Whether its cause is generational, educational, experiential, or a mix of all of the above, employers are contending with shrinking labor pools, expanded competition for top talent, and high turnover — it’s time to revisit the quality of the learning and development (L&D) environment. Traditional Learning Management Systems Don’t Bring Enough Value. more likely than All Others to use a traditional learning management system (LMS). MORE

When it comes to HR management, evolving technology and a shift in workforce needs will continue to shape the trends we’ll see in 2018. . Some experts predict that employers who offer flexible work schedules will see gains in recruitment and morale, as well as a reduction in turnover. MORE

You’re also charged with developing strategies for improving engagement and increasing retention across your organization. Here are 5 ways an employee management system can help you (and your team) get back that precious time you need to focus on what’s most important. MORE

What’s Involved in Human Capital Management? When a corporate ecosystem functions successfully you can bet a well-considered strategy is in place that’s effectively managing the human side of the business. The Evolving Role of Human Resources. MORE

A human resource management system (HRMS) integrates all of the core and strategic HR functions into one solution, improves recruiting, offers a self-service portal, automates data entry and administrative processes, streamlines information in a central database, reduces payroll and compliance errors, and facilitates data-driven strategies. Human capital management (HCM) ­– HRIS modules, plus onboarding and talent management. MORE

Ask any leader at a global professional services firm about their current biggest challenge, and more than likely they will say talent management. Global firms experience high rates of employee turnover, up to 30% annually is not uncommon in the Big Four. MORE

Corporate misconduct puts human capital management (HCM) and talent attraction and retention at risk. Upholding a code of conduct can influence employees, directors, C-suite members, management, customers, and vendors. Hiring & Retention MORE

But in contrast to the murky ethics of sourcing and selling consumer-driven data , leveraging internal HR data analytics to make better workforce decisions has been a key Human Resources best practice for decades. HR Data Analytics Definition. MORE

Q: How can Human Resources (HR) better partner with Internal Communications (IC)? The two teams can improve their relationship by: sharing analytics tools, incentivizing effective collaboration between both teams, aligning Key Performance Indicators (KPIs) and goals, improving employee information-gathering processes, and. Effective Internal Communication: Technology and Analytics. How To Improve Your Human Capital Management. MORE

Starting with our built-in reporting and analytics, and then with the introduction of Workday Prism Analytics and Workday Data-as-a-Service , as the sheer volume, velocity, and variety of data grows, we’ve expanded our offerings to help our customers take full advantage of their data. Geared toward openness and bringing non-Workday data into the system , Workday Prism Analytics is the data hub for your finance and HR teams. MORE

Beyond the initial hiring process, these same companies match initial hiring success to longer term metrics such as retention , alignment of employee and manager goals , and overall employee engagement (ranging from individual task completion to innovation and contribution rates). MORE

That’s Executive Vice President and CHRO John Murabito’s guiding philosophy for the human capital management approach at Cigna , a global health services organization that recently acquired Express Scripts. Can they manage the change? MORE

In Fortune 500 companies, it has been estimated that 500,000 new managers transition into new roles or companies each year. Managers begin new jobs every 2 to 4 years on average. Managing people in today’s working environment requires agility, accuracy and visibility. MORE

It helps organizations establish employee performance standards and enables managers to evaluate employees’ job performance in relation to these standards. Performance management systems are used to manage employee progress, performance, and development in relation to organizational goals. MORE

From a management perspective you can regulate your employees’ productivity levels with an effective point system. Scorecards are based on a set of advanced metrics that are linked to financial results that can quantify value creation and/or destruction. MORE

From a strategic viewpoint, many companies understand the value of human capital and how it lays within the experience and efforts of their employees. Human-capital management and workforce analytics can work cohesively together to help quantify an employees’ worth. MORE

In Fortune 500 companies, it has been estimated that 500,000 new managers transition into new roles or companies each year. Managers begin new jobs every 2 to 4 years on average. Managing people in today’s working environment requires agility, accuracy and visibility. MORE