Ramco Systems Corporation (part of Ramco Group) was founded in 1989 and delivers enterprise software and services to over 450 customers in 35 countries. Its headquarters are located in Chennai (India).
In many countries, Ramco partners with local companies to promote its products. In other locations, the businesses are wholly owned by Ramco. HCM is only one of a family of products and services that Ramco offers. Services include business transformation, consulting, enterprise resource planning (ERP) solutions, and software as a service (SaaS). Over the past year, Ramco has shown positive growth with recorded revenues of $50 million (USD).
Today’s HCM Landscape
Many of the human resource (HR) issues that businesses face today are common points of interest for HR (and related software) vendors. As such, software products are designed to address these issues by helping organizations to properly manage
* new talent recruitment;
* employee productivity tracking;
* workforce or succession planning and modeling; and
* baby boomer retirements.
While Ramco’s aim is similar, there’s an added feature that most HR solution providers are just beginning to get a handle on: analytics. Ramco’s HCM practice, while relatively new, tackles old challenges, including analytics, by focusing on strategic workforce management issues that to date have not been supported well with technology or analytics in the HCM space. For example, Ramco’s HCM solution provides unique technology and analytics platforms and predictive tools that help with employee retention and productivity
Together, these capabilities provide the ability for organizations to have the right data and tools at the right time.
In an e-mail exchange, Goldberg explained that
Ramco's Workforce Planning Toolkit (also known as HCM Interventions) is a brand-new HR solution concept involving predictive analytics and modeling in the context of very practical HR decision-support frameworks. These data technology solutions are aimed at managing game-changing workforce events and issues such as baby boomer exit planning and risk mitigation, HR mergers and acquisition (M&A) planning and decision support, top-grading, workforce consolidations and reduction, and other workforce restructurings.
In many countries, Ramco partners with local companies to promote its products. In other locations, the businesses are wholly owned by Ramco. HCM is only one of a family of products and services that Ramco offers. Services include business transformation, consulting, enterprise resource planning (ERP) solutions, and software as a service (SaaS). Over the past year, Ramco has shown positive growth with recorded revenues of $50 million (USD).
Today’s HCM Landscape
Many of the human resource (HR) issues that businesses face today are common points of interest for HR (and related software) vendors. As such, software products are designed to address these issues by helping organizations to properly manage
* new talent recruitment;
* employee productivity tracking;
* workforce or succession planning and modeling; and
* baby boomer retirements.
While Ramco’s aim is similar, there’s an added feature that most HR solution providers are just beginning to get a handle on: analytics. Ramco’s HCM practice, while relatively new, tackles old challenges, including analytics, by focusing on strategic workforce management issues that to date have not been supported well with technology or analytics in the HCM space. For example, Ramco’s HCM solution provides unique technology and analytics platforms and predictive tools that help with employee retention and productivity
Together, these capabilities provide the ability for organizations to have the right data and tools at the right time.
In an e-mail exchange, Goldberg explained that
Ramco's Workforce Planning Toolkit (also known as HCM Interventions) is a brand-new HR solution concept involving predictive analytics and modeling in the context of very practical HR decision-support frameworks. These data technology solutions are aimed at managing game-changing workforce events and issues such as baby boomer exit planning and risk mitigation, HR mergers and acquisition (M&A) planning and decision support, top-grading, workforce consolidations and reduction, and other workforce restructurings.
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