Published By: Globoforce
Published Date: Nov 06, 2013
As human capital becomes the foremost challenge for companies worldwide, employee engagement has become an important strategy for success.
In this report, more than 800 HR leaders and practitioners share their perspectives on innovations and technologies that are changing the way people are managed and measured.
In this white paper, we explain the process of defining and using competency models to jumpstart talent management initiatives as part of a Human Capital Management (HCM) strategy, and how software tools can automate these processes.
Published By: Skillsoft
Published Date: Sep 25, 2013
The face of corporate learning has changed. It is no longer possible to develop your human capital with a single approach. Today’s corporate environment calls for out-of-the-box thinking, incorporating the advantages of many types of learning to benefit your company’s single biggest investment — your people. Evaluating the ever-growing corporate learning solutions that are available enables you to obtain full benefit from your learning programs by selecting the range of learning resources that best match your strategic corporate goals. This handy guide will help you navigate the growing number of learning solutions and equip you with 8 must-ask questions as you develop a learning program.
The multigenerational workforce, compliance requirements, and new technologies are the top trends affecting human capital management today. This white paper explores the need for HR leaders to develop new strategies for managing the increasingly diverse workforce, and the role workforce management technology and HCM tools will play in its success.
Every organization strives for a workforce that is engaged, inspired, and motivated to perform at its best day in and day out. But what is the reality?
According to Gallup, only 13 percent of all employees worldwide today are engaged in their jobs — an alarming statistic given the importance of the workforce in fueling growth and meeting other key enterprise goals. Employees are typically an organization’s most vital (and expensive) asset, and when they are disengaged and/or disenfranchised, the ripple effects across the business can impact your profitability and branding.
In fact, each employee generation — and each individual — has unique needs and expectations regarding work. So how do you engage and inspire them? It requires a creative and differentiated approach that accounts for the unique characteristics and requirements of each generation.
Fortunately, new human capital management (HCM) technologies are available today that can help you optimize employee engagement across a
Almost every business leader will say that people are their most important asset, but few do anything about it. If you are going to take this viewpoint seriously then human capital planning is crucial. Read on to learn about 10 principles to follow in order to build an effective human capital plan for your organization.
Published By: DB Squared
Published Date: Sep 21, 2016
Compensation can be a complex and challenging course to navigate. You, the HR professional, are required to accurately map out your organization’s compensation program to effectively retain and recruit high performing human capital for your organization.
Here is your step-by-step guide to building and refining your classification and compensation program, providing the key elements required for your compensation plans and for keeping your company aligned with the talent market.
By analyzing and reporting on the full range of human capital management (HCM) data, business intelligence (BI) uncovers the insights executives need for smarter staffing, planning, and budgeting decisions.
With the right metrics, HR can not only deliver additional value, savings, and increased productivity to the business, but also can more clearly articulate to the CEO and executive team the vital role HR plays in business success.
There are countless ways to measure workforce intelligence, but just tracking soft measurements such as "improvements" isn't enough. In order to get the attention of senior management while positively impacting business results, HR must challenge the way it uses workforce intelligence. To provide more meaningful analytics that help drive business success, HR should rely on metrics that focus on business goals, establish revenue impact, and anticipate future trends in the workforce.
This e-guide will allow you to explore some of the most valuable reports and tools that HR professionals can turn to when delivering data to executives. Additionally, uncover tips for more effectively utilizing your workforce data to make fact-based decisions about human capital investments as they relate to business and financial objectives.
Published By: Skillsoft
Published Date: Nov 15, 2012
As larger vendors begin assembling the pieces of an end-to-end human capital management platform, their focus has largely been on the integration of learning management system (LMS) functionality into the overall process. But this misses a key point.
This report, created in conjunction with partner Human Capital Institute (HCI), is based on an extensive survey of more than 600 global organizations. It examines the far-reaching economic impact of talent intelligence.
Human capital management solutions can help organizations meet the challenges of managing multiple generations. Learn about HCM strategies such as using mobile technology to optimize communication; offering flexible working hours for work-life balance; managing employee absences for stronger compliance, cost control, and employee well-being; and using analytics for workforce insights.
Facing a more competitive global business landscape with available talent across multiple generations, the challenge to recruit and hire the best workforce today is critical.
Changing workforce demographics are creating skills gaps and putting pressure on employers to source top talent. Learn how human capital management technology tools could be the key to stronger recruiting and hiring.
Engaging Employees through a Unified Platform
Learn how simplifying processes with a unified HCM solution can help you better manage all employees and remove barriers to optimal engagement.
An engaged workforce is satisfied and productive. To make this a reality for your organization, you need a human capital strategy that can help you think strategically about managing, engaging, and retaining your entire workforce.
However, in many cases, the systems that manage human capital alienate rather than engage both employees and managers — making it challenging, for example, to easily access schedules or paystubs without having to call HR or do self-service assessments of career path options.
Implementing an effective HCM strategy supported by the right workforce technology can save your organization time and resources, improve the management of your people-related processes, and drive greater employee engagement.
Published By: Paychex
Published Date: Nov 29, 2016
With the accelerated pace of business, it’s become more difficult for human resource (HR) departments to adapt to complex, changing human capital management issues such as recruiting and retaining highly competent workers, managing talent, developing leaders, and leveraging a multigenerational workforce.
In research conducted by the Society for Human Resource Management (SHRM), talent management
ranked as the top priority among the HR professionals surveyed, with 64% ranking their company’s performance as neutral and another 30% ranking it unfavorably.
In fact, four out of 10 said their employers didn’t even have a designated individual for managing talent. But, what does “talent management” actually entail?
In this ebook, we’ll take a look at each of the major areas of concern for HR departments and present information that may be applied to your own organization.
Published By: Silkroad
Published Date: Jul 26, 2016
An employee’s first few days are critically important, not only because organizations need to get their new hire up to speed as soon as possible, but also because the initial days at a new job hold huge influence over an employee’s decision to stay with the company long term.
While onboarding has typically been geared toward new hires, organizations are now also onboarding transitional workers, to better prepare those moving into managerial or executive roles.
Human Capital Media — the research arm of Chief Learning Officer magazine — partnered with SilkRoad for the “2016 CLO Innovations in Onboarding Survey.” We examined best practices in onboarding to answer these common questions, and more:
• How do organizations define onboarding and how it fits into their overall strategy?
• Who is involved in the process and how does technology enhance onboarding efforts?
• What are examples of successful onboarding outcomes?
See what we learned by downloading this report today!
Published By: Workday
Published Date: Mar 02, 2018
Workday Student is an end-to-end student and faculty lifecycle information system that
works seamlessly with Workday Financial Management, Workday Human Capital Management, and
Workday Grants Management to unite the entire campus under one current, configurable, easy-to-use
Published By: Workday UK
Published Date: Mar 15, 2018
For both finance and HR, this separation is often driven by organizational obstacles, disparate systems and data sources, regulatory uncertainty, and a lack of complete visibility into the business. As Joseph Fanutti, CFO of Bill Gosling Outsourcing, says of his own organization’s challenges, “Finance operated its own silo, HR its own, operations its own. There was a lack of consistency in terms of how we viewed the business.” He recalls, “Numbers were always challenged, no one could agree on metrics, and people couldn’t agree on what actions to take going forward.”
If this situation sounds familiar, that’s because it’s commonplace across organizations the world over. Strategic uncertainty and incomplete data are symptoms of a larger problem: a lack of unification among finance, HR, and operations teams. Managers need to make financial and people decisions in tandem, yet traditional systems store this information independently. This separation creates multiple versions of the same u
It is the Leaders challenge to create the circumstances that stimulate improved performance and execution from the people within their organization. The key question for business leaders is not "why" high performance but rather "how"?
Gartner’s Critical Capabilities for Human Capital Management (HCM) evaluates solutions in the context of specific, important use cases and provides a comparative analysis. SAP SuccessFactors received highest use case scores for Core HR+Talent HCM Suites for Larger Global Org and European HQ’d Midmarket HCM Suite.
This IDC Vendor Profile describes FinancialForce.com, a cloud applications company with financial management, ordering and billing, human capital management (HCM), professional services
automation (PSA), and supply chain management (SCM)
solutions built on the Salesforce1 platform and a 36-year heritage of building financial management solutions at UNIT4 (the former Agresso and CODA products). FinancialForce.com's accounting solution, launched in 2008 as CODA 2go, was the
first on - demand financial system built entirely on the
Salesforce1 Platform. Backed by Technology Crossover Ventures, Advent International, Salesforce Ventures, and UNIT4, FinancialForce.com's applications continue to be the leading finance and professional services solutions available as native Salesforce1 applications on the AppExchange.