Employee Engagement Market Utilizing A Software As A Service ( Saas ) Distribution Model

An additional factor to be considered is when measuring retention is employee engagement. Employee engagement is the degree to which a worker believes in, or is committed to their work, field, and place of employment (Maslach, C. 2003; Harter, J., et al. 2006). The higher degree to which an employee is engaged, the more likely they are to retain their position.

Consumer Engagement- It provides new and innovative applications with perfect targeting and real time consumer’s data so it can be helpful for same department or customer service department to target a particular group of cusomers thus can improve

Prior to the industrial revolution, working from home was a practice that had been around for years before the phenomenon of telecommuting was created. Telecommuting, a term coined by Jack Nilles (Venkatraman, 1994), describes someone who works from home or a telecommuting site through the use of the Internet and other forms of technology. Mirroring the past, many people telework today because it is required by their occupation or simply because it is convenient. Whatever the reason may be, the effects of telework as a prominent practice permit it to be considered a norm in our society. With telecommuting becoming a fast-growing ubiquitous phenomenon, it should be considered the norm for suitable occupations (e.g. sales representative, customer service representative, and software developer) because of the benefits it affords the employee/individual, the employer/organization, and society.

Telecommuting requires little investment compared to the projected return on the project. Though financially it seems that implementing telecommuting is a positive investment, the Blue Apron company is still relatively small and new compared to other larger companies such as AT&T who have implemented telework into their company. This means that are certain precautions that the company should take prior to investing. The recommendations are that in making decisions about which employees will be designated for telework. Companies should review their quality of work of the employee and their productivity levels. Telework can be said to increase productivity of the employees, but it is possible that if telecommuting put into place that the quality of the employees’ work could begin to suffer. Furthermore, it is imperative to ensure that their positions are appropriate. For instance, telecommunicating would best serve data processing tasks, bookkeeping, or accounting jobs. For positions within the Blue Apron company that are more geared towards collaboration and innovation as telecommunicating can lead to isolation in the workplace because it can create a barrier between teams, one that in the traditional workplace is not present. Also, make sure that smaller start-up companies wait until they have had continuous profit growth for

Prior to the 21st century, most of the world’s communication was done via telephone or through face-to-face interaction. The advancement of the cell phone, the ease of emailing replaced the standard letter writing or silent immediate communication with texting. The instant access of a camera could capture moments never caught before. No longer did individuals in society have to wait until they arrived home to play video games, they could access their favorites through their phones or tablets. With the beginnings of such companies as US Cellular and Sprint, Verizon Wireless researched the models to analyze successes and failures to devise a business concept that would transcend location and time. Verizon Wireless is one company that is dedicated to “empowering people with revolutionary technology”. Verizon is considered one of the world’s largest cellular phone providers with the highest customer satisfaction rating. The headquarters is located in Basking Ridge, NJ and Verizon employs over 85,000 individuals around the world. The employees are considered one of the company’s greatest assets where each individual’s talent is valued. Employees hold positions in the fields of sales, customer service, management, technology and network positions.

In 2014, the company’s revenue has grown dramatically with the rate of 100% per year (BigChange, 2015). Consequently, with the remarkable development, the company’s vision is to become a market leader in the Mobile Resource Management industry in the UK. The firm is continuously trying to provide the best software called JobWatch in order to improve productivity and reduce operation costs to customers. In fact, BigChange offers all in one system in which customers can have access to vehicle tracking, workforce management application and the back office software (BigChange, 2015). Customers are able to manage daily operation from quotation to issuing invoices through a smartphone. Thus the performance’s quality can be ensured and controlled

This assignment is designed to gain broader knowledge of a real world HRIS by analyzing its purpose, functionality, advantages and challenges. I have chosen Dayforce HCM for this assignment since I am one of the user of this software. Dayforce HCM is a single, cloud-based platform for workforce management, payroll and tax, HR management, benefits, document management, talent management, and analytics. It has been recognized as one of the top 10 HR Management Software products.

Hersey and Blanchard have created a tool that is simple, easy to apply, and able to help organizations build effective leaders.

Organizations large and small would benefit by using SaaS as their HRIS. This system delivers a complete application over the internet that is very user friendly (Kavanagh, Thite, & Johnson, 2012). SaaS have many great benefits that would help Human Resources. These benefits include: Easy to use, low costs, and painless upgrades. SaaS systems are available from any computer or any device anytime and anywhere. This gives users the flexibility to be able to use at any time if necessary so this can be very convenient. Since the internet and technology is becoming more advanced SaaS tend to have high adoption rates, with a lower learning curve. This means that lots of companies use SaaS application because it’s very easy to learn and use. Another great benefit is that SaaS apps are not expensive for the company. These applications are subscription based and there are no license fees which mean lower initial costs. Lastly, these applications are very easy to upgrade. There are no patches for customers to download or install. The SaaS provider manages availability, so there’s no need for customers to add hardware or software (Weatherly, 2005).

The key success factors to its business line were maintaining a comprehensive product that was affordable to mid-sized companies and sufficiently differentiated from competitors’ products. The comprehensive aspect is demonstrated by the ability to be a completely one-stop suite for these companies with offerings across all functions, ERP, HRM, financial management, etc. The affordability aspect is primarily a byproduct of not requiring a significant upfront cost to the companies and a licensing model with shorter periods of subscription, the maximum of which is a year. Additionally,

In a world full of distractions, engaging customers beyond the typical purchasing routine is vital for SaaS success.

Critical elements that can improve employee engagement will vary by organization and by different leaders. Each person has their own set of tactics that they would use to improve employee engagements. I believe there isn’t an absolute 5 that you must adhere by, but a set of 5 that will be the most beneficial to your leadership style. The 5 elements that can be used to improve employee engagement are building the correct team, creating a shared purpose, editing or defining the culture, focus on each employee’s mountain climb per our book First, Break All the Rules, and impactful motivation.

A discussion about employee engagement from a human capital management perspective would not be complete without some reference to compensation. Employees must consider their compensation to be fair and competitive. Otherwise, employees will either not be motivated to exert the discretionary efforts put forth by more highly engaged employees or worse still; they will leave the organization (Bersin, Becoming Irresistible, 2015). Therefore, organizations must pay attention to the area of compensation management first and foremost before tackling other areas of human capital management. However, compensation can also be used as a tool in improving specific areas to influence engagement positively. For example, reward programs should incentivize managers to coach and mentor high potential talent or compensation could also be linked to engagement levels at the departmental level.

Business today is overrun by technology. This has been a great way for companies to grow and run more efficiently. Twenty years ago, communicating with foreign firms or trying to work from home was much more difficult than it is today. But, because technology is so infused in our lives, it can easily do more harm than good if not used appropriately. In order to understand the aspects of popular technology today, I’m going to discuss some advantages and disadvantages of email messages, text messages, and working virtually from home.

In today’s highly competitive business climate, it is vital that you get maximum benefit from the technology you invest in – especially when it comes to tools like your workforce management system. After all, you are investing in a toolkit that you will rely on to help control costs and boost productivity in your contact center(s) for the long haul. The wrong choice can have dire consequences for your bottom line today and for years to come.