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

Death By Lousy HRM — Chapter XII

blog-dilbert-evil-hr-52521ee980dbabd9286331355dc6fd85[Chapter I, Chapter II, Chapter III, Chapter IV, Chapter V, Chapter VI Chapter VII, Chapter VIII, Chapter IX, Chapter X and Chapter XI in case you missed them.]

On one thing they all agreed.  Much more deciphering was needed to paint a more complete picture of what Mr. Cummins had been doing, for how long he had been doing it, with what impact on the organization, and with what, if any, co-conspirators.  In addition to the deciphering of current files found on Cummins’ desk and the current chart on his office’s white board, much deeper data digging and analysis would be needed to review every candidate who had passed through Cummins’ “hands,” their evaluation process and hired or not hired story, and so much more.  And, although records over the past year were automated, digging into earlier records would involve a lot of manual work on files which were stored — as you’d expect — in a records management facility.

DCI Fritz suggested that since the murder had just happened, it was far more likely that it was related to current or recent activities rather than to something which had occurred (or should have but had not occurred) more than a year ago.  He also realized that taking Zelda away from her pressing responsibilities on the stealth project were already causing challenges for that project, challenges which would become much worse if she wasn’t able to address them.  Therefore, he asked if an analyst could be assigned to work under Ms. Kahneifmeyer’s direction to continue the deciphering and compare what they had learned to the automated records for the current activities.

With information from these files and some interviewing guidance from Ms. Patel or someone on her team, Fritz further suggested that his team could interview every one of the candidates on which they had color-coded, tick-marked, manual records to fill in the demographics and obtain any insight they could as to the hiring process and results.  Of course, doing that outreach was going to raise a certain amount of scuttlebutt about what was going on at Great Software, about the murder itself and what connections it might have to the company, so discretion and a suitable “cover story” were needed.

Since it would also be necessary to interview all of the hiring managers who appeared, subject to further deciphering of Cummins’ tick marks, to be either (at least) comfortable or not comfortable with the demographic filtering that Cummins appeared to be doing, Ms. Patel suggested that she was in the best position to speak with each of these hiring managers without raising any unnecessary or distracting fuss.  That said, it was going to awkward as hell to determine how best to approach a potentially complicit hiring manager, who might in fact be the murderer, and ask questions which might reveal something useful without appearing to accuse them of anything related to the murder.

Knowing that there was no way to keep a lid on the situation, Mr. Wrigley suggested that he and DCI Fritz hold a joint news conference, announcing that there had been a suspicious death and that an investigation was underway which would involve not only interviewing colleagues of the deceased but also members of the community with whom the deceased had had recent contact in the course of his duties.  That would handle both internal and external interviews but not alert unduly the potential culprit(s) to their suspicions of murder by someone connected to whatever scheme or because of whatever scheme Cummins had been running.

Stay Tuned For Chapter XIII

Leave a Reply