�ݺ�ߣshows by User: chucka

�ݺ�ߣshows by User: chucka_nc / http://www.slideshare.net/images/logo.gif �ݺ�ߣshows by User: chucka_nc / Fri, 12 Feb 2010 11:43:19 GMT �ݺ�ߣShare feed for �ݺ�ߣshows by User: chucka_nc Standards 2010: Prospects and Challenges for Standards Development in the Next Decade /slideshow/standards-2010-prospects-and-challenges-for-standards-development-in-the-next-decade/3160118 starstandards-100212114338-phpapp01
Standards 2010: Prospects and Challenges for Standards Development in the Next Decade As standards organizations enter the 2010s, they face very different circumstances than a decade a ago. At the dawn of the "2000s," analysts warned us that a key risk was the creation of a "tower of babel" as industry standards groups proliferated nearly as fast as dot.com start-ups. By the end of the decade, some groups had achieved measurable interoperability gains, but only at the cost of years of upfront committee time followed by implementation and revision cycles also spanning years. Today, standards organizations that have managed to survive the decade's two boom and bust cyles face vastly different funding circumstances and participation levels. At the same time, standards organizations are challenged by an accelerating pace of technology and marketplace change. In this session, Chuck Allen, founder of the HR-XML Consortium and an adviser to other standards initiatives, will offer a survey of the state of standards development, including key challenges and new approaches. Among topics to be reviewed are: Development methodologies. The committee processes driving most standards development organizations (SDOs) have remained largely unchanged over the past decade (STAR standards being an important exception). Most SDOs take months or years to spec out a standard with meaningful development against the specification beginning only after publication. While standards organizations have been slow to adapt their methodologies, in the same period, many enterprises have significantly transformed their internal development processes through the adoption of a range of agile methodologies. While there is growing recognition of the need to update standards development process, the prospect of applying agile methodologies to standards development tends to be met with equal degrees of interest and trepidation. Intellectual property. Most standards organizations manage intellectual property by requiring participants to grant royalty-free licenses to the SDO and to anyone implementing the standard. For companies with large patent portfolios, this can impose a burden of expensive patent inventory searches and monitoring. Since each SDO has slightly different licensing terms, current licensing practices also prove challenging for an implementer wanting to apply multiple standards as well as for standards development organizations trying to converge standards. Patent non-assertion policies and efforts to simplify and standardize licenses hold some promise is reigning in the complexity associated with managing IP. Funding models. Standards cost money to develop and maintain. However, traditional funding approaches, such as pay-to-play" and "pay-for-the-standard" don't always keep up with funding needs and can work as disincentives for adoption and engagement. There isn't an easy answer to the question of financial sustainability for many SDOs, particularly in these tight economic times. The answer likely lies in a combination of approaches, including doing more with less, the design of attractive sponsorships, meeting and programming fees, and taking advantage of grant opportunities. About the Speaker Chuck Allen, Integration Architect at SilkRoad technologies, Inc., was the founder and Executive Director of the HR-XML Consortium, Inc. Prior to founding HR-XML in Dec. 1999, Allen worked in a variety of new product development roles for major business publishers, including Thomson (now Thomson-Reuters) and the Bureau of National Affairs. Allen has a B.A. from the University of Virginia.]]>
Standards 2010: Prospects and Challenges for Standards Development in the Next Decade As standards organizations enter the 2010s, they face very different circumstances than a decade a ago. At the dawn of the "2000s," analysts warned us that a key risk was the creation of a "tower of babel" as industry standards groups proliferated nearly as fast as dot.com start-ups. By the end of the decade, some groups had achieved measurable interoperability gains, but only at the cost of years of upfront committee time followed by implementation and revision cycles also spanning years. Today, standards organizations that have managed to survive the decade's two boom and bust cyles face vastly different funding circumstances and participation levels. At the same time, standards organizations are challenged by an accelerating pace of technology and marketplace change. In this session, Chuck Allen, founder of the HR-XML Consortium and an adviser to other standards initiatives, will offer a survey of the state of standards development, including key challenges and new approaches. Among topics to be reviewed are: Development methodologies. The committee processes driving most standards development organizations (SDOs) have remained largely unchanged over the past decade (STAR standards being an important exception). Most SDOs take months or years to spec out a standard with meaningful development against the specification beginning only after publication. While standards organizations have been slow to adapt their methodologies, in the same period, many enterprises have significantly transformed their internal development processes through the adoption of a range of agile methodologies. While there is growing recognition of the need to update standards development process, the prospect of applying agile methodologies to standards development tends to be met with equal degrees of interest and trepidation. Intellectual property. Most standards organizations manage intellectual property by requiring participants to grant royalty-free licenses to the SDO and to anyone implementing the standard. For companies with large patent portfolios, this can impose a burden of expensive patent inventory searches and monitoring. Since each SDO has slightly different licensing terms, current licensing practices also prove challenging for an implementer wanting to apply multiple standards as well as for standards development organizations trying to converge standards. Patent non-assertion policies and efforts to simplify and standardize licenses hold some promise is reigning in the complexity associated with managing IP. Funding models. Standards cost money to develop and maintain. However, traditional funding approaches, such as pay-to-play" and "pay-for-the-standard" don't always keep up with funding needs and can work as disincentives for adoption and engagement. There isn't an easy answer to the question of financial sustainability for many SDOs, particularly in these tight economic times. The answer likely lies in a combination of approaches, including doing more with less, the design of attractive sponsorships, meeting and programming fees, and taking advantage of grant opportunities. About the Speaker Chuck Allen, Integration Architect at SilkRoad technologies, Inc., was the founder and Executive Director of the HR-XML Consortium, Inc. Prior to founding HR-XML in Dec. 1999, Allen worked in a variety of new product development roles for major business publishers, including Thomson (now Thomson-Reuters) and the Bureau of National Affairs. Allen has a B.A. from the University of Virginia.]]> Fri, 12 Feb 2010 11:43:19 GMT /slideshow/standards-2010-prospects-and-challenges-for-standards-development-in-the-next-decade/3160118 chucka_nc@slideshare.net(chucka_nc) Standards 2010: Prospects and Challenges for Standards Development in the Next Decade chucka_nc Standards 2010: Prospects and Challenges for Standards Development in the Next Decade As standards organizations enter the 2010s, they face very different circumstances than a decade a ago. At the dawn of the "2000s," analysts warned us that a key risk was the creation of a "tower of babel" as industry standards groups proliferated nearly as fast as dot.com start-ups. By the end of the decade, some groups had achieved measurable interoperability gains, but only at the cost of years of upfront committee time followed by implementation and revision cycles also spanning years. Today, standards organizations that have managed to survive the decade's two boom and bust cyles face vastly different funding circumstances and participation levels. At the same time, standards organizations are challenged by an accelerating pace of technology and marketplace change. In this session, Chuck Allen, founder of the HR-XML Consortium and an adviser to other standards initiatives, will offer a survey of the state of standards development, including key challenges and new approaches. Among topics to be reviewed are: Development methodologies. The committee processes driving most standards development organizations (SDOs) have remained largely unchanged over the past decade (STAR standards being an important exception). Most SDOs take months or years to spec out a standard with meaningful development against the specification beginning only after publication. While standards organizations have been slow to adapt their methodologies, in the same period, many enterprises have significantly transformed their internal development processes through the adoption of a range of agile methodologies. While there is growing recognition of the need to update standards development process, the prospect of applying agile methodologies to standards development tends to be met with equal degrees of interest and trepidation. Intellectual property. Most standards organizations manage intellectual property by requiring participants to grant royalty-free licenses to the SDO and to anyone implementing the standard. For companies with large patent portfolios, this can impose a burden of expensive patent inventory searches and monitoring. Since each SDO has slightly different licensing terms, current licensing practices also prove challenging for an implementer wanting to apply multiple standards as well as for standards development organizations trying to converge standards. Patent non-assertion policies and efforts to simplify and standardize licenses hold some promise is reigning in the complexity associated with managing IP. Funding models. Standards cost money to develop and maintain. However, traditional funding approaches, such as pay-to-play" and "pay-for-the-standard" don't always keep up with funding needs and can work as disincentives for adoption and engagement. There isn't an easy answer to the question of financial sustainability for many SDOs, particularly in these tight economic times. The answer likely lies in a combination of approaches, including doing more with less, the design of attractive sponsorships, meeting and programming fees, and taking advantage of grant opportunities. About the Speaker Chuck Allen, Integration Architect at SilkRoad technologies, Inc., was the founder and Executive Director of the HR-XML Consortium, Inc. Prior to founding HR-XML in Dec. 1999, Allen worked in a variety of new product development roles for major business publishers, including Thomson (now Thomson-Reuters) and the Bureau of National Affairs. Allen has a B.A. from the University of Virginia. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/starstandards-100212114338-phpapp01-thumbnail.jpg?width=120&height=120&fit=bounds" /> Standards 2010: Prospects and Challenges for Standards Development in the Next Decade As standards organizations enter the 2010s, they face very different circumstances than a decade a ago. At the dawn of the "2000s," analysts warned us that a key risk was the creation of a "tower of babel" as industry standards groups proliferated nearly as fast as dot.com start-ups. By the end of the decade, some groups had achieved measurable interoperability gains, but only at the cost of years of upfront committee time followed by implementation and revision cycles also spanning years. Today, standards organizations that have managed to survive the decade's two boom and bust cyles face vastly different funding circumstances and participation levels. At the same time, standards organizations are challenged by an accelerating pace of technology and marketplace change. In this session, Chuck Allen, founder of the HR-XML Consortium and an adviser to other standards initiatives, will offer a survey of the state of standards development, including key challenges and new approaches. Among topics to be reviewed are: Development methodologies. The committee processes driving most standards development organizations (SDOs) have remained largely unchanged over the past decade (STAR standards being an important exception). Most SDOs take months or years to spec out a standard with meaningful development against the specification beginning only after publication. While standards organizations have been slow to adapt their methodologies, in the same period, many enterprises have significantly transformed their internal development processes through the adoption of a range of agile methodologies. While there is growing recognition of the need to update standards development process, the prospect of applying agile methodologies to standards development tends to be met with equal degrees of interest and trepidation. Intellectual property. Most standards organizations manage intellectual property by requiring participants to grant royalty-free licenses to the SDO and to anyone implementing the standard. For companies with large patent portfolios, this can impose a burden of expensive patent inventory searches and monitoring. Since each SDO has slightly different licensing terms, current licensing practices also prove challenging for an implementer wanting to apply multiple standards as well as for standards development organizations trying to converge standards. Patent non-assertion policies and efforts to simplify and standardize licenses hold some promise is reigning in the complexity associated with managing IP. Funding models. Standards cost money to develop and maintain. However, traditional funding approaches, such as pay-to-play" and "pay-for-the-standard" don't always keep up with funding needs and can work as disincentives for adoption and engagement. There isn't an easy answer to the question of financial sustainability for many SDOs, particularly in these tight economic times. The answer likely lies in a combination of approaches, including doing more with less, the design of attractive sponsorships, meeting and programming fees, and taking advantage of grant opportunities. About the Speaker Chuck Allen, Integration Architect at SilkRoad technologies, Inc., was the founder and Executive Director of the HR-XML Consortium, Inc. Prior to founding HR-XML in Dec. 1999, Allen worked in a variety of new product development roles for major business publishers, including Thomson (now Thomson-Reuters) and the Bureau of National Affairs. Allen has a B.A. from the University of Virginia.

Standards 2010: Prospects and Challenges for Standards Development in the Next Decade from Chuck Allen

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0 SOA for HR Services Delivery /slideshow/soa-for-hr-services-delivery/1613464 hrinteropsoa-090620140825-phpapp02
A primer-level presentation about Service Oriented Architecture for HR IT stakeholders.]]>
A primer-level presentation about Service Oriented Architecture for HR IT stakeholders.]]> Sat, 20 Jun 2009 14:08:16 GMT /slideshow/soa-for-hr-services-delivery/1613464 chucka_nc@slideshare.net(chucka_nc) SOA for HR Services Delivery chucka_nc A primer-level presentation about Service Oriented Architecture for HR IT stakeholders. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/hrinteropsoa-090620140825-phpapp02-thumbnail.jpg?width=120&height=120&fit=bounds" /> A primer-level presentation about Service Oriented Architecture for HR IT stakeholders.

SOA for HR Services Delivery from Chuck Allen

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0 Serious Games for Human Capital Management /slideshow/serious-games-for-human-capital-management/1440953 seriousgameswebinar-2009-05-13-090515112609-phpapp02
Advancements in human capital management (HCM) often come about through the incorporation of approaches and technologies from outside the HCM field. Those looking for the next source of big ideas to shape HCM strategies need to keep an eye on the field known as "serious games." An increasing number of enterprises are using games for HCM purposes such as employee recruiting and selection, training, and team building.]]>
Advancements in human capital management (HCM) often come about through the incorporation of approaches and technologies from outside the HCM field. Those looking for the next source of big ideas to shape HCM strategies need to keep an eye on the field known as "serious games." An increasing number of enterprises are using games for HCM purposes such as employee recruiting and selection, training, and team building.]]> Fri, 15 May 2009 11:26:04 GMT /slideshow/serious-games-for-human-capital-management/1440953 chucka_nc@slideshare.net(chucka_nc) Serious Games for Human Capital Management chucka_nc Advancements in human capital management (HCM) often come about through the incorporation of approaches and technologies from outside the HCM field. Those looking for the next source of big ideas to shape HCM strategies need to keep an eye on the field known as "serious games." An increasing number of enterprises are using games for HCM purposes such as employee recruiting and selection, training, and team building. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/seriousgameswebinar-2009-05-13-090515112609-phpapp02-thumbnail.jpg?width=120&height=120&fit=bounds" /> Advancements in human capital management (HCM) often come about through the incorporation of approaches and technologies from outside the HCM field. Those looking for the next source of big ideas to shape HCM strategies need to keep an eye on the field known as "serious games." An increasing number of enterprises are using games for HCM purposes such as employee recruiting and selection, training, and team building.

Serious Games for Human Capital Management from Chuck Allen

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0 Universal Patterns: How They Can Help You Develop Your HR Data Model /slideshow/universal-patterns-how-they-can-help-you-develop-your-hr-data-model-presentation/946591 hrpatternspresentation01220pres-1232726824990134-2
Len Silverston and Paul Agnew have discovered in decades of data modeling that there are "universal patterns" that apply to well over 50 percent of data model constructs and that can be reused for many applications, including human resources. For example, a roles pattern may be used to consistently model employees, contractors, workers, and other roles. A hierarchy pattern may be used to consistently model employee, position and organizational structures. A classification pattern may be used to consistently model demographics of employees as well as other parties. In this webinar, Silverston and Agnew will define what they mean by "universal patterns" and explain how these patterns can be applied to the development of human resource data models. They will focus on some of the most common re-usable patterns, including roles, hierarchies, and classifications that can aid in the development of consistent, flexible and powerful human resources data models.]]>
Len Silverston and Paul Agnew have discovered in decades of data modeling that there are "universal patterns" that apply to well over 50 percent of data model constructs and that can be reused for many applications, including human resources. For example, a roles pattern may be used to consistently model employees, contractors, workers, and other roles. A hierarchy pattern may be used to consistently model employee, position and organizational structures. A classification pattern may be used to consistently model demographics of employees as well as other parties. In this webinar, Silverston and Agnew will define what they mean by "universal patterns" and explain how these patterns can be applied to the development of human resource data models. They will focus on some of the most common re-usable patterns, including roles, hierarchies, and classifications that can aid in the development of consistent, flexible and powerful human resources data models.]]> Fri, 23 Jan 2009 10:09:40 GMT /slideshow/universal-patterns-how-they-can-help-you-develop-your-hr-data-model-presentation/946591 chucka_nc@slideshare.net(chucka_nc) Universal Patterns: How They Can Help You Develop Your HR Data Model chucka_nc Len Silverston and Paul Agnew have discovered in decades of data modeling that there are "universal patterns" that apply to well over 50 percent of data model constructs and that can be reused for many applications, including human resources. For example, a roles pattern may be used to consistently model employees, contractors, workers, and other roles. A hierarchy pattern may be used to consistently model employee, position and organizational structures. A classification pattern may be used to consistently model demographics of employees as well as other parties. In this webinar, Silverston and Agnew will define what they mean by "universal patterns" and explain how these patterns can be applied to the development of human resource data models. They will focus on some of the most common re-usable patterns, including roles, hierarchies, and classifications that can aid in the development of consistent, flexible and powerful human resources data models. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/hrpatternspresentation01220pres-1232726824990134-2-thumbnail.jpg?width=120&height=120&fit=bounds" /> Len Silverston and Paul Agnew have discovered in decades of data modeling that there are "universal patterns" that apply to well over 50 percent of data model constructs and that can be reused for many applications, including human resources. For example, a roles pattern may be used to consistently model employees, contractors, workers, and other roles. A hierarchy pattern may be used to consistently model employee, position and organizational structures. A classification pattern may be used to consistently model demographics of employees as well as other parties. In this webinar, Silverston and Agnew will define what they mean by "universal patterns" and explain how these patterns can be applied to the development of human resource data models. They will focus on some of the most common re-usable patterns, including roles, hierarchies, and classifications that can aid in the development of consistent, flexible and powerful human resources data models.

Universal Patterns: How They Can Help You Develop Your HR Data Model from Chuck Allen

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0 HR-XML Competency Management: Current Activities /slideshow/hrxml-competency-management-current-activities-395161/395161 hrxmleportfolio08-1210279063284672-8
Presentation at ePortfolio & Digital Identity Conference, 2008 May]]>
Presentation at ePortfolio & Digital Identity Conference, 2008 May]]> Thu, 08 May 2008 13:39:39 GMT /slideshow/hrxml-competency-management-current-activities-395161/395161 chucka_nc@slideshare.net(chucka_nc) HR-XML Competency Management: Current Activities chucka_nc Presentation at ePortfolio & Digital Identity Conference, 2008 May <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/hrxmleportfolio08-1210279063284672-8-thumbnail.jpg?width=120&height=120&fit=bounds" /> Presentation at ePortfolio & Digital Identity Conference, 2008 May

HR-XML Competency Management: Current Activities from Chuck Allen

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0 https://cdn.slidesharecdn.com/profile-photo-chucka_nc-48x48.jpg?cb=1522782260 Founder, HR-XML Consortium, Integration Architect, SilkRoad technology, inc. www.structuredmethods.com https://cdn.slidesharecdn.com/ss_thumbnails/starstandards-100212114338-phpapp01-thumbnail.jpg?width=320&height=320&fit=bounds slideshow/standards-2010-prospects-and-challenges-for-standards-development-in-the-next-decade/3160118 Standards 2010: Prospe... https://cdn.slidesharecdn.com/ss_thumbnails/hrinteropsoa-090620140825-phpapp02-thumbnail.jpg?width=320&height=320&fit=bounds slideshow/soa-for-hr-services-delivery/1613464 SOA for HR Services De... https://cdn.slidesharecdn.com/ss_thumbnails/seriousgameswebinar-2009-05-13-090515112609-phpapp02-thumbnail.jpg?width=320&height=320&fit=bounds slideshow/serious-games-for-human-capital-management/1440953 Serious Games for Huma...