Today’s companies need to take a hard look at how, and if, their organizational design is helping them meet customer needs and demands. By sitting back, businesses may soon find customers looking to spend their dollars elsewhere.
To attract and retain talent, businesses must focus on the employee experience they are creating. With technology improving personal lives, employees expect to see the same intuitive and up-to-date technology at work. When it comes to HR, both current and prospective employees will expect improved experiences within recruitment, training and development, and collaboration and productivity.
Self-employment has been on the rise and is becoming widely referred to as the “gig economy.” With one in every three Americans working as a freelancer, this movement goes far beyond popular examples like Uber and TaskRabbit.
It’s an altogether too common scenario. A company makes a major technology purchase and spends large amounts of time, effort, and money implementing the new system. But once it’s up and running, it fails to deliver the expected benefits.
Learn how, as Generation Z takes its place in the workforce, organizations must adapt their talent programs to accommodate the traits of these new workers so they can continue to attract and hire the best and the brightest among them.
Learn how KPMG's professionals helped a global pharmaceutical leader’s HR organization harmonize technologies, services and processes following a period of transformation in which the company had completed more than two dozen acquisitions and divestitures.
Currently, most businesses are using analytics and intelligence rather than true artificial intelligence. However, big technology organizations that are inherently data-centric already engage artificial intelligence in recruiting functions.
To be successful, organizations need to understand what their true cost to serve is. And with the data available today you are able to assess what your cost to serve is and make more informed decisions.
As the labor force is changing to meet the needs of advanced applications of automation, many jobs will be reconfigured and redesigned. Learn about how employees may be impacted and how leaders can overcome these challenges.
For digital and human workforces to complement each other, companies must encourage innovation to become a core competency of their employees. Explore the four steps employers can take to make that happen.
Learn about what digital labor means from the perspective of the HR organization, and what potential issues organizations need to deal with, from Mike DiClaudio, a principal in the U.S. firm and an executive member of KPMG’s People and Change practice.