These are priority questions you should move to the top of your list. Use these must-ask questions as a checklist in your research. The answers wil guide you to pick the best HCM solution for the greatest value, effectiveness, and long-term use.
Gain a clear understanding of what workforce analytics are and how they are integral for strategic planning to support your company's overall strategies from the creators of Human Resource Executive's 2010 Top Product, Aquire InSight.
Employers have seen employment laws change at a breakneck pace over the last few years - a trend sure to continue in 2012. We've asked our Director of Compliance and attorney-at-law Paul Kramer to help us navigate through a slew of recent (and coming) regulatory changes.
We will go over a brief introduction of what workforce analytics is, and take a look at why it is sometimes so difficult to get the information we need out of our HR or Business Intelligence systems. We will also dive into the important metrics we should consider as HR professionals and what metrics will ultimately drive your business forward.
SHL's Global Assessment Trends Report provides human resources professionals and those interested in learning about global assessment practices a comprehensive look at how organizations around the world measure talent.
Firms must use metrics to ensure recruiting practices are delivering results. These metrics cover monitoring career site performance, owning sources of talent, leveraging free sources through SEO, measuring social media performance, and utilizing mobile interfaces and tools.
Read to learn how talent managers must search for pivotal roles, value competencies, identify talent pools, build a talent pipeline, speed up new hire onboarding, and become a catalyst for a high-performance culture.
Many healthcare organizations struggle with staffing, tracking certifications, managing turnover and other HR issues. How can you manage it all? This two-page article outlines three top challenges and possible solutions. Reading it will provide you valuable insight into addressing training and certification challenges, approaching staffing shortages and high turnover rates, managing payroll and time-tracking issues, and help your organization focus on providing the best patient care.
In this report by Forrester Research, find out what 120 executives in the US with influence and decision-making responsibility regarding healthcare management do to manage costs and increase employee engagement.
"In this Constellation Research report, Principal Analyst Doug Henschen examines how Indiana manufacturer Steel Dynamics cut skyrocketing healthcare costs by turning their employees into informed healthcare consumers, saving millions.
This inside look details how Castlight's health benefits platform provided Steel Dynamics employees with the combination of pricing information and quality measures they needed to make their own smart healthcare decisions. Download now to get the key takeaways and recommendations.
"In this eBook from Castlight Health and Jellyvision, you will learn:
• How to influence employee behavior through careful and personalized messaging, curated content, creative incentives, and more.
• What the top U.S. organizations are doing to boost benefits engagement and guide employees along the path of health care consumerism.
• How to put your organization’s technology to work toward your communication goals to meet employees on their level."
Traditionally, people have called what you do “benefits management.” But you deliver much more than that. You’re charged with managing both the well-being of your employees and their families, and the health of your business.
Download this white paper to gain a clear understanding of:
Where current employee scheduling practices fall short
5 concrete ways to empower employees and improve engagement through scheduling
Essential manager tools to look for in any workforce scheduling tool
What to expect from scheduling improvements
With the pace of human resources technology solution development progressing quickly, HR leaders need to gain a solid understanding of the HR system options available. This tool is designed to help HR leaders build a business case for investing in next-generation HR systems to meet the growing HR demands of your organization. Demands include interfacing or integrating data, incorporating social and mobile technologies, and providing an employee experience that grows from the experience given to candidates.
Employers want to recruit and hire the best talent in their industry and avoid making costly hiring mistakes. But what if your organization’s internal processes aren’t set up to support efficient and effective hiring? If HR lacks the support they need to effectively manage online applications, screening, applicant tracking, hiring, and reporting, they may end up making poor hiring decisions that could impact your organization's employee engagement and business results.
The use of manual, outdated payroll processes can result in paycheck problems that weaken employee engagement and potentially cause them to quit. Smooth payroll operations support employee engagement initiatives and allow payroll staff to focus on higher-level business goals.
Learn how to get your entire organization working on the critical tasks that will move your business forward. Download the complimentary eGuide, "Driving Success: The Incredible Power of Company-wide Goal Alignment" today.
Published By: Achievers
Published Date: Jan 17, 2014
Download Achievers white paper, Unleash Employee Success to stay abreast of changes in the kinds of recognition that employees expect and that motivate them. Based on real-world experience, this paper will explain how you can use recognition to engage and motivate these generations in your workforce.
Published By: Achievers
Published Date: Jan 17, 2014
Knowledge and strategic relationships fuel many organizations in today’s rapidly changing, global economy. As such, organizations need to leverage the individuals—and their networks—that possess the most relevant knowledge, whether they are current employees or are only loosely connected to the organization. To do this, organizations should create and leverage peer collaboration networks that enable them to identify and connect with individuals who have the unique skills, knowledge, and capabilities these organizations need. Bersin’s Research, Why Reputations and Networks Matter in the Open Talent Economy, indicates that this approach works in driving value—organizations that have effectively used internal reputation networks and profile databases have been able to increase key metrics such as employees’ time to productivity and innovation levels.