Update on Google Ranking

With the continuous incoming global traffic, my blog on Healthcare Enterprise 2.0 climbed to number 1 position in Google ranking this week, and the blog on Business Intelligence Mashups climbed to rank 2 in related searches.

Thanks to the global reader community for the continued support

HR Insight

This week Gautam Ghosh spurred the discussion on HR Metrics with “What would be metrics that a HR Generalist would need to keep in mind, apart from retention and attrition metrics?”. Especially, I liked the way he captured the essence of HR Analytics with the following three bullet points.

“1. Orientation Metrics - How soon can people start being productive after they join. These would be subjective measures usually, but can be objective for certain jobs - How many days/months it takes for the new accountant to process invoices to a standard etc.

2. Development Metrics - These would depend on the nature of the industry - but a generalist could be evaluated on how many employees get promoted or are on the fast track development program as part of the talent management process.

3. Bench metrics- This is related to point 2 above but needs to be seen as a business metric more. How many people are there who are ready to take over the key roles in the business if the current incumbent does not come to office tomorrow?”

In addition to the above that Gautam identified, I would add the following metrics that provide visibility to the effectiveness of Talent Acquisition, Workplace Safety, Employee Satisfaction and Pay for Performance practices.

1. Talent Acquisition metrics: Metrics to measure the effectiveness of Talent Acquisition practices - What is the average aging of open requisitions? What positions take longest to fill?
2. Workplace Safety metrics: How many injuries are reported? Where are the risk areas?

3. Employee Satisfaction Survey metrics: How satisfied employees are with the workplace? % of favorable responses to survey - do you recommend working here to your close friend/relative?

4. Pay for Performance effectiveness metrics: How people are paid conducive to their performance?

Figure: Web 2.0 fortified HR Insight Courtesy: Workstream

Any other key HR metrics that you think of? Please add to the list with your comment.

Innovation 2.0 to Beat Economic Slump

Slowing economy means meager R&D resources and budgets. The success of organizations in these difficult economic times really hinge upon innovating market-focused products with reduced cost and time to market. More than ever, now it is imperative for organizations to relentlessly harness the power of large pool of consumer, employee and partner wisdom using Enterprise 2.0 technologies.

Innovation Marketplace/Ideas Community is an excellent opportunity for organizations to rapidly discover ideas and tap into group wisdom from employees, customers and partners. Essentially, these Enterprise 2.0 style tools empower participants to contribute to innovation by posting, commenting and rating the ideas that are then evaluated by innovation committee for implementation. Furthermore, social mining and intelligence technologies enable organizations to identify, target, motivate and reward most influential participants.

Courtesy: SalesForce.com

Some organizations that are already reaping the benefits of Innovation/Idea Communities:

1. Cisco (BrightIdea Innovation Management SaaS)

Courtesy: Cisco

2. Dell (SalesFoce.com SaaS) : In Dell words “The goal is for you, the customer, to tell Dell what new products or services you’d like to see Dell develop. We hope this site fosters a candid and robust conversation about your ideas".

Courtesy: DellIdeaStorm

Experian, Honeywell, British Telecom, Bristol-Myers Squibb, Emerson and Harley-Davidson Motor Company are in the long list of other companies that are embracing this Innovation Management phenomena.