Posts Tagged ‘Applications’

Intranet Software & Intranet Applications

December 21, 2009

There is a trend to use intranet applications and software in companies of all sizes. Intranet applications serve as an internal website or a portal for employees and people associated with the organization. An intranet application or an intranet software as it is sometimes called, used basically and access via a local network.

Before we get to intranet applications, let us first try to understand what is essentially an intranet. A private network ofComputers that are used to exchange information and resources in the first place is an intranet. Applications using Internet protocols (TCP / IP) and network connection to operate. Intranet applications and other required intranet software on the central computer that acts as an intranet Web server installed. The intranet application can be different from other computers on the network that is accessible to act as clients.

Development of the Intranet software is required, some importantConsiderations:

The scope of an intranet application and the number of users accessing it
Hardware and software, intranet software, depending on the size and the users to
Set up web servers, client computers and the installation of applications and software on each computer as needed.
Design of intranet applications, modules and pages as needed.
The decision on access rights of users and the examination of intranet application asrequired.

Intranet applications are used in many ways throughout the enterprise and have proved to be advantageous tool:

Involve employees, forums and online discussions, since by increasing interaction and exchange of knowledge
Intranet applications assist in the management and publishing of documents and other processes, documentation of all relevant employees, thereby facilitating more effective knowledge management
Since common information such asPolitics and news about the organization are shared over all employees on a common platform, intranet software helps in the promotion of enterprise culture
Intranet software is also widely used, various tools and applications such as CRM tools sharing, project management programs, sales data and so on
Intranet application also allows the organization to other relevant information such as industry news, have media news, press releases and otherEvents

Intranet software must not only from a functional perspective, but also on usability and aesthetic aspects are designed. Other important aspect of intranet applications is about security. Since a large part of confidential data would exist on the intranet, it is important that no unauthorized user accesses the inside or outside the organization. Intranet software must be constantly monitored for any downtime and corrected immediately on the basis of usability. It canbe good amount of benefits and risks of an intranet application. However, it is certainly as an important tool for many organizations and will be continued in order to be used in the future.

HR Applications of Job Competency Models

October 14, 2009

There are many possible applications and uses of competency models. Unfortunately, many organizations go, the effort to develop models and use them for a particular purpose and put it on the shelf. Here are some ways in which you can take full advantage of job-competency models. Use this to:

• To select the integration of all HR processes on a common framework to train and reward people.

• Assessment of internal and external candidates with assessment exercises, discussions andInstruments.

• Development of a model for high-performance teams. Selection and training team members, and use for team building.

• Expand the recruitment and succession pool. The models may challenge assumptions about the necessary skills and identify alternative sources of talent

• Retain key employees. Goal of maintaining the top performers. Employees who see opportunities for growth remain extended rather (an impact) morality.

• Redesign jobs. Analysis of the workplaceduring model building to show ineffective job design, as well as suggestions for improvements of focus groups and expert panels.

• Certification of competence levels. Design to develop certification programs and reward skill development.

• Design 360-degree feedback instruments and other development tools.

• Determine staffing of the merged company. Hold down the top performers in key positions.

• Create the Learning Organization. Use models as templates to guide theDevelopment.

Create models faster at lower cost through technology

Competence technology has reached a point where you can now buy software programs for the development of competency models developed. These programs include competency dictionaries, ie lists of competencies have to be used to analyze jobs. Some companies their own tailor-made programs for the same purpose intended. Virtual disks can be carried out resources for panel members from variousgeographical locations. As we get closer to the computerization of all paper transactions and increasing the use of Intranet and Internet, this seems reasonable. The more we use technology to simplify our lives, the better.

However, the process of developing competency models, basically a human process. It requires interviews, collecting and analyzing data to observe the behavior, skillful moderation of a focus group (also known as a panel of experts or resource panel) and the creation of a modelDocument. Verdict, the ability to respond and adapt to situations to explore conflict and resistance, and far too exciting opportunities for improving the performance of a company to increase the benefits of job modeling.

Using automated tools to help in the application of technology to support literacy is a good idea. Employees feel that competency models and development opportunities through a computer terminal access to better informed and more control over their destiny. Just be carefuldoes not say the cart before the horse. Remember GIGO (garbage in, garbage out)? Develop good models and good systems, before computerization. Concentrate initially on practical and will not fit on technical sophistication.

About the Author: Edward J. Cripe with Workitect, Inc., a consulting firm which competency-based human resources tools, programs and systems, with applications for the evaluation and selection, performance management, succession planning and training andDevelopment. Workitect also runs a "Building Competency Models" public workshop. For a free copy of our newsletter, please visit http://www.workitect.com