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Class Discussion What's New in Human Capital Management (HCM)

- Many employees are unaware of their company's strategic goals, and new hires often do not perform as expected due to misaligned personal goals, but tools now exist to better assess candidate motivation and behavior during hiring. - Companies are also implementing more consistent performance evaluation tools across departments and jobs to replace inconsistent individual manager evaluations, including 360-degree evaluations from managers, coworkers, and customers. - SAP's HCM software using new in-memory HANA technology can now quickly analyze large employee data volumes to predict workforce needs years in advance, and SAP plans to incorporate more social networking features into HCM in the future.

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Fazana Sanoon
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74 views1 page

Class Discussion What's New in Human Capital Management (HCM)

- Many employees are unaware of their company's strategic goals, and new hires often do not perform as expected due to misaligned personal goals, but tools now exist to better assess candidate motivation and behavior during hiring. - Companies are also implementing more consistent performance evaluation tools across departments and jobs to replace inconsistent individual manager evaluations, including 360-degree evaluations from managers, coworkers, and customers. - SAP's HCM software using new in-memory HANA technology can now quickly analyze large employee data volumes to predict workforce needs years in advance, and SAP plans to incorporate more social networking features into HCM in the future.

Uploaded by

Fazana Sanoon
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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Class Discussion

Whats New in Human Capital Management (HCM)

The goals and aspirations of a companys employees should be aligned with the
strategic goals of organizations. Surprisingly, research shows that 95 percent of
employees are unaware or do not understand their companys strategic goals. In
addition, newly recruited employees often do not perform as well as hoped because
the employees personal goals are not aligned with those of the organization. Tools
now exist that allow hiring organizations to assess potential candidates not only on
their intelligence but also on other, harder to define characteristics, such as
motivation and behavior.

Once an employee is hired, new performance evaluation tools allow companies to


assess employees in a consistent manner across the organization. Traditionally,
individual managers within a company perform evaluations, which might be based
on criteria that is inconsistent between different managers. This variation can cause
problems when employees are evaluated across departments, perhaps for an
internal promotion or a new job. Tools that improve the consistency of evaluations
help to alleviate this problem. Many companies are also working to improve their
performance assessment process through the use of the360-degree evaluation in
which employees perform their own evaluations, and are also evaluated not only by
their managers, but also by their coworkers, and perhaps even their customers.

Although many organizations are still using spreadsheets to analyze their workforce,
those that use the SAP ERP software have the advantage of fast prediction. Using
SAPs new in-memory computing (HANA) feature, the Human Capital Management
module can now handle large volumes of employee datasuch as data related to
hiring, promotion, and terminationto predict the three- and five-year makeup of
the workforce. SAP is planning an expansion of social networking into the Human
Capital Management module in the near future as well.

Question:

1. In what ways could social networking improve human capital management


software?

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