Chief Talent Officer, Agilent Technologies

Transforming your Human Resources staff from reactive administrators to empowered strategic partners is a critical step in ensuring that your organization will be competitive in a global market. Without effective programs for recruitment, retention, staff development, and performance management, no organization can reach its full potential. Of course operating at full potential means greater profits.

Is your company operating at full potential?

Software companies have recognized the need for technology tools to assist HR in their efforts to become strategic business partners. The result is a multitude of products, all of which claim to be the solution.

Strategic Technology Resource is committed to assisting clients with their HR transformation efforts. Our ongoing in-house research and training programs ensure that consultants not only bring technology solutions to the table, but have the ability to skillfully integrate the most appropriate technologies with HR Best Practices.

Put HRgameplan to Work for You!

We developed HRgameplan as our methodology to ensure that you have selected the right technology tools for your organization. Beginning with a thorough needs analysis, our consultants gather the information necessary to understand your goals, employees, processes, and culture. With this information we then continue with strategic planning, technology selection, implementation, integration, and training.

Recruitment Challenges

There are qualified people out there, but it takes creativity, flexibility, and speed to hire top talent before your competitors do. Antiquated paper-based recruiting and tracking methods have brought hiring to a standstill for many companies. What happens to your profits when key positions are vacant because the HR staff is buried under a mountain of resumes?

Selection Dilemmas

With the scarcity of qualified candidates many managers feel compelled to hire "warm bodies". Unfortunately, scarcity of candidates is no defense against negligent hiring. Can your company afford the cost and liability of not using validated, scientific assessments to protect against hiring mistakes?

Retention Challenges

Research shows that the cost of turnover can equal up to 50% of annual wages for an hourly employee and as much as 250% of annual wages for a high level professional or executive. Research also shows that the primary reason for turnover is lack of career opportunities. Which is more cost effective: investing in developing your employees and providing a career path or losing tens of thousands of dollars every time a key employee chooses to go work for your competitors?

Administrative Woes

Is your HR staff behaving more like corporate hall monitors rather than strategic business partners? It may be frustrating that they seem more concerned with paperwork than profits, but with increasing government regulations they have no choice. All that record keeping is designed to keep your company out court. Can you imagine the value your HR staff could add if they had tools to streamline the paperwork and could focus instead on training and solving people problems?

Payroll Costs and Liabilities

Many companies jumped on the payroll outsourcing bandwagon hoping to save money and avoid the liability of processing payroll in-house. Unfortunately, there is seldom real cost savings and the government does not allow anyone to hide behind their payroll service. The bottom line is that you are responsible for the actions of your payroll service. Don’t you think it’s time you took back control?