What it means to have an integrated solution that helps you attract great candidates and retain them
How you get started, and if you are already moving in this direction, learn the tools and technologies to take your journey to the next level
We are in the midst of the best job market since 1977. The economy continues to add jobs at a robust pace, which will lead to a shortfall of nearly 7.5 million jobs by the end of 2015. Organizations need HCM technology tools and talent strategies to help them compete over the next 15 years.
Enter the next generation of integrated talent management. Talent management is no longer about a single solution. It is about creating great employee experiences from the first social contact with a potential candidate to the day people elect to leave the organization (hopefully the day they retire). In this webcast you will learn what it means to have an integrated solution that helps you attract great candidates and retain them.
Learn from peer advice gathered from an Oracle/HCI survey on integrated technology. Integration has a huge pay off for the business in everything from increased revenue per employee to lower voluntary turnover. Join us for a conversation on how you get started, and if you are already moving in this direction, learn the tools and technologies to take your journey to the next level.
January 8, 2016 | HCI Research Team & Pamela Stroko, Vice President, Mid-Market HCM Transformation & Thought Leadership, Oracle HCM
You can’t listen to a news report or read economic data without hearing about the current job market. We have had 65 months of private sector job growth, and last year alone the economy added over 3.1 million new jobs. Employee confidence ...
March 16, 2015 | Bertrand Dussert, Vice President of Human Capital Transformation, Oracle HCM | John Wiley & Sons, Inc.
The 21st-century economy is service driven. Companies that win today are focused on two things: taking care of their employees and taking care of their customers. Winning and keeping loyal and engaged individuals, either ...
The lack of analytic skills in HR professionals is one reason for the low adoption rate of the big data for HR. Another factor is the quality of the information used in analytics. Not timely, unreliable, or data not integrated across the talent life cycle will lead some HR professionals to say, “garbage in, garbage out”. With this research study and associated webcast, we understand how organizations are collecting, cleaning, and integrating data for enhancing their human capital decision-making.