Comments on: Can HR Technology save HR Departments http://robertscott.wordpress.com/2008/03/23/the-future-of-hr-technology-2/ Talking HR Strategy and HR Information Technology Wed, 22 Jul 2009 06:54:46 +0000 http://wordpress.com/ hourly 1 By: Bob http://robertscott.wordpress.com/2008/03/23/the-future-of-hr-technology-2/#comment-33 Bob Wed, 17 Sep 2008 02:40:18 +0000 http://robertscott.wordpress.com/?p=9#comment-33 I think David is correct. The days of large, overly complicated HR software suites is coming to an end. Most companies don't need all of the bells and whistles and all of the costs that go along with that. They just need a piece of functionality. I think David is correct. The days of large, overly complicated HR software suites is coming to an end. Most companies don’t need all of the bells and whistles and all of the costs that go along with that. They just need a piece of functionality.

]]> By: David Filip http://robertscott.wordpress.com/2008/03/23/the-future-of-hr-technology-2/#comment-29 David Filip Mon, 12 May 2008 07:47:21 +0000 http://robertscott.wordpress.com/?p=9#comment-29 The problem with HR software is complexity, big vendors design their software as a place where everything is possible, but in real situations you need just small portion of functionality. I saw similar approach in the project management software with all of these MS Projects and other software with millions of features. This is great if you want to build the skyscraper, but in most situation you will be fine with much simpler system with few features that let you get work done. I hope that there will emerge much more smaller specialized software for HR which will be useful for specialized purpose. The problem with HR software is complexity, big vendors design their software as a place where everything is possible, but in real situations you need just small portion of functionality.

I saw similar approach in the project management software with all of these MS Projects and other software with millions of features. This is great if you want to build the skyscraper, but in most situation you will be fine with much simpler system with few features that let you get work done.

I hope that there will emerge much more smaller specialized software for HR which will be useful for specialized purpose.

]]> By: Gary Cokins http://robertscott.wordpress.com/2008/03/23/the-future-of-hr-technology-2/#comment-18 Gary Cokins Mon, 24 Mar 2008 19:26:05 +0000 http://robertscott.wordpress.com/?p=9#comment-18 I agree with Rob, particularly about applying information technology to for a more predictive view. For example, with statistical analytics organizations can improve employee retention by applying traits of those employees who have quit on to the existing workforce for a rank-list of which employees are next most likely to resign. This power exists today. I write a blog on this topic and enterprise performance management accessible by googling gary cokins. I agree with Rob, particularly about applying information technology to for a more predictive view. For example, with statistical analytics organizations can improve employee retention by applying traits of those employees who have quit on to the existing workforce for a rank-list of which employees are next most likely to resign. This power exists today. I write a blog on this topic and enterprise performance management accessible by googling gary cokins.

]]> By: The Future of HR Technology | Gearfire.com http://robertscott.wordpress.com/2008/03/23/the-future-of-hr-technology-2/#comment-7 The Future of HR Technology | Gearfire.com Sun, 23 Mar 2008 09:59:20 +0000 http://robertscott.wordpress.com/?p=9#comment-7 [...] the rest of this great post here   [...] [...] the rest of this great post here   [...]

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