Building a Talent Management Strategy That Empowers Your Employees

Featured Software Research:

Improving Profitability through Better Human Capital Management

Human capital costs account for at least half of the variable costs within a company. Yet this cost center is typically managed with less fiscal discipline, fewer business intelligence metrics, and more compromise than the more traditionally valued business aspects such as development and infrastructure.

Human capital management (HCM) needs best practices just like the other aspects of your business—a high turnover increases costs for training and knowledge transfer, while too many disengaged employees means a loss of profits from your bottom line.

This paper looks at how having a single, integrated, and comprehensive talent management solution can help manage all aspects of the employment lifecycle and aid in the management of human capital costs. Included here are case studies of five organizations that have used comprehensive talent management solutions and experienced good results, including increases in sales per employee and higher profits per employee.

The organizations discussed include a large restaurant chain, a restaurant supplier, an automotive services chain, a food retailer, and a bank holding company. Read on for real-life examples of successful human capital cost reduction through best practices brought about by HCM software solutions, such as streamlined processes, higher accuracy, and improved cost and time savings. Read More

The Big Picture: A Comprehensive Approach to Talent Management

Talent management is an ever-evolving challenge for HR professionals. Acquiring the best talent from the largest candidate pool in history is a difficult task, and competition is fierce, while the traditional performance review cycle is no longer adequate for evaluating the roles and needs of employees. Managers must ensure that not only are they able to find the right individual for the job, but that they are also proactively retaining, engaging, and preparing top performers for leadership roles.

Meanwhile, talent demographics are changing dramatically. In 2015, members of Gen Y, or “millennials”, will outnumber baby boomers in the workplace for the first time. Generation Y employees thrive under adaptive talent management that utilizes social collaboration and recent technological advances, something that talent tactics of the past may not be adapted to.

Talent management is thus more complicated than ever, and it’s no wonder HR professionals need help to find the right people with the right skills at the right time and keep them engaged. Talent management systems can help HR professionals create and sustain a competitive advantage. This white paper looks at some factors for talent management success in today’s challenging talent landscape, including how talent solutions can leverage business intelligence and analytics to create and sustain a competitive advantage. Read More

Putting People at the Center of Technology Design

Cloud provider of people management solutions for global businesses, Ultimate Software is dedicated to building the highest-quality, cutting-edge solutions for human resources (HR), payroll, and talent management. This paper explains the main drivers behind Ultimate’s people-first technology strategy and architecture, and how its approach is improving the work experiences for its customers and their employees. Read More

You may also be interested in these related documents:

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

Best Practices: Six Ways to Dial In Your Talent Strategy

Talent managers today face a number of challenges, including integrating talent management programs while still impacting the business—all with cost constraints. But solving immediate talent needs will not be the only expectation. Talent managers must take a long-term view and anticipate tomorrow’s needs to attract, engage, retain, reward, and develop high-performing employees. Read up on best practices for building your organization’s talent—today and tomorrow.  Read More

Building Talent Pipelines

Organizations need to define, attract, and develop critical talent. This paper outlines a 12-step methodology for building critical talent pipelines and provides insights into strategy and initiatives.  Read More
 
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