A “tip of the cap” to Bill Kutik and the team at Knowledge Infusion for their collaborative work on some quality radio (well podcast actually).
The Bill Kutik Radio Show is a great listen – straightforward, educational and edgy banter about… well… er… HR Technology. It has a great mix of vendor and customer perspectives and always a few gems in each one around opportunities and issues in our market.
I was lucky enough to recently meet with Debbie McGrath, founder and Chief Instigator of HR.com – a very cool web portal for the HR community with over 175,000 members!
In Australasia I constantly hear that the HR profession is starved of good local flows of information and commentary around talent management. It immediately occurred to me that HR.com should be a great resource for many of our Australasian customers and fans also. So… if you have not already, check out HR.com, AND membership is free !
People often ask where the name Sonar6 came from. It might not seem the most obvious name for a web-based performance management solution, but we didn’t draw it out of a hat…
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Sonar6 is being pioneered in an Australian school.
Melissa Newell, one of MLC School’s leaders, could see the potential of Sonar6 within an educational setting and so approached Bendelta, a leading Australian strategic advisory firm and Sonar6 partner about customising Sonar6 for a school learning community. MLC School is one of Australia’s most successful and innovative schools. Based in Sydney the school caters to students at all levels and has a teaching staff of over 140.
Sonar6 has been named as one of the ‘Top 10 HR Products of the Year’ by international magazine Human Resource Executive for its unique contribution to the field.
In announcing the award, HRE magazine commended Sonar6 for its unique ability to ‘engage’ users.
…thanks to its intuitive and inviting user interface, it delivers to the market a solution that addresses one of the more formidable challenges facing HR departments - engaging managers in the process. ”
Given that HRE is the leading HR magazine in the United States and has a large international following, we’re delighted at the increased exposure this award brings to Sonar6. It’s also proof - if it were needed - that by using Sonar6, our clients are at the leading edge of international talent management best practice.
Next time you click the Sonar6 print button you will notice a small but significant change… You now have the option to print an entire report on any individual in your organization.
This can be useful at any point during an appraisal, but particularly at the end of the process when you may want to present findings or to have a hard copy for your files.
We encourage everyone to consider the environment before printing any material - after all with Sonar6’s employee features you can share appraisal information effortlessly on the web - but we also know that sometimes there’s simply no substitute for good old fashioned paper-based reports!
Partnering with dynamic companies that drive change and help create content is providing Sonar6 with a distinct competitive advantage. In recent months, Sonar6 has developed strategic alliances with a number of leading talent management and recruitment consultants both in New Zealand and internationally.
The much anticipated Version 2 of Sonar6 is released. New Performance Management features include:
To understand how to activate these features in your implementation of Sonar6, talk to your Sonar6 representative.
SERVICE
work done by somebody for somebody else as a job, a duty, a punishment, or a favour
SOLUTION
a method of successfully dealing with a problem or difficulty
Semantics you say – but is this different from Software as a Service ?
To me it is– I have been trying to segment the SaaS market more effectively in terms of those solutions that target a market need and service that need through a 100% web based solution.
Nice reminder from Jim Holincheck around the key to successful talent management –
http://blogerp.typepad.com/hcm_research/2007/03/who_owns_talent.html
As with most of these things, it is a fiendishly simple concept and yet one which many companies still spend millions on trying to “enable” through software and consulting.
If your culture doesn’t actively support line managers owning talent management you are wasting your money.