OrangeHRM Blog
Voice of Free & Open Source HR System
25
Aug

OHRMCon: Lee Congdon on the Need for Speed in Responding to Opportunity

Posted in General  by Shaun Bradley No Comments

As an advocate for business readiness, digital innovation, and global information strategies, Lee Congdon, CIO, Red Hat, is an experienced voice in the IT community.

Earlier in this blog series, Mr. Congdon discussed the changing role of IT unitsand open organization. In this piece, Mr. Congdon comments on how business can structure itself to respond to fast-breaking market opportunities.

Getting the right culture, intention, and people in place to respond
Change is certain. Sweeping developments in technological capability are driving enterprise to rethink old models to remain profitable—and relevant. Open source HR platforms like OrangeHRM give users access, ability, and transparency. With open source in a creative business community, the future is wide open.

For any size enterprise looking to incrementally adjust—or restructure—Mr. Congdon offers some comments on key issues to consider:

Need for speed: IT organizations must enable business partners to quickly recognize, respond, and capture business opportunities. “IT organizations cannot afford to be unable to deliver for their enterprise because of budget constraints, legacy system constraint, lack of skills, or ineffective vendor partnerships.” Alignment toward more flexible, agile IT might include:

  • Streamline IT organizations to move more quickly
  • Aggressively retire legacy technology debt
  • Incorporate a cloud, or open hybrid cloud portfolio of solutions
  • Implement Agile and DevOps technologies
  • Select vendor partners that move quickly and respond with agile and flexible solutions
  • Free up costs in the legacy base to afford investment in new technology
  • Re-frame culture and tone within IT organization toward efficiency, transparency, and speed

Along with speed, IT organizations must realign to drive new opportunity and confidently lead business partners when needed.

Resolve differences: New market realities call for scalable, responsive businesses and IT partners. This means cultural shifts toward an environment that supports a shared sense of purpose across the entire organization. Enterprises can create a collaborative culture less likely to dissolve into factions by promoting concepts such as the following:

  • Full, honest disclosure on project status
  • Trust-based, open relationship between IT organizations and business partners, rather than nurturing insularity and competition between units
  • Shift toward transparency
  • Joint decision making and shared accountability
  • Repair and move forward, rather than blame and attribute

Promote change: Organizational shifts are difficult. Even highly adaptive employees can have difficulty with the open approach. Notes Congdon, “You must have the right people and culture, and that is a long-term investment.” Steps to promote change include:

  • Focus on getting the right people for reliable production and deliverables
  • Set vision and focus on tactical steps to build credibility for change
  • Put the right people and processes in place at the appropriate level
  • Retain people willing to learn skills, and viewed by business partners as vested in enterprise success

Reiterates Congdon, “It takes a while to get the right culture, intention and people in place to establish those capabilities.” Mr. Congdon emphasizes IT organizations cannot, by themselves, effect change across the enterprise. “The leadership, the culture, and the incentives need to align to get people moving in that direction.” IT organizations can be leaders—but they need partners.

In October, Mr. Congdon will speak at OHRM Con in New York City. Along with David Axmark, Dr. Richard Johnson, and others, Mr. Congdon will share his view of technology and the future of the Open community. Register today.

Learn more about Mr. Congdon’s views on leadership and HR challenges.

27
Jul

OHRMCon: Understanding the Open Organization

Posted in General  by Shaun Bradley No Comments

Catching up with Lee Congdon, CIO of Red Hat, we had a chance to talk with him about his views on how IT organizations and their business partners function in an open organization.

What is an open organization?

In his recently published book, Open Organization, Red Hat CEO Jim Whitehurst defines an open organization as a business model with qualities that include:

  • Engagement of individuals in participative communities
  • Nimble response to challenges and concerns
  • Avenues to external talent and resources

In his remarks, Mr. Congdon discussed the open organization as a company culture that supports the bridging and blending of service and business counterparts to maintain and build mobility and meet objectives. An open organization offers a flat business ecosystem to cultivate trust, participation, engagement, and capability.

Transforming a traditional business into an open organization is a paradigm shift involving long-term effort, commitment, and resources. As it applies to IT, Mr. Congdon’s comments on the evolution of enterprises toward an open organization include the following:

Reliability: Notes Mr. Congdon, “IT is fundamentally a service organization and should realize that the business objectives of the enterprise, or the business, are an overriding concern.”

When considering an open organization, units must first have their deliverables and talent in place. If you can’t deliver projects reliably, you really have to start there. You may be able to do some of this work in parallel in different parts of a large enterprise, but IT must be able to get the basics right.

Trust: The move to an open organization is easier for an IT organization already invested in developing skills and solutions needed now—and in the future—by the enterprise. IT will need to position themselves to identify opportunities and potentially sell them to the business. IT must look for serendipity – and a business partner that is in need of assistance.

Moving past traditional hierarchy: To stay market relevant, business and enterprise are going to need a talent and resource scalability that is not present in traditional business models. “I think it is going to be increasingly difficult for enterprises to respond quickly in a traditional hierarchical organizational structure that’s perhaps focused on doing repetitive tasks more efficiently.

“In the future, many, if not all, repetitive tasks are going to be automated. It’s going to be an issue of how fast the organization can respond to market opportunities – and how fast the organization can transform, enabled by technology, to address those opportunities. Those sorts of criteria really change the nature of competition over time, and just about every enterprise must be ready to respond.”

Open organizations present a different way of thinking, engaging talent, and responding to market opportunities. In the next in this series, we’ll explore what Mr. Congdon calls the “need for speed, ” in keeping pace with the developing edge.

Learn more about the Open world and the challenges facing HR from Mr. Congdon at OHRMCon in New York City in October.

22
Jul

OHRMCon: Lee Congdon on the Changing Role of IT Organizations

Posted in General  by Shaun Bradley 1 Comment

In October, OrangeHRM invites you to OHRMCon in New York City. At the conference, you’ll have access to the voices, vision, and best practices that are carrying HR tech into the future. Recently, plenary speaker Lee Congdon shared some insights on the accelerating transition from an industrial to information society and how that is impacting business technology today.

As Chief Information Officer of Red Hat, Mr. Congdon is the innovative mind behind the company’s global information systems. With a career that began as an IT manager and developer, Mr. Congdon understands the costs of legacy systems—in both IT and business units.

Arguably, the race toward a knowledge-based society stirred with the Space Age. Technological developments, miniaturization, and an ever-increasing need for speed in both information transfer—and staying ahead of the learning curve—have not slowed since.

Staying relevant during rapid transition

In discussing the digital transition, Mr. Congdon highlighted the challenges pressing the redefinition of relationships between IT departments and their business partners. To deliver products, build profit, and stay relevant, enterprises must consider:

  • Re-framing IT and business partner interaction: The legacy style of defined boundaries between IT and business units is history. Instead of distinct departments competing on costs, jointly developed solutions between the technical and business sides serve the entire enterprise in its goal of marketplace relevance.
  • IT skills development: By better understanding the language of its business partners, IT units can better serve the larger goals of the enterprise. Notes Mr. Congdon on the changing role of IT, “…instead of just working with their business partner to select an Agile Portfolio, implement it over time, assist in the change management and so on, IT organizations now must bring offers to the table to either reduce costs, or more importantly, to increase revenue. They also must implement offers independently but with a level of success equal or greater to that in the past.”
  • Changing services: Developments such as SaaS and mobile apps offer important efficiencies and services to business—and opportunities to utilize IT operations in different ways. Mr. Congdon describes this transition, Mature IT organizations have solid partnerships with their business and they are able to understand the context of their work. In the future, it is going to be even more important for IT organizations to assume a greater business leadership role while at the same time ceding technology leadership to other parts of the organization. Because, in many cases, not only can the business do it themselves – it’s possible they are already doing it themselves.

Toward a more collaborative future

We talked earlier about the importance of an engaged business ecosystem. Open organizations such as Red Hat are a flat, opt-in environment ripe for innovation and engagement at all levels. Next post, we’ll share comments from Mr. Congdon on his view of open organizations.

Hear and meet Mr. Congdon, David Axmark, Dr. Richard Johnson, and other leaders in the tech field at OHRMCon in New York City on October 1-2, 2015. Register today!


Tags: , , , , , ,

14
Jul

Talent Analytics—What Do they Mean to You?

Posted in General  by Shaun Bradley No Comments

As the competition for talent heats up, HR managers are looking for more sophisticated tools to help them hire the right people—and retain them.

Big data is moving into recruiting in a big way. When companies combine native data with analytic capabilities, or a well-honed analytic team, the benefits are tremendous.

How does data help?

Cognitive tools, like those available with IBM’s Watson, use linguistics to make inferences about the personality and social behaviors of a target candidate. Through this predictive analysis, HR managers gain insight about a candidate, and how a candidate compares to other applicants and current employees. Here is how it works:

  • Predictive tools use past and present data to make suggestions about the future.
  • Using information gleaned from sources like LinkedIn, Twitter feeds, blogs, email, or other social media, analytics are gathered and inferences are made.
  • With sufficient information, analytics are displayed in a graph, offering you a rich, projective, characterological portrait at a glance.
  • Using predictive analytics, managers have a tool to match not just for skills—but for qualities that spell the difference between the right—or wrong—hire.

The analysis of candidate and talent data offers a wealth of information. According to the Harvard Business Review (HBR), some key benefits of talent analytics include:

  • Insight into important hiring factors: Although many employers believe educational background is a key predictor of success, some analyses suggest initiative, or other qualities, could be better differentiators. While the talent demands of each business are unique, the key attribute needed for success in a particular position may not reveal itself until a data model of currently successful employees is created for comparison.
  • Pricing with job banks: Analytics give you previously hidden information about referral points during the recruiting cycle. If analysis shows you are getting relatively poor, or unsuccessful candidates, from a particular service, use your information to negotiate lower prices or improve service.
  • Engagement, engagement, engagement: High levels of employee engagement lead to better retention of talent, lower recruiting costs, and increased customer and client satisfaction. Using intelligent tools, you can discover where to recruit the best talent, focus points, and how to challenge your human capital after on-boarding.

From perspective analysis that offers you insight before hire, to metrics that help you adjust HR practices on the go, talent analytics are becoming go-to methods for managers invested in hiring for human, and business, success.

Tags: , , ,

7
Jul

Dynamic Planet: HR Mobile Apps

Posted in General  by Shaun Bradley No Comments

As the world goes mobile, HR functions are poised to go with it.

In the United States, searches on mobile devices outnumber those from laptops and PC’s. According to a 2014 study on the use of mobile HR apps, 37 percent of registered mobile users access pay information on their devices. While frequently browsing their devices, usage data indicates employees do not stay long on an HR app—taking only long enough to obtain the needed information before logging off.

Expanding HR functions and functionality into mobile space means apps that aim at targets such as the following:

Organizational coherence: Checking in while away from the office is a prime attraction and critical need for workers who do not have regular access to a computer during their workday. In addition to benefits, pay, and holiday functions, new mobile HR apps connect working peers for problem solving, teamwork, and organizational communication. HR and other apps can become a prime tool for real time exchange, shifting decision dynamics among employees and managers in an interesting way.

Engagement: Employee engagement is critical to productivity and talent retention. While mobile apps will probably not replace periodic employee satisfaction surveys, they can be used as a partner strategy. Mobile HR apps take the pulse of workforce sectors, speed the deployment of information or training, and keep engagement levels high through frequent touch communication within an office, or a global enterprise.

Compliance: Well-designed HR solutions reduce errors while saving both budget and human time. Compliance errors in record keeping, licensing, and training are costly. Mobile apps extend the function of your modular HR environment and enable you to log and track employee information.

Fluid HR management: Migration of HR function from the desktop to a mobile environment gives HR managers an untethered ability to recruit, manage, and communicate with onsite and remote employees and achieve business goals. Enhanced recruiting capabilities on mobile apps enable managers to access relevant job boards worldwide and use personality metrics to make side-by-side, on-the-fly comparisons between candidates and current employees. Location awareness could be used to develop alerts, or other capabilities, for traveling or local employers.

As individuals embrace mobile HR tech, they look for ease of use and convenience. Take advantage of this dynamic shift to increase HR efficiency, accuracy, and employee engagement.

Tags: , , ,

3
Jul

Four Highlights of Open Source 3.3.1

Posted in General  by Shaun Bradley 1 Comment

Open Source by OrangeHRM is a leading, full-featured HR environment—and it is free. Open Source Version 3.3.1 is the second Open Source release this year and it has some great features to align and improve your HR service, including mobile compatibility.

Open Source already comes with a host of features and functions to serve the HR needs of small business or large enterprise. Some of those include:

  • Easy system administration
  • Efficient management of personnel information
  • Resourceful handling of leave, time off, timesheets, and attendance records
  • Recruitment cycle support
  • Full performance management including self and supervisor reviews

With the latest Open Source release, look for great new capabilities that include:

Open ID & Google + Authentication:  Open ID & G+ authentication increases the ease, and security, of logging into OrangeHRM Open Source.  This feature allows users to sign-in with two-step verification instead of requiring users to set—and forget—additional passwords.  This provides a seamless login experienc.

Future API development:  This release enables web services that communicate with the mobile app also introduced with this version.  The release also lays a foundation for an upcoming OrangeHRM application program interface (API).

Corporate directory plug-in: With this release, Open Source gains a valuable plug-in already part of the OrangeHRM Professional and Enterprise versions.  The corporate directory gives personnel the capability to look up, and locate, employees and administrative staff, throughout their business or organization.

Mobile app:  Available on Android and iOS platforms, this release features the OrangeApp.  In many countries, more than half of all searches are conducted via mobile device.  The new OrangeApp lets you view and conduct important HR functions when you are away from your office.  Use the app to request leave, view timesheets, and manage personal profiles.  OrangeHRM puts the power of HR mobility at your service.

Explore these new Open Source features and more at OHRMCon in New York City this October.  This unique conference focuses on service and trends in the Open community and offers you a workshop opportunity to optimize your OrangeHRM system.

In addition to rich learning and networking opportunities, conference attendees receive OrangeBuzz, an intra-office social media tool, and the new OrangeApp—for free.  Register for OHRMCon today.

Tags: , , , , , , , ,

3
Jul

Sneak Peek: Applicant Tracking System from OrangeHRM

Posted in General  by Shaun Bradley 1 Comment

Across industry and enterprise, applicant tracking systems (ATS) help hiring managers and recruiters attract, manage, and hire desirable talent. To streamline the process, reduce costs, and enable you to hire the right person for the job, OrangeHRM is rolling out an ATS system what is code named #ProjectNOVA.

For businesses and candidates, ATS play an important role in the recruitment cycle. As we talked about earlier, a well-designed ATS offers integrated mobile service to all parties. #PojectNOVA offers this—and more.

From job board integration and personality metrics, to interview support and mobile access, #ProjectNOVA has it all. Consider these highlights:

Job board coverage: Integrated with eQuest, a global job posting distribution service, #ProjectNOVA ensures your job posting is available to the right talent target pool. Using #ProjectNOVA, your job opening is available to prospective employees across the country—or around the world—quickly and securely.

Mobile: Mobility means your candidates see your job posting, and interact seamlessly with you—regardless of location. View vacancy and candidate lists, profiles, and analytics on your mobile device or use the interview assistant to compare candidates and conduct a mobile interview.

Web comparison: Integrated with LinkedIn, #ProjectNOVA gathers and displays evaluative information in side-by-side candidate comparisons as your recruitment effort narrows. Interview and other scores are analyzed to help you understand fit and alignment between candidates and your current workforce. Based on captured information, #ProjectNOVA scores candidates for success in your company ecosystem.

Interview assistant: Offering analytic and interviewing support throughout the hiring process, the interview assistant tracks candidate scores, prompts you with interview questions, registers your notes, and tabulates scoring.

Analytics: NOVA has strong applicant tracking and parsing capabilities. Using IBM Watson technology, NOVA creates a personality profile with information collected from Twitter. NOVA seeks patterns, make associations, and offers insight. You gain at-a-glance understanding, through spider web graphing, of basic personality attributes like needs, social behavior, values, or agreeability. At any step in the hiring process, NOVA can create profile comparisons between candidates, or between candidates and existing personnel.

Save time, money, improve your candidate experience—and hire the right employee for your company—with NOVA, the new ATS from OrangeHRM.

Tags: , , , ,

11
Jun

Incentives to Fight Worker Poaching and Promote Employee Engagement

Posted in General  by Shaun Bradley 1 Comment

We discussed ways to improve employee engagement through company culture.  Companies with high employee engagement are more profitable, innovative, and enjoy greater employee loyalty—reducing turnover and labor poaching by competitors.

How damaging is poaching?  Very.

Poaching high-value employees is commonplace, especially in high-tech fields.  Tech giants Google, Apple, Intel, and Adobe Systems were sued for conspiracy when they allegedly agreed not to poach talent from one another.  A federal judge gave preliminary approval to a settlement of $415 million to compensate engineers who lost promotion and compensation opportunities due to the secret agreement among companies.

In another high profile case involving poached tech talent, ride-sharing biggie Uber hired 40 top research scientists away from Carnegie Mellon’s National Robotics Engineering Center (NREC) to build an autonomous automobile.  While Uber had earlier announced a partnership that allowed the company to benefit from NREC’s well-regarded robotics research team, the company went ahead and hired away the scientists, using vast investment funds to offer salaries NREC could not match.

Whatever your area of industrial specialty, it is a key HR function to oversee programs to retain top and trained staff.  Incentives are a time-honored way to increase job satisfaction and build loyalty to bolster against a potential brain drain as experienced by NREC.

Lucrative compensation, flexible scheduling, and bonus pay make a clear difference in convincing influencers in your company to remain.  But to many, money is not everything.  If the dollar figures are close, relationship matters.  Improve and nurture relationships with your talent through low-key but high-impact incentive programs.  Motivators include:

Recognize ideas:  Innovation is important in any field.  Whether it is a product design, or a new way to increase safety on the job, recognize efforts of workers who look around their workplace and find a way to do it better.  Offer conference opportunities to employees looking for networking and training opportunities.

Share the love:  Institute peer-to-peer recognition programs that allow and encourage employees to recognize the talents, moments, and efforts taken by fellow workers.

Support reality:  Integration of work-life balance is becoming increasingly important.  Steer clear of a company culture that prohibits workers from attending important events in the lives of children and family.  Plan company events that allow kids—and parents—to play.  Offer scheduling flexibility when able, and reach out with support when the unexpected happens.  More than money, people remember how employers behave during a family or other crises.

In addition to institutional incentive programs, try a flash rewards programs, or mobile gamification.  Offer gift cards, time off, employee recognition, redeemable tokens, travel or other unique incentives.

An engaged workforce is an intangible asset for any company with plans for longevity. Manage, inspire, and engage your human resource with the right culture, incentives, and recognition.

Tags: , , , , ,

11
Jun

Should You Be Thinking About Employee Engagement?

Posted in General  by Shaun Bradley 1 Comment

A recent survey revealed 70 percent of American workers are not engaged in their work, or workplace. As an HR professional, it is your job to recruit, on-board, and retain a high-quality workforce. What can you do to keep employee engagement—and retention—high?

In an update of its State of the American Workplace survey, Gallup found only about one-third of employees are satisfactorily engaged on the job. Although management and C-suite executives appear to have a higher level of engagement, a disengaged workforce means declining profit, reduced productivity, and increased employee turnover.

A comfortable company culture is a factor increasingly considered by potential hires. If your employee morale is low and turnover high, take steps to improve your workplace experience.

Before you hire a consultant to investigate and realign your environment, consider these simple—but meaningful—tips for effective workplace engagement:

  • Communicate the basics: Ensure employees, at all levels, understand the expectations of their job, introductions are made, necessary training is received and all on-boarding checkpoints are covered.
  • Reduce segregation: When managerial and regular workforce employees work in proximity, relationships are built, communication flows, and productivity usually follows. The cubicle environment of twenty years ago does not lend itself to innovation, or idea-sharing. When needed, be sure your working environment is designed to support team and group work.
  • Flexibility: Flexible schedules and remote work are fast becoming highly valued features in attracting and retaining valuable personnel. Mobile time and attendance management helps employees—and you—track time wherever your employee is deployed.
  • Authenticity: Not surprisingly, employees in all cohorts want to know their work is valued—and they are valued for the work they do. Entertainment giant, The Walt Disney Company laid off 250 skilled employees in October, 2014, after outsourcing their jobs to a managed service provider. Personnel laid off were given the opportunity to earn 10 percent severance pay to train their replacements. While Disney saves a bundle replacing highly skilled workers with immigrant outsource workers, the Magic Kingdom loses luster in the American workplace.
  • Effective HR management: HR personnel are usually the first and last point of contact for most employees. Through recruiting, training, scheduling, and professional development, ensure your on-boarding and off-boarding is smooth, welcoming, and in compliance with company and other regulations. A well-designed digital HR platform saves you time, money, and paper—while increasing employee engagement throughout their tenure with your company.

When companies are engaged with their workers, employees return that investment. Reduce turnover, and increase profit, by making the right hires—and keeping valued personnel aware of their importance to you. Should you be thinking about employee engagement? The answer is yes.

Tags: , ,

22
May

OHRMCon: What’s the Buzz?

Posted in General  by Shaun Bradley No Comments

OHRMCon is a first-class opportunity to meet open source newsmakers and network in the growing open source community.  It is also a chance to optimize your use of the OrangeHRM platform, certify as an Administrator, and get some free tools for your system.

Taking place October, 1-2, 2015, at the Marriott Marquis Hotel in New York, OHRM Con is drawing attendees from around the globe to take part in the ongoing conversation that is open source.

In attention to plenary speakers like David Axmark, and Lee Congdon, topical presentations, and panel forums—you can participate in workshops to optimize your company use of the OrangeHRM platform and its products.

Take a look at the opportunities and products available to you while you are attending OHRM Con:

  • OrangeHRM Workshop:  The workshop launches the new Applicant Tracking and Interview Assistant Platform from OrangeHRM.  In addition to learning system fine-tuning and advanced reporting capabilities, you leave the session with good working knowledge of the Orange HRM tool kit.  The Applicant Training module is yours at no cost , along with the training to implement its advantages into your HR environment.
  • Interested In Certification? Certification as an OrangeHRM Administrator is an internationally recognized HRIS qualifier.  After the OrangeHRM workshop, register online to take the online examination, without additional cost , to obtain your certificate.
  • Orange Buzz: Developed by OrangeHRM, Orange Buzz is an integrated tool to give your company its own intra-office social media environment. Orange Buzz gives your company a fluid, social media experience that is private, secure, and free  to your company when you attend OHRM Con.
  • Mobile Orange App: Wherever you are in the world, you enjoy the convenience and access to the OrangeHRM platform with the mobile Orange App.  Wherever you have Wi-Fi, you can perform a variety of functions like clock in to work, monitor your leave or review attendance reports, and approve timesheets.  The feature-packed mobile app is yours free  when you attend OHRM Con.

For information, insight, training, and rich HR tools, OHRM Con is a great conference opportunity for you, and your enterprise.  Be sure to sign-up before July 31, 2015 for reduced registration rates.  We will see you in New York in October!

Learn More - Click here to download the Attendee Prospectus.

Tags: ,

 

Copyright © 2015 OrangeHRM Inc All rights reserved. Powered By WordPress