Learned about the way opentable uses ADP as their ATS/HRIS system. Seeing how it works from a candidate and managers perspective, I like it because it’s clean and it looks like it’s quite easy to navigate. Also, I like how it integrated data from start to finish (ATS into HRIS). It’s more efficient than having two separate programs which potentially can cause a disconnect. Also, I like the way they use a google site for their new hire documents, it’s exactly the same way we do it at my company. Even though ADP had a lot of good qualities there are definitely spots where it would be hard to sort or manage data and I also am not a fan of no offer letter capability. 

Probably wouldn’t implement any of the specific solutions from what I learned today mostly because of the lack of customization BUT I really do like the fact that the ATS and HRIS is integrated which I definitely think would be very advantageous at my company. 

We also learned about the method of Project Management (6 D’s). This was very helpful to me and I can implement this to small and large projects that I work on in both my professional and my personal life. I’ve helped in many projects in the past at either school or work and I’ve followed this method in one way or another but I never really wrote down my plan. Seeing this is very helpful in writing down your thoughts. 

PLEASE DONT GET SICK ON THE RUG! software analysis. This was super helpful to learn about. My HR Strategy is to keep a focus on technology and this is something that I can definitely take with me to conferences, networking events, or wherever to ferret out what a vendor/software can do.  

Charter - Paperless Offer Approval Process

Problem Statement

The recruiting team currently uses a manual offer approval process in which an offer letter is physically printed out and wet signatures are collected from each approver. This process is inefficient and has room for improvement.  

The recruiting team would like to look into and possibly implement an electronic approval system which would streamline the process. The new process would allow hiring managers and recruiters approve offers digitally through e-mail and would allow the recruiting coordinator to monitor outstanding and completed approvals. 

Customers

1. Hiring Managers
2. Recruiters 
3. Recruiting Coordinators

Business Case

By moving to an electronic offer letter approval process, it will save time and money. It will also be more convenient for all customers involved. 

In Scope

1. Solution to replace current process 
2. Taleo 

Out of Scope

TBD

Success Metrics

1. Faster and more efficient offer letter process
2. Ease of use and efficiency for the recruiting team and hiring manager

Deliverables

1. Communication Plan
2. Workflow 
3. Evaluation of electronic approval process 
4. Implementation of new process

Resources

1. Technical
2. Sponsors
3. Recruiting Team
4. Hiring Managers

Solution Options

1. Use Taleo’s offer feature
2. Get a new software (Docusign)
3. Do Nothing

HRST week 2! Today we learned a little about Peoplesoft watched the “Did You Know” video and discussed the future of work. My current company uses Peoplesoft and we utilize it so that employees and managers can do self serve on some things. When I think back to my past companies, I wish we had something similar in place. I remember how much time and effort it would take to do the simplest thing. When you think about it, this is one example of how software is able to clean up processes and make things more efficient in HR.

I’ve seen previous “did you know videos” and the data is always surprising, but the theme is always the same. Things are changing and if you don’t keep up, you’ll be left in the dust. I noticed this particular one focused a lot on mobile tech which is the direction I think everything is going in. I went to a conference a few months ago that really focused on mobile apps which is awesome. They made an app specifically for the conference which was great, but it was really buggy and frankly it didn’t really add value to my experience. Hopefully they’ll fix it and in the near future it will actually be usable.

Next class, I hope to learn about any new software or technology that I can use in my strategy for the future of work. One thing that I want to apply professionally is what my strategy would be given what we know about the future of work (refer to blog 4). I really want to apply my strategy and measure how well I’m doing with it in the coming year. I’m pretty confident that I’ll be able to focus on tech in HR and I’m already thinking of what more I can do.

Watching the “did you know” video made me think about the future of technology in general which will eventually trickle down to the future of our work and essentially HR. The future is an abundance of mobile devices, instantaneous information and smaller/faster technology. HR traditionally has an abundance of paper records and moving to digital records will result in a saving of time and money. 

My HR strategy would be focusing on HR technology. With everyone moving to a new mindset of such fast and easy information it would make sense to have HR tech available on mobile devices. Taleo for example can be used on an iPad. I actually had an experience where I was able to do recruiting work on an iPad which was very convenient. As time goes on, I think there will be more and more mobile apps developed specifically for HR and guess what? I’ll be there to utilize and implement it!

One topic that particularly sparked my interest that came up tonight was using Twitter to recruit. From a recruiters point of view, recruiting through Twitter is a double-edged sword. Good news is you get TONS of candidates, but, are these the right candidates? If you’re recruiting for a job with a very specific skill set and your followers happen to have that skill set, you’re golden. But if you have a bunch of random followers, you’re going to get a whole bunch of candidates that you don’t necessarily want. From a job hunters point of view, Twitter can be a great tool. I know a lot of folks in this class are looking for a job, I definitely suggest following:

@JobSanFrancisco 

@ebc_jobs 

@caitjobs 

@BAJobs

They tweet about job openings every day. The only catch is that it’s very random. I can go on and on about Twitter and how the general public perceives it or how effective it can be from a business standpoint. At the end of the day Twitter is a tool and it’s up to users to utilize it to its maximum potential… or to talk about what they ate that morning.

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Not sure what my expectations are for this class is yet. I’m hoping to learn about other HR software that I would be able to apply to my job. The way I plan to measure my success is to see if I can solve at least three problems with ideas or tools that I learn about in this class.

Lambo on a road trip. On the way to Reno.

Disney cast and crew holiday party favor.

I’m done Christmas shopping, but I still needed to go do some errands and I made the mistake of going to the mall. Full of unhappy workers and clueless consumers, I should just wait until after Christmas to do anything.

stylishipadapps:

A great looking application to create a animation stories.

Enjoy!

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Boba Fett delivers a present

tumblrbot asked: WHAT IS YOUR EARLIEST HUMAN MEMORY?

Without old picture albums, going to kindergarten. 

(via geek-art)