We had many ideas on the future of human resources recruitment and development of ERP.

We were working to understand corporate community in a new way. If we were going to build successful enterprise solutions we needed to understand those markets and requirements. These principles were applied to all projects and paths forward which eventually became Milinx.

ACCOUNT, USER, MAKEFILE, UUCP DATA SYNC

The first “Theme Package” APP1 in our code repository was “Employment Descriptions and Listings” succinc-emp-1.0 which included the Shared Profile & Data Repository setup.

Login APPNET

Create APPNET Account with UUCP Network ID

>Settings>AppNet-Server>Host Address>Port Number

Login APPNET

Select APP Account UUCP Network ID or Hostname “appnet”

Create or Select Login

>Settings>App>Host Address>Port Number

Send Username

Send Password

Select Application or Create Userame and Password.

As an example of how the system could deliver it services we had created a backup code repository which had the files to download and install Minix APP OS 1.1 as well APP1 Usenet Reader using UUCP named “succinet”.

MAKEFILE & UUCP

Makefile.in was designed for each Theme to have unique folder installation based on CNEWS with unique directories. This is also how the Shared Profile & Database Directories & Libraries were defined.

The UUCP commands used to sync files between systems and Users for that Theme Package also synced the BBS Q&A.

Users included APPNET Users or APPNET Accounts. Registered APPNET User Account’s had permission to change Job Descriptions in AppNet Global Data Store which could use UUCP to transfer and copy. Users could also Post using APPPOST and Read Q&A using the same commands as succinc-emp-1.0. The Q&A were incorporated into the Application.

APPLIST - retrieve a list of “application newsgroups” available on the server
APPGROUP - select a specific “application newsgroup”
APPARTICLE - retrieve an “job description and listings” from a Usenet server
APPNEWSGROUPS - receive a list of “application newsgroups” created after a specific date and time
APPNEWNEWS - receive a list of “job description and listings” created after a specific date and time
APPNEXT - go to the next message in the “application newsgroup”
APPPOST - post a message or reply to an existing one
APPIHAVE - tell the server the client has an “job posting” it may want

Account APP Owner Controlled --> APPSENDME - returned list of "job Q&A postings" not yet posted (Moderation)

We were lucky to have the Minix File System available Open Source as well the Open Source Minix 1.0 to customize the Microkernel. Minix APP OS 1.0 connected through the modems and synced data using UUCP script commands for APP1 & BBS.

This simple file system was integral to making this work. It provided us what we needed to deliver a very basic Q&A using our APPNET Server. It was a philosophy as much a model for  development of a complete solution.

We could now create almost any application we wanted in our minds. We could deliver the knowledge needed for Users to access, download and start using. We had a backend that provided Accounts for enterprises to sync their data with the Users. Developing the next generation application was always going to be a work in progress. It also provided a future, pushing us to develop many pieces that became a more mature product and service called Milinx.

Recruitment can provide confidence your organization is growing with a clear message and goals. In some cases teams can take their foot off the gas if they think the team is not pushing to the next goal, or in need of new talent. Add in career advancement and training with the message and you can communicate you are building knowledge and intelligence for your industry. Your vision and leadership can contribute and add value if managed properly pushing teams to perform at their best and creating new mentors for new candidates.

It needs to be addressed lifestyle changes are causing ripples in the old models. Remote desk and 4 day work weeks are rising to the top of the list. Team leaders need to communication quickly with team members with a useful responses to inquiries. No longer is an Enterprise CRM holding your corporate culture together. You need to develop a community, a social framework.

The KPI’s are the first step to understanding your organization or team. The time you spend setting up the methods to gather this information or knowledge will pay back many times over. Here is a list of some of the top level KPI’s you should consider and a brief description of what they mean and how to implement. In the end it is employee or team member morale, corporate or organization reputation and productivity that will drive you forward. The fuel of your success.

Two KPI’s that use base metrics to generate these numbers are happiness and cost. These are basics within retention and can help provide some help in creating alerts for team leaders of overall effect of department changes, deficiencies and performance results.

Employee happiness/satisfaction can be measured on a basic level with quick analytics of KPI’s. After psychological profiles your team leaders or department heads should assist in defining granular KPI’s they deem necessary for new recruits. This will help understand their team philosophy and what they think matters for their teams members.

A team member that is unhappy can cause more damage then just resigning. They can interact negatively with other team members, clients or customers. By watching for signs of unhappiness and jumping on these quickly you can reduce the costs to the organization. In some cases you can fix the reason they are not happy. Either way it is important to create a metric that is related to the recruitment and candidate process that helps identify unhappy employees as fast as possible. Even the low performers. As they say your organization is only as strong as your weakest employee or team member.

Costs: The basics of any organization are costs and revenue. It is a simple dynamic that should be known to all team members. The process of finding, recruiting and onboarding is a very important capital expenditure to track. When you pull the trigger on increased recruitment it is going to take resources that could be used for other needs for your organizations success.

So at a high level:

• Time and expense to recruit candidates
• Cost to onboard and train
• Costs of departed employees

You need to understand how decisions within your team can impact costs. You need the information to understand the costs of recruiting and how to improve efficiency in your HR Department processes.

The cost of a departed employee or team member can include many factors such as team morale, negative impact on company's reputation, the missing resource as the new candidate gets up to speed, organic adjustments to details of their role to name a few. The factor that is much harder to see quickly is whether the process has had a weakening on the culture.

Community “Social” with supportive team members can be the glue that holds the team together during this transition. Optics on both work and lifestyle of the new candidate can help identify much quicker any stress points. Helping the team members feel they matter and are part of the solution and future a success when achieved. People want purpose, they want to be recognized and to know the goals of any new recruit and how to make them successful as it benefits the whole organization.

Some KPI’s you need to setup to help you create a quick overview of any problems in your organization or teams are:

• Overall retention rate: percentage of employees who remain with an organization over a certain period
• Overall turnover rate: the percentage of employees who have left the company over a given time frame
• Voluntary turnover: voluntary departures: voluntary departures, divided by the average of the total number of employees
• Involuntary turnover rate: employees who are fired, laid off or otherwise terminated
• Average length of employment: average tenure of an organization's employees
• New employee satisfaction rate: turnover among new employees tends to be even higher than for long-term employees, so it’s important to regularly monitor their satisfaction early on.
• New hire retention: the number of employees who leave within their first year
  Turnover rate by department or manager (and by position): turnover by department or manager can help identify the areas or people on which to focus
• Retention rate for star employees: weigh the loss of a top employee more heavily than the loss of average or lower-performing employees when calculating turnover and retention rates
• Retention rate for low performing employees: retaining too many low-performing employees can impede an organization's performance

We are working on a new model for recruitment and retention that uses a new ecosystem and more realistically deals with the new paradigm of remote workers and 4 day work weeks. Many factors are pushing the forces of human resource management including aging population and social which has lead to the ability for team members or employees to communicate publicly what would have been dealt with privately in the past.

Intelligence from the source, the teams or employees, is critical for success in almost all areas of the organization including HR. Surveys can be extremely valuable tools to find issues before they become problems. A portal with surveys focused on the needs of your team is a great tools to understand the health of your enterprise and create realistic goals for your members and organization.

Long term sustained performance requires a team that is motivated and believes in your solution. To achieve sustained performance means your need to keep evolving and understanding the stress and needs of your team while they achieve the goals you place before them.

Eliminating turnover can actually create a culture of submission and compliance, versus one of pushing the limits and achieving the impossible. With the new tools in the marketplace there is less need for place holders. Today you need leaders, thought and solution. The landscape is changing. Education and experience are no longer the only filters.

A survey system does provide something you can see quickly. A system that can help you identify issues, like an alert system. In terms of recruitment and retention it is just that, metrics. So what are the KPI’s or Key Performance Indicators.

To provide alerts using KPI’s you need real objective performance intelligence to understand the nuances of each benefit for the organization and team member.

Your workforce in most cases is made up of real people within an organization, with lives, passions, responsibilities and goals. The work culture is not all that different from a lifestyle culture and if you wish to have a valuable long term team member you need to understand how you can make both work together and optimize results. Use HR tools for repetitive tasks and to organize and store information. Use these tools to generate strategies for growth by understand their needs for optimal perfromance.

KPI’s can help provide data for many facets of your organization including HR. Team turnover can drain resources. You can prevent most turnover and foster positive results with community or culture. Understanding your organizational needs in almost real time with dynamic pools. Create flexibility and exciting career paths with new technology. These tools are evolving and we have information in the Innovation and Next menus that can give you an idea on interim direction. We have a longer view and will release news as it develops to help you stay at the forefront of this important component of your organization, HR.

Things are changing dynamically and outside of many organizations control. It is time to look at a new way of thinking. AI and automation helps. Dynamic response channels can make the difference in this new digital world. This industry needs a new vision. We hope you like what we see. We believe it is a much better future for all which includes You!