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10 Things to Know Before Implementing SuccessFactors LMS

Are you ready for your implementation?

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Five Key Points for a Successful Cloud Talent Management System Implementation

Posted by Nathan Botelho, SuccessFactors Consultant   With SaaS becoming the new status quo for enterprise processes, data management and analytics, more and more companies that currently use spreadsheets and paper in their day-to-day HR routines are migrating to the Cloud as part of their growth strategy. And, as you can imagine, there are many […]

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Data Migration: Journey to the Cloud – Part 1

Data Migration is an area that is always underestimated. If possible, begin data migration activities early. This allows time to plan the migration timeline against the project timeline, time to understand your data, and identify where there are potential risks and issues. In short, starting early allows more time to resolve conversion and data quality issues earlier in the data migration process.

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Advanced Customization Comes to Career Site Builder

Companies that want to take advantage of Career Site Builder’s powerful features used to have to sacrifice some custom branding and design elements. But that’s changed.

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How the Changing Oil and Gas Industry is Pushing HR Software to Evolve

As the oil and gas industry moves into the digital realm, nanobots, drones and integrated remote pipeline sensors aren’t the only technologies invading the oilfield.

Human resources software developers are pursuing innovative ways to meet the demands of this “cell phone to well head” world of oil and gas operation. With rapid and focused operator training requirements and the generational transition of the work force, HR software crafted to the needs of digital oil and gas is in high demand.

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How to Use SuccessFactors Reports Based on Use Case

Examining and utilizing data is a challenge due to the desire of organizations to provide consistent and real-time information. This led HR departments to computerize their process, which increases the volume of managed data.

We know that reports can range from simple data verification after an import (or replication) to more complex reports that cross career development vs. performance reviews or payroll data. Therefore, we conclude that the greater the complexity of the desired information, the more combinations of data we have to include in the report. Understanding that not all reports are sufficient for all data sets is key. By understanding the desired information, we are able to identify what report will be most effective.

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Five Insider Tips for a Smooth SuccessFactors Talent Hybrid Integration

Get 5 tips from our resident technology expert, Michael White, on how to move from on-premise to the cloud more easily and effectively.

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How the Cloud Saves You Cash (Infographic)

Is it time to move to the cloud? Understanding all of the costs involved with on-premise and the cloud can help make your decision much easier.

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SuccessFactors Remediation: Our How-to-Guide for Optimizing SuccessFactors

Do you have a SuccessFactors implementation that is outdated and that no longer does what you need it to do? Why spend money on a new system when you can update your existing system and make it work like new?

Here are some steps that you can take to set this in motion.

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Sending out an “SOS”: HRIS Assessments and Remediations

Many organizations eventually realize that their HRIS landscape is no longer working for them. The system versions are out of date, the processes aren’t integrated as originally designed and no longer fully support current business needs, and the user experience is deteriorating. These are common problems that we see with clients who have been on their HRIS system for a period of time without proper on-going support. If you have found yourself in this position, we suggest a few steps to get back on track.

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