Comments for In Full Bloom

Comment on Follow The Yellow Brick Road Part IV/Finale: The HRM Delivery System! by HRM Analytics — Dashboards, Cockpits And Mission Control : Enterprise Irregulars

HRM Analytics — Dashboards, Cockpits And Mission Control : Enterprise Irregulars — Mon, 20 May 2013 20:48:30 +0000

[...] Follow The Yellow Brick Road Part IV/Finale: The HRM Delivery System! [...]

Comment on Even Successful Products Deserve A Sunset Plan by HRM Analytics — Dashboards, Cockpits And Mission Control : Enterprise Irregulars

HRM Analytics — Dashboards, Cockpits And Mission Control : Enterprise Irregulars — Mon, 20 May 2013 20:47:30 +0000

[...] address this issue, and to build the metrics “starter kit” that has been a part of my no longer licensed HRM object model/architectural “starter kit,” I developed Naomi’s hierarchy of metrics. Like Maslow’s much more famous (and deservedly [...]

Comment on HRM Analytics — Dashboards, Cockpits And Mission Control by HolgerMu

HolgerMu — Mon, 20 May 2013 15:34:07 +0000

Also posted on Naomi’s LinkedIn post to the topic:

Very nice post on the collection of key HCM metrics and how to implement them.

My only concern: (another) article / post that uses the buzzword of ‘analytics’ for (very good and sophisticated) Business Intelligence.

IMO – when it doesn’t suggest / take an action – it’s the ‘false’ analytics – more on my blog here: http://enswmu.blogspot.com/2013/02/6-misunderstandings-of-analytics.html

Comment on What’s True SaaS And Why The Hell Should Customers Care? by Naomi Bloom

Naomi Bloom — Fri, 17 May 2013 14:48:40 +0000

Some great points, and I welcome your review. Further thoughts:
1) No true SaaS vendor will agree to locating their product on what you’ve called a “private local company cloud.” That breaks their architectural, operational and business models, and they would be foolish to do this. But there are any number of vendors willing to subscribe their software and install it any damn place the customer wants. Not true SaaS, and I don’t believe there’s much of a future for this, but who am I to judge?
2) True SaaS InFullBloom (more blog posts to read) enables considerable configuration without breaking the software, and from what I’ve seen that’s visible and still to be unleashed, there’s going to be more than enough configuration options to meet the very specific needs of customers where they choose to be unique for sound business reasons. But the approach must still be to avoid uniqueness for its own sake, something customers should have been doing all along regardless of what the software allows.
3) You are completely correct — and it’s a very important point — that any evaluation of a true SaaS vendor and their products must include a VERT rigorous evaluation of their security/privacy/backup/recovery/etc. procedures and capabilities, hopefully a more rigorous evaluation than many firms would apply to their own data centers. You simply can’t be a true SaaS vendor unless you can meet the highest relevant standards here — and the best do so with room to spare.

Comment on What’s True SaaS And Why The Hell Should Customers Care? by Greg Robinette

Greg Robinette — Fri, 17 May 2013 14:10:24 +0000

Hello Naomi,
Thanks for this bit of unbiased clarity. I agree with your assessment. My train of thought went down these tracks:
1) Will the move for many organizations to SaaS with limited or no tenant/client specific customization cause the reawakening of in house programmers? More contractors probably.
2) HR is a great fit for SaaS because much of HR is not unique form a process and transactional perspective. Where it is differentiated (IMHO) is the focus on the strategic success of the organizations. in this area I see many different approaches. Currently more organizations do not value HR strategically so this may not matter, but in the firm where HCM strategy is key how will the SaaS accommodate the unique analytics that are likely to be developed and viewed as proprietary? If they include the techniques , processes will the originating organization like or accept that?
3) When the first data breach/unauthorized access in the cloud/SaaS environment takes place what will the legislative/adjudication response be? This is important because the model of a shared environment is only as secure as the weakest point of failure. With a distributed system well maintained the security should actually be better due to maintaining the latest patches, tools, etc. Easier to scale that for a mega-data center than in each firm. But there are also those data centers that do not actually execute on this level. Whether it is a NOC employee who feels like looking up data or a in completely secured port something will happen. During a vendor selection engagement many of the talent/perf/comp management vendors could not articulate how their clouds were hosted/secured or how that risk was mitigated. Having worked with some data center/cloud service providers this is an important item to verify.

All in all the use of cloud/SaaS products should reduce costs significantly and enable better HCM/HR effectiveness.
Where a firm cannot use the external cloud/SaaS the vendors may be able to locate their product on a private local company cloud but this diminish the benefits greatly. I am working on a project like this right now and it is not something I would recommend.
Thanks for waking my brain up this morning.

Comment on I’m Feeling Optimistic About The State Of HR Technology! by The Carnival of HR

The Carnival of HR — Wed, 08 May 2013 17:28:24 +0000

[...] outcomes? Naomi Bloom of In Full Bloom explains that there is real reason to hope in her article, I’m Feeling Optimistic About The State Of HR Technology! — HR [...]

Comment on Reflections On A Long Career — Part I — Life-long Learning by Painting And HR Technology — Yes, There’s A Connection : Enterprise Irregulars

Painting And HR Technology — Yes, There’s A Connection : Enterprise Irregulars — Tue, 30 Apr 2013 13:47:47 +0000

[...] in that period), hopeful of improving my knowledge and mastery of technique, my watercolorist KSAOCs. This is clearly taking me outside my comfort zone, and that’s a good thing even if it’s a [...]

Comment on The Future Of HRM Software: Naomi’s Preferred Behaviors by HR Blog - HR Solutions | On Demand Human Resource and Talent Management Software

Fri, 26 Apr 2013 16:17:34 +0000

[...] in her In Full Bloom blog has given two posts on HRM Software. The Future of HRM Software: Naomi’s Preferred Behaviors and The Future of HRM Software: Effective Dating and just when my idling mind thought of this as a [...]

Comment on Reprise — How I Evaluate HRM Vendors/Products — Capability Matters by A Social Carnival of HR | Visions for HR

A Social Carnival of HR | Visions for HR — Wed, 24 Apr 2013 06:35:50 +0000

[...] final part of a four post series on how Naomi looks at HR technology vendors and their products, their capabilities, their strategy and their ambition. I’ve included the links to all 4 posts because I [...]

Comment on Reprise — How I Evaluate Vendors/Products — Ambition Matters by A Social Carnival of HR | Visions for HR

A Social Carnival of HR | Visions for HR — Wed, 24 Apr 2013 06:33:10 +0000

[...] looks at HR technology vendors and their products, their capabilities, their strategy and their ambition. I’ve included the links to all 4 posts because I recommend that you read them all, very [...]