Skill Management - Processes, Technology and Automation

Publisher: BizMerlinHR

Access this content

Your content has been opened.

Please verify you are a human before downloading this content.

Skill Management - Processes, Technology and Automation has been emailed to . Entered the wrong email?

Don't see the content in your inbox?
Make sure to check your spam and other messages folders.

Can't get to your email right now?

To complete your registration and access this content, enter the sign-in code sent to your email.

Please enter a valid verification code.

Code sent to:

Also, remember to check in your spam, promotions, and other folders.

Register to access this content

By accessing content on the SHRM Human Resource Vendor Directory you agree to our Terms of Service and Privacy Policy; and, you acknowledge that your information may be shared with the content publisher.

Skill Management - Processes, Technology and Automation

Today’s competitive and enterprising industry requires that all organizations must utilize all of their resources optimally and do that while embracing creating and adopting lean processes. To deliver more business value, technology must support the HR and executive management for real-time data of available resources skill sets. This enables the HR team to spend less time on traditional administrative activities and more time on strategic planning for optimal utilization of its human capital. This paper addresses this abstract objective from the specific perspective of skill management.

Similar content you might be interested in

Internal Equity & External Competitiveness: Strategies for Reconciliation

Publisher: Pontifex Consulting Group

Internal Equity & External Competitiveness: Strategies for Reconciliation

“Internally equitable” and “externally competitive” are terms appearing in many policy manuals, compensation philosophy statements and articles on managing compensation. Employees expect both concepts to be driving the administration of their compensation. The terms are most frequently referred to when base pay management is the topic. However, all forms of rewards should be managed with both as objectives. Each has a different focus, due to the use of either internal or external comparisons. Yet they most be reconciled with each other if pay structures and other reward programs are to function well.

Download Content »

Internal versus External Coach

Publisher: Center for Coaching Certification

Internal versus External Coach

Cathy Liska with the Center for Coaching Certification and Coach-123 talks about the difference between Internal versus External Coach

Download Content »

From Paper to Productivity: Populous’ HR Transformation with DynaFile

Publisher: DynaFile

From Paper to Productivity: Populous’ HR Transformation with DynaFile

Managing HR records efficiently is a challenge for growing organizations, especially when relying on outdated paper-based systems. For Populous, a global leader in architecture and design, these inefficiencies became roadblocks to productivity and remote collaboration. In search of a solution, Populous turned to DynaFile, a digital document management platform, to revolutionize their HR operations. By replacing cumbersome physical files with a centralized, accessible, and automated system, Populous not only improved productivity but also aligned with its sustainability goals. Here’s how DynaFile helped them go from paper to productivity.

Download Content »