Post by account_disabled on Feb 12, 2024 8:19:11 GMT
I truly do think there’s a level of how business is done here that is different, and I think it’s a good thing.” Hope Springs Eternal – for Improved Alternatives to HR Legacy Systems Joe AbusamraMarch 18, 2016 98-featuredblog01 They always say spring is a time for renewal, right? Perhaps you rejuvenate by trying a new diet or exercise plan, or reading a self-help book. Or it could just be a simple matter of cleaning out the garage. (I know the garage is on my to do list.
At your agency, however, have you ever thought of looking at your HR systems with “fresh eyes” – or, better yet, a fresh mind? As the late Nobel Prize-winning physicist Erwin Schrödinger Ghana Email List once said, “The task is, not so much to see what no one has yet seen; but to think what nobody has yet thought, about that which everybody sees.” We can apply Schrödinger’s words to our recruitment/performance/talent management legacy systems, because “everybody sees” they are outdated, expensive and counterproductive.
But too few people assess them in a way that “nobody has yet thought.” If they did, then they’d take the first, critical step to redefining HR systems for the indefinite future. “Always focus on the front windshield and not the review mirror,” as former U.S. Secretary of State Colin Powell put it. (I think he meant to say “rearview” mirror. But you get the point.) Why do legacies merit such forward-spinning attention? Because nearly three-quarters of the $80 billion federal IT budget is spent on simply keeping legacies running, according to results of a congressional.
At your agency, however, have you ever thought of looking at your HR systems with “fresh eyes” – or, better yet, a fresh mind? As the late Nobel Prize-winning physicist Erwin Schrödinger Ghana Email List once said, “The task is, not so much to see what no one has yet seen; but to think what nobody has yet thought, about that which everybody sees.” We can apply Schrödinger’s words to our recruitment/performance/talent management legacy systems, because “everybody sees” they are outdated, expensive and counterproductive.
But too few people assess them in a way that “nobody has yet thought.” If they did, then they’d take the first, critical step to redefining HR systems for the indefinite future. “Always focus on the front windshield and not the review mirror,” as former U.S. Secretary of State Colin Powell put it. (I think he meant to say “rearview” mirror. But you get the point.) Why do legacies merit such forward-spinning attention? Because nearly three-quarters of the $80 billion federal IT budget is spent on simply keeping legacies running, according to results of a congressional.