Download this paper and learn about the challenges companies are facing when building SharePoint workflow apps and see alternative offers that will enable you to get reliable SharePoint workflow applications you want - without the challenges of customization.
This paper addresses key workflow limitations in SharePoint 2013 and SharePoint 2010 and what to consider when looking for a third-party product, so you can quickly and easily build the SharePoint workflow apps you need without the challenges of custom code.
Osterman Research wants to make it clear at the outset that we believe Microsoft Office 365 to be a robust and capable platform, one that will serve most organizations well. If your organization is using Office 365, we recommend you continue to do so. If youíre not using it, we recommend you consider it. Microsoft offers a large, varied and growing number of features and functions in Office 365, and at a wide range of price points that will satisfy different markets.
Decision makers evaluating the efficacy of Office 365 to meet their business requirements must be aware of its shortcomings in the areas of data protection, archiving, security, encryption, authentication and eDiscovery (among others) covering workloads like Exchange Online, SharePoint Online, OneDrive for Business, Skype for Business, and Azure Active Directory. An awareness of these shortcomings enables decision makers to plan for the mitigations required to assure the proper business performance of Office 365.
This is the third part of a three-part white paper series. Part 3 describes how to move on from the basic controls and how each organization should decide which, of all the extra security controls available, are right to be brought in next.
HR is critical to a business' success. It's about find the best people at the lowest cost possible and the best possible performance. This new study conducted by HR.com explores what's working for organizations today and the biggest gaps to fill.
The reality of business today means that organizations will have to grow the talent they need when they canít find it. Developing talent internally over the long term will be most of the solution. Youíll want some recommendations in your back pocket when your CEO turns to you for answers. Learning managers will be seen as the go-to resources when it comes to compensating for major skill gaps in talent. By socializing learning, mobilizing the technology, creating strategic stretch assignments, partnering with institutions, and speaking to the bottom line, HR can make learning an integral solution to filling skill gaps in the organization.