Review Saba I’ve only seen half of the Saba enterprise suite and I’m blown away. If the company doesn’t emerge from this year’s HRTech with a pocketful of awards, it will have more to do with the show that the merit of the Saba offering. They have advanced the profession of HR by decades with [...]
Top 100 Influencers v 1.69 Bret Starr A surprising number of the people who influence the direction of the HR Industry come from Texas. Of course, Austin, with its technology industries (driven by the live music culture) produces a fair share of the ideation. But, Dallas is a major (if not THE major) Recruiting hub. And, [...]
The result is the sort of chaos that comes from an ever changing goal line. While agility is important, organizations resist change for a reason. Too much change, too fast is disabling. The problem with poorly implemented SaaS installations is that they destroy an organization’s ability to build on what it has learned.
In The Know v1.35 Workforce Analytics 5 Links (plus a bonus) to soup up your understanding of analytics in HR. Competing on Talent Analytics Jeremy Shapiro and his coauthors Thomas H. Davenport and Jeanne Harris, bring Human Capital Analytics to the heart of the business conversation. In this HBR article, they define a framework for [...]
Please welcome Mark McMillan back as a returning contributor to the HRExaminer Editorial Advisory Board. Mark is co-founder of Talent Function, where he combines executive coaching expertise with ten years of recruitment software industry experience. He started his software career for the Oracle Corporation and later joined BrassRing as a Director of Strategy and Business Development. Full [...]
Genius or Crook? The line between transformative leader and criminal might be best understood as a whim of the grand jury. What seems like brilliance in the group-think of a company’s leadership ghetto often comes to haunt the team. Players seem to become perps almost overnight. Human Resources, particularly in its Talent Management modality, holds [...]
Interested in Recruitment Process Outsourcing? Going to the HR Technology Conference in Chicago next week? Stop by Booth 337 and visit our sponsor RiseSmart, who partnered with HRExaminer this week to bring you our Webinar: 5 Reasons RPO Contracts Fail & How To Make Yours A Success. Read The Weekly HRExaminer v1.34 Now Feature | [...]
Presentation Slides At the bottom of this post you’ll find all of the presentation slides for the live webinar John Sumser presented Wednesday on RPO’s (recruitment process outsourcing). If you’d like to see the full recorded version of this webinar from Wednesday that features John Sumser of HRExaminer, Law Professor Heather Bussing and Bill Sebra [...]
The interesting thing (or at least one of them) is that Program Management is often executed by seasoned professionals rather than members of the management team. These entrepreneurial managers navigate politics, resource requirements and team integration by using funding and scheduling as leverage. Their jobs get really interesting when the subcontract or project is also run as a PMO. The approach is best demonstrated by the federal government. The notion that the government can be understood as a model for innovation is still hard for many to swallow. But, the government has been in the pure information business for most of its existence.
The employer-employee relationship is one of the most legislated, regulated, taxed and litigated relationships we have. The finances of our state and federal governments are tied largely to payroll taxes that include income tax, social security, Medicare, disability, unemployment and local taxes. Our financial markets are also largely dependent on retirement and insurance investments tied to the employment relationship. However, independent contractors are exempt from most of payroll taxation and regulation. Businesses that hire independent contractors don’t have to withhold taxes, pay benefits or contribute to the 401K accounts. Other laws, including wage and hour, workers’ compensation and EEOC requirement often do not apply to the hirer/independent contractor relationship. So there is a huge financial distinction between the employer-employee relationship and the hirer-contractor relationship