Wars, bicycles and business language

James at Redmonk talks a lot about declarative living.(actually he talks a lot, fullstop) So, as I pack up here and head off to Italy for a bicycle race, I figure I should blog what is on my mind. It is miles away from shared services, Sox, and ERP, or even my race.

Throughout the world, there are many wars raging. Some are major news like Iraq and Lebanon, others “less” newsworthy, like Somalia. All wars have one thing in common, children suffer the most.

We picked the Charity Warchild for our bike ride in September up Ventoux before the conflict escalated in the Middle East. I have friends on both sides of the fence in this conflict, and I don’t want to be drawn into a debate as to who is right and who is wrong.

If you would like to join us on the bike ride, check out the wiki, you can also donate to warchild from there too. They help kids in all wars, on both sides. Lots of friends and colleagues have already donated, thank you again to those reading this.

Maybe I’m being naive, but I try to avoid using military terms in business speak. I’m not at war, I don’t want to carpet bomb Oracle, or catch them in a crossfire, or do some collateral damage. I’m not at the front line, or in the trenches, luckily.

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Moods and Business

Warton Business School has a brilliant Knowledge service, well worth getting a feed from. All gadgets, podcasts etc, but more importantly seriously good business content. Lots about complex finance stuff, competition, aging workforces and all sorts, but today some lighter reading.

I read about Moods and performance. 

Start-of-day moods may be more potent because they are caused by events that are more important to workers than interactions with customers, the researchers note. It is also possible that workers are trained to handle customer moods but get no similar training on dealing with start-of-day moods. Future research, they suggest, should look at various events that influence those start-of-day moods.

And rather appropriately for my American colleagues, as I’m off on holiday again next week(thanks German labour law),  some research on different attitudes to vacation.

…distinguishes them from citizens of the United States, who, despite a similarly productive economy and a comparable standard of living, enjoy about half as much paid time off. The average American receives approximately four weeks a year of paid leave, while the average person in France gets seven and the average German, eight.

Why SAP GRC…Virsa and so on.

Interview here with Amit Chatterjee from SAP about why we bought Virsa and some of our ideas on compliance etc. It puts a lot of what I have been on about on my blog into a clear context.

I especially like this quote:

The small example here is Basel II. … Simply put, it’s not about compliance. … [Really] it’s allowed banks to lower their capital reserves. … If they follow certain processes, they can decrease the amount they need to keep in their capital reserves, and that saves money.

So [regulations] aren’t just annoyances that you have to keep up with. These are massive strategic weapons you want to deploy because they make your business run more efficiently. … You’ll see more of that: the “let’s try to turn the business around and make all these regulations about revenue-generation and margin” improvements

Our strategy for Governance Risk and Compliance is so much bigger than SOX.   

At the next financials best practice meeting we will have a focus track on Risk and Compliance. It will be interesting to hear more about what European customers are doing in the real world.

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real business is complicated.

It would be nice just to throw out old processes, terms and conditions and union agreements anytime you like, and simply ignore the inertia that many organisational cultures place in the way of change.

But many of our customers aren’t in that situation. They need to support multiple employment contract rules, grandfathering and sometimes down right odd rules that exist because “thats how it is.”

I once worked on a project at a Railway, and they had different pay rates depending on whether the train route was mainly uphill or downhill. This sounds really dumb, but if you think back to when trains ran on coal and steam, uphill meant much harder work for the stoker and the driver. This rule became enshrined in the union structured  plans, and because there were still several 100 guys still on this form of contract, we needed to set this up in the system. Real life business is not all about knowledge workers and clouds and tags, but really complex, messy and often illogical business processes.

What has been interesting over the years is to see how our software as helped a number of government owned corporations shed a lot of their old ways, and become much more competitive. I think of South African Telekom, who have a very innovative shared service model, and have run Employee Self Service for the best part of a decade. We are having tremedous traction supporting ulitities who have deregulated. Transalta, in Canada for instance. Canada Post is another great story of organisation transformation.

It was nice to get the press article about the US Postal project,  this morning 700,000 employees with Employee self services (that is more users than the whole Salesforce.com customer base) Change in this size organisation is hard work, business rules are complex. This is enterprisey at its most difficult, but it is where boring ERP can make a tremedously positive impact.

Good to see Don Harris get a mention too. He is the best guy on HR privacy in the US. He is worth getting to know.

Walking the walk, broccoli ice cream and 2.0

I posted a rather cynical comment about the cluetrain a couple of days ago, and Doc Searls got back to me very quickly. It turned out it was an issue with domain name renewal. Glad to see the train is back on the rails, and thanks for the speedy comment.

I’m  impressed and often gobsmacked with a lot of the innovation and off the wall thinking that is happening with this whole web 2.0 thing, what with clues and tails, spheres and memes I’m like Alice in Wonderland, every day is an unbirthday. 

But the cluetrain incident, Zoli’s concerns with gmail  and other services and Redmonk’s sometimes rather iffy blog infrastructure remind me of a saying that we use at home a lot. “You can’t have your ice cream until you have eaten your broccoli.”

The 2.0 crowd is merciless in its criticism of 1.0 and of things enterprisey as dull and boring and closed. We all dig the the cool stuff, but unless the basics work, the plot is lost. Being 2.0 is no excuse for being offline, any 1.0 business will tell you that. I guess to innovate well, you need to do boring well too.

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I’ve mentioned the IKEA BPO deal a couple of times in the past, and commented on Human Capitalist and systematicHR about ADP but today the press release came out, officially announcing the deal. I got this from Phillip Booth, the guy from the SAP BPO team that runs the ADP relationship. (see below for the release)

Key points.

1. this is a deal for 50 countries

2. It is for all core HR processes

3. Single global platform

4. Clean, standardised  implementation

Also, see the momentum for GlobalView generally 500,000 employees, over 50 companies.

Albert Martens from IKEA spoke at the SAP HR Best Practice meeting that I organised last month, and has a very clear view how he sees standardisation and best practice fit together.  IKEA is a fascinating business. I had a peripheral involvement in the deal, and I’ll hopefully be staying close to this one as it is implemented. I will learn lots.

IKEA Selects ADP for GlobalView(SM) HR and Payroll Service in 40 Countries


ADP Public Relations
(973) 974-7612
Jaclyn Savage
Cohn & Wolfe for ADP
(212) 798-9518

ROSELAND, New Jersey — July 24, 2006 — ADP® Employer Services International, a leading worldwide provider of integrated outsourced payroll, benefits and human resource services, today announced it has been selected to provide GlobalView(SM) HR and payroll services for IKEA, the international home furnishing company. ADP will be IKEA’s sole human resource outsourcing provider for its entire worldwide organization, presently representing a total of 90,000 employees across 40 countries in Europe, North America, and Asia Pacific.

“With GlobalView, we have one platform for our HR and payroll services and the ability to ensure a world-class HR and payroll service experience for all IKEA employees worldwide,” said Albert Martens, IKEA’s Director of HR Services.

IKEA is consistently ranked as one of the best companies to work for, and remains dedicated to ensuring a quality experience for its employees whether they are based in Sweden or Singapore. Delivered on a single-source platform, GlobalView combines the expertise of local HR and payroll professionals with knowledgeable, multilingual, multicurrency services and compliance from regional service centers located around the globe.

“We’re pleased to help IKEA uphold its commitment to delivering quality services to its employees worldwide,” said George Stoeckert, President of the Employer Services International Division of Automatic Data Processing, Inc. “IKEA’s selection of ADP underscores the momentum of our partnership with SAP. It also demonstrates the confidence companies are placing in GlobalView as the global HR outsourcing service of choice for multinational corporations that want to ensure consistent service and regulatory compliance worldwide.” GlobalView leverages the SAP solution for Human Capital Management (HCM) mySAP(TM) powered by SAP Netweaver® to deliver this leading single-source, multilingual, multicurrency human resource outsourcing service.

ADP Employer Services International, part of ADP Employer Services, offers GlobalView in more than 30 countries worldwide, expanding to 50 countries by 2008. More than 50 multinational companies representing more than 460,000 employees globally have selected GlobalView for human resource outsourcing service worldwide. For more information about GlobalView, please visit http://www.globalview.adp.com/.

About ADP

Automatic Data Processing, Inc. (NYSE: ADP), with over $8.0 billion in revenues and more than 600,000 clients worldwide, is one of the largest providers of a broad range of premier, mission-critical, cost-effective transaction processing and information-based business solutions. ADP® Employer Services (ES), a division of ADP, offers the widest range of HR, payroll, and benefit administration solutions from a single source, to meet the extensive business needs of employers worldwide. Built with more than 50-years of industry experience, ADP ES’ cost-effective, easy-to-use solutions provide superior value to companies of all sizes. Approximately 540,000 companies rely on ADP ES for unparalleled service and compliance expertise, allowing them to focus on other core activities. For more information about ADP ES or to contact a local ADP sales office, reach us at 1.800.225.5237 or visit the company’s Web site at http://www.adp.com/.

About IKEA

Since its 1943 founding in Sweden, IKEA has offered a wide range of home furnishings and accessories of good design and function, at low prices so the majority of the people can afford them. IKEA has been ranked in FORTUNE’s annual “100 Best Companies to Work For” List (two years in a row), Working Mother magazine’s annual list of “100 Best Companies for Working Mothers” (three years in a row) and Training magazine’s annual “Top 100” ranking of companies that excel at human capital development (four years in a row). IKEA incorporates environmentally friendly and socially responsible efforts into day-to-day business, and continuously supports initiatives that benefit causes such as children and the environment. To visit the IKEA Web site or for information about working at IKEA, please go to http://www.ikea-usa.com/.



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cluetrain is derailed. I guess I’m clueless.

Gapingvoid (who is kindly hosting the wiki for our charity bike ride up mt Ventoux for warchild)  links to Doc Searls who goes on again about his beloved cluetrain. According to Hugh we are now in a post-cluetrain phase. I’m clueless. I decided to refresh myself at the kool-aid dispenser by reading the said manifesto, etc.

A small problem is that the link to the cluetrain, http://www.cluetrain.com/  is not working, it has left the rails, ruby or otherwise. Perhaps there is snow on the track, or the wrong kind of leaves. It has not been working for ages, even by british railway ages definition.

I turned to Nicholas Carr’s favourite punchbag, Wikipedia.

Wikipedia refers to cluetrain.com as

http://www.cluetrain.com/ – The Cluetrain website was declared a “Read-Only Landmark” and is currently off-line

This has to be the most non-cluetrain piece of cluetrainness ever penned. How, dear cluetrainers, are we supposed to get clued up on the cluetrain if it is off-line. This long tail is tangled…

cluetrainmanifesto.com DONT CLICK there is a lovely source of spyware and other crap, unless the cluetrain manifesto is just a a big plot to install a temperature gauge on my toolbar.

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