Human Resource Management

White Paper: The Ready

Why HR Desperately Needs a Rethink Organizations are like a human body. The brains—a.k.a. the strategy-focused C-Suite—reign over internal systems and plan. The legs are the teams executing daily operations, like production, sales, and accounting. The immune system prevents the body from getting sick or growing sluggish; IT secures data, legal protects against liabilities, and R&D finds ways to preserve long-term health. Humming alongside these functions is the nervous system, better known as human resources. Its branches include critical functions and activities like compensation and benefits, training and development, hiring and onboarding, conflict resolution, and risk management. But things don’t always go smoothly. The brain gets stuck in indecision. When the unexpected occurs (and it always does), the legs struggle to change course. Each part focuses so rigidly on its own tasks that coordination becomes a challenge, hindering forward movement. And despite—or perhaps because of—its centralized role, HR’s nervous system is often among the body’s greatest vulnerabilities. Tasked with both delivering strategic partnership to internal clients and operational support for employees, despite these directives requiring very different (if not downright conflicting) ways of working, HR finds itself overloaded without the infrastructure needed to meet its multipronged mandate. The net result: A body lacking the ability to clear obstacles—one that relies so heavily on muscle memory that innovation or improvement is hard to achieve. (Ever watched your organization repeat an annual process that doesn’t work? Us, too.) This stuckness invariably leads to missteps, and even the occasional faceplant. But HR also holds the possibility of a new operational model, one that embraces mission-driven, cross-functional coordination with an emphasis on experimentation, adaptivity, data literacy, and automation—and can nimbly shift its approach as it’s fed new insights. It starts with reimagining the role HR plays, then spreading the transformation across other internal functions. HR’s diversity of directives may be the Achilles heel of the familiar body-like model of operations, but it’s also its superpower. HR is uniquely positioned to usher in real change—the kind that increases efficiency, strengthens agility, creates value, and fosters a way of working that feels human and meaningful.

White Paper: Mentessa

What is learning in the flow of work? The term “learning in the flow of work” was coined in 2018 by analyst and author Josh Bersin. It refers to a learning experience which is not separated from work or the workplace in the way that formal classroom training is. Instead, learning is available on demand as employees go about their daily work tasks. This new paradigm in corporate L&D recognizes that for learning to really happen, it must fit around and align itself to working practices. For example, imagine a software engineer who has a specific question about a programming language they have just started using, or a compliance officer who needs to recall a step in a recently-introduced procedure. Or perhaps, a junior employee who is working on a stretch assignment and needs help with a task they have never done before. In all three cases, learning in the flow of work is just the kind of help needed. With the right kind of support, each employee can access a short piece of learning content that delivers the required information. The on-demand assistance means employees can quickly gain valuable new skills and solve problems without having to take time away from their roles. As already mentioned, two defining features of LIFOW experiences are their on-demand availability and relatively short duration. Another third common factor is technology. Learning in the flow of work will not be possible without the modern advances in computing, mobile technologies and AI. Finally, some may assume that LIFOW makes employees so self-sufficient that they no longer need to rely on their peers or managers for help. Such an assumption is wrong. People learn more effectively3 when interacting with others. In addition, employee-generated content is proving very useful in corporate training. This is why learning in the flow of work and a connected learning culture go hand-in-hand.   

White Paper: Synegry Health

INTRODUCTION There seems to be an influx of online workplace wellbeing initiatives coming into the marketplace. This has been driven by organisations wanting to take a proactive approach in response to COVID-19. Organisations understand that employees’ wellbeing is being compromised as they have become more isolated, had to adapt to new ways of working / living, and in some instances, coping with new financial pressures. Proactive organisations understand that their employees are likely to become increasingly sedentary, their eating habits are likely to change, and their sleep could become compromised due to the increase in stress and anxiety. With an influx of online wellbeing offerings, it is important for organisations to know that not all wellbeing platforms are the same. To truly have an impact on behaviour, organisations must treat wellbeing like any other behaviour change initiative. A more strategic, long term approach must be taken rather than ad hoc one-off programs. With the increasing rate of technological development, platforms are becoming more sophisticated, easier to implement and are achieving better outcomes in the short term and long term, for both organisations and their employees. Before signing up to an online wellbeing initiative, ask the following questions to help ensure you are getting a platform that is going to meet your organisations current and future

White Paper: SyncHR

Human Capital Management is defined as the process of managing an organization’s employees for them to contribute significantly in the overall productivity of organization. Organizations have their pick of these HCM solutions is making the decision of ‘which is the best’ for your organization a challenging one. As the digital HR is a top priority and with this surge of understanding for the growing importance of digital HR, it must be acknowledged that choosing the right HCM platform is equally important. This whitepaper highlights the 7 critical factors that must be considered when evaluating a Human Capital Management (HCM) System that would most enhance your human capital processes and support your strategies. Some of them are: Native Cloud-Based Design for the simplification of the deployment of an HCM system HCM Systems must be Ecosystem Friendly - API Integration with Third Party Applications Automatic Calculations & Real-Time Responses- Right HCM platform must support these calculations BONUS ITEM – Reporting & Analytics These key functionalities are most important and when you put them together in an innovative and intuitive way, it transforms your entire approach to human capital management.

White Paper: People Scout

To tackle the talent shift, the marketplace has begun to scratch the proverbial surface of possibilities around merging social media and mobility as there are uncharted methods waiting to be uncovered. The current talent landscape is rapidly changing to include more young people and “sophisticated jobseekers” that are well versed in today’s mobile technology, and employers must be aware of mobile methods of job-hunting if they wish to recruit these valuable tech-savy individuals. Read this insightful whitepaper to find out how your company can use mobile and social platforms to find today’s top talent. It focuses on: Effective mobile optimization: To guide the clients through the shift in the recruiting climate Engaging social media presence: To transform and enhance employer branding Merging mobile & social platforms: To ensure that a talent strategy remains progressive The recruiting market is full of new talent who are well versed in today's mobile and social technology. Learn how to attract them using these strategies and the methods that bridge the mobile-social gap.

White Paper: Ultimate Software

This whitepaper 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 this whitepaper to learn about the challenges in employee engagement like: • Company-wide commitment to simplifying and improving work experiences for  all employees • Continually evolving development approach that enables Ultimate to easily adapt UltiPro to changing market and customer demands • Use of cutting-edge user experience and development techniques and technologies • Empowerment of internal development teams through flexibility, collaboration, and autonomy • Partnerships with customers that includes them in the design process

White Paper: Cornerstone OnDemand

Introducing a Performance Management strategy to your organization is an essential step in achieving organizational maturity.  When effectively implemented, performance management best practices result in a wide range of benefits for employees, managers and companies. This whitepaper aims to provide not-for-profit agencies in the community-based employment and training sector with a practical approach for implementing performance management best practices in their organization. It addresses questions like: What are the goals for adopting a strong performance management system? What are the objectives of effective performance management? What are the different phases of performance management cycle? What are the guidelines to improve the performance management processes at your organization?

White Paper: Quantum Workplace

In order to effectively measure employee engagement, you need to analyze your current employee data to ensure in-depth results? Are you asking the right questions? Is your survey date optimal for employee participation? Your organization’s engagement won’t improve if you don’t do something about it. It’s time to take action.  Gather employee feedback, analyze in-depth results, and make work awesome!Read this whitepaper to know more.. Inside this whitepaper : WHO DO I SURVEY FOR THE MOST EFFECTIVE FEEDBACK? HOW DO I SET UP EMPLOYEE DATA? WHAT QUESTIONS ACCURATELY MEASURE ENGAGEMENT? WHEN IS THE BEST TIME TO SURVEY? WHO SHOULD CONDUCT MY SURVEY?