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25 February 2020

STAGED ASSESSMENT ORDER REQUEST




The HR Open Standards Assessments workgroup is excited to announce a new feature as part of HR Open 4.3 Assessment standard (coming mid-2020). Support for a staged assessment order request allows one system partner to request delivery of multiple, staged assessments from one assessment provider within a single message transaction. The staged assessment enhancement was designed based upon use cases submitted by a workgroup member from Development Dimensions International, Incorporated (DDI). The updated specification allows one system partner to request delivery of multiple, staged assessments from one assessment provider within a single message transaction.

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10 February 2020

HR Open Standards Consortium Announces 2020 Board of Directors




HR Open Standards Consortium Announces 2020 Board of Directors

HR Open Standards Consortium, the only global network of HR technology professionals committed to leading the ongoing development of global HR interoperability standards, has announced its Board of Directors for 2020. The volunteer board contributes their technical and business acumen to guide the organization in its vision, to establish HR Open as an industry leader, and promote board collaboration through networking and thought leadership.

Newly elected to the Board of Directors are:

  • Amanda Carr, Product Manager, iCIMS;
  • Leslie Erwin, Sr. Director – Software Engineering, ADP;
  • Ryan Krostue, Chief Operating Officer, Universal Background Screening.

Amanda Carr expresses her pleasure to be on the Board of Directors. “I am excited to be part of HR Open Standards and a member of the HR Open Standards Board of Directors. The value of HR technology comes down to the data that is exchanged between various HR systems. HR Open Standards helps to facilitate that exchange of data in a standardized and efficient manner. The thought leadership and work of the members of HR Open Standards ensures that developers of HR systems can hit the ground running when implementing these integrations. It is an invaluable resource for what you need to know to implement your HR integrations and I am thrilled to be able to contribute to the value that is HR Open Standards.”

Re-elected members include:

  • Andrew Cunsolo, VP Product Management, Talemetry;
  • James Elder II, Principal Solutions Consultant & Sales Engineer, DDI, Inc.

Continuing in two-year terms are:

  • David Garrett, Alight
  • Bon Idziak, Accurate Background;
  • Jason Sole, Direct Employers Association;
  • Ingolf Teetz, Milch & Zucker; and
  • Jan-Willem van der Boom, Manus.

Newly elected Consortium officers include: Jason Sole, President and Chairman; Andrew Cunsolo, Secretary; and Ingolf Teetz, Treasurer.

Biographies of the 2020 HR Open Standards Board of Directors:

Amanda Carr, Product Manager, iCIMS. Amanda is a passionate advocate for the value proposition that open standards for interoperability between HR systems brings to companies, partners, and clients. To that end, she has been actively involved with HR Open Standards since 2007 in a variety of roles such as workgroup leader, co-leader, participant, and as a member of the Board of Directors. Amanda has been in the HR systems industry since 1999, and has been focusing specifically on HR Integrations in various Integration Product Manager roles in an assortment of HR Software companies since 2006. Currently, she is the Product Manager at iCIMS focused on further standardizing and enhancing the integrations between iCIMS and HCM Systems.

Andrew Cunsolo, VP of Product Development, Talemetry. With more than 15 years of product and technical leadership in recruiting technology, Andrew is currently responsible for developing Talemetry’s recruiting marketing (Job Broadcast), sourcing (Source & CRM), and candidate experience (Career Sites, Apply) products. Andrew has been involved in the Consortium since 2002 and is a regular speaker, presenter, and contributor.

James Elder II, Principal Solutions Consultant & Sales Engineer, DDI, Inc. With over 25 years of IT experience and over 15 years of experience developing and implementing assessments integrations as well as five years of contributions on the HR Open assessments workgroup, Jim hopes to contribute to shaping the future of HR Open. During his tenure on the Board of Directors, Jim found synergies with the way HR Open Standards Consortium is reinvigorating its mission and memberships with his organizations dedication to developing Better Leaders for a Better Future. Jim is leading an effort to develop full end-to-end API standards for Learning Systems integrations. Reaching out to build winning partnerships with LMS vendors, content vendors, as well as industry standards experts in the learning industry will be a focus in 2020.

Leslie Erwin, Sr. Director – Software Engineering, ADP. Leslie has 14 years of experience in HR technology, with a focus on Benefits. She has participated in the benefits workgroup as a schema editor and led the group for the 4.2 release where Plan Setup was added to the schema, allowing for a more complete benefits integration. Leslie is an advocate for the HR Open Standards, and is spearheading initiatives at ADP to implement partner API integrations using the standards.

Dave Garrett, hrX Product Manager, Alight. Dave has been working on Payroll and HRIS development and implementation since 1995 with experience in all aspects of the Software Development and Implementation Life Cycle starting as an engineer and currently working as a product manager. His current project on Global Payroll integration began in 2013 and adopted HR XML (as it was then) as the basis of the data model, HR Open standards continues to underpin the data model.

Bon Idziak, Chief Compliance and Government Relations Officer, Accurate Background. Bon is an 18-year industry leader in Background Screening, Drug Testing, and HR Technology. Bon has served on the HR Open Standards Board of Directors since 2009 and has held offices of secretary, treasurer, and president/chairman. A pioneer, contributor, and early implementer of HR Open standards, Bon is a proven advocate of the Consortium.

Ryan Krostue is Chief Operating Officer of Universal Background Screening. Since joining the company in 2002, he has been involved in all aspects of the business, including sales, marketing, product management, operations and compliance. Ryan has been an advocate for HR Open Standards since Universal joined the Consortium and obtained its first certification in 2008, he looks forward to advancing the HR Open JSON standard within the screening industry as a member of the Consortium’s Board of Directors.

Jason Sole, Director of Sales Engineering, DirectEmployers Association. Jason runs the Sales Engineering team at DirectEmployers Association, a member owned non-profit that specializes in recruitment marketing and federal contract compliance solutions. Jason is experienced in all facets of the software development lifecycle, and specializes in problem solving, and process design. He holds a Master of Science in Technology from Purdue University, and has been involved in web and software development for 18 years. Jason has served as the Chair of the Consortium’s Technical Steering Committee since 2014 and on the Board of Directors since 2015.

Ingolf Teetz, CEO, Milch & Zucker. Ingolf is founder and Chief Executive Officer for Milch & Zucker, a provider of e-recruitment and recruitment marketing solutions. He manages company operations, initiates and strengthens technology partnerships, and is responsible for the development of its software, BeeSite. Ingolf’s long relationship with the Consortium includes serving on the board and representing the Consortium at international events.

Jan-Willem van der Boom, is founder of Manus Software and Services BV, a pan-European Work Force Management and Time Attendance supplier, with main focus on compliancy. Manus Software and Services was originally founded by Jan-Willem in 1988, during his study of Technical Computer Science at the Rotterdam Technical University. He filled the role of CEO until 2012. In his current role Jan-Willem went back to his roots and is responsible for Strategy and Development. He has actively been involved in HR Open for over five years, leading the Time Management JSON project and participating on the Business Steering Committee.

About HR Open Standards

Founded in 1999 as the HR-XML Consortium, HR Open Standards Consortium is a voluntary, consensus-based standards organization. Our community of HR technologists facilitate discussions on global technology concepts and challenges.  Members collaborate to develop free standards, which encompass the full HR domain from Hire to Retire and are open to all HR professionals.

29 January 2020

PEOPLE ANALYTICS IN STANDARDS IMPLEMENTATIONS




Guest Blog Post: Dr. Michael Moon, People Analytics Leader | ADP

Imagine if you were asked to buy a house without ever seeing it. Your real estate agent tells you it has everything you asked for and you should trust her because she has had 100% success in predicting her client’s happiness with their purchase. Would you buy it?

What if you were planning a trip to an imaginary island, let’s call it Peopletopia, and the one person you know that has been there said you don’t need sunscreen in Peopletopia because it is so far away from any major continents that the sun has little to no impact on your skin. This is someone you were recently introduced to, who coincidentally, also happens to have a PhD. You burn easily and have a family history of skin cancer. Do you go without your sunscreen?

What if everywhere you ever worked people were allowed to wear any color shirt they wanted work, but now at your new job you are told you can wear any color but purple. You ask why and you are told because a very well-known thought leader presented research that purple clothing causes increased conflict in the workplace, more than any other color. Do you believe it?

Okay, so maybe the last scenarios are a little silly or far-fetched, but hopefully you get the point. Most of us do not do things on blind faith, like the first scenario, or make serious life-decisions based on information from only one source like the second scenario, even if that source is the world’s most renowned expert on a topic like the third scenario. So why, if we wouldn’t do these things in our personal lives, would we do them as HR Professionals?

So much of what we do as HR professionals and people managers in our organizations today are actually based upon faulty logic, inappropriate application of research, based on what we think makes sense, or what we read in the latest article in XYZ Magazine. And sometimes, we do them simply because it is what we have always done.

Even worse than faulty logic, and absolutely fundamental to making the most effective decisions about an organization’s people, is the importance of establishing standards for how data is stored, retrieved and used as part of HR decision-making.

Whether we are talking about the new ISO standards on human capital management reporting launched in 2019 (ISO 30414) or standards in how you define various HR measures and metrics, developing standards is a crucial part of using People Analytics to help unravel HR mysteries and facilitate better strategic value for your organization.

HR Open Standards not only provides the forum for people to come together to discuss, establish, and define the standards but it also provides an avenue for technologists to converse about their need and solve problems. If you’d like to learn more register to attend my session “People Analytics in Standards Implementations” at the HR Open 2020 Annual Meeting.

9 January 2020

LEARN THE MYSTERY BEHIND HR OPEN STANDARDS




Every year we hold an informational webinar to introduce the Consortium to new members and show how our workgroups and projects operate. This is also a great opportunity to remind our members about the important work we do, how to be a part of it, and how we benefit the HR technology community.

As a voluntary consensus standards consortium, HR Open is dedicated to the development of free, global HR vocabularies available to all HR professionals and organizations. We’re a community of professionals from around the world that collaborate on HR data exchange standards to deliver interoperability framework for HR trading partners.

Some key takeaways from our webinar:

  • Our project methodology walks you through the process of starting a new implementation standard:
    • Proposal: What is the issue and how do we plan to solve it?
    • Development: Workgroups meet virtually (via GitHub) to develop standards and documentation to resolve the issues.
    • Review/Approval: Once workgroup tasks are complete, the project is sent to the Technical Steering Committee to validate and make sure it matches the common area rules. Board and membership approve before schema becomes public.
  • Project teams include people with different skillsets – those to develop use cases, create schema, and write stories.
  • Get involved! Join the Business Steering Committee (marketing the Consortium), Meeting Planning Committee (planning and executing events), or Technical Steering Committee (reviewing schema and data).
  • Standards and Workgroups include:
    • Assessments
    • Compensation
    • Contingent Staffing
    • Data Protection
    • Employee Benefits
    • Employee Referrals
    • Indicative Data
    • Interviewing
    • Payroll
    • Recruiting
    • Screening
    • Talent Management
    • Time and Attendance
    • Wellness
    • Workforce Analytics

As an organization with 20 years of experience you know we can deliver credible and established standards. What we do matters, not only can it save you time and money but also provides a forum for you to interact with other HR technologists.

View the slideshow presentation and visit our website to learn about the benefits of becoming a member!

9 January 2020

SPOON, FORK OR BRANCH?




Well, you won’t need a spoon to develop in the HR Open Github environment. Forking and branching are two methods for deviating from the Main (approved and deployed) code. A branch is part of the original repository, whereas a fork is a copy of the original repository.  HR Open recommends our workgroups use branches.

The membership approved/deployed code is stored in the Main branch and the workgroup approved code is stored in the Development branch.

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As workgroups follow the development process, we track all changes using the Github Issues tool. This allows us to assign a person to the issue, prioritize it, and provide comments.

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When the schema editor makes changes for an open issue, the editor creates a new branch from the development branch. Once the changes are complete, the editor can create a pull request to be reviewed by the team or the TSC. Then the issue branch can be merged into development and deleted.

If you’d like to learn more about our workgroup process or want to get involved, contact Kim Bartkus.

9 January 2020

GUEST BLOG POST: FROM DAY ONE DENVER CONFERENCE WITH JIM COLLINS




This blog post is in partnership with From Day One. Click here for the original post and visit their website for more information.

LASTING SECRETS OF SUCCESS, FROM THE GURU OF GREAT COMPANIES

BY CYNTHIA BARNES  |  OCTOBER 29, 2019
“You just get up and you start marching,” says author, teacher and consultant Jim Collins. “You always have a friend right when you wake up in the morning and there’s this monster project that is going to take you years to do.” For Collins, his “monster project” has been research into long-term corporate success (and failure), research that has led to authoring and co-authoring six bestselling books, including Good to Great and Built To Last.

Speaking at October’s From Day One conference in Denver, Collins shared his business insights and told the audience about his research over the past 30 years, his plans for his next project, and the spreadsheet organization he uses to get it all done.

“The rule is very simple: I have to hit above 1,000 creative hours every 365-day cycle. That’s how you get these big projects done. You just do that,” he said, echoing one of the enduring concepts he distilled in his research.

There are other advantages that accrue from such sustained focus. “It gives you a chance to really go deep,” Collins told From Day One co-founder Steve Koepp during the one-on-one conversation. “I also find the insights deepen over time. If you stay in the work⁠—stay deep in the actual work⁠—then over time, you will have something that might be worthy to share.”

What Collins has discovered in his research has proven worthy of teaching to corporations like Amazon, MBA students at Stanford, and cadets at West Point. In addition to compiling 6,000 years of combined corporate history, he’s also done immersive studies in health care, government and education.

“⁠I’ve been really lucky,” said Collins. “I think luck’s important in life. But what really is the most critical kind of luck is ‘who’ luck—people who touch your life.”

It’s ultimately all about people. “Great vision without great people is irrelevant,” Collins insisted. “If you always start with the idea that you begin first and foremost, everything, with building around people and getting the right people for what you’re trying to do in the kind of company are trying to build, then ‘who’ comes before ‘why.’ That makes a great life.”


To read the full article visit https://www.fromdayone.co/2019/10/29/lasting-secrets-of-success-from-the-guru-of-great-companies/

From Day One, a forum on corporate values, is heading to Gilley’s, Dallas on November 6, 2019. To review the day’s agenda and get tickets click here: https://dallas19.fromdayone.co/.

Join us, and as an HR Open subscriber, you receive an exclusive, 10% discount on registration with the offer code HROPEN.

9 January 2020

DO YOU WIKI?




Did you know that the term WikiWiki is Hawaiian for “fast; quick.” At HR Open, we use Wiki for collaborative editing of our documentation. HR Open is a global community of volunteers, dispersed throughout numerous time zones, so we can’t always communicate through conference calls.

The process for developing standards for a particular domain include:

  • Overview: this ensures everyone understands the purpose and scope of the project
  • Define the Actors: systems or roles that communicate to each other via the standard
  • Use Cases: stories of the business process and where the standards will be utilized; can include actors, diagrams, and sample data
  • Throughout the whole process we define terminology and implementation guidelines

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All of this documentation helps business analysts understand the process and implementers develop their products using the standards much more quickly. Keep in mind, this is a collaborative process, so the finished product is a standard that has years of knowledge and experience behind it.

Once the workgroup has completed the project, the Wiki is converted into online documentation available to the public for free.

If you’d like to learn more about our workgroup process or want to get involved, contact Kim Bartkus.

9 January 2020

VISIT US AT HR TECH 2019




Stop by and say hi to the HR Open team at booth #758. Meet our Board Members who are real-life practitioners and executors of the standards. Talk to one of our staff members who can answer all your questions about standards. Learn about how our standards have been downloaded by over 50,000 organizations including Walmart, SAP, Microsoft, and Accenture. To set up a meeting contact Kim today, we look forward to seeing you soon!

Need more reasons to visit Booth #758?

Established Standards

  • Build your product with industry standards baked in from the start
  • Use data models developed by thousands of HR Tech veterans

Gain Credibility

  • Use your knowledge to improve industry standards
  • Expand your company recognition by large organizations
  • Be on the same page with market leaders

Be Competitive

  • Simplify integrations with other vendors
  • Reduce integration costs

Speed to Market

  • Increase the scope and variety of the companies with which you can integrate
  • Shorten your time to market

Community

  • Develop and strengthen relationships with your strategic partners
  • Have a seat at the table with HR thought leaders

Marketing Value

  • Visibility to HR Technology companies including start-up, established, government, and non-profit organizations
  • Presence on HR Open website and other communications
  • Showcase HR Open membership on your website and in communication with your prospects
  • Marketing opportunities within HR Open community to improve lead generation

As the industry’s leading independent event for 20+ years, HR Tech features an unrivaled cutting-edge agenda for HR and IT professionals from businesses of all sizes!

9 January 2020

BUILDING BLOCKS FOR HR OPEN STANDARDS




Github is a great developer and collaboration tool, especially for HR Open’s distributed standards development projects. Although HR Open uses Github as intended, we wanted to share some notes on our usage guidelines within the workgroups.

Every workgroup is created based on a domain and each domain has its own repository. A complete list of domain repositories includes:

  • Assessments
  • Benefits
  • Compensation
  • Common*
  • Interviewing
  • Payroll
  • Referrals
  • Screening
  • Timecard
  • TSC Repositories*
  • Wellness

* Managed by the Technical Steering Committee (TSC), these repositories are used for technical guidelines, tools, and other TSC related work.

The Common repository contains all of the shared information between the other domains. For example, all base data types (identifier, indicator, date, etc.) and all structures (person name, communication, organization, etc.) common to the workgroups are stored here to allow reuse of the shared components. This eliminates the need for multiple, similar structures and reduces development and maintenance time. So, before you create a new data type, check out the common repository to see if we already have the content!

Within each repository, we typically have a WIP folder for documentation and minutes, a JSON folder, and an XML folder. Within the two schema folders, you will find the noun and reusable schema, a top-level schema containing a list of all domain nouns, and a sample folder of all domain instances.

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All workgroup members have read/write access to their domain repository and read access to the common repository. The TSC have read/write access to all repositories. Once the standards have been approved, they are released to the public for free.

If you’d like to learn more about our repositories or want to get involved, contact Kim Bartkus.

9 January 2020

JDX™ JOBSCHEMA+ PROJECT PARTNERSHIP




HR Open Standards is partnering with the U.S. Chamber of Commerce Foundation on the JDX JobSchema+ Project. The Chamber Foundation recently announced the public feedback period is open on the project which looks to significantly evolve the existing data standard for job postings. HR Open is proud to be working on this project that will support more diverse hiring needs and in-demand skills and competencies in a modern workplace. This project closely relates to HR Open Standards mission to enable innovation in the HR Technology Industry by providing a turnkey solution to the problem of data exchange.

In today’s talent marketplace, data is king. However, in order to organize, manage, and share data effectively we need a solid foundation of interoperable data standards starting with data on jobs. The U.S. Chamber of Commerce Foundation is excited to partner with HR Open Standards to update and improve the JobPosting Schema, leverage it as part of the Job Data Exchange (JDX), and make the data the results from it more shareable with credentialing organizations and learners through the T3 Innovation Network.” – Jason Tysko, U.S. Chamber of Commerce Foundation

The JDX JobSchema+ expands and improves upon the JobPosting Schema, a widely-deployed schema in the employment context. Evolving and modernizing the existing standard is central to the success of the JDX initiative, which aims to deliver real-time labor market data to the stakeholders of the talent marketplace direct from employers.

“HR Open Standards has been developing and evolving well-adopted schemas to support recruiting since 1999. Our partnership with the Chamber Foundation will support the expansion of these standards to better signal accurate job requirements, support discovery of these job requirements to job seekers, and to help match candidates’ skills, knowledge and abilities to the true job requirements. We are excited about this collaboration” – Andrew Cunsolo, President of HR Open Standards Consortium

HR Open Standards Consortium looks forward to our continued partnership with the Chamber Foundation to evolve the standards and improve support for education and government organizations. In addition, we are participating on the JDX Advisory Council, making the expertise and experience in our Consortium available to the industry in new and exciting ways.