Claybourne

Having not heard this when it originally aired we listened today in the car and now the whole family is waiting for the next installment.

Another great podcast from TPN, highly recommended.

SAP blogs

Over the last couple of days I have been trying to subscribe to some of the executive blogs from SAP.
, but can only seem to find an email subscription.

Very sad, I don’t want them in my email I want them in my RSS reader.

Perceptions from the other side

Jeremy Wright has posted an enlighting item trying the answer the question, “are people fired for blogging” or “are they fired for poor judgment”. Jeremy’s post was in response to Anil’s recent post on a non-blogger who got fired for blogging.

Anil puts lots of things into perspective.

It all boils down to one thing think about the consequences of your actions before you act. In the same was as employees need to think before they forward that “joke” email, or just visit a porn site once late at night from the office PC. They need to think twice about what they publish online.

Hiring entrepreneurial people

Frank Arr has posted an interesting email from Tim Holborn with several interesting ideas.

Tim states that over the last couple of years he has been involved in the creation of many ideas, but not product. It seems he has also been looking for a role where his skills can be put to use, but has failed. Now to Tim’s first idea and recruitment.

Essentially Tim is suggesting that current recruitment practices might not cover matching of ideas people and organisations. Now recruiters will say (please let me know if I am wrong) that they do take into account the softer side of things when trying to match candidates and roles. However I personally see several issues with this current process, which might explain Tim’s lack of success. Firstly, Tim is right on the money when he talks about job ads, framework currently being used in a majority of ads (at least in Australia) focus on the typical profile attributes, education, experience etc. Not on the “entrepreneurial” attributes.

Secondly, this is further hindered by the tools that have been provided to job seekers and recruiters where we make it really easy to search on traditional attributes but provide fairly poor keyword/free text searching capabilities. This then limits the match capabilities from both sides of the fence.

Finally, the HR department of any medium to large organisation “forces” hiring manager’s to develop traditional job descriptions. Where manager’s must specify the education, experience they want. I have never seen an hiring process that would “allow” a manager to create a job description with 2 words in it “ideas person”. Ok you might want a few more but I think you get the point.

If you read the rest of Tim’s email there are some great ideas there, now all I need to do is find an engineer and we can commercialise “Computer expansion port for displays”!

More on the Google blogger who got fired

Mark Jen, the non infamous ex-Googler who was fired late last month has just been interview by InformationWeek (via Steve Rubel). The interview brings up 5 very good lessons which should form the basis of a blogger’s code of conduct.

I find this story interesting for several reasons. Firstly how quickly Mark managed to get himself fired. Secondly how secretive it seems Google is, although this is not surprising. Third (and this is a generalisation) did life experience have anything to do with this? Mark had only been in the workplace for 18 months, I remember how I was 18 months into the workplace I did some very stupid things (not to say I still don’t but that is for another post). As the interview states if your employer does not have a policy then ask for one.

Maybe Google needs to provide more of a supportive framework for employees, especially given they also own Blogger. It could the interpreted that because they own Blogger that they have embraced blogging as a corporate culture. Maybe Google’s induction process needs to state this clearly for all concerned. One thought that comes to mind is does Google (maybe all employers) have an obligation to their employees to make sure that they all understand where their corporate culture fits with relation to blogs? I kind of think Google does due to their ownership of Blogger. Not being an IR/ER specialist I could be completely off base on this but I do feel it is a question that needs to be asked.

I was listening to Jeremy C Wright (I remembered the C Jeremy) being interviewed on G’Day World (yes I listen to them way too much) and Jeremy said that he feels that all bloggers need to take some of the responsibility on what they posted and remember that a smart comment posted one day could come back to haunt you. Jeremy has also had a chance to reflect on his situation in the last few weeks and provides some interesting insight during the interview.

Macromedia & eLearning

The power of Pubsub and Technorati should never be underestimated. Steve Rubel was talking at length about this recently in his interview on G’Day World.

My find of the day is Tom King’s
blog from MacroMedia on eLearning. Tom seems to be a corporate blogger from MacroMedia focusing on eLearning and the application of their tools and technologies.

Something that I personally found very cool was his recent post on Nokia licensing Flash for their phones! This takes the possibility of mLearning to a new level! The possibilities are endless! The apprentice who is working on a slightly more complex activity could access the company eLearning system and receive just in time training on site, or someone who is dealing with a obscure chemical in a plant might not have at the forefront of their mind the correct procedures for handling, so access a quick flash tutorial right then. I could go on all night.

Great site Tom, you are now on my subscriptions.