Thursday, October 1, 2020

HRComputes is a Registered NJ Sustainable Business

 


HRComputes is honored to be a founding member of the New Jersey Sustainable Business Registry. 

We guide leadership teams in their sustainability journey. Our focus is on embedding the Sustainable Development Goals into your operation. We target corporate social responsibility in the areas of  building inclusive organization, driving a culture of belonging, community engagement, and strategic volunteerism. Through our human capital digital transformation expertise, we deliver solutions with impact.

 For over 6 years, we have been focused on reducing our carbon footprint, minimizing bottled water usage, recycling, and protecting our planet. In 2019, our Carbon Footprint was reduced to 6.4 tonnes CO2e, which is a carbon intensity of 1.6/ employee compared to 3.5 for office based employees. Our employees are involved in community, professional, and board service focusing on governance, leadership, skills development, and mentoring. Volunteer hours for the firm were 320+ valued at $80,000.  

 In August of 2014, the New Jersey Small Business Development Centers (NJSBDC) launched the New Jersey Sustainable Business Registry.  We are pleased to be a member and continue to promote a more sustainable New Jersey.




Tuesday, September 22, 2020

HRComputes and Phenom Announce Partnership to Drive Successful Talent Experience Management Adoption

 


MOORESTOWN, N.J., Sept. 22, 2020 -- HRComputes, a leading human capital management digital transformation consultancy, announced a partnership with Phenom, an HR technology company and global leader in Talent Experience Management (TXM). Through this alignment, customers can efficiently deploy the Phenom AI-driven platform across their business.


HRComputes places customers on the fast track to Phenom TXM mastery by shortening the learning curve in change management, technology adoption and data analysis. This empowers organizations to recruit best-fit candidates and develop existing employees faster. 


“We are thrilled to join forces with Phenom, whose innovative technology enables stronger talent management and acquisition solutions,” said Kristina Kohl, managing principal at HRComputes. “With over 20 years of experience in HR Tech—combined with our expertise in the Phenom platform—we can help customers truly realize the return on their investment.”


When not reinforced with the right AI technology, talent acquisition and management processes can be time-consuming. The Phenom TXM platform—a single platform that eliminates the need for multiple HR tools—reduces time-to-hire and cost-per-hire, while improving talent quality and productivity for candidates, recruiters, employees and management with the Career Site, Chatbot, CRM, CMS, SMS and Email Campaigns, University Recruiting, Internal Mobility, Career Pathing, Diversity & Inclusion, Gigs, Referrals and Analytics.


“HRComputes’ intimate knowledge of HR and their clients consistently translates to long-lasting value,” said Saumil Gandhi, vice president of strategic alliances at Phenom. “We recognized that the Phenom platform would further enhance their services, while allowing our users to capitalize on our software faster. We’re excited to see our collaboration with HRComputes elevate the experience for current and future customers.”


---


About HRComputes

HRComputes is a leading human capital management-consulting firm providing exceptional experience in the selection, implementation, synchronization, and optimization of human capital systems for enterprise level organizations. With over 25 years of experience, we provide expertise in strategy, technology, project management, change management, talent acquisition and development, and human capital functionality. Our clients include Fortune 500 companies, mid-size public companies, and not for profits  from the pharmaceutical, banking, manufacturing, telecommunication, entertainment, education, healthcare, and professional services industries. Our holistic view of the talent experience from candidate to retiree uniquely qualifies us to guide your team through strategy, execution, adoption, and success.


Our expertise is with enterprise level organizations with 2,500 or more employees. We have delivered solutions globally including NCSA, AP, and EU. We are an Ultimate Kronos Group Solution Delivery Partner and are based in the Mid-Atlantic region. For more information, please visit https://www.hrcomputes.com/. Connect with HRComputes on LinkedIn, Twitter, Facebook .




About Phenom

Phenom is a global HR technology company with a purpose to help a billion people find the right job. With an expertise in building AI-powered, scalable solutions, Phenom Talent Experience Management (TXM) personalizes and automates the talent journey for candidates, recruiters, employees and management with the Career Site, Chatbot, CRM, CMS, SMS and Email Campaigns, University Recruiting, Internal Mobility, Career Pathing, Diversity & Inclusion, Gigs, Referrals and Analytics. As a result, employers improve their talent acquisition and talent management efforts by helping candidates and employees find the right job, recruiters identify and engage the right talent, and management optimize HR strategy, process and spend. Phenom was ranked among the fastest-growing technology companies in the 2019 Deloitte Technology Fast 500.


Headquartered in Philadelphia, Phenom has offices in Canada, India, Israel, the Netherlands and the United Kingdom with over 500 employees. More than 300 global employers rely on the Phenom TXM platform to bring recruiting velocity and create an end-to-end talent experience.

For more information, please visit www.phenom.com. Connect with Phenom on LinkedIn, Twitter, Facebook, YouTube and Instagram.










Friday, September 18, 2020

HRComputes and BEcoming Sustainable Fall 2020 News

 




 
Fall 2020 Newsletter
 

Dear <<First Name>>,

We hope you and your families are well and are readjusting to back to school! In this edition, we focus on building workforce agility, driving impact with your diversity, equity and inclusion programs, and the impact of the UK Group rebranding on clients. Checkout what Morris and Kris have been up to as well.

We welcome comments and feedback from all of you.


Best wishes!


Kris and Morris

Building Workforce Agility
 

As we operate in our volatile, uncertain, complex, and ambiguous world, one of the top issues for leadership is creating an agile workforce in order to react quickly to changing marketplace requirements and to build organizational resilience. Given the massive change that we have all experienced this past year, we need new tools in order to better respond to these challenges. At HRComputes, we are helping Chief People Officers rethink how they engage, manage, and support their essential and remote workers. We are supporting clients by facilitating conversation around pandemic challenges and sharing best practices, and leveraging our people and technology expertise to meet compliance requirements, keep employees safe, and to check on their wellbeing.
 
One of the newest tools in the HRComputes Toolkit, is our partnership with Phenom. Their Talent Experience Management (TXM) platform connects interactions throughout the talent lifecycle creating a personalized experience for candidates and employees. Candidates find the right jobs, recruiters improve productivity and impact, employees identify internal opportunities, and management receives valuable information.
 
As the world reopens, our clients need to hire quickly and cost effectively to resume their growth trajectory and meet their revenue targets. In order to achieve these goals, people leaders need to leverage new tools and resources that allow them to adapt to virtual recruiting and other new recruiting strategies. Working in conjunction with our partner, Phenom, we can help deliver solutions as you develop a revised recruitment playbook to meet increased hiring velocity and virtual recruiting.
 
Please let us know if we can provide guidance and support during these unprecedented times. If you would like to discuss our services to support  your recruitment strategy through technology and human capital expertise, please reach out to Kristina Kohl, Managing Principal, at Kris@hrcomputes.com or 856-982-7163. Morris Yankell, Chief Technologist, Morris@hrcomputes.com or 856-982-7162.

Moving Beyond the Diversity Conversation to Drive Systemic Change
 
We have all read or heard the corporate statements in support of Black Lives Matter. We have participated and/or seen the protests. As a nation, we have been here before. How can we deliver a different outcome this time?

Working in the field of Diversity, Equity and Inclusion, I am all too familiar with organizations taking a "check the box" approach to DEI. Many companies provide annual sexual harassment and diversity training. Check! Moving on.

Driving organizational systemic change requires a much deeper dive and takes significant time and resources. I recommend the following approach:

1.    Assess your current culture, policies, processes, and outcomes.
2.    Leverage your human capital management systems to dive deep into your data to really understand how your organization hires, retains, and promotes diverse talent.
3.    Make a Board and C-suite commitment to change and provide tools, resources, and time to achieve these goals. 
4.    Engage experts to facilitate developing and implementing a DEI project plan.

A recent WSJ article highlights the need to conduct a comprehensive audit of your operations, recruitment, investments, and suppliers. This assessment begins the process of shining a spotlight on how your organization is impacting BIPOC through its daily activities.

The talent pipeline is another area for significant improvement. Using our human capital system expertise, we help organizations better understand their recruitment strategy and how that impacts the diversity of the talent pool. Drilling into your HCM data provides details on talent at each level of your organization by hierarchy, function, and senior management. 

Leadership development and competencies are another area to peel back the layers. How are candidates selected for leadership development? Is it meritocracy? What does meritocracy mean if certain people are given the big projects and high profile clients and others are not? Are you practicing allyship and sponsorship or are you still using a mentorship model?

We are happy to have a discussion about your DEI strategy. If we can be of help, please reach out to Kristina Kohl at Kris@HRComputes.com.


 
Where in the World…is Morris?

Morris has been working to strengthen a Return on Investment model for improving candidate relationship management and employer brand.   As HR professionals, we intuitively understand the costs of recruiting, interviewing, scheduling, background testing, etc. but we do not often quantify these costs to justify change.  When we add in existing employee overtime, employee burnout, manager and senior manager interview time and more, these numbers can be eye opening.  Multiplying these numbers by the number of candidates and the number of new hires compounds the financial cost and the case for change.  We can help you project the savings and develop the plan to use existing technology and systems to make improvement fast.  We can work with you to articulate the numbers in a way that will resonate with your Financial partners.  And we can recommend, select and implement new tools with you to make the change now and for tomorrow.  Reach out to schedule time to save money and make an impact.

Where in the World…is Kris?

Kristina has joined the Wharton Club of New Jersey as a Board Member and officer. She is serving as the EVP for the club in charge of marketing, social media, and technology. If you are located in New Jersey, you may wish to consider joining The Wharton Club of New Jersey. We have many interesting events and speakers.

Join Kristina as she presents Perspective for Post COVID-19 Leadership for The Great IT Pro at 11:00am ET on 10/8/20. Highlights will include:
o    Discuss how the health of our planet affects the health of our businesses and lives. 
o    Describe the Sustainable Development Goals as a lens for adapting business strategy to benefit the planet, people and profits
o    Discuss the 10 Step Roadmap to driving environmental, social, and governance change within your organization
o    Share case studies offering opportunities and solutions

What is Happening in HCM Technology?

We are pleased to share that our partners, Ultimate Software and Kronos Incorporated have announced plans to rebrand the company as UKG (Ultimate Kronos Group), effective October 1, 2020. Their union has created an HCM technology powerhouse that Ieverages their strong reputations, award winning cultures, and outstanding leadership. The UKG vision is to continue their commitment to employee, candidate, and employer experience through their award winning and best in class solutions. We firmly believe that UKG is well positioned to leverage its combined strength to offer market leading solutions and support for enterprise clients.
 
Propelled by its new tagline, “Our purpose is people,” and building on 70 years of combined experience from two leaders in HR and workforce management solutions, the new UKG name builds on the strength and innovation of Ultimate Software and Kronos as well as signals a singular, shared focus on inspiring workforces and businesses around the world.
 
At HRComputes, we remain committed to guiding clients through their digital transformation selection and implementation processes in order for them to maximize their ROI on their human capital technology investment.  Our Solution Delivery services ensure that your transformation or optimization is a success.
 
For full details of the rebranding strategy, here is the press release.

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HRComputes

www.hrcomputes.com

Kristina Kohl, MBA, PMP 
Managing Principal

kris@hrcomputes.com

Morris Yankell 
Chief Technologist

morris@hrcomputes.com






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Thursday, August 27, 2020

Post COVID-19 Perspective: The Nexus of Planetary and Business Health

 

Kristina Kohl, Managing Principal, recently gave a webinar for the Wharton Club of New Jersey discussing new approaches to transformational leadership required to manage in the face of pandemics, superstorms, resource scarcity, and social unrest. Post COVID business strategy needs a more holistic approach focusing on delivering on economic prosperity while considering environmental and social impacts. Sustainability isn’t just for large organizations; it is for all of us. Kris shares her 10 Step Roadmap for improving your ESG strategy as well as her experiences.

Key takeaways include:

  1. COVID-19 is a Symptom of Climate Change
  2. Climate Change is a Risk to the Health of Our Planet, People and Economy
  3. Business Leaders Need to Part of the Solution
  4. Incorporate ESG Strategy into Business Strategy to Drive Impact
  5. Think About the Legacy You Wish to Leave to Future Generations

We are sharing the You Tube video for those who are interested in seeing the full presentation.



Monday, July 20, 2020

Moving Beyond the Diversity Conversation to Drive Systemic Change


We have all read or heard the corporate statements in support of Black Lives Matter. We have participated and/or seen the protests. As a nation, we have been here before. How can we deliver a different outcome this time?

Working in the field of Diversity, Equity and Inclusion, I am all too familiar with organizations taking a check the box approach to DEI. Many companies provide annual sexual harassment and diversity training. Check! Moving on.

Driving organizational systemic change requires a much deeper dive and takes significant time and resources. I recommend the following approach:


  1. Assess you current culture, policies, processes, and outcomes.
  2. Leverage your human capital management systems to dive deep into to your data to really understand how your organization hires, retains, and promotes diverse talent.
  3. Make a Board and C-suite commitment to change and provide tools, resources, and time to achieve these goals. 
  4. Engage experts to facilitate developing and implementing a DEI project plan.
A recent WSJ highlights the need to conduct a comprehensive audit of your operations, recruitment, investments, and suppliers. This assessment begins the process of shining a spotlight on how your organization is impacting BIPOC through its daily activities.

The talent pipeline is another area for significant improvement. Using our human capital system expertise, we help organizations better understand their recruitment strategy and how that impacts the diversity of the talent pool. Drilling into your HCM data provides details on talent at each level of your organization by level, function, and senior management. 

Leadership development and competencies are another area to peel back the layers. How are candidates selected for leadership development? Is it meritocracy? What does meritocracy mean if certain people are given the big projects and high profile clients and others are not? Are you practicing allyship and sponsorship or are you still using a mentorship model?

While Chief Diversity Officer roles have been on the rise, turnover in these positions remains high as many positions are more figurehead than change agent. If you want to drive meaningful change, it requires significant commitment to changing the staus quo including engaging  a DEI consultant to help support and guide your internal team.

In my next article, I will share some of our techniques to design for diversity, equity, and inclusion. 

We have been able to have impact and success working with clients remotely. If we can be of help, please reach out to Kristina Kohl at Kris@HRComputes.com

Until then, stay safe and well. 




Wednesday, July 15, 2020

HRComputes Sustainability Report




Sustainability Policy
We believe in being a responsible corporate citizen and as such we consider the environmental, social, governance and economic impacts of our decisions. We believe that everyone has a role to play in protecting natural and social capital and that all of us need to be concerned with ensuring that the earth’s resources are available to sustain future generations with a similar quality of life. We believe in business and social ethics and acting in accordance with all laws. We believe in the human rights of our employees and contractors and seek to provide a workplace free of discrimination and to provide wages and benefits in accordance with applicable laws.
Environment
1.     Measure carbon footprint data annually.
2.     Track resource usage water, electricity, natural gas, mileage
3.     Utilize renewable energy resources.
4.     Employees are encouraged to conserve resources through reusing, recycling, energy conservation.  
5.     Disposable water bottles are not used in our office. We offer guests glasses of filtered water.
6.     Employees are encouraged to minimize carbon emissions from travel through the use of flexible work arrangements where permitted by clients.
7.     We seek to identify suppliers that have sustainable standards.
8.     Total Carbon Footprint 6.4 tonnes CO2e
9.     Carbon Intensity: 1.6/ employee compared to 3.5 for office based employees

Voluntarism
1.     Our employees are involved in community, professional, and board service focusing on governance, leadership, skills development, and mentoring.
2.     Firm volunteer hours are 320+ valued at $80,000. 
People
1.     We value our people and our wages, benefits, and work standards comply with applicable laws.
2.     We seek to provide an environment that respects employee diversity.
3.     We do not use child labor, forced or bonded labor, and we provide a workplace free of harsh or inhumane treatment.
4.     We encourage community and professional voluntarism.
5.     Feedback from employees to promote sustainable solutions is encouraged.

Business Ethics
1.     We employ fair business practices and all corruption, bribery, and embezzlement are prohibited.
2.     Information has been distributed to employees on our policies and those of our clients including codes of conduct, confidentiality agreements, and corporate citizenship policies.
     
Highlights 2019 Sustainability Report
We continue to meet our goals of reporting on our environmental and social impact. In addition, we continue to promote sustainable practices through education and speaking opportunities. In addition, we work with students to encourage sustainability ideals in our future generations. We also to provide volunteer opportunities and allow our employees time to pursue volunteer interests.
1.     Kristina Kohl is on the faculty at the Bard MBA in Sustainability Program teaching “Employees and Organizations” focusing on embedding environmental, social, and governance standards into organizational culture.

2.     Kristina Koh spoke at number of events and webinars for groups such at Great IT Pro, Wharton Alumni Social Impact Club, Wharton Club of NJ, Ultimate Software Women Leaders Forum, and PMI.


3.     Served on the Wharton People Analytics Start-up Competition Judges Panel.

4.     Morris was featured guest on RT TV talk shows informing the audience about  corporate social responsibility, sustainability and the impact of human capital management for driving employee engagement.

5.     Served as mentor for local middle school students as part of a competition for their capstone sustainability project.


6.     Served on local community and professional boards. Provided mentoring and job counseling assistance.

7.     Reduced Landfill Waste:
a.     Paper Recycling
b.     HP Smart Ink and Cartridge Recycle
c.     Reusable Water Bottles
d.     Electronics Recycling

8.     Identified Additional Key Suppliers and Highlighted Sustainability Information

9.     Maintained NJ Registered Sustainable Business Status

2020 Goals
1.     Continue to report on ESG performance
2.     Continue to promote sustainability initiatives through education, activities, and speaking
3.     Continue to promote voluntarism among employees
4.     Consider additional hybrid vehicle
5.     Consider purchasing carbon offsets for client travel
6.     Assist clients address COVID19 challenges through education, webinars, partnerships and services.



Key Suppliers
a.     Sprint
                                               i.     http://goodworks.sprint.com/
b.     Staples
                                               i.     https://www.staples.com/sbd/cre/marketing/about_us/corporate-responsibility.html
c.     Horizon Blue Cross
                                               i.     https://www.horizonblue.com/brokers/news/broker-news/horizon-bcbsnj-invested-over-7-4-million-healthier-communities-2017
d.     Hilton
                                               i.     https://cr.hilton.com/
e.     Wells Fargo
                                               i.     https://www.wellsfargo.com/about/corporate-responsibility/
f.      HP
                                               i.     https://www8.hp.com/us/en/hp-information/global-citizenship/index.html
g.     Apple
                                               i.     http://www.apple.com/environment/
h.     American Airlines
                                               i.     http://news.aa.com/crr/
i.      Go Daddy
                                               i.     https://www.godaddy.com/godaddy-for-good











                                                                                          

Wednesday, July 1, 2020

Embedding Sustainability and CSR into Projects, Programs, and Portfolios

I had the opportunity to both present and attend Boston University's Project Management in Practice conference. While we had to be virtual this year, it was a well attended event with many experts presenting on both research and actual projects. My presentation entitled, Building a More Sustainable Project Outcome, was well received and generated a great deal of conversation around embedding the Sustainable Development Goals into project, program, and portfolio management. While it has been several years since I published my book, Becoming a Sustainable Organization: A Project and Portfolio Management Approach published by CRC Press, the conference reinforced the importance of the topics, tools, models, and cases outlined in the book. My focus is to help leaders embedded the sustainable development goals into their organizations' mission, vision, and culture.

I was recently reminded of the impact of my book when I came across a link showing more than 100 libraries globally offering it as a resource for their members. Included in that number are some of the most prestigious research institutions in the world.

As a refresher on the content, I am sharing its Table of Contents.


Chapter 1. What is sustainability? Why does it matter?
Chapter 2. Building the business case for sustainability
Chapter 3. Gaining stakeholder and c-suite support and sponsorship
Chapter 4. Alignment of business and sustainability strategy creates sustainable strategy
Chapter 5. Project management techniques inform sustainable strategy development
Chapter 6. Creating a culture of sustainability
Chapter 7. Portfolio management supports strategic sustainability alignment
Chapter 8. Identifying and engaging external stakeholders
Chapter 9. Leveraging organizational relationships and assets
Chapter 10. Leveraging human capital professionals
Chapter 11. Adopting a culture of change to unlock the benefits of sustainable strategy
Chapter 12. Sustainable strategy as a lever to attract, engage, and retain the workforce
Chapter 13. Tools and techniques to embed sustainability
Chapter 14. Selecting goals and metrics that matter
Chapter 15. Celebrating success

Becoming a Sustainable Organization is available for sale from any of your favorite book retailers. It can also be borrowed from the following libraries . In case you are wondering, yesBoston University Libraries have a copy of my book!

I hope you find my book inspirational and useful as we transition to a post COVID-19 world in which both environmental and social issues are increasingly part of our business and governmental policy conversations.