Looking Forward to 2021

 Many of us will not be sorry to bid adieu to 2020. It has been quite a year of adaptation and change and dare I say, growth! We have all had to learn new ways of working, communicating, managing, hiring,-the list goes on. It will be interesting to see what changes remain permanent moving into 2021 and beyond. 

From our perspective, we have seen a renewed interest in human capital technology from clients ranging from improved scheduling, hands free time clocks, to enhanced candidate and employee experience. Looking forward to 2021, many clients believe that some version of remote work is here to stay. Even the definition of remote work varies by organization. For some it means global employees or contractors who live and work anywhere around the globe. For others, it means a localized workforce that is working remotely from their homes. These examples reflect 2 different types of remote work, which require different approaches to support and maintain a strong workforce culture. Each organization has its own lens of how 2020 has permanently changed its work culture and its own view of priorities for 2021.

As you think about your 2021 human capital organizational priorities, here are some points to consider:

1. Will you expand your labor pool and hire outside of your current areas of operation?
2. Will you be using new recruitment techniques and platforms to reach new pools of candidates?
3. Will employees be allowed to work remotely even if you do not have an organizational presence in that location?
4. How might your decision impact taxes and compensation models including benefit offerings?
5. Will you support employees working remotely with a budget for home office equipment, supplies, internet, etc?
6. If you bring employees back to work, how and when will you do it? Who will be prioritized?
7. Are you looking to leverage HCM technology to support the virtual employee lifecycle: recruitment, development, retention, and exit?
8. Have you considered human capital process automation tools to support your workforce management processes?
9. Are you seeking to improve your data driven decision making to support building a more diverse workforce?
10. Are you looking to engage with employees through pulse surveys to better assess your culture of belonging?
11. How will data, metrics, and analytics be leveraged to support the organization's strategic vision?
12. Are you seeking to move the focus of your HCM function from transactional to strategic?

I think we can agree that HCM professionals have a great deal to think about going into 2021. It is a time of great change and opportunity. With the majority of the economy in the U.S. being service based, it is time for HCM professionals to demonstrate their business acumen and organizational impact. People are an organization's strategic advantage!

The good news is that we at HRComputes are here to help you through this transformation. We have over 30 years of experience ensuring that client programs and projects are a success delivering on strategic human capital goals including ROI. We partner with industry leaders such as UKG and Phenom to deliver these solutions to our clients ensuring that they have the digital tools to support their organization's vision for 2021 and beyond. 

Best wishes to clients, colleagues, partners, and friends for a Healthy and Happy New Year!

HCM Partner Technology Updates

At HRComputes we partner with some great vendors to better understand the leading edge of HR Technology.  We stay independent yet up to date on some great products and companies.

Here's the latest from two great vendors!

Phenom

Phenom has just announced its integration with Microsoft Teams increasing productivity and enhancing user experience. Many organizations leverage Teams for collaboration and to drive productivity; so, most employees are frequent users. Integrating the Phenom app into Teams allows employees to access the features of Phenom without having to separately access the Phenom platform. Features like identifying new job opportunities, recommending friends and colleagues for jobs, and collaborating with hiring managers.

From a hiring manager perspective, it is a great way to receive and review candidate information, approve candidates for the interview process, and even set up video interviews via Teams with candidates.

More information is available at  https://tinyurl.com/y3m8yp4p

UKG

 Onboarding has a new feature that provides a visual marker when a candidate is a rehire. A notification tag is displayed in the New Hires list view when a new hire is potentially a previously terminated employee. Additional details regarding eligibility for rehire and previous employment are found in the new hire’s information record.

 The functionality works for both U.S./ Canada and Global clients. This new feature is a great tool to help HR departments avoid mistakes when new hires are really "rehires".

At HRComputes, we help make HR Technology work for HR instead of the other way around! 

HRComputes is a UKG Partner Reviewed by Raven Intel

HRComputes is proud to be a  UKG partner reviewed in the Raven Intel partner report on UKG released this month. Understanding the strengths and weaknesses of an organization's partner ecosystem is crucial to the success of your project. While implementation partners are crucial to getting your software tool configured and launched, so are Solution Delivery Partners (SDP). As an SDP, HRComputes provides client side implementation guidance and support to ensure that your organizations project is a success. With over 70% of digital transformations considered failures, it is vital to invest in project management, change management, training and adoption to ensure that your organization realizes the projected ROI for this digital transformation project.

Highlights from the report are:

Ultimate Software (UKG) is rapidly growing its partner ecosystem to implement and provide ongoing services and software extensions to its customers. Similar to the model that other Enterprise HCM Software vendors (SAP SuccessFactors, Workday, Oracle) employ,UKG is increasingly using partners for a their system implementations and services work. 

UKG's services partner ecosystem of approximately 50 partners is primarily comprised of independent consulting firms versus Global Service Providers (e.g. "Big 5".) Their average partner has 25 full-time consultants or less and has been a partner for over 5 years. 

Service Partner Strengths

Implementations are typically less expensive and take less time than Enterprise Cloud HCM vendor peers(Workday, SAP SuccessFactors, Oracle HCM). Projects are more likely to be delivered on-time / on-budget. Partner resources are highly-specialized HR consultants who have worked with the Ultimate Software product for several years and/or have previous experience as a customer and HR practitioner

Raven Questions for customers:

• Did the project succeed?
• What was the team like? 
• Was the team consistent throughout the project?
• Was the project delivered on-time? 
• Was the project within budget?
• Was the project scoped properly?

Digging into the client experience is crucial for evaluating consulting partners.

HRComputes is pleased part of the Raven Intel customer review process with a 5/5 rating for client excellence.  For more details please visit HRComputes profile page on Raven Intel.

A complete copy of the report is available from Raven Intel or directly from Kristina Kohl, managing Principal, Kris@HRcomputes.com. 

HRComputes and Phenom Announce Partnership to Drive Successful Talent Experience Management Adoption

 MOORESTOWN, N.J., Sept. 22, 2020 -- HRComputes, a leading human capital management digital transformation consultancy, announced a partnership with Phenom, an HR technology company and global leader in Talent Experience Management (TXM). Through this alignment, customers can efficiently deploy the Phenom AI-driven platform across their business.

HRComputes places customers on the fast track to Phenom TXM mastery by shortening the learning curve in change management, technology adoption and data analysis. This empowers organizations to recruit best-fit candidates and develop existing employees faster. 

“We are thrilled to join forces with Phenom, whose innovative technology enables stronger talent management and acquisition solutions,” said Kristina Kohl, managing principal at HRComputes. “With over 20 years of experience in HR Tech—combined with our expertise in the Phenom platform—we can help customers truly realize the return on their investment.”

When not reinforced with the right AI technology, talent acquisition and management processes can be time-consuming. The Phenom TXM platform—a single platform that eliminates the need for multiple HR tools—reduces time-to-hire and cost-per-hire, while improving talent quality and productivity for candidates, recruiters, employees and management with the Career Site, Chatbot, CRM, CMS, SMS and Email Campaigns, University Recruiting, Internal Mobility, Career Pathing, Diversity & Inclusion, Gigs, Referrals and Analytics.

“HRComputes’ intimate knowledge of HR and their clients consistently translates to long-lasting value,” said Saumil Gandhi, vice president of strategic alliances at Phenom. “We recognized that the Phenom platform would further enhance their services, while allowing our users to capitalize on our software faster. We’re excited to see our collaboration with HRComputes elevate the experience for current and future customers.”

---

About HRComputes

HRComputes is a leading human capital management-consulting firm providing exceptional experience in the selection, implementation, synchronization, and optimization of human capital systems for enterprise level organizations. With over 25 years of experience, we provide expertise in strategy, technology, project management, change management, talent acquisition and development, and human capital functionality. Our clients include Fortune 500 companies, mid-size public companies, and not for profits  from the pharmaceutical, banking, manufacturing, telecommunication, entertainment, education, healthcare, and professional services industries. Our holistic view of the talent experience from candidate to retiree uniquely qualifies us to guide your team through strategy, execution, adoption, and success.

Our expertise is with enterprise level organizations with 2,500 or more employees. We have delivered solutions globally including NCSA, AP, and EU. We are an Ultimate Kronos Group Solution Delivery Partner and are based in the Mid-Atlantic region. For more information, please visit https://www.hrcomputes.com/. Connect with HRComputes on LinkedIn, Twitter, Facebook .

About Phenom

Phenom is a global HR technology company with a purpose to help a billion people find the right job. With an expertise in building AI-powered, scalable solutions, Phenom Talent Experience Management (TXM) personalizes and automates the talent journey for candidates, recruiters, employees and management with the Career Site, Chatbot, CRM, CMS, SMS and Email Campaigns, University Recruiting, Internal Mobility, Career Pathing, Diversity & Inclusion, Gigs, Referrals and Analytics. As a result, employers improve their talent acquisition and talent management efforts by helping candidates and employees find the right job, recruiters identify and engage the right talent, and management optimize HR strategy, process and spend. Phenom was ranked among the fastest-growing technology companies in the 2019 Deloitte Technology Fast 500.

Headquartered in Philadelphia, Phenom has offices in Canada, India, Israel, the Netherlands and the United Kingdom with over 500 employees. More than 300 global employers rely on the Phenom TXM platform to bring recruiting velocity and create an end-to-end talent experience.

For more information, please visit www.phenom.com. Connect with Phenom on LinkedIn, Twitter, Facebook, YouTube and Instagram.

HRComputes Newsletter

 

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Fall 2020 Newsletter   Dear <<First Name>>, We hope you and your families are well and are readjusting to back to school! In this edition, we focus on building workforce agility, driving impact with your diversity, equity and inclusion programs, and the impact of the UK Group rebranding on clients. Checkout what Morris and Kris have been up to as well. We welcome comments and feedback from all of you. Best wishes! Kris and Morris Building Workforce Agility   As we operate in our volatile, uncertain, complex, and ambiguous world, one of the top issues for leadership is creating an agile workforce in order to react quickly to changing marketplace requirements and to build organizational resilience. Given the massive change that we have all experienced this past year, we need new tools in order to better respond to these challenges. At HRComputes, we are helping Chief People Officers rethink how they engage, manage, and support their essential and remote workers. We are supporting clients by facilitating conversation around pandemic challenges and sharing best practices, and leveraging our people and technology expertise to meet compliance requirements, keep employees safe, and to check on their wellbeing.   One of the newest tools in the HRComputes Toolkit, is our partnership with Phenom. Their Talent Experience Management (TXM) platform connects interactions throughout the talent lifecycle creating a personalized experience for candidates and employees. Candidates find the right jobs, recruiters improve productivity and impact, employees identify internal opportunities, and management receives valuable information.   As the world reopens, our clients need to hire quickly and cost effectively to resume their growth trajectory and meet their revenue targets. In order to achieve these goals, people leaders need to leverage new tools and resources that allow them to adapt to virtual recruiting and other new recruiting strategies. Working in conjunction with our partner, Phenom, we can help deliver solutions as you develop a revised recruitment playbook to meet increased hiring velocity and virtual recruiting.   Please let us know if we can provide guidance and support during these unprecedented times. If you would like to discuss our services to support  your recruitment strategy through technology and human capital expertise, please reach out to Kristina Kohl, Managing Principal, at Kris@hrcomputes.com or 856-982-7163. Morris Yankell, Chief Technologist, Morris@hrcomputes.com or 856-982-7162. Moving Beyond the Diversity Conversation to Drive Systemic Change   We have all read or heard the corporate statements in support of Black Lives Matter. We have participated and/or seen the protests. As a nation, we have been here before. How can we deliver a different outcome this time? Working in the field of Diversity, Equity and Inclusion, I am all too familiar with organizations taking a "check the box" approach to DEI. Many companies provide annual sexual harassment and diversity training. Check! Moving on. Driving organizational systemic change requires a much deeper dive and takes significant time and resources. I recommend the following approach: 1.    Assess your current culture, policies, processes, and outcomes. 2.    Leverage your human capital management systems to dive deep into your data to really understand how your organization hires, retains, and promotes diverse talent. 3.    Make a Board and C-suite commitment to change and provide tools, resources, and time to achieve these goals.  4.    Engage experts to facilitate developing and implementing a DEI project plan. A recent WSJ article highlights the need to conduct a comprehensive audit of your operations, recruitment, investments, and suppliers. This assessment begins the process of shining a spotlight on how your organization is impacting BIPOC through its daily activities. The talent pipeline is another area for significant improvement. Using our human capital system expertise, we help organizations better understand their recruitment strategy and how that impacts the diversity of the talent pool. Drilling into your HCM data provides details on talent at each level of your organization by hierarchy, function, and senior management.  Leadership development and competencies are another area to peel back the layers. How are candidates selected for leadership development? Is it meritocracy? What does meritocracy mean if certain people are given the big projects and high profile clients and others are not? Are you practicing allyship and sponsorship or are you still using a mentorship model? We are happy to have a discussion about your DEI strategy. If we can be of help, please reach out to Kristina Kohl at Kris@HRComputes.com.   Where in the World…is Morris? Morris has been working to strengthen a Return on Investment model for improving candidate relationship management and employer brand.   As HR professionals, we intuitively understand the costs of recruiting, interviewing, scheduling, background testing, etc. but we do not often quantify these costs to justify change.  When we add in existing employee overtime, employee burnout, manager and senior manager interview time and more, these numbers can be eye opening.  Multiplying these numbers by the number of candidates and the number of new hires compounds the financial cost and the case for change.  We can help you project the savings and develop the plan to use existing technology and systems to make improvement fast.  We can work with you to articulate the numbers in a way that will resonate with your Financial partners.  And we can recommend, select and implement new tools with you to make the change now and for tomorrow.  Reach out to schedule time to save money and make an impact. Where in the World…is Kris? Kristina has joined the Wharton Club of New Jersey as a Board Member and officer. She is serving as the EVP for the club in charge of marketing, social media, and technology. If you are located in New Jersey, you may wish to consider joining The Wharton Club of New Jersey. We have many interesting events and speakers. Join Kristina as she presents Perspective for Post COVID-19 Leadership for The Great IT Pro at 11:00am ET on 10/8/20. Highlights will include: o    Discuss how the health of our planet affects the health of our businesses and lives.  o    Describe the Sustainable Development Goals as a lens for adapting business strategy to benefit the planet, people and profits o    Discuss the 10 Step Roadmap to driving environmental, social, and governance change within your organization o    Share case studies offering opportunities and solutions What is Happening in HCM Technology? We are pleased to share that our partners, Ultimate Software and Kronos Incorporated have announced plans to rebrand the company as UKG (Ultimate Kronos Group), effective October 1, 2020. Their union has created an HCM technology powerhouse that Ieverages their strong reputations, award winning cultures, and outstanding leadership. The UKG vision is to continue their commitment to employee, candidate, and employer experience through their award winning and best in class solutions. We firmly believe that UKG is well positioned to leverage its combined strength to offer market leading solutions and support for enterprise clients.   Propelled by its new tagline, “Our purpose is people,” and building on 70 years of combined experience from two leaders in HR and workforce management solutions, the new UKG name builds on the strength and innovation of Ultimate Software and Kronos as well as signals a singular, shared focus on inspiring workforces and businesses around the world.   At HRComputes, we remain committed to guiding clients through their digital transformation selection and implementation processes in order for them to maximize their ROI on their human capital technology investment.  Our Solution Delivery services ensure that your transformation or optimization is a success.   For full details of the rebranding strategy, here is the press release. Follow on Linkedin    Follow on Facebook    Twitter  HRComputes www.hrcomputes.com Kristina Kohl, MBA, PMP  Managing Principal kris@hrcomputes.com Morris Yankell  Chief Technologist morris@hrcomputes.com Copyright © 2020, HRCOMPUTES, All rights reserved.   unsubscribe from this list    update subscription preferences

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HRComputes Continues to Provide Solution Delivery Services for the New Ultimate Kronos Group-UKG

 We are pleased to share that our partners, Ultimate Software and Kronos Incorporated have announced plans to rebrand the company as UKG (Ultimate Kronos Group), effective October 1, 2020. 

“Propelled by its new tagline, “Our purpose is people,” and building on 70 years of combined experience from two leaders in HR and workforce management solutions, the new UKG name builds on the strength and innovation of Ultimate Software and Kronos as well as signals a singular, shared focus on inspiring workforces and businesses around the world.”

 

The UKG Vision is to continue their commitment employee, candidate, and employer experience through their award winning and best in class solutions.

 

At HRComputes, we remain committed to guiding clients through their digital transformation selection and implementation processes in order for them to maximize their ROI on their human capital technology investment.  Our Solution Delivery services ensure that your transformation or optimization is a success.

 

For full details of the rebranding strategy, here is the press release.

 

 

 

 

 

What is the Secret Sauce for Competitive Advantage?

 

It is your organizations People! In today’s rapidly changing and volatile environment, leadership needs to unleash their organization's unique people assets to deliver strategic advantage. Your employees’ knowledge, skills, and delivery of customer focused products and services is your secret sauce. The key to unleashing this power is working with your human capital professionals and leveraging technology to effectively align your people talent strategy with your organization’s needs.

Leveraging technology fills the pipeline with qualified candidates to meet pressing business needs driving organizational agility.

 

 

It begins with attracting a diverse talent pool with a variety of skills to meet global marketplace challenges. Talent technology platforms such as Phenom deliver an integrated solution leveraging artificial intelligence to deliver personalized job recommendations based on candidate search behavior and a variety of other factors to improve the Candidate Experience-CX. This customized approach builds belonging and engagement early in the candidate lifecycle. From the perspective of recruiting diverse candidates, the AI delivered search results reduce unconscious bias inherent in a human based recruitment process. The platform speeds delivery of qualified candidates to meet even the most difficult to fill positions.Leveraging technology fills the pipeline with qualified candidates to meet pressing business needs driving organizational agility.

 

For employees, an Employee Experience platform provides tools to promote workforce agility to quickly redeploy talent to growth areas and new projects. The platform opens up the search for talent across the organization allowing employees to view cross functional opportunities and to apply for the internal assignment. Opportunities can be Gig assignments, short terms projects, lateral moves, or positions leading to new rungs on the career ladder. Leveraging technology to communicate opportunities across the organization facilitates a culture of transparency and belonging.

 

Promoting internal mobility facilitates learning and development for your employees. Rather than only a select few employees being given stretch opportunities for growth, use of a technology platform opens up opportunities to all eligible employees. By communicating opportunities, required skills, and learning paths, organizations begin to create a more level playing field. As a result, employees feel as if they have career development options promoting engagement and employee retention.

 

Effectively selecting and implementing human capital management digital solutions gives human capital professionals tools to deliver on an agile workforce which is key to business strategy success.

If you would like to further discuss driving competitive advantage through human capital technology, please reach out to Kris@HRcomputes.

 

 

Announcing HRComputes new Phenom Partnership!!

Are you struggling to engage talent, measure the ROI on your recruiting spend, improve engagement at recruiting events, promote internal mobility, and report on your talent outcomes? 

Then, our new partner, Phenom Talent ExperienceManagement is for you!

HRComputes is pleased to be a certified partner with Phenom People. Here is a link to our listing on Phenom’s Exchange.

How can we at HRComputes help your organization?
We are a leading human capital management-consulting firm providing exceptional experience in the selection, implementation, synchronization, and optimization of human capital systems for enterprise level organizations. With over 25 years of experience, we provide expertise in strategy, technology, project management, change management, talent acquisition and development, and human capital functionality. Our clients are regional, national, and global from a variety of industries including pharmaceutical, banking, manufacturing, telecommunication, entertainment, not for profits, education, healthcare, and professional services organizations. Our holistic view of the talent experience from candidate to retiree uniquely qualifies us to guide your team through strategy, execution, adoption, and success.

Key Benefits:

Impact
Maximize your speed to impact and realization of your talent experience strategy.

Action
Improve actionable decision making process by helping convert data into information improving manager experience and insights.

Optimization
Optimize stakeholder engagement and resource allocation to deliver your transformative recruitment experience.

Integration
Lead the project management team to deliver on your digital talent experience and integration with existing human capital platforms.

Adoption
Support user adoption and training with a variety of tools and resources.

If you are looking to enhance your talent management experience for candidates, recruiters, employees, and management, please reach out to us for a conversation on how we can help at info@hrcomputes.com.

A big, pre-virus hello from the Ceridian Advisory Conference!

In early March, before the madness, Morris attended the Ceridian Dayforce Advisory meeting, an annual gathering of consultants, senior executives and techies.  HRComputes has been attending the event since its inception, 3 years ago.  The point of the meeting is to hear the latest and greatest about the product, the strategy for what comes next and how to best partner with Ceridian.

It is a great opportunity to rub elbows with company leadership and the competition (some of whom have become friends!).  The event includes a demonstration of the product by David Ossip, CEO.  I have seen him perform before but it is still cool to see a CEO in full command of a tech product!  He informs and enlightens the crowd while entertaining questions and teasing his millennial employees.

The Ceridian product has some great Time and Attendance automation including scheduling automatically based on employee preferences, allowing shift swap and pick up of vacant shifts as well as metrics on OT, approval and other special performance indicators.  The Dayforce product boasts the best analytics based on internally facing payroll data and system usage that I have seen.  This includes numbers and types of errors, retro payments and more details to help the process get better.  There are dashboards on how often a customer engages support, how often it is on the same topic and what is the time to answer.  If this type of insight is used properly then actions can be taken to monitor and improve service levels!  In addition, they continue to expand the use of Alexa type interfaces and released an expansion on their survey tools and added the ability to do sentiment analysis.

One of the most important statements made by a senior exec was “80% of HCM clients use only 30% of the functionality of the system”!  With the emphasis of so many projects on getting Core HR and Payroll up and running in a short amount of time, so much functionality gets left un or under implemented.  Many of the “bright and shiny objects” and the leading-edge range of capabilities – many of the things one sees in a demo and often the reasons for the purchase decision – do not make an impact on the organization.  The consensus on how to fix the issue was to increase client-side support, expand on change management and include a budget for technology adoption and communications techniques.  

All services, by the way, that we excel in providing!

Stay tuned to this blog and reach to me at Morris@HRComputes.com

Technology change is often like changing the tires on a car while it is in motion!

In business, defining your current state informs the potential actions for the attainment of any future goals.  This is especially true for any technology plan.  

Everyone is talking about the year 2020 in terms of having "perfect vision".  That perfect vision starts with understanding what you have today, what works, what doesn't and define what you must have and would like to have.

Our recommendation is to use the tools of customer experience and market research.  From focus groups to surveys and from in-depth interviews to technology demos and orientation sessions, the key is to mine your institutional knowledge to determine the current state of HR process and technology.

Here are some thoughts and guidelines:

what do we want to accomplish

Determine what HR systems and functionality the company has today

Determine what works and does not work today

Document and analyze these findings

Create a list of recommendations for review and action

how do we accomplish it

1. Conduct a survey and focused interview process to understand the current HR Systems Inventory

2. Develop an HR Technology Inventory for Employee data Systems

3. Create an HR Systems Software Analysis Document to determine if/how we can better:

a. automate routine tasks

b. improve the quality and visibility of data

c. standardize where appropriate

d. support M&A integrations

e. develop a common language for metrics and analytics

4. Share the results of this process and create a Recommendation on next steps

we have more ideas

Tasks to produce the systems inventory

Systems to ask about

Questions to ask

Examples of recommendations and next steps

Stay tuned to this blog or reach to me at Morris@HRComputes.com

A wise person once said, "One needs to know where one has been to get to where one is going".

Answer your HR Technology questions before it is too late!!

AI for People Management

HRComputes sponsored and Morris Yankell hosted the PSPS Human Capital Analytics meeting on “Strategic Artificial Intelligence and People Management.” 

Thank you to so many of our clients, colleagues, and friends for attending. We had the following speakers representing a variety of digital and AI tools for middle market organizations.

Prashanth Rai              Regional VP                               Bayestree

Andreas Graesser        Founder                                      Innovad

Matt Pietsch                 Chief Revenue Officer              Engage

Suhail Halai                  Principal Consultant                Ultimate/Perception

We had an informative conversation about both what excites and worries participants on the topic of AI and Human Capital Management (HCM). Participants, reflecting a variety of industries and functional expertise, were excited about better decision making, reduced bias, improved manager/ employee engagement, skills development, and the opportunity for HR to lead the AI charge for HCM. As excited as the group was about these opportunities, there were concerns about keeping the human in Human Resources (HR), blind acceptance of technology, employee capability and employer capacity to upskill the workforce, resistance to change, potentially slow adoption by HR leadership, and data privacy.

Our esteemed speakers took these cues and worked them into their presentations. 

From Prashanth and Andreas, Bayestree and Innovad,  we learned about workflow automation tools that will reduce routine and transactional work. With this technology, employees are free to focus on more impactful and interesting activities. It also improves compliance, record keeping, and employee satisfaction.

From Matt at Engage, we learned about developing a passive talent pipeline allowing your organization to identify potential employees before they begin an active search. The technology uses data scraping to identify candidates and allows preliminary engagement with top talent in hard to fill roles. When the candidate is ready to consider a change, you are already engaging with them.

From Suhail at Ultimate/ Perception, we learned about a survey tool that leverages natural language reading and machine learning to assess employee satisfaction and to provide clear and actionable data to management. The turnaround time for managers to receive this information is days, not months, allowing for targeted and specific actions and remedies improving employee engagement and performance.

All of these tools provide opportunities for HCM leadership to drive change within their organizations and to deliver impact to organizational outcomes. Much of this change is really about improving client experience and outcomes.

The best news is HRComputes is well versed in digital transformations and we are ready and able to help our clients make the best selection for their requirements and to guide implementation to ensure success and deliver value!

Contact us at morris@hrcomputes.com to see how we can help you with AI and HR!