Human Capital Management

Driving your business forward with Human Capital Management


As the world emerges from global recession, it is clear that today’s talent management challenges are dramatically different from the ones businesses faced a few year ago.

There’s more pressure than ever on HR leaders to develop and execute new workforce and talent strategies. For HR leaders to contribute to the business successfully, they need a HR department to actively support company objectives while improving HR efficiency.

A few common problems business are facing today:

  • HR departments spend too much time on administrative tasks and managing compliance at the expense of supporting managers to develop employee potential
  • Manager’s lack of visibility into employee productivity and cost, which leads to inaccurate information on labour costs and eventually erodes profits and competitiveness
  • Outdated HR systems with a lack of integration with accounting and other third party systems adding to the complexity of managing human resources

A major reason for the challenges above are rooted in technology. HR organizations are turning to technology to provide a talent management system that provides word-class recruiting strategies and can effectively cover all the stages of the employee lifecycle.


What does the right talent management solution look like?

Here are a few key capabilities HR needs to play a strategic role in today’s global economy.

  1. Efficiency and cost control

Use a unified end-to-end human capital management solution for all HR Business processes from Recruiting to Exit Interviewing and all processes in between. This way all of your data will be in one place and you, or more accurately your users and managers, will be able to easily get the data they need and have the necessary insight into the workforce to make important business decisions.

Social and collaborative, mobile and engaging—allows you to understand the best sources of internal and external talent so you can respond quickly to talent needs and execute a forward-looking talent strategy.

  1. Compliance and Visibility

Look for an HCM solution that gives you the ability to use embedded analytics, model your organization for a structure change, and distribute that information across the organization. Also, look for the ability to draw from the simplest of data points to the most sophisticated correlated metrics and offers predictive analysis and “what if” modeling capabilities. Predictive analytics can help make sense out of seemingly unrelated data, and modeling can let managers predict outcomes

With predictive and embedded analytics solutions, you can answer complex workforce questions, forecast performance and risks, and empower your staff to make decisions based on real-time data.

  1. Engage your employees

With pervasive collaborative capabilities such as Employee self-service, performance, goal and career management, and learning embedded in your HR processes, you can drive better peer-to-peer communication, facilitate employee collaboration, and enable knowledge sharing in the workforce.         

  1. Serve your mobile workforce

Help your employees get their jobs done faster while creating great employee experiences—even when they’re on the go, or working on smart phones or tablets, with personalized, easy-to-use HR applications and in-context relevant information, 100% available on mobile devices.