Last year, Oracle President Mark Hurd outlined the ways that executives can use HR intelligence to help them make better business decisions, shape the future of their organizations and improve the bottom line.
He highlighted that talent management is one of the top three focus areas for CEOs, and explained how HR intelligence can help drive decisions to meet business objectives. Hurd urged HR leaders to use data to make fact-based decisions about hiring, talent management and succession to drive strategic growth. To win the race for talent, Hurd explained that organizations need powerful technology that provides fact-based valuable insight that is needed to proactively manage talent, drive strategic initiatives that promote innovation, and enhance business performance.
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One of the most important steps to 
As HR professionals, how tuned in are we to what our employees think and feel about our organization? This year, Kenexa set out to answer this question by asking the same questions of both HR professionals and employees around attitudes and engagement. The results were disconcerting. Gaps exist between employees and employer perceptions across a variety of topics from benefits to retention.
As the global economy continues to change and challenge employers, one of the most crucial ways to engage and align employees to the company mission is through employee recognition. I know this. Employers know this. And chances are, if you’re reading this, you know this as well. Consequently, EVERYONE is looking to revamp their recognition programs. Not an easy challenge for domestic companies and an even harder one for companies who have employees across the globe.
When you talk to most HR professionals and ask them to define HR, you are likely to get a response that is similar to “HR is about the people” or “HR is about the greatest asset of any organization which is the people.”
