Latest news with #HRtech
Yahoo
5 days ago
- Business
- Yahoo
Weavr, Visa Partner to Embed Visa Cards in HR Tech Platforms, Enhances Employee Benefits
Visa Inc. (NYSE:V) is one of the best US stocks to buy according to Billionaires. On July 11, Weavr, which is a UK-based embedded finance company, announced a partnership with Visa. The collaboration aims to provide embedded Visa cards specifically for Human Resources/HR technology platforms. As an associate member of Visa, Weavr will enable SaaS businesses to integrate Visa-backed financial tools directly into their systems. This alliance shifts embedded finance, moving beyond simple payments to enable comprehensive propositions and business models within sectors like HR tech. The partnership allows HR tech platforms to offer tailored employee benefits. A side profile of a consumer within a store handing a credit card to a cashier, reflecting the debt collection services of the company. Weavr's platform integrates multiple financial partners into a unified solution and offers extensive regional reach and diverse financial products through a single agreement and integration process. With Visa's involvement, B2B SaaS platforms can now provide embedded features, including the issuance of various payment cards, real-time budget monitoring, and expenditure management, all within their existing user experience. While we acknowledge the potential of V as an investment, we believe certain AI stocks offer greater upside potential and carry less downside risk. If you're looking for an extremely undervalued AI stock that also stands to benefit significantly from Trump-era tariffs and the onshoring trend, see our free report on the . READ NEXT: and . Disclosure: None. This article is originally published at Insider Monkey.
Yahoo
15-07-2025
- Business
- Yahoo
Needham Reiterated a Buy Rating on Alight, Inc (ALIT)
Alight, Inc. (NYSE:ALIT) is one of the . On June 20, Kyle Peterson from Needham reiterated a Buy rating on Alight, Inc. (NYSE:ALIT) with a price target of $8. The analyst reiterated the bullish sentiment, drawing from recent meetings with the company's CEO and CFO. Peterson noted management's strong dedication to improving relationships with both clients and third-party evaluators, which he believes signals a clear strategy to reinforce Alight, Inc. (NYSE:ALIT)'s position in the market. A person viewing their financial progress on a computer, highlighting the financial health offerings of the company. Peterson also points out the company's promising growth prospects, noting significant opportunities in areas including leave management. Moreover, the company's adoption of Generative AI to enhance operational efficiency is also seen as a key driver for future success. The analyst believes that the company trades at an attractive valuation, creating a compelling risk-reward balance for growth-at-a-reasonable-price (GARP) investors. Alight, Inc. (NYSE:ALIT) is a cloud-based Human Resource Management technology and services provider. While we acknowledge the potential of ALIT as an investment, we believe certain AI stocks offer greater upside potential and carry less downside risk. If you're looking for an extremely undervalued AI stock that also stands to benefit significantly from Trump-era tariffs and the onshoring trend, see our free report on the best short-term AI stock. READ NEXT: 30 Stocks That Should Double in 3 Years and 11 Hidden AI Stocks to Buy Right Now. Disclosure: None. This article is originally published at Insider Monkey. 擷取數據時發生錯誤 登入存取你的投資組合 擷取數據時發生錯誤 擷取數據時發生錯誤 擷取數據時發生錯誤 擷取數據時發生錯誤
Entrepreneur
15-07-2025
- Business
- Entrepreneur
Efficiency, Equity, and the Algorithm
Opinions expressed by Entrepreneur contributors are their own. You're reading Entrepreneur United Kingdom, an international franchise of Entrepreneur Media. In a tech landscape still riddled with bloated teams, nebulous buzzwords, and far too many panels on "women in STEM," Johanna Beresford is building something different. As CEO and co-founder of FabricShift, a Warwickshire based platform designed to enable measurable, scalable culture change, she says "you don't need a perfect product to start. In fact, your technology will change and develop, again and again. What matters most is solving a real, specific problem. Build from that, and refine as you go." At its core, FabricShift is designed to do what many promise but few actually deliver: help companies change for the better - and prove it. Unlike traditional culture consultancy or static HR tools, FabricShift is product-first, data-led, and behaviour-focused. Its goal isn't just to improve workplace culture - it's to show that improvement clearly, and help it stick. Beresford is clear-eyed about the challenge. Culture change is notoriously hard to measure, let alone scale. But her answer has been to lean harder into metrics - not to dilute them. "Committing to data," she says, "has been the decision that most moved the needle for our growth. Every aspect of our platform is backed by behavioural data and measurable outcomes. In a space like culture change, where impact is often hard to quantify, this has been critical in proving value and earning trust." Trust, after all, is hard-won - particularly in the world of digital transformation and HR tech, where fatigue and scepticism are common. FabricShift's response is disarmingly simple: keep it lean, and make it work. One of the company's most notable characteristics is its team structure. In contrast to fast-scaling startups that balloon headcount in the name of momentum, FabricShift has stayed deliberately small - and all the more effective for it. "The idea that you need a big team to scale a tech business is completely wrong," Beresford says. "We've built a high-performing, scalable platform with a small, agile team. With the right people, aligned around purpose and capability, lean teams can do incredible things." That clarity of purpose has proven powerful. With fewer layers and more direct input, the company is able to respond rapidly to client needs while remaining firmly grounded in its values. And that starts, as Beresford explains, with the hiring process. "We've built a culture where every voice counts," she says. "Rather than hiring for one type of background, we hire smart, curious people who challenge each other. The result is an environment where women and underrepresented groups naturally thrive." This inclusive ethos extends beyond the company's internal culture and into its product design. FabricShift works closely with a broad base of HR leaders - many of them women - which makes listening to different voices not just good ethics, but good business. "Our product is also used by a broad, gender-balanced HR leadership audience," Beresford adds. "So understanding and reflecting diverse perspectives is embedded in everything we design." For Beresford, that balance between technology and human insight is not just a feature - it's the future. Her vision for leadership is refreshingly grounded: empower people, hire for mindset, and focus on solving real-world problems. But if there's a thread that runs through her story - and FabricShift's rise - it's a resistance to the illusion of perfection. "I wish more women knew that you don't need a perfect product to start," she says. "Too many founders - especially women - delay launching until they've got everything in place. But your technology will evolve. What matters is having a deep understanding of the problem and committing to solving it." That iterative, real-world approach has earned the company recognition in a sector where impact is difficult to quantify. While many culture-focused platforms default to vague sentiment analysis or checkbox training, FabricShift has anchored its proposition in clarity, accountability, and continuous improvement. It's not just a software company. It's a belief system - one that insists that better business culture can and should be measurable. As the world of work continues to evolve - from hybrid models to AI-enabled decision-making - the need for that kind of clarity is only increasing. In that context, Beresford's calm, deliberate leadership stands out. There's no grandstanding, no jargon, and no assumption that progress needs to be loud to be effective. Instead, there is quiet intent, careful innovation, and a willingness to question industry norms - not for disruption's sake, but to actually deliver something better. "Sometimes the best ideas come from being closer to the problem," she says. "You don't have to start with scale. You just have to start."
Forbes
14-07-2025
- Business
- Forbes
20 Key Considerations Before Implementing A New HR Tech Platform
To successfully roll out a new HR tech platform, you need to make sure the tool you choose aligns with your team's workflows, goals and capacity for change. Before you even start comparing vendors, it's critical to clarify what problems you're solving and how success will be measured. You'll also need to consider factors like integration with your existing systems, internal user adoption and the long-term scalability of the platform. Here, 20 Forbes Human Resources Council members discuss key considerations to help you successfully evaluate and introduce a new HR tech platform for your organization. 1. Align Your Selection With Business Goals And Data Strategy The primary objective of any HR tech platform is to enhance productivity, streamline processes and align corporate activities with relevant compliance frameworks. The aim is not to diminish manual work but to consolidate data in a secure location. Businesses should bear in mind that the HR tech platform provides insights into employee data, enabling them to make data-driven decisions. - Dr. Nara Ringrose, Cyclife Aquila Nuclear 2. Evaluate Configuration Flexibility And Platform Connectivity Consider the level of in-house access to configure and mold to needs as needed, avoiding module build costs later, which is inevitable when one buys a vendor-controlled configurable platform. Also, consider connectivity with other platforms used to optimize organization data analytics capabilities. - Angela O'Donovan, UCC 3. Prioritize Speed-To-Value Over Flashy Features Don't ask what the tool does; ask how fast it gets people to day one. In hiring-led industries, time-to-productivity matters more than bells and whistles. Look for platforms that reduce operational friction, not just repackage it. - Vardhan Kapoor, Firstwork 4. Assess Integration Fit Within Your Existing Tech Stack It's important to be mindful of the current tech stack and how the new HR tech platform will integrate with all the other tools the team uses. While one platform might be your favorite overall, there might be another that better integrates with the choices you have made until that point and might be the better decision in the long run. - Jennifer Morehead, Flex HR 5. Match Platform Capabilities To Your Employee Experience Vision Before investing in a new HR tech platform, consider how well it aligns with the company's overall vision for employee experiences, particularly during key moments that matter. It should not only support day-to-day HR ops but also enhance meaningful interactions between employees and the organization via personalized, seamless and engaging XPs that reflect the company's values and culture. - Dr. Timothy J. Giardino, Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify? 6. Choose True Integration Over Patchwork Connectivity When selecting HR platforms, one must consider the full spectrum of the business's needs. Systems that are truly integrated, not just connected, provide higher value and ease of use. The more connection points between systems provide more opportunities for technical difficulties. One-stop shopping promotes employee adoption, better self-service and reliable data integrity, which are invaluable. - Dedra Ward, Conduent 7. Look For Personalization, Cost Control And Actionable Insights When evaluating a new HR tech platform, prioritize personalization to enhance employee engagement, ensure cost management aligns with budget goals and seek platforms offering actionable insights for strategic decision-making. These elements are crucial for fostering a supportive and efficient workplace environment. - Marcy Klipfel, Businessolver 8. Prepare Your Organization For Adoption Prior To Implementation Ensure your organization is prepared to leverage the new HR technology fully. This means having strong change management practices in place and aligning your people processes to support adoption. Without readiness in these areas, even the most advanced tools can fail to deliver value. - Anthony Cheong, Boston Consulting Group 9. Tie Platform Investment Directly To Business Outcomes When evaluating a new HR tech tool, the most important consideration is its ability to directly tie back to business outcomes—ideally, revenue. A strong business case should clearly map how the tool drives ROI, whether by improving efficiency, reducing turnover, accelerating hiring or enhancing employee engagement. Leadership doesn't invest in software—they invest in results. - Ann Piccirillo, JDA TSG 10. Consider Emerging Vendors But Vet For Compliance And Security Don't limit your review to platforms from large, established vendors. Startups are often more nimble, provide excellent customer support, and offer innovative technology unencumbered by legacy systems. They can customize solutions quickly and at a lower cost. Just ensure any startup you consider has SOC 2 Type II certification and has passed accessibility testing to meet security and compliance. - Ximena Gates, BuildWithin 11. Keep In Mind The Digital Engagement Needs Of A Multigenerational Workforce Companies must evaluate how the design of their platform, its interface, workflows and logic can disproportionately influence the learning capabilities of mixed generations, such as Baby Boomers, Gen X, Millennials, and Gen Z. This is called interface bias. Companies should address any potential gaps in digital engagement before rolling out to a multigenerational workforce. - Kevin Walters, Top DEI Consulting 12. Demand Transparency And Explainability In AI-Driven Decisions If the platform makes decisions about people, like hiring or promotions, avoid black-box systems. Insist on transparency into how it scores or recommends candidates. You should be able to audit the logic to ensure it's not replicating bias, overemphasizing minor factors or making decisions you can't explain or defend. Ethical, explainable AI is essential. - Shiran Danoch, Informed Decisions 13. Invest In Role-Based Training To Maximize Platform ROI When evaluating or rolling out a new HR tech platform, ensure that your team is properly trained on both the technology and the process change that it creates. Even the best platforms will underdeliver if users don't understand how to utilize the platform's features or how it integrates into their daily workflows. A role-based training program can help ensure adoption, minimize resistance and maximize ROI. - Gordon Pelosse, AICerts 14. Check For Scalability, Customization And User Fit Be sure to evaluate the platform's scalability and customizability. You must also consider whether the platform's intended user base is a fit for your company's needs, capabilities and industry requirements. - Lori Landrum, Heights Tower Service, Inc. 15. Communicate The Platform's Purpose Across The Entire Business Remember, HR tech is not exclusively impacting the HR team. Their efforts across talent identification, recruitment, retention and offboarding will change, and that affects the whole business. Transparency on why the tool was selected, what it will do and who will use it is key. We help brands with this situation every day, and not communicating these basics is a common pitfall, creating new issues. - Nicky Hancock, AMS 16. Define Ownership And Future-State HR Roles Early When rolling out a new HR platform, many overlook a key step: defining the future-state HR function and ownership of the new system. Addressing this early helps align project roles with long-term responsibilities, ensuring a smoother transition and better system adoption. - Fran Maxwell, Protiviti 17. Plan Beyond Launch And Integrate Recognition Into Workflow Having been in technology for more than 25 years, there are two opportunities to embrace. First, so much energy goes to launching things, but not enough consideration is given to "day two" and how this tech will meet the workflow of employees. Second, attach your recognition tech to your new HR tech—recognition will reinforce the right behaviors and amplify what great looks like. - David Bator, Achievers 18. Adopt Tech That Enhances Human Intelligence When evaluating HR tech, don't apply old paradigms to new platforms. Choose solutions that augment human intelligence—leveraging AI, behavioral science and automation to unlock capacity, not just cut costs. The right platform should enable people to work smarter, faster and with greater impact, not just digitize outdated processes. - Prithvi Singh Shergill, Tomorrow @entomo 19. Focus On Solving The Right Problem, Not Chasing Features One thing to consider is whether the technology is going to address the problem you are trying to solve. So often, companies seek technology investments to address challenges, but get enamored with the bells and whistles of the new platform. Too often, they don't pause to clearly define the problem and identify the pain points. A modern solution should be tech-enabled but authentically human. - Clare Miller, Atlantic Union Bank 20. Empower 'Super Users' To Reduce Tech Debt And Consultant Costs Ensure super user configurability and capabilities to prevent costly vendor customizations, external consultants and tech debt by avoiding the need for numerous ancillary systems. By selecting anchor platforms that allow super users to enable features without coding expertise or vendor intervention, your organization reduces costs and maintains greater strategic control over HR technology. - Britton Bloch, Navy Federal
Zawya
07-07-2025
- Business
- Zawya
Ramco Systems partners with MCA Management Consultants
Chennai, INDIA / Dubai, UAE – Global payroll software provider Ramco Systems Limited, India, has announced that its wholly owned subsidiary, Ramco Systems FZ-LLC, has entered into a partnership with MCA Management Consultants, a leading professional services firm in the GCC region. This partnership leverages Ramco's innovative payroll platform and managed services in conjunction with MCA's expert advisory services. Together, both the parties will enable organizations in the GCC region to transform their payroll operations. This partnership provides organizations in the GCC region with the powerful synergy of MCA's HR Advisory and Transformation services, as well as Ramco's Payce platform, which enables organizations with fast, effortless and precise payroll management. Lakshmanan, Sr Partner, MCA Management Consultants, said, 'Our partnership with Ramco Systems reflects MCA's unwavering commitment to bring high-impact niche technology solutions to our clients in the GCC. Our collaboration will help customers to accelerate their payroll transformation journeys with the confidence that they are supported by two organizations that are deeply invested in their success.' Rohit Mathur, Executive VP & SBU Head – Global Payroll & HR, Ramco Systems, said, 'As organizations across the GCC region embark on payroll transformation journeys, they are looking for partners who not only bring innovative technologies but a deep understanding of local market dynamics. By aligning with MCA, we are deepening our commitment to helping organizations in the GCC region streamline their payroll operations, obtain strategic insights from their payroll data and elevate their employee experience. We look forward to growing our collaboration with MCA in the years to come.' Rajiv Nair, CHRO & MEA Exec Sponsor, Ramco Systems, said, 'We believe great partnerships are built on complementary strengths – and that's what we've found with MCA. Together, we aim to bring real value to businesses in the GCC region. With MCA's local expertise and our payroll technology, clients get solutions that meet local rules, follow global standards, and offer automation, real-time insights, and a smooth user experience.' Trusted by 500+ customers worldwide, and powered by continuous tech innovations, Ramco Payce has been at the forefront of delivering global payroll transformation. With a global payroll coverage across 150+ countries, the solution offers seamless integration with leading HCM providers offering an end-to-end digital payroll solution that can be deployed on-cloud or leveraged as a managed service. With new features around self-service reporting, actionable payroll workspace, serverless payroll, and a quick implementation toolkit, Ramco Payce aims to deliver faster and smoother implementations. By leveraging robotic process automation, artificial intelligence, and machine learning, Ramco continues to offer a touchless payroll experience. About MCA Management Consultants: MCA is a multidisciplinary professional services firm delivering audit, tax, advisory, technology and transformation solutions to organizations across the GCC. MCA has strong presence in the UAE, Oman, Saudi Arabia, Qatar, and Bahrain, and supports clients across industries in navigating regulatory changes, optimizing operations, and driving sustainable growth. Backed by experienced professionals and a client-first mindset, MCA combines deep market knowledge with a future-focused approach to help businesses adapt, scale, and succeed in a rapidly evolving landscape. MCA Leadership team has a combined experience of 500+ years, specialists in their respective domains and have actively participated in the innovation of systems and procedures across the industries served by the firm. About Ramco Systems: Ramco Systems is a world-class enterprise software product/ platform provider disrupting the market with its multi-tenant cloud and mobile-based enterprise software, successfully driving innovation for over 25 years. Over the years, Ramco has maintained a consistent track record of serving 1000+ customers globally with 2million+ users, and delivering tangible business value in Global Payroll, Aviation Aerospace & Defense, and ERP. Ramco's key differentiator is its innovative approach to develop products through its revolutionary enterprise application assembly and delivery platform. On the innovation front Ramco is leveraging cutting edge technologies around Artificial Intelligence, Machine Learning, RPA and Blockchain, amongst the others, to help organisations embrace digital transformation.
