This site uses cookies to improve your experience. To help us insure we adhere to various privacy regulations, please select your country/region of residence. If you do not select a country, we will assume you are from the United States. Select your Cookie Settings or view our Privacy Policy and Terms of Use.
Cookie Settings
Cookies and similar technologies are used on this website for proper function of the website, for tracking performance analytics and for marketing purposes. We and some of our third-party providers may use cookie data for various purposes. Please review the cookie settings below and choose your preference.
Used for the proper function of the website
Used for monitoring website traffic and interactions
Cookie Settings
Cookies and similar technologies are used on this website for proper function of the website, for tracking performance analytics and for marketing purposes. We and some of our third-party providers may use cookie data for various purposes. Please review the cookie settings below and choose your preference.
Strictly Necessary: Used for the proper function of the website
Performance/Analytics: Used for monitoring website traffic and interactions
As well as the books, I’ve been re-reviewing the Human Capital Institute’s recent Talent Strategy and WorkforcePlanning conference (which I’ve also already posted on here ). Although this was mainly focused on, as the name suggests, talent strategy and workforceplanning, it included a lot of broader stuff on analytics too.
For organizations looking to operate with agility, these seismic shifts prompt some critical questions when it comes to workforceplanning. What effect will they have on workforce efficiency and productivity ? Amid all this uncertainty, one thing is for certain: Decades-old workforceplanning processes will be of little help.
Each business unit or location has its own HR team, which operates independently while aligning with the overall corporatestrategy. Challenges in Data Management: Decentralization can lead to fragmented data, making it difficult to track and analyze HR metrics across the organization.
SAP SuccessFactors is classified into 4 categories that each cover an essential HR area: employee experience management, core HR and payroll, talent management, and HR analytics and workforceplanning. . To measure and improve these metrics, the next step is to select the add-ons that target these metrics directly.
Assess the current HR Operating model to gauge whether it aligns with the objectives and focus areas of the strategy. It’s crucial to reevaluate and, if necessary, reshape the HR function to ensure it can adequately support the business and execute the defined corporatestrategy.
On HR Tech Weekly : Strategic HR, Ceridian, WorkforcePlanning, ADP, Oracle, Research, Funding, George LaRocque, HiringSolved, Indeed, Linkedin, Nextgen HCM, Wisely, and HR Snowflakes. Prior to joining ADP, Don held senior strategy roles within IBM CorporateStrategy and PriceWaterhouseCoopers Strategy and Change Consulting.
We organize all of the trending information in your field so you don't have to. Join 318,000+ users and stay up to date on the latest articles your peers are reading.
You know about us, now we want to get to know you!
Let's personalize your content
Let's get even more personalized
We recognize your account from another site in our network, please click 'Send Email' below to continue with verifying your account and setting a password.
Let's personalize your content