January 23, 2013
Last week, my colleague Dwane Lay, who is pretty awesome, shared Scott Stratten’s The Book of Business Awesome and The Book of Business UnAwesome – a two-in-one entertaining and informative read – with me. The Awesome side of the book covered two concepts: 1) It discussed and offered several examples of how one employee (most of the time a front-line, customer-facing worker) became or changed the brand perception of an entire organization. 2) It highlighted ways that organizations used social technology to be awesome. In a nutshell, they used it how it’s designed to be used – to have a conversation, which involves listening and responding to people. Pretty simple right? Enter the UnAwesome side of the book: a highly entertaining collection of cautionary tales – many of them from enterprise organizations – of companies or employees that screwed up big time…
Being Awesome at HR Service Delivery
January 23, 2013
Last week, my colleague Dwane Lay, who is pretty awesome, shared Scott Stratten’s The Book of Business Awesome and The Book of Business UnAwesome – a two-in-one entertaining and informative read – with me. The Awesome side of the book covered two concepts: 1) It discussed and offered several examples of how one employee (most of the time a front-line, customer-facing worker) became or changed the brand perception of an entire organization. 2) It highlighted ways that organizations used social technology to be awesome. In a nutshell, they used it how it’s designed to be used – to have a conversation, which involves listening and responding to people. Pretty simple right? Enter the UnAwesome side of the book: a highly entertaining collection of cautionary tales – many of them from enterprise organizations – of companies or employees that screwed up big time…
January 14, 2013
I’ve been lucky enough to work with two different organizations during the formation of their HR Shared Services team. I’ve gotten to see what works and what doesn’t. Since we at Dovetail are nothing if not sharing individuals, I though it worth reflecting on those lessons. What Works The biggest key to a successful implementation, not to mention ongoing operation, is to build the HR Shared Services team out of existing HR personnel wherever possible. This serves a couple of purposes. First, it keeps your organizational knowledge and experience on the team. Unless you have found a way to translate your tribal knowledge into a robust, searchable knowledge base, all that information could walk out the door. Second, it helps you avoid the perception that the only reason to move to an HR shared services model is to cut headcount…
November 30, 2012
Are you working on a new or improved HR Shared Service Center? Need that Investment for HR Technology? Want to know what funding resources and ideas are available? Read on... The latest CedarCrestone Survey (in its 15th edition) is riddled with great information on HR Service Delivery. When I was a practitioner I often used excerpts from this survey to help support HR technology investments for HR Shared Services. One of the key findings in the latest survey around HR Service Delivery within an HRSSC reads - "Service delivery automation delivers at least 15% in administrative savings when pervasive employee and manager self service and a move to shared services with an HR help desk application is adopted." That last comment hits the nail on the head! Deploying an HR Case Management/ HR Helpdesk tool should be high on your Christmas Wish List this year! Wanting…