workforce management

In this paper, we discuss why a bring-your-own-device (BYOD) approach to workforce mobility can be a compromise-free approach, and then how the combined capabilities of Samsung KNOX and Enterprise Mobility Management from AirWatch by VMware turn this compromise-free approach into reality.

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.

In this info graphic, you will learn how the workplace has developed over time. The hours, ways and means employees work has become increasingly flexible. Stay ahead of evolving business needs with communications that enable people to work the way they want.

The IBM Employee Experience Suite helps organizations leverage social software and real-time collaboration to deliver a personalized employee web experience across many channels. This white paper from IBM, showcases five organizations that are strategically integrating emerging social software and tools with their existing investments and seeing measurable results in return on investment.

The Smarter Workforce Accelerator uses a structured model that helps you understand your current capabilities and those that you need to develop to achieve your Smarter Workforce objectives. The assessment focuses on your current environment and capabilities such as scouting talent, recruiting talent, leadership development, and your work culture and methods. Each capability is assessed using an objective framework that defines the characteristics of an organization at each level. This approach helps you understand: • Your current and desired capability levels • Your organization’s relative maturity compared with the competition and leading practice • Business opportunities and priorities resulting from the capability gaps

Engaging Your Employees & Improving Adoption and Retention of Key Business Messages Today's Corporate Communications leaders are tasked with making their employees smarter about your company's business, elevating their engagement and knowledge around your brand in ways that are impactful, memorable and enables retention of the key messages. Yet in a recent CMO Study conducted by IBM Institute For Business Value, only 20% of CMO's believe that the corporate character and brand are fully understood by the organizations employees. Join us for a 60-minute webinar to discover how how other companies are successfully creating advocates out of their employees and help them to better understand their corporation's key messages through the use of new and exciting technologies.

Using social technologies, organizations can develop a workforce development program where employees can develop skills on the job by collaborating with experts and sharing tacit knowledge. This white paper shows how organizations that develop a social learning program can improve employee engagement, reduce attrition and decrease the amount of time employees waste searching for expertise and information.

In a “talent-constrained” economy, attracting and engaging highly talented people, developing globalleaders, improving and sharing new skills, and keeping people aligned and working together are major challenges. In this report, we discuss how new approaches and a new science of human resources have emerged to develop a “smarter workforce,” resetting the bar on talent, learning, and leadership strategies.

This white paper from IBM, showcases five organizations that are strategically integrating emerging social software and tools with their existing investments and seeing measurable results in return on investment.

The IBM Employee Experience Suite helps organizations leverage social software and real-time collaboration to deliver a personalized employee web experience across many channels. This white paper from IBM, showcases five organizations that are strategically integrating emerging social software and tools with their existing investments and seeing measurable results in return on investment.

Managing a rapidly evolving workforce with outdated tools and manual processes drags down HR. It saddles you with too many administrative tasks, and can keep you from focusing on what you do best: engaging with employees.If this sounds like your current reality, then it’s time to evaluate your workforce management system. Download this new eBook to learn:

Based on data from more than 200 organizations in Brandon Hall Group’s 2014 Workforce Management Study, this paper reviews the evolution of time and attendance, the impact of automation and integration, and the key role time and attendance solutions play in managing and measuring today’s workforce.

To learn more about "lean labor" and how it can benefit your organization, watch "The 7 Wastes of Lean Labor." This video provides an introduction to lean labor by describing the wastes all manufacturers face and how these same challenges apply to your workforce.

Since the cost of staffing in most call centers is between 60 and 70 percent of the total budget, the incremental benefits of selecting the best solution for your operation and implementing it successfully are significant. Companies in the market for a workforce management tool today face a mind-boggling array of choices. Automated workforce management systems range from quite simplistic to highly complex, with a wide range of price tags to match. This paper will help contact center managers navigate the choices.

Customers and business leaders alike demand a great deal of contact centers which cannot easily be met using the simplistic approaches used to develop early, isolated contact centers. In order to provide a top-shelf customer experience, contact centers must adopt sophisticated processes which can evaluate and route calls quickly and effectively to the right agent, and which schedule agents based on their abilities as well as predicted call demand.

As more companies seek out performance management capabilities to gain a competitive advantage or keep pace with rivals who have already established an edge, the decision to build or buy a performance management solution must be considered. This paper will walk readers through the pros and cons of the build versus buy debate in order to help make practical business decisions for long-term success.

By 2011, IDC expects mobile workers to make up 73 percent of the total U.S. workforce. Whether mobile employees are out in the field or at home, sitting in a satellite office or constantly on the go within a corporate campus environment, they're going to need an effective way to stay connected and productive.

In the 2014 Workforce Talent and Workforce Management Outlook survey, Human Capital Media Advisory Group, the research arm of Workforce magazine, in partnership with Cornerstone OnDemand set out to discover where HR leaders are seeing their greatest successes and feeling the greatest pain. Additionally, we explored how HR leaders are setting priorities for the coming years. While there are surveys that address how the needs of HR vary, many focus on the difference between small and large organizations with the assumption that midsized organizations are similar enough to large organizations not to require extra focus. To get a different perspective, we looked specifically at how the HR function in midsized organizations compares to their much larger counterparts. Are they as similar as is popularly believed?

To get the best performers and strongest leaders, proper performance evaluation processes and training opportunities need to be available. Organizations who utilize performance reviews and eLearning are more likely to experience: • Higher engagement and productivity • Increased career mobility • Increased ability to manage compliance training • More millennial recruitment Interested in learning how to attain such benefits? Download How to Maximize Workforce Growth with integrated Performance Management and eLearning.

It’s a fact: when companies employ newer talent management tools, they see reduced hiring times and higher retention rates. But what features, tool, and apps should you look for when shopping for a next-gen talent management system? Download “How to Conquer Your First Talent Management Purchase” and learn: • The fundamentals of talent management software (and why you need it!) • How to make the talent management business case to key business units • What to look for in a talent management software provider • Why a "unified" system drives tangible workforce growth Check out this brief on how to conquer your first talent management purchase today!

In this case study, you'll read about American's search for a time and attendance system that provides much more than only time savings.

In this case study, you'll learn why ATCO Rubber Products, Inc, the world's largest manufacturer of flexible ducts used for heating, ventilating and air condiitoning systems for residential and commercial applications, upgraded to AsureForceT Time & Labor Management.

In this case study, you'll learn why Mr. and Mrs. Evans decided to go with a more flexible and cost effective alternative for their human resources system, AsureForceT Time & Labor Management Solutions.

In this case study, you'll learn how DPT's research into time and attendance systems lead them to Asure Software. After reviewing various vendors, DPT selected Asure Software as their vendor and partner because they knew AsureForceT Time & Labor Management Solutions would provide accuracy and room for company growth.

Key financial stakeholders for Lowenstein Sandler were looking for a solution for tracking employee time that would eliminate paperwork and increase efficiency and productivity. As a result, they settled on AsureForce Time & Labor Management.