"ITAM teams are uniquely placed to provide a holistic view of the IT landscape through their people, processes, and tools. This holistic view improves strategic decision-making, helps break down silos, and identifies opportunities for innovationand service improvement. This whitepaper provides a roadmap to enable ITAM teams to gain seniority and contribute enhanced business value through effective stakeholder engagement."

Successfully managing a contact center requires a collaborative, multidisciplinary approach to handle a broad range of operational and tactical tasks. Planning, day-to-day operations and quality management must be seamlessly orchestrated, along with human resources functions like recruitment, learning and development, and employee scheduling. Read this executive brief to learn how to transition to an AI strategy that can take your team – and business results – to the next level. See how you can: Create an AI strategy with a single data model that includes routing, interaction analytics, forecasting/scheduling and predictive engagement Harness the power of your data to align customers with the best resource Drive employee effectiveness by ensuring you hire the right people and manage their performance to drive their success over the long term

It’s critical for marketing teams to adopt experimentation to continually improve and help prove their impact to their organizations. Unfortunately, many teams do not know how to deploy scientific tests correctly in the marketing process. Most do not use an iterative design approach, while many others fail to create the right kind of environment to encourage curiosity and experimentation. What must marketers do to build a culture of innovation, and test their way to successful engagement marketing? Download Marketing Experiments in an Age of Accountability to learn about: Accountability and experimentation living in harmony The experimental marketing team Experimentation basics and how-to’s Real experiments and their results Where and how to use experiments

Supporting the Buyer Journey with Customer Service, which discusses the opportunity for customer service and support teams to improve the entire buyer experience through continuous pre and post-purchase engagement

Cisco is committed to leading the collaboration revolution— both today and tomorrow. The role of technology in themarket place is to support and inspire big ideas and innovation. Digital transformation is going to continue to drive new ways of working, and Cisco will remain a driving force, with a vision that extends beyond in-house innovations—because the best ideas can come from anywhere.

Do you know your people as well as you know your customers? Your people’s expectations and the way they work are changing. Employees are more diverse, mobile and technologically savvy than ever before. HR processes are changing from focusing on transactions to knowing and engaging people. Just as sales and marketing teams use data to develop actionable and informed insights about their customers, you need to do the same in HR to know your people. Everything from attracting and keeping the best talent to creating better workplace experiences and increasing employee engagement and productivity, depends on smarter decisions. These in turn rely on more actionable insights. These are only possible through accurate HR data and analytics. They are vital to address the people challenges you face, so you can make smarter decisions. Discover in this guide how to improve visibility of your workforce with data-driven and actionable insights. Ultimately, it will help you know your people better and

Too remedial. Too retrospective. Too static. Too irrelevant to the team leader. Too time-consuming. Such are the complaints heard repeatedly about Performance Management and Engagement systems. And these don’t even touch on the biggest problem of all: current systems produce a tidal wave of unreliable data. The ratings they yield are based on the notion that, with enough time and training, managers (and peers) can become reliable raters of other people’s skills and competencies. Sadly, that’s not true. A large body of research reveals: 61% of your manager’s rating of you is a reflection of the manager, not of you. Your organization, apparently unaware of this, then persists on paying you, training you, and promoting you—and everyone else in the organization—based on these flawed ratings.

Does your company foster a strong team dynamic? More than ever, effective businesses rely on employees to work internally across departments, and externally with increasingly global networks of clients. Thousands of learners were surveyed about the impact of language training with Rosetta Stone® business solutions.Results showed investing in employee language proficiency delivers five key benefits: Strengthens business operations Stimulates employee engagement Increases productivity Drives company loyalty Attracts globally-aware Millennials

The employee engagement survey can be a powerful force for consistent, positive change. This guide provides a more insightful and actionable approach to employee engagement, including a framework for designing and implementing pulse programs. The ideas inside come from decades of engagement survey and organizational development (OD) experience.

Do you know your people as well as you know your customers? Your people’s expectations and the way they work is changing. Employees are more diverse, mobile and technologically-savvy than ever before. HR processes are changing from focusing on transactions to knowing and engaging people. Just as sales and marketing teams use data to develop actionable and informed insights about their customers, you need to do the same in HR to know your people. Everything, from attracting and keeping the best talent, to creating better workplace experiences and increasing employee engagement and productivity, depends on smarter decisions. These in turn rely on more actionable insights. These are only possible through accurate HR data and analytics. They are vital to address the people challenges you face, so you can make smarter decisions. Discover in this guide how to improve visibility of your workforce with data-driven and actionable insights. Ultimately, it will help you know your people

Do you know your people as well as you know your customers? Your people’s expectations and the way they work is changing. Employees are more diverse, mobile and technologically-savvy than ever before. HR processes are changing from focusing on transactions to knowing and engaging people. Just as sales and marketing teams use data to develop actionable and informed insights about their customers, you need to do the same in HR to know your people. Everything, from attracting and keeping the best talent, to creating better workplace experiences and increasing employee engagement and productivity, depends on smarter decisions. These in turn rely on more actionable insights. These are only possible through accurate HR data and analytics. They are vital to address the people challenges you face, so you can make smarter decisions. Discover in this guide how to improve visibility of your workforce with data-driven and actionable insights. Ultimately, it will help you know your people better an

If you’re a sales manager, you’re probably feeling stuck in the middle. On one hand, you have a huge employee engagement movement going on with HR departments focusing on developing leaders and recognizing achievements with substantial budgets. On the other side, marketing departments are using technology and creativity (and also large budgets) to connect with and educate customers about their products, solutions and brands. The trend is to challenge every dollar spent on sales compensation to maximize ROI. HR departments are treating salespeople like all other employees. And customers are going online to avoid anyone with sales in their title. Based on our research and applications we see in our customers’ leading sales initiatives, if you’re a sales manager, you are trying to maximize results out of your sales team by increasing your teams engagement to meet company goals. Download this white paper to see which eight trends you should consider as you strategize for the year.

Today, companies of all sizes face growing threats from shifting consumer habits, global competitors, and well-funded startups. Digital transformation, cloud computing, and the dynamic nature of global business have changed business expectations, making IT an essential driver of revenue and an ever more critical part of your business. Your IT team is looking for ways to accelerate the adoption of digital technologies to increase customer engagement, streamline business processes, and gain a sustainable competitive advantage.

The 2019 IBM X-Force Threat Intelligence Index looks back at the threats, tactics, and trends that emerged in 2018 based on insights from IBM X-Force Security Research Team. Deriving data and insights from security clients, incident response services and penetration testing engagements, the IBM X-Force Threat Intelligence Index 2019 report outlines the most prominent threats and provides key insights into various industries, attack tactics, and major vulnerabilities that emerged during the year.

The fifth annual State of DevOps Report, presented by Puppet and DevOps Research & Assessment (DORA), confirms and highlights the fact that achieving higher IT and organizational performance is a team effort spanning development and operations — and it’s an investment that can deliver powerful returns. This year’s report shows how DevOps speeds up delivery, improves quality and security, enhances employee engagement and more. Download the report to learn why: • High-performing IT organization experience 200x more frequent deployments and 24x recovery from failures. • High performers spend 22 percent less time on unplanned work and 29 percent more time on new work, such as features or code. • Taking an experimental approach to product development improves IT performance. The report also helps you understand the ROI of DevOps, and includes formulas to quantify your potential cost savings, using metrics from you own organization.

From equipping them with accurate data to efficiency-driving tools to impactful training, you want to find the best systems to help your reps soar. As the market floods with technology (and a lot of lofty claims), it may be tough to know what you actually need and where to start your research process to help — not hinder — your team. You’ve probably heard a lot of buzz about sales engagement platforms, and there are quite a few to choose from. But what is it? What does it do? In sales, time is money. If you find that your team’s time is tied up in manual or administrative tasks, consider looking into a sales engagement platform. The right sales engagement platform will power outreach quality and quantity, ultimately helping your team crush their goals and boost the bottom line. In this guide, we’ll help you think through what features you should look for and what questions to ask as you begin to compare your options.

Do you know your people as well as you know your customers? Your people’s expectations and the way they work is changing. Employees are more diverse, mobile and technologically-savvy than ever before. HR processes are changing from focusing on transactions to knowing and engaging people. Just as sales and marketing teams use data to develop actionable and informed insights about their customers, you need to do the same in HR to know your people. Everything, from attracting and keeping the best talent, to creating better workplace experiences and increasing employee engagement and productivity, depends on smarter decisions. These in turn rely on more actionable insights. These are only possible through accurate HR data and analytics. They are vital to address the people challenges you face, so you can make smarter decisions.

Connecting clinical and pharmacy networks so community pharmacies can contribute to improved patient care and participate in new care delivery models.

In this on-demand demo, learn how leading enterprise marketing teams are leveraging Marketo’s customer engagement platform to increase lead conversion, improve marketing ROI and integrate social campaigns.

How can the 21st century CMO create a cohesive, creative and streamlined marketing department that delivers a better product and message to the customer, leading to an ideal customer experience? This report aims to be a blueprint—a roadmap even—for CMOs who want to build better-integrated marketing teams, increase customer engagement and turn bigger profits, but who find that silos are a persistent, nagging barrier.

This year higher education IT teams have focused on improving student outcomes by supporting success initiatives through technology. In this white paper, learn how 1-to-1 iPad programs can drive improved student outcomes through student wellness, engagement and career readiness. Also, gain helpful insight on how to start, manage and thrive with your own 1-to-1 iPad program.

Employee recognition is more than an HR program—it has a profound impact on an organization’s workplaceculture and bottom line. Employee recognition has a strong influence on an organization’s workplace culture. Research on 10,000 employees in 12 countries shows that organizations who have a great culture are: • 54% more likely to have employees that are Promoters on the standard NPS scale • 53% more likely to have highly engaged employees • 29% more likely to have employees innovating and performing great work • 27% more likely to have increased in revenuelast year • 25% more likely to have growth in team size in the last year1 By creating a great workplace culture employees want to engage with, you’ll see an improvement in business results. Employee recognition touches every aspect of your company culture and your employee experience—from recruiting, to engagement, productivity, innovation, and retention.

Year after year, studies show that businesses with higher engagement also have higher performance, and vice versa. The goals of high engagement and high performance are not mutually exclusive; they are mutually dependent. A team of employees works at its optimum when management focuses on employee engagement while remaining performance oriented.

This Case Study details how the Jive HR team drove an initiative to transform the existing performance management process into a people-first program, resulting in one that delivers value and drives engagement.

Today’s most successful organizations are thoughtfully assembled by highly empowered talent teams. These talents teams – driven by data, designed for engagement, and led by a breed of globally diverse leaders – are not the same talent teams of years past. They hold a place at the executive table and are critical to accomplishing key company business objectives. They represent the new generation of talent acquisition.