Human capital management (HCM) is differentiated from human resource management (HRM) by one word. For many HR professionals, it is also distinguished by an important difference in perspective. While HRM has traditionally looked at the people in an organization as a resource to be acquired, allocated and replaced as necessary (much like any other resource), an HCM approach…
“Perceives people as assets (human capital) whose current value can be measured and whose future value can be enhanced through investment.”
While the underlying legal frameworks and the nuts and bolts of managing staff remain the same, execution becomes more strategic and less transactional if it’s founded on an HCM perspective.
Similarly, there may be only one word separating traditional HRMS and Social HRMS—but it is one word that carries a world of difference. Building on a base of essential HRMS functionality, today’s leaders in Social HR technology incorporate an array of social elements that reflect the preferences of a changing workforce and better support communication, collaboration, performance, employee development and engagement. Some key Social HR components include:
Real-time, 360-degree feedback
Shareable peer recognition
Sharable goal tracking
Inline communication and collaboration tools
When social HR technology is combined with HR analytics and big data, it offers a powerful new framework for HCM that combines HR’s perspective of people as valued assets to be cultivated with evidence-based data to support the investments they wish to make in planning, recruitment and employee development.
While some may argue that legacy HRIS systems removed much of the humanity from the human resources function by reducing people to numbers in a complex data management system, social HRIS is focused on putting the “human” back into HR. By adding a social layer to the essential data management functions of the traditional HRIS, these new tools become a platform for both efficiency and interaction; they become a pleasure to use, instead of a necessary tedium.
At TribeHR, our passion is vested in the intersection where people and technology meet. We refuse to believe that technology detracts from human interaction and communication. It simply adds another mode and, in doing so, opens up (literally) a world of opportunity for talent development, growth and performance.
We focus our passion on determining how best to use technology to support three key objectives:
Reducing HCM drudgery with well-designed tools that simplify daily tasks.
Building a high performance culture through enhanced connection and recognition.
Leveraging technology to enrich human interaction and collaboration in the workplace.
The world is changing. Social technologies are a huge part of that change. As long as the people we recruit and manage continue to embrace these social technologies as their preferred means of connecting and interacting, HCM and social technology are an inevitable match. We happen to think they were made for each other.
HR technology is a hot industry right now. A recent article on Forbes by Josh Bersin from Bersin by Deloitte highlights a few of the many reasons for this explosion. We love it. At TribeHR, we've worked hard to recognize market trends, and have responded by creating an affordable cloud HR software solution that responds to the evolving HR needs of businesses with under 1000 employees.
Aging HR systems that don't accommodate emerging social media, provide real-time recognition and responsiveness for employees, or track the vital data that businesses need to suceed, not only fail in their obligations to
We've been talking for years about how it's important that your core HRIS, your talent management, and your applicant tracking systems are integrated into one software suite. So today the team at TribeHR is super excited to announce that now you can integrate all of these HR processes with your accounting, enterprise resource planning, customer relationship management, and eCommerce systems, too. The launch of the new TribeHR SuiteApp for NetSuite customers now makes it possible for thousands of businesses worldwide to experience social HR in the cloud platform they've come to know and love.
As Joseph put
2012 was a busy year for HR technology. From acquisitions and controversies to IPOs and innovations, businesses the world over saw human resources software in the spotlight.
With a busy 2013 already underway, it can be easy to forget how significant 2012 truly was. If you’re going to remember just ten key events, let these be them:January
All photos by Masakazu Matsumoto.
After an unremarkable few years in the wake of 2008’s economic collapse, SAP finally hit the big one late in 2011, announcing the acquisition of SuccessFactors for $3.4B (the deal would go on to close in February 2012), and relaying that
Technology is the lifeblood of business and commerce, running entire organizations and keeping employees in touch with one another in real-time, every day. Digital connections in particular are vital in the workplace, as they prevent common problems like verbal miscommunications and lost paperwork.
Aside from their valiant ability to transcend mumbling and papercuts, tech-enabled connections also quickly get your workforce on the same page for projects, campaigns, and other goals.
Making friends at the office is a daunting prospect, but an important one for new employees. A recent studyfound that morale and productivity increased up to 25% when regular groups formed
In highly competitive industries, C-suite executives rely on communities of employees who are dedicated to success for the enterprise and energized by opportunities to solve difficult problems. In these organizations, there are countless ways for human resource professionals to play vital roles, from sustaining corporate culture, to building an HR brand that provides value across departments, and even implementing and supporting user-friendly corporate communications systems.
It takes more than a suit for HR to show value. Flickr/SCA
The best human resource managers in the world are filling critical new roles in leading knowledge-based organizations throughout the global market. But
Large companies tend to hire large numbers of employees. This, of course, increases the number of touch points for human resources (HR). At a certain point, it becomes virtually impossible to manually deal with every HR responsibility in an even remotely efficient manner. By deploying HR solutions software, HR managers can get the assistance they need, alleviating some of the pressure and stress that results from overworked staff.
Some software tools are targeted exclusively at managers, while others offer solutions that are specially designed as HR employee software. Such systems empower employees to carry out HR-related tasks independently. They’re
Human Resource managers throughout Canada are becoming increasingly aware of the benefits of investing in HR systems and software as they strive to develop their workforces. The value derived from using top HRMS software, and especially talent management software, cannot be understated.
With so much tech develop restricted to the United States, and especially Silicon Valley, many Canadian businesses fail to recognize that there are powerful, locally-developed HR solutions. Canada’s leading HR management software vendors, TribeHR among them, have investment millions of dollars into local economies, from New Brunswick to Waterloo to Vancouver and beyond. Canadian-made human resources software
Successful businesses leverage their supportive environments and employee relationships to promote productivity. We hear about this all the time. But there’s also really solid data to back it up.
When employees aren’t engaged, things can run down hill very quickly. As HiringSmart reports, there’s a positive relationship between stock price and employee engagement. For example, highly engaged workforces had shareholder returns that were 19% higher than the average for all companies. Conversely, companies with lower levels of employee engagement also had lower shareholder returns.
So employee engagement can directly cause a shift in profits and share prices. The
On Tuesday, Salesforce took a big step into the human capital management technology market with its re-branding and re-launch of Rypple as Work.com, a system that motivates employees while aligning and boosting performances. While the HR software market is crowded, it’s also an exciting space that’s currently in the midst of rapid innovations and major consolidations.
You may be familiar with recent headline-garnering changes in our market; in the past few months, Oracle acquired Taleo for $1.9 billion, SAP acquired SuccessFactors for $3.4 billion, Workday announced a $400 million IPO, and IBM acquired Kenexa for $1.3 billion. The HR