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6 HR Metrics No Executive Should Be Without
In an economic climate characterized by cost-cutting and increased regulatory requirements, HR faces growing demands to communicate the value it creates in ways
HR Metrics No Executive Should Be Without In an economic climate characterized by cost-cutting and increased regulatory requirements, HR faces growing demands to communicate the value it creates in ways that CEOs can better appreciate. That means moving away from soft measurements such as “improvements” and adopting quantifiable metrics similar to those executives use to monitor the overall business. Meaningful HR metrics can include things such as recruitment costs, employee retention rates, and
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Making the Business Case for HR Investments during Economic Crisis
Automation of human resources (HR) processes and integration across various functions can provide visibility into and analysis of the workforce. Having a single
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Best Practices: 10 Must-have Metrics and Benchmarks for Better Recruiting
In today’s recruiting environment, measuring the right things is more important than ever. With candidates searching for and applying for jobs from a multitude
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Human Resource Metrics
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that allows human resources (HR) departments to develop, monitor, and drive corporate strategies through access to and presentation and analysis of human capital information. Companies can identify, track, and analyze key variables by functional area and business need. The data are graphed, over a user-defined time period, to highlight human capital trends and the interaction of key variables.
6 Metrics No Executive Should Be Without
In an economic climate characterized by cost-cutting and increased regulatory requirements, organizations face growing demands to reduce employee turnover and
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Crossing Boundaries to Create Hybrid HR
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Boundaries to Create Hybrid HR Hybrid human resources (HR) is all about combining every available delivery option—HR outsourcing being one of them—to provide HR services in as cost-effective and as standardized a way as possible. Companies can choose between an on-premise, on-demand, or a business process outsourcing (BPO) solution—or they can choose and combine the best of all worlds in order to match their business needs. Find out how.
HR Tech 2013 Interview: Lisa Rickard, Senior Manager, Product Marketing, Epicor HCM
HCM Analyst Raluca Druta interviews Lisa Rickard, Senior Manager of Product Marketing for Epicor HCM, live on the show floor at the 2013 HR Technology
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HR Executive's Guide to Web 2.0: Cracking the Code for Talent Management
Find out in the Aberdeen report HR Executive's Guide to Web 2.
in the Aberdeen report HR Executive's Guide to Web 2.0: Cracking the Code for Talent Management . You'll learn what your organization can do to build a superior talent management program—from recruitment right through to succession planning. Download your PDF copy of HR Executive's Guide to Web 2.0: Cracking the Code for Talent Management today. For assistance, please contact customer service. Hours: 8:00 AM to 5:30 PM EST. Phone: 514-954-3665, ext. 367. Special Offer Files 2010
PDS Software Vista HRMS 4.1 for Human Resources Certification Report
PDS's human resource management system (HRMS), Vista HRMS 4.1, is now TEC Certified. The certification seal is a valuable indicator for organizations who rely
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Headquartered in Cairo, Egypt, HR PRO provides human resources (HR) products and software solutions to companies in Egypt and the Middle East. The company's
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Improving HR through Business Process Outsourcing
In this interview, IDC's program director for human resources (HR) and talent management services answers five questions about business process outsourcing (BPO
HR through Business Process Outsourcing In this interview, IDC's program director for human resources (HR) and talent management services answers five questions about business process outsourcing (BPO) for HR. Learn why, for BPO to be successful, service suppliers need to balance support for underlying technology with their ability to achieve economies of scale through technological innovation, and how the role of technology affects the success of BPO projects.
HR Shared Services: A Fresh Look
There’s nothing like a recession to demonstrate the efficacy of the shared services delivery model for human resources (HR). Learn how organizations experienced
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HR Tech 2013 Interview: Frank Moreno, Director, Product Marketing, Kronos Inc.
HCM Analyst Raluca Druta interviews Frank Moreno, Director of Product Marketing at Kronos, live on the show floor at the 2013 HR Technology® Conference
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HR in the Cloud: Bringing Clarity to SaaS Myths and Manifestos
This white paper is designed to give you greater insight into the pros and cons of putting your HR applications in the cloud. You’ll learn about which
cons of putting your HR applications in the cloud. You’ll learn about which applications and cloud delivery models make the most sense not just for your human resources (HR), but for your company’s industry and business model. You’ll also gain a better understanding of the myths circulating about software as a service (SaaS) and other cloud solutions, and why an enterprise-grade solution may make the most sense. By downloading this document, you agree to provide contact information and other data
HR Services Inc.
HR Services, Inc. was started in 1993 as a human resources (HR) outsourcing firm specializing in large-scale hiring projects. After several years of manually
Services Inc. HR Services, Inc. was started in 1993 as a human resources (HR) outsourcing firm specializing in large-scale hiring projects. After several years of manually screening applicants, HR Services, Inc. researched the market for an automated prescreening system. When the market failed to provide a suitable solution, HR Services Inc. decided to create its own applicant tracking technology. In 1999, HR Services, Inc. left its recruiting roots and focused on creating a web-based, custom applicant
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