Mark Smith's Analyst Perspectives

WorkForce Software Can Simplify Managers and Workers Lives

Posted by Mark Smith on Sep 22, 2011 9:10:10 AM

A key component of workforce management software is to aid in scheduling and tracking time and attendance, streamlining interactions between managers and employees regarding these aspects of the job and promoting compliance with corporate and regulatory policies. WorkForce Software has been growing rapidly over the last decade while meeting these needs with an application suite that covers issues from leave management to case management. Its product helps businesses deal with overlapping regulations from federal and state governments, union contracts and corporate-level policies, and is being deployed in industries such as education, utilities, banking, the public sector, entertainment and transportation, especially in midsize organizations looking for workforce efficiency. The company is expanding its global reach through its partners and distribution channel.  

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Topics: Performance Management, Social Media, Human Capital Management, human resources, Metrics, Operational Performance Management (OPM), performance indicators, Business Analytics, Business Collaboration, Business Intelligence, Business Mobility, Cloud Computing, Business Performance Management (BPM), Compensation, Financial Performance Management (FPM), productivity, salary benchmarking, talent acquisition, Talent Management, talent management metrics, Workforce Analytics, Workforce Performance Management (WPM), workforce software

Mercer Updates Total Compensation Management To Help Retain Talent

Posted by Mark Smith on Sep 19, 2011 12:21:20 PM

To retain talent, organizations must ensure that their workforce’s compensation is comparable to that of their industry peers. As part of this effort, they should integrate compensation reviews with goal and performance reviews to ensure employees are paid their fair market value; otherwise the best talent will become a flight risk. Many organizations understand this; in our performance management for talent management benchmark research, two-thirds said they want to integrate compensation with the review process. But most companies have more to do; they need to establish a continuous process that compares all information on new hires, promotions and market events, at least as part of an annual performance review or preferably every quarter. They should not delay change until employee feedback or exit interviews indicate that being underpaid is a primary reason for people leaving.  

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Topics: Performance Management, Social Media, Human Capital Management, human resources, Mercer, Metrics, Operational Performance Management (OPM), performance indicators, Business Analytics, Business Collaboration, Business Intelligence, Business Mobility, Cloud Computing, Business Performance Management (BPM), Compensation, Financial Performance Management (FPM), productivity, salary benchmarking, talent acquisition, Talent Management, talent management metrics, Workforce Analytics, Workforce Performance Management (WPM)