Posted by Human Capital Trends Editors on March 1, 2017.
As we get deeper into the digital age, the rate of technology change keeps accelerating, challenging individuals, businesses, and public policy to keep up. HR can play a key role in closing the gaps and helping people and organizations adapt.
Posted by Michael Gretczko and Rajesh Attra on November 17, 2016.
Automation and artificial intelligence are hot topics these days, to the extent President Obama has recently started to position the future of smarter technologies as a critical topic for his successor to address.1 This transformation has broad impacts, but the changes expected in the HR function and the overall workplace are of significant interest.
Posted by Josh Bersin on October 05, 2016.
The world of HR technology is about to go through one of its most disruptive times in decades. As I detail in the report “HR Technology Disruptions for 2017,” we are seeing a tremendous shift from a focus on core HR systems toward new systems that focus on “making work life better.”
Continue reading “HR technology disruptions for the year ahead”
Posted by Tony Johnson, Matthew Clark, and Jason Hiquet on July 14, 2016.
Across the insurance industry, more and more companies are undertaking finance transformation, model conversion, and technology infrastructure modernization projects. A primary aim of these projects is to empower companies with integrated systems and efficient modeling processes—but, these potential benefits are not necessarily automatic. Companies should take pause and ask, “Am I getting everything out of my finance transformation and model conversion projects that I hoped?”
Continue reading “Is your finance transformation project truly transformational?”
Posted by Josh Bersin on November 24, 2015.
Imagine a human resources application that runs on your phone, knows your location, and recommends people with which to network. It provides continuous onboarding and transition assistance. It also evaluates time-management aptitude to help improve productivity, automatically assess work behaviors, offer feedback on improving work-life balance, and offer on-the-job skills training. It may even share exercise and healthy eating tips where and when you need them.
Continue reading “10 new trends in HR technology signal big disruptions”
Posted by Cathy Benko on May 14, 2014
In our recent Deloitte Review article, Disrupting the CHRO: Following in the CFO’s footsteps, my co-authors and I explore the transformation of the CHRO role in the era of talent scarcity — which is proving to be a bumpy road. There are a number of reasons for this: the shift in corporate value creation, for example. In the 1960s, 60 percent of value was derived from tangible assets, while today, 85 percent stems from intangibles such as intellectual property, brand, and people. This increased reliance on knowledge work is at least as important as the need for companies to attract and retain technical talent and other STEM specialists—and both imperatives are raising the stakes for CHROs.
Posted by Amy A. Titus and Josh Haims on December 3, 2013
Through our work and discussion with well over a hundred Chief Learning Officers (CLOs), we’ve observed their increasing interest in understanding the many moving forces that are impacting the marketplace and workplace on a global level. There’s a sense that CLOs, like the world around them, are in motion. We examine five forces below that are contributing to this concept of moving forces.
Reconciling global and local
We’re seeing a new urgency around a conversation that’s been ongoing for several years — the topic is how to organize and scale learning operations to support the global enterprise; the urgency is around knowing what actually works. How are companies achieving consistency across the enterprise but still allowing flexibility for certain regions, businesses, or disciplines? It’s a far more strategic conversation today about the complex process of building and sustaining a workable, agile learning operation.
Posted by Rob Dicks and Merritt Alberti August 13, 2013
Analytics is playing an increasing role in helping organizations improve the way they manage sales and their sales force. Do they have the right salespeople in the right places? Are they selling the right products to the right clients at the right price? Is the compensation program effective, competitive, and understandable? These are the questions analytics is helping them answer, using automated technology like IBM Cognos ICM to replace what is often a home-grown solution. It’s an effort that typically involves not only the sales group, but also HR, Finance, and of course, IT.
Listen in as Rob Dicks and Merritt Alberti talk to HR Times about their experiences helping companies implement sales performance analytics and how it’s helping them grow, manage commissions and other aspects of sales operations more effectively, and keep tabs on regulatory requirements.
Analytics for Sales Performance Management
We did a presentation yesterday at Vision talking about where customers are using analytics. We talked about the different ways that they are advancing through the journey of using analytics to drive their sales objectives.
Continue reading “Using Analytics to Drive Sales Performance”
Do the current analytics on your Sales Performance data help drive your future path? Do you find yourself re-hashing the results you already had? Do you wonder if you have the “right” analytics?
Today HR Times goes on location at Vision 2013. Each day we’ll feature behind the scenes insights from what’s happening live at the conference. Today we highlight Sales Performance Analytics – A Deloitte and IBM Perspective. To learn more about the conference, to download reports and to read daily blogs click back to the Deloitte Vision 2013 microsite.
Continue reading “Looking Ahead with Sales Performance Analytics”
