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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.
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 workforce competency


Competency Management: the Compass for Strategic Talent Management
This white paper examines how to use a competency-based approach to build behaviors, skills, and knowledge. It explains how to integrate competencies into all

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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 » workforce competency

Industry Perspectives: Strategic Workforce Management in the Automotive Industry


There’s a buzz in the automotive industry around the concept of “strategic workforce management”—getting the right people, for the right job, at the right time, to improve overall business results. Strategic workforce management goes beyond the traditional role of human resources: it’s a strategic initiative and competitive weapon to help today’s automotive companies drive corporate goals and objectives.

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Smarter Compensation Enables a Smarter Workforce: The Connection between Compensation and Career Advancement


For many organizations, human capital is one of the organization’s largest investments, accounting for up to 70 percent of operating expenses.

Given the value of this asset and the cost of maintaining it, organizations seeking a true return on their investment in people must develop a deep competency in compensation and rewards, not only to help ensure packages that attract, retain and engage key talent, but also to help ensure that budget is optimized in alignment with the organization’s business strategy.

A smarter workforce is one in which an organization uses behavioral science, social technology, and deep analytics to match people with the work they were meant to do, and provides both tools and environments that drive collaboration and harness the organization’s collective capabilities. In a world with an increasingly empowered workforce, it is committed to replacing organizational hierarchies and narrowly defined jobs with a more dynamic and responsive definition of work, creating a more meaningful employer–employee value exchange that can result in even better outcomes for both.

Discover how a measured and mindful approach to employee compensation helps ensure a solid framework on which to redefine work and helps employees find meaning in what they do, while valuing the organization’s most critical investment.

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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. Both factors will only become more pressing as time goes on. That’s why succession planning requires a long-term strategic commitment rather than a short-term (and sometimes panic-driven) effort to fill vacancies as they occur.

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Workforce Analytics: Changing and Winning the Game


Human resources (HR) is an increasingly strategic player in gaining a competitive advantage, especially in terms of workforce analytics. But HR organizations struggle when they spend too much time gathering data instead of acting on it. By implementing a comprehensive workforce analytics solution, they will start to win the "changing game" and—more importantly—drive corporate results that matter.

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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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United Rentals Optimizes Its Workforce with Oracle HCM


United Rentals Director of HR Operations Linda Luman discusses how her organization invests in people to drive efficiency.

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Certify Cloud T&E Solution Joins Kronos Workforce Ready Marketplace


Kronos has announced the addition of Certify, a cloud-based travel and expense (T&E) management solution, to its Workforce Ready Marketplace. Certify is the only expense management solution that Kronos currently offers via the Workforce Ready Marketplace.

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Vana Workforce Launches Vana HCM Release Update 9


Today, Vana Workforce introduced Vana HCM Release Update 9, developed on the Force.com platform. Available stand-alone or through integration with salesforce.com, Version 9 includes new human resources and talent management features delivered in the cloud and accessible via mobile devices. Key features include new Candidate Search, Offer Builder, and Onboarding modules, which can be

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Workforce Ready Suite-Kronos’ SMB Growth Engine


Amid the fever pitch of the MLB 2013 Playoffs, Kronos Inc.’s 2012 acquisition of SaaShr appears to be a grand slam hit. The cloud workforce management offering for small to medium businesses (SMBs) has instantly brought several thousand SMB customers to Kronos (and given the giant vendor a much larger foothold in the coveted lower-end of the market, see here), resulting in double-digit annual

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Proactive Dispatch in Field Service Exception Management for an Effective Mobile Workforce


In mobile workforce management, there’s a lot of focus on the plan. Because you can’t expect your field resources to be more effective than the plan you provided to them. And that makes sense. But planning is an ongoing effort. "The plan" is really only the plan at the start of the day. Because there are exceptions all the time.

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