Comments on: HR Technology Best Practice http://specht.com.au/michael/2008/10/16/hr-technology-best-practice/ A blog from Australia looking at technology, enterprise 2.0, management, Human Resources (HR) and recruitment. Tue, 16 Mar 2010 03:50:30 +1100 http://wordpress.org/?v=2.8.4 hourly 1 By: Vu et lu ailleurs | Horasphère - Experts en gestion d'horaires http://specht.com.au/michael/2008/10/16/hr-technology-best-practice/comment-page-1/#comment-155052 Vu et lu ailleurs | Horasphère - Experts en gestion d'horaires Mon, 22 Dec 2008 16:54:27 +0000 http://specht.com.au/michael/?p=1305#comment-155052 [...] HR Technology Best Practice [...] [...] HR Technology Best Practice [...]

]]> By: Lexy Martin http://specht.com.au/michael/2008/10/16/hr-technology-best-practice/comment-page-1/#comment-154674 Lexy Martin Sat, 18 Oct 2008 22:30:25 +0000 http://specht.com.au/michael/?p=1305#comment-154674 Michael, Thank you for taking the time read through a bit of the report. I know it is long and summarization is hard. I try very hard to let the data speak in the report and not let other research sway my thinking. But I have three key takeaways from this year: 1. Change management is critical to successful technology deployment (read last page or so of the report) 2. An integrated solution from the transactional system, through service delivery, to talent management applications AND business intelligence functionality yields a lower total cost of ownership and is a best practice just like moving to service centers has been. 3) Succession planning needs to have a BROAD scope beyond just top management and should include middle managers and even all employees. This sends a message that everyone matters in the organization and will lead to employee engagement and ultimately improved financial performance. Yes...CedarCrestone is primarily an implementation and hosting company of PeopleSoft, Oracle and SOA applications. (624 people to 1 person..me..who gets to be totally unbiased in this work:)). I would welcome some honest feedback on the report in case we do it again next year. Michael,
Thank you for taking the time read through a bit of the report. I know it is long and summarization is hard. I try very hard to let the data speak in the report and not let other research sway my thinking. But I have three key takeaways from this year:
1. Change management is critical to successful technology deployment (read last page or so of the report)
2. An integrated solution from the transactional system, through service delivery, to talent management applications AND business intelligence functionality yields a lower total cost of ownership and is a best practice just like moving to service centers has been.
3) Succession planning needs to have a BROAD scope beyond just top management and should include middle managers and even all employees. This sends a message that everyone matters in the organization and will lead to employee engagement and ultimately improved financial performance.

Yes…CedarCrestone is primarily an implementation and hosting company of PeopleSoft, Oracle and SOA applications. (624 people to 1 person..me..who gets to be totally unbiased in this work:)).

I would welcome some honest feedback on the report in case we do it again next year.

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