Accountability and Talent Management - Part ThreeJune 6th, 2008 |
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Bill Ives over at The App Gap recently wrote a piece on Halogen and how the technology is being used to promote accountability in HR practices. In keeping with our focus this week on accountability, we wanted to share some of the key points from this post with everyone.
Bill discusses how “one of the benefits of enterprise 2.0 is increased accountability that comes from the increased transparency and access to information enterprise 2.0 provides.” A key focus of this post was on the reporting capabilities and how they drive transparency:
The Halogen reports and dashboards provide the ability to view from a top-down perspective whether each process is running properly, according to the standards and parameters the company has implemented at the outset. You can look at a number of areas including that status of any appraisal process underway, the status of goal achievement (personal and corporate), as well as company wide workforce performance results and trends. Security and access control is provided given the sensitive nature of the content.
The post goes on to include the different types of reports that are available, including process status reports, goal status reports, competency scores and score distribution. An example of a Halogen dashboard with all of the above rolled up:
Bill sums it all up by saying these reports, “go a long way to helping HR become part of the enterprise 2.0 vision of the transparent organization.” We can’t agree more, enterprise 2.0 or technology for that matter should serve a purpose and deliver tangible value. Halogen is focused on meeting real-life customer needs, and not just building cool products for the sake of being cool.
Next week we’ll look a bit more at Enterprise 2.0 - there’s lots of hype, but what does this really mean to HR and how is it going to make things faster, easier and more strategic?
Tags: HR, talent managementRelated posts
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