I have an open position (full-time, NYC-based) to manage our PeopleSoft Portal. This is a business technology role, not a development or infrastructure role. If you’re interested let me know at systematicviewpoints@gmail.com
Employee Portal Operation Manager
Boy, I’ve been slowly recovering from my vacation and in the meantime Double Dubs has been a very busy guy! He’s been filling his blog with all good things. Read all three parts of It’s all about the user and join the conversation.
Packing up again, this time it’s a Caribbean cruise with the family. All I can say is: I’m so ready.
But before I go, a quick request. A project came up to build a quick and dirty knowledge base for expats and every time the model is seen someone wants to bolt on another function. We’ve decided to do the expat piece as a proof of concept and build a reference architecture model for a process tool in parallel.
There are a lot of choices for process modeling tools around here, ranging from homegrown to dedicated teams that claim to be centers of excellence. Anyone with practical experience in HR process modeling, I’d love to hear from you. I’ll be back on shore on the 27th.
Try as I might, I just couldn’t get a full day off on Friday. I declared a ‘Green zone for maintenance’, a bit of humor meaning I was headed to my physician and dentist for checkups. In between those stops and a dozen other things that piled up a a lot of mail came into my Blackberry. I expected a certain volume because we’re preparing for a killer week. We’re expecting very high traffic through the systems – 2-3 times more than we can handle – and it’s been ugly when we hit our peaks. Various parts of the infrastructure just fall over and nobody is entirely sure why. Our friends from Oracle are on hand to see it for their own eyes and help us figure out what exactly is blowing up.
But what caught my eye was a message from the folks who are trying to pull our multiple LMSs into a single global instance. They’ve hit a snag in the fact that we send everyone to the ‘Employee Portal’ when in fact not everyone who is a worker is an employee. Now, this isn’t a new phenomena, and in an earlier time I had to work with HR Legal to get some carefully worded language explaining that non-employees may be using this system for very limited reasons. As I recall that was driven by certain countries’ Works Councils. Upshot – they’re recommending we rename the Portal, removing all vestiges of the word “Employee”.
Now, my wife is an attorney in Tech and Intellectual Property and between sharing stories with her and my own experiences I’m not blind to the legal perspectives on semantics and implied meanings. But this is getting a bit fussy IMHO. I hope we can resolve this with another go at the disclaimer language. I’d love to hear if anyone else has dealt with this and how you may have resolved it before I go back in on Monday and take up the Good Fight.
In the meantime we’re expecting a minor blizzard here in the northeast US, so after I’ve dug out I’ll check back in tomorrow afternoon. Thanks, all!
Mostly off topic…my life has been inundated with PowerPoint. Starting with a summary presentation of the strategy meetings I detailed last month, one by one they increased and soon I was juggling decks from all sides, including from my school-age children.
I’m reasonably adept at PowerPoint, and I believe that in the right hands it can do some very cool things. Musician David Byrne has done some interesting work using it as an artistic medium. However, in the case of most business applications, I tend to agree with Edward Tufte’s sardonic assessment of the cognitive limitations that template-driven PowerPoint imposes. One of the better examples, by Peter Norvig, is here.
The next presentation I had to deliver was at a benchmarking group. Mulling over my topic and this love/hate relationship I have with PowerPoint, I decided to try a presentation modelled after the “Lessig Method”, named for Stanford law professor Lawrence Lessig, whose presentation style of using slides with short phrases or even single words has gained some notice. More about that here.
Generally I don’t work from detailed speaking notes. I usually present on subjects that I’m close to and am relaxed speaking freely about. My slides are typically milestones of what I’ll cover verbally. In this case I created my deck by essentially figuring out how my rap would go by rehearsing it a few times and pulling out lots of key words and phrases per Lessig’s approach. I ended up with 50 slides for what would probably have been 10 or 12 if I’d used the typical title-bullet-transition approach.
Sad to say, it didn’t resolve my PowerPoint angst. My presentation was very well received, right up there with highly entertainment-oriented ones where I’ve pulled out all the multimedia effects. I was asked by a reviewer at my office if he could have a copy so he could steal it for his own presentations. Yet at the same time I can’t escape feeling that perhaps it was well received only because of it’s novelty, a break from the bullets. And the impression that I get from the presentation style, and others I’ve seen like it, is that of ‘MTV for meetings’ – lots of quick cuts, flashing screens and only tiny amounts to digest in one bite. Well, if that’s my worst burden, I’ll deal with it.
My daughter in middle school has been using PowerPoint for a few years, they teach it in school these days. For my son’s 10th birthday she made him a presentation instead of a card – with photos, clip art, animation, sound and timed transitions. And now my son is getting the same instructions she had a few years back and together we created a deck for his research project. And he demanded backgrounds, type effects and cool transitions too.
I used to be in graphic design. Maybe I still am.
I’m looking for additional sources to work on custom translations across multiple systems. Does anyone have any vendors to recommend that can handle HR and technology jargon? Thanks!
I’ve made it back to New York. Tokyo is a fascinating city, I enjoyed it very much. We stayed until Sunday morning, which gave us some time to sight see on Saturday and get a bit of the flavor of the city. On Friday we ran two intranet usability sessions which were very much on a par with all the others to date. I must say that I’ve experienced far less regional variation in the response to our prototype and types of issues raised than I anticipated. The anecdotal evidence points to people (at least those within my company) being more similar than different. While I treasure differences around the world it’s assuring to see that in some way the web has enabled us to provide people tools that can be used with a degree of consistency globally.
I was able to chat up one of our senior HR people and some of his team, although it was not a full a session as I’d hoped. But just being there and meeting them ensures that future telephone exchanges will be more productive. In mid December we’ll cover some sites in Latin America which will wrap up our ‘four corners’ tour. For my part I see that our HR self-service deployment has greater complexity than I’d realized. At one level we have enough flexibility in our systems to allow for local variation but there will be many challenges as we go along regardless. I wonder if it’s ever possible for an organization our size to move to truly global standards? I believe it would have to be more of a command-and-control environment, and I’m not aware of many multinationals that successfully operate in that manner. In any case there’s much to do and now I have a few more personal connections with which to do business.
I’m now in Tokyo, following a 24-hour stay in Singapore. We held 2 usability sessions for the intranet and I spent the time in between the sessions with HR. We have a greater self-service deployment in Asia than EMEA, and the folks I met with are keenly interested in doing more. The discussions centered around how to promote self-service when it’s not mandated, which translated means pulling the plug on other channels. They were interested to know what supporting communications plans we were using in North America to promote self-service. I contrasted Asia with North America in that Asia has typically provided a higher level of service through their generalists and service centers compared to NA. So the challenge is more correctly how to promote self service when it’s clearly a step down from the existing channels? I maintain that the existing ‘solutions’ including the one I manage, are missing the mark. I see more and more clearly the need to create a custom, process-driven interface to the multiple systems we use. This runs counter to our common wisdom of ‘buy, not build’ but I don’t see anything that can present these services in a coherent manner.
After a fantastic seafood dinner at an open-air restaurant on the South China Sea, we boraded our flights to Tokyo, our last stop on this outing. I’ve napped and hopefully will be awake for dinner tonight. It’s November 24th in Tokyo, Thanksgiving day for the US. Our Japanese offices host a Thanksgiving dinner for American expats and visitors, which I find charming – and I’m greatly amused that my first proper meal in Japan will be a traditional Thanksgiving turkey dinner!
As I noted below we went through with a Tools upgrade to our PeopleSoft Portal a week back. As soon as our North American users got to work on Monday morning performance took a severe hit, logins took in excess of 2-4 minutes if you could get in at all. We’ve been running at capacity for a while while additions to the operating environment are put into place. Load testing in advance of the upgrade showed that we would lose about 10% of our capacity thanks to the larger code base of the newer version of the Tools. I don’t yet have a post-mortem analysis of what went wrong, I’ve heard a few things from my technology team but it’s not a final verdict yet.
With that in play, I’ve started my usability tour. On Wednesday I was in the London where I spent time with HRs for the UK and the technology team that runs our EMEA systems. These went well, and the HRs are quite hungry for self-service although not as delivered by PeopleSoft. To hear their management speak of it there are still data quality challenges and integration issues that keep them from giving a go-ahead. I see where Michael has posed a question about data quality on the discussion forum, certainly for us it’s a topic that arouses passions, although I’m not yet close enough to it to speak in an informed manner.
Dinner and a few pints followed with my tech colleagues, and I had a few hours on Thursday morning to run around and visit some of the classics in London: Big Ben, Covent Garden, Parliament, Picadilly.
That evening I met my colleagues from New York in Dusseldorf. Friday was back-to-back meetings. In the morning through lunch I worked a focus group of German employees on a new Intranet prototype. After a hearty lunch I spent time with one of the senior HR people for Germany and one of his staff. Unlike the UK, they see self-service as a farther goal. The main challenges for them are the number of manual processes they still support and the need to complete a project to iumprove data feeds to and from their payroll vendor. They’re looking to rework their country HR Intranet site, and I hope to work with them to get the content under a management system so we can work towards personalized delivery.
My colleagues and I have stayed the weekend, sightseeing and eating. The food is wonderful but shall we say robust. The weather has been cold and misty, but we’re managing fine.
Tomorrow one of us goes home to NY, and I go to Singapore with the other. I’ll update after that.
I’ve been in London and Dusseldorf this week, and having some problems logging in. With Michael’s help that seems to be right again, so I’ll gather my thoughts later in a followup post.