We’ve discussed here on HR Times the rise of workforce analytics as a tool to give HR leaders insights that can help them support broad organizational goals. In fact, workforce analytics is one of the eight human capital trends discussed in the report Leap Ahead. Another is HR’s growing role in supporting sales force effectiveness, which has HR implications ranging from talent strategies and organization design to learning and development, compensation, governance and change management. Now, we’re seeing these two trends converging—specifically, how a specialized type of analytics that looks at the formal and informal networks within organizations can help lead to more effective sales forces as well as increased organizational effectiveness overall.
Posted by John Malikowski on October 24, 2011
I’m here at Workday Rising 2011—filled with people who have embraced cloud-based computing and the software-as-a-service (SaaS) model for their business. A number of factors have converged to make this technology particularly attractive for HR — the ability to enable broader transformation efforts, advance HR’s strategic position as a valued business partner and raise the bar for ongoing HR service delivery. So if you haven’t yet explored the possibilities, or haven’t done so lately, now is an ideal time.
Posted by Dan Sundt on October 25, 2011
My topic today at Workday Rising 2011, presented with clients from CareFusion and Applied Materials, is how Workday enables a variety of HR service delivery models, with particular emphasis on shared services and outsourcing. Also being discussed are some of lessons learned by CareFusion and Applied Materials from their implementations and operating a HR Service Delivery model that is enabled by Workday.