Are disengaged employees costing you?

Research by Villanova University, suggest that disengaged employees could be costing businesses millions of pounds per year. Whereas as highly engaged employees who are overall more satisfied are 87% less likely to leave a company.

Thankfully, Human Capital Management (HCM) softwares, such as SAP SuccessFactors provide employers with the opportunity to improve employee engagement through rewards, incentives and just as importantly recognition. Solutions provided by SAP SuccessFactors, come with real time analytics helping employees to become more productive, more quickly, whilst providing better training opportunities, and ways on how to get employees collaborating. More about employee engagement, can be found in our previous blog ‘Can HCM Technology improve employee job satisfaction?‘ or scroll down for insights from the latest research.

 

SAP SuccessFactors

Resource On Demand is Europe’s first specialist Salesforce Recruitment Company. We assist the world’s leading organisations to grow their technology teams. Supporting companies to fill roles that span across digital marketing, marketing automation, Human Capital Management, SAP SuccessFactors, CRM system management, Salesforce and Software testing.

The team at Resource On Demand have access to an extensive database of key talent, registering over 8000 professionals each year. To find out how we can support you call us on +44 20 8123 7769 or rod@resourceondemand.com.

Take control of your own Personal Development

As new generations enter the workforce, many jobseekers look for work opportunities in companies that will help with their own personal development. But whose responsibility is this really? Is itHuman Capital Management personal development up to employers to provide training or should individuals be taking the initiative if they want to progress in their career?

In terms of Human Capital Management, business are recognising that they do have an important role to play. When they invest in their staff and create a stimulating work environment, it helps to reduce attrition and increases employee engagement which often results in greater productivity. This helps them to retain and develop top talent that contributes to the company success. So it is in a company’s interests to provide training and career development opportunities.

The Development Dilemma

The problem is that often employees will complete the training and gain the benefit from it and then move on elsewhere, so the money and time invested in those employees is benefiting someone else and not the company who provided the training. This dilemma results in companies being selective on who they provide training to, often choosing to invest in employees that show themselves to be proactive and interested in adding more value to the business as well as their own personal development.

One method that companies are in investing in terms of human capital management is gamification. This incorporates self-directed learning into a gaming type platform. It allows employees to create their own persona online, register for and complete training in their own time and gain recognition for their efforts. It’s proving to be a valuable tool because those employees that are really invested in personal development have the opportunity to complete additional training modules and further their own knowledge while at the same time encouraging others to do the same by their example.

But what if the company you work for does not provide these opportunities, or limits them to a select few senior staff? How can you progress in your personal development so that you’re consistently building your career? Here are our top 3 tips:

Set Goals and Objectives

Give some thought as to where you want to me in the short, medium and long term. What type of Human Capital Management role to do you see yourself fulfilling in 5-10 year’s time or by the end of the year? What are the stepping stones to get there? What skills or type of experience will you need and how can you accomplish that?

Asking these questions will help you set clear goals and personal objectives. Remember too, the golden rules of goal setting: Goals should be specific, measurable, action-oriented, reasonable and time-based. Start with weekly goals, setting milestones that are a starting point to reach your long term human capital management goals.

Breaking bigger goals into bite sized chunks not only helps to keep you on track, it’s also extremely rewarding to tick off tasks. It gives you a sense of accomplishment which encourages you to keep moving towards your bigger personal development goals.

Coaching and Mentoring

Find someone who can mentor you and don’t underestimate the value of this. If you have some budget available you may want to invest in a personal or business coach. However, keep in mind that this is the type of relationship that will develop over time and could get quite costly if you choose to have regular weekly or monthly meet up sessions. A coach is someone who is trained (and certified) to help guide you in making decisions and helping you uncover what’s most important to you so that you can then direct your personal development efforts into specific areas of your life.

Mentoring on the other hand may be offered free of charge in an organisation or on an industry forum. This is where more senior people freely give of their time and input and are there to listen to your questions and provide advice based on their personal experience. This could be a senior colleague, manager or even director in the firm.

Keep in mind that a mentor needn’t be someone you meet with in person. You could connect with someone in your industry online and have video chats as mentoring sessions, or have a set up where you can communicate over email or chat.

Finally, there is also the option of reading inspirational stories and books by leading business and industry personalities. These books can provide valuable insights on how they achieved success that you can incorporate into your personal development and goal setting.

Beat the Imposter Phenomenon

Many people don’t progress in their careers, not because they don’t have the skills and abilities, but rather because they don’t believe in themselves. They live with a sense that they’re an imposter and soon someone will find out that they aren’t all they’re supposed to be. Part of personal development is recognising your skills and value you can contribute to a business. Believe in yourself and that you’re worth investing in, because if you do, others will too.

Resource On Demand is Europe’s first specialist Salesforce Recruitment Company. We assist the world’s leading organisations to grow their technology teams. Supporting companies to fill roles that span across digital marketing, marketing automation, Human Capital Management, CRM system management and, Salesforce developer, Salesforce consultant and Salesforce admin jobs.

The team at Resource On Demand have access to an extensive database of key talent, registering over 8000 professionals each year. To find out how we can support you call us on +44 20 8123 7769 or rod@resourceondemand.com.

Are Longer Notice Periods a Good Thing?

Recently we have seen a trend towards longer notice periods. In particular in the IT Workday industry the norm has become 3 months. But not everyone in the industry is convinced that this is a Workday Notice Periodgood thing. Indeed for both employers and employees there are pros and cons which could affect not only the working relationship but also the business concerned.

The Employers Perspective

With systems like Workday, high level expertise can be hard to find. Which means that employers want to try hold on to that expertise as long as possible and have sufficient time to search for a replacement if an employee decides to leave. Generally it can take three months or more to find someone suitable. Then there is also the question of handover. This is not something that can be done in a week or two so from an employer’s perspective a notice period of three months or more is the minimum they would need to ensure continuity in business projects.

However, this can also present challenges. Once a Workday employee has made a decision to leave they tend to emotionally disconnect. This often reflects in their work and interactions with clients and colleagues. Instead of just causing a disruption in workflow it can also cause a decline in morale which could in some instances instigate a mass exodus in the team, especially if the person leaving has a fair amount of influence or is looked up to by colleagues. This could be far more damaging to the business than losing the expertise of just that one Workday person.
Sometimes, despite how valuable a person is in the role they fulfill, it may be in the business’ best interests to get them out as soon as possible, rather than let them stay on. This is particularly important when there is a chance the employee could take client accounts with them to a competitor or be looking at starting up their own enterprise.

The Employees Perspective

Some employees want to leave on good terms and give their Workday employers the benefit of the doubt by working out a full three month notice period. They recognize the complexities involved in projects and are willing to work the full notice period in order to help train up their replacement and conduct a proper handover.

Sometimes employees are even willing to give more notice than required. However, they need to be cautious. If the Workday employer thinks they don’t need the extra notice they can terminate with just the required notice period and employee could then find themselves without pay for a month or two before they start their new job. There is also the challenge of coordinating start dates with a new employer and ensuring they’d be willing to wait for three months or more.

Ultimately it will come down to the Workday employment contract and the relationship between the employer and employee. It’s always best to leave on good terms as one never knows when past relationships could impact business dealings or opportunities in the future. With open communications and good working relationships, it is possible to have a positive outcome for all.

Resource On Demand is Europe’s first specialist Salesforce Recruitment Company. We assist the world’s leading organisations to grow their technology teams. Supporting companies to fill roles that span across digital marketing, marketing automation, Human Capital Management, CRM system management and, Salesforce developer, Salesforce consultant and Salesforce admin jobs.

The team at Resource On Demand have access to an extensive database of key talent, registering over 8000 professionals each year. To find out how we can support you call us on +44 20 8123 7769 or rod@resourceondemand.com.

Why are Tech cultures more of a playground?

There’s no doubt about it, work culture is changing. Offices are no longer a place of stuffy suits especially in the tech industry. It appears that more and more companies are deliberately creating fun, relaxed working environments.

It started apparently with Google introducing bean bags, then ping pong tables, now many of their offices sport slides and meeting rooms that look like beach cabanas. They have been deliberate about creating an office environment that is more like a playground and it’ setting a trend that many organisations are trying to emulate.

Why it works for Google

Google describes its organisational culture as open, collaborative, creative and fun. It encourages all employees to share ideas, ask questions and have a hands-on approach similar to that of small startups. It’s not uncommon for employees to engage in casual conversations with the execs in the company café, in fact it’s encouraged as part of the work culture.

With a focus on the end user, Google knows that engagement is key and because they have a global audience they embrace people from all walks of life across the globe. Ultimately in getting to know their employees it helps them to understand their end users.

Most importantly, they believe that you can be serious about business without being a suit. The founders of Google built the business around the idea that while work should be challenging it should also be fun. Plus it is fun that often helps to fast-track great ideas through to implementation.

Facebook freedom

The social media giant’s corporate head offices hide a surprise around every corner. Exposed beams and ducting give the office an unfinished look – something that’s apparently intentional. Their objective to connect the entire world is yet to be completed and the office space reflects this as a reminder that there’s still lots of work to be done.

But the helium balloons tied to desks, the giant pinatas, wall murals and motivational posters all point to a culture of fun. But it is also a work culture of getting the job done. You simply don’t to be at your desk to do that. You can be lying on the grass in the nine acre rooftop park, or strolling through the gardens.

The Samsung Space

Samsung’s culture is about encouraging mobility, because they believe that sitting for hours at your desk doesn’t make you more efficient. They believe that optimum cognitive function is achieved by walking outdoors and as a result the offices are lined with outdoor terraces and designed so that all employees have easy access to them. Even the cafeteria (that offers a global assortment of cuisines) is housed in a separate building so that employees have to get outside during their lunch break.

Will playgrounds as a work culture suit everyone?

There are some corporate designers that think that trying to emulate the Google playground vibe in office design can be a disaster. They claim that the playground effect can distract from rather than encourage productivity and that unless the work culture is similar to Google, Facebook or Samsung, it would be a mistake to create a playground office environment.

So what is the average tech industry culture? Are all programmers really just overgrown kids? Do techies really want the playground effect or do they just want to be left alone in their little bubble world? More importantly is creativity really inspired by an office that looks more like a child’s fantasy world than a workplace?

Too much play?

It’s true that fun promotes laughter and relaxation and when employees have that as part of their work culture they can become more productive. It can also reduce absenteeism and employee attrition because people value their jobs and enjoy work rather than looking to see if the grass is greener elsewhere. Perhaps this is the key to playground success. It’s not as much about the playing as it is about encouraging a culture of positive productivity.

Work culture is driven by the company leadership. If there is a clear message that the fun creative environment is about driving the business forward and creating a stronger competitive edge in the industry, the company will attract creative tech people that are inspired by that. Far from the office being a boring place to commute to each day it becomes a place where people feel engaged and purposeful. This is something that is becoming increasingly important to employees.

The link between play and productivity is a common factor when considering the work culture of tech giants such as Samsung, Facebook and Google. If a fun workspace is created it’s not so that employees can goof off, it’ so that they have a relaxing and fun environment to work in – in order to be more productive.

Resource On Demand is Europe’s first specialist Salesforce Recruitment Company. We assist the world’s leading organisations to grow their technology teams. Supporting companies to fill roles that span across digital marketing, marketing automation, Human Capital Management, CRM system management and, Salesforce developer,Salesforce consultant and salesforce admin jobs.

The team at Resource On Demand have access to an extensive database of key talent, registering over 8000 professionals each year. To find out how we can support you call us on +44 20 8123 7769 or rod@resourceondemand.com.

What does the future hold for HCM?

What is happening in the HCM world?

Behind every great company is a HR Manager; a HR team and possibly an army of employees working on the chosen Human Capital Management (HCM) platform. Whilst there are many HCM SAP SuccessFactorssolutions to choose from. It does not change the fact that organisations will be looking to expand their teams throughout 2017 and well into 2018,  as new applications are to being added to these platforms, to increase efficiency and effectiveness.

It is the aim of global giants such as SAP SuccessFactors, Workday and Oracle, to expand their solutions into the cloud. And first up on the agenda is to give customers the ability to view the automated processes; enable drag and drop interfaces; mobile HR systems and intelligent services. So what else does HCM have in store for us?

HR & IT as one

It seems recruitment will see a huge increase across the next 2 to 3 years, as HCM and digital technology will combine to work as one. The aim is to allow HCM platforms to automate their solutions and offer a quick ‘self-service’ for business managers, lowering the HR admin responsibility, and in theory allowing them to focus on the people and skills within the organisation. Furthermore, HCM solutions will provide better business reporting tools and talent management solutions that identify and reward employee performance. And, from a technology point of view, implementation times will also be greatly reduced through the quick succession of cloud deployments and easy integration.

All of this goes to demonstrate that HCM is moving into a new generation of digital. So far, we have already seen this with SAP SuccessFactors teaming up with Microsoft’s cloud technology (Azure) to deploy their solution to the third party cloud. And, we probably can expect to see more alliances happening.  Plus HCM is now starting to filter down to the SME market, which is great news for them, as the burden of HR management is lifted.

Digital performance

In a recent article, Mandisa from ITWeb said that “Digital technology enables a business to deliver results fast, whether it be in recruitment, on-boarding, performance management, talent management, learning and development, career and succession management, and recognition and rewards. Present employees these days, and certainly those of the future, are unlikely to wait long for companies to provide valuable feedback and assessments of their performance.

This is a very interesting point. We are already seeing great ‘reward and recognition’ platforms on the market. And HCM platforms are really helping to drive this forward, as we are already seeing more powerful and effective analytics behind the automation.  We have a lot to thank the HCM giants for, as they enable new angles of delivering HCM services, that allow employers to swiftly engage with employees.  Social media, mobile apps, internal CRM and IoT tools can all be used to optimise working environments and productivity. Tracking efficiency, talent management whilst dishing out rewards in return.

The change is coming!

It is estimated that approximately 87% of organisations are currently re-designing, restructuring or considering a revamp of their HCM functions. A great example of how HCM is being transformed is by a company called iSystem, LLC whose integration allows Evolution HCM, to offer a service to their employees that automates communication of employee benefit enrolment.

This in turn will have a knock on effect, as more companies will struggle to find the right HCM skills within their organisations. Here at Resource on Demand, we are on the front line of the ever expanding HCM world, sourcing top talent, with phenomenal skills. The change is coming…but don’t panic, we have it covered!

Resource On Demand (ROD) is Europe’s first specialist Salesforce Recruitment Agency. They were founded in 2007 and are highly respected across the entire Salesforce ecosystem. Their specialist areas of recruitment include; Salesforce (SFDC); digital marketing and marketing automation technologies, which include Eloqua, Marketo, ExactTarget and Pardot; Human Capital Management (HCM) technologies such as Workday and SAP HCM and SuccessFactors. For more information contact ROD on rod@resourceondemand.com or on 020 8123 7769.

Could internal networking be the key to staff retention?

Since the explosion of social media, networking in business has taken on a whole new dimension. Yet what many managers and business owners have not yet caught onto is the valuable role internal networking and HCM Software can play in staff retention. Businesses are sometimes hesitant to implement internal networking systems because they aren’t sure what platforms or technology to use, or they are concerned about costs and administration, and its overall effectiveness. Before looking at how to successfully implement internal networking systems, let’s consider some of the benefits specifically relating to employee retention.

1. Expertise and information flow

Innovations often emerge from informal interactions when people simply approach tasks from different perspectives. Internal networking provides greater access to the expertise within anHCM Software organisation in a more informal way. Departments that may not naturally interact on a daily basis can draw from one another’s expertise to form ideas that may provide innovation solutions. Networking facilitates the flow of information and knowledge sharing between departments and people. Employees can contribute to the learning of others and this gives them a sense of belonging which in turn contributes to employee retention. They are no longer just an employee sitting at a desk doing a job, they have a tangible sense of contributing to the bigger picture and purpose of the business.

2. Building relationships and fostering collaboration

With internal networking, employees gain a better understanding of other people’s roles within the organisation, from co-workers and peers to managers. This understanding helps to build better working relationships between co-workers in different departments and can also help reduce conflict.

When one person is looking for information or has a query they can use the network to find the right person with the right expertise to assist them. This more collaborative type of working environment fosters greater staff retention as people are encouraged to share their knowledge and expertise while at the same time having the opportunity to learn from others.

3. Integration with HCM software

HCM SoftwareData captured within the network can be filtered to identify people with specific expertise or those who contribute and collaborate more. Individuals can be flagged for promotion or leadership opportunities and Human Capital Managers can gain a better understanding of where the expertise lies within an organisation.

Productivity can also be measured using metrics within HCM software systems and areas with improved efficiency can be more easily identified. This type of system integration can help reduce costs both operationally and in terms of employee retention. By retaining the expertise within the organisation it builds intellectual capital, promoting operational excellence. By comparison, when people leave an organisation, they take with them their expertise and the company then has to start the training process all over again, building up the level of expertise from an entry level. This takes time and costs the company in terms of resources.

4. Costs of not networking

It is estimated that productivity losses due to communication breakdowns within organisations can amount to as much as £17,500 per employee on an annual basis. In addition, it is estimated that organisations spend on average 17 hours a week simply clarifying communication between departments. In a company with 100 employees this can be valued at a cost of +/- £350,000 per annum. Internal networking can vastly improve communications and collaboration and can reduce these costs, making a big impact on both productivity and the business bottom line.

What to consider when implementing internal networking?

While informal networks such as Whatsapp chat groups tend to form naturally among peers, they are more difficult to manage and cannot be easily integrated with HCM Software systems. It is better for large organisations that wish to promote internal networking and use the data, to create formal networking channels using technology that is easy to implement and integrate. By being able to track information and communications, key areas of expertise can be identified which can help promote staff retention.

Different internal networks can be identified by specific projects, areas of expertise or departments, and can be moderated by a more senior staff member. It is recommended to manage each network internally by specific topics so that the threads do not get too long or complicated. This will facilitate better communications as well as make it easier to find relevant information quickly.
An objective of implementing an internal networking system should ultimately be to evolve the company culture into an environment that promotes good communications and collaboration, and generates information on which to build company best practices.

This type of culture cultivates a sense of belonging and purpose in employees in which they feel valued and enjoy coming to work. It’s a way to capitalise on the existing expertise within an organisation and leverage this, not only for greater productivity and reduced operational costs, but also most importantly, improved employee retention.

Resource On Demand (ROD) is Europe’s first specialist Salesforce Recruitment Agency. They were founded in 2007 and are highly respected across the entire Salesforce ecosystem. Their specialist areas of recruitment include; Salesforce (SFDC); digital marketing and marketing automation technologies, which include Eloqua, Marketo, ExactTarget and Pardot; Human Capital Management (HCM) technologies such as Workday and SAP HCM and SuccessFactors. For more information contact ROD on rod@resourceondemand.com or on 020 8123 7769.

Is SuccessFactors about to do a Salesforce?

In November 2016 Microsoft announced that they would be implementing the full SAP SuccessFactors HCM suite to their workforce of 114 000 employees. This is to date one of the largest roll outs of the software to be implemented on a global scale. With their steady growth and now the landing of this major contract, is SuccessFactors about to become to HCM what Salesforce is to CRM?

The Microsoft SuccessFactors deal

When announcing its adoption of SuccessFactors, Microsoft cited its reasons as the open platform strategy, flexibility, extensibility and its global capabilities. The software appealed to Microsoft’s cloud-first, mobile-first philosophy and it hopes that it will help drive employee engagement and create a better employee experience.

Ultimately Microsoft’s objectives are not that distant from other global organisations: to improve operational efficiency and reduce costs. The question is: Will SuccessFactors be able to deliver?

A competitive HCM industry

According to Workday CEO Aneel Bhusri, they are finding business opportunities in the US and Europe where there have been SucessFactors failures. Citing an inability to get large customers live,SAP SuccessFactors it’s a question of being able to scale the technology.

Yet Microsoft is not the only large global organisation that has chosen SuccessFactors. Ernst & Young which has 212,000 employees across 150 different countries is using the HCM software to empower regional HR teams to manage their talent needs and help standardise global HR processes. They cite the ability to improve automation and implement self-service technology as a major plus.

SIX Group which handles the infrastructure for Switzerland’s financial markets has also chosen SAP SuccessFactors along with the SAP HANA cloud platform as its HCM solution. It’s looking to have a more agile HR organisation to be able to drive HR transformation.

Companies in the energy sector such as SPFL Energia, Brazil’s third largest energy company have selected SAP SuccessFactors as part of the SAP suite of products to help drive its digital transformation and in the process achieve greater efficiency.

A leading Chinese design and clothing manufacturing organisation, Seven Brand, has implemented SuccessFactors in order to have access to real time HR data analysis to drive business transformation and retain its best employees.

Currently there are more than 1350 companies that have adopted SAP SucessFactors Employee Central and despite Workday’s CEO’s comments this shows no signs of tapering. What has convinced companies that this is the right HCM platform for them?

Global HR trends

Increasingly company CEO’s are recognising the value of employee engagement, from onboarding to social business and collaboration. Transformation appears to be a high priority for global organisations because of the complexities of operating in different parts of the world. HCM systems are expected to be agile, cloud based and be able to incorporate learning and training with talent management and detailed analytics. This then empowers HR and divisional managers to monitor team execution in terms of business strategies and help maximize the potential that their human resources represent in the organisation. Being able to achieve this successfully in different locations across the globe is invaluable and it appears this, at least in part, is SuccessFactors attractiveness.

Resource On Demand (ROD) is Europe’s first specialist Salesforce Recruitment Agency. They were founded in 2007 and are highly respected across the entire Salesforce ecosystem. Their specialist areas of recruitment include; Salesforce (SFDC); digital marketing and marketing automation technologies, which include Eloqua, Marketo, ExactTarget and Pardot; Human Capital Management (HCM) technologies such as Workday and SAP HCM and SuccessFactors. For more information contact ROD on rod@resourceondemand.com or on 020 8123 7769.

Human Resources: How HCM software is shaping the landscape

Human resources is an ever evolving profession. Over the years, various changes in technology and the way organisations do business have shaped and molded HR in order to keep up with the increasing pace of working life. In this blog, we’ll be looking at how human resources have changed over the years. And, more specifically, how HCM software such as SAP SuccessFactors or Workday, has affected the nature of human resources as a profession.

Then

Before the emergence of high-tech human capital management systems (HCM), HR professionals would manage personnel through on-boarding and the use of appraisals andHCM software reviews. On-boarding, which is also known as organisational socialisation, was the process through which new employees acquire the necessary skills, knowledge and behaviours to become both effective and competent in their new role. Before they could be tracked digitally, KPIs and staff progression in both a team and individual roles were down to either the Line Manager, or the HR team to track and assess. This meant that the process would often take a while, depending on the number of staff working at a specific organisation. And, yes occasionally individuals could easily be overlooked.

Another stumbling block would often be employee paperwork. Personnel files where organised and kept by HR staff in a centalised office and, when the need arose, could be adjusted and edited. This again caused slow processing times due to the sheer amount of paperwork involved. And in addition, Human Resources staff were also responsible for managing sick leave and absence. This again would involve paperwork required either before the absence or once the member of staff was back from illness and would all have to be filed and kept for future reference.

Lastly, peer reviews and catch ups were also the task of HR professionals to organise and keep track of. Staff progression was, essentially, left down to those working in HR to deal with. This wasn’t ideal as human error, lack of knowledge of the individual and bias meant promotions were occasionally received due to opinion, rather than facts around performance.

Now

HCM softwareNowadays, the role of the Human Resource department has taken on a more holistic approach to employee management. Employers are now increasingly aware that if their top talent aren’t constantly being motivated or developed, then they might just lose them. The good news is, that through the development of powerful software such as SAP SuccessFactors, this process as gotten a whole lot easier.  These systems are created to specifically track and monitor KPIs, absences and sickness, personal training and development and a whole lot more.

HCM software provides a more rounded picture of an individual and where they fit within the team and the business. They provide the ability to invite and collect 360 degree feedback from the individual, their peers and their managers, meaning that promotions and pay reviews can be judged more easily on the ability to do the job, performance and overall attitude.  And, because HCM software gives access rights and privileges, it makes it easier for Line Managers, senior management and Human Resources to share and view information on an individual, meaning that nothing gets overlooked.  Plus, businesses are now keen to appraise staff on a more regular basis, because they no longer have the burden of paperwork, which is great news for high performing employees.

These functions allow career progression and decision making to be based on fact and not just opinion to ensure that those members of staff performing well are recognised and rewarded accordingly. The American research and advisory firm, Gartner, describes HCM as “a set of practices related to people resource management”.

Resource On Demand (ROD) is Europe’s first specialist Salesforce Recruitment Agency. They were founded in 2007 and are highly respected across the entire Salesforce ecosystem. Their specialist areas of recruitment include; Salesforce (SFDC); digital marketing and marketing automation technologies, which include Eloqua, Marketo, ExactTarget and Pardot; Human Capital Management (HCM) technologies such as Workday and SAP HCM and SuccessFactors. For more information contact ROD on rod@resourceondemand.com or on 020 8123 7769.

HR Tech World’16 Coming Soon

Wondering about the future of HR technology?

HR Tech World is the world’s largest HR technology event and is recognised around the globe as the leading event on the future of ‘work’. This year it HR technologyreturns to Paris on the 25th and 26th October 2016, and will demonstrate how organisations are becoming more agile and innovative. Shaping the future of work through HR and technology, you will be able to find answers to your integrated payroll solution, strategy planning and employee learning problems.

The HR community has rapidly grown and influenced over 40 million employees, so this promises to be an explosive event.  The event will kick off at the main stage, and will include a ‘Crash Course on the Future’; a look at global HR; product demonstrations and entertainment from hypnotist and mentalist Keith Barry. Not to mention, fantastic networking opportunities.

Make sure you don’t miss out on your chance to attend this fantastic HR networking event and meet some inspirational influences within the HR community. Plus gain real insight into the evolving future of the HR Tech World technology.

To see the full agenda for the event, click here.

Resource On Demand (ROD) is Europe’s first specialist Salesforce Recruitment Agency. They were founded in 2007 and are highly respected across the entire Salesforce ecosystem. Their specialist areas of recruitment include; Salesforce (SFDC); digital marketing and marketing automation technologies, which include Eloqua, Marketo, ExactTarget and Pardot; Human Capital Management (HCM) technologies such as Workday and SAP HCM and SuccessFactors. For more information contact ROD on rod@resourceondemand.com or on 020 8123 7769.

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