Read our ultimate guide on CAM in Real Estate! CAM definition, key components to consider for CAM reconciliation, and the best practices for global enterprises
The role of women in society has evolved over the decades. Fewer women are staying at home, and more women than ever before are highly educated and participate in top management roles in organizations. However, gender inequality still exists in society, especially within the workforce.
As with all other living organisms, enterprise organizations are in a constant state of remaking themselves while also simultaneously growing, changing and adapting to their environments.
This blog outlines the key scenarios that can trigger the need for an organizational restructuring or transformation within a company. Understanding these potential catalysts allows organizations to proactively identify restructuring needs and leverage tools to model and execute reorganizations effectively.
A quick recap for those not already familiar with the new lease accounting standards: organizations worldwide are required to bring most leases on-balance sheet as obligations and liabilities by January of 2019.
Organizational Transformation projects arise for a variety of different reasons, including the need to support rapid growth, merger & acquisition (M&A) integration, efficiency-focused reorganization, and/or geographic expansion.
“Build vs Buy” is a fundamental question that companies and IT departments face all the time. It’s also a question that has no easy and universally answer.
The new lease accounting standards, IFRS 16 and ASC 842, are the result of a joint effort between the IASB and FASB to meet the objective of improved transparency, comparability and financial reporting requirements.
When discussing organizational or talent data, the terms ‘data’ and ‘information’ are used interchangeably, however it’s critical to understand the distinction between them. In simple terms ‘data’ is the input, whereas ‘information’ is the output.
This blog explores the significant impact of shifting political landscapes on HR functions and the necessity for HR to proactively monitor political shifts, adapt policies, and develop flexible workforce strategies to navigate these challenges.
