Today, agencies have every reason to think “Cloud First.” By embracing the cloud and everything it has to offer, they immediately reap the rewards of budget savings, boosted efficiencies and heightened security.
Without leadership’s proactive, strategic support and guidance, any tech investment into knowledge-sharing will amount to very little. Fortunately, this needed support is taking hold here within the corridors of the Nation’s Capital.
By adopting policies which embrace “people” and tech-enabled practices, managers will see soaring engagement scores – thus boosting productivity, quality of work and retention.
An empowered organization is one in which individuals have the knowledge, skill, desire, and opportunity to personally succeed in a way that leads to collective organizational success.
Have you ever thought of looking at your HR systems with “fresh eyes” – or, better yet, a fresh mind?
Just as the relationship between corporate IT departments and employees has shifted, interactions between vendors and CHCOs are evolving toward a state of greater collaboration, in the interest of flexible systems that are highly responsive to agency demands. As a result, the systems elevate business process management capabilities. There’s no need to “reinvent the wheel”… Read more »
Customization remains key. IT vendors are increasingly recognizing that they can no longer force tech to dictate functions. They understand that – if solutions do not adapt to existing, preferred processes – then users will reject the new tech outright.
Such demands can drain time and resources. But they don’t have to – not when you deploy talent management analytics solutions as part of your plan. Analytics tools enable you to maximize the value of all of the informational “treasures” residing within your pool’s data, such as names, personal interests, employment history, professional accomplishments/goals, contact… Read more »
More than ever, there is intense pressure now to derive as much ROI out of recruitment/onboarding/training and development processes as possible. Across the board, the potential for strong ROI begins with the quality of the candidate.
Let’s look at five key shortcomings of agency legacies, and how they will inspire advancements to define 2016 as a year of disruption for federal HR technology.