Friday Mar 27, 2015

Is Your Digital Transformation Stalled?


Digital Transformation is more popular than Jennifer Lawrence and Bradley Cooper movies are right now and that's saying something. Organizations that exploit the enabling technologies of cloud, analytics, social, mobile, Big Data, and IoT are running circles around their competition in their self-driving cars.

But not every organization is rocketing down the digital highway and I believe the culprit is the lack of a good navigation system.

Read the rest of my guest post in the Oracle Cloud Solutions blog.  


Jim Lein

Oracle for Midsize Businesses

Modern Best Practice exploits new capabilities made possible by cloud, mobile, social, analytics, big data, and IoT, making it possible for your organization to achieve more, faster and with fewer resources.  It is flexible, supports growth and innovation, and enables new ways to achieve consistently superior performance.

The views expressed here are my own, and not necessarily those of Oracle.


Monday Mar 02, 2015

Getting Started With Your Social Relationship Management Strategy-Reggie Bradford, SVP, Oracle Product Development

Reggie Bradford, SVP, SRM Product Development, Oracle

Reggie Bradford joined Oracle in 2012 via the acquisition of Vitrue, the leading provider of social marketing software for global brands and agencies; a company he started in 2006. Vitrue is now an anchor component of the Oracle Social Relationship Management (SRM) suite of cloud solutions. Bradford circles the globe espousing thought leadership in such topics as Cloud, Customer Experience and the paradigm shift caused to Brands by the explosive growth of Mobile and Social. Bradford recently authored an Oracle eBook, Modern Best Practice for the Social Business.

Q: What is SRM and why is it so important?

SRM enhances Customer Relationship Management (CRM) with critical social pieces to make it more holistic and answers the question, “How do I build connections and relationships with prospects, co-workers, peers, customers, and influencers to further extend my products and services into the marketplace?” 9 out of 10 people buy products or services based on recommendation from a peer or friend. Since people today are pervasively using social and mobile technology to conduct their personal and business lives, corporations need a comprehensive SRM strategy that provides the full range of customer touch points. Subsequently, they can capture those interactions, learn from them, and build on those relationships.

Q: What is the first step to adopting modern best practice for social?

Develop a plan. Too many companies jump into SRM without a plan and the market tunes them out because they are not engaging with a relevant voice. So first, pull together your key constituents and stakeholders and ask the question, “What is my purpose for doing SRM?” Don’t do it just to be cool and trendy. Do it because you are going to add value by being social. Identify and understand what your unique voice is going to be in order to be relevant to your market.

Q: Should every company have an SRM strategy?

I’m certainly biased but I think social has a role in every product or service because that’s where the customer is. Over 2 billion people are using social networks. It’s not “should you do SRM” but rather “How should you do SRM”. That “how” depends on the product or service you’re offering and what platforms you should engage with and how are you going to connect with your customers and stakeholders. That can certainly include collaborating internally with employees, vendors, and partners.

Q: What are the outcomes of effectively adopting modern best practice for social?

With an effective SRM plan, you’re going to be more in tune and effective in your marketplace. You’ll be doing business the way people are doing business today. You’ll also be able to measure your effectiveness via ROI that might not equal revenue, but actually be “COI”, as David Mingle of GM says—the “Cost of Ignoring”. The COI is that if you’re not engaged across your customer experience you risk becoming irrelevant or obsolete. We see more and more companies that don’t embrace the future fall behind—even Fortune 500 companies.

Q: You’ve started or helped build and sold 3 companies in the last 15 years. What drives you today?

One of the things I’ve strived to be better at is finding balance in life spanning my faith, family, and business. My wife and I have six kids. Chaos reigns in our household. Right now I’m just going through life and loving every minute of it. One of my real passions I have is taking the lessons I’ve learned and sharing them with the next generation of entrepreneurs. I’m very interested in disruption and pivots. That’s why I love working with startups but it’s critical even for established companies to sometimes behave like a startup. Oracle began as a startup and we continue to innovate, especially across our cloud solutions—DaaS, PaaS, IaaS, and SaaS. Innovation—like how we’re building out an end-to-end SRM solution—along with new ideas and business models, are what keeps me engaged and keeps me excited. I like to have impact and have fun.

Download the eBook, Modern Best Practice for the Social Business:



Jim Lein

Modern Best Practice exploits new capabilities made possible by cloud, mobile, social, analytics, big data, and the internet of things, making it possible for your organization to achieve more, faster and with fewer resources.  It is flexible, supports growth and innovation, and enables new ways to achieve consistently superior performance.

The views expressed here are my own, and not necessarily those of Oracle.

Wednesday Feb 25, 2015

Exploit Enabling Technologies to Seize Growth Opportunities, says Steve Fearon, Oracle VP, Midsize Apps in Western Europe-Part 2


Steve Fearon is Oracle’s Vice President of Applications for Midsize Enterprises in Western Europe. His organization helps ambitious midsize enterprises reach their full potential by adopting Modern Best Practice enabled by Oracle applications.


 Part 2: Read Part 1 Here

Q: What price do companies pay by postponing the adoption of Modern Best Practice?

I believe that, in most cases, they ‘ll lose. At the very least, they’ll fall behind competitors who are exploiting SMAC and adopting Modern Best Practice. They’ll miss out on the full potential of those new markets and opportunities.

Really, it’s about failing fast. The faster you fail, the faster you learn, and the more productive you become. And you learn fast by using modern technologies that provide immediate feedback and enable agility. Failing fast and learning from it is optimum.

Q: What has it been like to work for Oracle for over 22 years during this incredible time of change?

When I joined Oracle I didn’t own a house, I wasn’t married, and I didn’t have children. Over that time, I’ve owned several different homes, I met my wife through Oracle, and we now have two children. They’ve always known me as working for Oracle. When my 13 year old daughter wanted a mobile phone she said, “How old were you when you got your first phone?” You should have seen the shock on her face when I said, “26”.

I’ve seen Oracle’s culture change as we’ve grown organically and via acquisition. 60-70% of our employees didn’t start with Oracle but we still have a strong commonality of purpose. We don’t put posters up in our offices about it but everybody comes together and works together even though they come from different backgrounds. It’s always about supporting our customers—whether they’re midsize or large enterprises—in their visions and beliefs.



Jim Lein

Modern Best Practice exploits new capabilities made possible by cloud, mobile, social, analytics, big data, and the internet of things, making it possible for your organization to achieve more, faster and with fewer resources.  It is flexible, supports growth and innovation, and enables new ways to achieve consistently superior performance.

The views expressed here are my own, and not necessarily those of Oracle.

Exploit Enabling Technologies to Seize Growth Opportunities, says Steve Fearon, Oracle VP, Midsize Apps in Western Europe


Steve Fearon is Oracle’s Vice President of Applications for Midsize Enterprises in Western Europe. His organization helps ambitious midsize enterprises reach their full potential by adopting Modern Best Practice enabled by Oracle applications.


Q: What are your customers’ priorities and how do you help them achieve their goals?

Midsize companies want to grow and achieve operational excellence. The global attraction of European brands presents top line growth opportunities via opening new markets in the BRIC countries as well as the Next 11. Also, Western Europe is a well respected global player in innovative design and engineering so there are opportunities to bring new products to market.

But to seize those growth opportunities, companies need to exploit SMAC—social, mobile, analytics, cloud—because it has radically changed how technology is applied to business processes. For example, the workforce here is now moving beyond the knowledge worker stage to the innovation worker phase. That presents both opportunities and challenges. How can a company expect to attract and retain innovation workers with HR tools built in the ‘90’s?

We help midsize organizations understand how Modern Best Practice, which is enabled by Oracle’s applications and exploits SMAC, can create growth opportunities out of challenges.

Q: How are your customers adopting Modern Best Practice?

For example, because of technology, buyers have access to almost endless amounts of information. As a result they’re much more informed and self reliant. But what hasn’t changed, is that people are more likely to take a recommendation from a peer rather than rely on a company’s public relations. Modern Best Practice for sales and service gives a framework for engaging with this more informed buyer in the ways that they prefer.

Similarly, Modern Best Practice can bring agility to the finance organization to dramatically accelerate the period close to reporting process by becoming social enabled and collaborative. A modern finance department becomes partners with the rest of the business rather than being viewed as classic transaction workers just trying to close the books.

Part 2: The Price Customers Pay by Not Adopting Modern Best Practice 


Jim Lein

Modern Best Practice exploits new capabilities made possible by cloud, mobile, social, analytics, big data, and the internet of things, making it possible for your organization to achieve more, faster and with fewer resources.  It is flexible, supports growth and innovation, and enables new ways to achieve consistently superior performance.

The views expressed here are my own, and not necessarily those of Oracle.

Friday Feb 06, 2015

Random Thoughts on Digital Transformation by IDC’s Michael Fauscette

I just read “Some Random Thoughts on Software, Business and Digital Transformation” by IDC’s Michael Fauscette. We did a webcast with him a year ago, "Modernize Your Enterprise With ERP in The Cloud".  Many of his thoughts in this piece—offered in lieu of predictions for 2015—echo what I’m told are priorities by customers, partners, and other members of Oracle’s communities.

I’ll point out several examples relating to CX and HR from his self-professed random-ordered list…

“1. Customer experience (CX) strategies are more important than ever.”

Fauscette states, "There is a lot of budget being spent, the results are mixed, many customers are not seeing results but some companies are winning big by ‘getting it right’” and identifies a long list of challenges that include:

  • Data and system silos
  • Poor workforce management
  • Outdated business process for sales, marketing, and service
  • Lack of executive support

“2. The nature of getting work done is changing”

He reminds readers of his past work, “a whole thread around sourcing — hiring — training — retaining the modern workforce that is connected to social technologies and better employee experiences” which I’m thinking alludes to his series on disruption in today’s workforce.

“5. Cloud is simply the way businesses consume new technologies and forms the foundation of the new business platform.”

Fauscette points out that cloud is now not some “new edge technology” and that “companies are increasingly accepting and utilizing the cloud for IT modernization and business competitive advantage”.

Maybe you already know the importance of modern CX and HR solutions. Maybe you’re company is setting the standards for modern CX practices and could write the book on talent sourcing and management. Or maybe you know the importance but haven’t yet crafted your strategies. 

But when you’re ready, know that Oracle provides a wealth of information to help you build your CX and HR strategies based on Modern Best Practices for marketing, sales, service, and HR & talent.


Jim Lein

Modern Best Practice exploits new capabilities made possible by cloud, mobile, social, analytics, big data, and the internet of things, making it possible for your organization to achieve more, faster and with fewer resources.  It is flexible, supports growth and innovation, and enables new ways to achieve consistently superior performance.

The views expressed here are my own, and not necessarily those of Oracle.

Tuesday Dec 16, 2014

Career Paths: No Regrets?

No, this isn't a picture of Jim Lein

When did you know what you wanted to be when you grew up?

High School? College? Still pondering that question? Do you have any regrets about your career choices?

Generally I don’t have regrets because a) they serve no purpose and b) every choice has a ripple effect. For example, had I not chose to be a low paid ski bum in my twenties I never would have met my wife.

After reading this piece by Bernard Marr, Career Choices You Will Regret In 20 Years, I took a few minutes to reflect on my own career choices. I had 5 careers before settling in to the enterprise software industry for the last 16 years. Happily, I can say that I have not experienced the example regrets Marr offers but for one. And I’m not gonna tell you which one it is.

Today’s workforce—and future workforce—seems to know what it wants. For example, the 2013 National Society of High School Scholars Millennial Career Survey showed that respondents—primarily primarily female (68%) and current high school students (61%)—know what they want most from their future employers.

The responses reflect a maturity of thought and awareness that certainly didn’t exist amongst most of my generation. When I was in high school, I don’t know that I could have even answered these survey questions. My parents always told me, “You can be anything you want to be?”. And my reply was always, “Great. What do I want to be?”

Granted, the life experiences young people go through after they leave high school that will influence their career decisions. Not everyone can be a high paid doctor or engineer. But I’m hoping they keep those values and aspirations in place as they enter the workforce.

In any case, companies that succeed in hiring the best talent today are those who best understand what today’s workforce wants. If you’re talent sourcing, onboarding, and management processes don’t exploit enabling technologies—social, mobile, analytics, big data, IoT—then chances are you’re fighting an uphill battle when it comes to hiring and retaining the best talent.

Here’s a short video explaining how modern HR in the cloud can help you adopt Modern Best Practice for HR and Talent Management.


Learn more:

Oracle.com: Is Your HRMS Attracting a Modern Workforce?

Oracle.com: Adopt Modern Best Practice for HR & Talent



Jim Lein

Modern Best Practice exploits new capabilities made possible by cloud, mobile, social, analytics, big data, and the internet of things, making it possible for your organization to achieve more, faster and with fewer resources.  It is flexible, supports growth and innovation, and enables new ways to achieve consistently superior performance.

The views expressed here are my own, and not necessarily those of Oracle.

Thursday Jun 19, 2014

Mary Meeker's Internet Trends 2014 Will Blow Your Mind

by Jim Lein, Oracle Midsize Programs

Maybe I shouldn't have read this report first thing on a Monday morning, Mary Meeker's Internet Trends 2014. But I did, and it blew my mind.

We've been publishing a lot of thought leadership content lately on modern best practice. Modern best practice is flexible, supports growth and innovation, and enables new ways of executing to achieve consistently superior performance. It's enabled by Cloud, Social, Analytics, Big Data, Mobile, and The Internet of Things. It's about leveraging these enablers to do things fundamentally different, sometimes without consciously realizing that we're doing so.

In our hectic kinetic connected lives we think nothing of downloading a new app or adopting a new communication channel to get what we want or make our lives easier. It's fascinating to see the collective metrics of our actions in this report.

Meeker's identifies how we are globally adopting and leveraging enabling technologies. A couple of highlights from my perspective:
  • Tablet adoption was up 52% in 2013 and growing faster than PCs ever did
  • Mobile is 25% of web usage vs 14% a year before
  • Mobile advertising revenue is up 47% and now represents 11% of total advertising spend.

Modern best practice can be doing something that you never even dreamed possible prior to adopting an enabling technology. Meeker describes this as re-imaging, like this graph relating to re-imagining communications. 

The effectiveness of any single communication channel for each of our sub groups  depends on wholehearted adoption by all members. One guy in my band doesn't use Facebook. So we all communicate via email. Friends get frustrated with me because I don't return calls or texts promptly but they forget I don't get mobile coverage at my house. .

Maybe some day we'll all have the same devices and a single universal communication channel.But for now, I'll just remind myself to be happy that we're not reliant on land lines and answering machines.


Jim Lein

I evangelize Oracle's enterprise solutions for growing midsize companies. I recently celebrated 15 years with Oracle, having joined JD Edwards in 1999. I'm based in Evergreen, Colorado and love relating stories about creativity and innovation whether they be about software, live music, or the mountains. The views expressed here are my own, and not necessarily those of Oracle.

Wednesday Jun 04, 2014

CFOs: Do You Have a Playbook for Growth?

by Jim Lein, Oracle Midsize Programs

In most global markets, CFOs are optimistic about their company's growth opportunities. Deloitte's CFO Signals Report, "Time to Accelerate" found that:

  • In the U.K. business optimism is at its highest level in three-and-a-half years

  • Optimism in North America rose from a strong +42% last quarter (Q2 to Q3 2013) to an even stronger +54%.

  • The inaugural Southeast Asia survey, 44% of CFOs reported a positive outlook despite worries over the Chinese economy and political uncertainty.

Sustainable and profitable business growth doesn't usually happen by accident. Company's need a playbook for growth that's owned by the CFO. And today, that playbook must leverage the six enabling technologies--Social, Big Data, Mobile, Cloud, Analytics, and The Internet of Things (or, as Oracle president Mark Hurd explains, "The Internet of the People").


On Monday June 9 at  2:00 pm Eastern, CFO.com is hosting a webcast,

"The CFO Playbook on Growth: How CFOs Can Boost Efficiency and Performance with Automation".

“Investing in technology begins with a business metric driven business case with clear tangible business results expected," says John Lieblang, Affiliate Partner with Waterstone Management Group. "The progressive CFO has learned how to forge a partnership with the CIO to align everyone in the 'result value chain' to be accountable for the business results not just for functional technology.”

Click HERE to register



 Looking for more news and information about Oracle Solutions for Midsize Companies?


Jim Lein

I evangelize Oracle's enterprise solutions for growing midsize companies. I recently celebrated 15 years with Oracle, having joined JD Edwards in 1999. I'm based in Evergreen, Colorado and love relating stories about creativity and innovation whether they be about software, live music, or the mountains. The views expressed here are my own, and not necessarily those of Oracle.

Thursday Apr 17, 2014

People First! The Priority for Midsize Companies


by Jim Lein, Oracle Midsize Programs

Early in my technology career, I conducted an ROI assessment to help a very large customer update their HCM business processes across seven operating entities and tens of thousands of employees.

Their HR department was a room full of desks, each covered with stacks of blue paper cards. A legion of clerks each spent forty hours a week transferring hand written data from the cards into a main frame system. The scary part? The decision was to be based entirely on anticipated cost savings, not benefits. That was only a dozen years ago!

HR used to be at the bottom of the totem pole when it came to IT spending. Today, Human Capital Management and Talent Management solutions are surging to the top of the priority list at both midsize and enterprise companies. Finally, everyone seems to agree that people are a company's most important asset.

I asked Richard Atkins, EVP of Oracle Cloud applications for UK based Certus Solutions, what is driving investments in Oracle's Human Capital Management.

 "Cloud has changed everything," says Atkins. "We used to work almost exclusively with large enterprises. Now, most of our new clients are growing midsize companies with global operations. Our Cloud solutions enable them to deploy best practices fast and affordably. It's that simple."

Certus works with clients in the UK, Europe, the Middle East, and India. Most are either replacing a Tier 2 solution or have never had an HCM solution in place. In some regions, best practices for recruitment are a priority while, in others, the focus is on internal talent management.

"Our clients with global operations often need to cover both these scenarios,” says Atkins. “On the recruitment side, with social media and other options, it's almost becoming harder to find the right talent because there is just so much information out there. In areas where there still isn’t budget for hiring, internal talent management—like learning—is the priority. Oracle’s HCM cloud solutions covers all these needs for recruitment, social sourcing, learning, and core talent management. Clients have so much more information to make hiring decisions and to more easily spot the right people internally and retain the skills they need."

Growing Midsize Companies Want HCM Best Practices and Mobile

Certus clients are also eager to adopt best practices. "We rarely do requirements gathering anymore," says Atkins. "To our customers, the word 'standardization' is music to their ears. They want an out of the box system that delivers best practices quickly. They are encouraged by the ability of cloud solutions to deliver on that."

And mobile applications have massive appeal. “The kind of company looking at cloud solutions usually has a very mobile workforce,” says Atkins. “Senior management and, often, the entire workforce are working off smartphones and tablets. Oracle’s solutions work beautifully across those devices.”


Find out more about Oracle’s HCM Cloud And Taleo Cloud Service solutions if you’re ready to go mobile, enhance your learning programs, source talent socially, recruit more efficiently, or just replace your version of the blue card. See what Oracle CEO Larry Ellison has to say about managing your most precious assets.


Jim Lein evangelizes Oracle Accelerate, Oracle's Applications Strategy for growing midsize companies. He recently celebrated 15 years with Oracle, having joined JD Edwards in 1999. He is based in Evergreen, Colorado and loves relating stories about creativity and innovation whether they be about software, live music, or the mountains. 

Friday Jul 19, 2013

Mastering the New Recruiting "Game" with Taleo Social Sourcing

Attend the July 23rd webcast with Qualcomm to find out how Oracle's Taleo Recruiting with Social Sourcing Cloud Service can help you unlock hidden connections to top talent, improving recruiting and hiring efficiency by as much as 50%.

Register today.

Tuesday Apr 23, 2013

Want to Hire and Retain the Best Talent? Leverage Your Employees’ Social Media Networks

By Steve Viarengo, Vice President of Product Management, Oracle Talent Management Cloud Service

In a recently published Oracle whitepaper, “The Shortest Path to Better Hires: Best Practices for Employee Referral Programs” we summarize research that shows companies are increasingly relying on referrals as the best source of new hires. Referrals now typically account for 24% to as high as 75% of new hires. There is also evidence that referral new hires have a significantly higher retention rate and higher job performance than candidates from other sources.

In today’s tough economy, businesses count on their work force more than ever to provide an edge over the competition and deliver the goods or services that keep customers coming back. Just as customer retention is key to a company’s survival, so is the ability to attract and retain top performers. Hiring the wrong employee or having unfilled open positions for long periods of time can be a real setback in terms of employee productivity and morale, as well as cost the company money. This is especially pronounced at growing midsize businesses.

As former CEO of a small company, I remember all too well times when the person I hired did not work out and the subsequent pain of having to repost the job, restart the search, and sheepishly explain to my employees why they once again had to cover for the open position. Hiring the right person the first time is critical. I’ve found that the best hires are ones that come from either my network or the networks of my employees. The notion that your employees are the best source of quality candidates and that they will do the best job in selling your company is not new.

However, administering and managing an employee referral program can have its challenges. How do you inform your employees of new openings or filled positions in a timely and convenient manner? How do you entice your employees to tap into their networks? How can you identify your star referrers and ensure their access to the positions they can best help you fill? And how do you make sure your employees feel recognized and rewarded for bringing your company top talent?

The answer: – a web-based social sourcing tool. With social sourcing, you can notify employees of open positions, enable your employees to seamlessly reach into their social media networks such as LinkedIn or Facebook, track referrals back into your Applicant Tracking System (ATS), and reward the star referrers in your company. For example, the average American has 634 ties in their overall network—including social media sites—and those who embrace technology have even larger networks. With web-based social sourcing, companies can easily tap into those connections.

When examining social sourcing tools, remember a complete social sourcing solution should cover all of the functionality necessary to harness the power of your employee’s social networks, as well as your company’s presence on Facebook and Twitter. By giving you the tools to create social media friendly candidate pages and seamlessly integrating them into your social media presence, your followers can easily apply for open positions right from your social sites. This is the best way to turn your fans into candidates and greatly enrich your applicant pipeline.

The real power of social sourcing comes when it is working hand-in-hand with your recruiting solution. The two working together will allow requisitions created in your ATS to, upon proper authorization, be sent out to your employees (or a subset) with a referral request for current openings. Employees can access the positions and share them with their network of friends, connections and followers. Then when a referral candidate applies, the referring employee’s information is tied to the application and tracked back in your ATS, providing closed loop reporting. Requisitions can also be pulled and integrated directly with your social media sites, enabling you to track applicants from their originating source. This empowers you with the knowledge of what kind of talent your social media presence is yielding.

While this may sound like it will require complex systems and a long arduous implementation period, it is possible to quickly and easily buy and implement an online sourcing tool. The power of the cloud helps make this possible. Cloud-based social sourcing tools typically don’t require any additional hardware or arduous software implementation, allowing for a very rapid and cost effective implementation that will have you reaping the benefits in days or weeks rather than months.

Companies are seeing real results from implementing social sourcing solutions. For example, a midsize software company quickly saw its referral candidate base jump from less than 10% to 32% of its candidate pool after implementing social sourcing. A midsize publishing company found that a candidate coming through its social sourcing solution was seven times more likely to get hired than one that came through a job board. As you can see, social sourcing solutions are truly a win-win for all parties involved: employers attract better candidates which result in better hires, employees are able to participate in the hiring process and reap recognition and rewards for being top referrers, and job seekers are able to more confidently apply for positions for which they know they will be successful.

Learn more about Oracle’s social sourcing solutions HERE.

And...post a comment to tell us about your social sourcing experiences or to ask a question

Friday Apr 12, 2013

The Growing IT Labor Shortage: Are You Feeling It?

By Jim Lein, Programs Management Senior Principal, Oracle Accelerate for Midsize Companies

I interviewed a number of Oracle employee and partner experts last fall for my “7 Enterprise Applications Trends for High Growth Companies in 2013.” Even though I speak with partners, customers, and Oracle experts on a daily basis, I went into these interviews with an open mind and no pre-conceived notions of what those trends might be.

With unemployment rates relatively high worldwide, I was a bit surprised to learn from many of these experts that the gap between IT skills needed and IT skills available is widening. Simply put, more and more open IT positions are going unfilled due to a lack of available candidates with the appropriate experience and skills.

People are often the scarcest resource for growing companies. Accordingly, in the coming weeks, we will be presenting a series of posts on how Oracle Accelerate Solutions, Oracle Business Accelerators, Oracle Accelerate partners, and Oracle products (such as Oracle TBE Cloud Service) are helping our growing customers utilize their existing IT resources more effectively.

Oracle’s solutions help ease the strain on resources in two ways. First, they help reduce the need to divert internal IT resources to implementation duties during the deployment. This is mission critical as your IT and business analyst staff likely doesn’t have a lot of extra time on their hands, right? Secondly, these solutions can help simplify IT functions so that you don’t need to add staff at the same rate that your business is growing. That’s a good thing since qualified people are getting harder to find and more expensive to hire.

I hope you’ll find this series interesting.

Meanwhile, here’s some food for thought:

Redesigning Knowledge Work,” The Harvard Business Review

Predictions for 2013—Corporate Talent, Leadership and HR—Nexus of Global Forces Drives New Models for Talent,” Bersin by Deloitte

About


Twitter


Midsize Blogs
www.mittelstandsblog.de
www.itplace.tv

Search

Categories
Archives
« April 2015
SunMonTueWedThuFriSat
   1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
  
       
Today