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(Latest | Earliest) View (newer 50) (older 50) (20 | 50 | 100 | 250 | 500)- 20:28, 22 December 2011 HCM Best Practices (hist) [4,424 bytes] Rachel (Talk | contribs) (Created page with '==Overview== By employing [http://en.wikipedia.org/wiki/HCM Human Capital Management (HCM)] best practices, organizations can retain their top talent, achieve their strategic go…')
- 00:06, 22 December 2011 Learning Management System (hist) [3,834 bytes] Rachel (Talk | contribs) (Created page with '==What is a Learning Management System?== To bridge the gap between training and development, today the focus is on learning which is critical to the growth and success of an or…')
- 23:22, 21 December 2011 History of HCM (hist) [3,880 bytes] Rachel (Talk | contribs) (Created page with '==Importance of Human Capital== More and more organizations are realizing that in order to stay on top in the global economy, they need to pay more emphasis on retaining and dev…')
- 22:56, 21 December 2011 ERP Systems (hist) [4,471 bytes] Rachel (Talk | contribs) (Created page with '==Overview== [http://en.wikipedia.org/wiki/Enterprise_resource_planning Enterprise Resource Planning (ERP)] is a strategic tool for any organization. ERP integrates the various …')
- 19:28, 21 December 2011 ERP System Migration (hist) [4,353 bytes] Rachel (Talk | contribs) (Created page with '==Overview== The ultimate success of Enterprise Resource Planning (ERP) implementation is data migration. [http://en.wikipedia.org/wiki/Data_migration Data migration] is the pro…')
- 18:47, 21 December 2011 Database Archiving (hist) [3,524 bytes] Rachel (Talk | contribs) (Created page with '==Overview== Data is the life of any organization but the question is how much data should you store? Too much storing of historical data slows down applications and databases w…')
- 17:54, 21 December 2011 9 Box Matrix (hist) [4,934 bytes] Rachel (Talk | contribs) (Created page with '==Overview== The [http://www.greatleadershipbydan.com/2007/11/using-performance-and-potential-matrix.html 9 Box Matrix] - an excellent and effective framework - is an effective …')
- 06:14, 13 November 2011 Practical Approach to Succession Planning (hist) [3,780 bytes] Rachel (Talk | contribs) (Created page with '==Overview== Succession planning is an important step towards creating a blueprint for future workforce structure, where individuals are identified and groomed as successors to …')
- 05:10, 13 November 2011 Key Metrics for Talent Management (hist) [4,547 bytes] Rachel (Talk | contribs) (Created page with '==Overview== Today’s business environment has made talent management a critical process for organizations to operate effectively and efficiently. As talent management acquire…')
- 04:40, 13 November 2011 Mass Layoff Risks (hist) [3,938 bytes] Rachel (Talk | contribs) (Created page with '==Overview== The liabilities associated with reduction in force or mass layoff can be numerous. Lack of preparedness to deal with the situation can make things worse – much wo…')
- 16:38, 14 October 2011 Minimizing Layoff Risks (hist) [4,346 bytes] Rachel (Talk | contribs) (Created page with '==Overview== Any reduction in force is fraught with risks for the organization laying-off employees. It is a very delicate process and any slip-ups can cause the organization to…')
- 09:51, 7 October 2011 Contingent Workforce (hist) [4,839 bytes] Rachel (Talk | contribs) (Created page with ' ==Overview== Temporary and contractual employees have become very important where meeting the staffing needs of organizations today is concerned. The contingent workforce is in…')
- 09:36, 7 October 2011 Recruitment and Selection as HR Function (hist) [4,489 bytes] Rachel (Talk | contribs) (Created page with '==Overview== Among the many functions HR has today, recruitment and selection is a basic yet pivotal function for an organization’s success. The parameters and process for rec…')
- 06:06, 7 October 2011 Introduction to Human Resources (hist) [4,391 bytes] Rachel (Talk | contribs) (Created page with '==Overview== Of all the resources an organization has at hand, its people are its most important asset. No matter how clichéd it may appear, the truth underlying the statement …')
- 05:37, 5 October 2011 Workforce Collaboration (hist) [4,577 bytes] Rachel (Talk | contribs) (Created page with '==Overview== Businesses today operate in a world that is marked by constraints as well as challenges. There is increased competition, more regulatory restrictions and increased …')
- 05:17, 5 October 2011 Archiving HR Data (hist) [3,238 bytes] Rachel (Talk | contribs) (Created page with '==Overview== [http://www.humanconcepts.com/products/organizational-planning-enterprise/archive-and-compare.htm Data archiving] is the process of moving and storing inactive data…')
- 02:07, 5 October 2011 Importance of Data Archiving (hist) [3,688 bytes] Rachel (Talk | contribs) (Created page with '==Overview== The pace at which data has been growing within organizations is unprecedented. With volume comes the quandary of storage. Data needs to be [http://www.humanconcepts…')
- 01:27, 5 October 2011 Workforce Modeling (hist) [4,524 bytes] Rachel (Talk | contribs) (Created page with '==Overview== What was earlier fueled by a crisis is fast becoming an area that HR professionals need to become adept in: workforce modeling. Workforce modeling is about giving t…')
- 00:50, 5 October 2011 Portal Integration (hist) [3,991 bytes] Rachel (Talk | contribs) (Created page with '==Overview== An enterprise portal is essentially a framework for integrating information, people and processes. It makes available to users, an extensive collection of resources…')
- 19:28, 29 September 2011 The Sarbanes-Oxley Legislation (hist) [4,980 bytes] Rachel (Talk | contribs) (Created page with '==Overview== The [http://www.soxlaw.com/ Sarbanes-Oxley Legislation], named after its creators - Paul Sarbanes and Michael Oxley, is a landmark act that came into effect in the …')
- 18:55, 29 September 2011 HR Technology (hist) [4,102 bytes] Rachel (Talk | contribs) (Created page with '==Overview== It is the writing on the wall and HR professionals can no longer choose to ignore it. Technology is becoming integrated with every aspect of business and there is n…')
- 17:51, 29 September 2011 Human Resource Information System (HRIS) Implementation (hist) [3,793 bytes] Rachel (Talk | contribs) (Created page with '==Overview== A [http://en.wikipedia.org/wiki/Human_resource_management_system Human Resource Information System (HRIS)] is a software or online solution for data entry, data tra…')
- 16:55, 29 September 2011 How to Choose a Workforce Analytics Solution (hist) [3,895 bytes] Rachel (Talk | contribs) (Created page with '==Overview== A [http://www.humanconcepts.com/solutions/organizational-planning-for-workforce-analytics.htm Workforce Analytics Solution] can be the single most strategic tool an…')
- 21:33, 25 August 2011 Workforce Reductions (hist) [3,843 bytes] Rachel (Talk | contribs) (Created page with '==Overview== There are some inescapable consequences of unpreparedness, especially in a business environment which has apparently lost the sense of stability which kept organiza…')
- 21:22, 25 August 2011 Data Quality (hist) [4,072 bytes] Rachel (Talk | contribs) (Created page with '==Importance of Data Quality== If one believes information is the real wealth today, then data could well be regarded as the primary currency. Most of the critical decision maki…')
- 03:23, 25 August 2011 Business Agility (hist) [4,106 bytes] Rachel (Talk | contribs) (Created page with ' The business environment today is dynamic - much more than it ever used to be. Change happens constantly and one has to always be a step ahead in the game. It is a dog eat dog w…')
- 11:01, 19 August 2011 Data Integrity (hist) [4,520 bytes] Rachel (Talk | contribs) (Created page with '==Overview== [http://en.wikipedia.org/wiki/Data_integrity Data Integrity] is an important aspect of modern day data architecture. Data Integrity implies credibility and is a fea…')
- 05:56, 17 August 2011 Total Cost of Workforce (hist) [3,954 bytes] Rachel (Talk | contribs) (Created page with '==Overview== Human capital costs accruing to a firm are known as the Total Cost of Workforce (TCOW); TCOW is an aggregate of several costs including employee compensation, cost …')
- 05:45, 17 August 2011 Strategic Workforce Planning (hist) [4,464 bytes] Rachel (Talk | contribs) (Created page with '==Overview== Strategic Workforce Planning (SWP) takes workforce planning to the next level. In this case, Human Resources partners strategically with senior management in analyz…')
- 05:25, 17 August 2011 Managing Layoffs (hist) [3,998 bytes] Rachel (Talk | contribs) (Created page with '==Overview== Due to an unstable economy, tough staffing decisions like layoffs have become commonplace. Given the state of the economy, business might consider developing a soun…')
- 12:43, 9 August 2011 Workforce Transitions (hist) [3,847 bytes] Rachel (Talk | contribs) (Created page with '==Workforce Transitions Overview== Workforce Transitions create risk and stress. Organizations have to be in step with the demand of the times or may end up paying a heavy price…')
- 11:34, 9 August 2011 Workforce Planning Best Practices (hist) [4,179 bytes] Rachel (Talk | contribs) (Created page with '==Workforce Planning Overview== Workforce Planning is a systematic process which helps an organization ensure availability of talent for achievement of its current and future ob…')
- 13:28, 27 July 2011 How to Carry Out Successful Organizational Restructuring (hist) [3,681 bytes] Rachel (Talk | contribs) (Created page with '==Overview== [http://www.diel.com/org.pdf Organizational Restructuring] is a business constant. Successful Organizational Restructuring is key for a company’s survival. Poorly…')
- 11:49, 25 July 2011 Talent Management Systems (hist) [3,664 bytes] Rachel (Talk | contribs) (Created page with '==Overview== It is no longer enough for the HR professional to focus merely on the traditional transactional and administrative aspects of managing a workforce. HR must remain a…')
- 11:26, 25 July 2011 Bench Strength (hist) [4,195 bytes] Rachel (Talk | contribs) (Created page with '==Overview== [http://www.oliverwyman.com/ow/7275.htm Bench strength] is defined as the number of substitutes available for replacing a person in a key role within an organizatio…')
- 10:37, 25 July 2011 Reorganization Best Practices (hist) [4,329 bytes] Rachel (Talk | contribs) (Created page with '==Overview== In today’s business environment, organizations can either get crushed or adapt by keeping pace with the business cycle. Both survival and success are contingent o…')
- 10:09, 25 July 2011 Career Planning and Development (hist) [4,061 bytes] Rachel (Talk | contribs) (Created page with '==Overview== Most of the organizations today are looking at different ways to improve talent retention. There is also a greater degree of willingness to look at the future from …')
- 09:49, 25 July 2011 Mass Layoffs (hist) [4,208 bytes] Rachel (Talk | contribs) (Created page with '==Overview== The unpredictable nature of the economy has caused many organizations to contemplate taking extreme measures in order to remain viable. Mass layoffs are one of such…')
- 09:30, 25 July 2011 Benefits of Succession Planning (hist) [3,842 bytes] Rachel (Talk | contribs) (Created page with '==Overview== [http://www.humanconcepts.com/solutions/orgplus-for-succession-planning.htm Succession Planning] for organizations of any size is critical, and in fact vital for th…')
- 09:24, 25 July 2011 Chain of Command (hist) [3,785 bytes] Rachel (Talk | contribs) (Created page with '==Overview== The [http://www.enotes.com/management-encyclopedia/chain-command-principle chain of command], or scalar chain, is the concept that establishes the formal tone for l…')
- 09:11, 25 July 2011 Employee Separation (hist) [3,763 bytes] Rachel (Talk | contribs) (Created page with '==Overview== When one considers the employee-employer relationship, there is a certain life-cycle that the relationship progresses toward—it begins at the point of talent acqu…')
- 08:52, 25 July 2011 Baseline HR Data (hist) [3,662 bytes] Rachel (Talk | contribs) (Created page with '==Overview== [http://www.humanconcepts.com/solutions/orgplus-for-workforce-analytics.htm Baseline HR data] is the key information or database that an organization maintains abou…')
- 15:23, 12 July 2011 Organizational Hierarchy Management (hist) [3,568 bytes] Rachel (Talk | contribs) (Created page with '==Overview== An organization must, among many other issues, give premier importance to its structure. How an organization is structured has a direct effect on its decision-making…')
- 11:35, 10 April 2011 The Role of Workforce Analytics in RIF (hist) [3,690 bytes] Rachel (Talk | contribs) (Created page with 'Reduction in Force (RIF) is the reality of the times, as crisis in the economy forces organizations to adopt a leaner structure. While the gravity of such measures and its impact…')
- 11:24, 10 April 2011 Visualization of Succession Planning (hist) [3,777 bytes] Rachel (Talk | contribs) (Created page with 'How do you put a 1000-piece puzzle together? In all likelihood, visualization is the key. Quite similar is a succession planning scenario of an organization. A mammoth amount of …')
- 11:03, 10 April 2011 Reasons for Reductions in Force (hist) [3,804 bytes] Rachel (Talk | contribs) (Created page with 'A downsizing move or a reduction in force (RIF) is either resorted to consciously by an organization, or comes about as a side effect of certain other activities. In either scena…')
- 10:42, 10 April 2011 Problems Associated With RIF (hist) [3,513 bytes] Rachel (Talk | contribs) (Created page with 'Reduction in Force (RIF) is a move that may be necessary for an organization’s survival, but it brings along several complications in its wake because it spells job loss for ma…')
- 09:43, 9 April 2011 Proactive Change Management (hist) [4,221 bytes] Rachel (Talk | contribs) (Created page with 'Proactive Change Management is an attitude of anticipating and capitalizing on opportunities and also pre-empting possible threats. It keeps managers one step ahead in the game. …')
- 08:24, 9 April 2011 Importance of Succession Planning (hist) [3,587 bytes] Rachel (Talk | contribs) (Created page with 'Ability and talent in organizations are appreciated and rewarded, but relying on a single individual to run the show exclusively could have grave consequences for companies if th…')
- 07:54, 9 April 2011 How to Identify a Successor (hist) [3,804 bytes] Rachel (Talk | contribs) (Created page with 'Safeguarding an organization’s long term sustainability requires efficient talent management. Succession planning is a strategic management tool which can go a long way in ensu…')
