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This series is focused on approaching HRIS Project Management from outside of the box as experienced and documented by Garrett OBrien of CGServicesUSA Inc as well as Lauren Gander of HR Software Solutions, Inc.
Lets be clear right up front that we are not ditching any of the methodologies of Project Management. Instead, we are taking a look at just why some projects go so well while most others do not from our own experiences as well as those documented elsewhere. From there we are focusing on the successful elements that seem to be missing from most Project Management methodologies. The projects that do not go so well happen more frequent than not and it seems most Project Managers just give in to timeline extensions and over budget occurrences as being part of the learning curve to gain for the next project as well as being part of the job.
Garrett did as well until his 5th project and decided there was more to making a project come in on-time and within budget than just luck and more likely the cause of missing skills as well as incorrect perceptions. If some Project Managers could run most if not all their projects on time and within budget while most others could not, then we sought out to find out why some could consistently do so well.
We look into what contributed to those consistent successes in our entire content series The HRIS World Project Insights Series™ with the first 6 posts sharing the professional experiences of Garrett OBrien. These 1st 6 posts are the foundation of most of this series and it is highly suggested you give them a good read. They are easily found with the short URLs j.mp/thwCESintro1 to /thwCESintro6 as well as in the listing of related content in the toggle box at the end of all posts related to this series.
All other content arrives from contributors like you as well as the sharing of experiences from Lauren Ganders company. Feel free to reach out to us if you wish to contribute some your thoughts via a post by clicking the contact us button on the lower right of any page.
Feedback, debates, discussion, collaboration and conversation are always encouraged in the comments section below... For more information about this series, use the blue contact us button on the lower right of your screen to contact us -- or if you are reading this by our newsletter, then hit the reply button to get back to us!
Editor’s note: this is a repost about workforce analytics from the HR Software Solutions Inc. blog
A recent article in Computerworld by Michelle Rafter inspires our latest thoughts on the HR Software Solutions blog.
“Human resources is, by definition, all about managing people — historically considered the softer side of business.“But companies are increasingly tieing staffing decisions directly to specific business problems, strategies, and goals, an approach popularized in part by tech companies such as Google.
“And to do that, they need data — lots of data.
“Enter workforce analytics systems.
“These applications mix HR data with information from sales, finance and other business operations to create reports and forecasts that C-suite executives can use to, for example, determine the best way to allocate funds for compensation, nip increases in turnover or figure out why sales reps in one office close deals twice as often as others.
“But for workforce analytics to do what it’s supposed to, HR professionals have to collaborate with colleagues from other parts of the business, including IT.
“It’s unusual for organizations to start an analytics program without IT’s help because the many HR systems involved can make it a complicated undertaking.”
Big data is all the rage in the HR world and with good reason.
As Michelle explains above, having insight into what’s going well, or what is going poorly, within your company is key.
Finding the context behind and the narrative for major decisions will help management make better ones.
It can be difficult when HR and IT link up – speaking different “languages” and unsure how to meet each other’s goals for a given project.
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Hiring an HRIS consultant can help ease this transition and bridge the gap between departments.
If you feel you could use any level of assistance in workforce analytics, contact Lauren Gander of HR Software Solutions Inc by clicking the button below…
HR Software Solutions, Inc. is a New York City based company that provides vendor management, system selection, project management, and system implementation services throughout the United States.
If you are just starting out or a seasoned professional, HR Software Solutions, Inc. start your next (or first!) contract by registering with them here…
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Lauren's company, HR Software Solutions, Inc is a Preferred Vendor with The HRIS World.
Lauren is the President of HR Software Solutions, Inc which is located in the greater New York City area.
Prior to starting HRSS, she worked with sanofi-aventis, SilkRoad technology, and HRchitect.
Educated at Stevens Institute of Technology, Lauren's specialties include HRIS, Compensation, Talent Management, Succession Planning Software, and Professional Services Implementations.
When relaxing, you will find her four-wheeling on the trails with her husband.
Latest posts by Lauren Gander (see all)
- HR and IT Need to Combine Efforts on Workforce Analytics - Tue, 14-Mar-2017
- What Is the Key to Fully Utilizing Big Data in HR? - Sat, 16-Apr-2016
- Avoiding Common End-User Training Mistakes - Tue, 12-Jan-2016
- The Key Components of Solid End-User Training - Thu, 7-Jan-2016
- How to Ensure A Successful HRIS Implementation – Part 2 of 2 - Thu, 7-Jan-2016