May 29 WebMingle Featured SPECTRUM HR, Next Up is Lawson

 

Our weekly WebMingle is designed to give you some insight into the puzzling world of HR technology, discuss news from around the world that we find interesting, talk about upcoming events in our industry, and provide insightful interviews with people of our industry – who they are, what they do and why you should care. The WebMingle has become the most popular live Internet show in the HR technology industry!

The 55-minute WebMingle on May 29th, the 23rd in our WebMingle series, featured Sybll Romley, President and CEO of SPECTRUM HR. It was another fun and fascinating WebMingle with somebody who has been in this industry for a number of years and we touched on a number of issues including:

 

• SPECTRUM’s long life in the HR marketplace (25 years)
• We learned about iVantage and why it is not your typical HRIS
• Differentiators of iVantage that helped it win the HRchitect Beauty Pageant for mid-market HRIS
• Types of clients that typically use SPECTRUM HR
• How clients typically iVantage
• What SPECTRUM HR clients can look forward to in the coming years.
• ….and more

About SPECTRUM HR

In 1984, SPECTRUM’s founder—an HR professional—became tired of using mainframe systems and developed a system that was easy to use and met all of his needs. Spectrum became the first company to provide an HRIS for the personal computer. Soon to follow were other firsts—HR software for a network, a Windows-based HR system and a completely web-native system. For 25 years, Spectrum has focused on one thing—HR. We provide best-in-class HR software and best-in-class service and support, creating the ultimate user experience.

About Sybll Romley, President and CEO of SPECTRUM

Sybll has been with SPECTRUM since 1987. She has worked in almost all areas of the company. Prior to Spectrum, Sybll was in human resources at Price Waterhouse. She holds a Bachelor of Arts in Diplomacy and World Affairs from Occidental College.  Sybll currently sits on the board of IHRIM (International Association for Human Resource Information Management).

If you missed this past week’s WebMingle, or any of our past WebMingles, please visit our web site at www.HRWebMingle.com. You will see a complete list of upcoming guests and will be able to listen to past shows.

Our next WebMingle will take place on June 5 Larry Dunivan, SVP of HCM Global Products with Lawson. We look forward to welcoming Larry to the HRchitect WebMingle.

We hope to have you join us!

 

 

Matt Lafata, HRchitect

“Don’t we all need a little Change Management?”…from Kristie Evans with HR Logistics, LLC

 

Kristie Evans has her own firm, HR Logistics, and also works as a Consultant with HRchitect. I sat through a presentation yesterday on change management/user adoption, which was fantastic, and also thought this was an excellent and timely article that I wanted to share with you.

I don’t know about you but some days, I feel like the sands are shifting under me continuously and it is exhausting just adjusting to the changes!  So it occurred to me that change management isn’t just about opening our perspective to changes at work, but about learning to live with change as a daily challenge.  In this business climate, I suspect we are all starting to feel a little “fatigued.” 
 
Change management for a business project “uses a combination of tools to help the workforce adapt and adopt a new business environment.”  What about the change management we practice every day in our normal lives?  What tools are we using (or are others using on us) to adapt and adopt a new business environment?  Do we realize our world is changing whether we have been directly impacted by the recession or not?  In our professional lives, do we realize we are part of the changes whether we have received the lay-off slip or not?
 
With respect to a technology project within an organization, change management is about translating the effect of new technology into processes and people and facilitating behavioral change.  While changes in processes and functions can be very straightforward, gaining acceptance among users and stakeholders is not.  The absence of acceptance creates reduced productivity until the workforce fully adapts.
 
Put that into everyday language and the changes impacting our identities – our professional identity, our parental identity, our sibling identity, our spousal identity – are all being impacted by the maelstrom of changes in our immediate environment.  And so…the absence of acceptance of the changes in our world reduces our own productivity.
 
In a business initiative, the concurrent need for change management and project management requires a blending of behavioral change and tactical execution. But change management does not lend itself well to deliverables and milestones. A change management plan must be designed to gradually increase acceptance through multiple opportunities.  Success is not achieved by simply delivering a training class.  Success is measured by the outward expression of the “change” in the perception of the users – their comfort level with the business restructuring or the new technology, their increased use of it, their increased understanding of how the new environment or technology functions, and their ability to see the application in their daily operations.  When we are managing the changes in our lives, are we expecting ourselves to absorb the changes and succeed by just attending a training class? 
 
When you consider the very different focus between change management and project management, it’s easy to understand why change management may not be well understood or applied by good project managers.  Project management recognizes the need to help the workforce change and adopt the new technology, and their logic and their daily role as a project manager encourage them to see it as deliverables and milestones.  Consequently, change management plans can be designed to support a project while fundamentally missing key elements and tools that help the workforce “change” – because people don’t change on schedule.
 
The challenges to the workforce are:

• Getting past the initial fear and discomfort
• Gaining understanding and comfort
• Understanding the translation between the old structure and business processes and the new structure and processes
• Accepting the new structure and processes and beginning to adapt
• Adopting the new structure and processes
• Achieving knowledge transfer and normalized productivity.

Aren’t these our own challenges in dealing with change in our lives too?
 
The phases of change management are very similar to a project lifecycle – training, design, testing, tweaking, implementation.  However, often change management is not considered as essential – or is deferred – until later in the project.  As a result, the workforce – which changes the most slowly – has a condensed period of time to process and digest the changes occurring and adapt to the new paradigm.  This is one of the reasons change management has increased in significance over the years as IT managers have recognized the risk and impact the success of the users has on a project and the organization’s ability to ramp up to full productivity post go live. 
 
From a personal perspective, we need to give ourselves the same recognition of the stages of our personal project plan.  We may need to train on a new platform, design a new way of working and/or living, test that design to see what works and what doesn’t and then tweak it, then move into productivity – and all the while we are grieving for the paradigm we’ve lost.  Whether the lost infrastructure was good, bad, or indifferent – it seemed “stable.”  But changes in our personal lives don’t happen on schedule either. 
 
Change management is most successful when it is a steady process that runs parallel with tactical execution of a project plan, and integrates continuously to leverage each opportunity for the user to adapt and adopt.

 

 

Matt Lafata, HRchitect

theHRshow 2009 Is Coming to a Computer Screen Near You!

HRchitect, the leader in HR systems strategic consulting, and the premier Human Capital Management (HCM) and Talent Management systems consulting firm, announced the panelists and presentations for theHRshow 2009.

theHRshow, the largest regional HR technology event, takes place this year on June 10-12, 2009 as a virtual three-day event. It is being offered completely free to the HR community through the generosity of HRchitect and our sponsors.

“As we continue to be in one of the most challenging business environments in recent memory, we find less and less people going to in-person events and unfortunately expect that to continue for the balance of 2009,” stated Matt Lafata, Conference Chair for theHRshow and the Vice President of Sales and Marketing for HRchitect. “However, we have so much to offer the community through theHRshow and will have a fantastic three day virtual event this June and then the on-site conference on February 4-5, 2010 in Frisco, Texas. If you are interested in HR technology, theHRshow offers something for everyone.”

theHRshow was created by industry experts and senior level practitioners who know what kind of challenges HR and HRIS professionals face on a daily basis. theHRshow will include 18 virtual sessions and five moderated panel discussions of invaluable information on the puzzling world of HR Technology over a three day period. Best of all, this will all be made available FREE of charge to the HR community through the generosity of our sponsors.

Moderated panel discussions on June 10 will feature the following:

• Onboarding Vendor Panel – Join Emerald Software Group, KMS Software, SilkRoad Technology, and Verifications, Inc.
• Talent Management Systems Vendor Panel – Join Authoria, HRsmart, Kenexa, Taleo, Workscape, and other leading vendors
• HR Systems Vendor Panel – Join NuView, Spectrum HR, Workday, and other leading vendors
• Learning Management Systems Vendor Panel – Join GeoLearning, Plateau Systems, Saba and other leading vendors
• Recruiting Systems Vendor Panel – Join HRsmart, iCIMS, Kenexa, Peopleclick and other leading vendors

Multiple tracks of sessions will take place on June 11 and June 12 around:

• Talent Acquisition including Onboarding, Assessments, Background checking, and more
• Talent Management including Compensation, Performance Management, Workforce Planning, and more
• Emerging Trends and Technologies including Social Networking, Web 2.0, HCM portals, and more
• HCM Strategy
• Managing HR Systems
• Professional Development

“HRchitect has attended four industry conference and expos this year.  Each had a fraction of the attendance they had in 2008,” added Tiffany Appleby, Director of Marketing & Corporate Communications for HRchitect and theHRshow. “In looking forward to upcoming shows for the balance of 2009, similar projections are being made.  Attendance is expected to be down by 50%, or more. We want to be sensitive to HR professionals in these trying times while providing a tremendous resource at the same time.”

theHRshow 2009 virtual conference will sessions are innovative, thought-provoking and will appeal to many different groups of people who play any role in the use of talent management and/or HR systems. The world class list of presenters and leading vendors participating in the panels have been carefully selected over the past few months.

 HR professionals can visit www.thehrshow2009.com to see a complete list of sessions and register online for those of interest to them.

Don’t Miss Friday’s WebMingle with Sybll Romley of SPECTRUM HR

 

Our weekly WebMingle is designed to give you some insight into the puzzling world of HR technology, discuss news from around the world that we find interesting, talk about upcoming events in our industry, and provide insightful interviews with people of our industry – who they are, what they do and why you should care. The WebMingle has become the most popular live Internet show in the HR technology industry!

This week’s guests will be Sybll Romley, President & CEO of SPECTRUM.

In 1984, SPECTRUM’s founder—an HR professional—became tired of using mainframe systems and developed a system that was easy to use and met all of his needs. Spectrum became the first company to provide an HRIS for the personal computer. Soon to follow were other firsts—HR software for a network, a Windows-based HR system and a completely web-native system. For 25 years, Spectrum has focused on one thing—HR. We provide best-in-class HR software and best-in-class service and support, creating the ultimate user experience.

Sybll has been with SPECTRUM since 1987. She has worked in almost all areas of the company. Prior to Spectrum, Sybll was in human resources at Price Waterhouse. She holds a Bachelor of Arts in Diplomacy and World Affairs from Occidental College.  Sybll currently sits on the board of IHRIM (International Association for Human Resource Information Management).

Visit www.HRchitect.com/Knowledge/WebMingle to listen live on Friday, May 29th at 1pm CST to the 23rd show in our WebMingle series. If you missed any of our previous WebMingles, you can also access them from that page.

Below is a list of some of our upcoming guests:

June 5 – Larry Dunivan, SVP, HCM Global Products with Lawson, a leading ERP vendor

June 12 – No WebMingle due to theHRshow 2009 Virtual Event

June 19 – Dave Watkins, CEO of Softscape, a talent management systems vendor

June 26 – Ron Hanscome, VP of Product Strategy with Kenexa, a talent management systems vendor 

July 3 – No WebMingle due to holiday

July 10 – Chuck Ros, President of Emerald Software Group, a workforce management and onboarding vendor

July 17 – Chris Forman, President of AIRS, a company of The RightThing

July 24 – Jeff Whitney, VP of Marketing with OutStart, a learning management systems vendor

Aug 7 – Joseph Impastato, President of nowHIRE, a talent acquisition systems vendor

Aug 14 – A.G. Lambert, VP of Marketing with Saba, a learning and talent management systems vendor

Aug 28 – Fidel Baca, Principal with ExponentHR, an HR systems and payroll provider

Sep 4 – Dimitri Boylan, Founder & CEO of Avature, a Talent Sourcing vendor

Sep 11 – Peter Brasket, co-Founder and SVP with Jobs2Web, a Web 2.0 Recruitment Marketing Provider

Sep 18 – Samantha Hanson, EVP of Products and People for Verifications, Inc., Onboarding and background screening specialists

Sep 25 – Barbara Levin, Sr. VP of Marketing & Customer Community with Onboarding specialists, Enwisen

We look forward to welcoming Sybll Romley from SPECTRUM to the HRchitect WebMingle this Friday and hope to have you join us as well.

 

 

Matt Lafata, HRchitect

Should My Company Evaluate Applicant Tracking Systems?

 

The following was part of a white paper on evaluating applicant tracking and talent management systems that HRchitect produced a few years ago. The information is still quite relevant to today and we wanted to share it with you. If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. We have unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation.

 

Whatever the condition of the economy, there is always pressure on staffing organizations to select top performers while reducing hiring costs.  Leading organizations are leveraging technology to proactively manage relationships with both candidates and employees with the goal of quickly filling open jobs and building a sustainable pool of talent.  New generation systems are enabling leading companies to reduce cost-per-hire by up to 70% and time-to-hire by up to 50%.  If your company is currently using a legacy applicant tracking system, you should consider evaluating, selecting and implementing a new generation applicant tracking system for several reasons: 

 

Increased Candidate Volumes and Processing Costs

 

As a result of the ease of applying electronically for jobs posted on job boards, social networks, and corporate career sites and especially during those periods of high unemployment rates, there is an increased volume of candidates. Many companies also currently have fewer recruiters on staff to screen and qualify candidates.  Scanning resumes into a legacy departmental ATS or just dumping text-based electronic resumes into a database to search does not allow staffing organizations to efficiently deal with this increased candidate volume.  Handling this increased volume of work internally or paying an external service to process the resumes is expensive.   If your recruiters are using legacy applicant tracking software and finding it challenging and expensive to identify the most qualified talent from the continuous stream of candidates, you should consider evaluating new generation applicant tracking software.

Focus on Candidate Quality Instead of Quantity

 

The key to successful recruiting in today’s environment is the quality of the candidates not the quantity of candidates. New generation applicant tracking systems are being implemented to leverage technology to pre-screen and identify candidates up front, so recruiters spend more time qualifying, recruiting and hiring the top candidates.  Instead of just dumping text-based resumes into a database to search, candidates are channeled through the corporate career site and prompted to respond to on-line pre-screening questions designed to let the technology help qualify the candidate.  The pre-screening questions can even include “knock-out” questions, which prevent recruiters from wasting valuable time reviewing unqualified candidates.  The leading applicant tracking system vendors are also integrating their software with specialized on-line behavioral assessment tests from vendors such as ePredix and PeopleAnswers.  Some ATS vendors provide their own assessment tests.  Instead of just submitting a resume, candidates build an electronic profile with their skills, education, work experience and career aspirations.  This electronic profile is matched to the skills and experience required in the requisition. The new generation software automatically scores and ranks candidates for review by recruiters based upon user-defined criteria.     

 

Each morning when recruiters log into their personalized portal, all the information they need to efficiently manage the candidate pipeline and fill their open requisitions is at their fingertips.  If your recruiters are not using the legacy ATS to efficiently manage their candidate pipeline and are using their own external systems such as manual spreadsheets to track candidates, you should consider evaluating new generation systems.

Streamline the Staffing Process and Pro-Actively Involve Hiring Managers  

 

New generation systems are also enabling leading companies to streamline their staffing processes and reduce the time-to-fill requisitions by up to 50%.  Requisitions are created and approved online.  Jobs are posted electronically to external job boards and the internal career site.  Pre-screened candidates are qualified by recruiters and routed via email to hiring managers for review.  Qualified candidates complete on-line applications.  The leading ATS vendors also integrate their software with background screening vendors, such as HireRight, to electronically request tests and access the results.  Hiring managers are pro-actively involved in a collaborative on-line hiring process.  The software is used to create personalized interview guides, schedule interviews and collect interview ratings and feedback from the hiring team.  Offers are also created and approved on-line.  When the final candidate accepts the offer, the core HRMS is electronically sent the data needed to set up the new hire and initiate the on-boarding process.  Once the new system has been implemented, innovative companies are tracking metrics such as hiring manager satisfaction and new hire satisfaction with the hiring process to continuously refine their staffing process.  If your company has not completely automated the staffing process and is not involving your managers in a collaborative on-line hiring process, you should consider evaluating new generation systems.

Regulatory Compliance and Diversity Reporting

 

New generation ATS provide the capability to maintain an accurate audit trail of all activity associated with candidates and applicants.  This detailed information is used for regulatory compliance reporting (especially since the passage of the Sarbanes-Oxley legislation) and when responding to an OFCCP audit.  The leading systems also provide the capability to analyze your performance against diversity goals.  For example, you can analyze the diversity of the talent pool over time and report metrics such as the percentage of new hires in key jobs that are diverse.  If your legacy ATS is not being consistently used by all recruiters and does not accurately track all candidate and applicant activity, implementing a new generation ATS can help reduce your risk of legal exposure.

Candidate Relationship Management

 

The demographic trends all indicate that the labor market is expected to tighten with the mass retirement of the “Baby Boom” generation over the next ten years.  Even if companies are able to convince some retirees to work longer and outsource work to business process outsourcers (BPOs), there will still be a shortage of qualified talent.  New generation ATS’ allow organizations to establish relationships with passive candidates and continuously market their employment brand to qualified talent over time.   Candidates create electronic profiles that include their skills, education, work experience and career aspirations.  When matching opportunities become available, qualified candidates can be automatically notified via email.  Leading companies are investing in new systems today that allow them to establish relationships with these passive candidates and build a global talent database.  As “war for talent” resumes, these companies will leverage the database to recruit the top talent and gain an advantage over their competitors. 

 

If you are looking for a new ATS or looking to optimize your current ATS, please do yourself a favor and talk to HRchitect. We can evaluate your use of your current system and if need be, help you evaluate and select an appropriate ATS that best meets your company’s unique requirements.

 

 

Matt Lafata, HRchitect

May 22 WebMingle Featured MrTed, Next Up is Spectrum HR

 

Our weekly web mingle is designed to give you some insight into the puzzling world of HR technology, discuss news from around the world that we find interesting, talk about upcoming events in our industry, and provide insightful interviews with people of our industry – who they are, what they do and why you should care. The WebMingle has become the most popular live Internet show in the HR technology industry!

The 50-minute WebMingle on May 22nd, the 22nd in our WebMingle series, featured Jerome Ternynck, CEO and Co-Founder of MrTed. It was another fascinating WebMingle and Jerome has great insight and passion for Talent Acqusition Systems. We touched on a number of issues related to those topics including:

 

• Where the name MrTed came from
• How MrTed is doing in our current economy
• Trends in the recruiting industry
• What the future of talent acquisition holds
• Complexities of global recruiting
• The success of SmartRecruiters – the free ATS
• …and more

About MrTed

MrTed is a leading provider of on-demand talent acquisition solutions designed to help companies of all sizes optimize the process of acquiring local talent on a global scale. Through innovation, passion and focus, MrTed provides the world’s most effective recruitment solutions, ranging from MrTedTalentLink, an enterprise-class global talent acquisition solution, to SmartRecruiters, a free and easy applicant tracking system. MrTed was founded in London in 1999 and supports over 1000 clients in more than 100 countries find and acquire the most coveted talent in the world.

About Jerome Ternynck, CEO and Co-Founder of MrTed

Jerome Ternynck is the founder and CEO of MrTed Limited, a leading provider of on-demand Talent Management Solutions. A Frenchman who never worked in France, Jérôme has pursued an entrepreneurial path throughout his career, with an earnest and passionate dedication to the Talent Management Industry. He started his first recruitment company at age 24 in Prague (Czech Republic), effectively pioneering recruitment services (Executive Search, Selection, Recruitment Outsourcing, job fairs…) throughout Central and Eastern Europe.

In 1999, recognizing that technology was about to bring a real paradigm change in the recruitment industry, Jerome assembled $30m of venture capital and launched MrTed in London. Today, MrTed is one of the world’s leading providers of Talent Management solutions with offices throughout Europe, Asia and America. Its flagship solution, MrTedTalentLink, is used by some of the world’s largest enterprises and HRO/RPO vendors to attract, hire and retain top talent on a global scale.

Prior to this, Jerome went to Saint Cyr (French equivalent to WestPoint) where he graduated top of his year and later served as a lieutenant in the elite corps of the French Paratroops. Jerome holds a Masters Degree from Paris Dauphine University, France.

If you missed this past week’s WebMingle, or any of our past WebMingles, please visit our web site at www.HRWebMingle.com. You will see a complete list of upcoming guests and will be able to listen to past shows.

Our next WebMingle will take place on May 29 with Sybll Romley, President and CEO of HRIS Vendor, Spectrum HR. We look forward to welcoming Sybll to the HRchitect WebMingle.

We hope to have you join us!

 

 

Matt Lafata, HRchitect

Don’t Miss Friday’s HRchitect WebMingle with Jerome Ternynck of MrTed

 

Our weekly WebMingle is designed to give you some insight into the puzzling world of HR technology, discuss news from around the world that we find interesting, talk about upcoming events in our industry, and provide insightful interviews with people of our industry – who they are, what they do and why you should care. The WebMingle has become the most popular live Internet show in the HR technology industry!

This week’s guests will be Jerome Ternynck, CEO and Co-Founder of MrTed.

MrTed is a leading provider of on-demand talent acquisition solutions designed to help companies of all sizes optimize the process of acquiring local talent on a global scale. Through innovation, passion and focus, MrTed provides the world’s most effective recruitment solutions, ranging from MrTedTalentLink, an enterprise-class global talent acquisition solution, to SmartRecruiters, a free and easy applicant tracking system. MrTed was founded in London in 1999 and supports over 1000 clients in more than 100 countries find and acquire the most coveted talent in the world.

Jerome Ternynck is the founder and CEO of MrTed Limited, a leading provider of on-demand Talent Management Solutions. A Frenchman who never worked in France, Jérôme has pursued an entrepreneurial path throughout his career, with an earnest and passionate dedication to the Talent Management Industry. He started his first recruitment company at age 24 in Prague (Czech Republic), effectively pioneering recruitment services (Executive Search, Selection, Recruitment Outsourcing, job fairs…) throughout Central and Eastern Europe.

In 1999, recognizing that technology was about to bring a real paradigm change in the recruitment industry, Jerome assembled $30m of venture capital and launched MrTed in London. Today, MrTed is one of the world’s leading providers of Talent Management solutions with offices throughout Europe, Asia and America. Its flagship solution, MrTedTalentLink, is used by some of the world’s largest enterprises and HRO/RPO vendors to attract, hire and retain top talent on a global scale.

Prior to this, Jerome went to Saint Cyr (French equivalent to WestPoint) where he graduated top of his year and later served as a lieutenant in the elite corps of the French Paratroops. Jerome holds a Masters Degree from Paris Dauphine University, France.

Visit www.HRchitect.com/Knowledge/WebMingle to listen live on Friday, May 22nd at 1pm CST to the 22nd show in our WebMingle series. If you missed any of our previous WebMingles, you can also access them from that page.

Below is a list of some of our upcoming guests:

May 29 – Sybll Romley, President & CEO of Spectrum, an HRIS vendor

June 5 – Larry Dunivan, SVP, HCM Global Products with Lawson, a leading ERP vendor

June 12 – No WebMingle due to theHRshow 2009 Virtual Event

June 19 – Dave Watkins, CEO of Softscape, a talent management systems vendor

June 26 – Ron Hanscome, VP of Product Strategy with Kenexa, a talent management systems vendor

July 3 – No WebMingle due to holiday

July 10 – Chuck Ros, President of Emerald Software Group, a workforce management and onboarding vendor

July 17 – Chris Forman, President of AIRS, a company of The RightThing

July 24 – Jeff Whitney, VP of Marketing with OutStart, a learning management systems vendor

Aug 14 – A.G. Lambert, VP of Marketing with Saba, a learning and talent management systems vendor

Aug 28 – Fidel Baca, Principal with ExponentHR, an HR systems and payroll provider

Sep 4 – Dimitri Boylan, Founder & CEO of Avature, a Talent Sourcing vendor

Sep 11 – Peter Brasket, co-Founder and SVP with Jobs2Web, a Web 2.0 Recruitment Marketing Provider

Sep 18 – Samantha Hanson, EVP of Products and People for Verifications, Inc., Onboarding and background screening specialists

Sep 25 – Barbara Levin, Sr. VP of Marketing & Customer Community with Onboarding specialists, Enwisen

We look forward to welcoming Jerome Ternynck from MrTed to the HRchitect WebMingle this Friday and hope to have you join us as well.

 

 

Matt Lafata, HRchitect

How To Successfully Deploy a Global Talent Management System

 

On May 20, HRchitect will conduct a webinar entitled:

“Going Global with Talent Management Systems – Information Columbus Wished he Had. How to Successfully Select and Implement a Global Talent Management System”

You can register by going here but in the meantime, I wanted to include seven tips for a successful global TMS deployment project. We covered eight tips for evaluating and selecting a global TMS in two blogs dated May 5, 2009 and May 11, 2009. Of course these points will be expanded upon during the webinar.

Tip # 1 – Form a Global Project Team

• Typically most of the members of the selection project team
• Expand to include internal stakeholders from various business areas
• Expand to include external stakeholders

Tip # 2 – Create a Strong Project Organization Structure

• Internal and external resources, directly and indirect involvement
• Composition – executive steering committee (your executive “champions”), global business sponsor, global project team and regional/country teams, project advisors, senior executive of the TMS vendor

Tip # 3 – Create a Global Implementation Project Plan

• Phased implementation approach – pilot site first
• Leverage pilot site project plan to implement TMS within other countries
• Identify roll-out strategy to other countries

Tip # 4 – Conduct a Global Meeting

• Primary objective – get countries’ buy-in and commitment on a global TMS
• Education on the benefits of a global TMS to their locality and the corporation, new recruitment processes and change management issues  
• Face-to-face (best), video conferencing, Web-based seminars

Tip # 5 – Define a Global Configuration Design

• Serves as Core Design of the TMS
• Approved by all localities
• Reflects corporation’s global resourcing process, policies and workflow
• Meets vast majority of each localities’ resourcing needs
• Identifies standard global forms – job requisition, disclosure and consent, interview evaluation, offer
• Identify vendor-supported job posting sites
• Not to be modified as progressively roll-out TMS
• Allow “tweaking” of global configuration to meet local needs

Tip # 6 – Secure Local Commitment

• To participate actively in the global design
• Communicate results of the global meeting to regional stakeholders
• To execute on specific action items
• To be a catalyst in determining their region’s deployment plan
• To facilitate the deployment in their region
• To be a change agent for the new resourcing process

Tip # 7 – Create a Global User Support Model & System Maintenance Plan

• Effective and timely user support on process, functional and application questions and issues
• Trained and experienced services staff (“superusers”) – experience with the deployed TMS, global and local system configuration designs and processes
• Impacts user adoption
• Effectively communicate procedures to users
• Model
  • Regional superuser(s)
  • Country superuser(s)
  • Corporation superuser(s)
  • TMS vendor
  • System Maintenance
    • Regional superuser(s)
    • By corporate superuser(s)

To Register, please visit http://hrchitect.com/News/Webinars

 

 

Matt Lafata, HRchitect

May 15 WebMingle Featured Workscape, Next Up is MrTed

 

Our weekly web mingle is designed to give you some insight into the puzzling world of HR technology, discuss news from around the world that we find interesting, talk about upcoming events in our industry, and provide insightful interviews with people of our industry – who they are, what they do and why you should care. The WebMingle has become the most popular live Internet show in the HR technology industry!

The 50-minute WebMingle on May 15, the 21st in our WebMingle series, featured Tim Clifford, President, CEO and Co-Founder of Workscape. It was another fascinating WebMingle and Tim has tremendous insight into benefits administration, compensation, workforce management and more. We touched on a number of issues related to those topics including:

 

• What Workscape’s mission is as a company
• Workscape just had its 10th anniversary and we discussed what Tim learned in the past ten years
• Discussed what Tim attributes Workscape’s success to in a very competitive market
• What sets Workscape apart from other Talent Management vendors
• Why having Talent Management and Benefits from the same company is beneficial
• What 365 days of compensation means
• How the current economy is affecting the Talent Management market
• How the way organizations manage compensation will change in the future
• …and more

About Workscape

Workscape is a leading provider of business-critical HR solutions that enable hundreds of organizations to manage their two largest workforce expenditures: employee benefits and performance-driven compensation.  Both offerings share a common platform, easily integrate with existing IT investments, serve millions of employees, and are scalable and configurable to meet the distinct requirements of organizations ranging from 2,000 to 400,000 employees.  The company’s award-winning multi-lingual compensation solution has achieved 99.6% adoption rate in a deployment to more than 400,000 employees across 70 countries.  Its outsourced benefits administration offerings are backed by US-based 7 x 24 support for managers and employees on policies and processes.

About Tim Clifford – President, CEO and Co-Founder of Workscape

As President, CEO, and co-founder of Workscape, Inc., Tim Clifford has set the strategic vision and direction for the award-winning Company since its inception in 1998. Under his leadership, Workscape has risen to a prominent position in its industry, differentiated by its commitment to exemplary client service and continuing innovation as a technology-based provider of outsourced workforce management and benefits administration solutions. Today, more than 45 of the Fortune 500 rely on Workscape’s solutions to deliver HR services to their workforces.

Clifford’s background includes extensive experience in accelerating growth for early- and growth-stage companies. Before founding Workscape, he was the President and COO of HealthPlan Services, Inc.’s small group business unit, the most profitable division of this NYSE company. Before joining HPS, he was with Consolidated Group from 1985 to 1997. As President and CEO from 1991 to 1997, he advanced the growth of this national outsourcing services leader into the insurance and managed care industries through more than ten acquisitions. Clifford’s earlier career experience includes four years with Prudential Insurance Company, where he rose to regional group manager.

If you missed this past week’s WebMingle, or any of our past WebMingles, please visit our web site at www.HRWebMingle.com. You will see a complete list of upcoming guests and will be able to listen to past shows.

Our next WebMingle will take place on May 22 with Jerome Ternynck, CEO of Talent Acquisition Systems provider, Mr Ted. We look forward to welcoming Jerome.

We hope to have you join us!

 

Matt Lafata, HRchitect

Don’t Miss Friday’s WebMingle with Tim Clifford of Workscape

 

Our weekly WebMingle is designed to give you some insight into the puzzling world of HR technology, discuss news from around the world that we find interesting, talk about upcoming events in our industry, and provide insightful interviews with people of our industry – who they are, what they do and why you should care. The WebMingle has become the most popular live Internet show in the HR technology industry!

This week’s guests will be Tim Clifford, President, CEO and Co-Founder of Workscape.

Workscape is a leading provider of business-critical HR solutions that enable hundreds of organizations to manage their two largest workforce expenditures: employee benefits and performance-driven compensation.  Both offerings share a common platform, easily integrate with existing IT investments, serve millions of employees, and are scalable and configurable to meet the distinct requirements of organizations ranging from 2,000 to 400,000 employees.  The company’s award-winning multi-lingual compensation solution has achieved 99.6% adoption rate in a deployment to more than 400,000 employees across 70 countries.  Its outsourced benefits administration offerings are backed by US-based 7 x 24 support for managers and employees on policies and processes.

As President, CEO, and co-founder of Workscape, Inc., Tim Clifford has set the strategic vision and direction for the award-winning Company since its inception in 1998. Under his leadership, Workscape has risen to a prominent position in its industry, differentiated by its commitment to exemplary client service and continuing innovation as a technology-based provider of outsourced workforce management and benefits administration solutions. Today, more than 45 of the Fortune 500 rely on Workscape’s solutions to deliver HR services to their workforces.

Clifford’s background includes extensive experience in accelerating growth for early- and growth-stage companies. Before founding Workscape, he was the President and COO of HealthPlan Services, Inc.’s small group business unit, the most profitable division of this NYSE company. Before joining HPS, he was with Consolidated Group from 1985 to 1997. As President and CEO from 1991 to 1997, he advanced the growth of this national outsourcing services leader into the insurance and managed care industries through more than ten acquisitions. Clifford’s earlier career experience includes four years with Prudential Insurance Company, where he rose to regional group manager.

He holds a bachelor’s degree in Art History from Northeastern University.

Visit www.HRchitect.com/Knowledge/WebMingle to listen live on Friday, May 15th at 1pm CST to the 21st show in our WebMingle series. If you missed any of our previous WebMingles, you can also access them from that page.

Below is a list of some of our upcoming guests:

May 22 – Jerome Ternynck, CEO of MrTed, a talent acquisition systems vendor

May 29 – Sybll Romley, President & CEO of Spectrum, an HRIS vendor

June 5 – Larry Dunivan, SVP, HCM Global Products with Lawson, a leading ERP vendor

June 12 – No WebMingle due to theHRshow 2009 Virtual Event

June 19 – Dave Watkins, CEO of Softscape, a talent management systems vendor

June 26 – Ron Hanscome, VP of Product Strategy with Kenexa, a talent management systems vendor

July 3 – No WebMingle due to holiday

July 10 – Chuck Ros, President of Emerald Software Group, a workforce management and onboarding vendor

July 17 – Chris Forman, President of AIRS, a company of The RightThing

July 24 – Jeff Whitney, VP of Marketing with OutStart, a learning management systems vendor

Aug 14 – A.G. Lambert, VP of Marketing with Saba, a learning and talent management systems vendor

Aug 28 – Fidel Baca, Principal with ExponentHR, an HR systems and payroll provider

Sep 4 – Dimitri Boylan, Founder & CEO of Avature, a Talent Sourcing vendor

Sep 11 – Peter Brasket, co-Founder and SVP with Jobs2Web, a Web 2.0 Recruitment Marketing Provider

Sep 18 – Samantha Hanson, EVP of Products and People for Verifications, Inc., Onboarding and background screening specialists

Sep 25 – Barbara Levin, Sr. VP of Marketing & Customer Community with Onboarding specialists, Enwisen

We look forward to welcoming Tim Clifford from Workscape to the WebMingle this Friday and hope to have you join us as well.

 

Matt Lafata, HRchitect