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People Technologies

Leadership teams have always worked to keep their organizations aligned and all rowing in the same direction. Meeting that need used to depend primarily on face-to-face, in person connections.

Now, the workforce is changing fast. The demographics are different. So are the demands. And because organizations are focused on growth at home and around the world, that changing workforce is also more disparate than ever. The open talent economy puts pressure on traditional HRIS system to leverage people technologies to open new channels of communication and collaboration.The workplace now can features new technologies, ways of communicating, and communication preferences – all designed to help address the open talent challenge, but just as often the sources of challenges all their own. How do you keep everyone in sync and give leaders confidence that strategies will be delivered and results delivered?

Organizations with new interpersonal channels need to develop new capabilities in their current and emerging leaders to make sure connections are made and engagement is managed. Leaders need to fine-tune their emotional intelligence enough to navigate these challenges and dynamics confidently. This is a skill we are only beginning to understand, but if anyone needs to get out ahead of it, its employers.

Bottom line? It’s a mistake to leave technology out of the connectivity puzzle, but it’s just as misguided to think of it in terms of technology alone. If people can find meaning in work, they do better work. And people are more likely to find meaning in work when work is about other people.

What we offer

Featured Insights

  • Clouds in the forecast: Cloud technology Impacts on HR
    Cloud computing is changing the way people and businesses work, upending conventional ideas about time-to-value, service levels, infrastructure needs and more.

Bottom-line benefits

  • Enhanced focus on talent, enabling organizations to engage and retain the right talent, in the right positions, at the right time -- at a competitive price.
  • Improved reporting and analytical capabilities to make decisions that align with HR strategy and the needs of the talent pool.
  • Globalization and harmonization of HR policies and processes.
  • A simplified HR application ecosystem that reduces ongoing maintenance and support costs.
  • Deployment of a single, truly global system of record for HR data, eliminating shadow systems, improving reporting capabilities, and reducing effort and duplication of data.
  • Transaction support, reporting, and analytics that are optimized to support the HR service delivery strategy.

Useful links

  • Join our team
  • Submit a request for proposal
  • Contact us

Find out more

  • Strategic moves 2012
    The global mobility island

Key contact

  • Joseph Press
    Senior Manager
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