La disrupción digital, la inestabilidad económica, las convulsiones políticas y la escasez de talentos han sido señalados en algún momento de los dos últimos años como los culpables del fracaso empresarial o, al menos, de la pérdida de rentabilidad y ganancias.
How Six Companies Innovate with API Management
Companies are hungry for ways to innovate in the digital age, and as enterprises have experimented with new technologies, it’s become clear that success requires expanding the reach of digital assets beyond a business’s internal talent. The connected experiences that customers demand occur across a range of channels, and the people building those experiences can be a developer building a mobile app in her garage just as easily as an IT engineer. Businesses need to make their digital assets leverageable to more developers so they can build more digital experiences across more channels, scalably and securely, to engage more customers.
In this brief, we explore the diverse ways that innovation leaders have leveraged APIs to transform the way their companies do business. Download this brief to learn more about how to use the power of APIs to open new business channels for your company.
Whether informing talent strategy or building more effective teams, data-driven insights about your workforce can set you up for success. This eBook from Human Capital Institute explores how people analytics can empower your entire organization. Read now.
Published By: Genesys
Published Date: Feb 12, 2019
Global agierende Unternehmen, die höchste Ansprüche an ihren Kundenservice stellen und ihren Markenwert auf einem konstant hohem Niveau halten möchten, benötigen eine umfassende Suite an CX-Technologien, die sich problemlos implementieren und managen lässt. Allerdings widerstehen die Spitzenreiter in puncto Customer Experience der Versuchung, immer neue technologische Lösungen zur Verbesserung der Effizienz ihrer Serviceprozesse einzuführen – und genau das unterscheidet sie vom Mitbewerb. Den Entscheidungsträgern der führenden Unternehmen ist bewusst, dass sie nicht nur in neue Technologien, sondern auch in ihre Mitarbeiter investieren müssen.
Das ist die zentrale Erkenntnis der weltweiten Umfrage, die MIT Technology unter etwa 550 Unternehmensvertretern in leitenden Positionen durchgeführt hat. Im Mittelpunkt standen dabei die Fragen, welche Faktoren die Gestaltung der CX-Prozesse der Unternehmen beeinflussen und welche Tools und Strategien zur Bewältigung der Herausforderungen in d
Did you know that organizations with advanced finance teams are more likely to have a compelling digital customer experience? The driver behind this trend? A digital, customer-first way of working with greater investment in talent, innovation, and advanced technologies such as artificial intelligence (AI) and machine learning (ML).
While finance has long taken advantage of technology to help drive productivity and collaboration, the goalposts have recently moved. Today’s organizations must adopt an agile finance operating model— powered by emerging digital technologies and skillsets—to better support the demands of an economy driven by continuous innovation.
Get the overlooked lessons that will help you go digital successfully
HR and sales leaders are challenged to streamline the compensation process while attracting and retaining top talent, supporting business strategy, and maintaining regulatory compliance.
Fill out the form to instantly download our free eGuide and learn where the most successful digital compensation transformations get it right.
In future, people with IT skills will no longer work only within the IT function. Instead, they’ll be part of an ecosystem of technology talent across the enterprise. How should CIOs respond to this change?
Read this briefing to find out:
• what the changing status of technology means for the IT workforce
• how CIOs can encourage employees to be IT enablers rather than IT ‘doers’
• why we need to rethink IT as a technology talent ecosystem
• why IT should no longer be the gatekeeper to technology – and what it needs to become instead.
Most Companies Have an Issue with Talent Acquisition and Retention. This can be overcome by working with the right Staffing Company who will understand your need and work at a reasonable cost tailored to fit your budget.
The importance of nurturing a talented workforce cannot be understated. It enables your organization to perform effectively today, while also preparing you for future growth. But in reality, how many are companies actually nurturing their employees?
Managing in this uncertain economy can be incredibly challenging. If your business is experiencing decreasing revenues, shrinking budgets and increasing uncertainty. you
cannot afford to focus on talent. Right? Actually, wrong.
With aging workforces and a shortage of critical talent being among the biggest challenges facing today's businesses, strategic workforce planning has become one of of HR's most important responsibilities.
Compensation managers know that, although budgets are tight, top performers still insist on being rewarded. This complimentary SuccessFactors white paper shows how you can create a strong compensation program. Download it today.
With the many ways that exist to reach job applicants, why is finding great candidates so difficult? This complimentary SuccessFactors white paper discusses six ways to connect with high-quality candidates. Download the white paper today.
Published By: Dell SB
Published Date: Mar 11, 2019
La série Dell Precision, optimisée par les processeurs Intel®, dompte les applications les plus exigeantes avec des solutions puissantes, fiables et polyvalentes. Réalisateurs et animateurs primés, architectes et ingénieurs de talent : tous trouvent, dans notre large portefeuille, les options permettant de personnaliser une station de travail en fonction de leurs besoins de création.
Global corporate enterprise AI practitioners are clearly still dealing with infrastructure issues related to talent and technology. End-to-end processes remain stubbornly carbon-based. Rule-based automation is truly not yet globally scaled across the majority of organizations.
Double the AI
And yet, the AI & Intelligent Automation Network members went from 21%, having deployed Intelligent Enterprise solutions to over 44% in just one year’s time.
Over 4/5 expect to deploy AI in under two years
The stated goal for deployment is just under 83% by the end of 2020. Considering the fact that they’ve essentially got two years, and those ranks have doubled in one year – doubling again in two years is achievable. Incidentally, that same number was only 67% a year ago.
50% expect to be established, globally scaling or refining AI in under two years
Global corporate enterprise is in fact slowly but surely transforming into the intelligent enterprise of tomorrow. Having said that, it will be
Published By: Lenovo UK
Published Date: Mar 14, 2019
An increasingly tech-savvy workforce is changing the future of work and the workplace.
The workplace is now where your people are, not where they go – whether that’s the public space of a coffee shop or private space at home.
Working hours are no longer standard, dictated by the tasks to be done, not by the clock.
Work tools are no longer based only on workplace technology. The same cool features used in consumer devices, such as touch, are now required for workplace devices.
It’s this familiar, smart technology that keeps people, across the generations, happy, productive and engaged. This dynamic IT is the foundation for a smart workplace that will enable you to attract and keep top talent – and shape the future-ready enterprise, now.
Gartner’s Critical Capabilities for Human Capital Management (HCM) evaluates solutions in the context of specific, important use cases and provides a comparative analysis. SAP SuccessFactors received highest use case scores for Core HR+Talent HCM Suites for Larger Global Org and European HQ’d Midmarket HCM Suite.
Technological advances are disrupting the status quo and bringing huge turmoil in their wake. Industries are converging, and new competitors emerging, as never before. The nature of work is changing and demand for digital expertise is soaring, while other skills are becoming defunct. So how can CHROs chart a path through the turbulence and help their fellow executives understand the impact on the workforce?
Digital transformation (DX) is a must for midsize firms (those with 100 to 999 employees) to thrive in the digital economy. DX enables firms to increase competitive advantage through initiatives such as automating business processes, creating greater operational efficiencies, building deeper customer relationships, and creating new revenue streams based on technology-enabled products and services. DX is a journey, and it starts with firms embracing an IT-centric vision that guides a data-driven, analytics-first strategy. The outcome of DX initiatives depends on the ability of a firm to efficiently leverage people (talent), process, platforms, and governance to meet the firm’s business objectives.
La transformation numérique est incontournable pour les entreprises de taille moyenne (de 100 à 999 salariés) si elles veulent prospérer dans l’économie numérique. La transformation numérique permet aux entreprises d’augmenter leur avantage concurrentiel au travers d’initiatives telles que l’automatisation des processus métier, l’amélioration de l’efficacité opérationnelle, le renforcement des relations client, et la création de nouvelles sources de revenus basées sur des produits et des services reposant sur la technologie. La transformation numérique est un parcours. Ce parcours commence avec des entreprises qui adoptent une vision centrée sur l’informatique pour favoriser une stratégie elle-même centrée sur les données et les analyses. Le résultat des initiatives de transformation numérique dépend de la capacité d’une entreprise à exploiter efficacement les talents, les processus, les plates- formes et la gestion pour atteindre les objectifs commerciaux de l’entreprise.
Do you know your people as well as you know your customers? Your people’s expectations and the way they work are changing. Employees are more diverse, mobile and technologically savvy than ever before. HR processes are changing from focusing on transactions to knowing and engaging people. Just as sales and marketing teams use data to develop actionable and informed insights about their customers, you need to do the same in HR to know your people. Everything from attracting and keeping the best talent to creating better workplace experiences and increasing employee engagement and productivity, depends on smarter decisions. These in turn rely on more actionable insights. These are only possible through accurate HR data and analytics. They are vital to address the people challenges you face, so you can make smarter decisions. Discover in this guide how to improve visibility of your workforce with data-driven and actionable insights. Ultimately, it will help you know your people better and
The way we work has completely transformed. New technology is changing how, where and
when we work. In this new landscape, businesses are facing challenges specific to growth,
talent acquisition and productivity. Employers need to embrace new technology to get ahead
in this new world of work, and put people at the heart of their strategy. However, HR and
People leaders are in fierce competition for the all-important slice of budget, which makes it
vital to build the strongest business case for technology investment.
This guide is intended to help HR and People leaders like you get the financial support you need.
You’ll get practical, effective tips on:
• Understanding and explaining the true benefits of investing in a new HR system
and the likely return on investment.
• Positioning HR as a driver of change throughout your business.
• Ensuring your HR vision aligns with the business strategy.
• Getting management and key stakeholders to buy in.
• Building the strongest business case pos
As business becomes more global and teams can often be dispersed across cities or continents, businesses have begun adapting telecommuting as an added corporate culture benefit and as a way to recruit and retain key talent. As a result, managers may find themselves forced to respond to an all-new set of needs and concerns from their staffs. How does the international team leader ensure that the necessary lines of communication stay up when there are thousands of miles and half a dozen time zones separating offices?