Talent Management Systems: Build them ‘Integrally’

June 5, 2009 by Larry Dunivan

Ok, so I don’t have much credibility in the world of linguistics, but my product strategist, Cecile Alper-Leroux used the word ‘integrally’ to describe our talent management system.  What does it mean?  Building integrally means to create an integrated solution with integrity.  I kinda like it — provided that I can figure out how to use it in a way that is gramatically correct — an obsession of mine.  We’ll see.

But I wanted to write about it because of what Josh Bersin said in his recent blog post about his assessment of the state of the economy as it relates to talent management technology.  He made an astute observation:  that “integration” is more important than “functionality.”  It got me thinking about what Cecile said, and I liked the connection.

The integrity part is about delivering the technology that can enable the rapidly evolving talent management business process — and the integration part speaks for itself.

I’m not sure I love it so much that I’m willing to try to coin a new term (the narcissist in me likes the idea), but I thought I’d put it out there — what do you think?

Join Me Tomorrow for a WebMingle (what is that, anyway?)

June 4, 2009 by Larry Dunivan

Please join me tomorrow at 1pm CST when I will be the guest on the next HRchitect WebMingle event. If you need details, you can find it here.

To Tweet or to Blog or to Facebook?

May 2, 2009 by Larry Dunivan

I’ve already vented here on the broader issues of the many social networking sites out there. And I had to laugh out loud when someone tweeted this week about how to solve the problem. In seriousness, the individual suggested you have two facebook pages (one personal, one professional), two twitter accounts, and who knows how many other plaxo or linked in sites.

I’ve also noticed that folks who’s blog I’ve followed of late are tweeting more frequently and blogging less. And I have to admit I’ve become one of them.

Blog posts take a lot of time and often are about formulating the background associated with one idea or concept. And when you HAVE to articulate it in 140 characters, you get good at summarizing and obviously you don’t worry much about eloquence (or do you do it even more?).

Bottom line — I’m finding myself tweeting all the best ideas/thoughts/discoveries in this pea brain of mine and lose all of my interest in writing a blog post.

I’m not finished, but I am going to let myself off the hook for the weekly posts I’ve committed to over the past couple of years (and anyone paying attention knows I’ve done a lousy job in the past few months anyway).

So join me on twitter (@larrydunivan) for regular stuff, and when something worthy of an in-depth discussion comes along, I’ll write about it here.

And of course, that’s all predicated on actually having something interesting to say — and in the world of social networking that is not trivial!

Report from CUE: Sunday

April 20, 2009 by Larry Dunivan

Sunday is always an interesting day at CUE — it’s a great opportunity to talk to our customers about new products under non-disclosure.  They learn about what we have in development, and we get a valuable opportunity to collaborate with groups of customers in a venue that’s hard to match.

Check out this video clip of Lori Simpson from Geisinger Health, talking about their talent management implementation.  This is a success story in-the-making for complex, integrated talent management.  These guys get it, and are willing to jump in with both feet for a big bang implementation across 4 of our 7 talent management modules.

And for me, it’s off to walk along the beautiful Pacific Ocean to start CUE Monday!

CUE 2009 is off and Running

April 18, 2009 by Larry Dunivan

I’ve decided to focus my blogging this year through twitter. If there’s an ‘it bag’ in the blogging community this year Twitter would have to be it. Plus I have a great app on my blackberry (tinytwitter) that will make it possible for me to update you on virtually everything that goes on — at least from my vantage point.

But don’t worry — I’ll spare you the weather reports and the dinner menus, I promise! (Although the weather in San Diego today is nothing short of spectacular…).

416 and Counting

March 24, 2009 by Larry Dunivan

Help me get to the elite level of Linked-in-ness! I don’t stop until I get to 500 connections!

Connect with me here.

The Jury’s Still Out

March 9, 2009 by Larry Dunivan

I’ve allowed my personal commitment to weekly blogging to get interrupted in support of a hiatus to get serious about other socicial networking technologies.   So if the blog just isn’t enough for you, I am now on Twitter (@larrydunivan), Facebook, LinkedIn and Plaxo (as Larry Dunivan).  Please join me at any or all of these sites.  The more the merrier!

It’s been an adventure, to say the least.  A few observations:

  • I almost threw my cell phone against the wall one day last week.  A few of the folks I’m following on Twitter are so prolific that the phone vibrates 10-15 times per day.  I persevered until this weekend when I finally turned off the notifications.  But with Twitter, you’re capturing a tidbit during a moment in time.  So if I don’t read it as it happens, I can’t see myself going back to read through dozens of them some other time.  I’ll turn it back on after my leg recovers from the irritation of the vibrating battery — we’ll see how it goes.
  • At least 90% of what I see, read or observe has no value.  As your network expands, the degree of intimacy you have with the vast majority of the people you encounter decreases exponentially.  I have to be honest — I simply don’t care where the guy from my alma mater ate dinner Saturday night.  But there it is in all its Facebook glory.  And no, I couldn’t have picked this guy out from a lineup (before Facebook) if my life had depended on it.
  • LinkedIn?  My mission is to get to 500+ connections (bragging rights, nothing more…).  Please help me by sending me a request!  Pretty useless in the short-term, but I suppose valuable if I find myself in the job market anytime soon.  Truthfully, the biggest value I see is in helping folks looking for work leverage my network.  We all know it’s the only way you’re going to find a job in this economy.
  • There is an occasional tidbit of interest — and I did find one nugget of gold.  And in my opinion, the person who said it never should have — and there’s the last, most critical issue.  I am an executive for a publically traded software company which limits many things I can talk about.  But more importantly, if I were to more candidly talk about my perspectives, it could easily compromise our business strategy.  Great for my competition and maybe would offer me a bit of an ego rush, but stupid in the long-term.

So it’s all very interesting, sometimes annoying, sometimes curiously fun.  I do have a few great ideas of how we can capture the best of it in our software products (yet another topic I can’t twitter about) and that’s worth it’s weight in gold.

The jury is still out, but I’m sticking around and I hope you’ll join me.  But unless it maintains some personal entertainment value (it does for me), the other benefits may not engage you enough to stick with it.

It’s all a matter of degree

February 15, 2009 by Larry Dunivan

I’m intrigued by the amount of discussion regarding how the economy is going to impact HCM technology spend in the coming months.  SystematicHR weighed in with a post this week.  Here are a few snipets from my perspective:

  • When a software vendor is spending to grow at any cost, this kind of economy is certain to put a damper on things.  Much of that startup investment is ultimately wasted (trust me, I was around in during the dotcom boom!). So when we hear about cuts that sound draconian, it can be misleading about the broader market.
  • Organizations that are reasonably healthy will still be making technology investments.  It’s going to be about the HR leader’s ability to sell their mission — not about a total lack of funding.
  • Not one of us has a clue about how bad it’s going to get, and the media (in all of its Web 2.0 forms) adds considerable ‘noise’ to the discussion.  Let’s face it — none of us have encountered this kind of economic climate and I’m hoping it’s the last time for me.
  • And I’ve said this before — organizations that find a way to make investments in this economy will have a significant advantage in the recovery.

I am sticking to my belief that great products will still be bought in this economy, and this cycle will be hard on the weak.  It’s all a matter of degree.

The Perennial Fire Drill

January 16, 2009 by Larry Dunivan

You can’t read the paper without hearing about layoffs all over the world. That means that HR leaders are undoubtedly trying to answer the difficult and painful questions about who goes and who stays. And in the absence of integrated, actionable data about people, there’s only one way to do it: with a fire drill.

We’ve all been there — spreadsheets, dozens of e-mails, lots of tough meetings all culminating in a list based on some objective, but mostly subjective criteria. Worst of all, it’s obsolete about 3 days after it is created — which means if it happens again (for some companies that day has already come), the process starts over.

Now I recognize my professional bias — buy some of our software and we’ll make that easier for you. Duly noted. But here’s my question: will HR leaders facing these fire drills stand up and fight for the improved process and technology to make it better the next time, or will they simply forget the pain, and start the process over again?

Because remember this — you need data today about who to keep in tough economic times — and when things inevitably improve, you’re going to need data about who can help you capitalize on those opportunities. Will this be the time that organizations really commit to this process? Hard to tell…..and of course I want to know because it will speak to demand for the products that we sell that will help make it happen.

What does it look like in your world?

Who’d have thought….

December 7, 2008 by Larry Dunivan

…that a very recent survey of CFOs published in CFO magazine (administered by Duke University) concluded that the top internal company-specific concern is none other than attracting and training employees!

Go figure………….