Google, Brand, Talent, Engagement

It was all wrapped into a single post from one of Michael’s link posts. In this google blogger page where Trisha Weir talks about how she got to be hired (partly by selling WHY she owned a Google t-shirt) I have to give some kudos to the recruiter and hiring manager for recognizing a couple things:

• Brand - Trisha clearly already recognized the google brand
• Engagement - she has a high probablitlity of becoming an engaged employee. Being predisposed to liking google policies for employees based on what she sees in the market, she is already proud of her employer. Engagement isn’t that big a leap.
• Talent Acquisition - when you’re ready to make a hire, how quickly can you make decision and onboard the person? In Trisha’s scenario, she went through phone screen to verbal offer in 3 work days. Great candidates don’t come across your desk often enough to be bogged down in decision beauracracy.
• This also hits on a few other things we’ve talked about in my blog… how do you create work life balance, for one. I’ll admit that I check work e-mails every night, a few times on weekends, and when I’m on vacation.

KM and Learning organizations

Gautam turned me onto this blog. So... What IS up with HR and Knowledge Management?

I don't hesitate to wonder about HR's motivation when it comes to KM. Truly, when we talk about "strategic HR" and the fact that as we head into 20xx we face huge workforce knowledge issues as a generation retires. We also deal with this as training organizations. Everyone in HR is in a state of frenzy over the loss the senior managers and what we should do, from succession planning, to recruiting, and talent management. How is it that HR practitioners are so complacent about working with and networking with KM professionals? Do I give us all the benefit of the doubt and assume that there are not enough KM people in our organizations?

More on Portals

Blogger over at Systematic Viewpoints has been writing about PeopleSoft portals and his implementation experiences lately. Of particular interest is his/er organization's struggle with the HR portal versus the enterprise portal. If you're on common platforms (PS, SAP, PT) then integration isn't so bad. Even if they are not on the same platform, I'm not sure the enterprise portal really needs to interact with the HR portal. The content is sufficiently different and any data exchanges should be achievable through the data warehouse.

Well, I'll looking forward to seeing how his/er tools and portal implementations go. I'm especially interested to see what Oracle offers his/er organization in the upcoming months.