I remember when Autonomy was just a start-up struggling to get their message out. They've come a long way with a broad-based set of product offerings.
Here's a link to the press release.
Thursday, January 22, 2009
AIIM International Expo + Conference
AIIM International Exposition + Conference
March 30- April 2, 2009
Pennsylvania Convention Center
Philadelphia, PA
www.aiimexpo.com
March 30- April 2, 2009
Pennsylvania Convention Center
Philadelphia, PA
www.aiimexpo.com
Tuesday, January 6, 2009
Monday, January 5, 2009
OpenID's future
I read with interest this morning Dave Kearn's last missive from Network World - Has OpenID lost its mojo. I share Dave's concern about OpenID, but I don't think its lost its mojo. There are plenty of site using OpenID and it is spreading. Yes, there are lots of people using Facebook, but in my network I have not encountered a single person or entity using it. I have high hopes that Hardt's move to MSFT will be a positive step for both Infocards and OpenID.
Here's wishing that 2009 will be the year that digital identity management really takes off and we can have platform interoperability and true data portability that allows the individual to be 100% in control of their digitial identity.
Here's wishing that 2009 will be the year that digital identity management really takes off and we can have platform interoperability and true data portability that allows the individual to be 100% in control of their digitial identity.
Friday, January 2, 2009
Retaining workers
Retaining mature workers key to holding off job shortages
As I was reading this article (linked above) it struck me that the issues and tactics outlined to retaining mature workers really are the same that are needed to retain less mature (mature = older, less mature = younger).
The five steps outlined are relevant to all workers, not just older workers. Employees desire to be connected, engaged, appreciated, and fairly compensated. In return they will provide appropriate value and expand the organizations capabilities and collective knowledge. The accomodations outlined for older workers are the same that will attract and retain younger workers - flexible schedules, training, etc.
Why do these supposed "experts" feel the need to create these artificial and incendiary classifications between generations? This approach is divisive and counter productive. We live in a connected world that is cross cultural and trans generational. This calls for connectedness not generational segregation.
As I was reading this article (linked above) it struck me that the issues and tactics outlined to retaining mature workers really are the same that are needed to retain less mature (mature = older, less mature = younger).
The five steps outlined are relevant to all workers, not just older workers. Employees desire to be connected, engaged, appreciated, and fairly compensated. In return they will provide appropriate value and expand the organizations capabilities and collective knowledge. The accomodations outlined for older workers are the same that will attract and retain younger workers - flexible schedules, training, etc.
Why do these supposed "experts" feel the need to create these artificial and incendiary classifications between generations? This approach is divisive and counter productive. We live in a connected world that is cross cultural and trans generational. This calls for connectedness not generational segregation.
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