HR Delivery

An HCI Topic

Today’s HR has to strike a balance between strategic talent demands and operational excellence. Whether you need to update your human resource management systems or create more efficient processes for delivery, you can discover ways to turn strategy into execution. Learn how you can create an agile HR organization that’s ready to take on the talent challenges your company faces.

Featured in HR Delivery:

White Paper

A World at Work

White Paper | Source: Kelly OCG | Published: 19 hours ago
To better understand how workers think—and how employers might respond—Kelly Services® developed the Kelly Global Workforce Index (KGWI), an annual global survey with nearly 230,000 respondents across 31 countries, three ... Read more
Blog

Big Data in HR and Finance: Understanding the Real Value

Blog | Author: Workday Big Data Analytics | Source: HCI | Published: 2 days ago

Big Data continues to create new ways of gathering and analyzing information. In the latest research by Harvard Business Review Analytics Services, a real-world lens of big data is provided for HR and Finance.
See the infographic below and read The Big Data Opportunity for HR and Finance research report to discover why big data matters to you and your organization.

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Podcast

HCIPodcast: Mobile’s Role in the Future of HR Tech

Podcast | Published: 2 days ago
Elaine Orler, President and Founder of Talent Function, joins HCI for a discussion on the future of HR technology and the role mobile will play.  Elaine begins with explaining the role well crafted job descriptions play in establishing the ... Read more
Blog

Investing in and Engaging with Your Talent

Blog | Author: Daniel Fogel | Source: HCI | Published: September 15, 2014

So what is stopping your firm from a building a better succession plan currently?  What tools are available to identify and assess the firm’s top talent?   Best-in-class firms are future-proofing their organizations by building better succession plans for their talent and not just for their leadership pipeline.  Firms need to start by identifying the strategic direction of the company in the near future along with an evaluation of the current key roles and strategic functions.  Basically think along the lines of “if our Director of Operations left the company tomorrow, we’d be in big trouble….” 
 

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