Lawson blog archives
February 2011 (2)
March 2011 (4)
April 2011 (3)
June 2011 (3)
July 2011 (1)
August 2011 (1)
September 2011 (1)
October 2011 (1)
November 2011 (1)
December 2011 (3)
January 2012 (3)
February 2012 (1)
March 2012 (2)
April 2012 (3)
Diana Van Blaricom
MANAGER - DELIVERY
Ms. Diana Van Blaricom is a Senior Consultant for CIBER, Inc. Prior to consulting, Diana was employed by Lawson Software as a Product Manager where she was instrumental in guiding the strategy and development of new and enhanced functionality. She is a certified Professional in Human Resources with over twenty-five years of accomplishments in HR including, complex ERP solutions, e-business design and organizational strategies. She has worked with clients to enhance their HR processes and improve organizational effectiveness. She also participates in the delivery of PHR and SPHR recertification workshops for the Society for Human Resources Management with topics focusing on pay-for-performance and technology solutions and has contributed to several industry media outlets over the years.
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Posts by this author
Get them in the door . . . and keep them there!
Diana Van Blaricom, Manager - Delivery : 06 March 2012 / 10:26 AM : 0 
It's another year of creative financing for executives. How do you fund the merit and bonus pool without bleeding the budget or other programs? Meanwhile, HR professionals are asking, “How do my Pay-for-Performance programs influence the recruiting process? If the budget and merit increases don't happen, we're going to have to recruit because we are going to lose key talent!” And they are right!
So the million dollar question is, “How can leadership work together to understand the need for keeping talent happy and the fiscal responsibilities of the organization?”
Employees have waited long enough (at least that'...
Posted in Lawson on 06 March 2012
Tagged: Lawson
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Compensation Conjecture for 2012
Diana Van Blaricom, Manager - Delivery : 31 January 2012 / 10:19 AM : 0
As 2012 begins, many organizations are looking to keep the momentum going within their work teams. In last week's webinar, “Goal and Performance Management – A Measure Above the Rest,” we looked at the SIMPL formula for motivating employees aligned with the company's strategic objectives.
I wasn't surprised to see that more than half of the attendees responded that they do not use key metrics to communicate with their executives as proof that their programs are really working.
Did you know that you can use the SIMPL formula to help determine how to measure progress even if it is for our own HR initiatives? It's a formula that wor...
Posted in Lawson on 31 January 2012
Tagged: Lawson
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Climbing the Mountain of Talent Management
Diana Van Blaricom, Manager - Delivery : 20 January 2012 / 11:24 AM : 0
The winds of change are blowing. We must be nibble and able to change as workplace conditions change. But one thing doesn't change - the need to properly manage our work and our people.
As HR professionals, we are at the forefront of leading our organizations through economic, environmental and regulatory changes. That's why having solid processes in place for our human resource initiatives is so important.
The key to a solid performance management program is the direct link between competencies and performance expectations. In fact, when the performance appraisal is comprised of various competency components, employees can see a direc...
Posted in Lawson on 20 January 2012
Tagged: Lawson
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Gaining Visibility in the CLOUD of Talent Management
Diana Van Blaricom, Manager - Delivery : 22 December 2011 / 12:30 PM : 1
New year, new you. How about a new organization? It's true that the New Year can bring lofty goals of transforming our organizations, but just like our other resolutions that we make – sometimes we have trouble getting started.
In the second of our Talent Management webinar series, we discussed the importance of having a centralized, comprehensive employee record and noted why it's important to the success of our Talent Management programs:
• The ability to see the WHOLE employee;
• Sophisticated applications that can be “hosted” removing technology barriers;
• The ability to add on features as ta...
Posted in Lawson on 22 December 2011
Tagged: Lawson
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“Think Global, Act Local”
Diana Van Blaricom, Manager - Delivery : 15 December 2011 / 1:09 PM : 1
As organizational leaders, we need to open ourselves to broader thinking with respect to how we manage our employees and other resources. Think global, act local is about seeing the big picture while we tackle small changes within our company. It is how we facilitate the journey towards Talent Optimization.
Similar to small communities that make up each state, province or country, the workplace also has small communities of workers. You just have to step back and see the big picture before you can begin to witness these small communities at work. Do you have a sales team? Community. Do you have teachers? Community. Do you have nurses? Community.
Posted in Lawson on 15 December 2011
Tagged: Lawson
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The Old Struggle to Achieving a "New Normal"
Diana Van Blaricom, Manager - Delivery : 01 November 2011 / 10:14 AM : 1
It’s a familiar struggle. We need the right person to do a task . . .NOW!
How do you know someone is the right person for the job? How do you know that any person is right for their position? Isn’t this the age-old struggle of how Talent Management programs got started in the first place?
It’s an easy question with a tough solution. You need to transform your way of thinking. Well, maybe not YOUR way, but maybe the way your organization approaches traditional ways of getting work done.
It’s a journey, an evolution. You don’t change an organization’s culture overnight, but you can influence it every...
Posted in Lawson on 01 November 2011
Tagged: Lawson
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Talent Management – The New Normal
Diana Van Blaricom, Manager - Delivery : 18 October 2011 / 2:49 PM : 0
The world of Human Resources is influenced by social, political and economic events. As employment has transitioned from industrial labor to a knowledge-based workforce, the landscape of human resources has changed dramatically over the last several decades.
Employees want to feel that they have a career path. Managers want the best people on their team. Executives need to know where their next leaders are coming from and there is an added importance on retaining intellectual capital. But without a cohesive way to track incumbent versus required competencies, executing on talent management initiatives becomes an elusive pursuit. Then, there is the ad...
Posted in Lawson on 18 October 2011
Tagged: Lawson
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