       Study of the current recruitment system and its improvement areas.

o       Competitor survey.

o       Top Management and Divisional Head’s buy in on the plan.

o       Pilot study in manufacturing plant locations.

o       Budget.

o       Communication plan.

o       Implementation.

o       Measuring success and feedback mechanisms.

Resources

o       Hiring managers input on available e-recruiting tools and software’s.

o       Divisional Heads input on the chosen e-recruiting tools.

o       Vendors input and Top management’s input on a suitable design and cost considerations.

o       Talent Management’s input in utilizing SAP as a feedback integrating mechanism.

Solution Options

o       Changes the hiring process by bringing in technology - Zoho recruit.

o       Add e-recruiting platform to the existing SAP framework.

o       Make more use if SAP as an effective feedback and correction mechanism.

o       Continue with the existing process itself.

About Your Company

o       Mid size (10,000+), Pharmaceutical, Public Ltd Company,1965, 14 counties and in 5 continents.    

o       Mission clarity, Performance-based compensation and reward programs, Customer-focused, High accountability standards, Demonstrated support for innovation.

 o    SAP, highly adaptive to technology and believes in investing heavily in technology.

 o    Windows / Explorer / No mobile.