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| gartner magic quadrant for talent management suites: The Connector Manager Jaime Roca, Sari Wilde, 2019-09-19 The best managers work smarter, not harder After conducting a unique global study of over 9,000 people, analysts at the world-leading sales research firm Gartner identified four distinct types of manager. Incredibly, they found one type consistently performs far better than the rest, and it wasn’t the one they were expecting. Connector Managers understand that it’s not enough for managers to just encourage and teach employees themselves, and that providing constant coaching to employees can actually be detrimental to their independent development. Instead, by connecting employees to others in the team or organisation, Connector Managers can help their employees develop a range of skills beyond their own areas of expertise. Although the four types of managers are more or less evenly distributed, employees with Connector Managers perform significantly better than others. Employees with Always-on Managers who provide constant feedback and coaching perform significantly worse. Drawing on their ground-breaking data-driven research, as well as in-depth case studies and extensive interviews with thousands of managers, you’ll discover what behaviours define Connector Managers and how you can use them yourself to build brilliant, powerhouse teams. |
| gartner magic quadrant for talent management suites: Effective Talent Management Mark Wilcox, 2016-06-10 Effective talent management is about aligning the business's approach to talent with the strategic aims and purpose of the organisation. The core rationale of any talent strategy should be to have a direct positive impact on the organisation's goals but in many cases this is not so. The ideas, principles and approaches outlined here will enable the reader to understand the strategic nature of talent and design a response that meets the needs of their own organisation. Case studies are used to illustrate the concepts and proven methodologies guide the day-to-day practice of the reader. The content will link the strategic intent of HR with the practical actions it takes to make a positive impact on the business's results. The author begins by examining the disconnected nature of talent management in many organisations; how at times it has been a response to trends and seen by many as a bolt on to HR and he proposes a different model, one that links clearly the development of a talent strategy with the achievement of a business strategy. Mark Wilcox summarises succinctly the case for a more strategic approach to talent management, one directly linked to business performance. He concludes that the time is now right for talent management, and therefore many HR managers, to move from a functional support role to one with a direct strategic impact on the business. |
| gartner magic quadrant for talent management suites: Employee Engagement Through Effective Performance Management Edward M Mone, Manuel London, Edward M. Mone, 2018-01-03 This book is a practical guide for managers to increase and support employee engagement through stronger performance management tools and techniques. In this second edition, Edward Mone and Manuel London incorporate new developments in the field, including discussion of issues about the value of challenging goals, annual formal appraisals, forced ranking, and ways to give constructive feedback. The authors expand the traditional notion of performance management to include building trust, creating conditions of empowerment, managing team learning, and maintaining ongoing straightforward communications about performance, all of which are critical to employee engagement. Case studies offer concrete examples, and checklists and surveys supply managers with ways to assess employee engagement as well as directions for increasing engagement. An up-to-date, straightforward guide, this book is appropriate for graduate students in Employee Engagement, Human Resources, and Management Studies, as well as scholars and practitioners in those fields. |
| gartner magic quadrant for talent management suites: Talent Management Technologies Allan Schweyer, Ed Newman, Peter De Vries, 2009-07 |
| gartner magic quadrant for talent management suites: Learning and Collaboration Technologies. Novel Learning Ecosystems Panayiotis Zaphiris, Andri Ioannou, 2017-06-28 The two-volume set LNCS 10295 and 10296 constitute the refereed proceedings of the 4th International Conference on Learning and Collaboration Technologies, LCT 2017, held as part of the 19th International Conference on Human-Computer Interaction, HCII 2017, in Vancouver, BC, Canada, in July 2017, in conjunction with 15 thematically similar conferences. The 1228 papers presented at the HCII 2017 conferences were carefully reviewed and selected from 4340 submissions. The papers cover the entire field of human-computer interaction, addressing major advances in knowledge and effective use of computers in a variety of application areas. The papers included in this volume are organized in the following topical sections: multimodal and natural interaction for learning; learning and teaching ecosystems; e-learning, social media and MOOCs; beyond the classroom; and games and gamification for learning. |
| gartner magic quadrant for talent management suites: WorkInspired: How to Build an Organization Where Everyone Loves to Work Aron Ain, 2018-10-05 Axiom Business Book Award Silver Medalist in Leadership • Soundview Best Business BookA “Highest Rated CEO” who has transformed his organization into a billion-dollar company and a “Top Place to Work” shows leaders how truly prioritizing employees isn’t just good for employees—it’s good for business. Imagine a company where everybody loves to work, where employees feel not just “satisfied” but truly cared for, respected, and energized. Think of the impact this would have on recruitment, retention, customer satisfaction, innovation, and overall performance. Aron Ain, the award-winning CEO of Kronos, a global provider of workforce management and human capital management cloud solutions, believes that anything is possible when people are inspired. By embracing employee development and engagement as a growth strategy, Ain transformed his company’s culture and built a billion-dollar business. This book takes leaders and managers inside Kronos’s highly admired WorkInspired culture, showing them the surprisingly simple rules to follow to replicate that success. Ain’s inspiring guide reveals the best practices that have earned Kronos distinctions on coveted lists, such as Glassdoor’s 100 Best Places to Work, Fortune’s 100 Best Companies to Work For, Forbes’s America’s Best Employers, and the Boston Globe’s Top Places to Work. These include over-communicating and truth-telling, trusting your people again and again, holding managers accountable for being great at what they do, allowing employees flexible schedules and open vacation time, challenging your people to put the company out of business with new and revolutionary ideas, and welcoming back boomerang employees. Many executives talk about how “their people are their greatest asset.” Ain challenges leaders to “walk the talk” and put people first, whether they oversee a team of five or an organization of 500,000. When they do, employees won’t be the only ones who thank them. Customers and shareholders will, too. |
| gartner magic quadrant for talent management suites: The Talent Management Handbook Lance A. Berger, Dorothy R. Berger, 2003-09-22 The Talent Management Handbook explains how organizations can identify and get the most out of “high-potential people” by developing and promoting them to key positions. The book explains: 1. A system for integrating three human resources “building blocks”: organizational competencies, performance appraisal, and forecasting employee/manager potential 2. Six human resources conditions necessary for organization excellence 3. How to link your employee assessment process to career planning and development The Talent Management Handbook will help you design career plans that boost employee morale, as well as create and sustain excellence in your organization. It is full of simple, efficient, easy-to-follow methods for assessing, planning, and developing high-value people to meet your organization’s current and future needs. And it will help you combine your organization’s diverse human resources activities into a single, cogent system. Featuring best practices from leading companies as well as contributions from field experts who hold top positions in such leading HR consultancies as AON Consulting, The Hay Group, Hewitt Associates, Right Management Consulting. Sibson Consulting, and Towers Perrin, The Talent Management Handbook is an authoritative resource for creating and maintaining excellence in your organization through people management. |
| gartner magic quadrant for talent management suites: T-Byte Platforms & Applications V Gupta, 2019-12-30 This document brings together a set of latest data points and publicly available information relevant for Platforms & Applications Industry. We are very excited to share this content and believe that readers will benefit from this periodic publication immensely. |
| gartner magic quadrant for talent management suites: Das High Potential Management Stephan Weinert, 2017-11-07 Dieses essential befasst sich mit dem sogenannten „engen Ansatz“ im Talent Management. Entsprechend wird nicht der Frage nachgegangen, wie man allgemein das Potenzial jedes einzelnen Mitarbeiters heben kann. Vielmehr liegt der Fokus auf den „High Potentials“, die in besonderem Maße dazu fähig sind, den Unternehmenserfolg nachhaltig zu sichern. Um diese Personen zielgerichtet zu gewinnen, zu entwickeln, zu motivieren, zu binden und einzusetzen, ist ein systematisches Vorgehen unerlässlich. Die Grundzüge eines solchen High Potential Managements werden in diesem essential vorgestellt. Dabei fließen Erkenntnisse aus der Wissenschaft genauso ein wie zahlreiche Erfahrungen aus der Praxis. |
| gartner magic quadrant for talent management suites: Best Practices in Talent Management Marshall Goldsmith, Louis Carter, The Best Practice Institute, 2009-12-09 Praise for BEST PRACTICES in TALENT MANAGEMENT This book includes the most up-to-date thinking, tools, models, instruments and case studies necessary to identify, lead, and manage talent within your organization and with a focus on results. It provides it all from thought leadership to real-world practice. PATRICK CARMICHAEL HEAD OF TALENT MANAGEMENT, REFINING, MARKETING, AND INTERNATIONAL OPERATIONS, SAUDI ARAMCO This is a superb compendium of stories that give the reader a peek behind the curtains of top notch organizations who have wrestled with current issues of talent management. Their lessons learned are vital for leaders and practitioners who want a very valuable heads up. BEVERLY KAYE FOUNDER/CEO: CAREER SYSTEMS INTERNATIONAL AND CO-AUTHOR, LOVE 'EM OR LOSE 'EM This is a must read for organization leaders and HR practitioners who cope with the today's most critical business challenge talent management. This book provides a vast amount of thought provoking ideals, tools, and models, for building and implementing talent management strategies. I highly recommend it! DALE HALM ORGANIZATION DEVELOPMENT PROGRAM MANAGER, ARIZONA PUBLIC SERVICE If you are responsible for planning and implementing an effective talent and succession management strategy in your organization, this book provides the case study examples you are looking for. DORIS SIMS AUTHOR, BUILDING TOMORROW'S TALENT A must read for all managers who wish to implement a best practice talent management program within their organization FARIBORZ GHADAR WILLIAM A. SCHREYER PROFESSOR OF GLOBAL MANAGEMENT, POLICIES AND PLANNING SENIOR ADVISOR AND DISTINGUISHED SENIOR SCHOLAR CENTER FOR STRATEGIC AND INTERNATIONAL AFFAIRS FOUNDING DIRECTOR CENTER FOR GLOBAL BUSINESS STUDIES |
| gartner magic quadrant for talent management suites: Managing and Using Information Systems Keri E. Pearlson, Carol S. Saunders, Dennis F. Galletta, 2024-01-11 Provides the knowledge and insights necessary to contribute to the Information Systems decision-making process Managing & Using Information Systems: A Strategic Approach delivers a solid knowledgebase of basic concepts to help MBA students and general business managers alike become informed, competent participants in Information Systems (IS) decisions. Now in its eighth edition, this fully up-to-date textbook explains the fundamental principles and practices required to use and manage information while illustrating how information systems can create or obstruct opportunities — and even propel digital transformations within a wide range of organizations. Drawing from their expertise in both academia and industry, the authors discuss the business and design processes relevant to IS while presenting a basic framework that connects business strategy, IS strategy, and organizational strategy. Step by step, readers are guided through each essential aspect of Information Systems, from fundamental information architecture and infrastructure to cyber security, Artificial Intelligence (AI), business analytics, project management, platform and IS governance, IS sourcing, and more. Detailed chapters contain mini-cases, full-length case studies, discussion topics, review questions, supplemental readings, and topic-specific managerial concerns that provide insights into real-world IS issues. Managing & Using Information Systems: A Strategic Approach, Eighth Edition, is an excellent textbook for advanced undergraduate and MBA-level courses on IS concepts and managerial approaches to leveraging emerging information technologies. |
| gartner magic quadrant for talent management suites: Management Information Systems Kenneth C. Laudon, Jane Price Laudon, 2004 Management Information Systems provides comprehensive and integrative coverage of essential new technologies, information system applications, and their impact on business models and managerial decision-making in an exciting and interactive manner. The twelfth edition focuses on the major changes that have been made in information technology over the past two years, and includes new opening, closing, and Interactive Session cases. |
| gartner magic quadrant for talent management suites: Agile Karrieregestaltung Gesa Weinand, 2019-04-23 Das Buch unterstützt Sie bei Ihrer persönlichen Karriereplanung. Es enthält konkrete und sinnvolle Methoden, wie Sie mit den sich wandelnden Anforderungen umgehen und den eigenen Optionenkoffer füllen. Mit dem praktischen Workbook-Teil rüsten Sie sich konkret für Ihre individuelle Karriere 4.0. Inhalte: Arbeitswelt 4.0 - was verändert sich für Menschen und Berufswege? Agiles Talentmanagement und Performancemanagement 4.0 Wie sieht zukünftig Karriere aus und lässt sie sich überhaupt planen? Mit Effectuation Karriere gestalten Workbook: Wer bin ich? Was kann ich? Was will ich? Entwicklung von Karriere-Optionen Der Talentmanager als Lotse |
| gartner magic quadrant for talent management suites: Trailblazer Marc Benioff, Monica Langley, 2019-10-15 NEW YORK TIMES BESTSELLER • The founder and co-CEO of Salesforce delivers an inspiring vision for successful companies of the future—in which changing the world is everyone’s business. “The gold standard on how to use business as a platform for change at this urgent time.”—Ray Dalio, founder of Bridgewater Associates and author of Principles: Life and Work What’s the secret to business growth and innovation and a purpose-driven career in a world that is becoming vastly more complicated by the day? According to Marc Benioff, the answer is embracing a culture in which your values permeate everything you do. In Trailblazer, Benioff gives readers a rare behind-the-scenes look at the inner workings of one of the world’s most admired companies. He reveals how Salesforce’s core values—trust, customer success, innovation, and equality—and commitment to giving back have become the company’s greatest competitive advantage and the most powerful engine of its success. Because no matter what business you’re in, Benioff says, values are the bedrock of a resilient company culture that inspires all employees, at every level, to do the best work of their lives. Along the way, he shares insights and best practices for anyone who wants to cultivate a company culture positioned to thrive in the face of the inevitable disruption ahead. None of us in the business world can afford to sit on the sidelines and ignore what’s going on outside the walls of our workplaces. In the future, profits and progress will no longer be sustainable unless they serve the greater good. Whether you run a company, lead a small team, or have just draped an ID badge around your neck for the first time, Trailblazer reveals how anyone can become an agent of change. Praise for Trailblazer “A guide for what every business and organization must do to thrive in this period of profound political and economic change.”—Jamie Dimon, chairman and CEO of JPMorgan Chase “In Trailblazer, Benioff explores how companies can nurture a values-based culture to become powerful platforms for change.”—Susan Wojcicki, CEO of YouTube |
| gartner magic quadrant for talent management suites: Company Manpower Planning Great Britain. Department of Employment, 1974 |
| gartner magic quadrant for talent management suites: Learning Analytics John R Mattox II, Mark Van Buren, Jean Martin, 2016-09-03 Faced with organizations that are more dispersed, a workforce that is more diverse and the pressure to reduce costs, CEOs and CFOs are increasingly asking what the return on investment is from training and development programmes. Learning Analytics provides a framework for understanding how to work with learning analytics at an advanced level. It focuses on the questions that training evaluation is intended to answer: is training effective and how can it be improved? It discusses the field of learning analytics, outlining how and why analytics can be useful, and takes the reader through examples of approaches to answering these questions and looks at the valuable role that technology has to play. Even where technological solutions are employed, the HR or learning and development practitioner needs to understand what questions they should be asking of their data to ensure alignment between training and business needs. Learning Analytics enables both senior L&D and HR professionals as well as CEOs and CFOs to see the transformational power that effective analytics has for building a learning organization, and the impacts that this has on performance, talent management, and competitive advantage. It helps learning and development professionals to make the business case for their activities, demonstrating what is truly adding value and where budgets should be spent, and to deliver a credible service to their business by providing metrics based on which sound business decisions can be made. |
| gartner magic quadrant for talent management suites: Love 'Em Or Lose 'Em Beverly Kay, 2008-11-04 Love 'Em or Lose 'Em offers busy managers a fresh viewpoint that clearly links business success to retention of talent --- Richard J. Leider, Founder, the Inventure Group, co-author of Claiming Your Place at the Fire: Living the Second Half of Your Life on Purpose. |
| gartner magic quadrant for talent management suites: Real Business of IT Richard Hunter, George Westerman, 2009-10-20 If you're a general manager or CFO, do you feel you're spending too much on IT or wishing you could get better returns from your IT investments? If so, it's time to examine what's behind this IT-as-cost mind-set. In The Real Business of IT, Richard Hunter and George Westerman reveal that the cost mind-set stems from IT leaders' inability to communicate about the business value they create-so CIOs get stuck discussing budgets rather than their contributions to the organization. The authors explain how IT leaders can combat this mind-set by first using information technology to generate three forms of value important to leaders throughout the organization: -Value for money when your IT department operates efficiently and effectively -An investment in business performance evidenced when IT helps divisions, units, and departments boost profitability -Personal value of CIOs as leaders whose contributions to their enterprise go well beyond their area of specialization The authors show how to communicate about these forms of value with non-IT leaders-so they understand how your firm is benefiting and see IT as the strategic powerhouse it truly is. |
| gartner magic quadrant for talent management suites: The Big Book of HR Barbara Mitchell, Cornelia Gamlem, 2017 Templates, checklists, and sample forms ... can be easily adapted by any organization--Cover. |
| gartner magic quadrant for talent management suites: Work without Jobs Ravin Jesuthasan, John W. Boudreau, 2023-11-07 In this Wall Street Journal bestseller, why the future of work requires the deconstruction of jobs and the reconstruction of work. Work is traditionally understood as a “job,” and workers as “jobholders.” Jobs are structured by titles, hierarchies, and qualifications. In Work without Jobs, the Wall Street Journal bestseller, Ravin Jesuthasan and John Boudreau propose a radically new way of looking at work. They describe a new “work operating system” that deconstructs jobs into their component parts and reconstructs these components into more optimal combinations that reflect the skills and abilities of individual workers. In a new normal of rapidly accelerating automation, demands for organizational agility, efforts to increase diversity, and the emergence of alternative work arrangements, the old system based on jobs and jobholders is cumbersome and ungainly. Jesuthasan and Boudreau’s new system lays out a roadmap for the future of work. Work without Jobs presents real-world cases that show how leading organizations are embracing work deconstruction and reinvention. For example, when a robot, chatbot, or artificial intelligence takes over parts of a job while a human worker continues to do other parts, what is the “job”? DHL found some answers when it deployed social robotics at its distribution centers. Meanwhile, the biotechnology company Genentech deconstructed jobs to increase flexibility, worker engagement, and retention. Other organizations achieved agility with internal talent marketplaces, worker exchanges, freelancers, crowdsourcing, and partnerships. It’s time for organizations to reboot their work operating system, and Work without Jobs offers an essential guide for doing so. |
| gartner magic quadrant for talent management suites: Balanced Scorecard Step-by-Step Paul R. Niven, 2002-10-15 This book explains how an organization can measure and manage performance with the Balanced Scorecard methodology. It provides extensive background on performance management and the Balanced Scorecard, and focuses on guiding a team through the step-by-step development and ongoing implementation of a Balanced Scorecard system. Corporations, public sector agencies, and not for profit organizations have all reaped success from the Balanced Scorecard. This book supplies detailed implementation advice that is readily applied to any and all of these organization types. Additionally, it will benefit organizations at any stage of Balanced Scorecard development. Regardless of whether you are just contemplating a Balanced Scorecard, require assistance in linking their current Scorecard to management processes, or need a review of their past measurement efforts, Balanced Scorecard Step by Step provides detailed advice and proven solutions. |
| gartner magic quadrant for talent management suites: Information Technology and Organizational Learning Arthur M. Langer, 2017-10-17 Focusing on the critical role IT plays in organizational development, the book shows how to employ action learning to improve the competitiveness of an organization. Defining the current IT problem from an operational and strategic perspective, it presents a collection of case studies that illustrate key learning issues. It details a dynamic model for effective IT management through adaptive learning techniques—supplying proven educational theories and practices to foster the required changes in your staff. It examines existing organizational learning theories and the historical problems that occurred with companies that have used them, as well as those that have failed to use them. |
| gartner magic quadrant for talent management suites: Worth It: How a Million-Dollar Pay Cut and a $70,000 Minimum Wage Revealed a Better Way of Doing Business Dan Price, 2020-04-13 The $70k CEO shares why he decided to pay a living wage at his company and urges entrepreneurs and other leaders to use their values to make better business decisions. |
| gartner magic quadrant for talent management suites: Predictive Analytics for Human Resources Jac Fitz-enz, John Mattox, II, 2014-07-28 Create and run a human resource analytics project with confidence For any human resource professional that wants to harness the power of analytics, this essential resource answers the questions: Where do I start? and What tools are available? Predictive Analytics for Human Resources is designed to answer these and other vital questions. The book explains the basics of every business—the vision, the brand, and the culture, and shows how predictive analytics supports them. The authors put the focus on the fundamentals of predictability and include a framework of logical questions to help set up an analytic program or project, then follow up by offering a clear explanation of statistical applications. Predictive Analytics for Human Resources is a how-to guide filled with practical and targeted advice. The book starts with the basic idea of engaging in predictive analytics and walks through case simulations showing statistical examples. In addition, this important resource addresses the topics of internal coaching, mentoring, and sponsoring and includes information on how to recruit a sponsor. In the book, you'll find: A comprehensive guide to developing and implementing a human resource analytics project Illustrative examples that show how to go to market, develop a leadership model, and link it to financial targets through causal modeling Explanations of the ten steps required in building an analytics function How to add value through analysis of systems such as staffing, training, and retention For anyone who wants to launch an analytics project or program for HR, this complete guide provides the information and instruction to get started the right way. |
| gartner magic quadrant for talent management suites: The Rise of HR Dave Ulrich, Gphr William a Schiemann, Libby Sartain, 2015-03-27 As the industry's foremost voice for human resources certification, the HR Certification Institute has brought together the world's leading HR experts to share insights on our profession through this inaugural Institute-sponsored publication that is being distributed globally in an effort to advance the HR profession. Seventy-three human resources thought leaders from across the globe volunteered to contribute their expertise to this compilation of wisdom regarding the HR profession. Together, their contributions offer a comprehensive look into the critical issues transforming human resources-one of the fastest-growing professions in the workplace and one that is being influenced by many factors, including technological developments and globalization. |
| gartner magic quadrant for talent management suites: Customer Relationship Management Francis Buttle, 2009 This title presents an holistic view of CRM, arguing that its essence concerns basic business strategy - developing and maintaining long-term, mutually beneficial relationships with strategically significant customers - rather than the operational tools which achieve these aims. |
| gartner magic quadrant for talent management suites: The Exceptional Manager Rick Delbridge, Lynda Gratton, Gerry Johnson, 2006 How do businesses go beyond the prescriptive policies and make the shift from the 'low road' of cost to the 'high road' of innovation and value? This book presents an analysis of the context and the challenges, and offers managers and consultants a range of ideas that are helpful to their companies. |
| gartner magic quadrant for talent management suites: Making Sense of Change Management Esther Cameron, Mike Green, 2015-03-03 The definitive, bestselling text in the field of change management, Making Sense of Change Management provides a thorough overview of the subject for both students and professionals. Along with explaining the theory of change management, it comprehensively covers the models, tools, and techniques of successful change management so organizations can adapt to tough market conditions and succeed by changing their strategies, structures, boundaries, mindsets, leadership behaviours and of course their expectations of the people who work within them. This completely revised and updated 4th edition of Making Sense of Change Management includes more international examples and case studies, emerging new thinking and practice in the area of cultural change and a new chapter on the interrelationship with project management (PM) and change management. It also covers complexity models, agile approaches, and stakeholder management along with cultural sensitivity and what to do when cultures collide. Making Sense of Change Management remains essential reading for anyone who is currently part of, or leading, a change initiative. Online supporting resources include lecture slides, making this an ideal textbook for MBA or graduate students focusing on leading or managing change. |
| gartner magic quadrant for talent management suites: The ROI of Human Capital Jac FITZ-ENZ, 2009-02-23 The lifeblood of any business enterprise is its people. Yet it wasn’t until the publication of the groundbreaking book The ROI of Human Capital that there was a reliable way to quantify the contributions of people to corporate profit. Completely updated with new metrics, the book shows executives and HR professionals how to gauge human costs and productivity at three critical levels: organizational (contributions to corporate goals) • functional (impact on process improvement) • human resources management (value added by five basic HR department activities) The second edition contains new material on topics including corporate outsourcing, developments in behavioral science, and advances in trending and forecasting that have dramatically changed the way organizations measure the bottom line effect of employee performance. Utterly up-to-date, this is the go-to resource for organizations performing the essential task of measuring the value of their people. |
| gartner magic quadrant for talent management suites: Beyond Measure Margaret Heffernan, 2015-05-05 Foundational introduction to the concept that organizations create major impacts by making small changes. |
| gartner magic quadrant for talent management suites: Practical DataOps Harvinder Atwal, 2019-12-09 Gain a practical introduction to DataOps, a new discipline for delivering data science at scale inspired by practices at companies such as Facebook, Uber, LinkedIn, Twitter, and eBay. Organizations need more than the latest AI algorithms, hottest tools, and best people to turn data into insight-driven action and useful analytical data products. Processes and thinking employed to manage and use data in the 20th century are a bottleneck for working effectively with the variety of data and advanced analytical use cases that organizations have today. This book provides the approach and methods to ensure continuous rapid use of data to create analytical data products and steer decision making. Practical DataOps shows you how to optimize the data supply chain from diverse raw data sources to the final data product, whether the goal is a machine learning model or other data-orientated output. The book provides an approach to eliminate wasted effort and improve collaboration between data producers, data consumers, and the rest of the organization through the adoption of lean thinking and agile software development principles. This book helps you to improve the speed and accuracy of analytical application development through data management and DevOps practices that securely expand data access, and rapidly increase the number of reproducible data products through automation, testing, and integration. The book also shows how to collect feedback and monitor performance to manage and continuously improve your processes and output. What You Will LearnDevelop a data strategy for your organization to help it reach its long-term goals Recognize and eliminate barriers to delivering data to users at scale Work on the right things for the right stakeholders through agile collaboration Create trust in data via rigorous testing and effective data management Build a culture of learning and continuous improvement through monitoring deployments and measuring outcomes Create cross-functional self-organizing teams focused on goals not reporting lines Build robust, trustworthy, data pipelines in support of AI, machine learning, and other analytical data products Who This Book Is For Data science and advanced analytics experts, CIOs, CDOs (chief data officers), chief analytics officers, business analysts, business team leaders, and IT professionals (data engineers, developers, architects, and DBAs) supporting data teams who want to dramatically increase the value their organization derives from data. The book is ideal for data professionals who want to overcome challenges of long delivery time, poor data quality, high maintenance costs, and scaling difficulties in getting data science output and machine learning into customer-facing production. |
| gartner magic quadrant for talent management suites: Human Resource Information Systems Michael J. Kavanagh, Richard D. Johnson, 2017-07-07 Human Resource Information Systems: Basics, Applications, and Future Directions is a one-of-a-kind book that provides a thorough introduction to the field of Human Resource Information Systems (HRIS) and shows how organizations today can leverage HRIS to make better people decisions and manage talent more effectively. Unlike other texts that overwhelm students with technical information and jargon, this revised Fourth Edition offers a balanced approach in dealing with HR issues and IT/IS issues by drawing from experts in both areas. It includes the latest research and developments in the areas of information security, privacy, cloud computing, social media, and HR analytics. Numerous examples, best practices, discussion questions, and case studies, make this book the most student-friendly and current text on the market. |
| gartner magic quadrant for talent management suites: Global Talent Management Hugh Scullion, David Collings, 2011-04-27 This book draws on recent theoretical contributions in the area of global talent management and presents an up to date and critical review of the key issues which MNEs face. Beyond exploring some key overarching issues in global talent management the book discuses the key emerging issue around global talent management in key economies such as China, India, the Middle East and Eastern Europe. In contrast to many of the currently available texts in the area of global talent management which are descriptive and lacking theoretical rigor, this text emphasizes the critical understanding of global talent management in an organizational context. Drawing on contributions from the leading figures in the field, it will aid students, practitioners and researchers alike in gaining a well grounded and critical overview of the key issues surrounding global talent management from a theoretical and practical perspective. |
| gartner magic quadrant for talent management suites: The Employee Experience Advantage Jacob Morgan, 2017-03-01 Research Shows Organizations That Focus on Employee Experience Far Outperform Those That Don't Recently a new type of organization has emerged, one that focuses on employee experiences as a way to drive innovation, increase customer satisfaction, find and hire the best people, make work more engaging, and improve overall performance. The Employee Experience Advantage is the first book of its kind to tackle this emerging topic that is becoming the #1 priority for business leaders around the world. Although everyone talks about employee experience nobody has really been able to explain concretely what it is and how to go about designing for it...until now. How can organizations truly create a place where employees want to show up to work versus need to show up to work? For decades the business world has focused on measuring employee engagement meanwhile global engagement scores remain at an all time low despite all the surveys and institutes that been springing up tackle this problem. Clearly something is not working. Employee engagement has become the short-term adrenaline shot that organizations turn to when they need to increase their engagement scores. Instead, we have to focus on designing employee experiences which is the long term organizational design that leads to engaged employees. This is the only long-term solution. Organizations have been stuck focusing on the cause instead of the effect. The cause is employee experience; the effect is an engaged workforce. Backed by an extensive research project that looked at over 150 studies and articles, featured extensive interviews with over 150 executives, and analyzed over 250 global organizations, this book clearly breaks down the three environments that make up every single employee experience at every organization around the world and how to design for them. These are the cultural, technological, and physical environments. This book explores the attributes that organizations need to focus on in each one of these environments to create COOL spaces, ACE technology, and a CELEBRATED culture. Featuring exclusive case studies, unique frameworks, and never before seen research, The Employee Experience Advantage guides readers on a journey of creating a place where people actually want to show up to work. Readers will learn: The trends shaping employee experience How to evaluate their own employee experience using the Employee Experience Score What the world's leading organizations are doing around employee experience How to design for technology, culture, and physical spaces The role people analytics place in employee experience Frameworks for how to actually create employee experiences The role of the gig economy The future of employee experience Nine types of organizations that focus on employee experience And much more! There is no question that engaged employees perform better, aspire higher, and achieve more, but you can't create employee engagement without designing employee experiences first. It's time to rethink your strategy and implement a real-world framework that focuses on how to create an organization where people want to show up to work. The Employee Experience Advantage shows you how to do just that. |
| gartner magic quadrant for talent management suites: Strategies for Information Technology Governance Wim Van Grembergen, 2004-01-01 The advent of the Information Society is marked by the explosive penetration of information technologies in all aspects of life and by a related fundamental transformation in every form of the organization. Researchers, business people and policy makers have recognized the importance of addressing technological, economic and social impacts in conjunction. For example, the rise and fall of the dot-com hype depended a lot on the strength of the business model, on the technological capabilities available to firms and on the readiness of the society and economy at large sustain a new breed of business activity. However, it is notoriously difficult to examine the cross-impacts of social, economic and technological aspects of the Information Society. This kind of work requires multidisciplinary work and collaboration on a wide range of skills. Social and Economic Transformation in the Digital Era addresses this challenge by assembling the latest thinking of leading researchers and policy makers. The book covers all key subject areas of the Information Society an presents innovative business models, case studies, normative theories and social explanations |
| gartner magic quadrant for talent management suites: Managing Indirect Spend Joe Payne, William R. Dorn, David Pastore, Jennifer Ulrich, 2021-05-12 Managing corporate spend is far more complex than conducting RFPs. Learn how the most efficient and effective procurement departments operate, control costs, enforce compliance, and manage indirect spend. Managing Indirect Spend provides executives and procurement professionals with the knowledge and tools necessary to successfully reduce costs with a strong focus on the often-overlooked area of indirect spend. It also offers great value to those procurement and purchasing professionals aspiring to be leaders in the profession, regardless of the spend they manage. It includes an overview of the challenges faced when sourcing indirect spend categories, a detailed dive into the strategic sourcing process, tools that can help drive savings, technologies that drive efficiencies and compliance, and examples of success based on real-world experience. It is a how-to guide that clearly covers sourcing engagements of any complexity and provides the details needed to source effectively. The book is structured into sections covering the sourcing and procurement process, the tools and technologies, examples from the field, walkthroughs of specific sourcing engagements, guidance on building an effective sourcing team, and the information needed to become a best-in-class sourcing organization. Since the initial publication of this book, the procurement profession and the discipline of Strategic Sourcing have matured. Markets have changed, processes developed, trends have come and gone, and technology has experienced leaps and bounds, posing new and interesting challenges for procurement professionals. In addition to covering tried-and-true practices for strategic sourcing, this Second Edition discusses how strategic sourcing has evolved and provides an update on the techniques, tools, and resources available to purchasing groups. This book: Includes updated coverage of everything you need to know to source more effectively Covers the latest trends in procurement and sourcing, including technology, process improvements and organizational design Presents guidance for reducing costs through strategic sourcing, no matter what the economic climate or level of maturity of the existing procurement organization Shows how effectively managing indirect costs can provide a huge impact on bott m line growth Introduces Market Intelligence (MI), including techniques, tools, and resources available to procurement and supply chain management groups With tools, real-world examples, and practical strategies, Managing Indirect Spend provides insider guidance for big bottom-line growth through effective management of indirect costs. |
| gartner magic quadrant for talent management suites: Information Technology for Management Efraim Turban, Carol Pollard, Gregory Wood, 2015-06-22 Information Technology for Management by Turban, Volonino, and Wood engages students with up-to-date coverage of the most important IT trends today. Over the years, this leading IT textbook had distinguished itself with an emphasis on illustrating the use of cutting edge business technologies for achieving managerial goals and objectives. The 10th Edition continues this tradition with coverage of emerging trends in Mobile Computing and Commerce, IT virtualization, Social Media, Cloud Computing and the Management and Analysis of Big Data along with advances in more established areas of Information Technology. |
| gartner magic quadrant for talent management suites: Authentic Marketing Larry Weber, 2019-01-04 Engage on a deeper level by disrupting the typical business development script Authentic Marketing offers a forward-thinking approach to achieving an entirely new level of engagement with today’s purpose-driven and skeptical audiences. The heart of this process involves finding the soul of your organization. When moral purpose becomes central to your organization, it can deliver benefits to both the bottom line and mankind: a profit meets purpose proposition. This path requires a reinvention of today’s dated business model, abolishing the inefficient, siloed approach of developing a business strategy first and then later creating separate strategies for marketing, HR, manufacturing, R&D, etc. The new integrated model fuses a tight integration of business, technology innovation and engagement strategies, all of which are bound together by a company’s moral purpose. When moral purpose is central to an organization’s core, everything branches out from a place of authenticity. Rather than a siloed CSR effort, you develop employee and customer relationships based on real—not curated—connections with a brand’s moral mission. You build true engagement, trust and evangelism. And, along the way, your customers will actually help to co-create your brand. This book shows you how to transform your business by putting moral purpose to work for your stakeholders and the planet. Embrace a new model that integrates business, technology innovation, and engagement strategies with moral purpose as the glue that binds them together Learn the key steps to find your moral purpose Discover how to engage audiences with a transparent, authentic marketing approach that forges powerful connections and builds trust. With a world of options at their fingertips, today’s purpose-driven customers want a brand they can identify with and trust. Authentic Marketing shows you how to make your brand more human, more likeable, more genuine and guides you on how to connect with audiences on a moral level. This process will build a new level of engagement that will benefit both your long-term value and the world. |
| gartner magic quadrant for talent management suites: A Guide to Supporting Hybrid Teams Chris Coladonato, 2014-10-30 Are hybrid teams really that different from office-based or entirely virtual teams? Yes, to a certain degree. As organizations embrace flexible work, more people leaders will lead hybrid teams, and they need the skills and knowledge to do so. In this issue of TD at Work, Chris Coladonato explains ways talent development professionals can support and equip people managers with the tools and guidance to support their teams. She also details: • The unique qualities of hybrid teams and associated challenges. • Three critical areas of focus for managers leading hybrid teams • Strategies and tips for supporting people leadersTools & Resources in this issue are a team connection agreement guide, hybrid leadership in action guide, and communication and collaboration inclusion worksheet. |
| gartner magic quadrant for talent management suites: SAP SuccessFactors Amy Grubb, Luke Marson, 2019 Revised edition of the authors' SuccessFactors with SAP ERP HCM, [2015] |
Gartner是一个什么样的机构？ - 知乎
Gartner（高德纳）成立于1979年，是全球最具权威的IT研究公司，其名头在顾问研究领域，可以说是无人不知无人不晓，在鼓公司拥有 1,200多位世界级分析专家。在全球的IT产业 …
Gartner魔力象限为什么会受到重视？ - 知乎
Gartner由Gartner研究与咨询服务、Gartner顾问、Gartner评测、Gartner社区四部分组成，在此我们不做过多阐述。 二维模型阐释公司实力四个象限评判企业差异 最为大家熟知的“Gartner魔 …
如何获取Gartner报告，付费账号怎么申请，年费多少？ - 知乎
其实也能找到一些渠道可以低价获取报告，之前试过以几百块的价格买过Gartner报告（比如技术成熟度曲线等），亲测过，如果需要可以私信我，我有空的情况下尽量传授经验。
普及一下什么是大数据技术？ - 知乎
知乎，中文互联网高质量的问答社区和创作者聚集的原创内容平台，于 2011 年 1 月正式上线，以「让人们更好的分享知识、经验和见解，找到自己的解答」为品牌使命。知乎凭借认真、专业 …
IDC研究方向，报告与Gartner 的主要区别是什么？ - 知乎
Gartner数据这块比较弱，分析师团队基本都Base在北美，没有数据相关的常规报告，中国分析师团队规模较小，常规报告都是全球的，基本不划分区域，不接地气。但是技术趋势分析和厂商 …
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为人熟知的世界权威市场数据调查机构都有哪些？ - 知乎
如何评价Gartner 刚发布的2020年 《NDR（网络威胁检测及响应） …
问题一、Gartner为什么把原来的《NTA全球市场指南》调整成了《NDR全球市场指南》？ NDR可以看作是NTA的进化版，都属于流量威胁检测设备。 Gartner把原来的NTA调整成NDR的原 …
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EDR，是端点检测与响应(Endpoint Detection & Response，EDR)的缩写，Gartner 于 2013 年定义了这一术语，被认为是一种面向未来的终端解决方案，以端点为基础，结合终端安全大数据 …
如何获得Gartner、iSuppli、IDC之类的原报告？ - 知乎
我有过两种免费获得Gartner报告的经历： 1. 用大学邮箱注册，@unimelb.edu.au 我们学校有部分订阅。（母校威武）你们可以用所在组织邮箱注册一下，说不定订阅了。 2. 去领导者象限的 …
什么是BI，当前国内外BI的现状，BI的应用状况？ - 知乎
知乎，中文互联网高质量的问答社区和创作者聚集的原创内容平台，于 2011 年 1 月正式上线，以「让人们更好的分享知识、经验和见解，找到自己的解答」为品牌使命。知乎凭借认真、专业 …
Gartner是一个什么样的机构？ - 知乎
Gartner（高德纳）成立于1979年，是全球最具权威的IT研究公司，其名头在顾问研究领域，可以说是无人不 …
Gartner魔力象限为什么会受到重视？ - 知乎
Gartner由Gartner研究与咨询服务、Gartner顾问、Gartner评测、Gartner社区四部分组成，在此我们不做 …
如何获取Gartner报告，付费账号怎么申 …
其实也能找到一些渠道可以低价获取报告，之前试过以几百块的价格买过Gartner报告（比如技术成熟度曲线等）， …
普及一下什么是大数据技术？ - 知乎
知乎，中文互联网高质量的问答社区和创作者聚集的原创内容平台，于 2011 年 1 月正式上线，以「让人们更好的 …
IDC研究方向，报告与Gartner 的主要区别 …
Gartner数据这块比较弱，分析师团队基本都Base在北美，没有数据相关的常规报告，中国分析师团队规模较小，常 …
