Workstream Inc

The HR Consigliere

A recent blog post on SystematicHR.com brings to the fore an interesting point about the perception of HR as simply an overhead function.  Why is it that HR traditionally has not been empowered to help dictate the business agenda that drives a company? 

Part of the answer has to do with some of the more mundane tasks with which HR typically is associated.  After all, this is the group most workers contact first when they want to alter their payroll deductions or adjust the make-up of their 401(k). 

Overcoming the flawed perception of HR as nothing more than a cost center has long been a challenge for industry professionals. Fortunately, the transition from tactical HR to strategic talent management is beginning to take place, and technology is a big reason why.

State-of-the-art talent management software is providing HR with new and previously unavailable insight into the strengths and weaknesses of their organizations.  Beyond the efficiency and compliance benefits commonly associated with advanced talent management software, the latest systems also provide a cross-functional view into recruiting, performance, compensation and development data.  When HR can evaluate this content as a whole, rather than in pieces, their ability to make strategic business recommendations and adjust to changing company needs quickly increases significantly.

Through increased visibility, HR becomes a coach to the organization, a consigliere .  The strategic HR advisor is attuned to the organization’s highest priorities, and understands the competencies and skills required to meet them.  When the company states its desire to expand R&D in a particular product area, HR is uniquely equipped to assess whether the organization needs to recruit new employees, or if the requisite talent already is on board.  Likewise, if the company must decide whom to promote to an open senior management position, HR has unparalleled insight into how each candidate has performed historically and what is their preferred development path.

Talent management systems alone won’t make HR a more strategic advisor, but the depth and breadth of data now available will empower the most forward-thinking professionals.  Leveraging this resource, HR can make great strides toward clarifying misconceptions about the value of HR to an organization.   Check out more information on increasing the strategic value of HR in your organization within the Workstream podcast series.

~  Gary Damiano, SVP Marketing, Workstream

Aspen Skiing Company hit the slopes with Workstream

If you haven’t yet seen this, Workstream announced today that Aspen Skiing Company has decided to hit the slopes with Workstream mid-market solutions for performance, development and succession planning.  This is an exciting new customer, as it demonstrates the strong business case that can be made for Workstream’s mid-market solutions.  Aspen Skiing Company is proof that mid-size firms can compete effectively with larger businesses for top talent, provided they have access to talent management systems that are affordably priced, easy to use, and seamlessly unified.  Because Workstream mid-market solutions embody these characteristics, Aspen Skiing Company is now better equipped to grow by leveraging its employee assets, while limiting high costs associated with recruiting and turnover.  Now that’s a winning combination for any business!

~ Gary Damiano, SVP Marketing, Workstream

One-to-One Talent Management

The impending launch of Workstream Compensation Professional – the first-ever on-demand compensation solution designed specifically for mid-market companies – got me thinking about the various talent management challenges mid-market firms face in growing their businesses.
  

Talent management is crucial to a company’s success, as it impacts an organization’s ability to hire and retain top employees. In an increasingly competitive job market, the best and brightest candidates are snatched-up quickly, putting pressure on every firm – particularly those in the mid-market – to step-up recruiting, compensation, performance management and development efforts.

As has been discussed in this space before, managing processes as complex as talent management is a logistical nightmare with spreadsheets and other paper-based tools. What companies need, of course, is a comprehensive, easy to use and unified suite of applications, which can be “personalized” for one-to-one talent management down to the every manager, every employee level.

Here’s what I mean by one-to-one talent management. Managers know best what their employees need to be successful, and so talent management solutions should provide managers up-to-date company information and flexibility to accommodate each employee’s unique situation. For example, compensation likely varies across a manager’s group. That manager needs easy access to data regarding company guidelines for salary, stock and variable pay, as well as the flexibility to make exceptions to suit the needs of specific employees. This same scenario applies to development goals, performance management and all parts of talent management.

Advanced talent management suites, such as that which is offered by Workstream, provide managers access to tools that help accomplish this balance. Workstream in particular puts critical budget information, powerful in-line analytics capabilities for planning purposes, and the flexibility to offer a variety of compensation options, at the fingertips of every manager.

Going forward, businesses leveraging Workstream will be able to provide employees access to a centralized, personalized dashboard for reviewing performance metrics, total compensation opportunities, job descriptions, and more. The result is visibility and transparency between employees and employers, and agreement on what is expected to happen today and in the future.

To learn more about one-to-one talent management, take a look at the Wall Street Journal’s article entitled, “The new goal for human resources: establishing a workforce of one,” or the HR.com blog article entitled “Managers: a key factor in employee retention.”

Unified talent management systems that drive one-to-one experiences are key to competing in the global marketplace. With Workstream solutions for mid-market companies, accomplishing this goal has never been easier.

~ Stephan Millard, Director, Product Marketing, Workstream Inc.

The Good, The Bad, The GREAT of Compensation Planning

On Wednesday this week, Workstream hosted a Webcast, "Compensation Planning – Serious Business for Mid-size Companies". Turnout was phenomenal, which was expected, given the critical need mid-market companies have to improve the process by which they manage total compensation. Attendee feedback centered around the desire mid-market firms have to limit compliance risks by avoiding compensation data errors, and the advantages of streamlining and accelerating total compensation planning by eliminating spreadsheets. Webcast participants were also treated to a sneak preview of the new Workstream Compensation Professional solution, launching soon. Finally, mid-sized businesses can get the same benefits that Workstream enterprise customers have enjoyed for a long time!

Small Cap Investor Finds Value in Workstream

ValueFind: Workstream Inc.
by Matt Ragas, Small Cap Investor

A recent infusion of big-time talent has things looking up for a beaten-down microcap software play in the human resource management sector. After years of largely profit-less growth, Burlingame, Calif.-based Workstream Inc. (Nasdaq: WSTM) could finally be poised to turn the corner under a recently revamped management team. In February, Deepak Gupta, the former general manager and founder of PeopleSoft’s On Demand software unit, was named chief executive of tiny $56 million Workstream. Prior to PeopleSoft, Gupta was the chief architect of Oracle Corporation’s (Nasdaq: ORCL) hosting business and the global leader for the software giant’s middleware line.

Since the hiring of Gupta, a string of heavy hitters from established enterprise software leaders have also joined Workstream’s executive ranks. This impressive group of new sales & marketing hires hail from Oracle, PeopleSoft, International Business Machines Corp. (NYSE: IBM) and Kronos among other well-known software companies. While it remains to be seen if Gupta can charge up Workstream’s top-line growth and lead this microcap software play to profitability, he certainly has attracted a high-caliber management team that has tasted success before.

Founded a little over a decade ago, Workstream has historically focused its efforts on selling compensation, performance and talent management solutions to large enterprises (over 2,500 employees). Workstream’s 400 customers include such brand names as Wells Fargo & Company (NYSE: WFC), Nordstrom, Inc. (NYSE: JWN), Chevron Corporation (NYSE: CVX), E. I. du Pont de Nemours and Company (NYSE: DD), The Home Depot Inc. (NYSE: HD), the American Red Cross and the U.S. Federal Bureau of Investigation. In a bid to significantly expand its market opportunity, Workstream unveiled last month three new on-demand solutions for mid-sized businesses (between 100 and 2,500 employees). Workstream’s software frees companies from having to manually manage human resources processes using spreadsheets and paper documents for tracking...

Click here to read the entire article.

Hot Button ~ Employee Pay vs Performance

A smart piece by Andrea Coombes at at CareerJournal.com – "Is the Pay Gap Between Execs And Average Workers Too Wide?" – hits on the disconnect between employee pay and performance.  No doubt, this is a hot-button issue – and rightfully so.  Employers and employees – not to mention company shareholders – deserve a process whereby compensation and performance is closely correlated, tracked and communicated among authorized parties.  Of course, automation is central to making this happen, and Workstream is contributing a solution.  Apparently, companies are getting the message:  41% of workers say their pay is based on performance, up from 35% a year ago, according to a survey cited in the article.What's your experience with this hot button issue...?

A Single Source of Truth

Poor spreadsheets.  These days, everyone is on the bandwagon to dump the spreadsheet as a primary tool for business management.  The emergence of easy to use, low cost on-demand software is quieting even the most staunch supporters of spreadsheets, other than for individual use and personal productivity. 

Spreadsheets are a particularly bad tool for managing employee talent in an organization.  A company that is intent on extracting maximum value from its employee talent pool requires a central repository – or “Single Source of Truth” – for capturing and processing employee data.  Despite their myriad uses, spreadsheets will never be more than silos of disparate information.   

By contrast, talent management systems automate and unite functions, including recruiting, performance, development and compensation, bringing people and processes closer together.  The best talent management solutions are inherently capable of handling collaborative activities, because data is integrated and filters back to a common receptacle. 

Employee recruiting is an example of a process that has no business being managed via spreadsheet.  Any given company likely has dozens of positions available, for which hundreds of candidates may be applying.  Tracking and managing candidates through the interview process produces significant amounts of data.  Ideally, the content would reside in a recruiting system that is connected to other talent management solutions, enabling managers to share information, and ensure that key data – or a superstar candidate – does not slip through the cracks.

Spreadsheet-based talent management also compromises data security and auditability.  For example, when an employee edits a spreadsheet, whether intentionally or otherwise, frequently there is no trail of that change, or who made it, left behind.  If that spreadsheet contains sensitive data, such as employee compensation information, the company may be exposed legally.  The same is true for recruiting and performance data, which must be centralized and easily accessible, should an employee raise questions about the hiring and firing processes. 

Security and compliance are only part of the reason to automate talent management activities.  Equally important is the impact that a Single Source of Truth has on company growth.  Companies that desire to grow rapidly must have a system that links and centralizes employee data.  The thought of managing recruiting, performance, development and compensation manually, with spreadsheets, is daunting, and may bring a company to a halt entirely. 

Similarly, employees must be firing on all cylinders for a company to grow successfully.  Research shows that, in many companies, only a minority of employees are highly productive and engaged.  To grow fast, businesses need a single system of record for finding and hiring top talent, establishing performance goals, development, compensation, etc.  When process management is cobbled together with spreadsheets, employees become disconnected and companies have a difficult time meeting growth projections.

Workstream has addresses these issues by automating talent management, and eliminating the need for spreadsheets in mid-sized and large organizations.  Workstream offers the most broad set of talent management solutions in the industry, and its systems work together out-of-the-box, since it is only logical that a company would want to compensate an employee based on his or her performance.  Most important, Workstream delivers its solutions on-demand, which means they are cost-effective, quick to deploy, and require minimal support from IT. 

Spreadsheets are great – I use them all the time for personal and trivial business purposes.  But talent management is critical, and only an automated, integrated on-demand system provides the Single Source of Truth companies need to maximize their potential.

~ Kevin Haugh, Senior Director, Product Marketing, Workstream Inc

Smart. Simple. Spreadsheet-free.

Swimming in spreadsheets? Drowning in data? Irate with IT? Choking on complaince? Crazed by consultants? Bogged down with budgets? Tune in to learn about spreadsheet-free online talent management solutions.

How to Generate a Positive Return on Talent

We’ve all heard of return on investment.  Well, how about return on talent?

Far more than the HR marketing term du jour, return on talent is a very real and important concept that impacts businesses of all shapes and sizes, particularly those in the mid-market.

Return on talent speaks to the critical need companies have to retain and develop their best people.  Unlike anything else, top-notch talent is an asset whose value increases over time, as employees contribute to new and different parts of the organization.  Therefore, the longer that top employees remain with a company, the better it is for that business, and the greater is that company’s return on talent.     

Generating a positive return on talent requires a focus on the issues that influence employee satisfaction, and a review of the business processes that enhance satisfaction.  For example, employees who understand clearly what is expected of them, how they fit within the company, and how they are intended to develop and thrive over time, are more likely to be content in their jobs.  A common concern is that the best employees are the first to leave when they realize a growth path has not been thoughtfully outlined for them.   

Avoiding this problem requires a change in the processes companies are using to ensure employee satisfaction.  Too often, businesses are reactive rather than proactive when it comes to addressing employee career needs.  Only when an employee gives notice does the company make an effort to address issues like compensation, performance and growth.  By then, the employee already has one foot out of the door.

Frequently, though not always, the same companies still are using spreadsheets and other manual tools to track and manage employee development and performance, as availability and awareness of alternative methods was limited.  Until recently, technology solutions that automate key talent management processes have been available only to the largest companies, due to their high price points and complexity, leaving mid-market firms mostly out in the cold. 

That all is changing with the availability of Workstream Professional solutions, the first fully integrated on-demand talent management suite for mid-sized businesses.  Companies targeting an immediate return on talent will be delighted to find that Workstream solutions are easy to use, fast to deploy, and spreadsheet-free.  Included in the suite are solutions that automate recruiting, performance, compensation and development, in a manner that is consistent and auditable.

Much like return on investment, measuring return on talent is easier when business processes have been automated and integrated.  Implementing a talent management suite from a single vendor rather than multiple niche providers will enable companies to improve employee retention rates, drive higher levels of productivity, and generally execute better.  These are the metrics mid-market companies, with limited room for error when choosing technology solutions, should be asking vendors about. 

The net-net is that talent is scarce and the ability to keep it is mission-critical to a company’s success.  But knowing that is only half the battle; establishing the optimum return on talent demands that a company align employee objectives with those of the company, using the most advanced talent management solutions available.  When, and only when, this happens, will companies realize the return on talent benefits they need to grow.

~ Michael Gioja, CIO, Executive Vice President, Products and Services

Smart. Simple. Stress-free.

Poor performing workforce? Unengaged employees? Tune in to learn how to identify and attract key employees, compensate to motivate, and train to retain.