Building A Social Business – It’s Not Just About Technology

The 8 Step Guide to Building a Social Workplace

While social business has become a hot buzzword over the last few years, the evidence of success has been hard to capture and measure. Successes are much more clearly identified and defined when it comes to technology and collaboration platform adoption, but much the lines become more blurry when it comes to emotional, cultural impacts and business successes as a result of becoming a social workplace.

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Top Employee Engagement and HR Goodness for 2013

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Our addiction to reading every whitepaper we can get our grubby little hands onto means that we are able to share our favorite ones with you. So far this year, we’ve seen many insightful studies on talent management, employee engagement, and social business from  big companies such as Blessing White, Gallup, and Towers Watson. We’ve loved all of them. But you might be surprised to learn that some of our favorite whitepapers are also from some lesser known companies, and we’re glad to highlight them here as well. Enjoy.

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Commit. Engage. Excel. Keeping and Engaging Your Talent.

Commit, Engage, Execute.

TalentKeepers just released its 2013 Talent Engagement and Retention Trends Survey Report which is now the largest and longest running study of its kind.  This year’s research signals another shift in nearly every aspect of how organizations manage human resources is underway, and finally this time the shift is signaling a brighter outlook. This optimism shows up in a wide range of measures as organizations gain confidence and take a longer view in planning their talent strategies.

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The Business Impacts of Talent Intelligence

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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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