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Workforce Solutions Review |
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Books of Interest |
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Damned If She Does, Damned If She Doesn’t: rethinking the rules of the game that keep women from succeeding in business
By Lynn Cronin & Howard Fine, 272 pages, Prometheus Books, 2010. ISBN 978-1-61614-174-5 |
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Retooling HR: using proven business tools to make better decisions about talent
By John W. Boudreau, 200 pages, Harvard Business Press, 2010. ISBN 978-1-4221-3007-0 |
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Workforce of One: revolutionizing talent management through customization
By Susan M. Cantrell and David Smith, 260 pages, Harvard Business Press, 2010. ISBN (not available) |
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Training on Trial: how workplace learning must reinvent itself to remain relevant
By Jim D. Kirkpatrick, Ph.D. and Wendy Kayser Kirkpatrick, 240 pages, AMACOM Books, 2010. ISBN 13: 978-0-8144-1464-4 |
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One Page Talent Management: eliminating complexity, adding value
By Marc Effron and Miriam Ort, 176 pages, Harvard Business Press, 2010. ISBN (not available) |
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What’s Next GenX? Keeping Up, Moving Ahead, and Getting the Career You Want
By Tamara Erickson, 244 pages, Harvard Business Press, 2010. ISBN 978-1-4221-2064-4 |
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Workforce Solutions Review Online |
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Why Business Intelligence is failing HR |
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By Bob Conlin, Accero |
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Business Intelligence (BI) seems to be dominating the airwaves in our industry. BI, Enterprise Resource Planning (ERP) and even HR vendors promise these tools will help HR executives make strategic decisions about their employees, goals, even the health of the company overall. However, according to analysts, many companies never achieve the results they expect with these tools. The question is, why? |
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ADP Leverages PMO to Improve Client Experience |
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By Martia Newell, NAS Implementation PMO Automatic Data Processing and J. LeRoy Ward, PMP, PgMP, ESI International |
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Automatic Data Processing, Inc. (ADP), with nearly $9 billion in revenues and about 570,000 clients, is one of the world's largest providers of business outsourcing solutions. Leveraging 60 years of experience, ADP offers the widest range of HR, payroll, tax and benefits administration solutions globally. ADP's solutions for employers provide value to companies of all types and sizes. |
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The Business Impact of Talent on the Bottom Line |
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By David Turetsky, Workscape |
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Regardless of an organization’s size, talent has a cost. The cost goes well beyond salary and benefits. As evidenced by sourcing, recruiting and hiring costs, a tremendous amount of time and money goes into hiring the right person. Then, to ensure short- and long-term success, further investments are made in onboarding, total rewards and training. Multiply these costs by many and it’s easy to see why when a company decides to hire people, what they’re really doing is making a substantial investment in the future of the company. And, if we’re really looking at how this investment will impact the bottom line, it’s one person at a time. That’s why each hire needs to have a positive revenue impact that is at least cost-neutral or adds value. |
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Forecasting the Future – Achieving Labor Cost Visibility through Scheduling
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By Rob Eleveld, Shiftboard, Inc. |
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Scheduling is often one of the most overlooked areas of workforce management, but one where even small improvements can make a huge difference in daily operations - and ultimately the bottom line. There is frequent discussion about payroll, HR administration, talent management, and time and attendance, but where does scheduling fit into the bigger picture? In addition to the obvious response of assigning shifts, the answer lies in labor cost visibility. |
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White papers |
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Managing a Contingent Workforce |
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Globally, more organizations are utilizing contingent, or temporary, workers either as part of an economic recovery strategy or a permanent staffing strategy. Best in class organizations will want to develop and execute a well-defined contingent strategy to effectively handle these workers alongside traditional employees. Read this whitepaper from Oracle to understand the components that make up an effective strategy and how to implement within your organization. |
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DMEC 2010 Employer Behavioral Risk Survey |
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This report provides a summary and an analysis of the 2010 Disability Management Employer Coalition's biannual survey which tracks employer strategies, advancements, prevalence and effectiveness, in the area of Behavioral Risk Management. These findings build on the results from 2006 and 2008 studies, providing an opportunity to identify changes in employer trends. The data indicates employers' commitment to the subject matter and the emergence of specific best practices related to EAP services and Mental Health Professional (MHP) engagements. Further to this great progress, additional enhancements are possible, and employers and the markets that serve them are well positioned to transition programs towards best-in-class offerings. |
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About Workforce Solutions Review |
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