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.
Employees and managers face challenges and pressures each day that make work unnecessarily complex and unproductive. This complexity can stand in the way of achieving business goals and prevent employees from delivering the value they want to bring to the workplace.
This Coleman Parkes and Workforce Institute at Kronos report highlights key findings and discusses the roles leadership, technology, and talent management play in optimizing workforce engagement for sustained competitive advantage. Learn about the challenges, opportunities, and costs of employee engagement — or lack thereof — in organizations today, and how small changes can go a long way toward engaging employees and ultimately drive business success.
It’s time to think more strategically about your entire workforce. Learn the benefits of a unified approach to HCM and workforce management. In today’s competitive and rapidly changing business environment, sustained success requires a total HCM strategy that focuses on managing, engaging, and retaining your entire workforce — both hourly and salaried employees alike. It also requires a single, unified technology platform that enables managers to successfully execute on that holistic strategy for improved operational efficiency, higher employee engagement, and better business outcomes.
When it comes to time, there never seems to be enough. Just ask any payroll professional. Time constraints are nothing new, but what is new is how payroll professionals are tackling the challenge. They are discovering how to strategically leverage today’s best-of-breed human capital management (HCM) technology to better manage the expectations and demands placed on today’s payroll teams to achieve greater business results. By investing in an HCM solution as an integral part of their workforce management strategy, businesses can align and create efficiencies within three core areas of payroll — compliance, processes, and data visibility. This will free up time for an already over-burdened payroll team that can add value, deliver on actionable real-time data, and execute on company-driven projects that can impact organizational goals and improve bottom-line results.
Join Mollie Lombardi, Vice President of Aberdeen Group's Human Capital Management practice as she shares the latest research findings on how workforce management solutions can help the SMB improve productivity and business results.
Kronos commissioned IDC to conduct an independent ROI analysis of its InTouch time clock. InTouch, in addition to time capture, allows employees to check their hours, schedules, and time-off balances and to request time off right on the device. Download this paper to learn more.
Few things matter more to business success than human
capital. The right mix of people, skills, and culture can create
competitive advantage for companies, reshape industries,
and drive prosperity across regions. As a new generation
joins the labor market and employment options evolve in
an increasingly global and knowledge-based economy,
effective workforce management is a strategic imperative.
Opportunities abound in this new environment, for both
employers and employees—but so do risks.
Today, the most important asset for employers is their people. With recent advances in workforce analytics, cloud technology, social media and mobile communications, and talent management applications, HR staff can provide greater long-term value to their organization.
This paper outlines how HR can make use of these technology opportunities to benefit the entire organization.
Providing healthcare is a global, multi-level proposition that transcends single providers. The stakeholders in Cerner’s world are not only clinicians, hospitals, and medical device partners but another whole world of consultants, researchers, and industry experts. Cerner leverages Jive Social Business Software to address a number of their key social business imperatives, including accelerating innovation and providing community-based support. They put Jive to work not only to make their own business operations more productive but to connect priorities and people outside of Cerner to solve broad healthcare issues for the greater good.
How can human resources partner with IT to drive communication and knowledge-sharing while supporting business objectives? In today’s distributed workforce HR can embrace social business, taking the lead in defining new HR practices to support the changing workplace landscape and foster innovation and integrated employee networks.
As of January 2011 there were 600 million Facebook users and 200 million Twitter users. Many millions use social services, from sharing photos via Instagram to sharing files via Box.net to via SlideShare. So how many of your employees use social media? A lot. That’s because social has become a normal tool used to manage and organize our lives. Social tools are flexible, efficient, effective and easy to adapt for personal and business uses.
While a talent management strategy that unifies every phase of the employee lifecycle is critical to building a resilient, engaged workforce, it’s only the beginning. Getting the most from your people—while keeping them engaged and committed—takes not just talent management but talent mobility.
Want to learn more? Start with the free white paper from Cornerstone OnDemand.
Download the complimentary guidebook and learn how your organization can achieve this kind of return through optimized scheduling, ensured compliance, improved productivity and real-time data analysis.
Contact centers face a tall order: Deliver stellar service and real-time response to customers, and still get more out of the workforce without risking burnout and turnover. Lori Bocklund is president of Strategic Contact, and Rachel Wentink is the senior director of Product Management for Interactive Intelligence, and when they discuss how to optimize agent performance and offer outstanding service, it's worth reading.
To create a successful workforce management deployment, the first step is to evaluate your WFM product and determine how you'll use it along with the processes and best practices that support it. Next, consider how your ACD is configured, what type of forecasting and scheduling practices you'll use and goals for various metrics including schedule adherence. For more insights, read how to get the most out of workforce management.
Learn about how your contact centers are a world of innovative and intricate technology and how with the right analytical tools you can maximize your organization’s potential by optimizing your customer’s experience.
Customer Experience (CX) and Net Promoter Score (NPS) are two of the benchmark measurements companies now use to gauge customer satisfaction. And to understand how budgetary decisions impact CX and NPS outcomes, companies are turning to advanced contact center technology for strategic planning and big data. But business requirements to manage these outcomes successfully must incorporate back-office operations as well as the contact center. Read why.