Comments for http://collectivehrsolutions.com/blog Sun, 06 Jun 2010 14:36:34 +0000 http://wordpress.org/?v=2.9.1 hourly 1 Comment on Article: SuccessFactors – The Future Of Business Software by Software Payroll Software http://collectivehrsolutions.com/blog/?p=53&cpage=1#comment-118 Software Payroll Software Sun, 06 Jun 2010 14:36:34 +0000 http://collectivehrsolutions.com/blog/?p=53#comment-118 Payroll processing can be confusing and hard to do if you arent an expert, often it wouldnt hurt debating some other possibilities. Payroll processing can be confusing and hard to do if you arent an expert, often it wouldnt hurt debating some other possibilities.

]]> Comment on Focus on developing “Training Environments” by Bruce Walton http://collectivehrsolutions.com/blog/?p=16&cpage=1#comment-4 Bruce Walton Thu, 11 Feb 2010 14:56:56 +0000 http://collectivehrsolutions.com/blog/?p=16#comment-4 I'd like to build on this comment, even though I wasn't at the event that's referenced above. It is fairly well accepted in the training and development arena that their is 70%/20%/10% distribution of media/methods that one can apply to learning in the corporate setting. 70% of what employees need is delivered via informal methods - on the job experience, job shadowing, mentoring, development roles, etc. 20% is delivered via networking and relationship building (know "who," vs. know "how") and the last 10% is delivered via formal classes or staged learning events. In the current economic situation, the first two items listed above have a relatlively low corporate cost associated with them. They also put the responsiblity for learning more fully on the employee's shoulders. Companies should be thinking very creatively about how to engage and develop their talent and putting their investments bets to the best use. I’d like to build on this comment, even though I wasn’t at the event that’s referenced above. It is fairly well accepted in the training and development arena that their is 70%/20%/10% distribution of media/methods that one can apply to learning in the corporate setting. 70% of what employees need is delivered via informal methods – on the job experience, job shadowing, mentoring, development roles, etc. 20% is delivered via networking and relationship building (know “who,” vs. know “how”) and the last 10% is delivered via formal classes or staged learning events.

In the current economic situation, the first two items listed above have a relatlively low corporate cost associated with them. They also put the responsiblity for learning more fully on the employee’s shoulders. Companies should be thinking very creatively about how to engage and develop their talent and putting their investments bets to the best use.

]]> Comment on Assessing Value of HR Technology Investments by admin http://collectivehrsolutions.com/blog/?p=4&cpage=1#comment-3 admin Mon, 04 Jan 2010 20:20:29 +0000 http://collectivehrsolutions.com/blog/?p=4#comment-3 I agree with that assessment. I agree with that assessment.

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