Group items tagged

The classic philosophy in hospitality goes like this: customers – whether leisure, business, corporate group or SMERF members - require services provided by super nice, smiling, well-trained humans.

I believe the notion that guests are demanding human-provided services is greatly exaggerated, especially today. A great example of why guests do not care about human-provided services as much as some in our industry think comes from the vacation rental sector.

The vast majority of these short-term rental bookings were done online via Airbnb, Vrbo, FlipKey, Vacasa, etc.

Workday’s cloud-based system will provide business users across the organization, from back-end functions such as finance to front-end such as production, with real-time access to relevant information from one source, delivered in easy-to-understand visual snapshots of data.

with HR and finance data in one system, human resource managers will have direct access to spend data that can help with recruiting, hiring, and retaining the best talent.

Will the technology provide Human Resources with the authority to decide who will be allowed access and to what degree? Along the same vein of providing employee access, the technology should give HR the final say.

What types of reporting capabilities are available from the HR information technology? Reporting technology should offer multiple views and formats (spreadsheet, PDF, html), big picture assessment and the ability to drill down to enhance decision-making.

Does the HR information technology system provide a means of checks and balances?

The Human Resource Information System (HRIS) is a software or online solution for the data entry, data tracking, and data information needs of the Human Resources, pa

yroll,

the better The Human Resource Information Systems (HRIS) provide overall:

software solution

help automate and manage their HR, payroll, management and accounting activities

HRIS also facilitates communication processes

ing Identity solutions for human resource applications help companies get the most out of their HR technology investments. The company’s cloud identity management solutions allow employees to securely access UltiPro and other Web-based HR applications using Single Sign-On (SSO), while making it easier for Human Resource Information Systems (HRIS) to provision and manage user accounts. Whether a customer chooses PingFederate cloud identity management software or PingOne cloud identity management as a service, Ping Identity’s products are designed to work with existing HRIS systems, as well as a wide variety of Web-based environments and business applications. Connections—The Ultimate Partner Forum is Ultimate Software’s annual customer conference. Each year, a dynamic group of more than 1,000 HR, payroll, and talent management professionals come together to learn about UltiPro product enhancements, industry best practices, and compliance regulations. On March 29, 2012, at 10:45 a.m. PDT, Ping Identity Senior Technical Architect Paul Madsen will join Ultimate Software’s Vice President of SaaS Technology Jim Jenson and Director of Strategic Alliances Jennifer Brafman Staffen in a track session for UltiPro Enterprise that will cover “The Advantages of Single Sign-On and How to Get There.” The session will repeat at 4 p.m., PDT, March 29, 2012, in a track session for UltiPro Workplace. To learn how Ping Identity’s cloud identity management solutions work with UltiPro and other HR applications, please stop by the Ping Identity booth. The Ultimate Connections Conference begins today and continues through Friday at the Bellagio Hotel in Las Vegas. About Ping Identity | The Cloud Identity Security Leader Ping Identity provides cloud identity security solutions to more than 800 of the world's largest companies, government organizations and cloud businesses. With a 99% customer satisfaction rating, Ping Identity empowers more than 42 of the Fortune 100 to secure hundreds of millions of employees, customers, consumers and partners using secure, open standards like SAML, OpenID and OAuth. Businesses that depend on the Cloud rely on Ping Identity to deliver simple, proven and secure cloud identity management through single sign-on, federated identity management, mobile identity security, API security, social media integration, and centralized access control. Visit pingidentity.com for more information. Contacts fama PR for Ping IdentityWhitney Parker, 617-986-5011pingidentity@famapr.comFollow Us on Twitter: @PingIdentityJoin our LinkedIn Group: Ping Identity CloudSubscribe to our YouTube Channel: PingIdentityTV Recent Stories from Ping Identity UNC’s Kenan-Flagler Business School Turns to Ping Identity to Solve Identity Management Complexity April 04, 2012 DENVER--(EON: Enhanced Online News)--Ping Identity today announced that the University of North Carolina’s Kenan-Flagler Business School has selected PingFederate to ease the management of identiti... more » Ping Identity Partners with Macnica Networks April 03, 2012 TOKYO--(EON: Enhanced Online News)--Ping Identity®, The Cloud Identity Security Leader™, today announced that it has partnered with Macnica Networks Corp., the leading value-added distributor in Ja... more » Ping Identity Launches Certified Service Partner Program April 03, 2012 DENVER--(EON: Enhanced Online News)--Ping Identity announced its Certified Service Partner Program. more » More Stories class

Ping Identity solutions for human resource applications help companies get the most out of their HR technology investments.

allow employees to securely access UltiPro and other Web-based HR applications using Single Sign-On (SSO), while making it easier for Human Resource Information Systems (HRIS) to provision and manage user accounts.

 HRIS technology trends are changing and challenging vendors to come up with next-generation solutions for employers. Valued at over $15 billion globally, the human resources technology market is one of the fastest growing segments in business IT — and it shows no signs of slowing down. With an HRIS, companies can align HR strategy with business objectives to get the most out of their workforces and adapt quickly to market changes.

There are a number of solutions offered by HRIS. Some of these include solutions in training, payroll, HR, compliance, succession planning, attendance tracking, risk management, recruiting, etc. The majority of quality HRIS systems include flexible designs that feature databases that are integrated with a wide range of features available. Ideally, they will also include the ability to create reports and analyze information quickly and accurately, in order to make the workforce easier to manage. It allows employees to exchange information with greater ease and without the need for paper through the provision of a single location for announcements, external web links, and company policies. This location is designed to be centralized and accessed easily from anywhere within the company, which also serves to reduce redundancy within the organization.

Software as a Service Explosion

With a good human resource information system in place, your HR department can collect and parse workforce data to streamline processes. By putting all relevant HR data in one location, an HRIS can make sure your business is properly organized and compliant with existing regulations. When looking for an HRIS, consider features such as automated applicant tracking functions, payroll processing and customizable reports for your business. This article is for any small business owner, employer or HR professional interested in learning about human resource information systems and their potential benefits.

HRIS software (also known as a human resource management system, or HRMS) organizes all kinds of worker-related data points, including sensitive identifying information like a worker's age, gender and address; an employee's workplace information like their title, pay scale and department; the benefits they've opted in to; and their timecard and time-off requests.

allows your HR leaders to work on new initiatives that could benefit your overall company.

ERP — which encompasses financials, human resources, CRM, production and procurement — is the enterprise

we are seeing a lot more desire from the end user community to take on cloud ERP as an entirely complete solution, or as discreet bits of functionality

27% already were deploying their financials within a private cloud as of last year, and 12% were using public cloud services. Another 28% had their human resources and benefits functions in a private cloud, 22% were using public cloud. Eight percent and five percent were using private and public cloud, respectively, for supply chain and demand planning

Today’s economy demands a more proactive, strategic role for the HR department. As competition for critical resources intensifies, managers, employees and candidates are demanding more from HR and human resource information systems (HRIS), moving beyond self-service to secure direct access to relevant information and processes whether in the office or on the road. Epicor® Human Capital Management (HCM) provides these capabilities and more, helping you to manage your globally dispersed workforce, improve human resource processes, and enhance employee satisfaction for greater efficiency and cost savings across the enterprise.

Science-fiction once claimed that humans would one day live together with robots who would make our lives easier.

In recent years, AI is becoming increasingly vital in the hospitality industry owing to its capacity to do traditionally human tasks at any time of day. This might save hoteliers a lot of money, minimize human mistakes, and allow them to provide better service.

Customer service is especially important in the travel sector, as hotels often live or die depending on how they treat their clients. The options for improving this element using AI are nearly limitless, ranging from improved personalization to targeted recommendations.

AI – artificial intelligence – is everywhere these days. It’s baked into your smartphone, your desktop and laptop, your virtual assistant, your smartwatch

They’re bits of code that live in the technology we use every day.

The term “AI” doesn’t have to refer to an autonomous robot that handles the cleaning in your home. It can just as easily refer to the algorithm used to personalize the marketing emails you receive.

A human resource information software system or HRIS system is one way that a lot of companies use to manage everything easily and become even more productive.

It is only fair that you treat all the information involving them with utmost confidence.

With the HRIS system, you can track down to which path your work-related decisions are taking you.

InterContinental Hotel Riyadh was looking for a solution that meets their Human Resources, time keeping, and payroll advanced requirements

The HR Department at the hotel needed a paperless online workflow working environment with employee self-service private operations based on online vacation balances that are being updated at all times with retroactive increase calculations that would be handled automatically by a professional Human Resources Management System

InterContinental Hotel Riyadh was looking for a software vendor that provides continuous technical support and ongoing customer-focused development for their ever-emerging software needs and requirements.

Human Resource Management roles are incredibly important in the world of hospitality. People are our biggest asset in our people-orientated industry

Human resources management systems offer efficient digital management of your employee data. You can monitor everything from benefits to payroll and paid time off with a few clicks on your computer. This makes your HR functions quick, but it doesn't always make them better.

Your employees entrust you with personal information. Everything from Social Security numbers to private health information and marital status gets stored in your HR management system. Several layers of management may have access to that information. In addition, a non-management employee may engage in identity theft and access a fellow employee's sensitive data. Such a breach of security with your management system can embroil you in legal problems and create poor employee relatio

ecause HR management systems do such a good job of listing employee accomplishments, certifications and degrees, managers may be tempted to promote based on the objective data your system provides. This may discourage supervisors from taking the time to get to know employees on a personal basis as part of their evaluation of what staff members can contribute to your company. The U.S. Office of Personnel Management points out that computerized employee evaluations can result in an impersonal narrative from the supervisor. Such evaluations may not be the most reliable guides for making decisions about promotions.