Post Chronology

May 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 3rd Birthday — Here’s Where It All Started!

Happy Birthday InFullBloom

I launched my blog exactly 3 years ago, 11-8-2009.  In my wildest dreams, I never expected to attract so many loyal readers — there are now 10K+ of you — nor did I realize how much I would enjoy blogging.  So, with a huge shout-out to those of you who have encouraged me in person and online to keep on writing, I thought I’d celebrate my blog’s 3rd birthday by reaffirming its purpose.

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 lead the strategy and design of HRM, HRM execution is increasingly in the hands of managers and leaders at every level and of the increasingly technology-enabled, self-sufficient workforce.

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.  That said, no amount of HR technology is going to move the dial on organizational performance unless it’s enabling those HRM processes and business rules that drive business outcomes.  HR technology is the key enabler of HRM; but deciding what HRM processes and business rules to enable remains very much the work of HR leaders.

The Bottom Line:  I will continue to push the HR technology community to deliver better software and services, at better prices, and with greater ease of implementation and adoption.  I will continue to push the HR community to do the heavy lifting of understanding their businesses and how HRM should be shaped to drive improved business results.  I will continue to push myself and my fellow “influencers” to be transparent, innovative, and focused on real thought leadership.  You might say I’m an equal opportunity scold, but no ones gets more flak from Naomi than I give myself.  Thank you so much for coming this far with me on my blogging journey.

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