What are some of the key features every applicant tracking software (ATS)should have?

I get asked that question a lot at conferences and other events where I promote recruiting software. Here are my standard talking points.

Applicant tracking software should….

1. Efficiently Track Applicants. It sounds obvious, I know, but software programmers can be like automobile designers: They get so caught up in bells and whistles that they don’t attend to streamlining high-quality core functions. How does the software manage candidates through the entire recruitment cycle and make you a more efficient recruiter? Always ask that first.
2. Be easy for company employees to use. If you need extensive training to use it or if you have a hard time figuring out features on your own, it’s too complicated. Remember, applicant tracking software isn’t just for recruiters, but for any person in the company who is part of the hiring process, including executives.
3. Be easy for applicants to use. Actually, it should be easier for applicants to use because they don’t have the benefit of (or the time for) a training module. Applicants should be able to see the status of their application(s), search for other jobs, sign up for email or text alerts, and forward information to a friend almost intuitively. They also should only have to enter their basic information once – an easy feature to overlook.
4. Automatically screen applicants. You and the candidate should be automatically notified if a candidate is, because of lack of a degree or requisite experience, not suitable for a job. This feature, which is typically in the form of “Knock-out Questions”, can literally save recruiters a hundred hours per year.
5. Be multi-lingual and multi-currency. That is, it should allow applicants and recruiters to easily translate Resumes/CVs as well as salary amounts. In today’s global economy, even small companies now need access to multiple cultures within their own country and top talent from countries around the world.

I usually try to answer questions about recruiting software in a product-neutral way, but here, in my own blog, I can just come out and say, “Bond Talent’s global applicant tracking software is the best in the business!” It really is. Contact us to find out more or to see if I really know what I’m talking about when it comes to recruiting software.

Five Things to Look for in Applicant Tracking Software ATS is a post from: Human Capital Supply Chains

Related posts:

1. Does Your Company Career Site Suck ? As someone who knows a thing or two about recruiting...

Related posts brought to you by Yet Another Related Posts Plugin.

Over 80 million professionals use LinkedIn to exchange employment information, ideas and opportunities.

80 million! That sounds like a great HR database…but only if you know how to easily find what you’re looking for. Searching for individuals and companies is easy enough on LinkedIn, but if you want to be efficient and effective at finding good candidates, there are a few tips and tricks you should know.

1. Create a strong company and career page on LinkedIn. LinkedIn has always had the reputation of the professional or ‘networking network’ and therefore job seekers have used it as another job search engine.

Since you know candidates are searching, make sure your company profile and your job listings are up to date, informative and compelling. Sell your company to prospective employees and watch your pipeline expand with qualified candidates.

2. Use LinkedIn to converse with other HR professionals. You can start with the Hiring and Human Resources Questions page to see what other HR people are talking about, and there are many links to questions and answers about personnel, staffing and recruiting.

Carry on chats – private or public – within any number of groups that are organized around HR issues. Better yet, this can also be a great place to trade information about candidates and job opportunities.

3. Let your LinkedIn network know that you are looking for candidates. These are people you know and trust. When they refer someone to you, they provide a free, low-level screening of a potential employee.

Smart job seekers are also letting their LinkedIn network know when they are looking for work.  This makes it even easier for recruiters to find and screen candidates as they are broadcasting their career needs to everyone who will listen.

Search for candidates via keywords and employers. LinkedIn professionals who are on the ball will have keyword-rich profiles and detailed employment histories so that they will be found by recruiters like you.

Make sure your job postings are also rich with keywords so they are easy for candidates to find.

Additionally, you can use one or more of LinkedIn’s fee-based services:

4. LinkedIn ads target the professionals you are looking for and help you control your recruiting “brand.”

5. Jobs for You ads help distribute job openings to websites and other platforms that are frequented by the type of professional you are looking for.

6. LinkedIn Referral Engine helps you organize an employee referral program and integrate it with the LinkedIn database.

7. LinkedIn Recruitment Insights provides analytic tools to help you understand your target candidates better and measure the effectiveness of your recruitment efforts.

8. LinkedIn Recruiter is a search engine specifically designed to help recruiters wade through those 80 million professionals. It also helps you communicate with fellow HR staff, send InMail messages to potential recruits, and analyze and improve your searches. It’s especially helpful for locating and communicating with hard-to-find, super-niche professionals.

Customer testimonials, webcasts, and demos can help you decide if any of these services are worth the money.

No doubt, LinkedIn will continue to find ways to help job seekers and candidate connect. We’ll keep you posted or feel free to submit how you have used LinkedIn in the hiring process via the comments below.

For more up-to-date news on staffing and recruiting, follow the Human Capital Supply Chain blog and subscribe to our newsletter.

LinkedIn to Replace Monster & Careerbuilder is a post from: Human Capital Supply Chains

No related posts.

Related posts brought to you by Yet Another Related Posts Plugin.

After attending the HR Thought Leadership conference in Atlantic City in June, I came away with a bunch of insights from attendees and other speakers about the Future of Human Capital Supply Chain Software.  I heard from a number of corporate HR executives that there is a HUGE market globally for the “replacement” of first generation 1.0 Talent Management systems over the next few years. This is being driven by the explosion of Web 2.0 technologies and the dis-satisfaction that many corporate HR users have with their “over-sold” current 1.0 talent management solutions. 

In general, the Top 5 Future Capabilites Include:

1) ”User-Defined” systems that can be easily configured by the user, without the expensive need to redesign old customizations.

2) “Consumer Driven” solutions that are vastly more User Friendly and better reflect the user experience of using Google.

3) “SaaS Cloud Computing” solutions that are rented by the month with much easier termination clauses.

4) “Perpetual Beta” software where “Upgrades” become obsolete, because your software is automatically updated every night with bug fixes and new features.

5) “Interactional” solutions where “batches” become obsolete and “work flow” changes are easy and continual.

In addition to these General statements about the Future of HCSC software, there were a few more specific directions discussed:

1) HCSC Software will become a tightly integrated solution from a single vendor that will combine Enterprise Software + Moblie Apps + Web 2.0 Applications.

2) The “Gamification” of HCSC software will begin as younger user demand more of a PS3 or Wii interface device for their Talent Management systems.

3) Expanded use of “Video Interviews” with the new streaming technologies, bigger bandwith and the launch of the iPhone 4 and the iPad.

4) Much better “Scheduling” capabilities through the use of mobile devices and products such as Timebridge and the new auto appointment matching capabilites of Outlook.

5) Better “Expense” management with products such as Expense Cloud, Better “Reference” checking with Checkster and Better “Interconnections” with products such as Jobvite.

6) A complete “Supply Chain” environment that connects your HRIS + ATS + CRM into a single system from a single vendor.

The point of all these predictions is to give our Blog readers a reason to sit down with their current technology vendors and understand “WHEN” they will be receiving these new features and intergrations.  If your vendor does not have “Feature Road Map”, it may be time to find a new vendor that does!!

Future of HCSC Software is a post from: Human Capital Supply Chains

No related posts.

Related posts brought to you by Yet Another Related Posts Plugin.

For awhile now there have been two camps of thought concerning how to best help Corporations improve the management of their contingent workforce spending.  At first, there were stand alone VMS (Vendor Management Software/Service) companies that applied technology to this business issue,  Over time the large Staffing firms jumped in and through their MSP (Managed Service Provider) offerings and the acquisition of some of the VMS technology companies, they have been able to effectively help their largest corporate clients better manage the flow of contingent spending.  Who is right and who is wrong ???

In a recent article in Workforce magazine, Chris Dwyer (analyst with research firm Aberdeen Group) mentioned that “it now makes good sense to combine a vendor management system (VMS) with a Managered Service Provider (MSP)”.   He continued that “the big attraction of a vendor management system is that they help companies home in on how much they actually pay for temps and all other contingent workers”.   Dwyer also relayed that “VMS users have reduced their time-to-fill rates by 34%, while achieving 37% higher cost savings than non-VMS users”.  The benefits for corporations working more tightly with their Staffing suppliersis becomming more and more aparent to everyone.

Managed service providers, such as Manpower, Adecco and Guidant,  have their own software ( usually through acquisition) for keeping tabs of their client’s contigent labor.  Ed Jackson (CEO at Provade) summed it up very clearly, when he stated that “it was a lot simplier 20 years ago when 90% of the total workforce was permanent, where today it is down to 60% or even lower in some companies”.  Jim Holincheck (analyst withresearch firm Gartner) clarified that “the interest in Vendor Management Systems has been limited to those firms that spend at least $30 million each year on contigent labor”.    As with most new technologies, the largest firms spearhead the initial efforts and then smaller firms follow along.

So where does all of this information lead us ???  From my point of view, the need for a seperate standalone VMS system is quickly fading for a number of reasons.  First, corporations want their current applicant tracking ATS and talent management TMS systems to include most of the VMS functionality as it relates to distributing orders and assigning workers from multiple tiers of staffing suppliers.  On the other side of the coin, staffing firms need some of the VMS capabilities bulit into their own front and back office systems to handle the collection of timecards and creation of invoices for those corporate clients.  Because of this changing direction amongst corporations and staffing firms, we at Bond International Software are currently delivering our Bond Talent corporate solutions and our Adapt/On Demand staffing systems with all of these VMS capabilities built in from the beginning and tightly integrated, just like in an ERP manufacturing environment. 

As Bond and other software firms begin to deploy these integrated Human Capital Supply Chain solutions to corporations and their staffing suppliers, the need for stand alone VMS systems will quickly disappear.  Those VMS firms such as BeeLine will continue to be acquired by staffing firms such as Adecco and other.  What is your company’s strategy for better controlling your Contigent Spending and moving towards a Human Capital Supply Chain environment with your staffing suppliers???  Let me know, Tim Giehll

Staffing MSP Services Kills Need For VMS Firms is a post from: Human Capital Supply Chains

No related posts.

Related posts brought to you by Yet Another Related Posts Plugin.

First of all, I have to give full credit for this post to the Californai Staffing Association.  The information written by them below is one of the BEST descriptions of what staffing firms many times deal with when they interact with a corporate VMS.  It is important for all parties; 1) the corporate client, 2) the VMS/MSP and 3) the staffing firm to better understand the  common frustrations of interfacing with a VMS environment.  Happy Reading !!!

===================================================

It’s not likely to change soon; more and more staffing agencies are getting cornered into working with middlemen-vendor managers. One day you’re sending temps to an end user and directly billing the end user. The next day a vendor manager-accounts payable service has been installed between you and the customer. You’re told, “Take it or leave it!” If you must “take it”, at least do it with eyes wide open. There are a number of things you must understand, and do, to make sure you don’t get burned by VMS vendor managers.

Whatever software or web system the VMS uses to interact with the staffing agencies, subcontractors, and temps, you had better understand it extremely well from the very beginning (before you send the first employee). In most cases, if you are not set up perfectly on their system you will not get paid by the VMS no matter how much you have already paid your temps. It does not matter how much of your own internal paperwork or documentation you have. You can send the VMS your invoices, timesheets and payroll data until you are blue in the face, but they will usually only pay the hours recorded perfectly on their system. This can be true whether it is in the normal course of business or even in a dispute. Most VMS will never look at your invoices and never see your time sheets. Never pay employees from your own internal time sheets.

The payment information that vendor manager systems provide staffing agencies is often confusing. Many can tell you, “if you don’t have a good deal of time to reconcile all of the data provided by the VMS every week, don’t even start in with a VMS.” Payment reports from the VMS might include payments from different week endings; payments are not clear cut and may not be tied into one specific week. Confused and overloaded, agency operators just keep erroneously applying payments to the oldest invoices. When a VMS creates confusion and holds payments, or doesn’t pay the correct amounts, the staffing agency usually ends up taking it in the shorts.

Many agencies keep paying employees that are not fully approved, turned on, or activated on the VMS system. The VMS can say the temp did not send their resume, complete a background check or drug screening, meet some educational requirement, etc., etc. Before you find out some element of “fully approved” has not been met, you lose a week or more of pay. And then you may spend countless hours fighting to recover.

In some cases, by contract you only have two or three weeks to find out if an employee is not turned on in their system, to correct hour variances, and handle disputes. You may not even know something is wrong for almost six weeks, until you get a shorted check. When working with a VMS, it is safest to log in and reconcile constantly. Import the hours from the VMS software to your payroll and billing software if possible. If the first check you receive from the VMS does not exactly match your imported data, stop everything. Know that it will never be correct going forward and you will probably lose money in future confusion. Too many staffing agency owners, especially start-up operations, are just so happy to get a check, they ignore the early warning signs.

New developments at the macro level of working with a VMS can also cause you financial losses and higher risk, especially in bankruptcy situations. When working directly with a client, a staffing agency would normally pull a credit report on that direct client before sending in workers. When working with a VMS the real debtor becomes the VMS, not the end user of the temps. In VMS contracts the staffing agency usually has no rights to collect from the company that used the temporaries. It is necessary to pull a credit report on the vendor manager. Normally if the vendor manager ever goes bankrupt, you the staffing agency must return to the court any monies that the VMS paid to you within the ninety day period before the VMS bankruptcy. If the end user of the temps declares bankruptcy, you do not have to return monies paid to you by the VMS; your customer is the VMS. In that case, the VMS would take the bankruptcy hit. Beware…that scenario is changing now. Study carefully the clauses in any VMS contracts you may be given. In some of them you will now see paragraphs that obligate you to return monies paid to you by the VMS if the end user of the temps ever declares bankruptcy. That means you must pull credit reports on, and continually track, both the VMS and the end user.

VMS Hell from a staffing industry point of view is a post from: Human Capital Supply Chains

No related posts.

Related posts brought to you by Yet Another Related Posts Plugin.

In a recent report by research firm Staffing Industry Analysts, it was found that the percentage of companies using Vendor Management Systems ( VMS ) jumped from 34 percent in 2007 to 63 percent in 2009.  Staffing Industry Analysts also predicted the rate would climb to 81 percent in 2011.

This is a very interesting trend for any firm that is trying to better manage it spending on contingent workers.  It also proves the point that the need for corporations and their staffing suppliers to better communicate with each other has never been greater.  For those not familiar with VMS software, it usually sits between a corporation and its staffing suppliers and it automates the “req to check” process with capabilities such as job requisition templates, req approvals, distribution of reqs to staffing partners, assignment letters, time sheets and invoicing.  The software can even help manage independant contractors and outside consultants.

Even though first generation VMS systems are usually stand-alone companies, their functionality and business models will evolve over time.  I feel that current VMS functionality will be split down the middle with requisition activities pushed back into the Talent Management systems that the corporation uses.  The other half of the current VMS functionality will be pushed down into the ERP Systems used by staffing firms.  With today’s easier to use API Interfaces, the corporate and staffing systems will be easily plugged together.  Firms such as Bond International Software and others sell software solutions to both sides of the fence in order to create these new Human Capital Supply Chain environments.

VMS Software for the Masses is a post from: Human Capital Supply Chains

No related posts.

Related posts brought to you by Yet Another Related Posts Plugin.

Today’s business buzz is all about Cloud Computing. With rapid progress in the technology sector, there are new ways to enhance productivity, while cutting costs substantially for the long term. Plugging into the Cloud promises to eliminate the need for costly on-site servers, complex installed software, backup worries and disruptive and expensive upgrades.

Cloud Computing is currently the most sought-after technology for many industries – the staffing and recruiting industry is no exception.

And for good reason.

Cloud Computing Explained

Cloud computing is Internet-based computing where shared software, resources, and information are accessed on demand by your web browser and other web-enabled devices such as cell phones. Simply put, Cloud Computing is a way to have all the benefits of a secure physical infrastructure, with none of the massive costs involved in setting up and maintaining servers and software. Following are just a few of the benefits:

• Cost savings - No hardware to buy. No servers to maintain. No IT staff to pay. No back-ups to worry about.
• Device and location independence - Access software anytime, anywhere using a web browser.
• Reliability - No more worrying about servers going down. For example, eEmpACT On Demand www.eempact.com and Bond Talent  www.bondtalent-us.com are accessed from a state-of-the-art facility with dual power generators, multiple Internet feeds, redundant cooling and world-class security.
• Scalability - The ability to rapidly and inexpensively expand your business.
• Maintenance - Upgrades are simple. With no software in your office – all updates are automatic.
• Better cash flow – Cloud Computing options like eEmpACT On Demand and Bond Talent are offered on an affordable monthly fee basis, which drastically reduces your upfront costs.

 Few disagree that Cloud Computing is poised to make a big impact this decade.  According to a survey by GlassHouse, a Framington, Mass., managed services consultancy, 60 out of 100 North American IT executives polled last December plan to implement Cloud technology in 2010.  

 The staffing and recruiting industry will find Cloud Computing especially useful due to the nature of the work involved. Whether you are meeting clients, managing branches, or interviewing potential candidates away from the office, both time and money can be saved with no loss of productivity or data.

Staffing firms and recruiting departments “do not want to manage IT, they want to manage their business,” explains Simon Piff, a practice director for enterprise infrastructure at IDC, a global IT market researcher.  Ultimately, Cloud Computing is expected to transform a staffing or recruiting firm’s IT spending from a capital expenditure to an operating expense — from up-front lump sums to monthly pay-per-user.  As Piff states, “cash flow is king for most organizations, plus the restrictions on credit” have forced companies to look for more cost-effective Cloud-based software solutions.

 Software solutions, such as eEmpACT On Demand and Bond Talent, provide a single database for integrated front- and back-office operations utilizing the latest in Cloud Computing to streamline your workforce, regardless of size and financial level. Cloud Computing solutions specifically designed for staffing and recruiting allow:

• Firms to sell, recruit, service and manage businesses more efficiently 24/7 from any location.
• Sales reps to be better organized, more productive, and ensure consistent follow-up with potential clients.
• Recruiters to be more responsive to clients, more accurate in candidate matching and leverages the Internet to reduce recruiting costs.
• Managers to better track performance metrics, hold employees more accountable, quickly open new branches and maximize branch productivity.
• Owners to actively manage payables, general ledger and receivables, improve cash flow forecasts, accelerate financial intelligence and ensure operational excellence.

It’s clear why Cloud Computing is being embraced by companies of all sizes. Its advantages of speed, ease of deployment, and low cost make it a viable option for firms looking to improve their service without sacrificing quality.

 The Staffing and Recruiting Office of the Future is Here

Thanks to the advent of web-based On-Demand applications that utilize the lower cost structure of Cloud Computing, combined with the much lower monthly billing of SaaS pricing, the world of software applications is about to make another dramatic change.  As software environments have evolved from DOS to Client-Server to Hosted ASP to Web-based and now to SaaS-based Cloud Computing, prices are set to drop by 50% once again.

 Cloud Computing is being hailed as the future of the mobile staffing and recruiting office. What was unimaginable less than a decade ago is soon to be the standard. Taking this leap in technology today can ensure that your staffing firm moves with the technological times, enhancing employee productivity and saving money in the long run.

Cloud Computing for Human Capital is a post from: Human Capital Supply Chains

No related posts.

Related posts brought to you by Yet Another Related Posts Plugin.

Unless you’ve been living under a rock, you’ve heard the loud buzz about Cloud Computing.  Plugging into the Cloud promises to eliminate the need for lots of on-site hardware, installed software, and disruptive and expensive upgrades for Human Resource departments and Staffing firms.  Just think, no more hardware to buy/replace, no more servers to maintain, no more IT staff to pay and no more backups to worry about.  HR departments and staffing firms “do not want to manage IT, they want to manage their business”, explains Simon Piff, a practice director for enterprise infrastructure at www.IDC.com , the global IT market researcher.  Cloud applications for HR and Staffing also can support fast, scalable, and incrementally priced growth.  

Ultimately, Cloud Computing is expected to transform IT spending from a capital expenditure to an operating expense — that is, from up-front lump sums to monthly pay-per-user.  As Piff has it, “cash flow is king for most organizations, plus the restrictions on credit” have forced companies to look for more cost effective cloud-based software solutions, such as www.salesforce.com , www.eEmpACT.com , and www.BondTalent-US.com  . 

Few disagree that Cloud Computing is poised to roll in.  According to a survey by www.GlassHouse.com, a Framington, Mass., managed services consultancy, 60 out of 100 North American IT executives polled last December plan to implement cloud technology in 2010.  The real questions are how much and how fast.  “People will see Cloud Computing make changes to IT for the next 15 years,” predicts Kevin Haar, CEO of  www.Appistry.com, a Cloud Computing services provider based in St. Louis, MO.  “Moving to commodity processing power on large servers can dramatically lower operating costs by as much as a factor of 5 to 10″, says Haar.

No matter how you look at it, the advent of 100% web-based On-Demand applications for HR departments and staffing firms that utilize the lower cost structure of Cloud Computing combined with the much lower monthly billing of SaaS pricing, the world of software applications is about to make another dramatic change.  As software environments have evolved for DOS to Client-Server to Hosted ASP and now to Saas-based Cloud Computing, prices are set to drop by 50% once again.

Cloud Computing for HR is a post from: Human Capital Supply Chains

No related posts.

Related posts brought to you by Yet Another Related Posts Plugin.

In a recent Supply Chain research report distributed by TEC at www.technologyevaluation.com , they described the 3 main technologies used by manufacturing and distribution companies to automate their businesses and streamline their processes.  They explain how these decision support systems worked together to guide and protect them through the up-swings and down-turns of the economy.  These 3 “mission critical” systems included ERP (enterprise resource planning), SCM (supply chain management) and APS (advanced planning and scheduling). 

From a Human Capital Supply Chain point of view,corporations also have 3 “mission critical” systems that manage the flow of people talent through an organization.  These 3 systems include TMS (talent management solutions), SSS (strategic staffing suppliers) and WPS (workforce planning solutions). Even though these Manufacturing and Human Capital systems are very different, there are some interesting similarities between them.

 Manufacturing ERP (enterprise resource planning) systems are very similar to HR TMS (talent management solution) systems because they are both responsible for the “inventory” of components or skills within an organization.  If either system identifies a “need” they are responsible for finding that component/skill inside the company or they need to order it from an outside supplier.

Manufacturing SCM (supply chain management) systems serve the same purpose as HR SSS (strategic staffing supplier) systems in that they both manage the flow of purchase orders/personnel requisitions back and forth between corporations and their suppliers.  They also need to handle the common situations of shortages and quality issues.   In addition, they manage the flow of components/workers into and out of the corporation. 

Lastly, manufacturing APS (advanced planning and scheduling) systems and HR WPS (workforce planning solution) systems are both responsible for the real-time re-forecasting of demand for components/workers.  These systems are often integrated directly into the corporation’s sales and financial systems to ensure efficient planning of resource levels and the constant releveling  of Supply with Demand.  These types are systems use advanced mathematical algorithms to smooth out resource fluxuations  over time.

As we have said in our Human Capital Supply Chain book at www.HumanCapitalSupplyChains.com , there are many many lessons and techniques that manufacturing can teach human resources related to their systems, techniques and processes.

Marriage of Manufacturing & Human Capital is a post from: Human Capital Supply Chains

No related posts.

Related posts brought to you by Yet Another Related Posts Plugin.

If you haven’t heard the phrases ‘Cloud Computing’ and ‘Saas’ (Software as a Service), then you may have been hiding under a rock.

Whether you are reading a blog, surfing the Net or leafing through an IT magazine, you’re bound to come across that terminology. Just by doing a Google search for some industry-related words, the numbers are impressive:

• 63,200,000 hits for Client Server
• 29,500,000 hits for Cloud Computing
• 25,500,000 hits for Software as a Service (SaaS)
• 14,300,000 hits for Active Server Pages (ASP)

While that’s hardly a scientific study, it does illustrate that more and more, Cloud Computing is something that many business owners, corporate leaders and vendors are trying to better understand and consider using for a number of reasons.

Vice President for Research & HR Applications at Gartner, Jim Holincheck proposes in his latest blog entry, ‘Will History Repeat Itself?’, that Cloud Computing and Saas are new computing paradigm and delivery models that are about to take the world by storm. Holincheck goes back in time to look at business applications and how due to market changes, one prominent vendor disappeared off the technology landscape for not staying current with the market trends.

His point is with all that’s going on in the current marketplace, business applications are at a crossroads, and history has a habit of repeating itself. Both customers and vendors have had over 20 years invested in their current client server/ASP software applications, and many wouldn’t dream about making a change.

But with a SaaS or On Demand solution, there are some real value and savings that are added directly to your bottom line by utilizing this new technology. Holincheck sites that in speaking to many customers that already use SaaS add-on solutions, prior to switching over they questioned why they should continue to pay high maintenance fees, to incur large upgrade costs, and to maintain large support staffs with their Enterprise Resource Planning solution. With an On Demand model, there are very real cost-cutting benefits to both customers and vendors.

It is this cost-cutting benefit that is making Cloud Computing turn heads. In ‘How to Cut Costs in the Cloud’, the Coupa Software eBook wisely suggests that saving money is not the responsibility of the few; it should be a priority for every employee in the organization. Whether or not your organization has share holders, each employee should act as if they are being held accountable to shareholders.

One of the biggest obstacles isn’t so much the cost of changing your technology, but one of mindset. Coupa advocates that moving to “The Cloud” is as much a cultural shift as it is technological. It’s about getting the whole organization aligned behind the company’s cost savings initiatives. It’s about encouraging smarter spending practices. And let’s face it, people need and want a common platform from which to operate, which makes it easier for them to participate. It’s about Human Capital Management.

Typically working in the Cloud, software is easier to use. The good news is that the newer cloud-based business applications are built using the same technology and innovations that have made our day-to-day Internet experiences routine and user-friendly.  To read more about best practices in the Cloud, go to Coupa.

Only time will tell how all this will play out, but one thing is for certain: the IT weather forecast is in for some global warming, and there are more clouds on the horizon.

Got Your Head In The Cloud? is a post from: Human Capital Supply Chains

No related posts.

Related posts brought to you by Yet Another Related Posts Plugin.