Marketers can personalize interactions using information that spans complete anonymity to full authentication, with a middle range in which identified data may be used intermittently.
The distinction between anonymous and authenticated hinges on personally identifiable information (PII)—information that can be used alone, in combination, or in context to contact an individual.
This information includes unique and partial identifiers such as name, address, phone number, and email address, as well as financial, employment, or other data associated with an individual.
Did you know the Department of Labor assessed $82 million in penalties in 2013? Misclassified employees, lack of documentation, payroll errors and employment discrimination lawsuits add up to costly mistakes for healthcare organizations every day. If you’re using spreadsheets to track employee data and relying on disconnected information systems, your organization is at risk of becoming a statistic. This whitepaper will empower you to mitigate risk and ensure your organization can continue to serve its mission.
With the unemployment average decreasing across the nation
and new jobs continually evolving, long-term growth projections
are promising for the IT industry. As the tech industry booms,
so does the tech job market. We took a deep dive into the latest
annual job market data from Bureau of Labor Statistics to better
understand how both the nation and the IT sector advanced and
what this means for the future of tech.
Companies can realize significant savings with an automated absence management system. Download the Optis study to see how one company saved over $8 million by reducing lost time and getting a handle on leave.
When employee absences can make up 36 percent of an employer’s payroll, companies need to manage leave without adding costs. Find out how an integrated system will improve the bottom line and bring people data together.
Integrating leave and workforce data doesn’t have to be overly complicated. With the right plans, you can make the business case to implement an integrated database so you can get the people answers you need.
Finding and retaining top talent is no easy task.
The national unemployment rate is just about as low
as it has been in almost a decade and job seekers are being more particular about where they want to work — and for how much money. In this “candidates’ market,” you need every advantage you can get.
With that in mind, we hope the data in our 2018 Salary Guide will help you recruit, retain and pay employees
at all levels — and win the competition for top talent.