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Software Functionality Revealed in Detail
We’ve opened the hood on every major category of enterprise software. Learn about thousands of features and functions, and how enterprise software really works.
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 employee recognition


Think You’re Losing Money with Employee Incentives? Think Again!
Today’s human resources (HR) managers are faced with more employee compensation challenges than ever before—and the reason is relatively clear: employees are no

employee recognition  are faced with more employee compensation challenges than ever before—and the reason is relatively clear: employees are no longer happy with simply getting a decent day’s wage for a decent day’s work. They want more! As the competition for skilled talent increases, companies must find better and more interesting ways to retain their employees. And as the old saying goes “money talks.” An offer of money is often the most persuasive argument in getting someone to do what you want. It’ll also

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Software Functionality Revealed in Detail

We’ve opened the hood on every major category of enterprise software. Learn about thousands of features and functions, and how enterprise software really works.

Get free sample report
Compare Software Solutions

Visit the TEC store to compare leading software by functionality, so that you can make accurate and informed software purchasing decisions.

Compare Now

Enterprise Marketing Management (EMM)

The Enterprise Marketing Management (EMM) Knowledge Base research helps determine support levels of various systems that help companies market their services or products effectively and efficiently. EMM tools help manage strategic planning and marketing resources (sometimes referred to as marketing resource management or MRM). This KB also covers rule-based techniques, pattern recognition, and other profiling features.  

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Documents related to » employee recognition

Magmic Is Game for NetSuite’s TribeHR HCM System


Game and mobile app developer Magmic recently deployed NetSuite's TribeHR human capital management (HCM) system to streamline its human resources (HR) management. The integrated cloud ERP and HCM solution manages Magmic's business and people processes, and provides visibility into business and HR performance, as well as a single system of record for employee information.

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ROFF


ROFF is born in 1996, out of the strong will to combine the experience of the best SAP consultants with an innovative perspective of customer relationship.The partnership with SAP in 1999 (Sales and Service Partner) and the integration into the Tecnidata Group in 2000 consolidated ROFF's positioning, which naturally evolved into the adoption of new business activities, assuring a gradual and sustained growth of the income volume up to 19,6 million Euros in 2008. This growth was a result of the strength of the initial idea, and the achieved success came as a result of a work performed with excellence. In 2003 ROFF was nominated Channel Partner by SAP, which was a decisive contribution for SAP's success in their approach to the SME market. In 2004, through the strengthening of the partnership with SAP, by achieving the Service Partner status, ROFF became the first SAP partner to operate in Portugal simultaneously in the SME market, as well as with major national and multinational companies. Today we rely on the commitment of our 250 employees and one of our main aims is to become the company of reference in SAP consultancy in Portugal. In 2006 ROFF extended its business abroad, opening offices in Paris and Luanda, in order to face the growing demand and recognition of its quality service in Europe and Africa.Partner integration, customer loyalty, employee motivation and management and sales force qualification are determining factors for a company's competitiveness, regardless of its size. Aware of this reality, we prepared the necessary abilities to be the right partner in the implementation of B2B, CRM, B2C, B2E, decision support systems and m-business solutions. In this scope, we present the expressive advantage of housing a team with a deep knowledge of the touch point between all these technologies, the Enterprise Resource Planning.

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2011 HR Technology Conference & Expo (Day 2): What Happens in Vegas Shouldn’t Have to Stay in Vegas


Day two of the 2011 HR Technology Conference @ Expo was an 8-hour marathon of talking with software vendors and attending various conference learning sessions. Here’s a brief look: Naomi Bloom (Managing Partner at Bloom and Wallace) and Jason Averbook (Co-Founder @ CEO of Knowledge Infusion) kicked off the day with The Great Technology Debate on the topic of HR technology—what we’re seeing and

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Small Businesses Propel Intuit (and the Vendor Reciprocates)


We don’t typically comment on vendors’ individual quarterly earning reports, but Intuit’s recently announced fourth-quarter 2013 earnings are worth discussing owing to the big year of its small business group. QuickBooks Online represents the biggest growth engine for Intuit’s Small Business Group, especially globally. Demandforce led revenue growth for the group in Q4, followed by the former

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Employee Web Use and Misuse: Companies, Their Employees, and the Internet


The Internet creates new opportunities for mischief—and new challenges for managers. How do you balance individual access with the overall good of the business? What’s the right balance between monitoring and blocking? Learn about a Web security solution that can allow you to monitor and enforce your Internet usage policies, bringing site monitoring and filtering together with anti-virus and anti-spyware protection.

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Eliminate Performance Anxiety: Manage Employee Performance Better


Managing employee performance may seem like a common sense business practice, but a recent study revealed that many employees have never had a performance review or have found their review to be not useful. This white paper discusses how implementing best practices for performance management company-wide can increase the likelihood that employees will be doing their best work possible while reducing the ineffectiveness of a fragmented performance management policy.

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Reducing Your New Hire Turnover


Many high-performing organizations have established key objectives for their frontline employee hiring processes. With the growth of “big data,” the tools are now in place to consistently achieve this. Get two examples illustrating the link between poor employee performance and high attrition, as well as some strategies to improve your ability to select candidates that will be high-performing employees with longer retention.

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6 Specialists, 6 Industry Domains: Trends for 2008 and 2009


In a survey on upcoming trends in employee management, the Learning Review asked six experts in six major industry domains one simple question: what do you think the main trends in [domain] will be for 2008 and 2009? Here are their answers.

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The Talent Management Experience Series-New Roles and Expectations for Systems: Part 3-The Employee Experience


Employees should be seen as active participants in an organization’s talent management strategy. To be effective, employees must have the opportunity to contribute, the information and tools to communicate, and the support of managers and business leaders. Human resources (HR) practitioners must take the time to understand employees’ needs, and design processes and technology solutions to keep them aligned and engaged.

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Talent Is Here to Stay: Best Practices for Employee Engagement


Unlimited gourmet food, lunchtime massages, and an onsite gym may be nice perks, but they often have little direct effect on employee engagement. Often companies only think of giving employees more tangible objects in an effort to retain top-notch talent. But a majority of the time what employees are looking for isn't an increased salary or more company benefits—they want a sense of community, opportunity to grow in their field, and a culture that inspires them. It's time for companies to think creatively about how to engage employees.

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