EIR can help you leverage your HR technology investment across the entire Employee Life Cycle. From recruiting to off boarding. EIR has experts to help optimize your end-to-end HR processes.
Enterprise Information Resources (EIR) will help you leverage your existing SuccessFactors® investment and execute your Talent Acquisition Strategy. We help clients with TA optimization, Brand awareness and Job Posting Strategy. We can implement enhancements and automations including custom notifications, JPB enablement, offer detail approval and offer letter customizations. We work directly with your TA team and address all their business needs.
Enterprise Information Resources (EIR) has vast experience in implementing both Onboarding 1.0 and Onboarding 2.0. We also help clients migrate to Onboarding 2.0. We have unique tools to address any mapping limitation between Recruiting and Onboarding 2.0. We provide services that will transform your new hire and Hiring Manager experiences.
Learning & Development
LEARNING MANAGEMENT DEVELOPMENT
A wise company encourages ongoing professional development. This support ensures that they become smarter and happier employees. It pays to provide external learning options and to encourage employees develop their own professional action plans. How you support, train, and promote your employees is what it takes to create job satisfaction and increase retention.
Enterprise Information Resources (EIR) is an SAP® Build and Service Partner. Our team of compensation and talent management experts specialize in transforming and streamlining the SAP® SuccessFactors® Perform & Reward solutions. Through software and services, we help you leverage technology, simplify the complexities, implement business requirements and transforming the compensation processes. EIR’s mission is to maximize our customer’s investment in SAP® SuccessFactors® HR solutions.
The purpose of succession planning is to make sure a company always has the right leaders in place should a change happen quickly. By failing to create an orderly plan for succession, your company may not get a second chance if it does not adapt immediately after a key player leaves the company unexpectedly.
Even when you do everything right, employees leave for a variety of reasons, including;retirement, a new position, education or for personal reasons. It is important to conduct this important step within an Employees Lifecycle, an exit interview is most likely the only time you will get honest feedback. That said it is often neglected. By conducting an exit survey, you are acting in a professional manner that demonstrates you’re still listening and caring. Have a process in place to gain feedback will help you maintain good team morale when someone leaves and help you improve your overall employee life cycle process.