Human Capital Management (HCM) is rapidly changing. For evidence at just how quickly, look at how employees are being recruited today; according to one recent survey, "98.2 percent [of recruiters] said they tapped some form of social media for recruiting in 2012."
Indeed, HCM executives need to evolve both their systems and strategies in order to find and retain talent—and manage employees in dispersed and often global locations.
In this special report, learn how to leverage new technology, from social media to Cloud and gamificiation tools, to transform your HCM strategy. Plus, Profit talks to Millennial experts about how young employees entering the workforce can work within a quickly changing environment to showcase their skills and build the careers they want.
Rebranding Human Resources
Sound business strategy and smart technology can change the way people think about HR.
Getting to Know a Candidate without Being Creepy
Five tips on how to use social media in your recruitment efforts
Four Best Practices for HCM in the Cloud
Avoiding tunnel vision in the cloud requires an understanding of HCM business processes and their larger impact on your underlying infrastructure.
The Customer Within: How 'Employee Experience' Is HR's Competitive Differentiator
Many HR leaders are moving away from a focus on service delivery and cost reduction and toward building great employee experiences. This shift—part of the modernization of HR—requires a transformation in organizational culture and the embrace of IT tools that reflect new (and changing) business practices and deliver workforce insight.
Advancing the IT Mindset of Human Resources
Four tips on how HR can embrace the latest technology trends and still mitigate risk.
The Right Fit
“Companies are hiring more for a cultural fit than other qualificiations, like actually being able to do the work,” says Millennial expert and Promote Yourself author Dan Schawbel, “It’s much easier to find the people who can do the work and much harder to find people who will fit in and work with the other people who are part of the team already.”
Seeing Employees as More Than Their Job Description
How do managers tap into the complex and varied skill set of underutilized employees?
“Gamification is using data-driven techniques from video games to motivate people,” says Rajat Paharia, founder of gamification company Bunchball and author of Loyalty 3.0. “Executives often mistakenly think they can throw badges, points, or other surface elements on a website without really understanding what actually motivates their audience—or what business objectives they're trying to drive.”
Focused on Results
“What we need to move to is a model of measurable results. Managers need to stop managing people and start managing work better,” says Jody Thompson, author of Why Managing Sucks and How to Fix It. “Let people manage themselves.”
The Skills to Pay the Bills
Proficiency—not passion—is the key for young workers at the start of their careers
Mind the Gap
HR executives who make an active partnership with IT will not only aid employees on both sides of the generation gap, but will also serve the best interest of the business.
Enterprise Systems Help Employers Cope With the Global Skills Shortage
In this constrained hiring environment, managers will need to come up with smart solutions to keep their organizations operating at full capacity. IT will play a critical role, with enterprise-class talent management software providing insight into the skills, training, and career aspirations of a large and widely dispersed group of employees.