Published By: SuccessFactors
Published Date: Aug 22, 2012
Now, more than ever, is the time to focus on your people - the key to your future success. Based on work with more than 2,000 leading businesses on maximizing people performance, SuccessFactors recommends 5 strategies that deliver superior results.
Talent management has moved to the top of the CEO’s agenda. In a 2012 global survey of CEOs and CFOs by the Economist Intelligence Unit, 53 percent of these leaders said that insufficient talent within their organization could harm them financially over the next 12 months. The number expressing financial concerns rose to 67 percent at organizations with more than 1,500 employees. Moreover, a full 83 percent of HR and business executives believe that talent programs need to be improved, according to Deloitte’s 2012 report Talent Edge 2020. With statistics like these, it’s no wonder there’s more pressure than ever on HR leaders to make the right talent decisions for their organizations and to source the right talent management systems to maximize the value of their workforce.
Talent management has moved to the top of the CEO’s agenda. In a 2012 global survey of CEOs and CFOs by the Economist Intelligence Unit, 53 percent of these leaders said that insufficient talent within their organization could harm them financially over the next 12 months. The number expressing financial concerns rose to 67 percent at organizations with more than 1,500 employees. Moreover, a full 83 percent of HR and business executives believe that talent programs need to be improved, according to Deloitte’s 2012 report Talent Edge 2020. With statistics like these, it’s no wonder there’s more pressure than ever on HR leaders to make the right talent decisions for their organizations and to source the right talent management systems to maximize the value of their workforce.
The difference between a compliance-driven HR organization and a business-integrated one? An effective talent program. This complimentary white paper shows the six areas to focus on when making a business case for talent. Download it today.
As the world emerges from global recession, it’s clear that today’s talent management challenges are dramatically different from the ones businesses faced even a few years ago. PwC’s annual global survey of CEO found that a full 63 percent of those surveyed are concerned about the future availability of key skills.
How CHROs Deliver Business Impact: Five Things the C-suite Should Know About Talent and How HR Can Deliver It. HR and strategic talent practices can have a significant impact on a business — lowering turnover, increasing employee engagement, retaining your best people, and boosting revenue per employee. Find out what successful CHROs know about creating business impact and leveraging best practices when you download SuccessFactors’ white paper “How CHROs Deliver Business Impact: Five Things the C-suite Should Know About Talent and How HR Can Deliver It.” SuccessFactors knows talent management better than anyone.
Published By: Intelladon
Published Date: Mar 08, 2012
Read this white paper to learn how to combine the best learning management system and talent management application to maximize revenue growth by addressing learning's role in onboarding, performance, succession, compensation and social networking.
How can organizations tap into their workforce to achieve specific business outcomes? The answer - and the future of HCM - lies in the three closely related areas of talent management integration, spaces, and information delivery.
Halogen Software's industry leading talent management suite makes it easy to align your workforce, improve productivity, reduce costs and develop human capital as a competitive advantage.
Most talent management solutions are missing the one critical component that will make positive business impacts a reality - learning. The "Failing to Learn" whitepaper helps outline the best combination of learning management system and talent management application that will maximize revenue growth by addressing learning's role in onboarding, performance, succession, compensation, and social networking.
Now more than ever, organizations must integrate talent issues into the strategic business planning process. With a clear understanding of the needs of the company, business leaders can use the principles of talent management to address capability gaps as part of their overall
management processes. This new focus on "The Business of Talent."
Today, business process automation is a critical strategy used to transform organizations and strengthen bottom-line results. At the front of this movement, human resource leaders are embracing automation to transform every aspect of their company's workforce management, from payroll to core HR to strategic talent management. For HR leaders who are considering automation to transform their people management processes, a crucial step in the early project-planning phase should include gaining a full understanding of the significant advantages offered from true cloud technology. Additionally, those organizations already using automated solutions via on-premise software will want to weigh out the options of switching to cloud delivery for greater efficiency.
Oracle Talent Cloud was developed using a holistic approach, so HR leaders can manage everything from recruiting, compensation and goal and performance management to employee learning and talent review, in a single, cohesive SaaS-based system.
Oracle Talent Cloud was developed using a holistic approach, so HR leaders can manage everything from recruiting, compensation and goal and performance management to employee learning and talent review, in a single, cohesive SaaS-based system.
Oracle Talent Cloud was developed using a holistic approach, so HR leaders can manage everything from recruiting, compensation and goal and performance management to employee learning and talent review, in a single, cohesive SaaS-based system.
Today many HR organizations are struggling with systems that fall short when it comes to meeting the strategic demand for a talented and engaged workforce. This x-diagram illustrates how Oracle Human Capital Management in the cloud is the transformational tool that helps HR bring value back to the organization.
Today many HR organizations are struggling with systems that fall short when it comes to meeting the strategic demand for a talented and engaged workforce. This x-diagram illustrates how Oracle Human Capital Management in the cloud is the transformational tool that helps HR bring value back to the organization.
Today many HR organizations are struggling with systems that fall short when it comes to meeting the strategic demand for a talented and engaged workforce. This x-diagram illustrates how Oracle Human Capital Management in the cloud is the transformational tool that helps HR bring value back to the organization.
Published By: DocuSign
Published Date: Jul 12, 2019
As you know, HR plays a critical role in recruiting, hiring, training, and retaining
the lifeblood of your business: people. But despite HR’s strategic role, it has
traditionally lagged behind other departments in terms of adopting user-friendly,
employee-focused technology investments. Legacy tools and reams of paper
are still often used to prepare, sign, act upon, and manage the overwhelming
document load, from recruitment and onboarding to performance management
and off-boarding.1
The combination of outdated processes and additional
paperwork limits HR staff’s ability to do their most important job: hire and support
employees.
That’s changing as HR turns to the cloud to digitize the agreement process.
According to a 2018 PwC survey of HR executives, 75 percent of respondents
said that they’ve moved at least one HR process to the cloud, while 40 percent
have core systems (talent and acquisition management and HR information
systems, for example) in the cloud.2
And those efforts are
In this how-to guide we lay out the key tactics for getting non-HR leaders to support HR’s talent management agenda. We outline five big principles of persuasion followed by five big tactics specific to communicating the value of strategic talent management.
Dramatic shifts in workplace norms as a result of remote sales teams are now a reality, as field-based personnel perform so many vital selling and strategic account management business functions, more effectively armed with tablets than ever before. Aberdeen research conducted for Sales Performance Management 2012: How the Best-in-Class Optimize the Front Line to Grow the Bottom Line (December 2011), shows that 60% of companies’ sales team members are primarily remote workers. Indeed, in Aberdeen research for Mobile HCM: Workforce and Talent Management on the Move (June 2010), 57% of respondents who track the impact of their mobile recruiting efforts report improved quality and/or size of their talent pool as a result of their work. Does attracting and retaining a quality sales force thus require corporate technologies and processes that are influenced by consumer trends and cultural sea changes? Moreover, are there benefits to enterprises that enable their sales team to work remotely?
