Microsoft to control your workflow

At the recent Professional Developers Conference (PDC) Microsoft announced a new workflow engine, Windows Workflow Foundation (WWF), that is integrated into Windows, Office, Outlook, Sharepoint etc. An interesting move. The workflow engine provides a process layer to Microsoft applications that has been lacking up until now. Developers will no longer need 3rd party workflow environments to create enterprise class business process applications.

If you are technically minded you can download a full 12 part hands on lab from Microsoft on the WWF and see what if can really do. Or you could read up on the details from MSDN.

This is an great move for HR technology! While the large ERP/HRMS products have workflow built in they are typically hard to use and expensive to implement. With Microsoft putting a workflow platform into Windows they are bringing workflow to the masses. This means that the average SME could now build workflows to help automate their administrative processes, and which function tends to have the most administration? HR. The platform will enable both in house and 2nd tier product developers to integrate enterprise class workflow into their products.

Time will tell how the tools are used by developers, I would expect that the first applications to use the WWF will not be advertised as workflow applications instead the technology will be used to solve some existing development problems. Overall I am excited by the options now available.

links for 2005-10-10

Generations in the workforce

Rereading an article on the Entitlement Generation (Via BNET & ContingentWorkforce) got me thinking this morning about our ageing workforce and what can be done about it.

The ageing workforce is a huge issue that is getting lots and lots of press at the moment, but what can the average HR professional do to resolve the issue?

The issue is multi dimensional. Some organisations have too many younger people therefore missing out on the wisdom and experience of a 30 year veteran, some have too many older workers and then miss out on the innovation and other factors provided by younger workers.

In Australia we have one of the lowest participation rates in the 55 – 65 age bracket when compared to our OECD peers. While you personally might want to resolve the issue for your organisation you cannot just hire people to solve the demographic imbalance you need to have a supply of valid applicants that are suitable for the job. Undertaking a successful recruitment outcome to fix these issues requires the alignment of many different aspects of your HR strategy. Even after you successfully hire you have the people you need to make sure they are retained. If the culture of your organisation is young and hip a 30 year veteran will probably not last very long.

How do you successful engage workers from 3 different generations all at once? How do you create policies that take into account the different needs?

These are some big issues that we have to face and trying to solve them on a Sunday morning is just not possible, but it does get you thinking. Business, Work and Ageing has some really useful information that can be used by HR Managers to develop policies and approaches to mange these issues.

MIA

10 days and not a single post, well until now!

I have been a bit busy.

Last week I spent the whole week on the road for work with 9 flights, 10 presentations, 7 cities across about 6000km, in a 5 day period. Oh and I got sick on Wednesday half way through, you know a head cold with 5 flights to go.

Now I am back in Melbourne, still sick and working to catch up on the things I did not do while I was away and the extra work I got while I was away.

I hope by next week things will get back to normal, more posts, answering emails and reading my feeds.

Blogging makes the world go around (at least in part)

Today Jason Davis posts about how companies can track what is said about them online through tools like Google Blog Search, IceRocket and Technorati. Jason provides a recent example from last week where ERExchange modified their blogging tool based on feedback. While I agree completely there is a lot of other things you can do.

Use these sorts tools to create RSS feeds to track talent. In many industries there are people who fulfil the top of the top scarce skill roles within an industry. Create an RSS feed and track what is being said about them and what they are saying about others.

Track the companies the candidates work for as well. Are they doing well, if the candidate is in the public eye you will be able to gain a profile of their impact on the business.

Use the search tools to background check candidates before hiring. If they blog, review previous posts, but remember most blogs are opinions and the writers are allowed to change their opinions. Personally, in most cases, you need to be careful about holding a single post against someone.

Candidates can use the search tools to track companies they want to work for, and jobs they want to apply for.

The message, watch what is being said online both ab0ut you and people/companies you are interested in.