Fast Forward: 25 Trends That Will Change the Way you Do Business

In the article, " Fast Forward: 25 Trends That Will Change the Way You do Business", the main point is that the world of workforce management will be completely different 1o years fom now. Some examples of changes: Emailing may evolve into a more powerful information-management and collaboration tool. An internet pioneer named Vinton Cerf predicts that automatic language translation will take hold. Organized labor will increase, Coporation involvment in public schools will increase, workplace privacy regulations may be adopted from Europe in the United States, companies may be open around the clock, and Artificial Intelligence will bring advances but may bring up ethical concerns. There are many more trends that will change the way you do business. Since this article was written a little more than five years ago, some of the predictions have come true. I am excited to see what will happen in the next 5 years.

HR Technology Profile - Group Assignment: Rajith & Eric

Radio Show #3: Kent Plunkett, Founder & CEO, Salary.com




Salary.com integrates data and technology to provide on-demand compensation and talent management web tools for HR professionals, business executives and applicants. Salary.com offerings include on-demand software services such as: Professional Edition for Small Business – a market pricing tool for companies with 200 employees or less, CompAnalyst™ - a market pricing, survey management and pay analytics suite, TalentManager™ - a compensation planning and performance management application, Salary Wizard® - free Salary data for applicants, and Personal Salary Reports.

HR Technology Profile

Best of Breed – YES best of breed tech vendor with the most configurable software for consumers, enterprises and small businesses. Salary data and functionality with talent management software and on-demand compensation data and software.

Niche vs. Suite - Suit vendor: On-demand talent management software, on-demand compensation data, and salary content and research services.

Delivery Model – Software as a Service: browser based.

Very Important Concepts - Help level the playing field between applicant and employers in salary negotiations by giving ordinary people access to the same salary survey data available to HR or an employer. Other concepts of interest: Pay for performance concepts, talent/performance management, balanced score cards, and smart goals.

Kent Plunkett founded Salary.com also, talks about how HR is pushing talent/performance management and sees it going main stream in the next couple of years.

Six Steps to Company-Wide Adoption Thoughts

In "Six Steps to Company-Wide Adoption", Michael Indinopulos states that many companies have begun integrating individual technologies such as (wikis, blogs, RSS, etc).  Since technologies is always changing, it is now being integrated into a unified platform.  Companies believe that the way to deploy such platform is through a company wide pilot.  Michael does not believe company wide pilot will work sufficiently. He believes that using the six ways to adoption social software will work better. Michael states that Social software must be deploy similarly like a presidential campaign. There must be individual campaigns in each department, branch,  like a presidential candidate running campaigns in each individual state.  The six steps is as follows.  1. Encourage a broad range of use cases. 2.  Recruit energetic champions across the organization. 3. Launch the tools with hands-on experience for new users. 4. Route repeat activities through social software. 5. Integrate with existing systems of record. 6. Leverage public communities. I believe that Michael's six Steps to company wide adoption is more realistic and will work better.  

Naomi Lee Bloom Podcast Thoughts (Bill Kutik Radio Show)

In this podcast, Bill Kutick introduces Naomi Lee Bloom, the managing partner of Bloom and Wallace.  Naomi Lee Bloom said that companies should look under the covers in regards to purchasing new Human Resource programs from vendors. She recommends companies to develop scenarios for vendors to demonstrate how this program will execute those particular scenarios. Companies need to know the functionality and how the programs works.  Naomi states that there is a new appreciation to companies signing up to vendors. Companies are signing up for the vendor's best practices.  Some best practices can not be changed and should be kept unique. This will show what this vendor's product can or can not do.  Naomi Lee Bloom's main point in regards to a new hr program is to apply the same standards that you would with an hr practitioner to candidates, employees to vendors.  Naomi Lee Bloom also states that the reason why Bloom and Wallace is on top of the HR world is because of the constant research and integration of new technologies. 

HR's Struggle with Web 2.0

Wow, This article hits dead on with my organization. From what I know. The process that is used to recruit candidates is through our UC Berkeley website. We post our open positions online for the public to see and hope for candidates to respond and submit a resume. This is the only time our department uses the web in the process to finding a suitable candidate. There is no active search through the web or through any possible means of marketing our open positions out to the public. There is no active searches on social networks such as Facebook, Linkedin, Myspace or any other kinds of social networking applications.  The way we keep track of the resumes submitted for a specific position is by manually filing them alphabetically, and by date of when the candidate contacted.  One of my projects that was given to me a month ago was sorting our resumes to see if we had contacted them for an interview by comparing the HR Director's Calendar to the resumes. We have filing cabinets filled with resumes. Even if we started to use Web 2.0 as a possible recruiting tool, our IT department and our school must go through many processes to get it approved. If the use of Web 2.0 applications were to be approved, that would same so much time, money, and be a lot more sufficient. 

ESF Catering: How to promote the business Charter

http://www.esfcatering.com

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This page created on November 18, 2008 by Eric Chu

Problem Statement                                                                                                                                                             

ESF Catering has been in a business slump for about four weeks. The reviews of the last event when 

very well, however there has been no inquires or reservations for any future events. Since ESF Catering  is operated by solely one person, in what way can one person gain more client retention? The Founder  would like to investigate and implement an effective campaign to promote the business by 12/31/09.

The founder would like to investigate how Web 2.0 Technology applications can promote the business. 

Problem Detail                                                                                                                                                                        

• Investigate other Catering Company Websites, and creating an ESF Catering Wiki.

Customers                                                                                                                       

• Current and Future Clientele

 

Business Case                                                                                                                                                                        

ESF Catering needs more demand for their services and to build ongoing relationships 

with companies. To advertise awareness through Web 2.0 Technology.

In Scope                                                                                                                                                                                  

• Solution to create ESF CATERING Wiki or a running website.

 

Out Scope                                                                                                                                                                                  

• Hiring a Web Designer to create a company website, not a wiki, 
• Promote business through social networks such as Facebook, Myspace, Blogspot .
• Maintenance of the Company Website.
• Building an on- call staff for future events.

 

Success Metrics                                                                                                                                  

• Increase of catering inquiries due to the website.(Email, blogs, voice-mails)
• Increase of Website visits (Counter) 

Deliverables                                                                                                                     

• Implementation of Social Networking Applications
• Communication Plan

                                                                                    

Resources                                                                                                                       

• Project Management/Analysis - Eric 
• Technical- (Hired Help)

The Machine is Us/ing US Thoughts

" The Machine is Us/ing Us" video was very informative. It shows us how human contribution will continue to create new technologies.  The video showed the evolution of HTML coding to XML coding. The original web was described as information only but now Web 2.0 is linking people together where people are now sharing,  trading, collaborating information and not just linking information. A real life example of people now sharing, trading, and collaborating information would be this class.  We are constantly sharing information, insight, and have the ability to collaborate without physically being in the same room.  Jun has introduced us to Web 2.0 applications that will benefit us for the rest of our lives.