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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

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

HR OPEN STANDARDS: A HISTORY




HR Open Standards is celebrating its 20th Anniversary this year. We want to share some of our milestones with you and show you how we got to be the only independent, non-profit, volunteer-led organization dedicated to the development and promotion of a standard suite of specifications to enable human resource related data exchanges.

HR Open Standards: A Timeline

1999 |Formation: First discussion about formation of a consortium in Alexandria, VA which results in HR-XML Consortium Inc. being organized in December 1999

2000 |1st Meeting: First HR-XML meeting in January. HR-XML releases DTD specification for Recruiting and Benefits

2001 |HR-XML: August 2001 released first XML standards

2003 |Product Certification: HR-XML introduces its first Product Certification Program

2003 |Additional Releases: Release HR-XML 2.0 and 2.5 Standards

2009 |HR-XML 3.0: Release HR-XML 3.0 and specifications

2012 |Online Training: Announce online training courses to support growing adoptions

2013 |1st JSON: Release JSON lightweight recruiting standard

2014 |HR Open Standards: Consortium changes name to reflect complete openness and not limit to XML

2015 |JSON 4.0: Candidate HR-JSON 4.0 Standards (timecards and wellness)

2016 |Individual Certifications: Individual Certificate Program to further interoperability and satisfactions with HR OS standards

2018 |JSON Fully Supported: HR-JSON 4.1 Standards (Assessments, Benefits, Compensations, Interviewing, Recruiting, Screening, Timecard, Wellness)

2019 |New Workgroups: Employer and Earning Record, Contingent Staffing, Learner Record.

We continue to add more workgroups and projects to provide the best services and standards to the HR industry. Thank you to all the members, volunteers, staff, and Board of Directors who have contributed to the Standards over the last 20 years!

Icons made by Freepik from www.flaticon.com

9 January 2020

HOW DO YOU – INTERVIEW?




Why is it important to have standardized interview integrations? What does it do?

Standardizing the data exchanged between systems during the interview process increases productivity, improves the interviewees experience, and reduces data errors.

The purpose of the HR Open Interviewing Standard is to define communications that occur between the interviewing tool, the ATS/CRA, interviewer, and the candidate. Our case studies provide descriptions on ordering and scheduling the interview, questions to ask (without an interviewer) and how to process the result.

Currently, our interview work group is working on Synchronous Use Cases including the following:

  • Order Synchronous Interview
  • Schedule Synchronous Interview
  • Order Synchronous Interview for Preplanned Event
  • Synchronous Interview Cancel or Reschedule Request

In our last newsletter we discussed the process of Ordering a Synchronous Interview. The next step is Scheduling the Synchronous Interview; here the recruiter has found the perfect candidate and identifies the exact time and date for the interview, the interviewers, and the candidate. This triggers the recruiter to the system user interface where the system verifies it has all the information needed to order the interview and will create the interview request. The interviewing (or requesting) system handles interview participant communication and invites the interview participant to the interview.

Learn more about HR Open Interviewing, including previously released Asynchronous information on our website.

The interview work group meets weekly to develop the standards for the case systems. If you’re interested in joining any of these groups please contact us at info@hropenstandards.org.

22 August 2016

Behind the Keynote: A Q&A with Yamini Polisetty




I recently spoke with Yamini Polisetty, Director of Product Management at SuccessFactors, who is headlining our upcoming European Community Meeting in St. Leon-Rot, Germany on September 15th.

I wanted to take the opportunity to get to know Yamini a little better and ask a few questions about her role at SuccesFactors and nearing keynote presentation at the HR Open Community Meeting.

 

Here’s a snippet of our conversation:

 

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4 May 2015

How Standards Bolster Innovation




Written by: Romuald Restout

A Quick Look into the Past

 

Towards the end of the 19th century, electrical engineering became one of the core engines of the second industrial revolution. As Nicholas Carr put it, in “The Big Switch,” manufacturing energy provided factories “with a decisive advantage over other manufacturers. The company was able to expand the yield and efficiency of its factory. […] Like other factories of the time, they were as much in the business of manufacturing energy as manufacturing goods”. This of course, quickly changed, as power plants started to rise and provide energy at a low-cost to everyone.

An aspect that is often overlooked in that story is that none of this could have happened without the emergence of standards.

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