What is the balance between the talent and the technology? Is there an optimal mix?
How does the firm integrate its human capital analytics and organizational effectiveness to maximize results?
Which strategies will return the best value on the dollar?
In today's complex global market, HR is no longer siloed away from the financial realities of the business. For HR to operate at its most effective level it has to be aligned with the strategic goals of the business, an integral cog in the larger machine. With tightening budgets and shallow talent pools the ability to attract, assess, develop, and engage the best talent remains a challenge. Luckily, new social technologies for candidate relationship management, sourcing, and learning systems have been emerging to solve some of these key concerns.
Big Data can provide the answers if the leadership knows the right questions to ask and which data points to look to for resolution. Join this webcast to learn how HR analytics can drive business results now.
For most companies, gaining actionable insights from workforce data is a costly and cumbersome undertaking. In addition, the HR function is often seen by business leaders and HR practitioners alike as ill-suited to the task. In this ...
While internal and external job postings can provide a pipeline of candidates for your position, there is no guarantee of the quality in who will apply for your openings. Assuming one already has a well crafted and properly branded job posting, firms will need an effective strategy to source, connect and engage passive candidates.