OrangeHRM Blog
Voice of Free & Open Source HR System

Archive for July, 2015

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 3 Comments

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 3 Comments

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: , , , ,

 

Copyright © 2017 OrangeHRM Inc All rights reserved. Powered By WordPress