Three for All and All for Three >>> Success!
Why is the problem charter and project management, in general, important, and what role do they serve in our problem solving efforts?
In any organization the comprehensive and precise problem
charter and thorough project management are critical in order to steer a company
or corporation in the path to success. There are no guarantees, however, the
path will be less perilous if the problem charter and project management are
intelligently and knowledgeably done with full support from management and HR.
The problem charter is the roadmap and will point out weaknesses, needs, strengths
and advantages that the company may poses and allow the management and HR to assess
the company in a most advantageous way. The project management piece will allow
for the smart implementation of the solutions found to resolve the issues
addressed in the problem charter. For example, a company may have a competitive
advantage over its competitors or a need for specific talent in certain areas.
The problem charter may point out that this advantage exists and indicate how it
is not being exploited to its full potential. The charter may also indicate specific
changes needed in the workforce to make it more productive. Project management
will address these two needs by putting them into motion, again, ideally with
the support of management and HR, and thus achieving maximum success in
implementing the changes. One could equate the problem charter to the map and
project management to the road towards reaching the destination, i.e. success!
In your own words, describe the HR software world and its players? What products are you familiar with, and what products intrigue you?
Software companies will be giants with incredible power!
In the world of HR, there still seems to be opportunity for many companies to
develop these HR services for companies of all sizes, providing all kinds of
services or functions. Software has opened up the true world of “self-service”.
Every industry, banking, medical, education, food, retail, etc. has moved
towards maintaining the ultimate website for its clients. So employers are
finding similar benefits in developing dedicated sites for their workforce. Companies
expect to supply their employees with an intranet that will allow the employee
to fend for him or herself in providing the company’s services to the general
public. So why not have the employee also take care of his or her employment
benefits, questions and most of their HR requirements through a software
program incorporated into this intranet site? Currently many companies
administer required trainings etc. through different vendors, but why should a
software HR program not be linked in ways to allow employees not only to stay
updated as the laws, rules and regulations change but also to maintain required
licenses, trainings or exams to practice? For example, in Real Estate licenses
need to be renewed through the CABRE (California Bureau of Real Estate) every
few years. Why could an HR software program not be linked to this bureau and
offer links to everything an associate requires to remain active? So far, I have only used a program called paycom
in terms of my HR. It is not very good in my opinion. It is too slow and a
little confusing. Members of my temporary group who used the program prior to
this one say the previous software HR program was much better. The organization
changed this service looking for a more reasonable fee, but they lost much in
terms of the user friendly qualities. Nobody likes it, nor is anybody
comfortable with it. At this point in my experience with HR software systems I
am most intrigued by those which could provide a service from 1-50 employees.
It just seems that this is a huge change given HR requirements are very
different depending on the number of employees and I wonder if these types of
software programs would offer a tiered program. Would the features, support and
pricing be commensurate with the specific employer categories or number of
specific employees? In other instances I still must fill out a live form and
send it directly to HR via email or actually fill out hard copy forms which
seems archaic!
I find niche programs are also very interesting as I feel
that no matter how comprehensive a program might be there will always be a need
for some out of the ordinary HR management features. It is human nature to find
different paths and therefore have different, unique needs. These will never be
addressed by an all-encompassing software program and those who truly need them
will be happy niche software programs exist and will be willing to pay for such
services.
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