How can organizations tap into their workforce to achieve specific business outcomes? The answer - and the future of HCM - lies in the three closely related areas of talent management integration, spaces, and information delivery.
NSS Labs performed an independent test of the Trend Micro Deep Discovery Inspector Model 4000 (Hardware model 4100) v3.8 SP5 and OfficeScan (OSCE) v12.0.1807. The product was subjected to thorough testing at the NSS facility in Austin, Texas, based on the Breach Detection Systems (BDS) Test Methodology v4.0 available at www.nsslabs.com. This test was conducted free of charge and NSS did not receive any compensation in return for Trend Micro’s participation.
While the companion Comparative Reports on security, performance, and total cost of ownership (TCO) will provide information about all tested products, this Test Report provides detailed information not available elsewhere.
Published By: Ascentis
Published Date: Sep 28, 2010
HRIS solutions designed for very large organizations can be costly to set up and maintain, and often require the services of an army of consultants to keep them operational. Systems designed for very small organizations concentrate on either HR functions such as attendance and compensation, or on benefits management, but usually lack the ability to integrate the two areas. To be a practical investment choice for a mid-tier organization, a satisfactory HRIS solution must have its HR and benefits functions highly integrated. It must be agile so it can easily be kept aligned with the constant change in compliance laws, and it must be robust and secure, built on a tried and true platform foundation.
A successful pay-for-performance culture can literally transform any business. Learn the key steps necessary to unlock your employees' potential, keep your "superstars" happy and ultimately drive a healthier bottom line.
For many companies, 2012 was a year of positive momentum and better results. Consequently, strong optimism influenced planning for 2013, leading to one resounding, emphatic focus: GROWTH. As such, companies geared their compensation plans to focus the sales force on growth. Has it worked? This, at first glance, should be a simple question for sales compensation professionals to answer, but it is often illusive.
This practical, high impact discussion will provide attendees with key practices for how to understand the effectiveness of their sales compensation plans and where to look as they seek to make improvements.
•Key Do's and Don’ts for Assessing Plan Effectiveness
•Core Plan Effectiveness Metrics to Leverage
•Next Steps for Making Improvements
•Learn how technology can be used to sharpen management’s visibility
•Understand the operational efficiencies that can be achieved with Sales Performance Management technology.
Published By: Anaplan
Published Date: Nov 27, 2017
"A recent CSO Insights’ study* found that 69 percent of organizations use three or more metrics to build their sales compensation plans, but modeling and planning this sales strategy can quickly become too complex as a spreadsheet-driven exercise.
Download this white paper to find:
• The disconnect between sales behavior and incentive compensation structure
• A recommended approach you can take to optimize your compensation plan
• Three key steps to better predict and control sales revenue
*CSO Insights 7th Annual Incentive Compensation and Performance Management (ICPM) study"
Published By: Anaplan
Published Date: Nov 27, 2017
"Your sales compensation plan must align to market practices to attract, motivate, and retain the right talent. But only 20 percent of companies surveyed reported complete alignment between the sales compensation program and company objectives.
To achieve the full benefit of an aligned sales compensation plan and a productive sale force, it is best to streamline the many siloed sales planning processes, including:
• Cost of sales
• Account potential
• Sales capacity
• Territory and quota
• Sales forecasting
Download this white paper to see how successful compensation programs can collate numerous data inputs and align processes to meet business goals."
Published By: Anaplan
Published Date: Mar 29, 2018
Incentive compensation represents the potential of delivering optimal sales results. But with up to 60% of sales reps’ income coming from incentive comp, it is crucial to get this right. Our study data has shown that ineffective compensation structures can lead to disengaged reps, high turnover, money left on the table, and low margins. The way we have designed and managed incentive compensation plans in the past may inhibit the sales force and prevent the business from scaling at the needed rate. Modeling and planning quickly become too complex for a spreadsheet-driven exercise.
NSS Labs performed an independent test of the McAfee Endpoint Security v10.5 product. The product was subjected to thorough testing at the NSS facility in Austin, Texas, based on the Advanced Endpoint Protection (AEP) Test Methodology v1.0, which is available at www.nsslabs.com. This test was conducted free of charge and NSS did not receive any compensation in return for McAfee’s inclusion.
This report provides detailed information about this product and its security effectiveness. Additional comparative information is available at www.nsslabs.com.
This model captures leading market characteristics and stages of innovation for the next three to five years in order to aid executives, managers and practitioners in planning SPM initiatives that best match corporate needs and capacities for implementing new technologies.
SPM solutions are becoming attractive, not only because early adopters are achieving success, but also because there is increasing pressure on compensation teams to deliver more. Organizations are demanding more than just accurate commission statements that are delivered on time. They need visibility, analysis and oversight into the entire variable compensation process; increasingly, they are relying on their sales operations, compensation and cross-functional teams to provide more sophisticated insights into what is working and what isn't.
By now, it’s well-accepted that a comprehensive, up-to-date compensation plan is a must for successful business. A tight talent market means organizations are focusing more than ever on strategies to retain and hire top employees, compensation being a big one. Unfortunately, putting together a strong compensation plan is no easy task. It requires in-depth thought, cross-team collaboration and real effort
The business world now revolves around data. All employee actions and organizational decisions are backed by data (or at least that’s the idea). And as we set up ever-more mechanisms to capture information, and new data collectors emerge, there’s no shortage of available data sources.
Prior to using PayScale, each customer set compensation ranges through a mix of gut feel and resource-heavy compensation data management. Resource constraints lengthened compensation review cycles that resulted in either abbreviated cycles or multiyear review gaps. Incomplete compensation reviews and poor data quality led to more compensationrelated issues with current employees and prospective recruits: longer recruitment cycle times, higher recruiting costs, reduced employee satisfaction, and increased turnover.
Leading a successful business means knowing the market, understanding
product trends, hiring the right people, enabling those people, staying on top
of expenses, making the right investments and countless other responsibilities.
One area you may or may not have on your mind is compensation. In today’s
tight talent market and ever-increasing competition spurred by technology,
the web and globalization, getting compensation right is more important than
ever. It impacts recruiting and retention, sure, but it also affects company
culture and even your bottom line. It has legal implications, too.
With the changing demographics (and expectations) of the current workforce, plus
automation opportunities today’s software provides, it’s time to modernize your
organization’s compensation. In this guide, we’ll share in detail the reasons you
should make modernizing your comp a priority, the value and ROI of implementing
modern compensation software and specifically how PayScale’s modern comp
A total rewards program is
made up of several elements —
WorldatWork lists them as
compensation, benefits, worklife
performance management and
talent development — so it’s no
wonder that putting together
successful packages is a complicated,
endeavor. There’s so much to
consider and evaluate, and if
you’re like most of your HR and
compensation colleagues, you
have a lot of questions.
Well hey — that’s what this
ebook is here for.
Rusty Lindquist, VP of Thought
Leadership at BambooHR; Dave
Smith, Chief Product Officer at
PayScale and Jill Christensen,
Founder of Jill Christensen Intl.,
recently hosted a panel discussion
in which they offered insights
and tips on the biggest,
most frequent concerns around
total rewards. What follows is a
distillation of their very helpful
advice on the most common
Download this free e-guide to gain an understanding of predictive analytics concepts, how to align your data sources to unlock the value of the data in your organization, analyze the correlations, and reap the benefits of analytics in optimizing sales performance.
Download this very brief guide now and reflect on the 9 Indicators. If you answer "no" to two or more of the questions listed within, there is undoubtedly sufficient ROI to strongly consider replacing your current incentive compensation system.
Most talent management solutions are missing the one critical component that will make positive business impacts a reality - learning. The "Failing to Learn" whitepaper helps outline the best combination of learning management system and talent management application that will maximize revenue growth by addressing learning's role in onboarding, performance, succession, compensation, and social networking.
DatacenterDynamics is a brand of DCD Group, a global B2B media and publishing company that develops products to help senior professionals in the world's most ICT dependent organizations make risk-based infrastructure and capacity decisions.
Our portfolio of live events, online and print publishing, business intelligence and professional development brands are centred on the complexities of technology convergence. Operating in 42 different countries, we have developed a unique global knowledge and networking platform, which is trusted by over 30,000 ICT, engineering and technology professionals.
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