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HR Best Practices: Delivering Strategic Value to the Enterprise
To manage the workforce appropriately, human resources (HR) needs to implement consistent, integrated, and flexible processes and systems. By establishing best
resources (HR) needs to implement consistent, integrated, and flexible processes and systems. By establishing best practices that are supported with technology, HR can achieve greater efficiency (by reducing the burden of handling administrative tasks) while delivering strategic value (by equipping managers with the right information at the right time) to the organization.
Launched in 2008 as a SaaS offering, BambooHR provides scalable, cost effective, and easy to implement and maintain HR solutions.BambooHR is HR software built
effective, and easy to implement and maintain HR solutions.BambooHR is HR software built for the small to medium business. Product upgrades and feature releases are as frequent as several per month, utilizing the latest technologies to solutions making HR more efficient. BambooHR drastically reduces the time, expense, and complexity of managing and maintaining HR data.
HR System for Banks, Financial Institutions
A multinational bank turned to TEC for help selecting a fully integrated human resources (HR) solution. Find out how the selection project played out.
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Documents related to
The Modern Approach to Workforce Planning: Best Practices in Today’s Economy
Unfortunately, leaders often lack the visibility to predict workforce needs in difficult times, and human resources (HR) professionals often lack the business
staffing departments. Companies that implement consistent workforce planning processes throughout the entire organization rely heavily on their talent acquisition departments. They take a different approach, and involve recruiting and HR in the workforce planning process - 67 percent of which are conducted by corporate HR, and 53 percent are conducted by recruiting and staffing. 9. Technology Can Improve the Workforce Planning Process for Any Company at Any Level of Maturity in Workforce Planning.
10 Key Steps to Effective HR Succession Planning
Two forces are driving organizations to consider succession planning as a component of overall strategy: the aging workforce and a shortfall in labor skills
seventh step is to implement individual development plans (IDP s). There are various ways by which to do that. One way is to establish in-house leadership and management development programs. A second way is to develop competency menus, in print or online, that provide specific developmental suggestions for individuals. Examples of developmental suggestions might include books to read, classroom courses to attend, online courses in which to participate, on-the-job assignments to seek out, and action
Mergers & Acquisitions: What Happens When the Company Whose HR Software You Just Purchased Gets Acquired?
Your company has purchased a human resources (HR) software that will improve your business. But you’ve just learned that your software vendor has been acquired
I be forced to implement other applications or add-ons, along with the one I initially purchased? If products are going to be integrated, what is the strategy for migrating customers to the new platform and at what cost, if any? Contract post-negotiation: Who will be in charge of the implementation plan? What is the integration strategy for products that have overlapping functionality? Conclusion Although the vast majority of M&As fail, some companies go on to be very successful post-M&A. As a company
Five Ways ERP Can Help You Implement Lean
Lean is not an overnight quick-fix; it is an unending commitment. As lean thinking has evolved and the concepts broadened, lean advocates have come to recognize
ERP Can Help You Implement Lean Lean is not an overnight quick-fix; it is an unending commitment. As lean thinking has evolved and the concepts broadened, lean advocates have come to recognize that enterprise resource planning (ERP) and lean work together very well. In this paper, read about how five lean principles are supported and enhanced by comprehensive information control and the management tools that one end-to-end enterprise software suite delivers.
When Is It Time to Re-implement?
is this: Companies typically implement their old ways with new systems and ignore the fundamentals of their business. The biggest fundamental to pay attention to is the supply chain . This needs to be examined very carefully not only from the supply side but to the customer it serves. Companies that are successful, adapt their business methods to accommodate the best ways they can serve their customers. Re-implementation of ERP is not really a re-implementation, but rather an exploration into the needs
HR FIRST Aid Kit CD
The HR FIRST Aid Kit CD contains ready-to-use templates, guidelines, and software tools for busy Human Resources (HR) managers. All functional areas of HR
FIRST Aid Kit CD The HR FIRST Aid Kit CD contains ready-to-use templates, guidelines, and software tools for busy Human Resources (HR) managers. All functional areas of HR are covered, including: organizational structure recruiting HR administration orientation and training compensation and benefits employee retention HR auditing Each section contains step-by-step guidelines, as well as forms and templates. This release includes a bilingual (English and Arabic) user interface, and many other new features
The Always-On Enterprise: Mobilizing the HR-Workplace Connection
Striving for employees to be able to collect, update, and access data anytime anywhere, organizations are leveraging smartphones and tablets to extend HR data
Always-On Enterprise: Mobilizing the HR-Workplace Connection Striving for employees to be able to collect, update, and access data anytime anywhere, organizations are leveraging smartphones and tablets to extend HR data and processes, creating new thresholds of efficiency, decision-making, and competitive advantage. Read this research report for new insights and examples on how mobility is impacting enterprise applications, data and processes, with a particular focus on HR applications.
A Look at the Buzz in HR Surrounding Today’s “Big” Data Buzzword
Recently, the HR enterprise software community seems to have become interested in big data, evidenced by the fact that big HR vendors like Workday and SumTotal
Look at the Buzz in HR Surrounding Today’s “Big” Data Buzzword Recently, the HR enterprise software community seems to have become interested in big data, evidenced by the fact that big HR vendors like Workday and SumTotal are talking about big HR data . Workday states that Workday Big Data Analytics collects data from multiple sources (within and outside of the Workday system) to provide insights to finance and HR managers and executives. Similarly, SumTotal points out that its system is able to
Case Study: Barker Implement
Barker Implement, an Iowa, (US)-based farm equipment vendor, wanted to expand its business, improve productivity and customer service, and strengthen IT
Study: Barker Implement Barker Implement, an Iowa, (US)-based farm equipment vendor, wanted to expand its business, improve productivity and customer service, and strengthen IT security without adding IT staff. To address those goals, Barker standardized new client computers on Windows Vista Business and deployed Windows Server 2008. Find out how Barker achieved efficiencies that are expected to yield long-term cost savings as the company grows.
Improving HR through Business Process Outsourcing
In this interview, IDC's program director for human resources (HR) and talent management services answers five questions about business process outsourcing (BPO
HR through Business Process Outsourcing In this interview, IDC's program director for human resources (HR) and talent management services answers five questions about business process outsourcing (BPO) for HR. Learn why, for BPO to be successful, service suppliers need to balance support for underlying technology with their ability to achieve economies of scale through technological innovation, and how the role of technology affects the success of BPO projects.
HR Tech 2013 Interview: Jeremy Langley, Marketing Director, Lumesse
HCM Analyst Raluca Druta interviews Jeremy Langley, Marketing Director at Lumesse, live on the show floor at the 2013 HR Technology® Conference & Exposition
Tech 2013 Interview: Jeremy Langley, Marketing Director, Lumesse HCM Analyst Raluca Druta interviews Jeremy Langley, Marketing Director at Lumesse, live on the show floor at the 2013 HR Technology® Conference & Exposition. Listen and find out why Lumesse is taking a wait-and-see approach to context engines, how the company is managing integration after a string of acquisitions, and whether Lumesse views SAP as a competitor, a collaborator, or both.
An Opportunity for Change: 10 Recommendations for Advancing Your HR Technology Strategy
This report outlines 10 recommendations for companies to advance its human resources (HR) technology strategy. From conducting a global systems inventory and
social collaboration, it offers easy-to-implement recommendations to help organizations d position themselves for long-term success.
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