It’s January, and we’re starting another year in a brand new decade. Like many of you, I’ve made some personal resolutions, but I also like to include professional resolutions. A few years ago, I resolved to use internal communications as a way of creating meaningful connections between employees and the organization. I didn’t know how to begin, so I ended up abandoning the goal and becoming one of the millions of people who give up on their New Year’s resolutions. That did not sit well with me, so I took some time to determine what went wrong. I quickly realized my original goal had been too broad, and if I wanted to be successful with my communications resolution, I needed to simplify my approach. My solution? Ask these simple questions. Continue reading “Sharpen your 2020 communications strategy with a simple New Year’s resolution”
Posted by Marty Marchetti on July 3, 2019.
The business case for cloud-based human capital management (HCM) systems can sound pretty compelling. What CHRO wouldn’t want fast access to the latest advances in HCM technology at a lower overall cost? But my colleagues and I help companies make the move to cloud HCM, and we often get a firsthand view of the mismatch between expectations and reality that was revealed in Deloitte’s 2019 Global Human Capital Trends study.
The final second ticks off the clock and the stadium roars with applause; the confetti streams down as a champion is crowned. This is the joy that players are playing for, the excitement fans are cheering for, and the success executives and owners are expecting. That said, what about the administration and staff that provide support away from the limelight? How are they being positioned to succeed in their roles and deliver these championship efforts day in and day out? Sports organizations, like other businesses, are facing critical human capital issues related to the future of work, the rise of the social enterprise, and the workforce’s increasing expectation for an irresistible employee experience. To excel in this disruptive environment and be well positioned to adapt in an ever-changing industry, sports organizations must reevaluate their priorities and adopt a holistic approach to managing human capital and driving performance.
As robust M&A (mergers & acquisitions) activity continues in the market, many business leaders in the process of completing a divestiture or acquisition find themselves operating organizations through states of high disruption and ambiguity. During these times, emphasis on speed and the day-to-day activity needed to complete a divestiture or acquisition often hides opportunities to unlock value and position an organization for strategic growth. One example of these potential value drivers: implementing an HCM (human capital management) cloud solution.
Posted by Gary Cole on August 2, 2018.
One aspect of HCM cloud solutions that attracted early adopters was the promise of a “controlled” environment that forced organizations to adopt standardized business processes and data. This standardization certainly is a benefit to moving to a software as a service (SaaS) model; however, one reason for touting the benefits of a controlled environment was because that’s what the solutions were initially. Over time, these systems have evolved and now give customers the ability to extend functionality through platform as a service (PaaS) capabilities. Oracle and SAP SuccessFactors already offer PaaS options to their HCM customers, and Workday is in the process of releasing its PaaS solution to the market. Here’s what you should know.
A new perspective for understanding workforce investment, risk, and value
Considering how much company spend and risk is tied to employees, it’s surprising that organizations seldom use the same rigor for human capital investments as they do for business investments. All too often, the question we hear business leaders ask is, “How do I reduce human capital costs?” What leaders should be asking is: “How do I ensure that I get appropriate value from the money I’m willing to invest in my people?”
Posted by Randall Crowley on July 27, 2017.
Today’s workforce management tools can do more than simply track time and attendance: they’re helping to guide management to make more informed workforce decisions and connect with employees in more meaningful ways.
Automation and artificial intelligence are hot topics these days, to the extent President Obama has recently started to position the future of smarter technologies as a critical topic for his successor to address.1 This transformation has broad impacts, but the changes expected in the HR function and the overall workplace are of significant interest.
Crafting the HR customer experience: An ongoing series
The business imperative
Two-thirds of companies believe complexity is an obstacle to business success and a barrier to productivity.1 Design thinking takes aim at the heart of unnecessary workplace complexity by putting the HR customer experience and moments that matter first—helping to improve productivity by designing solutions that are at once compelling, enjoyable, and simple.
Putting the puzzle pieces together
Posted by Juliet Bourke on February 26, 2016.
The discovery of DNA, the breaking of the German Enigma Code, the development of the Black-Scholes Options Pricing and Charles Darwin’s theory of natural selection. Seemingly disparate moments in science, war, and economics—but there’s a unifying theme.