So what exactly does Gallup mean when they talk about engaged, not engaged and actively disengaged employees? It’s wise to get clear on exactly how each of these levels of engagement look in action. Having an awareness of / being able to know something when you see it, makes it easier for you to know what to do to transform the situation if needed (in the context of not engaged and actively disengaged), so let’s dive a little deeper.

Employee engagement has long been the Holy Grail for creating a thriving and successful organisation. Now, and increasingly so in the future of work, the need to build a highly engaged workforce will become more important than ever. Gallup’s most recent ‘State Of The Global Workforce’ report, provides the most in depth assessment and insights available, regarding the state of employee engagement worldwide.

Payroll and HR solution integration has historically been a challenging process, but the nature of the relationships between these systems is changing due to the emergence of cloud technology with open API’s. In days of old, the most common and efficient way for Payroll and HR solutions to communicate was via clunky csv manual updates. Now it's possible to take that to the next level and fully integrate two (or more) solutions, making work easier, more efficient, more cost effective than ever.

At the end of the last financial year we conducted a survey to take the pulse of HR in the Human Era. As a software provider, it's important to us to understand the needs of the HR Professionals we serve, as well as knowing where the gaps are so that we can continue to innovate and tailor our solutions to fill those gaps. Given that this was the first time we conducted such a survey, the number of respondents was admittedly not as large as we would have hoped. However that doesn't mean that the insight and feedback we received wasn't interesting and valuable. Just as Navigo's research highlighted some very interesting and surprising results, so too did our HR in The Human Era Survey.

Navigo Research’s 4^th Annual Australian HR Technology Reports are an interesting read. As an HR technology provider, Subscribe-HR finds this type of research fascinating, insightful and a great foundation upon which to build future innovation in the SaaS cloud based HR technology space. Not only that, we find it to be a good benchmark against which to measure our values and the importance we place upon maintaining a sustainable business model in which we can still offer our clients the personalised customer service they desire.

We've had a lot of feedback from both our clients and network of contacts, about what's been missing from recruitment solutions and we decided it was time to take a look at what's next for e-Recuritment. We've spent a lot of time thinking about how to create the best e-Recruitment solution available. By incorporating all the features and functionality that systems users have requested, we've created something that will evolve e-Recruitment to the next level. You asked, we listened, we researched, and we've created a solution that makes it easier than ever to align values, source passive candidates and harvest big data. Consider the below scenarios and ask yourself if any of it rings true?

In the last couple of weeks we’ve looked at the big picture of big data analytics, HR and talent management, as well as the barriers to success in the big data landscape. Now that we're clear on the background and the potential issues, let’s move on to some best practice strategies and solutions that will ensure you are on the pathway to success in this increasingly important and inherently valuable discipline.

Last week's blog looked at the big picture for big data analytics, HR and talent management. Before we embark on an assessment of the strategies and solutions for managing talent through the use of big data analytics in HR, let's look at the final barriers that CIPD's report identified as having the potential to block the pathway to success. Part 1 outlined structural and systems silos, as well as skills capacity issues that could negatively impact HR analytics capabilities. Now let's look at the other two barriers that might get in the way.