Post Chronology

June 2024

InFullBloom Archives


Speaking Engagements

Predict and Prepare sponsored by Workday 12/16

The Bill Kutik Radio Show® #171, 2/15
The Bill Kutik Radio Show® #160, 8/14
The Bill Kutik Radio Show® #145, 1/14
Workday Predict and Prepare Webinar, 12/10/2013
The Bill Kutik Radio Show® #134, 8/13
CXOTalk: Naomi Bloom, Nenshad Bardoliwalla, and Michael Krigsman, 3/15/2013
Drive Thru HR, 12/17/12
The Bill Kutik Radio Show® #110, 8/12
Webinar Sponsored by Workday: "Follow the Yellow Brick Road to Business Value," 5/3/12 Audio/Whitepaper
Webinar Sponsored by Workday: "Predict and Prepare," 12/7/11
HR Happy Hour - Episode 118 - 'Work and the Future of Work', 9/23/11
The Bill Kutik Radio Show® #87, 9/11
Keynote, Connections Ultimate Partner Forum, 3/9-12/11
"Convergence in Bloom" Webcast and accompanying white paper, sponsored by ADP, 9/21/10
The Bill Kutik Radio Show® #63, 9/10
Keynote for Workforce Management's first ever virtual HR technology conference, 6/8/10
Knowledge Infusion Webinar, 6/3/10
Webinar Sponsored by Workday: "Predict and Prepare," 12/8/09
Webinar Sponsored by Workday: "Preparing to Lead the Recovery," 11/19/09 Audio/Powerpoint
"Enterprise unplugged: Riffing on failure and performance," a Michael Krigsman podcast 11/9/09
The Bill Kutik Radio Show® #39, 10/09
Workday SOR Webinar, 8/25/09
The Bill Kutik Radio Show® #15, 10/08

Keynote, HR Tech Europe, Amsterdam, 10/25-26/12
Master Panel, HR Technology, Chicago, 10/9/012
Keynote, Workforce Magazine HR Tech Week, 6/6/12
Webcast Sponsored by Workday: "Building a Solid Business Case for HR Technology Change," 5/31/12
Keynote, Saba Global Summit, Miami, 3/19-22/12
Workday Rising, Las Vegas, 10/24-27/11
HR Technology, Las Vegas 10/3-5/11
HR Florida, Orlando 8/29-31/11
Boussias Communications HR Effectiveness Forum, Athens, Greece 6/16-17/11
HR Demo Show, Las Vegas 5/24-26/11
Workday Rising, 10/11/10
HRO Summit, 10/22/09
HR Technology, Keynote and Panel, 10/2/09

Adventures of Bloom & Wallace

a work in progress

InFullBloom’s 2nd Anniversary — 11/08/2011

InFullBloom Celebrates 2nd Birthday

Who could have guessed, not only that I would have a blog, but also that I would be celebrating its 2nd anniversary and scoping out the topics for year 3?  It’s been a wonderful two years, and I can’t thank my readers enough for investing their time with me. 

If only blogging (and much of social tech) had been available to me — to all of us — as I migrated from being a physics major to English lit in the early 60’s.  Imagine how much easier it would have been to organize those anti-Vietnam protests that really did bring an end to that misguided “police action (did you know that it was never called a war?)?  Imagine what I could have tweeted from my jail cell when so many of us were arrested (just overnight, and no record that I know of) for what we thought were entirely legal, non-violent expressions of civil disobedience but which bollixed up traffic, class schedules, and local merchants?  Imagine the pictures of me in my hippy prime that would still be circulating on YouTube? 

So much has happened in my increasingly intertwined (which is a major byproduct of living your life online) professional and personal lives over the last two years, and I’ve derived great satisfaction from writing about at least some of it here.  As I look forward to many more years of blogging (not to mention tweeting, LinkedIning, and living large both IRL as well as online), I thought I’d start my 3rd blog year by reviewing what I wrote at the very beginning — and haven’t changed since: About Naomi Bloom, in which I tell my (probably only of interest to me) life story; and About In Full Bloom, which explains why I’m doing this.

And while it may not seem to be the case for most blogs, I really did lay out a story told in chapters for these first two years.  I hope that those of you who are new to my blog will go back to some of those early posts when you have time.  To get you started, here’s where it all began: 

Drum Roll Please! Da Da Da DAH!

Welcome to InFullBloom. I’ve been agonizing over this initial post for weeks, and I’m still no closer to knowing what to write than when I started. I so wanted to grab everyone’s interest and immediate respect by saying something really profound about improving the practice of HRM, the use of HR technology, achieving organizational outcomes, life, the universe and everything. Perhaps I used up my best opening lines in About In Full Bloom and About Naomi Bloom. In any case, it’s not happening here, so I think I’ll just move on — to my 2nd post.

Post to Twitter

November 8th, 2009 | Category: Ruminations |

What And Why Are Human Resource Management?

If I’m going to use this blog for its intended purpose, then I’d better get right to work on a core, perhaps the core, issue that lurks, quietly but dangerously, waiting to sabotage our best efforts to achieve improved organizational outcomes through improved workforce performance. The villain of this piece is the sloppy, inconsistent, ill-defined and rampant misuse of terminology.

The English major/natural science minor within me screams every time I hear/read someone who fails to use the subjunctive properly. But my psyche screams even louder when colleagues who should know better use talent management or SaaS to describe whatever ill-conceived idea or product they’ve got on offer this week.

But where to start? The colloquial vocabulary for many to most of the important concepts at the intersection of human resource management (HRM) and information technology (IT) is so imprecise that I could make myself and you totally crazy trying to unravel that muddle. No entirely sane person is going to read the 3,000+ pages it has taken me to do so in my magnum opus, although some of you — and you know who you are — have already done/are doing this.

Perhaps the best place to start, as always, is with the results we’re trying to achieve, working backwards from there to figure what must get done, how, when and by whom, in order to achieve those results. In my professional life, the results we’re trying to achieve are specific organizational outcomes through improved human resource management (HRM). But what is HRM?

HRM is a business domain, a collection of processes and business rules whose purpose is to help ensure long-term business and organizational success. HRM is about planning for, organizing, acquiring, deploying, assessing, rewarding, leading, coaching, supporting, informing, equipping, retaining, and developing a high performance, cost-effective workforce. It is also about nurturing the growth, usage and value of the organization’s intellectual capital and personal networks.

What a mouth full, and there’s more. HRM isn’t just the work of a central/local/3rd party HR department. While an HR department and HR professionals may still control the strategy and design of HRM, HRM execution is increasingly in the hands of managers and leaders at every level and the increasingly technology-enabled, self-sufficient workforce.

The bottom line? The purpose — the expected organizational results — of HRM are to maximize the performance of the organization’s workforce and the leverage from its intellectual capital and personal networks toward achieving the organization’s stated business outcomes. If we could get all of the organization’s work done and results achieved without any workforce, we wouldn’t need HRM. But we can’t, so we do.

Post to Twitter

November 8th, 2009 | Category: HRM, Vocabulary Shapes Our Thinking

Leave a Reply