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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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 volunteer organizations


VolunteerMark Helps Simplify Volunteer Process for Organizations and Individuals
Volunteering program organizers are generally bogged down by inefficiencies due to a lack of a system of records. But with the automation capabilities offered

volunteer organizations  Helps Simplify Volunteer Process for Organizations and Individuals VolunteerMark , maker of communication, scheduling, and reporting software tools for organizations dealing with volunteers, appeared in response to many parties’ difficulties related to managing volunteering efforts—for example, not-for-profit organizations that need to source and administer resources, private individuals interested in finding volunteering opportunities, and businesses interested in building corporate

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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

PPM for Professional Services Automation

A business practice that assists organizations to align their portfolio of projects with their business strategy. Professional services automation (PSA) refers to a system designed to streamline and track resources, projects, portfolios, revenues, and the costs of professional services organizations (PSOs), which provide billable services to their clients. Consequently, PPM for PSA provides both the high-level monitoring of project portfolios as business investments and automates the project-specific functionality of time, billing, expense reporting, opportunity management, and resource management, linking back office functionality with the PSO’s portfolio of projects. 

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Documents related to » volunteer organizations

APICS 2009 Convention: Day 1


Arrived in Toronto, Ontario (Canada) to attend the APICS international convention and expo—hats off to the Canadian weather (cold!!!!!!!). This first day is dedicated to the development and organization of APICS members and partners. We gained an understanding of the APICS footprint, internationally speaking, through the general session.  The general session was a great way for us to

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The Instant Supply Chain Challenge


For the past few weeks, all eyes (and hearts) have been on the devastation caused by the Indian Ocean Tsunami. What is needed in a disaster like this is an "Instant Supply Chain"--ultra-rapid creation of a distribution network with coordination between the many decentralized players. To meet these challenges, relief agencies and governments can learn much from the supply chain advances made by the private sector, but the private sector can also learn from the successes and failures of these relief efforts.

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Human Capital Management: How Top Organizations Drive Company Profits Efficiently


This benchmarking study analyzes human resources (HR) performance for over 200 best-practice companies in three categories: process and transactional support, expertise-based business support, and strategic decision support. Two questions are at the core of the study: How can companies reduce HR costs and increase HR efficiency? And how can HR organizations create business value and optimize effectiveness? Find out what they said.

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How Background Screening Can Protect Your Organization and the Communities You Serve


Volunteer organizations recognize the importance of carefully vetting their volunteers before trusting them with the welfare of the various communities they serve (youth, elderly, disabled). Background screening is a key component in protecting their organization and their community members. This industry brief outlines the risks that arise from bad volunteers and how careful background screening can mitigate those risks.

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TEC 2013 Market Survey Report: What Organizations Want in Accounting and Financial Software


Looking for an accounting and financial solution? This report can help you spot trends in the accounting and financial software space. See what your peers and competitors are looking for in those solutions, so you can develop a good understanding of what accounting and financial software vendors offer, what other companies have identified as important requirements, and what functionality might be a good fit for your company.

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A Business Intelligence Agenda for Midsize Organizations: Six Strategies for Success


Midsize companies see business intelligence (BI) as too unwieldy and expensive for them, and use spreadsheets for planning, budgeting, and forecasting. However, BI is well within reach through an incremental approach. Learn about six strategies for midsize companies for choosing and deploying BI solutions that address both business and IT challenges.

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The Impact and Value of Human Capital Management (HCM) in Today’s Organizations


Many companies believe their employees are their most important asset—and spend significant amounts of money every year on their training and development. But how can these companies quantify what this investment will do to their bottom line? With the right tools, decision makers can gain the critical business intelligence they’ll need to confidently invest in their human capital, and measure and report on its impact.

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Accelerating Time to Value for Analytics with IBM Business Partners in Midsize Organizations


This Nucleus Research report describes how midsize firms can improve the scope and effectiveness of their business analytics deployments and shorten project cycle time by engaging with an IBM Business Partner for deployment and configuration.

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David vs. Goliath? Talent Management Outlook in Midsized vs. Large Organizations


Many surveys address how the needs of human resources (HR) vary, but they often focus on the difference between small and large organizations with the assumption that midsized organizations are similar enough to large organizations not to require extra focus. To get a different perspective, we looked specifically at how the HR function in midsized organizations compares to their much larger counterparts. Are they as similar as is popularly believed?

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