Strategy

  1. Simplifying End User HR Processes Will Facilitate RPA

    By: Paul Rose, COE Practice Manager, Aasonn The shift to cloud based HR systems can provide companies with an effective foundation to build Robotic Process Automation technologies…

  2. Today’s Forecast: Changing by the Minute

    Written By: Julie Roberts, CCP, CoE Leader – Compensation & Variable Pay Like the weather, forecasting staffing and human resource requirements is an unpredictable job….

  3. Do You Have the Supply Data for Strategic Workforce Planning?

    By: Jamie Strnisha, Principal Consultant, Workforce Analytics and Planning Happy New Year! It’s the time of year for making resolutions, setting goals, and planning strategy….

  4. Moving from the passive to active recruiter through education

    Written by: Melanie Trudell, Senior HR Transformation Consultant In my last blog, I explored how you can change the dynamic of your working relationship with…

  5. Don’t Let Your Talent Reviews Outputs Collect Dust: Five Essential Strategies for Impact

    By: Jose Lopez, Knowledge Manager, Succession & Career Development; Heather Stewart, Professional Services Consultant; Kirk Hallowell, Principal Strategy Consultant, HR Transformation Services Talent reviews typically involve groups…

  6. Absence Data, Is It Strategic?

    Written By: Jamie Strnisha, Principal Consultant, Workforce Planning and Analytics I’ve been working with workforce data, mostly HRIS, survey and talent, for about 14 years….

  7. Moving from the Passive to Active Recruiter through Enablement

    Written By: Melanie Trudell, Senior HR Transformation Consultant Recruiting tends to be tactical.  We follow a clear process: post jobs, review resumes, screen candidates, schedule…

  8. How “Fluid” Is Your Succession Nomination Process?

    Jose Lopez, Knowledge Manger, Succession and Career and Development Planning Kirk Hallowell, Principal Consultant, HR Transformation Services Introduction Implementing a formal succession planning process with…

  9. Overcoming the Barriers to Pay-for-Performance

    By: Kirk Hallowell, Principal Consultant, HR Transformation Services The move to a pay-for-performance as a core management strategy is particularly challenging if the approach is…

  10. Key Succession Project Implementation Considerations

    By: Jose Lopez, Knowledge Manager, Succession & Career Development I recently had the privilege of co-presenting this year at SuccessConnect 2014 with a fellow colleague…

  11. Don’t Pave the Compensation Cowpaths

    Not doing things the way we’ve always done them Written by: Peter Sass, Knowledge Manager, Compensation- A number of years ago I worked in corporate…

  12. Giving Compensation Planners What They Need (and Not Overwhelming Them with What They Don’t)

    Giving Compensation Planners What They Need Written by:  Peter Sass, Knowledge Manager, Compensation Recently I wrote about Implementing a Global Compensation System without Solving World…

  13. Families, Roles, and Competencies: Focus on Critical Roles

    Integrated Talent Management One of the powerful benefits of implementing the human capital management solution is the ability to build a truly integrated talent management…

  14. Reporting and Analytics in 2014

    Written by: Rana Hobbs, Senior Director of Workforce Planning

    Workforce Reporting and Analytics remains a catch all phrase that is applied to all manners of workforce assessment, from transactional data rosters to predictive models of future workforce trends. There is something wonderful about how ubiquitous these terms are now within organizations.

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