Vinnie Mirchandani from Deal Architect is doing a series on the impact that technology has had/is having on hobbies and asked me to participate. You can read my take on technology and tennis here, as well as many other great posts such as the impact of technology of sailing, basketball, wine and beer making, gardening, chess, restoring antiquated books, and 30+ other interesting hobbies and life activities. Many thanks to Vinnie for spearheading this great series!
Technology and Tennis
by Karen Beaman | March 27th, 2009 | Blog, General, Technology Enablement, Trends | 0 Comments |
Ada Lovelace and Row Henson
by Karen Beaman | March 23rd, 2009 | Blog, General, HR Technology, Technology Enablement | 0 Comments |Today is Ada Lovelace Day and I’m joining bloggers across the world to write a post about a person I admire in Technology. But first, here are a few words about Ada Lovelace, who is considered to be the first woman in technology:
HR and the Human Genome
by Karen Beaman | February 25th, 2009 | Blog, General | 0 Comments |A colleague forwarded this interesting presentation on to me by Linda Avey of 23andme about the work being done on mapping the human genome:
“With the advent of the Human Genome Project came the birth of a new term and lifestyle: personalized medicine, which promises to provide better care by analyzing the genetic basis of a disease and tailoring the treatment to the individual. As the science of genomics continues to improve, the implications could rock the medical world — and the ethical one. But when does personal become too personal?”
Making Things Work
by Karen Beaman | February 23rd, 2009 | Blog, General, Social Networking, Technology Enablement, Web 2.0 | 0 Comments |In these difficult economic times, companies are continuing to look for ways to reduce costs and keep the workforce engaged in spite of layoffs all around us. Leveraging Web 2.0 technologies is clearly one solution that addresses both of these issues. McKinsey has just published a great article on “Six Ways to Make Web 2.0. Work” (February 2009) (sorry, premium membership required). I’ll summarize them here, because I think these are vital activities for anyone partaking on any type of new initiative — not only Web 2.0 initiatives:
Multi-Locality and Management
by Karen Beaman | December 11th, 2008 | Blog, General, Social Networking, Talent Management, Workforce | 0 Comments |What does “Multi-Locality” mean for the manager of a team in the modern, multi-local environment? According to Josh Bersin, “driving a performance-oriented culture demands a focus on new compensation models, improved forms of collaboration, and the development of clear goals-based performance management processes.” How does this apply to the multi-local talentforce?
Multi-Locality and Communication
by Karen Beaman | December 10th, 2008 | Blog, General, Social Networking, Talent Management, Technology Enablement, Trends, Workforce | 0 Comments |Communication is the focal point for all successful interaction within and across organizations. As communication tools and technologies have evolved over the decades, the nature and expectations of the workforce have changed. The figure below shows a collection of sites, services, methods, and technologies mapped along the axes of Location and Collaboration.
Multi-Locality and Collaboration
by Karen Beaman | December 9th, 2008 | Blog, General, Social Networking, Talent Management, Workforce | 0 Comments |As work has spread to multi-localities, the nature of and methods for collaboration and team work have also changed. Collaboration in the traditional, single office setting is vastly different from collaboration across a modern, global, multi-local organization. Work performed on-premise at Corporate and Regional Headquarters locations is largely of a tangible, physical nature in contrast to work done off-premise in Satellite Offices and Offshore Centers which requires more intangible and virtual cooperation. The figure below shows how work across the continua of Location and Collaboration can be grouped into four broad categories.
Multi-Locality Dimension of the Modern Talentforce
by Karen Beaman | December 8th, 2008 | Blog, General, Talent Management, Workforce | 0 Comments |The broadest dimension of the multi-local workforce is whether work is performed on-premise (or onsite) versus off-premise (or offsite). Traditionally, work was performed on-premise, within the four walls of the organization and under the direct supervision of a watchful manager. With the growth of the Internet and the advent of the modern, digital age, it is now possible for people and teams to work effectively off-premise, and hence the amount of offsite work has been increasing steadily year after year.
Multi-Locality and the Modern Talentforce
by Karen Beaman | December 4th, 2008 | Blog, General, Social Networking, Talent Management, Trends, Workforce | 0 Comments |Much has been written about the many dimensions of today’s modern workforce. From the multi-generational differences with the Veterans, Boomers, Gen X and Gen Y to the pluralities of cultures and variety of global mindsets, the workforce of today is more diverse than ever before. Another important aspect of the multi-dimensional talentforce in the modern digital age is multi-locality, the phenomenon enabling individuals to work anywhere, anytime and anyhow.
2008-2009 Going Global Survey Results
by Karen Beaman | July 10th, 2008 | Blog, Business Strategy, Competencies, Culture, General, Globalization, HR Technology, Organizational Design, Technology Enablement, Trends | 0 Comments |Jeitosa Group International has just completed the preliminary analysis of Global Readiness Survey results. Survey participants were asked what top three challenges they encountered in going global in the HR/HRIT function. The majority of respondents indicated cultural differences (53%) as the top external challenge they faced, followed by compliance with data privacy regulations (42%).
