Many companies today have aspirations to localize their system, with a mindset of maximizing their employees’ interactions through HR technology. What better place to start than with a new employee’s onboarding? Throughout our experience with various customers, we have realized how important the user’s preferred language can be during his/her first steps. We want to leverage these benefits for all our clients.
Written by: Emily Liddle, Strategy Consultant No single success factor ensures ultimate business success and high performance. Multiple factors drive organizational value, sustainability, and maturity. Some of these factors are more critical than others to driving business execution and growth. Before an organization can tackle the challenge of optimizing talent, they must align their talent systems with their operational processes and strategies.
Co-Authored by: Kirk Hallowell, Ph.D., Senior Strategy Consultant, Aasonn, and Erik Berggren, Vice President of Customer Results & Global Research, SuccessFactors There is growing agreement among the ranks of Human Capital strategists that talent and effectiveness of its people largely determine the value of an organization. There is considerably less agreement on how the value of people is predicted, measured, and optimized. At this time, there is no set of consistently defined and widely accepted metrics to measure the return on investment in human capital.
Co-Authored by: Rana Hobbs, Senior Director of Workforce Planning and Ceil Tilney, Senior Strategy Consultant The Utility industry is poised to lose 36% of its workforce to retirement or attrition in the next 2 years. In addition to growing workforce issues such as pending loss of significant talent, rapidly aging infrastructure, and trends in energy technologies, utilities also face changes in consumer behavior, regulations, and delivery models that dramatically affect how they are structured, the skill sets they require, and the way they run their business.
Co-Authored by: Daniel W. Rasmus, Industry Expert & Rana Hobbs, Senior Director of Workforce Planning with Aasonn. Healthcare organization needs to have a workforce plan in place to implement an effective healthcare strategy. If Workforce Planning is not involved, health institutions will face skill shortages and staff misalignments that lead to the inability to innovate or adopt new technology, and to provide quality patient care. With constantly growing and changing community and patient needs, healthcare organizations need to effectively develop and use workforce plans in order to stay competitive and to be successful.