Hi all,
One of my managers in my department leads the HR business applications team. We currently have PeopleSoft (tons of custom functions), some .NET tools, Cornerstone LMS, iCIMS eRecruiting, and a few custom-built leave request systems.
For 2011, our HR Dept is deploying a new 'cultural change' to enable more bottom-up / 2.0 mentality, including enhanced goal alignment, enhanced 360 performance feedback, and new compensation management model. However, rather than focusing on solid employee mindset changes and communication, HR is focusing on deploying 'fancy (& complicated) apps', and hoping to use 'fancy apps' to change employee mindsets and behaviors. Also, instead of adopting SaaS tools, they're insisting that IT builds custom / unique tools to support the cultural initiative (which is killing my team). Moreover, no employee surveys have been conducted for the past 3 years, which makes the new culture change a bit groundless.
If anyone could provide some opinions on the following I'd really appreciate it:
1. It doesn't feel right that HR is focusing on technical tools instead of fundamental people mindset change -- what should be the guiding rules here?
2. Corp HR is insisting on rolling out new tools all within 3 to 4 months. Based on past case studies, how fast could a company of 5,000 adopt a new way of working? (frequent goal setting and alignment, rolling peer non-anonymous 360 perf rating, etc.)
3. HR is strongly driving the user interface designs and making the tools difficult to use. For example, objective setting process would go from a few mouse clicks and fields to 4 to 5 times the clicks/fields in the new system. Are there best practices on keeping HR tools simple, straight forward, and place the focus be on HR-manager-employee interactions?
4. Do more fancy HR tools alone really help improve employee performance / increase productivity? (so far, I've only seen dramatic results in enterprise social media deployment cases, but our HR is ignoring that trend)
Since we're a software company, the mentality to have lots of "custom-built" could be natural, but I just want to find a good balance so everything is more digestible and sustainable for the long term.
Sorry for the long post - thanks in advance!
Steve
From Taiwan, Taipei
One of my managers in my department leads the HR business applications team. We currently have PeopleSoft (tons of custom functions), some .NET tools, Cornerstone LMS, iCIMS eRecruiting, and a few custom-built leave request systems.
For 2011, our HR Dept is deploying a new 'cultural change' to enable more bottom-up / 2.0 mentality, including enhanced goal alignment, enhanced 360 performance feedback, and new compensation management model. However, rather than focusing on solid employee mindset changes and communication, HR is focusing on deploying 'fancy (& complicated) apps', and hoping to use 'fancy apps' to change employee mindsets and behaviors. Also, instead of adopting SaaS tools, they're insisting that IT builds custom / unique tools to support the cultural initiative (which is killing my team). Moreover, no employee surveys have been conducted for the past 3 years, which makes the new culture change a bit groundless.
If anyone could provide some opinions on the following I'd really appreciate it:
1. It doesn't feel right that HR is focusing on technical tools instead of fundamental people mindset change -- what should be the guiding rules here?
2. Corp HR is insisting on rolling out new tools all within 3 to 4 months. Based on past case studies, how fast could a company of 5,000 adopt a new way of working? (frequent goal setting and alignment, rolling peer non-anonymous 360 perf rating, etc.)
3. HR is strongly driving the user interface designs and making the tools difficult to use. For example, objective setting process would go from a few mouse clicks and fields to 4 to 5 times the clicks/fields in the new system. Are there best practices on keeping HR tools simple, straight forward, and place the focus be on HR-manager-employee interactions?
4. Do more fancy HR tools alone really help improve employee performance / increase productivity? (so far, I've only seen dramatic results in enterprise social media deployment cases, but our HR is ignoring that trend)
Since we're a software company, the mentality to have lots of "custom-built" could be natural, but I just want to find a good balance so everything is more digestible and sustainable for the long term.
Sorry for the long post - thanks in advance!
Steve
From Taiwan, Taipei
Dear Steve,
Warm Greetings from Ramco Systems!
I'm Kavitha, from Ramco. I've been reading your add in this cite hr.com. The reason for me contacting you at this point is that you an enquiry on HR system for replacement in your organisation in 2011. We would like to dicuss the possibility of working with you regard to our Ramco HCM/Payroll sollution.
As you may aware Ramco Systems, a part of the $875 million Ramco Group is a world leader in providing enterprise management solutions. We have been delivering our solutions to top organizations around the world including ETA, Swatch, Group 4 Securicor, Intel, IBM – Daksh, Seagate, Lucas TVS, ITC, Oberoi hotels, DLF, Citigroup India, Columbia Helicopters, Moser Baer, Gulf Petrochem, NACIL (Air India & Indian Airlines), and Hoosier Energy, Bombay Suburban Electric Supply (BSES), Chennai Petroleum Corporation Limited, Reliance Energy and a whole lot more.
We have seven major product suites – Ramco Enterprise Suite (For large corporations), Ramco Enterprise Asset Management Suite, Ramco Aviation, Ramco on Demand ERP (For SMEs), Ramco Business Information Management Suite, Ramco Enterprise Process Suite, and Ramco Mine Management Suite.
Let me take the liberty to introduce our Ramco HCM/Payroll Solution:
Ramco HCM/Payroll Solution: Our HCM & Payroll is implemented in 34 countries with 196 customers across 750 locations .Over 800,000 employees worldwide receive their pay checks through Ramco's HCM solution. Ramco HCM & Payroll is an integrated solution that will help your enterprise continuously align human capital to business objectives, train people & improve collaboration, promote transparent culture & increase visibility into organizational performance.We have effective modules like Staffing,Workforce Management,Attendance Management,Compensation & Benifts,Planning,Employee Development etc....the highlight of our solution is Employee Self Service, which reduce cost & increase efficiency of complete Employee Life Cycle activities.
If you find anything that interests you, I can fix up a meeting or a tele call with our technical business consultants to study your requirements further. If you require further info, please feel free to drop me an email and indicate the best time to reach you. Kindly let me know a suitable time for a demo and an initial discussion with you and your management to take it further.
Looking forward to hear from you!
Have a great day!
From India, Madras
Warm Greetings from Ramco Systems!
I'm Kavitha, from Ramco. I've been reading your add in this cite hr.com. The reason for me contacting you at this point is that you an enquiry on HR system for replacement in your organisation in 2011. We would like to dicuss the possibility of working with you regard to our Ramco HCM/Payroll sollution.
As you may aware Ramco Systems, a part of the $875 million Ramco Group is a world leader in providing enterprise management solutions. We have been delivering our solutions to top organizations around the world including ETA, Swatch, Group 4 Securicor, Intel, IBM – Daksh, Seagate, Lucas TVS, ITC, Oberoi hotels, DLF, Citigroup India, Columbia Helicopters, Moser Baer, Gulf Petrochem, NACIL (Air India & Indian Airlines), and Hoosier Energy, Bombay Suburban Electric Supply (BSES), Chennai Petroleum Corporation Limited, Reliance Energy and a whole lot more.
We have seven major product suites – Ramco Enterprise Suite (For large corporations), Ramco Enterprise Asset Management Suite, Ramco Aviation, Ramco on Demand ERP (For SMEs), Ramco Business Information Management Suite, Ramco Enterprise Process Suite, and Ramco Mine Management Suite.
Let me take the liberty to introduce our Ramco HCM/Payroll Solution:
Ramco HCM/Payroll Solution: Our HCM & Payroll is implemented in 34 countries with 196 customers across 750 locations .Over 800,000 employees worldwide receive their pay checks through Ramco's HCM solution. Ramco HCM & Payroll is an integrated solution that will help your enterprise continuously align human capital to business objectives, train people & improve collaboration, promote transparent culture & increase visibility into organizational performance.We have effective modules like Staffing,Workforce Management,Attendance Management,Compensation & Benifts,Planning,Employee Development etc....the highlight of our solution is Employee Self Service, which reduce cost & increase efficiency of complete Employee Life Cycle activities.
If you find anything that interests you, I can fix up a meeting or a tele call with our technical business consultants to study your requirements further. If you require further info, please feel free to drop me an email and indicate the best time to reach you. Kindly let me know a suitable time for a demo and an initial discussion with you and your management to take it further.
Looking forward to hear from you!
Have a great day!
From India, Madras
Hello,
Thanks very much for your reply! Since my original post, there have been some developments within our HR department on the topics I mentioned. Basically, beta test feedbacks from employees for HR's first 'new tool' have been super negative, with many mentions to cut the tool's complexity. In addition, regional/country HR teams are complaining that they have no capacity to handle the day-to-day operations plus the new deployments. It's like living through your comment feedbacks real-time. Maybe all these issues will sort themselves out naturally.
I'll definitely reference your replies when I speak to HR to help them plan out realistic time frames and change scopes.
Thanks again!
Steve
From Taiwan, Taipei
Thanks very much for your reply! Since my original post, there have been some developments within our HR department on the topics I mentioned. Basically, beta test feedbacks from employees for HR's first 'new tool' have been super negative, with many mentions to cut the tool's complexity. In addition, regional/country HR teams are complaining that they have no capacity to handle the day-to-day operations plus the new deployments. It's like living through your comment feedbacks real-time. Maybe all these issues will sort themselves out naturally.
I'll definitely reference your replies when I speak to HR to help them plan out realistic time frames and change scopes.
Thanks again!
Steve
From Taiwan, Taipei
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