Human capital Management (HCM) solution is a sophisticated tool to manage the workforce and streamlines Human Resource workflow. In addition, the technology's analytical capabilities aid decision making with data-driven evidence. It is pivotal to choose the right HCM vendor to maximize business human capital. One should look for following features in an HCM provider: provides streamline workflow, seeks a system to integrate HR functions into single HCM platform, it can deliver on intangibles like customer service, mobile designs, self-service capabilities, analytics, system scalability, system security etc. Cloud-based HCM solutions provide greater security protections than locally hosted software at a lower cost. Choosing a right HCM system partner reap significant dividends in cost savings, labor efficiency, and employee morale. Read more at  https://www.paychex.com/articles/hcm/right-partner-buying-human-capital-management-system

Workspace innovation can be a change in the organization physical or mental which can boost employee's productivity, efficiency and creativity. It's not a new idea, but many companies don't follow it. But startups have been able to successfully implement this. With a proper HR team who have the right mindset and creativity, customization of the workspace can be achieved economically. Three simple changes that firms can try are: Let your employees pick their job titles; Create a play /activity/relaxation room; Switch to adjustable furniture from traditional one. Read the full article here: https://www.td.org/Publications/Blogs/Human-Capital-Blog/2016/02/3-Easy-Ways-to-Innovate-Your-Workspace

The resume should be a document with some compact and objective information so that one can go through it within 20 seconds or so. The more efficiently you're in integrating the matter in a sheet of paper, the more your chance of getting a job gets increased. The length of the resume should be decent enough and self-convincing. The text should be not too long as online reading of resume gets hectic while reading and evaluating it. The resume shouldn't be too old and the loop of the right information should be conveyed through it. The resume should have an impact on the person concerned and should have the self-convincing power. The wow factor of the resume should be consisted in the resume which will lead to the pathway to success. The key to get evaluated and analyze from the lot of people lies in the skill of how well you incorporate the right steps for a perfect resume. Read more at-http://www.business2community.com/human-resources/five-quick-fixes-for-resume-donts-01286253

According to David Shulman (CEO of Digital Agency Organic Inc.), nurturing young talent is important. Young talent is important because the investment you make today will pay you in future. There should be a connection between all executives and employees. Juniors also should get a chance to work with senior staff. It's good to have a clear regulatory for employees, but the organization should promote and reward fresh and innovative ideas. Read more at:  http://adage.com/article/agency-viewpoint/effectively-manage-talent-life-cycle/298136/

According to Jacob Morgan, small teams are better than large teams because in small teams we find a fast decision with better communication between teams, less bureaucracy, etc. In the state of the American workplace report, in smaller organizations, employees are more engaged as compared to larger organizations and according to reports, 43% of employees work at companies of fewer than 10 employees are engaged at work whereas in big organization it is only 30%. According to the Ringelmann Effect, as the number of the employee increases they become inefficient. Social loafing helps us to understand why individual efforts reduce with the increase in size of the organization. Therefore, organizations should always think about their team structure. Read more at: http://www.forbes.com/sites/jacobmorgan/2015/04/15/why-smaller-teams-are-better-than-larger-ones/

The biggest fallout of the big data revolution -- where every type of business gathers and analyzes data -- is a massive human resources shortage. Across the globe, thousands of data analytics jobs are not filled up because of a shortage of qualified manpower. Data analytics is not coding work but thinking work, described Dinesh Kumar, a professor of quantitative methods and information systems at the Indian Institute of Management in Bangalore. "The potential is huge, but we are behind in creating a talent pool," he said. Quality is a worry, and companies are finding it difficult to recruit top-class people, Kumar said. Data analytics as a job discipline became mainstream almost a decade ago, and the demand for trained professionals has been growing steadily since. Given India's reputation for the availability of professionals in varied disciplines at reasonable costs, global banks and financial services firms were the first to migrate their analytics work to India, followed by pharma and life sciences companies. Global retailers, consumer firms, logistics firms, consultancies, and engineering firms have all begun routing their data analytics work to IT services providers and specialized analytics service providers in India. In India, which has long been a hub for outsourced technology services work, the scarcity of analytics talent is particularly acute, as global companies send increasing numbers of data-related tasks to the country. To know more about this go to:

http://www.techrepublic.com/article/indias-high-demand-for-big-data-workers-contrasts-with-scarcity-of-skilled-talent/ .

easyJet, UK's largest and Europe's fourth largest airline, plans to enhance talent management practices, modernize reporting and analytics capabilities with the help of Workday Human Capital Management, a provider of enterprise cloud applications for human resources and finance. With Workday's unified application for human resources (HR) in the cloud, easyJet plans to enhance talent management practices and modernize reporting and analytics capabilities. In addition, since Workday analytics are built into the core of the application, easyJet will gain access to meaningful insights around key indicators such as cost, capacity, and capability of its workforce, helping to drive hiring and sourcing decisions throughout the organization.

To know more, visit the following link: http://www.marketwatch.com/story/easyjet-takes-off-with-workday-human-capital-management-2014-04-08

A recent research report by International Data Corporation, a global provider of market intelligence and advisory services, revealed that the US market for Human Capital Management (HCM) applications and payroll outsourcing services is expected to be worth $22.5 billion this year. Paylocity is the core product of Web Pay product, which recently included a multi-tenant software platform that can be customized to the organization's requirements to offer payroll and HR related services such as time tracking, benefits administration, and compensation services including tax and payroll management and talent management. Not only big organizations, smaller organizations are also realizing the benefits of a cloud-based HCM offering. 

To read more about Paylocity, visit the following link: http://seekingalpha.com/article/2138083-paylocity-addressing-the-growing-hcm-market

Delivering efficient data modelling & analytics solutions depends a lot on having manpower with relevant skills. Training an existing workforce is a necessity today in the field of big data as data scientists are an elusive catch and there certainly aren’t enough of them to go around just yet. With competitors catching up in this regard and university campuses are yet to address the huge demand of data scientists, organizations got no option other than training the manpower resources they already have! Bill Laberis, Social Media Manager, Custom Solutions Group at IDG said “Think of Big Data like a tsunami. Most of it is still out sea, a veritable wall of data born in large measure from the social media boom. As it approaches land and the shallows, suddenly it looms. Then crashes to shore. On top of your business”.

To read more on this aspect, visit the following link:

http://www.big-dataforum.com/197/training-big-data-talent-necessity-not-option

In an article written by Stephen L. Cohen, a private practitioner, strategic and business planning, said how one can identify the talent management growth strategies. In talent management industry, there are only a few ways to differentiate the business: content, delivery, or expertise. This article also describes the above business aspects in details.

To read more, visit the following link: http://www.astd.org/Publications/Blogs/Human-Capital-Blog/2014/04/Talent-Management-Growth-Strategies

Nucleus Research, a global provider of investigative and case-based technology researcher, finds in a study that leading vendors are giving importance to core Human Resources (HR), talent management and workforce management (WFM) functions and putting them onto a single platform. In this study Nucleus Research also finds that vendors are linking HCM with Big Data analytics and business intelligence (BI) to integrate functionality across the core competencies of HCM. To make data more accessible, they are integrating their data sets to compile analytics into common dashboards.

To know more, follow the following link: http://www.broadwayworld.com/bwwgeeks/article/Nucleus-Research-Value-Matrix-Finds-Competition-Intensifying-for-Human-Capital-Management-Vendors-as-they-Race-to-Deliver-Integrated-End-to-End-HCM-Platforms-20140410#.U0pYYFWSyZY 

Tired of hearing about Big Data? Accept it or not, you have to get used to it. Hundreds of companies are ready to offer impressive remuneration to hire people with quantitative skills. Ms. Linda Burtch, with her 3 decades of experience in recruitment, has tracked the rising demand for workers who can understand and manipulate data. In a recent interview, Chicago-based Ms. Burch talked about what companies want, how midcareer professionals can compete and why workers who are left behind could face a "permanent pink slip."

To read more, visit the following link:

http://online.wsj.com/news/articles/SB10001424052702304819004579489541746990638?mg=reno64-wsj&url=http%3A%2F%2Fonline.wsj.com%2Farticle%2FSB10001424052702304819004579489541746990638.html

Organizations have implemented various software solutions to manage many processes, from ERP to power consumption to supply chain management. But when it comes to the most critical component of supply chain management – “Human Capital”, many companies are still playing catch-up. However, nowadays more organizations are turning to labour optimization solutions. These solutions not only keep track of operations, but also use predictive models and algorithms to determine future labour needs. Labour optimization software also analyze orders and resources to predict warehouse throughput. Then it automatically schedules the right balance of full-time, part-time, and temporary workers to meet demand. Managers receive alerts when labour levels don’t meet requirements. Optimization solutions have been used successfully for years in operations such as call centres, which needs to examine historical call patterns to predict future call volumes and ensure that they have the right people with the right skills in the right channels. Such intelligent technology has enormous potential in a manufacturing setting, helping companies do more with less.

To read more about this aspect, please visit Tracey Schelmetic’s article link as given below:

http://www.thomasnet.com/journals/techtrends/articles/labor-optimization-solutions-make-best-use-of-human-capital

An article by Carolyn Sokol, President of CompareHRIS.com, talks about how a Professional Employer Organization (PEO) can give your Human Capital Management function a more strategic perspective, rather than your in-house HCM team. The usual perspective of an HCM team is to provide services like recruiting and hiring, new hire on-boarding, training development, performance management, regulatory compliance, payroll and benefits delivery. A PEO would provide more strategic inputs like strategic staffing, policy development, career development, transition planning and company-wide communication.

CompareHRIS.com puts companies in touch with vendors who offer Human Resource Information Systems, Human Resource Management Software, & Payroll Software that most closely match their needs. 

For more information:

http://blog.peocompare.com/blog/bid/69688/What-s-Your-Human-Capital-Management-Team-Really-Accomplishing

SigmaWay has experience in delivering operational efficiency across processes in Human Capital Management, by applying Analytics and Lean Six Sigma methodologies. For more information on how we can help your HCM team achieve their full potential, reach us at contact@gosigmaway.com 

 HR predictive analytics empowers a company to anticipate and prepare for the future. There is a continuous growth in the use of predictive analytics for the last few years. Studies have shown that predictive analytics act as a decision support system, enabling managers to take best decisions, resulting in an average of 5-6% higher gains than competitor companies.

Predictive Analytics 

For more information follow

http://resources.rpoassociation.org/blog/bid/327375/The-Potential-Value-of-Predictive-Analytics-in-Human-Resources                

This whitepaper describes how HR Analytics is helping core HR business processes to make right business decisions.

For More Read Information : 

#hrwins program has been started by LAROCQUE; the leading Strategy and GoToMarket Consulting firm for HR related technology. The main purpose of #hrwins program is to encourage innovation in HR Technology products.

The result of 2014 #hrwins program was announced, where 15 HR Technology firms received the distinction of “HR Companies to Watch”. Some of them are ADP, BlackbookHR, Ceridian, HireVue, Jibe etc.

For more information, please go through: http://www.prweb.com/releases/2014/03/prweb11659203.htm