In this session get to know,
- Why is HR Product Selection so Important?
- How to choose between 'Build' versus 'Buy’?
- 5 key parameters to evaluate for each technology
- How to Bridge Gaps between Products through Customizations?
In this webinar you will,
- Identify what kind of content is a good candidate for transformation to learning
- Understand the ecosystem to transform content to learning experiences
- Know how to harness technology and content services to provide a rich learning experience to your employees
- Learn about some tools that can expedite your content transformation journey
Learning and Development tools have seen a huge transformation over the last couple of years. Learning is not restricted to a single channel like an LMS or a repository of content. It is now a complex ecosystem of Learning Experience Platforms (LXP), Microlearning tools, Collaboration Tools, and multiple content sources. In order to deliver a seamless learning experience to organizations, one needs a sound integration strategy.
In this webinar, our speakers Bharti Satpute, General Manager – Projects, and Maheshkumar Kharade, AGM – Technology, will discuss common scenarios where we have helped our customers successfully integrate multiple learning tools into their ecosystem of HR applications. Participants will also get insights into data exchange, progress tracking, modes and levels of integration.
In these 30 minutes, you will understand:
· Different integration scenarios
· Data exchange between LMS, LXP, and HR Apps
· Learning content integration using standards
Existing times are making us think beyond the immediate needs and instead consider different possibilities for the future. This makes recalibration the need of the hour. We have identified four areas where technology product owners can do with some insights – how to change product strategy according to changing demands; how to position a popular product in a new market; how to build a new product for an unmet need; and, finally, how to introduce something new for your existing customers.
In this webinar, our experts will address these points as well as guide you on the new challenges and behaviors of remote users. We will also have Jeremy Tillman of TrainUp share his thoughts as a guest speaker.
Key Takeaways:
- Types of recalibrations which can be considered according to market situations
- How to structure plans to fulfill unanticipated demand changes
- Tried and tested approaches that have worked for some customers, even in tough times
Find out the opportunities to build integrations that facilitate seamless exchange of information across internal and external HR applications.
In this webcast we have discussed the below pointers,
• Need for Data-Driven HR and its relevance in organizations
• Aspects of Workplace Analytics Maturity Model and how to correlate it with your needs
• Understand typical challenges in data integrations and how to solve them
• How to decide on an integration approach for your organization
This webcast is in collaboration with HR.com
A webinar on HR Tech chatbots - Guide to automate HR applications using AI and ML by Harbinger Systems.
What You Will Learn
• AI and ML trends related to HR tech applications
• Examples of chatbots in Recruitment, Time Off, Payroll and Benefits
• Insights and comparison of available AI tools and technologies for building chatbots
• Challenges in adoption and deployment of chatbots and how to overcome those
Presented by Shrikant Pattathil - President and Mahesh Kharade - AGM, Technology at Harbinger Systems.
This document discusses using people analytics for a sustainable remote workforce. It outlines how people analytics can help frontline managers with decision making, monitoring operations, productivity, safety and recruitment using metrics from applicant tracking systems. It also discusses the challenges faced by Chief Data Science Officers in areas like data wrangling, mature AI operations and building skilled teams. Emerging technologies around hyperautomation, internet of behaviors and total experience will facilitate real-time analytics and seamless workflows across HR and collaboration tools to drive business outcomes.
Mighty Morphin' Talent Team - A introduction to Agile for Talent/People TeamsWilliam Rooney
A presentation I created to introduce the philosophy of agile to my team. The focus is on how you differentiate your day-to-day operations work from what it's like to work on a truly collaborative, cross-functional team. All rights belong to their respective owners. See Notes Section for more detailed speaker notes.
The document discusses goal management and performance management features in Oracle Fusion HCM. It provides overviews of integrated talent management, pay for performance, developing and retaining talent, and organizational behavior alignment. The document also summarizes the value of Fusion goals management in providing executive insight, ongoing conversations, collaboration, and supporting performance and development goals. It describes similar values for Fusion performance management.
In this webinar you will,
- Identify what kind of content is a good candidate for transformation to learning
- Understand the ecosystem to transform content to learning experiences
- Know how to harness technology and content services to provide a rich learning experience to your employees
- Learn about some tools that can expedite your content transformation journey
Learning and Development tools have seen a huge transformation over the last couple of years. Learning is not restricted to a single channel like an LMS or a repository of content. It is now a complex ecosystem of Learning Experience Platforms (LXP), Microlearning tools, Collaboration Tools, and multiple content sources. In order to deliver a seamless learning experience to organizations, one needs a sound integration strategy.
In this webinar, our speakers Bharti Satpute, General Manager – Projects, and Maheshkumar Kharade, AGM – Technology, will discuss common scenarios where we have helped our customers successfully integrate multiple learning tools into their ecosystem of HR applications. Participants will also get insights into data exchange, progress tracking, modes and levels of integration.
In these 30 minutes, you will understand:
· Different integration scenarios
· Data exchange between LMS, LXP, and HR Apps
· Learning content integration using standards
Existing times are making us think beyond the immediate needs and instead consider different possibilities for the future. This makes recalibration the need of the hour. We have identified four areas where technology product owners can do with some insights – how to change product strategy according to changing demands; how to position a popular product in a new market; how to build a new product for an unmet need; and, finally, how to introduce something new for your existing customers.
In this webinar, our experts will address these points as well as guide you on the new challenges and behaviors of remote users. We will also have Jeremy Tillman of TrainUp share his thoughts as a guest speaker.
Key Takeaways:
- Types of recalibrations which can be considered according to market situations
- How to structure plans to fulfill unanticipated demand changes
- Tried and tested approaches that have worked for some customers, even in tough times
Find out the opportunities to build integrations that facilitate seamless exchange of information across internal and external HR applications.
In this webcast we have discussed the below pointers,
• Need for Data-Driven HR and its relevance in organizations
• Aspects of Workplace Analytics Maturity Model and how to correlate it with your needs
• Understand typical challenges in data integrations and how to solve them
• How to decide on an integration approach for your organization
This webcast is in collaboration with HR.com
A webinar on HR Tech chatbots - Guide to automate HR applications using AI and ML by Harbinger Systems.
What You Will Learn
• AI and ML trends related to HR tech applications
• Examples of chatbots in Recruitment, Time Off, Payroll and Benefits
• Insights and comparison of available AI tools and technologies for building chatbots
• Challenges in adoption and deployment of chatbots and how to overcome those
Presented by Shrikant Pattathil - President and Mahesh Kharade - AGM, Technology at Harbinger Systems.
This document discusses using people analytics for a sustainable remote workforce. It outlines how people analytics can help frontline managers with decision making, monitoring operations, productivity, safety and recruitment using metrics from applicant tracking systems. It also discusses the challenges faced by Chief Data Science Officers in areas like data wrangling, mature AI operations and building skilled teams. Emerging technologies around hyperautomation, internet of behaviors and total experience will facilitate real-time analytics and seamless workflows across HR and collaboration tools to drive business outcomes.
Mighty Morphin' Talent Team - A introduction to Agile for Talent/People TeamsWilliam Rooney
A presentation I created to introduce the philosophy of agile to my team. The focus is on how you differentiate your day-to-day operations work from what it's like to work on a truly collaborative, cross-functional team. All rights belong to their respective owners. See Notes Section for more detailed speaker notes.
The document discusses goal management and performance management features in Oracle Fusion HCM. It provides overviews of integrated talent management, pay for performance, developing and retaining talent, and organizational behavior alignment. The document also summarizes the value of Fusion goals management in providing executive insight, ongoing conversations, collaboration, and supporting performance and development goals. It describes similar values for Fusion performance management.
An HR portal is being created to provide HR-related content and applications to relevant employees. The HR portal will be a specialized component of the company's overall Business Portal, which aims to provide the right information to users. To design the HR portal, the document recommends generating ideas for HR-related topics, determining which HR transactions will be supported, designing an easy-to-use interface, partnering with IT to select the proper technical infrastructure, and setting up a review process to keep content current.
The document discusses the changing HR technology landscape and Oracle's cloud-based HCM solutions. It notes that traditional on-premise HR systems required frequent customizations and upgrades that did not provide long-term value. Oracle's cloud HCM provides regular feature updates on a monthly basis. It offers a complete HCM solution that is part of an integrated Oracle cloud platform and provides modern cloud capabilities and flexibility tailored to each customer's needs.
The document discusses Oracle's unified ERP and HCM cloud solution. It highlights benefits like a consistent user experience, single data model, enterprise reporting and analytics, integration on Oracle's cloud platform, and Oracle's commitment to customer success. The solution aims to address challenges companies face with multi-vendor cloud and on-premise systems like high costs, complex integrations, and difficulty with management, compliance, and governance.
The document discusses how mobile apps can be used to support key HR functions. It describes features for recruiting, onboarding, performance management, learning and development, payroll, core HR, leave management, time and attendance, approvals, scheduling, employee self-service, manager self-service, company communication, and help desk tools. For each function, it provides usage statistics, key mobile features, and mockups of device-specific features like push notifications and location services. The overall document examines how a mobile HR app can enable employees to access HR services anytime from any device.
Social, Mobility, Analytics and Cloud technology solutions are drivers for excellence in modern HCM. Know more the opportunities and technical challenges in building SMAC-based HCM solutions in webinar presentation
This document provides an overview of an online collaborative work project involving screen sharing and VOIP. The project aims to develop an application to allow geographically separated team members to video conference and share drawings. It will address the need for sharing critical business information and the lack of affordable applications that combine video conferencing and shared drawing. The project's benefits include making online collaboration more interactive and productive for companies, students, and creative workers. It will track student professional activities and issue certificates. The tools to be used include ASP.Net, C#, and HTML 5/CSS 3.
The document discusses how people analytics can help modernize HR solutions and enable data-driven decision making. It provides examples of how people analytics improved talent acquisition quality at one company by profiling candidates and analyzing sentiment, and how it helped another company bridge skill gaps and boost employee engagement in training programs. The methodology section outlines common people analytics problem types and how insights can be extracted from HR data sources to inform strategic HR and business decisions.
The document summarizes AIIM's SharePoint Certificate Program, which teaches best practices for implementing and managing SharePoint. It offers three levels - Practitioner, Specialist, and Master. The Practitioner track covers basic SharePoint concepts. The Specialist track builds on that with modules on deployment best practices. The Master track involves classroom training and a case study assignment. Attending the program can help people understand how to properly use SharePoint and avoid common pitfalls.
Harbinger Systems conducted a session on ‘Application of Data Science in Government Service’ at the IPMA Forum 2016 conference and expo in Lacey, WA. Read through the conference highlights.
The document discusses how to build product-class applications through a set of principles and practices called "Producteering". Producteering aims to achieve high quality software at optimal costs through reuse, flexibility, and a focus on innovation. It involves collaborative requirements gathering, iterative development processes, technical reviews, automated testing, and training engineers to think like product managers.
SharePoint: The Changing Face of TechnologyBob Larrivee
SharePoint is a Microsoft platform that has evolved from a centralized way to search for information and enhance collaboration into a powerful platform for enterprise content management. The document discusses SharePoint's history and capabilities. It also describes AIIM's new SharePoint certification program, which provides best practices for implementing, sustaining, and transitioning to SharePoint through online and classroom courses to become a SharePoint Practitioner, Specialist, or Master.
The document summarizes Oracle's 2019 Spring Update for its HCM Cloud product. It highlights new features focused on making work more human, including a digital assistant for answering HR questions, a redesigned employee experience with mobile-responsive design, and tools to customize and personalize the HR experience. The updates are part of Oracle's broader strategy to rapidly innovate and adopt new technologies through its cloud applications on a quarterly basis.
This document provides an overview of Odoo's vision, strategy, and challenges for 2019. Some key points:
- Odoo has 4.8 million happy users, 20,000 community modules, and is the #1 business app store. It has 700 employees.
- Odoo uses a dual business model with both a community (open source) and enterprise version, and revenue from the enterprise helps invest in the community.
- Odoo has experienced hypergrowth, growing from 1 employee in 2004 to over 850 employees by the end of 2019.
- Some of Odoo's challenges are continuing to innovate at a fast pace, growing its partner network to meet demand while maintaining quality, and helping customers smoothly upgrade as
The document discusses employee self-service benefits enrollment through PeopleSoft. It highlights how self-service enrollment empowers employees, improves operations, and provides a return on investment. Specifically, self-service enrollment allows employees to enroll in benefits online, reducing costs and errors while increasing convenience and efficiency. The presentation then demonstrates the capabilities of self-service benefits enrollment and takes questions.
The document discusses moving HR applications to the cloud using Oracle's HCM Cloud. It highlights benefits like embedded analytics, mobile access, social collaboration, and work life applications. Oracle HCM Cloud provides a complete global solution with talent acquisition, compensation, and unified talent management. Customers praise Oracle for anytime access to integrated employee data and predictive analytics capabilities. The cloud model offers upgrade flexibility and security while maintaining the customer's brand and data protection.
The document discusses Oracle's Global HR product. It provides a foundation for HR that goes beyond a system of record, with key benefits including planning and optimizing the workforce, supporting global and local HR needs, providing intelligent self-service for employees and managers, enabling seamless onboarding, and allowing HR to be data driven. The product offers over 200 localizations, 26 languages, workforce modeling, onboarding, benefits enrollment, absence management, and predictive analytics capabilities.
Transforming HR into a Strategic Asset enabled by Oracle HCM CloudCognizant
Today’s Human Capital Management (HCM) market is undergoing a unique shift from the traditional transactional process areas to strategic process areas with increasing focus on:
1. Integrated Talent Management: Employee skill management and development has taken the center stage. What are the emerging trends in this space and how is this important for business growth?
2. Enhanced Usability: More than ever, employees need and demand user friendly, contemporary self-service. How does a good self-service strategy unlock $ value for you.
3. Accessibility: Integrated functionality for Analytics, Mobility, and Enterprise Social is a requirement. What can your organization do to get the best value out of these feature rich frameworks?
In this new environment, what are the target options available for HR working on legacy systems? How can CxOs and HR evaluate their current HCM systems and ensure that the technology led HR transformations are not only aligned to the latest HR trends but also provide maximum ROI through increased productivity and automation with lower total cost of ownership?
This presentation by Praveen Gupta (Senior Director, HCM Solution Advisor) throws light on the latest trends in HCM marketplace, target options for customers on legacy systems or manual processes and show how HR in leading companies are leveraging the Oracle HCM & Talent Cloud to move from being a transactional unit to a strategic asset in business growth.
Bersin by Deloitte: Get Smart on Selection Saba Software
The document discusses 5 top criteria for selecting a talent management system: 1) having a clear human capital management strategy, 2) selecting the necessary applications and deployment order, 3) planning the user experience, 4) determining cloud-based versus on-premise deployment, and 5) ensuring analytics and integration needs can be met. It emphasizes the importance of an integrated talent management suite to provide a unified experience, true analytics capabilities, and more efficient management of employee data and vendors.
How To Choose The Right HR Software - 7 Steps To SuccessCoreHR
This document outlines 7 steps for choosing the right HR software: 1) Define scope and requirements, 2) Build a business case, 3) Evaluate usability, 4) Ensure integration across HR processes, 5) Leverage analytics and reporting, 6) Enable self-service, and 7) Consider costs and ROI. The document provides guidance on factors to consider under each step, such as user experience, mobile access, reporting capabilities, and financial impacts. It also introduces CoreHR as a provider of HR and payroll software solutions.
An HR portal is being created to provide HR-related content and applications to relevant employees. The HR portal will be a specialized component of the company's overall Business Portal, which aims to provide the right information to users. To design the HR portal, the document recommends generating ideas for HR-related topics, determining which HR transactions will be supported, designing an easy-to-use interface, partnering with IT to select the proper technical infrastructure, and setting up a review process to keep content current.
The document discusses the changing HR technology landscape and Oracle's cloud-based HCM solutions. It notes that traditional on-premise HR systems required frequent customizations and upgrades that did not provide long-term value. Oracle's cloud HCM provides regular feature updates on a monthly basis. It offers a complete HCM solution that is part of an integrated Oracle cloud platform and provides modern cloud capabilities and flexibility tailored to each customer's needs.
The document discusses Oracle's unified ERP and HCM cloud solution. It highlights benefits like a consistent user experience, single data model, enterprise reporting and analytics, integration on Oracle's cloud platform, and Oracle's commitment to customer success. The solution aims to address challenges companies face with multi-vendor cloud and on-premise systems like high costs, complex integrations, and difficulty with management, compliance, and governance.
The document discusses how mobile apps can be used to support key HR functions. It describes features for recruiting, onboarding, performance management, learning and development, payroll, core HR, leave management, time and attendance, approvals, scheduling, employee self-service, manager self-service, company communication, and help desk tools. For each function, it provides usage statistics, key mobile features, and mockups of device-specific features like push notifications and location services. The overall document examines how a mobile HR app can enable employees to access HR services anytime from any device.
Social, Mobility, Analytics and Cloud technology solutions are drivers for excellence in modern HCM. Know more the opportunities and technical challenges in building SMAC-based HCM solutions in webinar presentation
This document provides an overview of an online collaborative work project involving screen sharing and VOIP. The project aims to develop an application to allow geographically separated team members to video conference and share drawings. It will address the need for sharing critical business information and the lack of affordable applications that combine video conferencing and shared drawing. The project's benefits include making online collaboration more interactive and productive for companies, students, and creative workers. It will track student professional activities and issue certificates. The tools to be used include ASP.Net, C#, and HTML 5/CSS 3.
The document discusses how people analytics can help modernize HR solutions and enable data-driven decision making. It provides examples of how people analytics improved talent acquisition quality at one company by profiling candidates and analyzing sentiment, and how it helped another company bridge skill gaps and boost employee engagement in training programs. The methodology section outlines common people analytics problem types and how insights can be extracted from HR data sources to inform strategic HR and business decisions.
The document summarizes AIIM's SharePoint Certificate Program, which teaches best practices for implementing and managing SharePoint. It offers three levels - Practitioner, Specialist, and Master. The Practitioner track covers basic SharePoint concepts. The Specialist track builds on that with modules on deployment best practices. The Master track involves classroom training and a case study assignment. Attending the program can help people understand how to properly use SharePoint and avoid common pitfalls.
Harbinger Systems conducted a session on ‘Application of Data Science in Government Service’ at the IPMA Forum 2016 conference and expo in Lacey, WA. Read through the conference highlights.
The document discusses how to build product-class applications through a set of principles and practices called "Producteering". Producteering aims to achieve high quality software at optimal costs through reuse, flexibility, and a focus on innovation. It involves collaborative requirements gathering, iterative development processes, technical reviews, automated testing, and training engineers to think like product managers.
SharePoint: The Changing Face of TechnologyBob Larrivee
SharePoint is a Microsoft platform that has evolved from a centralized way to search for information and enhance collaboration into a powerful platform for enterprise content management. The document discusses SharePoint's history and capabilities. It also describes AIIM's new SharePoint certification program, which provides best practices for implementing, sustaining, and transitioning to SharePoint through online and classroom courses to become a SharePoint Practitioner, Specialist, or Master.
The document summarizes Oracle's 2019 Spring Update for its HCM Cloud product. It highlights new features focused on making work more human, including a digital assistant for answering HR questions, a redesigned employee experience with mobile-responsive design, and tools to customize and personalize the HR experience. The updates are part of Oracle's broader strategy to rapidly innovate and adopt new technologies through its cloud applications on a quarterly basis.
This document provides an overview of Odoo's vision, strategy, and challenges for 2019. Some key points:
- Odoo has 4.8 million happy users, 20,000 community modules, and is the #1 business app store. It has 700 employees.
- Odoo uses a dual business model with both a community (open source) and enterprise version, and revenue from the enterprise helps invest in the community.
- Odoo has experienced hypergrowth, growing from 1 employee in 2004 to over 850 employees by the end of 2019.
- Some of Odoo's challenges are continuing to innovate at a fast pace, growing its partner network to meet demand while maintaining quality, and helping customers smoothly upgrade as
The document discusses employee self-service benefits enrollment through PeopleSoft. It highlights how self-service enrollment empowers employees, improves operations, and provides a return on investment. Specifically, self-service enrollment allows employees to enroll in benefits online, reducing costs and errors while increasing convenience and efficiency. The presentation then demonstrates the capabilities of self-service benefits enrollment and takes questions.
The document discusses moving HR applications to the cloud using Oracle's HCM Cloud. It highlights benefits like embedded analytics, mobile access, social collaboration, and work life applications. Oracle HCM Cloud provides a complete global solution with talent acquisition, compensation, and unified talent management. Customers praise Oracle for anytime access to integrated employee data and predictive analytics capabilities. The cloud model offers upgrade flexibility and security while maintaining the customer's brand and data protection.
The document discusses Oracle's Global HR product. It provides a foundation for HR that goes beyond a system of record, with key benefits including planning and optimizing the workforce, supporting global and local HR needs, providing intelligent self-service for employees and managers, enabling seamless onboarding, and allowing HR to be data driven. The product offers over 200 localizations, 26 languages, workforce modeling, onboarding, benefits enrollment, absence management, and predictive analytics capabilities.
Transforming HR into a Strategic Asset enabled by Oracle HCM CloudCognizant
Today’s Human Capital Management (HCM) market is undergoing a unique shift from the traditional transactional process areas to strategic process areas with increasing focus on:
1. Integrated Talent Management: Employee skill management and development has taken the center stage. What are the emerging trends in this space and how is this important for business growth?
2. Enhanced Usability: More than ever, employees need and demand user friendly, contemporary self-service. How does a good self-service strategy unlock $ value for you.
3. Accessibility: Integrated functionality for Analytics, Mobility, and Enterprise Social is a requirement. What can your organization do to get the best value out of these feature rich frameworks?
In this new environment, what are the target options available for HR working on legacy systems? How can CxOs and HR evaluate their current HCM systems and ensure that the technology led HR transformations are not only aligned to the latest HR trends but also provide maximum ROI through increased productivity and automation with lower total cost of ownership?
This presentation by Praveen Gupta (Senior Director, HCM Solution Advisor) throws light on the latest trends in HCM marketplace, target options for customers on legacy systems or manual processes and show how HR in leading companies are leveraging the Oracle HCM & Talent Cloud to move from being a transactional unit to a strategic asset in business growth.
Bersin by Deloitte: Get Smart on Selection Saba Software
The document discusses 5 top criteria for selecting a talent management system: 1) having a clear human capital management strategy, 2) selecting the necessary applications and deployment order, 3) planning the user experience, 4) determining cloud-based versus on-premise deployment, and 5) ensuring analytics and integration needs can be met. It emphasizes the importance of an integrated talent management suite to provide a unified experience, true analytics capabilities, and more efficient management of employee data and vendors.
How To Choose The Right HR Software - 7 Steps To SuccessCoreHR
This document outlines 7 steps for choosing the right HR software: 1) Define scope and requirements, 2) Build a business case, 3) Evaluate usability, 4) Ensure integration across HR processes, 5) Leverage analytics and reporting, 6) Enable self-service, and 7) Consider costs and ROI. The document provides guidance on factors to consider under each step, such as user experience, mobile access, reporting capabilities, and financial impacts. It also introduces CoreHR as a provider of HR and payroll software solutions.
This document provides an overview of DevOps and how to adopt a DevOps approach. It discusses that DevOps aims to shorten the systems development life cycle and provide continuous delivery with high software quality. The document outlines that adopting DevOps involves changes to an organization's people, processes and technologies. It provides strategies for building a collaborative culture and implementing shared goals and metrics. It also discusses implementing efficient processes for continuous integration, delivery, testing and monitoring. The document recommends technologies like infrastructure as code, collaboration tools, and release automation to support the DevOps approach.
Moving from Collaboration Pilot to Successful ImplementationChristian Buckley
One of the most common SharePoint and Office 365 failures is deploying the platform without a pilot. The collaboration pilot is an essential step for any enterprise deployment – and there are most definitely “best practices” you should consider.
Presentation given by Beezy Chief Evangelist and 6-time Microsoft MVP Christian Buckley walking through a repeatable process for running successful collaboration pilots, from management buy-in through to customer adoption planning.
IBM Smarter Workforce Summit Toronto 2015: What is Your Critical Skills Gap? IBM Smarter Workforce
This document discusses defining and addressing an organization's critical skills gap. It highlights that skills assessments can improve employee performance, quality of hire, productivity, and engagement. The document also outlines IBM's talent frameworks library which provides pre-defined competencies and job profiles to integrate talent management applications and drive a skills-based culture. It emphasizes that successful organizations rely on an integrated talent infrastructure with clear competencies and job profiles.
The CEO of Infinity Software welcomed attendees to their annual user conference. He provided an overview of the company's background and growth, trends in SaaS HRIS, their technology roadmap for the next year, and investment in partner development. Key areas of focus included advancing unified human capital management, mobility, analytics, and continued improvements to benefits management, time and attendance, and performance management. The conference aimed to provide partners and customers insights to help drive engagement and success.
In the past decade, the HR function has undergone a significant transformation. It has evolved from being a support function to a strategic business driver. Modern day HR’s can leverage plethora of data that to manage Employee Engagement. This presentation describes in detail about BRIDGEi2i’s offering on Employee Engagement Analytics and how HR’s can leverage the data eco system to get granular insights for improving Employee Engagement with snapshots of key deliverables
We create cloud based solutions for organization learning & talent management. Using our capabilities in technology, consulting and languages, we develop comprehensive, reliable and scalable assessment and learning solutions for our clients.
Microsoft's HR mission is to create an empowering environment for employees through a focus on culture, talent, leadership, and management. HR aims to build a modern corporate culture through increased productivity via a self-service portal, providing employees with new skills through learning programs, and modernizing communications to reach all workers. Microsoft uses tools like SharePoint, Learning Central, and Yammer to achieve these goals and help unlock HR's potential to contribute more strategically to business performance through workforce analytics and insights.
Microsoft's HR mission is to create an empowering environment for employees through culture, talent, leadership and management. HR aims to build a modern corporate culture by increasing productivity through a self-service SharePoint portal, providing employees skills through learning management systems, and modernizing communications with Office 365 for remote workers. Microsoft also seeks to unlock HR's potential through workforce analytics and translating data into business insights. The company embraces innovation by making it "business as usual" and activating social tools for collaboration across teams.
The presentation is about a scenario where a company, growing in numbers and maturity, goes through a number of steps bringing to the implementation of a CRM system. In this case we adopted OpenERP as preferred platform.
This report describes in detail the work done by me during my Summer Internship when I was doing my two year MBA at XIMB. The project was in the Digital Marketing domain, and broadly my work revolved around these topics-
1) SEO
2) Content Marketing
3) Creative Writing
4) Digital Tools
5) Digital Strategy
Summer Project Title: Implementing SEO and Content Marketing Strategies for Brand Awareness and Lead Generation
Presentation from Salesforce.org Higher Ed Summit 2018 by: Kristen Sands Rauscher, Director/Salesforce Admin
At the Robert H. Smith School of Business at the University of Maryland College Park, student success is at the core of our mission to take Salesforce enterprise-wide. With 23+ unique email platforms being utilized at the business school to our shared constituents across multiple business, it became evident that our student & alumni engagement behavior was fractured, causing frustrations among student satisfaction. We went on a research & discovery mission, gathered over 200 requirements, interviewed multiple stakeholders, and made school-wide decision to adopt Marketing Cloud as our enterprise marketing automation platform. Learn about our journey from change management, discovery & requirements gathering, selection, and developing our roadmap for implementation.
Watch a recording of this presentation: https://youtu.be/vIDi9vdDnjk
eSavvy webinar: Top 5+1 Tips of How to Maximize the ROI of a CRM InvestmenteSavvy
Do you want to know how to maximize the return of investment in a CRM system? Are you interested to find out how to truly use a CRM system to its full potential and how you can benefit from doing so? Then watch our next webinar, during which our Managing Director David Goad will share with you top tips on how to maximize the ROI of a CRM investment. David has been involved in more than 200 Business Application Implementations and was one of the contributing authors of the proven project management methodology recommended by Microsoft – Dynamics Sure Step. He will use his vast experience and project management knowledge to provide you with valuable insights about how to select your new CRM, how to prepare for CRM deployment projects and what to do during and after the project to maximize the results from your investment.
Austin Recruiter Network Meeting April 25, 2024Dan Medlin
Presentation material and additional notes from the ARN Meeting on April 25, 2024. Host and Sponsor, Insperity. Topic: New Recruiting Technology Tools for Talent Acquisition Leaders.
Course5 & Lenovo: Analytics driven Digital Trading DeskCourse5i
Course5 Intelligence helps organizations drive digital transformation through analytics and artificial intelligence. It builds capabilities for clients to make strategic and tactical decisions regarding customers, markets, and competition. Course5 recognizes the importance of customer centricity, innovation, and empowerment. Lenovo established an analytics-driven digital trading desk to orchestrate partnerships, data, technology, analytics, and teams to improve marketing, customer experience, and business performance in response to trends of the digital generation. The desk enables strategic alignment, experimentation, and personalized experiences across channels.
This document discusses an employee engagement analytics solution called EmPOWER. It provides insights into employee behavior through tailored analysis and continuous tracking. Key features include understanding employee sentiment at different levels, identifying attributes that influence engagement, and visualizing results. The solution aims to help organizations address gaps in current engagement surveys and institutionalize data-driven decisions to improve business value.
Richard Harbridge presented on tackling adoption of Office 365 like a service rather than as projects. He recommends taking a service model approach which works better for continual launches and metrics. An organization should plan for adoption at multiple levels - individual, group, and organizational. Key aspects include ensuring the right roles are in place, assessing culture readiness, having policies and guidance, measuring business impact, and planning adoption campaigns. Regularly reviewing success readiness can help track improvements over time.
Systems Solutions Pvt. Ltd (Sysoics). is an fast growing IT organization in Maldives. We are IT consulting, software development and offshore development and outsourcing services in republic of Maldives. Systems Solutions Pvt. Ltd (Sysoics) international software development and consulting company with headquarters and software development centers in India and Maldives, serving customers globally since 2010. We provide creative solutions that meet our customers' current and future needs. Highly talented engineers who understand the clients' long term requirements are the driving force behind Systems Solutions.
Systems solution Pvt. Ltd (SYSOICS) is one of the best IT consulting and software development company in Maldives. Sysoics mainly focusing ERP Development, Implementation and integration in Maldives. Maldives business pattern is totally different from other countries business pattern. Systems Solutions did an analysis based on Maldives business and employment pattern and we designed the software totally based on Maldives business patterns.
Though it’s an initiative from India; we are the IT solution providers for some of the largest corporate in Maldives, with an array of front end technology deployment services to help clients maximize the effectiveness and productivity of their investments in software. We have our ODC in India, Madurai and also support and marketing teams in Maldives.
Systems Solutions Private Limited (SYSOICS) providing services like Software development, ERP implementations, Content Management System (CMS), Mobile Application development, Web development and IT Consulting in Maldives as well as globally.
Systems Solutions Private Limited is one of the best Software Product based company in Maldives and India. We are providing Maldives Employment Law Supported HR and Payroll System (HR-MetricS) in Maldives. Especially this HR Payroll System is totally platform free application, its support Desktop, Web and Mobile Application. We have our client described happily HR-MetricS system is one of the best HR Payroll System in Maldives.
Systems Solutions Pvt Ltd (SYSOICS) have efficient own ERP System (BSOL ERP SUITE), it’s providing a complete solution for your business in Maldives.
Similar to 5 Key Items HR Should Consider Before Buying HR Technologies (20)
EdTech advanced rapidly in 2020 as schools switched to remote learning due to Covid-19. In 2021, 5 trends will drive further transformation: 1) AI will help identify skill gaps and recommend content; 2) Educators will need more professional development and user-friendly tools; 3) Digital transformation will create hybrid learning ecosystems; 4) Systems will integrate data to personalize learning; 5) Equity will require asynchronous learning and addressing the digital divide. EdTech providers must prepare for continued growth by addressing these trends and challenges.
With the growing need for integration between different HR applications, many leading vendors have now started following the marketplace based integration approach. This kind of an approach helps immensely in managing, streamlining, and monetizing the integrations. It also adds a lot of complexity and challenges.
Every marketplace differs from the other in terms of quality standards followed (interoperability, security, quality, etc.) and the overall integration process. For seamless integration with such marketplaces, it is essential to consider all these variations and differences.
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• Walkthrough of integration between Background Screening Platform and Salesforce Marketplace
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In the current job market, more than 70% of eligible candidates are part of a passive candidate pool. To effectively find and target such candidates, multiple sourcing applications and channels are the best media. If you don’t have a seamless integration between ATS/HRIS platforms and sourcing tools, then your ability to source eligible candidates from this passive pool can be drastically impacted.
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Our speakers, Dr. Vikas Joshi, CEO - Harbinger Group and Maheshkumar Kharade, AGM Technology - Harbinger Systems, will share insights on the ways in which different platforms can be integrated with organization-specific scenarios and workflows. This will prove to be vital as companies will be required to opt for collaboration tools in the post-pandemic circumstances as well.
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5 Key Items HR Should Consider Before Buying HR Technologies
1. 5 Key Items HR Should Consider
Before Buying HR Technologies
The State of Today's HR Tech Stack
September 17, 2020
2. By the End of
this Session,
You Will
Learn
• Why is HR Product Selection SO Important?
• How to choose between 'Build' versus 'Buy’?
• 5 key parameters to evaluate for each
technology
• How to Bridge Gaps between Products through
Customizations?
3. Poll #1
What role do you play in HR product selection in your
organization?
You can select multiple options
A. Decision maker
B. Influencer
C. Evaluator
D. Not involved in selection
4. Why is HR Product
Selection So Important
Now?
What has Changed?
5. HR Goals are
Changing…
Strategy Take Strategic Decisions
Engage Keep Employees Engaged
Collaborate Collaborate in Org Goals
Govern Govern Productivity
Brand Build Employer Brand
Innovate
Innovate to Hire and Retain
Talent
9. Poll #2
What is your organization’s mandate for HR product/service
procurement?
A. Buy from market
B. Buy through IT partner(s)
C. Build internally
D. Build through an outsourced partner
E. Leverage open source technologies
12. Buy vs Build
Build scenario:
Chatbot in HR
Ticketing
Understaffed HR Team
Overwhelmed with HR cases
Unresolved cases leading to
frustrated employees
US based tech company with
100,000 employees worldwide
Employee HR Chatbot
for routine
HR ops
HR
60% tickets
handled by bot
Avg. 35
seconds to
resolve
Time Saved
and
Invested in
Strategic
Initiatives
13. Buy vs Build
Build and
Integrate:
Performance
Management
and HRIS
PoleStar and
SuccessFactors
14. Why Did We Decide to 'Build' Instead of 'Buy'?
1. Existing One-on-One (O3) app
2. Our Requirements were very focused
3. Our existing HCM did not cater to all our Requirements
4. We had a high performing internal dev team that was
Technically Proficient
5. Time to Solution - We wanted to go live in a couple of months
6. Budget
15. What Were Some of Our Requirements?
1. Build on the success of our previous O3 app
2. System should be conversational in nature and track performance
3. Create a culture of change and engagement
4. Complete transparency between the direct and their manager
5. Integrate with our various internal apps
6. Custom dashboards and reports for on-demand information
7. Track learning
21. Data is
Supreme
Data security
Data interoperability
Auditability, compliance
and custom reporting
Actionable insights
•Workday CSO stressed on
the importance of newer
Data Privacy and Security
Standards for the post-COVID
world
HR Open Standards
consortium is building new
standards for data exchange
1
22. Integration is
Fundamental
Job boards integrate
with Glassdoor for
getting employer
ratings
Skillsoft Percipio
integrates with
SuccessFactors LMS for
courses
Harbinger has built
over 60 custom
connectors to integrate
diverse HR systems
2
HR use over a dozen
products
Several are stuck with
file-based data
exchange
Need for real time and
automated data
exchange
• Configure once, use
many times
• Fully automated
• Multiple data sync
options
23. Self-Serve
and Self-
Help
Products
No lengthy
implementation cycles
Built-in setups and
workflow templates
Wizard-based tools
Readymade reports
Access to a user
community
3
Salesforce is ready out
of the box
Wizard-based
customizations
Harbinger builds
products equipped with
page designer and
wizards for designing
workflows
24. Pricing and
Billing Needs
an Overhaul
Per employee per
month is too rigid.
Flexible pricing is
preferred.
ROI reports
Prefer Add-on fee for
additional components
or extended usage
4
Atlassian charges a
basic fee for JIRA and
applies additional
fee for features
ATS gives a cost-per-
hire comparison, at
times
25. App
Extensions &
Marketplaces
Plugins on
enterprise platform
marketplaces
Facilitate in-context
interaction for
better engagement
and user adherence
5
Cornerstone LMS
plugin on Zoom for
streaming training
Cornerstone’s
training app on
Salesforce
AppExchange
Betterworks chatbot
for Microsoft Teams
for employee
surveys
Harbinger has built
chatbots for Outlook
which answer HR
policy questions
26. Poll #3
How does your organization handle customization
requirements?
You can Select Multiple Options
A. Through implementation partners
B. Through internal teams
C. Through specialist vendors and consultants
D. Custom requirements remain unfulfilled
28. Possibilities - Customizations
Integration options with specialized point systems e.g. employee
engagement, learning systems, and more
Mobile apps personalized to employee activity/tracking or important
company updates
Teams/ Slack/ Zoom-enabled apps for attendance, check-ins, video
meetings
Training nuggets/reinforcement delivered via different communication
channels
Develop insights via an integrated layer over all HR reporting layers
29. Summary
• Focus on HR’s strategic goals and let HR
technology take care of operations
• Consider all options – 'Buy', 'Build', and
'Integrate'
• 5 key items to consider
• Data is supreme
• Integration is fundamental
• Self-serve and self-help products
• Pricing and billing needs an overhaul
• Listings on app extensions & marketplaces
• Bridge the gaps using custom solutions
31. Thank You Q&A
Please write to us at Consulting@harbingergroup.com
https://harbinger-systems.com/
Editor's Notes
https://www.atriumstaff.com/evolution-in-role-of-hr/#:~:text=%20The%20Evolution%20of%20the%20HR%20Professional%20,and%20directly%20impacting%20the%20role%20of...%20More%20
Operational involvement Strategic decision making
Basic users Power users
Far beyond hiring and firing
Collaborate with other teams for org goals
Employer brand building
Building packages to attract and retain talent within budgets
Monitoring and reporting Productivity
Implementing change management
Reskilling
Keeping employees engaged
Back to Work – Safety, trust, data tracking, compliance
Work From Home – Trust, engagement and productivity
Employee Wellbeing – Physical and mental wellbeing
Fitting in Small Budgets – Retain talent in smaller budgets, stop initiatives, shift budgets
Diversity & Inclusivity – Fairness towards employees of a specific origin, employees who may be unnecessarily targeted etc
file:///C:/Users/Subodh/Downloads/gx-workforce-strategies-for-post-COVID-19-recovery%20(1).pdf
Distraction from strategic goals
Requirements – Are you clear with your requirements? Are your requirements routine or unique?
Budget – How much budget do you have? Have you done your ROI calculations?
Technical Proficiency – Does your team have the tech proficiency to maintain a software? Can you afford a dedicated support team?
Time to Solution – How much time can you go without a solution?
Competitive advantage – What comp adv will the solution build for your org?
While the first preference is to Buy, it might be worthwhile to think about Building a solution. Here are two examples, about Building solutions to achieve the required goals.
There were several point based chatbot solutions, but none of those were able to achieve the end to end goals.
Considering the scale and volume of customizations, it was better to build it.
– employees at COVID risk, D&I challenges, productivity concerns
Encryption, Multi factor and step-up authentication, Role-based security
– employees at COVID risk, D&I challenges, productivity concerns
Subodh to talk about # 6 and 7
Monetization channel – commission, freemium, subscription
You can carve out some pieces and get our help
Or use us in case you are looking for a fresh pair of eyes to look at your product strategy, technology stack, UX, or product roadmap.