Welcome to March’s latest HR tech news and thoughts from Australia and around the world.
In an example of what not to do, the Victorian Government is facing allegations of misdeeds for their Ultranet project.
The original goal of the Ultranet project was to create a statewide portal that connected teachers, students, and parents.
The project used Oracle’s Ultranet software, and was originally slated for a $60 million budget. The Victorian auditor-general found the project’s costs blew out to more than $180 million.
Adding to the situation, department executives allegedly bought shares in the company that won the contract, and funds were diverted from other projects to fund the Ultranet implementation.
The project has now crashed and the IBAC inquiry is ongoing.
Most of the new HR tech adopted by organisations has been relatively small scale, Trello, Slack, Yammer- but there are still times a large-scale project needs to be implemented.
Mary Faulkner explains in this article how to ensure a more timely uptake of HR software that completely changes how the business operates.
She has developed a 7 step framework that covers consideration to implementation of HR tech, showing how to make sure your new system is adopted as widely as possible.
Check out Mary’s article, the steps included may prove helpful next time you need to do a massive HR tech overhaul.
SMAC (meaning Social, Mobile, Analytics, and Cloud) is seen as the new ecosystem for decision making.
This new framework uses the best in data analysis, communication, and technology to make large large scale business decisions on cost and direction.
The benefits of SMAC include breaking down geographical boundaries, enhancing operational efficiency, and using real-time data to make decisions.
Read SAP’s piece on SMAC for a full breakdown of each element, and how to pitch this new decision-making process to the C-suite.
IBM APAC has implemented a new performance management system, crowdsources from feedback of its 380,000 employees.
The app-based performance review system is called Checkpoint, and helps employees set shorter-term goals and feedback from managers at least once a quarter.
Click through to read the whole interview with George Avery. He talks on how IBM approached crowdsourcing the performance management system, the shorter feedback loops in management, and the change in approach to goal setting.
With 75% of US workers expected to operate mobile first by 2020, having a strategy for viewing documentation on mobile is necessary for business survival.
This article includes steps to improve the presentation of documentation on mobile. These steps go beyond making a website mobile responsive, and covers content in all forms.
These design principles will help you make your documentation more accessible on mobile devices, for employees and customers alike.
Jon Ingham has been delivering HR tech analytics training across Australia recently. During his time down here, he reflected on Australia’s approach to HR tech training and analytics.
Jon says Australia is more tolerant of the softer side of HR. Australians take the immeasurable elements as a given, and are more open minded to ways of improving soft HR skills.
He says this compares to the rest of the world, especially the UK, where support for softer HR skills are a harder sell.
Jon feels this accepting approach may make Australian businesses more mature in their processing of HR tech analytics. Australian HR experts should be able to see a greater correlation between HR analytics and its indirect impact on employee performance.