This white paper provides insight into Oracle’s next generation Human Capital Management application, Oracle Fusion Human Capital Management (HCM). Built from the ground up to help you do things your way, know your people better, and work as a team, Fusion HCM rethinks the business of HR to provide value to every person in your organization – from HR professionals to employees and managers. Request Free!
Is your organization using mobile apps for HR yet? Do you know if you should be, or even could? If you want to run mobile HR apps, do you know the best business process candidates to run mobile? Mobile apps for HCM are still coming into their own right, and this article will give help you define a strategy for rolling out apps and understand which HR functions are best suited for them. Request Free!
You’ll learn about which applications and cloud delivery models make the most sense not just for your HR organization, but for your company’s industry and business model. You’ll also gain a better understanding of the myths circulating about SaaS and other cloud solutions, and why an enterprise-grade solution like Oracle Fusion Human Capital Management may make the most sense for your organization’s HR technology needs and enterprise applications roadmap. Request Free!
Aberdeen’s recently published The 2011 HR Executive’s Agenda benchmark report (December 2010) revealed that the top barrier hindering HR’s ability to be strategic to business objectives is ‘too much time spent on day to day tactical activities.’ This was cited by 52% of the HR and business executives surveyed. Previously in Aberdeen’s annual core HR report (August 2010), the third highest ranked pressure driving investment in core HR is ‘regulation forcing tighter compliance’. Aberdeen also found that more than half the companies in that study outsource some HR processes (such as payroll, benefits, etc.) without sacrificing employee service or business outcomes. This Research Report will examine data from nearly 170 companies in the small and mid-size segment (up to 250 in headcount) to determine whether working with a Professional Employer Organization (PEO) is a valid alternative to managing HR processes in-house. Request Free!
In this white paper, Lexy Martin, Director Research and Analytics, discusses the following: Best in Class IT Trends – the importance of talent and HR data unification across the enterprise and impact on the organization’s strategic vision What Does a Unified HCM Solution Look Like? A look at key parts including profile management, analytics, and social networking, unified with the broader ERP solution ERP-based Talent and HCM Innovation and how they are creating real value Talent Management Options by Strategic Requirement – a review of multiple delivery models to best fit customer functionality requirements and cost constraints Request Free!
While effective talent management has always been a key differentiator for successful businesses, the recession forced everyone to reexamine both their internal processes and how best to invest resources in order to maximize strategic growth. Today, the need for cost-cutting and a focus on workforce efficiency are still very much a reality for most companies, while continuing to try and prepare for tomorrow. HR organizations that still silo their talent management process and tools will find they are not only engaging in massive duplication of efforts with regard to data collection and analysis, but are also needlessly limiting their ability to meet the future “talent” needs of their organization. Request Free!
When aligned with the corporate culture and designed to achieve company financial objectives, a total compensation program can encourage employees to feel vested in the journey and can improve retention. This alignment helps an employee understand how his or her work can create personal success and drive financial results for the organization. To create alignment with employees, an organization needs the flexibility to address retention challenges, as well as the technology to support the variations necessary to motivate every employee. Above all, an organization needs to empower managers to become key allies in the fight to retain employees. Request Free!
For managers of small to medium sized businesses, the question of whether to outsource human resources deserves serious consideration. Outsourcing can be a viable management strategy for many companies. Increasingly, both small and large businesses are choosing to outsource some or all of their Human Resources (HR) functions to a Professional Employer Organization (PEO). To help you make the right decision, sign up to receive this free guide and get instantly matched with qualified HR Outsourcing vendors to receive custom, no obligation quotes. Request Free!
Learn how Top Performers use Enterprise Collaboration: To increase employee productivity To manage information overload To improve coordination across geographic / departmental boundaries Large, complex companies have always faced challenges in getting different functional areas or business units to work together for the good of the organization. In the past decade, trends in globalization, technology and the need for an even-faster response to the market demands have exacerbated these challenges. Staying close to the customers grows more complex as markets become global, challenging headquarters to be in tune with needs of far-flung customers. Compound this with customers shifting their communications preferences from the web and email to new social media tools and mobile platforms. Equally far-flung supply chains and just-in-time manufacturing mean companies must also coordinate ever more closely with suppliers and business partners while the consequences of being out of synch increase exponentially. What’s inside? Top 3 reasons Top Performers implement Enterprise Collaboration Top 3 tactics Top Performers use to maximize investments in Enterprise Collaboration Most common challenge Top Performers face with Enterprise Collaboration Request Free!
Study the skills needed to lead a high-functioning team and be prepared to counsel senior management on key personnel issues. Connect to success with a Master of Business Administration from Walden University, recognized by such national publications as U.S. News & World Report, Financial Times, and Latin Trade magazine. Through Walden’s membership in the Laureate International Universities network—one of the world’s largest international learning communities—you will have access to exclusive opportunities and resources. Throughout the program, you will have the opportunity to address challenges within your own business so that what you learn in class has an immediate impact on your organization’s bottom line. You’ll also have access to several tools and experiences that few other programs offer: Industry expertise from contributing scholars An option to pursue field study or study abroad Development of a new business plan or consultation for existing business, with opportunity to win one of Walden’s MBA awards Request Free!
