White Papers and Demos

According to the most recent Society for Human Resource Management (SHRM) annual Employee Job Satisfaction Survey, “Forty-five percent of employees reported that they would be likely or very likely to look for other jobs outside their current organization within the next year... As the economy continues to improve and job seekers become more confident in securing new positions, organizations must design competitive benefits packages to attract and retain top talent. No matter what benefits you offer employees, it is always a good idea to take the time to re-evaluate what you offer employees and educate them about what their total compensation package is worth. With nearly half your employees keeping an eye on new employment opportunities, ensure they are aware of the full value of their compensation, lest they perceive greener pastures elsewhere.

Workplace benefits choices can seem confusing to many employees. Employers often experience that confusion firsthand during the organization’s open enrollment period. On top of unfamiliar language, there is a lot of information to process and important decisions to make. Though studies have shown that people tend to prefer more choices, they are less likely to make a decision and ultimately less satisfied with their decision when more choices are offered. With multiple benefits options, some employees may choose to simply do nothing during open enrollment, even when it may be advantageous to make changes to their benefits plans.

Companies have traditionally invested both time and money into attracting new talent to their organizations, but have often been less successful at retaining valuable employees. Over the past 20 years, organizations have begun to invest in the idea of Human Capital Management (HCM). One part of HCM is talent management, which focuses on filling vacant or new positions with savvy people, and on developing the potential and skills of existing employees. Software tools are critical to effective talent management. Since Enterprise Resource Planning (ERP) systems are already being used to manage corporate resources, they are an ideal platform for managing human resources. This white paper, explains the process of defining and using competency models to jumpstart talent management initiatives as part of an HCM strategy, and how software tools can automate these processes.

With over 25 years of uninterrupted development on the Mac, AccountEdge Pro is a premium small business accounting software for Mac users. AccountEdge Pro allows business owners to organize, process, and report on their financial information with ease so they can focus on their business. Its feature set is built to allow users to handle every aspect of their business including accounting, integrated payroll, sales and purchases, contact management, inventory, online orders, and time billing.

In our digital, data-driven, constantly accelerating modern business environment, the use of enterprise resource planning (ERP) software is one of the principal tools companies use to manage and leverage change to maintain or improve competitive standing. For most companies, it is the most important technology they will implement to run their business.

The use of computer-based maps in organizations and across society in general is becoming pervasive. Maps make it possible to view a wide variety of information in a geographic format. And that geographically displayed data empowers people and organizations to analyze information more precisely, make more informed decisions, and improve operations. IFS has aligned itself closely with Esri and has developed a robust integration with the Esri GIS software. This IFS integration with Esri enables geographicbased data visualization and analysis for multiple diverse purposes.

The defense industry has for some years, along with other high-tech industrial markets, been transforming from being solely engineering and manufacturing oriented to focusing on platform and asset availability. Companies are now typically judged on product availability and performance over lifecycles that might last 50 years. Suppliers are already on a transformational staircase, moving from traditional organic support, through spares inclusive maintenance arrangements, to contracted platform availability and eventually whole capability like the Voyager multi-role tanker, or the Ascent Flight Training military flying training contract in the UK.

One of the biggest fears for process manufacturing companies is a product or ingredient being contaminated by an unknown source. The process manufacturing supply chain is long and complex. It includes international and domestically sourced processors, distributors, shippers and consumers. With all this complexity, companies still have to maintain proper regulatory standards while keeping high quality services, in what is an increasingly competitive market.

Service organizations, both large and small, are always evaluating ways to raise productivity, respond to customers more quickly, speed issue resolution times, trim service delivery costs, and more . . . all while boosting customer loyalty. This is true for all organizations that deliver goods or services to customers, whether those customers are consumers, retail outlets, hospitals, manufacturers, or a multitude of other businesses and industries.

When your key assets are production vessels which work offshore in dozens of places around the globe, and were specially converted by engineering and shipyard partners under a complex, multi-year process, those qualities drive particular enterprise software needs. That is why selection of enterprise resource planning (ERP) by companies that own and operate floating production & offloading (FPSO) vessels brings with it a unique set of system capabilities to consider.