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Content tagged 'Talent Management'

April 19, 2017

Oracle Talent Management Cloud provides HR organizations with the modern tools they need to track and manage talent while engaging their workforces. Utilizing the power of Oracle Cloud, Oracle Talent Management Cloud allows organizations to reduce overhead costs and heavy infrastructure investments and utilize an agile, flexible solution that meets individual needs. Oracle Talent Management Cloud provides organizations with a number of significant benefits, including cutting the time required to bring on new employees and find new talent. Oracle Talent Management Cloud also provides a modern and engaging learning platform for employees to grow with the company. Oracle Talent Management Cloud is a complete lifecycle solution, from an individual’s first moments of exposure with a company to the interview, onboarding, training, career development and beyond. Discover the great benefits and features of Oracle Talent Management Cloud as well as how your organization can take advantage of this solution.

March 8, 2017
By Frederic Portal, Ataway Director of Strategy & Alliance

As part of the Oracle HCM Cloud suite, Oracle Talent Management Cloud offers an industry-leading solution for HR organizations to recruit, keep and grow their talent while accomplishing core organizational objectives. Oracle Talent Management Cloud allows organizations to take a more strategic approach to their talent management initiatives, rather than simply focusing on the tasks and initiatives as ongoing administrative requirements. When talent management is addressed and carried out strategically, the organization as a whole can flourish and reach key KPIs through motivating and growing its workforce.  Oracle Talent Management Cloud has four main components, or groups of features, that allow it to automate and streamline talent management activities, including talent acquisition, performance management, career and succession and learning and development. Here is a closer look at each. 

May 30, 2015
By Frederic Portal, Ataway Director of Strategy & Alliance

More than 50% of CFOs canceled /delayed an initiative, did not pursue an opportunity or couldn’t innovate. Why? They lacked talent to fill key roles. The top business priorities for CEOs are innovation, growth and expansion.

To meet their engagements, a CEO needs a strategic, engaged and skill workforce—a workforce where employees have the highest level of engagement and have no plans to resign. A modern HR system will help CEOs to identify the resources to promote, the resources to grow and the ones to terminate. The new HR system will be part of the strategy to innovate.

November 1, 2013
By Frederic Portal, Ataway Director of Strategy and Alliance

Did you know it takes an oil tanker a minimum of 30 miles to reverse its direction out in the sea? With business, it is similar: It takes time and commitment to change, based on values, principles and quality relationships to positively affect your company's culture.

Your competition has the same access to industry forecasts and analyst reports. So how do you innovate and create leadership? The wild card is the human side of the equation. The potential for high quality products, stability and competitiveness are released through an organization's people. It's the people in your company that make the difference!

Studies have shown that companies embracing an organizational culture get 15% more productivity from the workforce. And whether you realize it or not, everyone in your organization is a manager; you either manage employees or you manage yourself and your own manager. So no matter where you are positioned in your company, you can always make a difference in the organization culture. As Gandhi once said: “Be the change you want to see in the world." In other words, if you want to change the world, start with yourself. Become a great leader for yourself, and then you can start to be a positive leader for everyone else.

Leaders often wonder why they can’t get traction in making the changes they know are necessary. They make take steps towards change such as articulating a new vision. They change a few policies, they replace a few key people, and yet nothing substantive changes. The problem is that company culture is largely invisible to those inside of it. It’s like water to a fish. It’s simply the environment we live in.

Let’s go over few key steps that will help you and your organization to achieve mastery in improving organizational culture.

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