Employees, devices, and applications are no longer locked away inside the corporate perimeter. They’re on the web and on the go. Providing security for a new breed of anytime, anywhere workers and cloud-based applications requires a novel approach: a zero trust security model.
Assuming that every user, request, and server is untrusted until proven otherwise, a zero trust solution dynamically and continually assesses trust every time a user or device requests access to a resource. But zero trust offers more than a line of defense.
The model’s security benefits deliver considerable business value, too. Read this white paper to learn more about:
-Protecting your customers’ data
-Decreasing the time to breach detection
-Gaining visibility into your enterprise traffic
-Reducing the complexity of your security stack
-Solving the security skills shortage
-Optimizing the end-user experience
-Facilitating the move to the cloud
People are the most important
part of your organization.
Understanding what they do,
how they do it, and even why
they do it, provides invaluable
insights for optimizing your
processes, department, or
And as a business leader, in many ways
you’ve never had it so good. There’s more
people data available than ever before,
and you’ve got the opportunity to put it
to work through data-driven initiatives
like changes to workforce demographics,
employee retention, or benefits allocations.
And most important, you have a chance to
fuel business decision-making with smart
Once you’ve learned how to turn your
people data into real business value, you’ll
create more visibility within your business,
and everyone will see that the rewards of
HR analytics are worth the effort. It’s time
to take the opportunity to prove the value
of data-driven HR. No more darkness.
Otherwise, the only journey ahead is into
some challenging pitfalls. We’ve identified
five of t
SuccessFactors Employee Central provides a single employee global system of record that is deployed in the cloud and brings greater workforce visibility to small and medium-size businesses. HR can quickly integrate workforce data from the SuccessFactors BizX Suite of talent management solutions – including Performance and Goals, Compensation, Learning and more, as well as from third-party systems, such as payroll, benefits, and time and attendance. Employees can use the Employee Central self-service features to update their personal information, while managers can easily change employee information such as promotions, salary changes, terminations and more with customized approval workflows. The result: An integrated 360-degree view of the workforce that HR can access through standard and ad-hoc reports to make fast, informed decisions based on consistent, up-to-date data. To learn more, download the SuccessFactors Employee Central business brief for small to medium-size businesses
Published By: Workterra
Published Date: Nov 10, 2017
Mid-market HR today is being asked to be a business partner in areas that range from compliance to employee engagement. They need to be able to connect the dots among various sources of employee data to deliver better-informed business decisions to help achieve strategic goals.
Connecting those dots and delivering those results demands more HR firepower and greater data visibility than the manual or homegrown processes and systems often used by mid-market organizations can deliver. On the other hand, most mid-market companies aren’t ready for the intricacies or expense of human capital management (HCM) systems designed for enterprise-level organizations.
The answer for forward-thinking HR leaders who want to boost their team’s capabilities and play a greater role in their company’s future is having core HR functionality designed into an integrated benefits administration solution.
Automated HR that delivers core HR features as part of its architecture — not as an afterthought or a separate, stand-alone module — gives HR leaders:
• The tools they need to better handle their administrative work
• The data and analytics necessary to better coordinate programs and more confidently make strategic decisions
• A user experience that makes life easier for HR and employees
Artemis Health teamed up with Employee Benefit News to research the current “benefits landscape.” We surveyed self-insured employers to find useful trends, interesting stats, and info on what leaders like you are doing to improve their benefits strategy. In this whitepaper, you'll discover:
• Regional differences in benefits offerings and priorities
• What benefit leaders believe they can accomplish with benefits data analytics
• The features and functionality your peers are looking for when they evaluate a data solution
Self-insured employers are mining their health and benefits data to save costs and provide quality care for employees. Data is driving business decisions, but how do you get from millions of rows of data to a consumable graph to taking action? In this white paper, we’ll delve into data analytics best practices that help self-insured employers find actionable insights in their benefits data.
• Which data sources will help you ensure you’re measuring the right thing at the right time
• How to ensure data variety and choose key metrics
• An example of a successful predictive analysis using benefits data
With 2.5 billion employee-owned mobile devices in the workplace today, enterprises are struggling to capture the business benefits while bracing their IT infrastructure against data breaches and a deluge of mobile traffic. A new study reveals that the most mobile-savvy organizations are employing specific best practices, including mobile planning, integration, optimization and management to achieve mobile infrastructure maturity.
Companies can realize significant savings with an automated absence management system. Download the Optis study to see how one company saved over $8 million by reducing lost time and getting a handle on leave.
When employee absences can make up 36 percent of an employer’s payroll, companies need to manage leave without adding costs. Find out how an integrated system will improve the bottom line and bring people data together.
Integrating leave and workforce data doesn’t have to be overly complicated. With the right plans, you can make the business case to implement an integrated database so you can get the people answers you need.
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