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Brochures & Datasheets
Global Capabilities Datasheet
Workscape’s flexible, configurable solutions support multiple languages, currencies, and regional differences in compensation, performance, and manager self-service to meet the dynamic needs of global organizations.
Workscape Corporate Brochure
With a solid decade of experience and expertise in the HR software domain, Workscape is uniquely capable of addressing clients’ employee performance, compensation and benefits administration needs via a single, integrated Total Rewards technology platform. Learn more.
Workscape Performance Manager Datasheet
A highly interactive and easy-to-use enterprise performance management solution that automates the evaluation process, enables alignment of employee goals with corporate objectives, and provides visibility into individual, team, and organization-wide progress toward key strategic targets.
Workscape Talent Management Solutions Brochure
Workscape’s integrated Talent Management Suite, which includes Compensation Planner™, Performance Manager™, Succession Planner™, SmartSync™, and GroupManager™, features an intuitive, highly interactive interface that delivers an easy-to-use, Web-based application experience for exceptionally high user adoption rates.
Studies and Surveys
Where We Stand - Hiring, Firing, Bonuses and Benefits
This study was conducted by the Human Capital Institute and Workscape in February 2009. It is based on a survey of 308 HCI members, more than half of whom are human capital and human resources managers, directors and executives. This study was co ‐ developed and underwritten by Workscape .
Webcasts
Aligning Strategy, People, and Compensation in the TARP Era
How do leaders change their cultures, retain top performers and drive performance in a era of recession and increased oversight? Do the strategies of yesterday meet the needs of today? Yes, and no. This webinar featuring Workscape CEO Tim Clifford will explore how leading companies have used compensation and HR strategies to achieve better alignment with business goals and how those strategies need to change to be effective today. Listen to this discussion between J.P. Donlon, Chief Executive Editor-in-Chief and Tim Clifford, CEO, Workscape
Assembling the HCM Puzzle: Best Practices in Automating Your Human Capital Management Processes featuring Zach Thomas of Forrester Research, Inc
Where do you start in automating your strategic HR processes? Compensation? Performance? Succession? Learning? Recruiting? And do you leverage your ERP or go best of breed? In this Webcast, Zach Thomas, Senior Analyst at Forrester Research, Inc will call on recent research that show the trends affecting companies just like yours to help you see where you are in the maze of HCM and pros and cons of the paths in front of you. As a senior analyst, Zach focuses on the processes, strategies, and tools that help organizations hire, engage, and promote effective workforces. His primary research areas include hiring automation, performance management, and human resources management systems.
Best of Breed HR Solutions make a Comeback featuring Paul Hamerman
Workscape invites you to join us for this Web conference featuring Paul Hamerman of Forrester Research, Inc. Based on his recent research report, HR/HCM Applications 2008: Best-Of-Breed Solutions Make A Comeback January 07, 2008, this Web conference will examine the pros and cons of ERPs and Best of Breed solutions and strategies available for companies when extending beyond transactional HR to strategic human capital applications. Mr. Hamerman will discuss the benefits and potential pitfalls of each type of solution and when “Good Enough” is not good enough.
Creating A Talent Management Technology Strategy
Every organization seems to be talking about talent management these days, and many are beginning to develop a comprehensive talent management strategy. However, most firms neglect to build a talent management technology strategy that defines the steps and timeline to meet the objectives and goals of their talent management strategy. Without this in place, many organizations deploy applications in an ad hoc manner, which results in incompatible systems, increased total cost of ownership, and dissatisfied stakeholders at all levels. Part of the larger HCM Technology Strategy for the firm, the Talent Management Technology Strategy focuses on Recruiting, Compensation, Performance, Learning, Competency, Career Planning, and Succession Management processes and applications, and combines the "internal" view (the organization's critical issues, business requirements and culture) with the "external" view (HCM technology landscape, current and potential vendor strategies) to deliver a roadmap for the strongest possible return on the firm's technology investment.
Defining and Driving Employee Engagement
In this video, Workscape President & CEO Tim Clifford describes the two components of employee engagement and notes that in today's economy, employee engagement and alignment are critical to success.
Driving Employee Engagement through Performance Management
This 60-minute webcast will help you to:
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Understand the relationship between employee engagement, individual performance, workforce retention and corporate performance;
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Create and sustain the relationship between these elements;
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Learn the three key drivers of employee engagement, and;
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Create an environment where performance management is a 365-day-per-year exercise.
Finding the Quick Fix – Making pay-for-performance work better today!
Workscape invites you to join us for a Web conference featuring Tom Wilson, President, Wilson Group. In this session Tom will examine research on the effectiveness of various pay-for-performance systems, and case studies of companies that have employed a variety of techniques. We will examine why these tactics have worked or have failed. By understanding the dynamics that are at work, one can examine and address changes that will have a more enduring impact. This issue is becoming even more important as companies (and people) face the likelihood of business slow downs, globalization of enterprises and competitors, and major change initiatives.
Improve Strategic HCM Processes and Technologies
It’s no secret that people are the most expensive and important asset for firms, but many firms struggle with the processes and technologies to manage this asset. Zach Thomas of Forrester Research shared findings from his upcoming report entitled, Improve Strategic HCM Processes and Technologies and how the Forrester best practices framework for HCM is designed to help you identify areas where your HCM strategies, processes and technologies need to mature.
Look Back Look Ahead 2010 - Webcast
Join Workscape for the second annual Look Back/Look Ahead webinar. After conducting market research, having direct conversations with industry analysts and leading HR professionals and reviewing the news of the day; Moschetto and Mattson assess HR trends and events that occurred in 2009 and how they affected HR practitioners. In addition, they will look into how the events of today and potential happenings in 2010 will drive change in the coming 12 months. Topics include:
• How President Obama’s health care initiative will affect benefits
• The shift from recession to rebound
• TARP funds and compensation in 2010
• Why your best employees will be leaving your company in the next 12 months
• Plus more…
Join Workscape for a forward looking, interactive and entertaining session with these two industry thought leaders. Moschetto and Mattson have been published in Talent Management Magazine, Workspan, The Compensation Handbook, HRO Today and EBPR.
Manage Performance Through Timely Feedback: The Puppy Theory
An Ebriefing from HCI - for community members - this is a free membershp but you must sign up to view the ebriefing
Presented by: Jamie Resker, Boston University Corporate Education Center, Boston University
When asked how she gives employee feedback, Carol Bartz (CEO of Yahoo) had this answer: "I have the puppy theory. When the puppy pees on the carpet, you say something right then because you don't say six months later, "Remember that day, January 12th, when you peed on the carpet?" That doesn't make any sense. "This is what's on my mind. This is quick feedback." And then I'm on to the next thing." Especially important in this economic climate are the following questions: How does your organization manage feedback to employees? An annual review can be such a generalized view of a given employee's performance, with few concrete areas for improvement that relate back to specific areas of concern. How is your organization currently handling reviews? Does it seem outdated, or do both employees and leaders see meaningful gains following reviews? Join us for this webcast to examine how more regular communications and changes in process enable organizations to retain top performers, drive better performance and heal the grudges and grievances caused by the recession.
Performance Management: Best Practices for Managers and HR
Learn about best practices that drive year-round performance management while improving communications between managers and their direct reports. Hear specific tips and real world examples. Get visibility into questions like:
What are the keys to driving performance 365 days a year?
How can you make it easy and part of your day, not an added task?
How can you balance focus across the process, not just on the evaluation?
What’s the best way to ensure the discussion is about more than the score/rating?
What are the benefits of a 365 Performance Management process to you, your direct reports, and your organization?
Preserving Cash vs. Preserving Talent: Are You Prepared for Recovery?
Featuring: Thomas Wilson, President, The Wilson Group
For the past 12-18 months, prudent businesses have flipped into "cash preservation" mode to insulate the business from the negative effects of the economy. The reduction or elimination of bonuses and merit increases that have protected your business through the downturn, however, can have a detrimental effect on retention as markets improve. How do you know when to begin making the turn from 'cash preservation' mode to 'talent preservation' mode? Where do you start and what can you do to keep your best workers motivated, focused and loyal in the meantime? This webcast will focus on planning and managing your workforce through this balancing act-- and coming out as an employer of choice in the upturn.
The 365 Days of HR: How & Why to Shift from Annual Drudgery to Regular Engagement
Each year there are regular processes that employees and managers hate. Performance reviews. Compensation planning. Setting goals. Not only are these laborious, but what is the real value they are providing to the company and employees?
In this webinar, Robert Mattson, Senior Manager of Product Marketing details how and why to change annual HR-driven compensation and performance processes into employee embraced activities that are part of day-to-day life and enable better communication and engagement. Using insights into recent economic history, real-life company examples and the results of hundreds of conversations with HR thought leaders, he will provide the tools and techniques to get more out of your compensation and performance processes.
The Next Step in Performance and Integrated Talent Management
Talent Management is about finding your best employees, making sure they are maximizing their potential and keeping them in your organization. In this webcast Robert Mattson, Senior Product Marketing Manager and Derek Finkelman, Product Manager for Performance Management of Workscape share how performance, compensation and succession information can be brought together to create a single employee-centric view that enables individuals to better manage their goals, development activities and careers while providing managers with a simple and sensible way to manage their teams.
The State of Performance Management: A Practitioner’s View
Employee performance management can play a major role in determining the success or failure of any business endeavor, yet for many organizations, there’s room for improvement.
• 23% of organizations define and adjust employee goals dynamically throughout the year, but nearly half wait until performance review time to do so
• 66% admit an inability to realign employee goals to corporate goals as they change throughout the year
• Only 11% of organizations subscribe to the performance management best practice of providing ongoing performance feedback and measurement against goals
With so much at stake – particularly during the slow road to economic recovery – organizations need to make talent management a priority. We recently teamed-up with the Human Capital Institute to conduct a survey of HR practitioners and identify current talent management trends. Nearly 700 individuals participated and now we would like to share those results with you.
The Whys and Hows of Performance Management
According to the results of an HR.com/i4cp survey with 1,031 respondents, many organizations are still not fully satisfied with their performance management processes and plan improvements. What are these planned improvements, and what steps will lead to success? Hear about the common practices, identified as a result of the survey, that are correlated with perceived effectiveness of the performance management process. Join a discussion about current research related to performance management and real life examples to explore the steps that lead to a successful performance management technology implementation. Presented by HR.com. Sponsored by Workscape
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Using Compensation as the Basis for Your Talent Management Strategy
Workscape invites you to a complimentary Web conference on using compensation as a basis for your talent management strategy. In this Web conference, Jason Corsello, Research Director for Business & IT Services at the Yankee Group, will discuss the methods and techniques required to use compensation as the basis for a successful talent management strategy.
Using HISTORY to Properly Scope your HR Software Implementation Project
How do you know that your software project is completely scoped when working with a vendor? There are many factors that need to be considered in an implementation, including resource availability, system integration, training, change management, etc. To get a full grasp of potential costs requires that you AND the vendor have a complete understanding of the complete project requirement that drive effort and final cost. If you are getting numbers from vendors without proper scoping, all that does is lead you to believe it is a good number…but it may potentially come around to bite you later on. This webcast is not designed to bash vendors but rather arm you with the information you need to work with vendors to get more accurate implementation numbers the first time and avoid having to find more budget to finish items you thought you were getting in the first place.
Whitepapers
Automating Performance Management - 5 Mistakes to Avoid
Over the past several years, Employee Performance Management (EPM) automation has been enthusiastically embraced by organizations of all sizes and in every industry segment. Learn some of the missteps and lessons learned from these early implementations—and what companies can do to avoid them.
Finding the Quick Fix - Making Pay-for-Performance Work Better Today
This paper examines the forces that are reshaping the competitive business landscape and the practices employed by organizations to attract, retain, develop and engage people. It presents research on various pay-for-performance systems, and looks at how well these reward systems meet today's challenges.
Getting Started with Talent Management
Organizations considering talent management solutions can be sure of only one thing – talent management is so potentially far-reaching in its implications that few, if any, organizations can implement all of its aspects – recruiting, performance management, compensation planning, learning and succession planning – at once. With that in mind, where should an organization place its priorities and spend its budget?
Performance Management Solutions - Building the Business Case
The following paper can guide evaluators and decision makers in identifying and calculating the full and true costs of current processes, the costs of adopting new automated solutions, and the potential benefits that such adoption can bring to your organization, management, and employees.
The Power of Total Rewards in a Down Economy
During a time when bonus pools are drying-up and merit increases are being cut, employers need a way to help key employees stay focused, productive and – most of all – loyal. Total Rewards or Total Compensation statements are becoming increasingly popular ways to accomplish this task. This whitepaper provides a comprehensive overview.
The Top 10 Secrets of Effective Employee Performance Management
This whitepaper explores the topic of driving high performance and high employee engagement, to help to understand the behaviors that are common to both an engaged workforce and a high-performing workforce and, most importantly, provide some insight and best practice advice on how you can more successfully motivate and communicate with your workforce.
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