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The Quantified Organization: What Do We Really Mean by Creating Data-Driven HR?

It never seems to fail that following the HR Technology® Conference in October, there’s an increase in blogs, articles, and overall commentary on HR analytics.

The articles usually follow this trajectory:

  • Why aren’t organizations investing in analytics? First we bemoan the fact that so few organizations are investing in HR analytics: only 12% of organizations in the latest Sierra-Cedar HR systems survey adopted any form of Workforce optimization applications such as workforce analytics, workforce planning, or predictive analytics solutions, and this number hasn’t changed much in the last few years.
  • We have solutions. Articles then show up pointing out the improvements in solution and service provider approaches and tools. With the plethora of options available today, lack of tools shouldn’t be the holdup for adopting analytics in organizations. Read more

CedarCrestone HR Systems Survey: Moving Forward

As we launch the 17th annual CedarCrestone 2014–2015 HR Systems Survey, it’s appropriate to reflect on the past and look forward to the future. I’m often asked what brought me to the field of HR and Talent research—it’s not the easiest job to explain, which I found out the hard way trying to explain my career choices to a group of elementary students (the ice cream truck driver beat me hands down for favorite presentation and career choice that day). For some, research isn’t what excites them every day; but for me, good research is the one job that has the ability to change how we view our world. Great research brings together our past, present, and future to a single point in time and plays a fundamental role in helping us shape the best future possible by allowing us to make decisions based on facts rather than conjecture.  Read more

Understanding Position Management for Healthcare

Why use Position Management?
  • Facilitate FTE budget tracking (Real Time Budget Checking – delivered in FMS and HCM 9.1)
  • Accurately track vacancy in approved, budgeted headcount
  • Encumber vacant positions immediately or upon requisition
  • Enable a clearly defined approval process for new (transactions are only loaded to the database if you use “Full Position Management”)
  • Improve data accuracy for job assignments
  • Less data entry in hiring and recruiting processes
  • Restricts creation of open job requisitions
  • To associate with Talent Attributes in Profile Management
  • To build an organization chart that represents roles and reporting relationships
  • To support Succession Planning Read more

Healthcare Back-Office Best Practices to Hard ROI

With the recent focus on maintaining adequate healthcare coverage, the declining nurse workforce, and the need for cost containment, hospitals have been challenged, once again, to do more with less. So we are back to “best practices” and “business optimization” that is enabled by the leading technologies. Read more

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