Onboarding solutions integrate with recruiting solutions so the transition from candidate to employee is effortless. They also integrate with performance and learning solutions so employees can start focusing on their future with the organization. Best of all, they are customizable so the company brand remains front and center.
Onboarding takes enthusiastic new hires and rapidly engages and connects them to the life of the organization. That engagement leads to employee commitment, and their commitment leads to accomplishment.
Offboarding is the strategic process for transitioning employees out of an organization, and unlike onboarding, it is often ignored. According to an Aberdeen report published last year, only 29 percent of organizations have an offboarding program in place.
For decades, learning in a corporate environment consisted of a day or a week of classroom-based training. However, technological advances delivered on the promise of a more complex learning protocol with automated, virtual, and experiential elements. At Connections 2014, SilkRoad’s annual user conference, a panel of learning professionals convened to discuss five major learning themes this year, including integration, mobility, engagement, compliance, and analytics.
It is hard to fault the idea that appraisal reveals an employee’s abilities and a development plan should follow naturally from that. The smooth link looks good on paper. The reality is a good deal messier. It is not that HR is doing something wrong, just that the process is harder than it looks. Understanding why it is hard will lead to better results.
Learning Management Systems (LMS) allow companies to focus on the right component of the learning process – and that is the learning. Administrative activities like registering for training or recording training completion are automated. Required compliance programs can be delivered online, reducing costs. Managers can share training feedback that supports the company’s business goals.
It’s a new day for corporate training and those who manage learning functions. Today, traditional training programs aren’t enough to meet growing demands for better company performance, consistent compliance, changing employee expectations, and cost control.
Performance appraisal reveals employee abilities. A development plan should follow naturally from that. The process, especially for SMBs or fast-growth companies, can be especially challenging. Understanding those challenges will lead to better results.
Today’s emerging talent is accustomed to a 24/7
connected world. Technology for recruiting
college and graduate students has to match that
expectation if companies are going to successfully
land qualified applicants in an increasingly
competitive race for emerging talent.
Over 60% of leaders state that culture is more important to organizational transformation than strategy or operating model. Learn the 4 ways Chief Human Resources Officers (CHROs) can leverage culture to ensure effective organizational change.
Talent Intelligence - Key to US Business Success: Read this paper to learn how HR can provide accurate, accessible talent intelligence and generate insights for Line of Business managers to drive better business results.
Alignment Drives Employee Engagement and Productivity: By a two to one margin, companies surveyed in a Taleo Research study reported the largest risk to their company's bottom line and brand is low employee engagement and productivity.
Nous avons interrogé 300 cadres français. Les répondants provenaient d’un large éventail de secteurs, de toutes les tranches d’âge et représentaient un ensemble diversifié de fonctions, allant de l’ingénierie aux ressources humaines, en passant par la fabrication et la commercialisation.
In the face of an overabundance of numbers, knowing which metrics are most important can be a real challenge for Human Resource (HR) leaders and hiring managers. Fortunately, new analyses from the IBM Smarter Workforce Institute can provide some guidance.
Ever since the publication of the War for Talent in 1997, the stakes for getting things right have been high…and they continue to be a top priority for CEOs. However, an over-reliance on traditional methods across critical human capital management processes may be limiting effectiveness.
Most business owners realize, from the moment they hire their first employee, that human resources (HR)
can be a tedious and time-consuming process. Now is a particularly critical time to ensure that your HR
functions are being properly managed and are compliant. Download this checklist to learn how to navigate the complexities."
Human resource outsourcing is a complex industry with a broad spectrum of products and services that can be bundled or delivered a la carte. This paper identifies the complexities and potential risks for small businesses considering outsourcing HR.