With few exceptions, when a company brings aboard a new chief human resource officer, he or she inherits a team of HR professionals, some of whom may not have the skills necessary to help the CHRO take the company forward.
How do CHROs develop their HR teams?
That was one of the topics on the agenda of the annual one-day program for new CHROs, held every June by the National Academy of Human Resources and the NAHR Foundation. Taught by Fellows of NAHR (of which I am one), this invitation-only, intimate event focuses on the real-world challenges facing new CHROs, including issues such as executive compensation and working with a board of directors.
Fellows of the Academy share their expertise and many years of experience, and provide insights on lessons learned from their own careers. At the same time, HR leaders are able to network with peers and benefit from the perspectives of other senior HR leaders.
In anticipation of a discussion on ways new CHROs should consider organizing and developing their own talent -- or how to avoid being the proverbial cobbler whose children have no shoes -- I sent out a brief survey to some other NAHR Fellows.
It wasn't intended as a scientific survey, but instead is a brief insight into what some very successful CHROs have done to build their teams. Ten Fellows from retail, IT, finance, insurance, professional services and healthcare, in companies ranging in size from 20,000 to 500,000 employees, shared their thoughts with me.
New CHROs should know they are not alone in their concerns about the capabilities of the HR team they now lead.
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Wednesday, July 27, 2011
Tuesday, July 26, 2011
Genpact inks new HR management pact with Nissan
NEW DELHI: BPO major Genpact on Monday said it has partnered with Nissan to take over the Japanese auto giant's human resources (HR) centre's management in Yokohama, Japan as part of a seven-year deal.
Nissan Human Information Service (NHIS) is a subsidiary of Nissan Motor since 2000 and currently handles HR functions for more than 54,000 Nissan employees worldwide.
The size of the new pact was, however, not disclosed. The collaborative relationship also includes a seven-year agreement, whereby Genpact will provide payroll, benefits, staffing, training and other key HR services to Nissan, Genpact said in a statement.
The centre, renamed Genpact Japan Service Co Ltd, will significantly increase Genpact's onshore service delivery capability in Japan, it added.
In addition to the Nissan Group Companies and Affiliates, the centre will also serve additional companies and existing Genpact clients.
"Genpact has seen a strong demand for our services in Japan and we have already had discussions with a number of our clients who would like to leverage our new capabilities," Genpact CEO (Asia) Charles Hunting said.
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Nissan Human Information Service (NHIS) is a subsidiary of Nissan Motor since 2000 and currently handles HR functions for more than 54,000 Nissan employees worldwide.
The size of the new pact was, however, not disclosed. The collaborative relationship also includes a seven-year agreement, whereby Genpact will provide payroll, benefits, staffing, training and other key HR services to Nissan, Genpact said in a statement.
The centre, renamed Genpact Japan Service Co Ltd, will significantly increase Genpact's onshore service delivery capability in Japan, it added.
In addition to the Nissan Group Companies and Affiliates, the centre will also serve additional companies and existing Genpact clients.
"Genpact has seen a strong demand for our services in Japan and we have already had discussions with a number of our clients who would like to leverage our new capabilities," Genpact CEO (Asia) Charles Hunting said.
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Sunday, July 24, 2011
BI and human resources fuelling IT jobs demand - report
Business intelligence, human resources, desktop support and migrations to the latest Microsoft products are where the jobs are in the IT market, according to a report.
Recruitment firm Badenoch & Clark, in its monthly report on the IT jobs market, said: “Technology migrations and software implementations are propping up the IT recruitment market at the moment as organisations look to the future.”
Matt Gascoigne, operations director for IT at Badenoch & Clark, said HR and business intelligence are two key growth areas. "We're seeing an uplift in demand for a number of roles from functional analysts through to technical consultants to help with large scale implementations within HR functions of global organisations," he said.
"Hiring managers are being increasingly specific, not only requiring cultural fit but also knowledge of local employment and payroll legislation.”
On BI (business intelligence), Gascoigne said, having had a tough 18 months, many companies are implementing reporting tools to highlight profitability of different parts of their business so that senior management can make an informed decision on future investment.
"There are increasing levels of demand for those with experience of BI/MI technologies such as SAP and Oracle from junior level analysts right up to department heads and BI directors as a result.”
In addition, according to the report, desktop support candidates are back in demand in financial services. “Having shrunk their desktop functions as headcount reduced during the recession, financial services organisations are now increasing their headcount as activity picks up in the sector. As a result we're seeing strong levels of demand for desktop support candidates,” said the recruitment firm.
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Recruitment firm Badenoch & Clark, in its monthly report on the IT jobs market, said: “Technology migrations and software implementations are propping up the IT recruitment market at the moment as organisations look to the future.”
Matt Gascoigne, operations director for IT at Badenoch & Clark, said HR and business intelligence are two key growth areas. "We're seeing an uplift in demand for a number of roles from functional analysts through to technical consultants to help with large scale implementations within HR functions of global organisations," he said.
"Hiring managers are being increasingly specific, not only requiring cultural fit but also knowledge of local employment and payroll legislation.”
On BI (business intelligence), Gascoigne said, having had a tough 18 months, many companies are implementing reporting tools to highlight profitability of different parts of their business so that senior management can make an informed decision on future investment.
"There are increasing levels of demand for those with experience of BI/MI technologies such as SAP and Oracle from junior level analysts right up to department heads and BI directors as a result.”
In addition, according to the report, desktop support candidates are back in demand in financial services. “Having shrunk their desktop functions as headcount reduced during the recession, financial services organisations are now increasing their headcount as activity picks up in the sector. As a result we're seeing strong levels of demand for desktop support candidates,” said the recruitment firm.
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Saturday, July 23, 2011
Cloud computing an indispensable part of our daily life
If any of your office suites ditch you or find it expensive to buy, what do you do? Head to Google Docs. You start making your docs, ppt’s and excel sheets – just with a computer and Internet connectivity, anytime and anywhere. Free.
This is cloud computing in today’s technical parlance. A technology that offers to carry out your daily work, business, using “online software” with any computer via the Internet from any part of the world. There is no need to install any software on computers.
Cloud computing is a net of various services used just like internet services but the mode of application and implementation is different then normal internet services. Any online software, for example Google docs, Flickr and others have a back-end networks of services divided into various small independent functions which are installed on various different computers and network. The joining of these services virtually, gives us final product to work on, hence it’s called “Cloud Computing.”
The application is literally floating in the network, which needs no installation on your computer. Everything works remotely. To work on these types of applications only three things are required – any computer, Internet access and log in details.
The actual seed of this technology was planted in late 2004, which gave people a new wave of innovation – unnamed and unknown. One could use “online applications” for their daily use without the need to install the applications on computers with a Internet connection. The ability to write/share, upload data to store or share in the form of pictures/videos, communication tools and business tools:
The prime examples which started the wave are some applications are still consistent or taken over by other companies to add in more features.
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This is cloud computing in today’s technical parlance. A technology that offers to carry out your daily work, business, using “online software” with any computer via the Internet from any part of the world. There is no need to install any software on computers.
Cloud computing is a net of various services used just like internet services but the mode of application and implementation is different then normal internet services. Any online software, for example Google docs, Flickr and others have a back-end networks of services divided into various small independent functions which are installed on various different computers and network. The joining of these services virtually, gives us final product to work on, hence it’s called “Cloud Computing.”
The application is literally floating in the network, which needs no installation on your computer. Everything works remotely. To work on these types of applications only three things are required – any computer, Internet access and log in details.
The actual seed of this technology was planted in late 2004, which gave people a new wave of innovation – unnamed and unknown. One could use “online applications” for their daily use without the need to install the applications on computers with a Internet connection. The ability to write/share, upload data to store or share in the form of pictures/videos, communication tools and business tools:
The prime examples which started the wave are some applications are still consistent or taken over by other companies to add in more features.
Read On Cloud computing an indispensable part of our daily life
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Thursday, July 21, 2011
HR Software Augment the Performance of Your Company
Human resource is a vital dept in any company. Even small businesses that are just starting out have a HR department. This dept guarantees the workers of the company are sorted. It allows you to keep track of your workers, pay them and perform other tasks that handle the staff in your company. The HR department is also accountable for employing suitable staff for the company. With so many functions, HR departments frequently realise they are swamped with a great manual workload. Human resource software was invented to ease this workload.
Human resource software is an information system that combines the basic activities and processes that are a part of the HR functions with modern information technology. The software so makes the functions and process of HR much easier.
The functions and features of human resources software change. These variations rely on the wishes and requirements of the company that employs the software. Most software however includes features that will permit you to track applicants to the company. The software will comb through electronic applications and select the applicants that meet the criteria set by the company.
Read On HR Software Augment the Performance of Your Company
Human resource software is an information system that combines the basic activities and processes that are a part of the HR functions with modern information technology. The software so makes the functions and process of HR much easier.
The functions and features of human resources software change. These variations rely on the wishes and requirements of the company that employs the software. Most software however includes features that will permit you to track applicants to the company. The software will comb through electronic applications and select the applicants that meet the criteria set by the company.
Read On HR Software Augment the Performance of Your Company
Tuesday, July 19, 2011
Employment Screening Resources and HR Integrations Create Partnership for More Accessible Human Resource Services
Employment Screening Resources (ESR), a nationwide background check provider accredited by the National Association of Professional Background Screeners (NAPBS), and HR Integrations, the leading integrations network and exchange for the Human Resource (HR) market, have announced a strategic partnership that will make HR services more accessible to ESR clients by connecting Applicant Tracking Systems (ATS) and Human Resource Information Systems (HRIS) on the innovative HR Integrations HRNX platform with ESR’s background check solutions. The integration allows employers to also take advantage of ESR’s paperless Applicant Generated Report (AGR) system.
“The HR Integrations HRNX platform combined with ESR’s industry leading background check technology will provide our clients with the ability to integrate quickly and seamlessly with leading ATS and HRIS platforms and utilize our unique paperless system,” said Lester Rosen, founder and CEO of Employment Screening Resources.
HR Integrations creates a single HR services marketplace on desktops of HR managers and recruiters by connecting a virtually unlimited number of ATS and HRIS software platforms with HR service providers such as Employment Screening Resources through the HRNX Exchange. HR Integrations is currently partnered with HR software platforms that include:
“Through HR Integrations, ESR integrates with the ATS and HRIS systems currently using the HRNX platform along with other soon to be available ATS and HRIS systems in the future,” Rosen adds. “This partnership gives Human Resource departments across the United States more choice and convenience.”
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“The HR Integrations HRNX platform combined with ESR’s industry leading background check technology will provide our clients with the ability to integrate quickly and seamlessly with leading ATS and HRIS platforms and utilize our unique paperless system,” said Lester Rosen, founder and CEO of Employment Screening Resources.
HR Integrations creates a single HR services marketplace on desktops of HR managers and recruiters by connecting a virtually unlimited number of ATS and HRIS software platforms with HR service providers such as Employment Screening Resources through the HRNX Exchange. HR Integrations is currently partnered with HR software platforms that include:
- Peopleclick Authoria – Peoplefluent (RMS)
- Taleo Business Edition
- Jobscience
- SilkRoad – OpenHire
- SharedHR
“Through HR Integrations, ESR integrates with the ATS and HRIS systems currently using the HRNX platform along with other soon to be available ATS and HRIS systems in the future,” Rosen adds. “This partnership gives Human Resource departments across the United States more choice and convenience.”
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Sunday, July 17, 2011
Two Picks in HR Software
Lazard Capital Markets
We remain buyers of Kenexa and SuccessFactors following recent weakness.
Negative economic data points coupled with company-specific concerns have resulted in 17% and 42% selloffs in Kenexa (ticker: KNXA) and SuccessFactors (SFSF), respectively, following their first-quarter 2011 earnings results.
We believe these names are oversold and represent attractive entry levels for two leaders in the on-demand human-capital-management (HCM) space.
At Kenexa (rated at Buy), overly discounting macro data, we continue to see upside to our above-consensus estimates, unsustainable valuation discount. Kenexa is down 17% since it reported first-quarter earnings on May 3, due to negative headline macro news and concerns over the business model's sensitivity to continued weak employment trends.
We believe Wall Street is overpenalizing the company based on prerecession business dynamics of its recruitment process outsourcing (RPO) business minimums, 23% of overall revenue and 6% of subscription revenue. During the recession Kenexa chose to renegotiate contracts for lower fixed amounts rather than lose customers, which exacerbated its revenue decline.
Currently, nearly all of the company's RPO customers are operating at their contracted minimums, choosing to pay higher-margin success fees. Furthermore, in the event of a broad-based macro slowdown in hiring, we don't view this business as carrying as much risk as the market appears to be pricing in.
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We remain buyers of Kenexa and SuccessFactors following recent weakness.
Negative economic data points coupled with company-specific concerns have resulted in 17% and 42% selloffs in Kenexa (ticker: KNXA) and SuccessFactors (SFSF), respectively, following their first-quarter 2011 earnings results.
We believe these names are oversold and represent attractive entry levels for two leaders in the on-demand human-capital-management (HCM) space.
At Kenexa (rated at Buy), overly discounting macro data, we continue to see upside to our above-consensus estimates, unsustainable valuation discount. Kenexa is down 17% since it reported first-quarter earnings on May 3, due to negative headline macro news and concerns over the business model's sensitivity to continued weak employment trends.
We believe Wall Street is overpenalizing the company based on prerecession business dynamics of its recruitment process outsourcing (RPO) business minimums, 23% of overall revenue and 6% of subscription revenue. During the recession Kenexa chose to renegotiate contracts for lower fixed amounts rather than lose customers, which exacerbated its revenue decline.
Currently, nearly all of the company's RPO customers are operating at their contracted minimums, choosing to pay higher-margin success fees. Furthermore, in the event of a broad-based macro slowdown in hiring, we don't view this business as carrying as much risk as the market appears to be pricing in.
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Friday, July 15, 2011
HR company in buying spree
SumTotal Systems, a human capital management solutions provider, has acquired CyberShift, a workforce management and expense software provider, and Accero, experts in payroll and benefits software, writes SYS CON.
These acquisitions advance and accelerate SumTotal's vision and expand talent management to link mission critical processes across the broader HCM market.
With over 3 400 global customers and 43 million users, SumTotal represents the most complete strategic HCM solution delivering greater value to customers with cross-functional best-in-class capabilities.
Increasing labour costs have put additional pressures on organisations, driving the need for improved, global visibility of how organisations manage their workforce to reduce operational costs.
According to WorkForce, HR software provider SumTotal Systems revealed the two acquisitions last week Thursday, adding to the consolidation among makers of human resources applications.
The moves come on the heels of other acquisitions by SumTotal in the past year and position it as a more comprehensive HR software vendor.
Other firms that began with targeted HR software applications also have been expanding their breadth in a bid to meet customer calls for an integrated set of talent management tools.
SuccessFactors has gobbled up a number of vendors, including Plateau Systems. And Taleo. has acquired firms including Worldwide Compensation.
“Customers are requiring more end-to-end solutions for enabling strategic, high-value [human capital management] processes across their entire organisation, while having 'one-hand-to-shake' with their delivery partner,” said John Borgerding, CEO of SumTotal Systems, in a written statement.
Terms of the acquisitions were not disclosed.
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These acquisitions advance and accelerate SumTotal's vision and expand talent management to link mission critical processes across the broader HCM market.
With over 3 400 global customers and 43 million users, SumTotal represents the most complete strategic HCM solution delivering greater value to customers with cross-functional best-in-class capabilities.
Increasing labour costs have put additional pressures on organisations, driving the need for improved, global visibility of how organisations manage their workforce to reduce operational costs.
According to WorkForce, HR software provider SumTotal Systems revealed the two acquisitions last week Thursday, adding to the consolidation among makers of human resources applications.
The moves come on the heels of other acquisitions by SumTotal in the past year and position it as a more comprehensive HR software vendor.
Other firms that began with targeted HR software applications also have been expanding their breadth in a bid to meet customer calls for an integrated set of talent management tools.
SuccessFactors has gobbled up a number of vendors, including Plateau Systems. And Taleo. has acquired firms including Worldwide Compensation.
“Customers are requiring more end-to-end solutions for enabling strategic, high-value [human capital management] processes across their entire organisation, while having 'one-hand-to-shake' with their delivery partner,” said John Borgerding, CEO of SumTotal Systems, in a written statement.
Terms of the acquisitions were not disclosed.
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Wednesday, July 13, 2011
New Employee Attendance Tracker Software Helps Small Businesses Succeed
EzTimesheet software, the easy-to-use employee attendance tracking software from halfpricesoft, helps users free up human resources for higher productivity and more sustainable savings during this economic difficulty. And the latest version of ezTimeSheet software contains several new features that make employee attendance tracking, payroll processing and tax report filing even easier and faster.
The new ezTimeSheet Employee tracker includes more flexible edit function, permission control, report feature and timesheet lock/unlock features, which were implemented according to customer's feedbacks. The time tracker is available for free download, with no cost and no obligation.
"HR Management is important for any business and organization; however employee time and attendance tracking can be very time-consuming. We believe small business should focus their time and energy on running their businesses, not trying to figure out how to run payroll software" explains Dr. Ge, President and Founder of halfpricesoft.com. "We intentionally engineered ezTimeSheet software for those end-users who are not professional accountants and HR expert, so small businesses can set up ezTimeSheet quickly and easily."
Known for affordability and ease-of-use, ezTimeSheet employee attendance and time tracking software was designed specifically for small business owners, non-profits and HR department managers. One of the main goals of ezTimeSheet software designers is to make sure that the product is easy to use - even for people who may not have much experience.
Continue Reading New Employee Attendance Tracker Software Helps Small Businesses Succeed
The new ezTimeSheet Employee tracker includes more flexible edit function, permission control, report feature and timesheet lock/unlock features, which were implemented according to customer's feedbacks. The time tracker is available for free download, with no cost and no obligation.
"HR Management is important for any business and organization; however employee time and attendance tracking can be very time-consuming. We believe small business should focus their time and energy on running their businesses, not trying to figure out how to run payroll software" explains Dr. Ge, President and Founder of halfpricesoft.com. "We intentionally engineered ezTimeSheet software for those end-users who are not professional accountants and HR expert, so small businesses can set up ezTimeSheet quickly and easily."
Known for affordability and ease-of-use, ezTimeSheet employee attendance and time tracking software was designed specifically for small business owners, non-profits and HR department managers. One of the main goals of ezTimeSheet software designers is to make sure that the product is easy to use - even for people who may not have much experience.
Continue Reading New Employee Attendance Tracker Software Helps Small Businesses Succeed
Monday, July 11, 2011
Employees are key to meeting HR goals
NEW GLOUCESTER, ME – Satisfied and engaged employees are essential if healthcare human resources departments are to hit the goal of improving patient satisfaction and safety, said an industry panel during a webinar Thursday reflecting on a newly released survey of healthcare HR professionals.
“Happy employees equal happy patients,” said Lydia Ostermeier, director, Indiana University Health, and National Association for Health Care Recruitment president.
“There’s tons and tons of data out there that validates that an engaged workforce performs significantly higher than a disengaged one,” said Jeff Payne, vice president of human resources, Lakeland Regional Medical Center and past president of the American Society for Healthcare Human Resources Administration (ASHHRA).
ASHHRA, a personal membership group of the American Hospital Association, and Healthcare Source, a provider of talent management software solutions, teamed up to question healthcare HR professionals about their top initiatives for reducing costs, improving patient satisfaction and patient safety and to learn what challenges HR professionals are facing today. Fifty percent of the 234 respondents to the nationwide survey reported they were HR directors or managers.
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“Happy employees equal happy patients,” said Lydia Ostermeier, director, Indiana University Health, and National Association for Health Care Recruitment president.
“There’s tons and tons of data out there that validates that an engaged workforce performs significantly higher than a disengaged one,” said Jeff Payne, vice president of human resources, Lakeland Regional Medical Center and past president of the American Society for Healthcare Human Resources Administration (ASHHRA).
ASHHRA, a personal membership group of the American Hospital Association, and Healthcare Source, a provider of talent management software solutions, teamed up to question healthcare HR professionals about their top initiatives for reducing costs, improving patient satisfaction and patient safety and to learn what challenges HR professionals are facing today. Fifty percent of the 234 respondents to the nationwide survey reported they were HR directors or managers.
Continue Reading Employees are key to meeting HR goals
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