CandorIQ
什么是CandorIQ？
CandorIQ是一个统一的平台，旨在管理人员开支、审批和薪酬规划。它通过在人员支出管理方面提供卓越的运营能力，帮助组织赢得并留住顶级人才。该平台与包括HRIS和ATS在内的各种数据源集成，并提供全球基准数据、流失预测分析、绩效周期支持、员工总报酬定制和人员规划能力。
如何使用 CandorIQ？
要使用CandorIQ，将其与您的HRIS或ATS连接，以集成关键数据源。利用其全面的实时数据或导入第三方数据进行全球基准测试。利用平台的流失预测分析，主动识别保留机会和流失风险。通过AI提供的推荐和实时协作，在几天内完成绩效周期，而不是几个月。定制员工总报酬门户。相信人员数据，做出明智的组织决策。将与预算相关的人员和补充要求集中化。与部门、财务领导、线上经理、员工和候选人有效合作，简化人员和薪酬规划。
CandorIQ 的核心功能
与HRIS/ATS集成
全球基准数据
流失预测和分析
绩效周期支持
员工总报酬定制
人员规划
人员审批
CandorIQ 的使用案例
通过卓越运营管理人员开支
通过竞争性薪酬规划赢得和留住顶级人才
在预算范围内预测和规划人员
为现代团队进行协作人员和薪酬规划
自动生成绩效信函和候选人报价
为有效的人力资源和财务合作提供支持设计和预算分配
来自 CandorIQ 的常见问题
CandorIQ可以与哪些数据源集成？
CandorIQ提供全球基准数据吗？
CandorIQ能预测流失并确定保留机会吗？
CandorIQ可以提供绩效周期支持吗？
员工总报酬门户可定制吗？
CandorIQ如何帮助进行人员规划？
CandorIQ能够集中化和与预算相关的人员和补充要求吗？
使用CandorIQ进行人员开支规划的好处是什么？
谁可以从使用CandorIQ获益？
CandorIQ 支持邮箱 & 客户服务联系 & 退款联系等
更多联系, 访问 the contact us page(https://www.candoriq.com/request-a-demo)
CandorIQ 公司信息
CandorIQ 公司名字: CandorIQ .
更多关于CandorIQ, 请访问 the about us page(https://www.candoriq.com/about).
CandorIQ 登录
CandorIQ 登录链接: https://www.candoriq.com/zarchived/utility-page/sign-in
CandorIQ Facebook
CandorIQ Facebook链接: https://facebook.com/
CandorIQ Youtube
CandorIQ Youtube链接: http://youtube.com/
CandorIQ Linkedin
CandorIQ Linkedin链接: https://www.linkedin.com/
CandorIQ Twitter
CandorIQ Twitter链接: https://twitter.com/
CandorIQ Instagram
CandorIQ Instagram链接: https://www.instagram.com/
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社交媒体聆听
Building culture in a remote-first environment: Vanesa Cotlar (VP People & Culture, PolicyMe)
Vanesa Cotlar, VP of People & Culture at PolicyMe, joined us on The Modern People Leader. She shared how to get executive buy-in on people team hires you plan to make, what goes into building culture in a remote-first environment, and how to build trust remotely. ---- This episode was brought to you by CandorIQ. Learn more here: https://www.candoriq.com/ ---- (2:25) Good news stories (7:52) Vanesa’s career journey (12:54) How being a founder has helped her as a People Leader (15:26) What PolicyMe does (17:25) Employee choice & AI in HR (21:12) Experimenting with ChatGPT (29:35) What’s keeping her up at night (31:05) Getting executive buy-in on hires you plan to make for the people team (see original post) (32:35) Her “if I had time, I’d do it” list (38:16) Building a good culture in a remote-first environment (41:55) The 12 events PolicyMe has per year (47:48) The importance of collecting feedback on a regular cadence (50:35) Building trust in a remote-first environment (56:15) Her advice to the one-person HR teams out there (59:30) Rapid fire questions ---- 📬 Subscribe to our weekly newsletter: https://insights.modernpeopleleader.com/newsletter 💡 Follow The Modern People Leader on LinkedIn: https://www.linkedin.com/company/the-modern-people-leader/ 😊 Follow Daniel Huerta on LinkedIn: https://www.linkedin.com/in/daniel-huerta-mpl/ 😊 Follow Stephen Huerta on LinkedIn: https://www.linkedin.com/in/stephenhuerta/
Using Metrics to build credibility as an HR Leader
Joanna Kmiec, Vice President of People & Culture at Elastic Path, joined us on The Modern People Leader. We talked about using metrics to drive your people strategy, understanding the pain points of other execs, and creating an employee experience that allows for flexibility and scale. ---- This episode was brought to you by CandorIQ. Learn more here: https://www.candoriq.com/ ---- (3:03) Good news stories (8:00) The two things important to her in her career: thinking strategically & HR being viewed as a partner (13:38) What Elastic Path does (15:01) Why we should be jealous she gets to work there (16:48) State of the union for talent in Canada (20:25) Rebuilding trust and doing more with less (22:00) You can’t wait to put emphasis on your Employee Experience (24:30) Ways people teams can save money and do more with less (28:13) Using metrics to drive your people strategy gives you credibility (31:43) Asking the “odd question”: Figuring out the pain points of other execs (35:00) Having a leadership team first approach (37:30) The rest of the C-Suite need to understand the strategic nature of HR (42:23) “Full elastic approach”: Remote-first, their asynchronous charter, and having a flexible approach to all of their programs (47:55) Rapid fire questions ---- ---- 📬 Subscribe to our weekly newsletter: https://insights.modernpeopleleader.com/newsletter 💡 Follow The Modern People Leader on LinkedIn: https://www.linkedin.com/company/the-modern-people-leader/ 😊 Follow Daniel Huerta on LinkedIn: https://www.linkedin.com/in/daniel-huerta-mpl/ 😊 Follow Stephen Huerta on LinkedIn: https://www.linkedin.com/in/stephenhuerta/