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Social, Mobility, Analytics and Cloud technology solutions are drivers for excellence in modern HCM. Know more the opportunities and technical challenges in building SMAC-based HCM solutions in webinar presentation
helped largely by the growing adoption of so called “on demand” cloud-based systems. The Cloud-based HCM applications market is expected to grow from $5 billion in 2013 to $8.4 billion by 2018 at a compound annual growth rate of 11% Source: Apps Run The World, July 2014
Deliver greater organizational efficiency- 53% HR functions spend time on day-to-day tactical activities that add no value, 43% of organizations have employee self-service and only 54% have a recruitment technology platform
Update HR processes, information and technology capabilities to comply with the law- employee mandate provisions of Affordable care act
As the business environment becomes more challenging, the demand from a company's 'human capital' is similarly increasing
Since 2004, the growth of social media has been near exponential. Back in those days, Facebook — arguably the most mature of the top social networks — only had about 1 million users. By 2011 the network had grown so large, its population was being compared to that of a country. Today, Facebook has more than 1 billion registered users and Mark Zuckerberg has made connecting 5 billion more of a personal mission.
The infographic includes data from a recent Pew study indicating that 72 percent of all Internet users are also social media users. That means we’re well beyond early adopters and social media is becoming as ubiquitous as the computer itself.
Online social media sites provide significant opportunities for employers who want to recruit potential employees. Employers are using social media as a valuable tool for sourcing and recruiting prospective candidates. Social networking allows organizations to build their employment brand and awareness, expand the breadth and depth of their network, target top talent in a large range of skill sets, and improve the effectiveness of their recruiting efforts. Here, Social Recruiting comes into picture. Social Recruiting isn’t a clearly defined approach or set of tactics it is a concept and set of ideas loosely based on using the social parts of the web for talent attraction and recruitment.
Social media sites such as LinkedIn, Twitter and Facebook are valuable resources for identifying qualified candidates and communicating with and recruiting applicants to fill positions. The risk employers need to understand, when using social media as part of their recruiting process, occurs when the process moves from sourcing to screening candidates.
Social media is an ideal way to find and recruit candidates. But, the difficulty occurs when information provided on social media sites is used to screen or explicitly eliminate a candidate from consideration. This elimination, when based on data found through social media content, opens the employer to the potential risks of liability, discrimination claims and non-compliance with regulations.
While there is little direct legal precedent around this issue at this point, it's likely that legislation and case law will become more clear in the near future. In the meantime, the risks are evident and few companies want to be the focus of any legal action. Given this point, it's important that organizations have policies in place that protect against discriminatory practices and are explicit in how social media information can be used by employees in the hiring process.
The most popular Social Media sites used for recruiting are LinkedIn, Facebook, Twitter, Viadeo, XING, Google+ and BranchOut.
Integrating multiple Social media accounts for single user Profile sync up
To have each individual's social profiles under one account Sign-on through any of the registered social media account Pull in Social media contacts
Ensuring privacy and confidentiality of user data
There are plenty of social and ethical issues associated with networking sites such as Facebook. There is also a raft of privacy legislation issues associated with gathering information about a candidate that may not be necessary for a recruitment process. Hence you need to make sure you use the information responsibly and keep in mind you must maintain the appropriate levels of disclosure about information being collected and to whom this information may be disclosed.
Ruby on Rails: Backend application server Node.JS: Node websocket framework is being used for enabling push technology for real time notifications, messages, chat requests etc. PostgreSQL: relational databases used for storing authentication and user related details. Also, it stores statistics related data and other static data. OrientDb: NoSQL graph database is used in order to store user connections and their interactions effectively in the form of graph built with vertices and edges. Solr: Apache solr used to index various user interactions, groups etc. which facilitates to have extremely powerful search functionality. Redis: In memory database, used to store all the authorization related details like role wise permissions etc. As this is an in memory database, this helps to have improved performance eliminating queries to check permissions into relational database. Nginx: Web Server for routing RoR requests to RoR application server and real time push requests to node.js server.
Enabled client to enter the market quickly and increased the userbase manifold Enhanced user engagement with a comprehensive set of interactions Flexible system enables easy deployment for end users. Capability to handle 1000+ concurrent users seamlessly Client able to cater to wider user base with customizable features suiting a diverse market Admin can track performance of mentors and individuals and also get valuable feedback on application usage
we had different job titles and different industries and candidates searching/applying for different jobs So we wanted to suggest them most appropriate jobs We used full text search, thesaurus files and created some mapping tables In mapping tables we have given ranks to matching job titles Image to be added Accurate candidate recommendations to HR
Each client has own db n can grow 25gb+ n growing No manage Flexibility Disaster recovery Security Minimal configuration Multi tenant deployment Auto scaling ment
- Reduction of costs – unlike on-site hosting the price of deploying applications in the cloud can be less due to lower hardware costs from more effective use of physical resources. - Universal access - cloud computing can allow remotely located employees to access applications and work via the internet. - Up to date software - a cloud provider will also be able to upgrade software keeping in mind feedback from previous software releases. - Flexibility – cloud computing allows users to switch applications easily and rapidly, using the one that suits their needs best. However, migrating data between applications can be an issue.
Several things should be considered while moving an application to Windows Azure. Major points that need to be addressed are: Application compatibility – analyze if the application is architecturally fit for Windows Azure before moving. External / internal dependencies – check if there are any external application dependencies and need to analyze and if those are accessible through Azure. Application class – verify how the application is classified in the business. Business critical and LOB applications demand high availability. Application integration – check whether candidate application is integrated with other on-premise applications and shared services.
Migration strategy / approach UI analysis a. Analyze if UI interface can be migrated to Azure directly in the PaaS model, web applications and web services in non-cloud solutions can be mapped to Windows Azure web roles, while the non-web applications are kept on-premise. Re-engineering work is required to modify the existing web application code to use the Windows Azure SDK. This is to ensure it runs on Windows Azure as hosted Cloud services. In addition, if any third party framework / class library that is not supported by Azure is used, the library may need some modifications or, will have to be re-written. In case of the IaaS model, no code changes are required. Instead, the entire server image will be migrated to the Windows Azure virtual machine. The sections below focus on the PaaS approach as no major changes are required in the IaaS one.
Database compatibility – analyze whether the existing database is best fit to migrate to Azure.
Application maintenance / management – identify how the logs are maintained and where they are stored.
Scalability / elasticity – identify whether the application design supports scalability as Azure supports it.
Compliance requirements – check if there are enterprise compliance and regulations that govern whether the data can be moved / stored outside the enterprise’s control.
Cost - verify whether the moving application is costeffective for the enterprise.
Security – clarify whether the same level of security can be provided after migrating to Windows Azure in terms of: Data security Authentication Authorizations