The Relationship between C-suite and HR

  • Source: The Economist
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Today many executives have high expectations of their human resources (HR) leaders. This infographic states facts about the relationship between the C-suite and HR.

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TEC 2014 HCM Buyer’s Guide for Medium and Large Enterprises

How do you treat humans as capital? The concept of human capital depends on its two parts: what we understand by "human" and what defines something as "capital." The supporting technology then is a shape-giving agent to what human capital management (HCM) or human resources (HR) departments can become.

This buyer’s guide examines high-level features offered by HCM technology vendors. In addition, the guide looks at what to consider when deciding between full suite and best-of-breed software solutions and explores new niche-oriented technologies. You'll also find articles on contemporary leadership models, talent management versus workforce management, and the role of enterprise learning in a company’s growth. Read More

How to Choose between Generic and Industry-specific ERP Systems

You might have several reasons for needing a new enterprise resource planning (ERP) system, but with so many options, how do you make the right choice? If you’re wondering whether a generic or an industry-specific solution is the best fit, or how to start the ERP selection process, you’re not alone. This white paper suggests ways to simplify your ERP selection process and points out the differences between industry-specific and generic ERP solutions. Read More

The C-Suite's Guide to Moving to Google Apps

Google Apps can help improve your business, but it’s important for the C-Suite to prepare for the switch by developing an implementation strategy before the actual switch to Google Apps occurs.

This white paper provides answers for the common questions that may arise before you make the change to Google Apps, and addresses specific areas of concern that each member of the C-Suite might have before and during the system changeover. Learn how to deal with potential issues such as access and security controls, recurring costs, how software as a service (SaaS) functions, and how browser-based access will allow for easier telecommuting. Read in depth about how Google Apps will help your organization with compliance, archiving, document management, and what updates for data sharing and terms of service operations really mean for your business.

Each of the CIO, CFO, CLO, and COO members of the C-Suite may have their own concerns, specific to their areas of expertise. These are addressed as well. Potential and projected overall benefits to each member of the C-Suite as a result of Google Apps implementation are also highlighted. Read this Google Apps white paper as the first step to facilitating a smooth transition. With the development of a strategy across the C-Suite, you’ll maximize the benefits of Google Apps for your entire organization. Read More

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Integrated Learning and Performance: Essential to a Talent Management Strategy

Companies once responded to tighter labor markets with a greater emphasis on recruiting. Today, more firms are focusing on engagement, retention, and driving better performance from their existing workforce while still looking out for talent from the outside. And investing in employees’ training and development can provide big rewards. Learn about the benefits of an integrated learning and performance management system. Read More

The Truth about Software-as-a-service (SaaS)

Software-as-a-service (SaaS), also called on-demand software, can be a convenient and profitable business model for vendors. And for clients, SaaS can provide greater processing efficiencies than a company’s own internal systems. As a result, human resources, customer relationship management, or accounting process costs decrease when handled by an SaaS vendor. Learn about the benefits—but also the challenges—of SaaS. Read More

Human Capital Management: How Top Organizations Drive Company Profits Efficiently

  • Source: SAP
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This benchmarking study analyzes human resources (HR) performance for over 200 best-practice companies in three categories: process and transactional support, expertise-based business support, and strategic decision support. Two questions are at the core of the study: How can companies reduce HR costs and increase HR efficiency? And how can HR organizations create business value and optimize effectiveness? Find out what they said. Read More

The Relationship Between Learning, Workforce Agility, and Business Performance

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