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Software Functionality Revealed in Detail
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 contingent workforce swimlanes


Forever 21 Selects Kronos for Global Workforce Management
Kronos Inc., a provider of workforce management (WFM) software, keeps on posting great results due to growth in cloud deployments and brand new customer wins

contingent workforce swimlanes  21 Selects Kronos for Global Workforce Management Kronos Inc. , a provider of workforce management (WFM) software, keeps on posting great results due to growth in cloud deployments and brand new customer wins. Regarding the latter, Forever 21 , a specialty retailer of clothing and accessories,  selected Kronos as its global WFM solution  to address multinational needs and standardize its brand experience delivery across the world. Forever 21 will use Kronos time and attendance (T&A) and

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Software Functionality Revealed in Detail

We’ve opened the hood on every major category of enterprise software. Learn about thousands of features and functions, and how enterprise software really works.

Get free sample report
Compare Software Solutions

Visit the TEC store to compare leading software by functionality, so that you can make accurate and informed software purchasing decisions.

Compare Now

Talent Management

Talent management solutions encompass all the applications necessary for handling personnel-related tasks for corporate managers and individual employees from the point of hire to the point of retire. This talent management model includes functionality for recruitment and staffing management, personnel management, career development, succession planning, learning management, performance and compensation management, and workforce management and planning. 

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Documents related to » contingent workforce swimlanes

Kronos Workforce Central Going Social


At KronosWorks 2013 Kronos unveiled the Kronos Workforce Central 7.0.2 suite, slated for release at the end of 2013. It will give employees and managers a forum to collaborate and build consensus, motivate and recognize employees (including gamification and rewards for sharing best practices), onboard and train employees (via sharing documents, images, and videos), and prevent potentially costly

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Managing the Known and Unknown in Mobile Workforce Management


Planning is a critical link to productivity in your business processes. Get it wrong and you lose ground to the competition. Get it right and your service organization can optimize your response, while meeting budget and customer expectations. This white paper discusses planning for the mid-term and long-term as it relates to mobile workforce management—so you can manage the known and unknown in your field service organization.

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Get a 3D View of Your Workforce


People are the most important and most expensive investment in most organizations, and human resources (HR) holds the key to their recruitment, development, and retention. By understanding the characteristics of high performers, their schooling, career history, after-work interests, you can start to refine the recruitment process to attract candidates with similar characteristics.

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Global High-tech Manufacturer Aligns Workforce Processes Using SumTotal


As a global company, GKN faced a spread-out workforce and disconnected processes, with separate and inefficient workforce performance, goals management, and learning and development processes. GKN needed to streamline and connect all of its strategic HR processes by deploying an integrated people management solution. Read the case study and see the results GKN achieved with SumTotal’s integrated talent management platform.

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Making the Most of Workforce Optimization: An Agent Lifecycle Approach


Many customer contact organizations have implemented workforce organization (WFO) as an operational strategy to improve the performance of customer care professionals once they are on the contact center floor. A sound WFO practice starts well before then with the recruitment and hiring of agents who demonstrate the necessary skills and abilities to be successful. But the hiring process is often overlooked as a key step in implementing an effective WFO strategy. In this white paper you will learn how to optimize your hiring practices, including an in-depth look at the recruiting cycle, including sourcing, screening, assessing, and hiring, and the transitional phases, such as onboarding and offboarding, plus the benefits of adopting an  agent lifecycle view to WFO.

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Workforce Analytics: Key to Aligning People Business Strategy


This research brief examines the use of workforce analytics tools as well as the way best-in-class organizations align workforce strategies with business objectives. It looks at existing technologies and makes recommendations to enable organizations to address workforce optimization, talent plans, and human resources (HR) service delivery. Read it and discover how your company can achieve best-in-class performance.

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Kronos Offers Cloud Workforce Management for the Little Guy


Kronos, the global leader in delivering workforce management (WFM) solutions in the cloud, is preparing for its KronosWorks 2012 conference early next week, and continues to fire on all cylinders. Tens of thousands of organizations in more than 100 countries—including more than half of the Fortune 1000—use Kronos to control labor costs, minimize compliance risk, and improve workforce productivity.

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Manage the Global Workforce with a True Cloud Strategy


Oracle VP of HCM Product Strategy Humair Ghauri details the importance of evaluating cloud vendors for security, integration, and extensibility.

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Integrated Workforce Management (WFM) Platforms: Fact or Fiction? - Part 3


Part 1 of this blog series analyzed the major modules of integrated workforce management (WFM) suites that organizations can deploy to better schedule and assign work in their production and distribution facilities and in retail stores. Concrete examples of commercially available products included those from Kronos and RedPrairie Corporation, given those two vendors’ notable

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CAPTure Workforce Planning


CAPTure Workforce Planning software uses internal data, plus demographic, educational and other trends, to identify talent challenges. CAPTure uses information from a wide range of sources—human resources (HR) information systems, data warehouses, the Bureau of Labor Statistics, universities, best practices, and organizational expertise—from executive strategy and HR specialist insight to line manager understanding.  

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