2013 HR Function Performance Management 
Oracle HCM - Modern HR in the Cloud
JANUARY 8, 2019
In some studies upwards of 90% of companies say they use pay for performance. According to Mercer’s 2013 Global Performance Management Survey , just 3% of organizations worldwide believe their overall performance management system provides exceptional value.
HR Digest
MAY 1, 2019
In my own function where we’ve encouraged HR professionals to work differently, some are now coding, for example, to create chatbots on an as-needed basis to answer employee questions about benefits, on-boarding, performance management, just to name a few. Diane was named an officer of IBM and CHRO in 2013.
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HR Soul
MAY 15, 2017
Much to my chagrin, every year there is a prominent insight in one form or an other at the front section of every report that goes something like this… executives do not believe in some aspect that their HR function is keeping up with their business imperatives. There could be many reasons how we can try to rationalize the data.
Strategic HCM
AUGUST 27, 2012
HR functions being more assertive about changing the organisations they work within - and ending this business person first, HR person second nonsense. ► 2013. (44). HR capability. (27). Performance management. (22). Sponsor my Strategic HCM blog! Search my blog. Subscribe to posts. Best fit. (24).
Oracle HCM - Modern HR in the Cloud
JANUARY 7, 2015
million in cash savings in 2013, a 17% reduction in HR costs, and a 32% return on investment (earning Standard Life Oracle’s 2014 UK Return on Investment Customer Award). Begbie said the program will be self-funding within 5 years because of the amount of inefficiency it will drive out of the HR function.
Strategic HCM
OCTOBER 12, 2012
needs as well as HR functionality like social learning (see the screen shot). As Kevin suggests: "HR (obviously) isn’t looking at E2.0". ► 2013. (44). HR capability. (27). Performance management. (22). The technology is there. Sponsor my Strategic HCM blog! Search my blog. Blog archive.
Strategic HCM
APRIL 25, 2012
I’ll finish with a last paradox heads of talents need to deal with – the requirement to focus on both the business, and on talent: “We also found ambiguity around the positioning of talent management, with many suggesting that sitting within the HR function impacted credibility and acceptance by the business.
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