Refer to them as you please: Millennials, Gen-Y, young professionals...but these are the people that will be comprising nearly 50% of the workforce by 2020. How is your organization preparing?
Here are some facts about this new generation of human capital that businesses will need to keep in mind as they ready themselves for the biggest cultural shift in the workplace since the 60's and 70's.
Read on to find out how Nakisa's Millennial-ready software can help you prepare.
Talent Management in Year 2020: Deloitte StudySaba Software
Bersin by Deloitte Study about the world of work in the year 2020.
What will work look like when millennials take over the workforce? How will we manage our talent differently in the near future?
Here we look at the challenges for talent managers in addressing a multi-generational workforce. What changes might HR professionals face in attaining, developing, engaging, retaining and rewarding the employees in their workforce at the end of the decade?
In this presentation, Dr. Katherine Jones, Deloitte Consulting LLP, will cover some myths and realities about the populations entering the workforce today with considerations on what that may mean for the entire workforce by the year 2020.
The spotlight is on the Chief HR Officer in 2016. Can you elevate HR above administrative task management to become a true strategic partner to the CEO?
How do you create an innovative HR operation that delivers exciting, consistently business-aligned results?
In this report, we look at five key changes that have already begun to occur in the workforce landscape, and provide strategic actions to aid the process of organizational transition to adapt to them.
Key trends in HR including Performance Management trends, digital workforce, evolution of Management Thinking, simplifying HR, SuccessFactors, Appificaiton of HR, Intelligent Services, analytics
Talent Management in Year 2020: Deloitte StudySaba Software
Bersin by Deloitte Study about the world of work in the year 2020.
What will work look like when millennials take over the workforce? How will we manage our talent differently in the near future?
Here we look at the challenges for talent managers in addressing a multi-generational workforce. What changes might HR professionals face in attaining, developing, engaging, retaining and rewarding the employees in their workforce at the end of the decade?
In this presentation, Dr. Katherine Jones, Deloitte Consulting LLP, will cover some myths and realities about the populations entering the workforce today with considerations on what that may mean for the entire workforce by the year 2020.
The spotlight is on the Chief HR Officer in 2016. Can you elevate HR above administrative task management to become a true strategic partner to the CEO?
How do you create an innovative HR operation that delivers exciting, consistently business-aligned results?
In this report, we look at five key changes that have already begun to occur in the workforce landscape, and provide strategic actions to aid the process of organizational transition to adapt to them.
Key trends in HR including Performance Management trends, digital workforce, evolution of Management Thinking, simplifying HR, SuccessFactors, Appificaiton of HR, Intelligent Services, analytics
Three major shifts will affect the workplace of the future: globalization, changing demographics, and social technologies. Millennials, those people born after 1979, will bring new expectations to the workplace, and they will dominate the US workplace in less than four years. What are companies doing now to attract, develop, and keep tomorrow's employees today? Learn some practical tips to prepare for the changes ahead from Karie Willyerd, the co-author of the bestselling book, The 2020 Workplace.
Organizations face a radically shifting context for the workforce, the workplace, and the world of work. Our survey of more than 10,000 business and HR leaders from 140 countries reveals 10 areas for businesses to focus on to better organize, manage, develop, and align people at work.
View the shortened version: http://hir.vu/2n33CBX
As a pioneer in the staffing industry, and in the study of workforce preferences, Kelly takes a high-level look at collaboration as it pertains to the global worker today. In addition to analyzing worker preferences and psychographic insights based on survey data from the 2015 and 2014 Kelly Global Workforce Index™ (KGWI), this report pulls insights from Kelly Free Agent research (2015) survey data and other research sources. Unless otherwise noted, all statistics come from recent Kelly workforce research data.
Talent architecture ~ The Greenhouse Project 2017wjodrell
In today's business world, never has the Talent Architecture and its associated strategy & management processes been so important in large companies. Read what The Greenhouse Project has to say about it.
El estudio Global Talent Trends 2019 de Mercer, presentado en el PAD-Escuela de Dirección, muestra las principales tendencias en gestión del talento a nivel mundial para este año. Está basado en el aporte de más de 7300 líderes de RR.HH. de todo el mundo.
Realizado junto de mais de 7.000 líderes empresariais e de Recursos Humanos (RH) e em 130 países, o estudo Global Human Capital Trends 2016 da Deloitte é um dos maiores trabalhos de pesquisa realizado sobre os desafios da força de trabalho, da liderança e dos RH.
This document isn’t simply about improving diversity, although there are many reasons why you should – starting with research that shows more diverse teams are more successful and
more productive. It’s also about understanding why bias happens and how to address it. The issues that start with bias in business are the same issues that undermine employee commitment, performance, and retention. So, creating more inclusive cultures isn’t just about improving social fairness and equity; it is also about improving business performance and growth.
Are we ready for the HR and Social Revolution?HRBoss
Malla Latif, CEO of PortalHR.com, recently spoke at a HiringBoss event in Jakarta Indonesia about the local trends in employment, workforce conditions and talent in general. Mrs Malla highlighted how the social culture in Indonesia is shifting with social networks like Twitter, Facebook and other social media being well adopted by Indonesians. Ironically though, despite employees being high adopters of social media, organisations are generally being slow to adopt these new social behaviours. Businesses that fail to keep up with the social revolution will see their competitors taking their talent and market advantage.
On April 20, 2016, Tom Haak of the HR Trend Institute/ Crunchr gave a presentation to the "HR Strategy" program ("HR Strateeg") of AOG, in Groningen. These are the slides he used as illustration.
Discover actionable insights on emerging North American hiring trends, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
LinkedIn for leadership - Getting the best out of your Recruiter InvestmentDaorong Lin
Get the most out of your
LinkedIn Recruiter
investment
Welcome to LinkedIn Recruiter! Here
are some tips, best practices and
training resources that will help you
increase your team’s productivity.
PWC Report on the Future of Work: Disruptive innovations are creating new industries and business models, and destroying old ones. New technologies, data analytics and social networks are having a huge impact on how people communicate, collaborate and work. As generations collide, workforces become more diverse and people work longer; traditional career models may soon be a thing of the past. Many of the roles and job titles of tomorrow will be ones we’ve not even thought of yet.
Giancarlo Davila, Global HCM Strategic Advisor of HR Line of Business at SAP, discussed the future of the global workforce during a Thought Leadership Spotlight Presented by SuccessFactors, an SAP company, at the 2014 Human Capital Leadership Forum in Dallas on Nov. 20. In his presentation, Davila pointed out that getting the best talent is a major challenge for today’s organizations and is likely to remain an ongoing hurdle for many organizations.
According to Davila, “millennial misunderstanding” is a major problem for many organizations. Davila noted organizations must find ways to bridge the gap between millennials and business leaders, especially as more millennials enter the global workforce. In addition, Davila said organizations that start developing and launching recruitment programs now could find new ways to connect with millennials over the next few years: “It is easier for me to know my neighbor’s background, neighbor’s network, where he or she has worked in the past, what are her desires, what languages does she speak, where she has been in the last week and how she likes her coffee in the morning. When it comes to employees, it’s so hard to even understand that.”
Davila also said the future workforce will be flexible, especially as more organizations begin to rely heavily on a “contingent workforce.” Understanding how to leverage talent is vital for organizations, Davila noted, and this can help an organization find high-quality talent consistently: “It’s very important for you to understand that when you go to different markets, you’re going to be competing with talent, with local companies, very profitable, very engaging companies that know their demographics. … If you would like to grow, you also need to find those leaders that are willing and capable of leading a diverse workforce and willing to move and relocate to other regions.”
- See more at: http://www.argylejournal.com/chief-human-resources-officer/thought-leadership-spotlight-presented-by-successfactors-an-sap-company-giancarlo-davila-global-hcm-strategic-advisor-hr-line-of-business-sap/#sthash.ZSMP8enf.dpuf
Globalization, generational shifts, new attitudes towards work and the consumerization of IT are driving business leaders to reconsider the best ways to recruit, train and manage their precious talent. These changes in the way people work are an opportunity to put employees at the center of the business strategy, create a destination for employee collaboration and mobilize talent to deliver bottom-line results. To create a work environment where employees are encouraged and given the resources to learn, share, be engaged in their work and perform at their very best.
Three major shifts will affect the workplace of the future: globalization, changing demographics, and social technologies. Millennials, those people born after 1979, will bring new expectations to the workplace, and they will dominate the US workplace in less than four years. What are companies doing now to attract, develop, and keep tomorrow's employees today? Learn some practical tips to prepare for the changes ahead from Karie Willyerd, the co-author of the bestselling book, The 2020 Workplace.
Organizations face a radically shifting context for the workforce, the workplace, and the world of work. Our survey of more than 10,000 business and HR leaders from 140 countries reveals 10 areas for businesses to focus on to better organize, manage, develop, and align people at work.
View the shortened version: http://hir.vu/2n33CBX
As a pioneer in the staffing industry, and in the study of workforce preferences, Kelly takes a high-level look at collaboration as it pertains to the global worker today. In addition to analyzing worker preferences and psychographic insights based on survey data from the 2015 and 2014 Kelly Global Workforce Index™ (KGWI), this report pulls insights from Kelly Free Agent research (2015) survey data and other research sources. Unless otherwise noted, all statistics come from recent Kelly workforce research data.
Talent architecture ~ The Greenhouse Project 2017wjodrell
In today's business world, never has the Talent Architecture and its associated strategy & management processes been so important in large companies. Read what The Greenhouse Project has to say about it.
El estudio Global Talent Trends 2019 de Mercer, presentado en el PAD-Escuela de Dirección, muestra las principales tendencias en gestión del talento a nivel mundial para este año. Está basado en el aporte de más de 7300 líderes de RR.HH. de todo el mundo.
Realizado junto de mais de 7.000 líderes empresariais e de Recursos Humanos (RH) e em 130 países, o estudo Global Human Capital Trends 2016 da Deloitte é um dos maiores trabalhos de pesquisa realizado sobre os desafios da força de trabalho, da liderança e dos RH.
This document isn’t simply about improving diversity, although there are many reasons why you should – starting with research that shows more diverse teams are more successful and
more productive. It’s also about understanding why bias happens and how to address it. The issues that start with bias in business are the same issues that undermine employee commitment, performance, and retention. So, creating more inclusive cultures isn’t just about improving social fairness and equity; it is also about improving business performance and growth.
Are we ready for the HR and Social Revolution?HRBoss
Malla Latif, CEO of PortalHR.com, recently spoke at a HiringBoss event in Jakarta Indonesia about the local trends in employment, workforce conditions and talent in general. Mrs Malla highlighted how the social culture in Indonesia is shifting with social networks like Twitter, Facebook and other social media being well adopted by Indonesians. Ironically though, despite employees being high adopters of social media, organisations are generally being slow to adopt these new social behaviours. Businesses that fail to keep up with the social revolution will see their competitors taking their talent and market advantage.
On April 20, 2016, Tom Haak of the HR Trend Institute/ Crunchr gave a presentation to the "HR Strategy" program ("HR Strateeg") of AOG, in Groningen. These are the slides he used as illustration.
Discover actionable insights on emerging North American hiring trends, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
LinkedIn for leadership - Getting the best out of your Recruiter InvestmentDaorong Lin
Get the most out of your
LinkedIn Recruiter
investment
Welcome to LinkedIn Recruiter! Here
are some tips, best practices and
training resources that will help you
increase your team’s productivity.
PWC Report on the Future of Work: Disruptive innovations are creating new industries and business models, and destroying old ones. New technologies, data analytics and social networks are having a huge impact on how people communicate, collaborate and work. As generations collide, workforces become more diverse and people work longer; traditional career models may soon be a thing of the past. Many of the roles and job titles of tomorrow will be ones we’ve not even thought of yet.
Giancarlo Davila, Global HCM Strategic Advisor of HR Line of Business at SAP, discussed the future of the global workforce during a Thought Leadership Spotlight Presented by SuccessFactors, an SAP company, at the 2014 Human Capital Leadership Forum in Dallas on Nov. 20. In his presentation, Davila pointed out that getting the best talent is a major challenge for today’s organizations and is likely to remain an ongoing hurdle for many organizations.
According to Davila, “millennial misunderstanding” is a major problem for many organizations. Davila noted organizations must find ways to bridge the gap between millennials and business leaders, especially as more millennials enter the global workforce. In addition, Davila said organizations that start developing and launching recruitment programs now could find new ways to connect with millennials over the next few years: “It is easier for me to know my neighbor’s background, neighbor’s network, where he or she has worked in the past, what are her desires, what languages does she speak, where she has been in the last week and how she likes her coffee in the morning. When it comes to employees, it’s so hard to even understand that.”
Davila also said the future workforce will be flexible, especially as more organizations begin to rely heavily on a “contingent workforce.” Understanding how to leverage talent is vital for organizations, Davila noted, and this can help an organization find high-quality talent consistently: “It’s very important for you to understand that when you go to different markets, you’re going to be competing with talent, with local companies, very profitable, very engaging companies that know their demographics. … If you would like to grow, you also need to find those leaders that are willing and capable of leading a diverse workforce and willing to move and relocate to other regions.”
- See more at: http://www.argylejournal.com/chief-human-resources-officer/thought-leadership-spotlight-presented-by-successfactors-an-sap-company-giancarlo-davila-global-hcm-strategic-advisor-hr-line-of-business-sap/#sthash.ZSMP8enf.dpuf
Globalization, generational shifts, new attitudes towards work and the consumerization of IT are driving business leaders to reconsider the best ways to recruit, train and manage their precious talent. These changes in the way people work are an opportunity to put employees at the center of the business strategy, create a destination for employee collaboration and mobilize talent to deliver bottom-line results. To create a work environment where employees are encouraged and given the resources to learn, share, be engaged in their work and perform at their very best.
Generation Y is taking over the workplace and it’s sooner than you think. By 2025, they will comprise 75% of the workforce.
Due to demographic shifts, including more experienced Baby Boomer workers retiring, it is essential to engage Generation Y now so they are able to fulfill expected talent shortages in the near future. Developing a strong leadership pipeline and expertise are key to business continuity.
Unfortunately, many organizations are not prepared to attract, engage, and retain Generation Y employees because they continue to use management practices that are off target. Neglecting to engage Generation Y will result in talent shortages, turnover expenses, and a damaged reputation.
Generation Y had a different upbringing than the Baby Boomers and Generation X; however, much of what they demand in the workplace will engage the entire workforce, not just their demographic. Engaging Generation Y is as much about modernizing your workplace as it is about creating an environment to capture the best new talent; the ROI is far-reaching.
Learn more about the trends that are shaping the future of work and how embracing technology and the social web can help organizations to capture the millennial workforce and enhance organizational performance.
There's a buzz about the future of work and what it means for individuals, leaders and organisations. In this pack we present our ideas about 3 dynamic forces – social, technology and economic change. We look at the implications for career management and present PlanDo, the market leading DIY career management platform that equips you to achieve, grow and contribute everyday.
Born between 1997 and 2012, Gen Z currently makes up 20.35% of the US population. The eldest among them are between 22 and 25 years old, so you can expect members of this generation to start trickling into your ranks more and more in the coming years. They will impact the workplace for decades to come. As more and more Gen Z enters the workforce, it is imperative that organizations educate themselves on what this generation values most in an employer. Hiring and retention strategies must evolve to incorporate those preferences and values.
Reverse mentoring is most useful for training in digital technology. For example, let’s say you’re planning an HR digital transformation. You’ll be looking at upskilling a percentage of your current workforce.
Who will do the upskilling? Well, 60% of Generation Z have said they’d use virtual reality as it increases in accessibility; this makes it obvious they have great faith in technology and experience with it.
With that in mind, Gen Z is ideal to lead the training. It will also benefit their self-esteem and give them clear intent. Consider that 42% of Gen Z want to be with an organization that offers them a sense of purpose more than money. That makes them the perfect mentor for willing mentees.
In the workplace, millennial’s are seen as more talented, tech-savvy, and adaptable, as well as risk takers with a desire to accomplish meaningful work. Employers are beginning to see the value of effective millennial engagement in the workplace.
Predicting potential - Assessing Cognitive Ability in RecruitmentGavin Lamb
Employees with strong cognitive ability are a competitive advantage to an organisation - particularly when they are in
roles that require quick learning, first-time problem solving, thinking ‘on your feet’ and dealing with ambiguity. People who
score well on cognitive ability tests are more likely to develop a greater knowledge of the job more quickly, make effective
decisions and successfully reason and strategise to solve problems. In fact, a landmark study reviewed 85 years of research and found that higher cognitive ability is linked with higher productivity and performance.
Workforce planning strategies for turbulent times in Oil & Gas: Creating more...Nakisa
Due to volatility in oil prices, oil and gas HR organizations are having an incredibly difficult time delivering cost-effective and efficient talent management results. This pressure, coupled with the difficulty of understanding HR data and predicting labor cost, means oil and gas companies need more than ever to deploy sound strategic workforce planning that will ensure their businesses not only survive but thrive.
These challenging times are a blessing in disguise, allowing oil and gas companies to go back to the basics to reassess and realign organizational structures and costs to optimize the delivery of work.
What are the key forces shaping the current reality of O&G companies and driving their strategic directions and shifts?
How do you align your organizational structure with your workforce strategy?
What are some leading tools to help build a more agile and effective workforce?
How have other oil and gas companies responded successfully to the pressure?
Empower Managers to maintain the org structure, manage change and improve dat...Nakisa
In any business environment, managers are at the heart of organizational success. Tasked with aligning the activities and priorities of their teams to the strategic goals of the organization, they need fast, efficient access to organizational data in order to meet these objectives. Empower Managers to maintain the org structure, manage change and improve data quality with Nakisa® TeamManager™.
Design organizational scenarios and intelligently plan for the future with Na...Nakisa
Nakisa® OrgModeler™ reduces the risk and uncertainty of making critical enterprise and talent decisions by providing leaders with the ability to proactively prepare for change, minimize its disruption on the organization, make better-informed decisions and facilitate workforce transition. Key stakeholders can fully collaborate on a variety of change processes including strategic planning, restructuring, and change management. Get insight into your most current org chart and design potential change processes while analyzing the impact on your organization.
Create a collaborative, connected workforce with Nakisa® OrgChart™ EnterpriseNakisa
Nakisa® OrgChart™ Enterprise enables you to easily and readily visualize your entire workforce in real time, either in the office or on-the-go. With this solution, Managers, HR Professionals & Executives can make informed decisions about resources, provide a framework for managing change, and efficiently communicate operational information, while employees can navigate the org chart to collaborate on projects with other employees and build professional and social communities to support innovation.
Plan, assess, optimize, and analyze the performance of your worforce with Nak...Nakisa
Businesses need to understand how their employees contribute to company goals & objectives. A good performance management solution demonstrates how employees are currently performing, identifies top performers, provides employees with transparency on their personal performance in the workplace and sheds light into their future career development.
Nakisa® Goals & Performance helps align your human capital with performance evaluation cycles through a robust and integrated platform that defines your company goals & objectives. Employees can see how their personal goals fit into the company goals & objectives, monitor their individual progress and understand how their effort is evaluated. Managers can track team progress and goal performance and ensure performance evaluations are aligned with company goals & objectives.
A global leader in enterprise business solutions for Human Capital Management (HCM) and Finance, Nakisa delivers innovative, forward-thinking and robust human resource and financial management solutions that advance your business strategies. Available on premise and in the cloud.
See what’s possible with Nakisa’s powerful visualization technology to:
Align talent performance with company objectives
Stimulate employee engagement throughout your organization
Comply with IFRS standards for Revenue Recognition and Lease Accounting
Working with a global network of partners and as one of the few Solution Extension partners of SAP® since 2007, Nakisa serves 800+ enterprise customers and over 4 million subscribers in 24 industries.
The International Accounting Standards Board (IASB) and the Financial Accounting Standards Board (FASB) are currently finalizing the accounting regulations for leases, expecting to issue the new standards before the end of 2015. The new regulations will require organizations to capitalize many of their operating leases and record them in their balance sheets as assets and obligations.
With high volumes of complex lease contracts for drilling, equipment and joint operations, oil and gas operators are one of the groups that are most affected by the upcoming lease accounting standards. To ensure that they have the IT systems, applications, processes and controls ready to comply and to allow for potentially lengthy lead times, experts strongly recommend organizations to start considering today how technology can help them prepare, long before adopting the standard.
Working as a cohesive force with organizational management solutions by Nakisa
Policing and law enforcement in Israel are the sole responsibility of the Israel Police. With 30,000 employees this national force is responsible for all aspects of policing, including crime prevention, public security and maintaining law and order.
To meet the challenges of economic fluctuations, demanding competitive environments, and aggressive market conditions, companies need to be continuously evolving and adapting. Supporting the evolution are change management processes that focus on processes, structures, talent strategies and their alignment to the business realities.
Change management involves tried and tested methodologies, supported by robust HCM technology to evaluate scenarios, monitor impact and embrace change with flexibility, clarity and efficiency.
Today, 1/41 of HR leaders state that they are unable to easily deal with change or make
decisions efficiently because they don’t have the information they need on hand. Tight
controls and cost reductions, stringent objectives, “client” focused service delivery models,
transforming organizational structures, changing workforce demographics, regulatory compliance and political cycles present tough dynamics. Public sector HR leaders are
under pressure to “do more with less” and still achieve improved agility, quality and
innovation. Smart human capital management solutions built to simplify processes and provide
valuable insight hold the key to operational efficiency in public sector organizations.
In a time when organic growth just won’t cut it, organizations are increasingly growing through acquisitions or reorganizations to accelerate business results. From planning a merger, acquisition or divestiture to managing reorganizations, the Nakisa Transformation Accelerators Suite will help you to navigate change more effectively.
Nakisa Transformation Accelerator for Mergers, Acquisitions & DivestituresNakisa
Accelerate time to realize the value of M&As with Nakisa
A recent Deloitte report found that 84 percent of corporate executives anticipate a sustained, if not accelerated, pace of M&A activity in the next 24 months. However, while change is on the rise, the reality often falls short with 70 percent of change initiatives failing to meet their expectations.
Expectations are high and yet, in an environment where adaptability and agility can mean the difference between success and failure, focusing on speed and accuracy of the change process is vital to business success. The faster organizations can see outcomes of potential scenarios, the sooner they can realize their objectives. It is available at your fingertips using Nakisa’s Accelerator for Mergers, Acquisitions and Divestitures.
Empowering and engaging millennials with Nakisa's talent solutionsNakisa
Join Chuck Frosst and Jon Druker as they discuss upcoming workforce trends and demographic changes, and suggest how to prepare your business for the upcoming human capital evolution.
In the 60-minute session, Chuck and Jon answer questions such as:
- Who are Millennials and how will they impact your business?
- How can your organization get ready for workforce changes?
- What are the enablers to engage your new workforce and align it with your business goals?
- How can Nakisa’s business solutions improve employee retention and performance?
- What are the benefits of running Nakisa’s business solutions?
HR Industry Spotlight: Oil & Gas. Proactively prepare for change and build a ...Nakisa
In an industry where competition for talent is high and attracting and retaining skilled workers is fundamental to business success, using an integrated organization and talent management solution is key. With the right processes and technology, you can reduce the risk and uncertainty of making critical enterprise and talent decisions by having accurate, real-time information at your finger-tips. Leveraging the simple user-interface and robust analytics, turn data into intelligence and gain confidence in the org and talent decisions you make for your enterprise.
A guide to unlocking the full potential of human capital managementNakisa
Have you considered that shifting HR’s center of gravity from compensation management to organizational management could benefit all areas of HR? Without a sound organizational management strategy, the full potential of all other HR activities cannot be achieved.
Check out the webinar slides where we uncover examples of how SAP® Organizational Visualization by Nakisa® (SOVN) is used by leading organizations as a key stepping-stone to form their HR strategy.
Discover how SOVN:
- Helps manage complex HR data so that you can make informed decisions about talent, manage change, and communicate operational information quickly and easily.
- Enables you to efficiently collaborate and communicate with stakeholders on change and restructuring processes.
- Saves you time by avoiding errors and speeding up key processes with real-time write-back to SAP HCM.
- Uses preset data management rules to help you identify and cleanse data anomalies.
New features in SAP Org & Talent Visualization 4.1Nakisa
The latest release of SOVN 4.1 includes a number of usability and functionality enhancements. Org Chart now features a 'smart search' tool helping employees to connect with colleagues faster and find information more easily. Org Modeler includes a new landing dashboard that provides scenario change alerts, shortcuts to popular org modeling templates and actions and access to key metrics. The scenario creation process is streamlined making it faster to create, share, review and approve organizational changes via quick links and gain deeper insight through a wider choice of analytics. Finally, position-to-position hierarchy modeling is now available providing a wider choice to model scenarios based on user preferences and organizational needs. The Data Quality Console, features additional rule filters and deeper insight into data anomalies, making it easier to improve the quality of the data most critical to core HR processes. Lastly, data changes made within the Org Chart module are now automatically reflected in Team Manager increasing the efficiency of org structure management across the applications.
New features in STVN include performance enhancements in Career Planning and a new private/public notes tool for HR Professionals to enable collaboration throughout the Succession Planning process. The user-experience has been improved across the Nakisa solutions suite, including additional security settings, the ability to navigate and search lists more easily and the option to personalize page displays to create an individualized user-experience.