Process Automation Run Amok? A Traveler’s Tale

May 25, 2012

This is my first post in awhile, due to multiple business and personal factors, some of which will become evident as my tale unfolds. As a longtime HCM technologist, I’m generally a fan of automating processes to improve efficiency and effectiveness wherever possible. However, there are times when automation can go too far. I recently experienced this firsthand in the wonderful world of business travel, and I hope that my “tale of woe” has some lessons learned that can be applied to our world of HR Technology.

As a longtime Northwest / Delta user, current Platinum Medallion member, Million Miler, and native Minnesotan, I almost always fly out of the Minneapolis/St. Paul International Airport (MSP). However, due to my 13-year-old son Ryan’s AAU basketball tournament Mother’s Day weekend (I know, spousal points off for that one…;-) in the Des Moines area, I made a reservation to fly out of DSM  through MSP to LAX on Sunday, May 13 to make a Monday morning client meeting in Santa Barbara. Unfortunately, my mother passed away (unexpectedly swiftly) due to pancreatic cancer on Friday, May 11, which required me to stay home to make funeral arrangements. In the midst of all the chaos of schedule and transportation changes, I thought it would be a relatively simple matter to modify my reservation to simply get on the MSP->LAX leg of my scheduled flight. I was sadly mistaken. Although the change fee would be waived due to the circumstances (with proper verification, of course), I was informed that I would have to in effect rebook the fare, at an additional cost of $733 (more than doubling the cost of the original ticket). I spent over three hours talking with various service representatives on the Delta Platinum Service and Customer Care lines, to no avail. Everyone said they were unable to do anything about the situation. In the end, the least costly option was for me to purchase an additional one-way flight from MSP->DSM for an additional $411.80. I had to leave my house at Noon, fly down to DSM, immediately get back on the same plane, fly back to MSP, and then wait for the MSP->LAX flight.

In addition to being out the cost of the extra flight, I spent four additional hours of travel time on Mother’s Day, which impacted not only me, but also my family in the aftermath of my mother’s death. Words can’t adequately express how frustrating, ridiculous and nonsensical this whole situation was to me. So, after some thought, I wrote a complaint letter to Delta, which included the following paragraph:

 I would like your perspective / rationale on how this situation was handled. It seems clear to me that your automated systems have run amok, as it appears that no one had the authority to override such an obviously stupid situation. If this was a case of unwillingness rather than inability on the part of your service staff, then I might feel even worse about your airline.

Let’s step out of the story for a moment, and draw some parallels to our industry and organizations by asking the following questions:

  • How do your employees and managers feel when they interact with your technology-enabled HCM processes? Is there any ability for various levels of authority to override workflows when the outcome is “just plain wrong?”
  • Do you have escalation levels clearly defined, so that an employee or manager can appeal an outcome and have the matter quickly discussed and resolved?
  • Are those in the “chain of command” empowered to do what is right for the “customer” (e.g., the employee or manager), or are they hamstrung by technology and/or policy – “I’m sorry, but the system won’t allow me to…”
  • Does everyone on your team have a clear idea of who their customers are, including goals, needs, and expectations?

So, how did my sad story end? Kudos to Delta – less than 15 hours after I submitted my compliant, I was contacted by an Executive Customer Care Rep (read – Tier 3 support). Along with a profuse apology, I was refunded most of the cost of the extra leg that I purchased, and received a travel voucher towards a future flight. This at least somewhat compensated me for what I had experienced, although it clearly would have been a much better solution to have avoided all the extra travel in the first place.

In my view there are some clear lessons from this tale that can be applied to our daily lives in HCM technology:

  • System support of HCM processes need to be flexible and include the ability to override “normal” outcomes in order to account for special situations. Override ability should not be indiscriminate (that would result in chaos), but only be given to certain critical roles.
  • Clearly define escalation levels for all major processes, so that special circumstances can be evaluated and resolved in the shortest time possible.
  • When an outcome occurs that is clearly wrong and stupid, own it – respond quickly and do what is necessary to make things right. Then, evaluate where you might make process and system changes to reduce the likelihood of reoccurrence.

As always, I look forward to feedback and additional insights from you – comments are always welcome!


Don’t Miss This Week’s HRchitect WebMingle with Stephen Lynn and Russ Resslhuber of Dovetail Software

May 5, 2011

 

The weekly HRchitect WebMingle is designed to give you some insight into the puzzling world of HR technology, talk about upcoming events in our industry, and provide insightful interviews with people of our industry – who they are, what they do and why you should care. The WebMingle has become the most popular live weekly Internet show in the HR technology industry!

The WebMingle has truly redefined how people get information about vendors, trends and really anything related to HR technology and we are very proud of that.

This week’s guest are Stephen Lynn, President & CEO and Russ Resslhuber, Product Manager with Dovetail Software.

Dovetail Software is a worldwide leader in web-based customer support software and help desk products that enable organizations to provide effective support for both customers and employees. Dovetail is a privately held company, based in Austin, Texas. Dovetail Support Suite for HR is a web-based software application that enhances your existing HRMS. It provides a complete solution for effective management of requests, employee questions and other activities for the modern day HR organization. It helps a company interact with their employees simply and effectively, improving productivity with fewer resources, lowering your costs. The suite includes a comprehensive, customizable HR Help Desk, integrated Knowledge Management, Self Service and Analytics.

Stephen Lynn is the Chief Executive Officer of Dovetail Software. As CEO, he is responsible for formulating the strategic vision, executing the business plan, and building the team for Dovetail Software. Stephen has run a number of technology companies over the last 20 years, and has successfully sold two of those companies.Outside of work, he mentors young adults who are members of the Dallas Junior Chamber of Commerce and has worked with STARTech, a Richardson, TX high-tech accelerator that works with startup companies in their early stages.

Russ Resslhuber has more than 30 years experience in software product management, marketing and sales support.  Focus on connecting service providers with their customers, leveraging the best available tools and enterprise intelligence.  College and graduate studies in comparative and cognitive philology.

Visit www.HRchitect.com/Knowledge/WebMingle to listen live today Thursday, May 5, at 2pm CST to the 77th show in our WebMingle series. If you missed any of our previous WebMingles, you can also access them from that page.

We look forward to welcoming Stephen Lynn and Russ Resslhuber with Dovetail Software to the HRchitect WebMingle this week and hope to have you join us as well.

If you would like to be considered as a guest on an upcoming WebMingle, please contact Tiffany Appleby at tappleby@HRchitect.com

Matt Lafata, HRchitect


2011 HCM Industry Predictions from the Experts at HRchitect

December 30, 2010

 

HRchitect, the industry’s leader in HCM technology consulting firm, recently released its annual predictions during its “365 in 65” special edition of the HR technology WebMingle. While we certainly don’t have a crystal ball, we have been doing this long enough and feel we have the pulse on the HCM community to know what is really happening. With that, it brings an obligation to share our knowledge and thoughts with the community at large and we’d welcome the opportunity to speak with any of you, at any time, as to how we can help you with your HR technology related projects around HCM strategic planning, evaluation and selection, implementation, and post-implementation assistance.

Listen to the archive as members of HRchitect, including Rick Fletcher, President & Founder; Ron Hanscome, Senior HCM Consultant; John Hinojos, VP of Consulting Services; and Matt Lafata, VP of Sales, Marketing & Strategic Alliances as well as one of the industry’s leading Talent Management Systems Analysts, give their thoughts on a number of items facing us today. These include: 

  • Recap of merger, acquisition and funding activity that took place throughout 2011
  • Impact of social collaboration tools
  • ERP vs. Best of Breed
  • Changing Economy and Workforce
  • 2011 Predictions – which you can see below…

 

  • Market Consolidation Continues – The overall human capital management software market will continue to consolidate – driven by multiple vendor types (e.g., core HCM platform providers, ITM vendors, “aggregator” HCM firms, niche vendors) either seeking to expand their ITM coverage, or ceasing operations.    

 

  • Investment in Marketing and Product Development – Marketing and product development efforts around ITM suites will continue full force, as vendors seek to differentiate their functionality and approach to ITM.

 

  • Integrated Performance Management, Succession Planning and Learning – The linkage between Performance, Learning, and Succession is increasing in importance for ITM – the emergence of this process ‘cluster’ has some implications for the ITM market, as those vendors that began with learning capabilities and have expanded into performance and succession may have a longer-term advantage due to the depth of integrated functionality.

 

  • Integrated Performance Management and Compensation to Support Pay for Performance Programs – Executives at many leading organizations are implementing a variety of incentive programs to create a pay-for-performance culture that more effectively aligns the goals of managers and their employees with the goals of the company.  To effectively administer these new pay-for-performance programs, organizations are implementing a process ‘cluster’ that includes integrated performance and compensation applications.  ITM vendors that began with compensation capabilities and have expanded into performance currently provide a greater depth of functionality in this cluster. 

 

  • Convergence of the ITM Suite and HRMS- Over the next five years, HRchitect expects to see the ITM suite and core HRMS begin to converge into a single integrated Human Capital Management system.  The major ERP vendors such as Oracle, SAP and Lawson will continue to add more talent management features to their suite of products.  Workday has built and is continually improving on its new generation suite that includes both ITM and HRMS capabilities. ITM vendors are beginning to add more HRMS features to their integrated suites as well so that can be the core system of record for all employee related data.

 

  • Software-as-a-Service (SaaS) Continues to Gain Popularity – The SaaS delivery model for ITM applications is gaining popularity with organizations of all sizes. Mid market organizations with limited IT support for on-premise applications are moving to SaaS.  Large enterprises that have gained experience with SaaS through Recruiting applications are implementing the SaaS model for other ITM applications such as Performance Management as well.  HRchitect expects this trend to continue.   

 

  • Customers Will Not Upgrade Existing ERP Legacy Systems Without Investigating SaaS alternatives – Many organizations today use ERP systems that are outdated and changes needed to be made. In the past, the course was to simply upgrade. In 2011 and beyond, all alternatives will be explored first.

 

  • Niche and ITM suite Vendors Continue to Maintain a Feature/Function Lead –  ERPs (e.g., Oracle, SAP, Lawson) and core HRMS platforms (e.g., Ultimate Software, NuView, Spectrum-Epicor) will continue to invest in ITM, but have not closed the gap with the ITM niche providers or ITM suite vendors.

 

  • Commoditization of Core Features – As new market categories develop, software vendors differentiate their products by rapidly delivering a continuous stream of innovative new features.  A core set of features begins to emerge that industry analysts include in their research reports and after several release cycles, all of the vendors deliver this ‘commoditized’ feature set.  Mature ITM market categories such as Recruiting already have a commoditized feature set and if you haven’t noticed, the features in Performance Management products are beginning to look very similar in the major vendor’s products.  HRchitect expects the commoditization of core features in the products that make up the ITM suite to continue.  ITM software vendors will focus on the user experience, integrated content, interoperability, value-added services and customer support to differentiate their offerings. 

 

  • Integrated Content Differentiates Products – As the core features begin to commoditize, innovative ITM vendors are delivering pre-packaged content integrated into a personalized user experience to differentiate their offerings.  Examples include competency libraries, assessment tests, interview questions, goals, writing assistance, market compensation data, and learning content.   HRchitect expects this trend to continue as vendors create new content for vertical markets and forge strategic alliances with third party content providers. 

 

  • Competencies and Pre-Packaged Content – Competency-based talent management through the use of competency data as the ‘glue’ to link ITM processes will continue to grow.  Companies are using leadership competencies in the succession planning process to develop a leadership pipeline.  Some companies are also beginning to use functional competencies to support career and development planning for the broader employee population.  HRchitect is seeing an increased interest in off-the-shelf competency content. 

 

  • Mobile Will Play Bigger Role in HR technology in 2011- Many vendors started developing their products for Smartphones in 2010 and some released first-generation applications. We expect this trend to continue in earnest as predictions show Smartphones outselling laptop computers by 2013.

 

  • Web 2.0 Collaboration and Social Software Tools in the Workplace – Organizations are beginning to use Web 2.0 technologies including blogs, wikis, internal social networks and other online collaboration tools throughout the talent management lifecycle.  Social software tools are being used to recruit talent, facilitate knowledge transfer and to connect employees with experts and colleagues within the organization.  Social networking strategies used include company forums, communities of practice, enterprise social networking, and employee profile pages.  Users are generating their own content to include in their employee profiles to create searchable ‘expertise directories’.  Organizations are also using social networking to access latent talent pools, such as retirees and corporate alumni.  ITM vendors are designing Web 2.0 features into their applications and HRchitect expects this trend to accelerate during the next several years. 

 

  • Linkedin grow as a recruiting tool – More and more organizations and recruiters are using LinkedIn as the primary way to gather information on potential future employees

 

  • User Experience Differentiates Products and is Critical to Adoption – User adoption is critical to achieving the projected return on investment when implementing ITM applications.  The user experience will increasingly become a key differentiator as all of the ITM vendors deliver the core feature set in each market category over time.  The user interface for self-service applications must be intuitive and enable employees and managers to use the application without training.  One trend that HRchitect is seeing emerge is the presentation of information from the ITM system in the applications where employees live most.  Not all organizations are willing to allow employees to use consumer applications in the workplace, however, members of “Generation Y” entering the workforce will be asking for this flexibility. 

 

  • Increased Focus on Customer Service and Support as Key to Customer Satisfaction - Despite the marketing emphasis on feature/function, vendor service and support are key to long-term customer satisfaction – HRchitect believes that the vendor community would do well to up the ante in their customer-support functions and take the view that a satisfied customer base will ultimately increase profitability and viability over the long term.

 

  • Price Points Will Rise After the “dust settles” (vendor consolidation shortening list of stable and robust TAS and TMS suites…and ROI being further proven) – The economy is coming back and there are less choices available as we enter 2011. Price points on the license fees and implementation costs will start to rise.

 

  • ITM vendors with holistic solutions that drive business results will gain share versus technology-focused providers – The HCM market has suffered from decades of frustration with HCM technologies that did not deliver business value or return on investment. Prospective customers (particularly large, global, complex firms) are increasingly looking for providers that can deliver a combination of deep domain/process knowledge, measurement/analytic rigor, and enabling technologies to drive process change, actionable metrics, and business value to the enterprise. ITM vendors that can execute a solutions-driven approach  should see increased win rates and improved referenceability in the ITM marketplace.

Further Consolidation in the HCM Space…And it is Far From Over

September 2, 2010

 

Two or three years ago, HRchitect clients were typically buying one talent management module at a time. They would buy the most urgently needed application at the time and then evaluate their options again later when it was time to purchase an additional module. Even though they would evaluate their incumbent vendors, this would sometimes result in organizations buying that second or third module from a different vendor because that new vendor may have become stronger in that area than when they were first considered.

That trend has changed in the past year or so where clients are buying multiple modules or entire talent management suites at once vs. one-off stand-alone applications. Organizations today appreciate integrated talent management and prefer dealing with one software vendor. They don’t want to manage multiple talent management software vendor relationships, don’t want to take responsibility for all the interfaces, etc. It’s probably also a sign that the economy has improved as people are truly buying multiple modules at one time.

HRchitect defines Integrated Talent Management (ITM) as a comprehensive approach to maximize the engagement, performance and effectiveness of the workforce by deploying integrated processes and enabling technologies is never more true than it is today.

Organizations are buying into the concept of tighter integration of learning management, performance management, succession planning, and compensation management built around a competency model. Vendors were fighting the notion for a while of completing their ITM integration, but now really understand why it is important. In addition, most vendors will agree that Talent Acquisition is not as important to be in the mix, but should still be offered by the vendor.

Except for the lower-end market, the typical corporation has also bought into the fact that strategic human capital management will come from one software vendor while transactional HRIS will come from a secondary software vendor.

Taleo Acquires Learn.com

In light of this, here are some of our specific thoughts on the Taleo acquisition of Learn.com that took place yesterday, September 1, for approximately $125m. We think this is a phenomenal acquisition for a couple of reasons.

For starters, Taleo as now the #1 talent management software company, sorely needed an LMS and competency management at its core. The learning market has particularly become hotter this past year or so as people have been replacing homegrown systems and older LMS applications. We have also seen the market change where people would buy an LMS in the past for a specific division of their company and are now looking for more comprehensive enterprise-wide applications.

A positive is that HRchitect has routinely ranked Learn.com as one of the top learning systems that we track. Similar to Taleo’s acquisition of Worldwide Compensation last year, Taleo has once again bought a quality product vs. just adding “brochure-ware”. Learn.com has a well developed learning system, and a good customer base as an extra bonus.

Taleo is already far along in integrating their compensation system into their organically developed performance management system.  The work ahead of them now will be in integrating their performance and compensation system into their newly acquired learning system. We are sure from Taleo partnering with Learn.com for some time now, they have already gone down this road for quite a few customers.

With Learn.com typically being a “mid-market play”, this is a perfect marriage for Taleo Business Edition customers (their mid-market product). There may be more of a challenge for Taleo Enterprise customers, as it is not typically a market that Learn.com has played in, as well as this may be a challenge for global organizations as Learn.com has typically been a “domestic play”.

Based on Taleo’s track record of integrating best of class products, they have the cash, the expertise and the resources to make good on promises to their combined customer base.

Lastly, with the addition of LMS, Taleo is now one of only a handful of companies that offer all the talent management components that HRchitect identifies in the Suite Life of Integrated Talent Management report. In the end, we believe Taleo will have one of the tightest integrated talent management suite offerings.

HRchitect also believes that this will spur large talent management software companies like SuccessFactors and Peopleclick Authoria to acquire an LMS in the very near future, and I am sure that is well underway for both of them.

Kenexa Acquires Salary.com

Also announced on the same day (actually before Taleo’s acquisition of Learn.com) was Kenexa’s acquisition of Salary.com for $80m. Salary.com has not been profitable and its stock price plummeting for some time now, so this looks like an attractive buy as we believe Kenexa can cut the bleed through economies of scale.

This acquisition brings Kenexa a wealth of compensation expertise and a robust compensation product line. Kenexa was in the process of developing a compensation system of its own, but has now bought one of the most robust compensation systems on the market. It also buys them an additional performance management application, which also brings up the challenge of  deciding how many to support. While Kenexa’s 2X Perform is fairly new, Salary.com’s system has gotten raving praise and won the HR Technology Conference shootout as well as an HRchitect Beauty Pageant in the past.

As we have seen in the past, after their acquisition of BrassRing and WebHire, is that Kenexa offered multiple applicant tracking systems. HRchitect believes we can count on this to be the same case in the interim, where Kenexa will offer multiple performance management systems but eventually center in on one. The Salary.com performance management system might be attractive to Kenexa since it is already integrated with the Salary.com compensation product line.

Salary.com also brings to Kenexa literally thousands of smaller customer organizations that Salary.com has sold into over the years.

A bonus in the purchase is Kenexa picks up a complete HRMS that Salary.com bought two years ago from Genesys. Salary.com didn’t do much with this product line but it still has a loyal customer following and a very robust payroll, human resources, and benefits application. With Kenexa putting the right window dressing around it to provide a consistent user interface and by creating tighter integration with its talent management modules, they would have an opportunity to compete with vendors such as Ultimate Software, ADP, NuView Systems and Workday. The jury will be out on how Kenexa delivers in integrating these together as they have typically not done this quickly, instead choosing to support multiple applications, as pointed out earlier. However, due to recent development activity from Kenexa, dedication to a uniform product line, HRchitect believes this will be a focus of theirs.

As HRchitect pointed out in its Integrated Talent Management report, we expect over the next 3-5 years to see the integrated talent management suite and core HRMS begin to converge into a single integrated Human Capital Management system.  The major ERP vendors such as Oracle, SAP and Lawson will continue to add more talent management features to their suite of products while the talent management vendors are beginning to add more HRMS capabilities. Or in the case of this acquisition, a talent management software company acquiring an HRMS and then working to integrate it into their talent management suite.

One of the other attractive items of the purchase is that it brings Kenexa a very well branded consumer site that has been an industry standard for benchmarking salary data.

With these two exciting acquisitions, the StepStone acquisition of MrTed a short while back, along with the recent acquisition of Workscape by ADP, stay tuned and hold on tight to see what happens next! No matter what happens, HRchitect will be here in our continuing efforts to help you solve the puzzling world of HR technology.


Don’t Miss This Week’s HRchitect WebMingle with Shafiq Lokhandwala of NuView Systems

May 2, 2010

 

The weekly HRchitect WebMingle is designed to give you some insight into the puzzling world of HR technology, discuss news from around the world that we find interesting, talk about upcoming events in our industry, and provide insightful interviews with people of our industry – who they are, what they do and why you should care. The WebMingle has become the most popular live weekly Internet show in the HR technology industry!

The WebMingle has truly redefined how people get information about vendors, trends and really anything related to HR technology and we are very proud of that.

This week’s guest is Shafiq Lokhandwala, CEO of NuView Systems.

NuView Systems is a global provider of HRIS and Payroll software solutions that enable business strategy through NuViewHR technology. Founded in 1994, NuViewHR is known for the depth of its product suite, covering all HR management functions, its flexibility and configurability via the delivered toolset ( NuViewTools), and its ability to deploy globally with a single database and platform, supporting multiple languages and currencies. NuView was ranked #901 on the Inc. 5000 list of fastest growing companies. It is consistently ranked on the Global Software 500 list. And it is well respected by leading Analysts like Gartner, AMR, Forrester and others.

Shafiq founded NuView Systems in 1994 with Randy Ratsch. From the very first days, Shafiq put together an organization that focused on enabling Business Strategy through HR Technology. Shafiq has grown revenue and generated profits for NuView in each successive year. Today, NuView supports over 325 clients.

Visit www.HRchitect.com/Knowledge/WebMingle to listen live this Thursday, May 6th at 2pm CST to the 60th show in our WebMingle series. If you missed any of our previous WebMingles, you can also access them from that page.

Below is a list of some of our upcoming guests: 

May 20 – Michael DiPietro, VP of Marketing & Product Management, with Healthcare Source, a Talent Management vendor specializing in Healthcare

May 27 – HRchitect 30 Days in 30 Minutes

June 3 – Duncan Egan, Senior Director of Marketing, for small and mid-sized Recruiting software vendor, Taleo Business Edition

June 10 – No WebMingle

June 17 – Rudy Karsan, CEO, with Talent Management provider, Kenexa

June 24 – HRchitect 30 Days in 30 Minutes

We look forward to welcoming Shafiq Lokhandwala of NuView Systems to the HRchitect WebMingle this week and hope to have you join us as well.

If you would like to be considered as a guest on an upcoming WebMingle, please contact Tiffany Appleby at tappleby@HRchitect.com

Matt Lafata, HRchitect


Don’t Miss This Week’s HRchitect WebMingle with Tom Malone of Accero

March 10, 2010

 

The weekly HRchitect WebMingle is designed to give you some insight into the puzzling world of HR technology, discuss news from around the world that we find interesting, talk about upcoming events in our industry, and provide insightful interviews with people of our industry – who they are, what they do and why you should care. The WebMingle has become the most popular live weekly Internet show in the HR technology industry!

The WebMingle has truly redefined how people get information about vendors, trends and really anything related to HR technology and we are very proud of that.

This week’s guest is Tom Malone, CEO of Accero (formerly Cyborg).

Founded in 1974, Accero (formerly Cyborg Systems) delivers high-performance, best-fit solutions that streamline HR and payroll processes for organizations of all sizes, in major industries in the US, Canada, and the UK. Innovative and customer-driven, Accero can help transform HR organizations into strategic business units that model results-driven productivity.

Tom has over 25 years of experience in the software, computer services, and telecommunications industries with leadership roles at very large enterprises, small companies, and start-ups.  Prior to his current role, Tom was CEO of SRC Software, a budgeting and planning software company which enjoyed significant growth rates and profitability during his tenure. Tom received his BS in engineering technology from Miami University of Ohio.

Visit www.HRchitect.com/Knowledge/WebMingle to listen live this Thursday, March 11th at 2pm CST to the 54th show in our WebMingle series. If you missed any of our previous WebMingles, you can also access them from that page.

Below is a list of some of our upcoming guests: 

Mar 26 – HRchitect 30 Days in 30 Minutes:  This feature is new to this industry and allows HRchitect executives to present a look back at the previous 30 days or so and cover major events that took place in our industry in a 30 minute snapshot. It is a unique format to summarize major happenings in our industry by the leaders in HR technology consulting.

April 8 – Kevin Plunkett, Vice President of Business Development, of Talent Management vendor, Salary.com

We look forward to welcoming Tom Malone to the HRchitect WebMingle this week and hope to have you join us as well.

Matt Lafata, HRchitect


Don’t Miss This Week’s HRchitect WebMingle with Karen Paterson of Patersons HR and Payroll Solutions

February 2, 2010

 

The weekly HRchitect WebMingle is designed to give you some insight into the puzzling world of HR technology, discuss news from around the world that we find interesting, talk about upcoming events in our industry, and provide insightful interviews with people of our industry – who they are, what they do and why you should care. The WebMingle has become the most popular live weekly Internet show in the HR technology industry!

The WebMingle has truly redefined how people get information about vendors, trends and really anything related to HR technology and we are very proud of that.

This week’s guest is Karen Peterson, CEO of Patersons HR and Payroll Solutions

Headquartered in Salisbury, U.K. with offices in the U.S., central Europe and Asia, Patersons is a leading supplier of global HR and payroll software and services. Patersons international software as a service (Saas) solution is delivered via the Internet, covering 160 countries, and is available in 30 languages. Available on a ‘pay as you go’ license fee basis, large or small headcounts can be serviced, wherever in the world an organization operates. Patersons offers one system with one global contract, and with a comprehensive reporting suite, it ensures global visibility and compliance. Patersons software can also integrate with any existing solution, so organizations are not forced to abandon previous investments.

Originally from a retail banking and then corporate finance background, Karen Paterson became interested in technology in the early ‘90s. After completing her MBA specializing in international information technology strategy and undertaking a number of complex IT projects, she then travelled internationally providing senior level strategic consultancy to many Fortune 500 companies on HR/payroll systems, workflow and processes. Paterson holds an MBA a Post Graduate Diploma in Business Administration, is an Associate of the Chartered Institute of Bankers (ACIB) and Associate of the Institute of Taxation Technicians (ATT).

Visit www.HRchitect.com/Knowledge/WebMingle to listen live this Thursday, February 4th at 2pm CST to the 52nd show in our WebMingle series. If you missed any of our previous WebMingles, you can also access them from that page.

Below is a list of some of our upcoming guests: 

Feb 4 – Karen Paterson, CEO of Patersons HR & Payroll Solutions 

Feb 18 – Lori Morgan, President, and Greg Strange, SVP Product Strategy, of Performance Management provider, FireWave Technology 

Feb 25 – HRchitect 30 Days in 30 Minutes 

Mar 11 – Tom Malone, CEO of Accero (formerly Cyborg), HR and payroll management providers

Mar 26 – HRchitect 30 Days in 30 Minutes

April 8 – Kevin Plunkett, Vice President of Business Development, of Talent Management vendor, Salary.com

We look forward to welcoming Karen Paterson, CEO of Patersons HR & Payroll Solutions to the HRchitect WebMingle today and hope to have you join us as well.

Matt Lafata, HRchitect


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