Xivort Thinking About Trovix
It's easy to be cynical about new entrants to our industry. Predicting failure (or
lackluster performance) is easy. That's what most new businesses do.
Great ideas with bad understanding of
the market coupled with unimaginably small marketing budgets and ideas
is normal for our marketplace. Of the 50,000 vendors aiming for
the fabled
HR Decision maker, less than 1% have adequately budgeted for their
own success. For the most part, entrepreneurs in our space act as if
you're the dummy when you don't see their brilliance.
(Read the complete article.)
Reveille and Hyperbole:
eQuest announced it has signed an agreement with Starbucks Coffee Company (NASDAQ: SBUX) to provide global job posting management, consulting and interactive media representation for its Global Staffing department.
Meta4, a multinational company specializing in Human and Intellectual Capital Management (HICM) solutions, announced an alliance with its customer InGente, a leading solutions provider in the Human Resources field. InGente will offer the functionality of Meta4's PeopleNet7 solution to their international list of corporate clients.
HR Services Inc., an ATS provider, announced that Coradiant's TrueSight Real-User Monitor has been deployed in their myStaffingPro® applicant tracking system. Coradiant's hardware appliance enables HR Services, Inc. to provide clients with the best online user experience while using the applicant tracking system. TrueSight provides summary and detailed information on user experience, including page load times and details on any incident that would inhibit the user experience. This enables continuous optimization of myStaffingPro® while maintaining full confidentiality and security of data.
Talent Technology Corporation, the award-winning provider of recruiting technology, has announced a new initiative to develop its next generation resume extraction platform.
You Should Know:
US:
WorldWideLearn.com, the world's premier online directory of education, has launched a new nursing section that aims to help supply the industry's growing demand for qualified professionals. The U.S. Bureau of Labor Statistics estimates that more than 1.2 million registered nurses will be needed during the next ten years, almost 35 percent more than the current number. The new section features important information on the nursing and healthcare industry, such as details on nursing careers and the relevant required nursing degrees.
Report States:
Aruspex ‘Workforce Planning' Report Series Equips Organizations with Talent Planning Techniques
First paper, "An Introduction to Workforce Planning," offers real-world approach to prepare for future staffing needs
An organization's future is influenced by people trends and hiring practices, but the future can be changed by planning ahead. That's the philosophy behind a new series of reports titled, "Strategic Workforce Planning: A Real World Approach to Planning the Right Workforce for Tomorrow's Organizations."
The first installment – "Part One: An Introduction to Workforce Planning" – is now available from Aruspex, a leading provider of workforce planning software and consulting services. The first in a series of two, the white paper is available for free download. It describes a framework for workforce planning and demonstrates why an organization should workforce plan. The next paper (to be released in October 2007) will show how to implement workforce planning in an organization.
"Many organizations lack a framework or tools to understand and analyze future workforce needs, let alone to make the changes necessary to improve the future," explains Stacy Chapman, Aruspex co-founder. "The only effective way to tackle the challenges of the future workforce is strategic workforce planning, and these reports describe why and how to do just that."
"Introduction to Workforce Planning" includes the following topics:
- The Strategic Benefits of Workforce Planning
- Why Workforce Planning Isn't Already Commonplace
- Difficulties with Quantification
- The Economic Benefits of the ‘Right' Workforce
- How the Environment Drives Business Transformation
"Most organizations expend a great deal of energy to effectively plan for future products, services, customers, competitors and finances," notes co-founder Tess Walton. "Yet few apply these same strategic techniques to people planning, despite the fact that CEOs often refer to talent as the true source of their competitive advantage. Workforce planning is the people equivalent of a financial plan, and is the critical framework of an organization's business strategy.
Strategic workforce planning will guide CEOs and executive teams to identify which roles are critical to the delivery of a company's strategy, and what kind of people are needed to achieve business goals. In addition, executives and HR professionals will understand the necessary capability and capacity to deliver on a strategy, and the right ways to spend a "people budget."
For more information on how strategic workforce planning can help your organization download "Strategic Workforce Planning: A Real World Approach to Workforce Planning for Tomorrow" at: http://www.aruspex.com/knowledge_centre_whitepapers.html
About Aruspex
Aruspex delivers strategic workforce planning solutions that help organizations design and attain their future workforce. Our intuitive CAPTure planning software goes beyond simple reporting; it analyzes internal and external demographic trends, identifies future workforce gaps and guides executives and HR professionals to solve different scenarios. The Aruspex model was developed through years of practical experience, and we are passionate about workforce planning. For more information, visit www.aruspex.com.
Deep Release:
Impact Achievement Group Webcast Assists HR Executives with Training Package for the "Five Traps of Performance Management"
Tips avoid common pitfalls that lead to difficult and painful performance reviews
Experienced HR professionals know the importance of effective performance review processes and conversations. Likewise, they report that their managers' discomfort with this leadership competency leads to recurring problems. In response, Impact Achievement Group produced a new webinar, "The Five Traps of Performance Management," presented by Julie White, Ph.D., senior managing partner.
First delivered at Halogen Software's User Conference on September 17-19, 2007, the presentation debuted online at www.HR.com last week; the September 25 webcast is available to view at the following link:
http://www.hr.com/servlets/sfs?t=/contentManager/onStory&e=UTF-8&i=1116423256281&l=0&active=no&ParentID=1119974671478&StoryID=1189010878047
"Unfortunately, many performance review or appraisal systems are fraught with difficulties," explains Lee Klepinger, president and chief executive officer of Impact Achievement. "Over the years, managers and employees alike have told us that reviews are frequently a difficult and painful process. Problems range from failing to set clear performance expectations ahead of time to difficulties with conducting performance discussions. However, all can easily be avoided by recognizing the common traps and taking action."
The key performance management "traps" include:
No News is Good News - When managers avoid providing regular feedback and employees report that the only feedback they get is when "things are not going well." This is compounded with ambiguity regarding performance expectations.
Punishing Good Performers - When managers base their reviews on the high expectations of the individual, not the standards of the job.
Assuming a Dog is a Dog - It's common for terms like "initiative," "loyalty," "integrity," "communication," and "teamwork" to be part of the rating process in performance management without clearly defining the standards of performance for these traits.
The Dog Ate My Homework - Dealing with performance problems by setting aside excuses and judgments and cutting to the heart of the issue: the gaps and their subsequent impact.
Using a Crystal Ball - When managers use judgmental statements that ascribe motive or personal characteristics to the employee during performance problem discussions.
"Impact Achievement Group shares our dedication to performance management, and to increasing the bottom-line impact of employee performance," said Paul Loucks, president & CEO of Halogen Software. "The 'Five Traps' session that Impact Achievement presented at our recent User Conference is a great example of how to develop the skills required to effectively execute on performance management in conjunction with our solutions."
About Impact Achievement Group
Impact Achievement Group is a training and performance management consulting company that provides assessments, coaching, story-based interactive workshops, and simulations for managers at all levels of the organization. Impact Achievement Group helps companies worldwide dramatically improve leadership and management competency for bottom-line results. Company experts and co-authors of "People Leave Managers . . . Not Organizations," Rick Tate and Dr. Julie White are internationally recognized authorities in leadership development, human performance, service quality and communications. For more information, visit www.impactachievement.com.
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