The world of work has changed, remote working is here to stay. Before the pandemic, companies were reluctant for their employees to work from home in the belief that productivity could drop.
Organizations often don’t always take full advantage of the potential of payroll data and one of the big mistakes they make is to only think of such data as financial figures, when in fact it is possible to extract information that may be highly valuable for finance and HR.
Two of the big trends boosted during 2020 as an outcome of the pandemic and here to stay with us over the next months are the adoption of SaaS Solutions and teleworking or working from home
There is a growing demand for HR teams to focus on “employee experience”. Employee experience refers to an employee’s perceptions when interacting with different aspects of the organization they work for
From the overall HR perspective and that of information systems in particular, it is worth stopping to analyse these changes, and how both aspects are affecting HCM solutions.
It’s a fact that we’re in the information and digitalization age where data is the new oil, and another that intellectual capital within companies has gradually become their most valuable asset, while becoming the most competitive key differentiator—we have become accustomed to this reality in the organizational world.
While people increasingly value the possibility of learning, being challenged and having new opportunities, the perception of development management in companies is very poor.
The implementation of an can be defined as the discipline responsible for “establishing the required mechanisms to ensure that the implementation of a new HR management tool or module is easy and effective”.
Rolling out a HR technology solution in your organization is not a simple task and we believe that the key to proper implementation of an international solution lies in both the tangible and soft factors.
The new business models we see today and here to stay challenge us to create new ways of working in companies. Is your organization ready to manage these?
The ability to collect information, systematize it, and establish correlations between huge volumes of data offers us a very powerful tool for understanding and predicting people’s behaviours.
If you are a physical therapist, automotive mechanic supervisor, journalist or photographer, you have no reason to worry. However, if you are a taxi driver, accountant or cargo agent, it is time to think about changing your profession.
Retaining talent within companies is no simple task. We are in times of change, where the labour market offers more facilities to professionals so they can migrate to other companies.
Entrepreneurial talent within organizations has the distinctive characteristics of a digital entrepreneur; they are employees capable of taking your organization down the path of change and creativity.
First, we had descriptive analytics. Then entered predictive analytics. And now meet prescriptive analytics, which goes beyond descriptive and predictive analytics to suggest possible actions to undertake.
Artificial Intelligence promises to be the next technological holy grail of our time—for some, perhaps the last one—and this has unleashed an intense race in innovation.
From our point of view, there are 10 key characteristics that an HR technology solution should embody in order to help the HR professionals with the challenge of talent digitization
Most of the organizations claim to have a digitization strategy but in 51% of the cases, these strategies are not unified or aligned with business processes
To measure this new way of working several methods of evaluation emerged. Of these two prevailed: performance by competencies and performance by objectives.
Big Data applied to HR has enormous potential. Right now in the market we’re seeing greater development in recruitment, performance appraisal and employee retention.
According to the Millennial Survey, 63% complain that their leadership skills are not being developed. They also point out the lack of investment in innovation, lack of career plans, etc.
There are no better brand ambassadors than employees themselves when they enjoy a suitable working environment and also when they are able to perform their daily work.
Our way of living has changed so drastically over the last few years. Technologically speaking, it is closer than ever to the imaginary genre of science fiction
By investing in state-of-the-art technologies, it is possible to develop an organizational architecture that allows agility, flexibility and dynamism with the implementation of work-life balance programmes.
Tech systems are transforming HR into a far more relevant and highly-optimized department that is able to analyze Big Data and make more educated decisions.
The SHRM declares that, of the 10 trends identified in the of Human Capital Management sector for 2015, 6 are related to the digitization of the economy.
The creation of cultures that favour creativity and innovation, with everything that this involves, is one of the challenges HR departments must address.
It is essential to know how to implement best practices worldwide, in order to unify the different ways of operating, and to be able work together, using a common HR tool.
In technology, we have used the term cloud as a way of expressing delocalization and resource optimization. But is this the term that leads to happiness within our organization?
When thinking about migrating their HR system to the cloud, sometimes professionals have misgivings about this model. In most cases these are founded on myths and fears that don’t match the reality.
In the barometer Michael Page conducted in the last quarter of 2012, we set out to identify which areas were priority in HRM for over 4,300 managers and leaders worldwide.
In previous articles, we walked through the key features of a multitenant system: security, sharing data and processes, object orientation and flexibility. If we look closely, they are very similar to
The real evolutionary and creative capacity can only happen if we make an effort to forget what we knew and always develop things from the perspective of the latest generation.
We isolate collisions between different client instances, manage evolution trough object inheritance, configure and maintain from a multitenant platform
We use cookies on our website to give you the most relevant experience by remembering your preferences and repeat visits. By clicking “Accept”, you consent to the use of ALL the cookies.
This website uses cookies to improve your experience while you navigate through the website. Out of these, the cookies that are categorized as necessary are stored on your browser as they are essential for the working of basic functionalities of the website. We also use third-party cookies that help us analyze and understand how you use this website. These cookies will be stored in your browser only with your consent. You also have the option to opt-out of these cookies. But opting out of some of these cookies may affect your browsing experience.
Spanish
