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Top 10 Reasons Customers Choose Us!

We understand the amount of choices available on the market today for Enterprise Business Software, but we also understand where we stand as well! You may have heard it numerous times from us…we are PROUDLY partnered with SAP. And today you are in luck, we are going to show the top 10 reasons customers continue to choose us throughout the years.

SAP Top 10 Reasons Customers Choose Us

Here is a quick insight to our “Top 10” –

  1. Leadership
    • SAP has expert solutions for companies of all sizes, Zerion360 provides a solution to the Small & Midsize companies.  (Beating out Oracle, Microsoft, and IBM)
  2. Innovation
    • SAP is known to innovate without disruption, which means everyday business continues while implementation of the software system occurs in a parallel form. (Our integrated solutions ensure innovative results)
  3. Focus
    • Our customers benefit from comprehensive industry expertise with software design and the alignment of Business Processes, for all departments. (Multi-industry support on a single platform) 
  4. Analytics
    • SAP is the industry leader in business analytics, helping companies transition to becoming a Data-Driven company, no matter what industry! (Recognized by Gartner as a leader in BI Platforms, Corporate Performance Suites, Data Integration Tools, Data Quality Tools)
  5. Mobility
    • We have the best-selling mobile enterprise application platform among enterprise application providers, so business can continue no matter where you are. (Market-leading mobile solutions will unwire your enterprise)
  6. Real Time
    • We deliver the “real” real-time enterprise through the most advanced in-memory technology – meaning all departments are always on the same page, at all times. (Empowering organizations to review segmentations, merchandising, inventory management, and forecasting information at the speed of thought)
  7. Value
    • SAP’s value management program is the most advanced effort of its kind… offer[ing] advanced business solutions along with dee–domain expertise and insights. (Value management helps companies run 2x more on time, 1.9x more on budget, and 1.6x more on value)
  8. Cost
    • We help to reduce your total IT cost so you can increase spending on innovation, not allowing IT operational costs consume the majority of company resources. (We help by having a 23% lower implementation service cost than our leading competitor)
  9. Support
    • Our SAP Enterprise Support brings a peace of mind to the business by offering 24×7 Service License Agreements, Fixed-Price Commitment, and End-To-End Support. (The full range of support options is tailored to allow business to run at any time of day or night, because we understand the importance)
  10. Choice
    • Finding the best fit software for your business is our sole focus, and we are the only provider that can deliver the highly specialized solutions you need… with the build-in versatility you want. (Zerion360 delivers even more choice – helping to get the complete software and business needs taken care of)

 

Make sure to download our info-graphic PDF for some great visuals below –

 

SAP Top 10 Reasons Customers Choose Us


Why Feedback is Critical for Startup Success

Many startup businesses fail because their owners skip a critical step in development: talking to potential customers before opening the doors.

It should be an obvious, early task for entrepreneurs. Will people buy what you’re offering? If so, what will they pay? The answers may surprise you. But not getting customer feedback is a major mistake that can cost you a lot of time and money – and ultimately, your business.

Here’s an example of how valuable raw customer feedback can be. Robin Chase, co-founder of Zipcar, recently spoke to me about the birth of the car-sharing company. She wrote possible names on index cards and then handed them to people, without explaining anything about the business. All she would ask is, “What do these names suggest to you?” Chase quickly discovered several of her favorite candidates for the name only confused customers. Though the company offers car-sharing services, names with the word “share” in it were a turnoff.

Ash Maurya, the founder of the measurement-apps company Spark59, discusses effective customer research in the book Running Lean: Iterate from Plan A to a Plan That Works. There’s a right way and wrong way to do it. Here are a few tips on getting feedback effectively:

  • Skip the focus groups. Often, one person in the focus group has a strong opinion and hijacks the discussion, pressuring everyone to agree with him or her. So you’ve got 10 people in a room, but you end up with just one opinion.
  • Ditch the surveys. Conducting a survey can be problematic. Rather than pose questions and suggest answers, it’s better to let your customers tell you what’s important to them, Maurya says.
  • Watch the body language. The other problem with simply sending out surveys, Maurya says, is you don’t get to see how customers react to your idea. “Body language cues are as much an indicator of problem/solution fit as the answers themselves,” he says.

The Future of Work: The Looming Talent Crisis

The Looming Talent Crisis: Research Shows Companies Unprepared for Future of Work

LAS VEGAS — Businesses are facing the most diverse work environment that the world has ever seen with five different generations working together, across geographies — each with different skills, experiences and work habits. More of these workers will be freelancers and long-term contractors. All of this represents a major opportunity for productivity, talent development and employee engagement, but according to new wide-scale research from Oxford Economics, most companies are unprepared to capitalize on it.

As revealed in Workforce 2020, an independent, global study by Oxford Economics with support from SAP SE, most companies recognize the importance of managing an increasingly international, diverse and mobile workforce. However, the majority lack the strategy, culture and solutions to do so. Oxford Economics surveyed more than 5,400 employees and executives and interviewed 29 executives in 27 countries, finding that two-thirds of businesses have not made significant progress toward building a workforce that will meet their future business objectives. The announcement was made at SuccessConnect 2014, being held September 9-11 in Las Vegas.

“To gain advantage in the future, businesses must understand the workforce of tomorrow and its importance to bottom-line success — today,” said Edward Cone, managing editor of Thought Leadership at Oxford Economics. “Our research shows that the C-suite is out of touch with HR on business strategy and priorities, and workers are not getting what they want from their employers in terms of incentives, benefits and training.”

Top Six Workforce Issues Facing Companies

The study’s findings challenge the prevailing wisdom and highlight the most critical issues facing HR professionals. At the top of the list:

1. Compensation Matters Most

According to Workforce 2020, competitive compensation is the most important attribute of a job to two-thirds of respondents — 20 percent higher than the next highest benefit. Retirement plans, flexibility and time-off rank well ahead of amenities such as fitness centers, daycare and subsidized food.

If compensation is what motivates employees, what they are most afraid of is being left behind as a result of insufficient skills and inability to keep up with the latest technologies. “Becoming obsolete” is the biggest concern for today’s worker, twice as concerning as being laid off.

2. Millennials are Misunderstood

Although 51 percent of executives say that millennials entering the workforce greatly impacts their workforce strategy, fewer than one-third say they are giving special attention to millennials’ particular wants and needs — primarily because executives do not understand how they think. Much has been written about how millennials are different in their use of technology and their attitudes toward work than past generations of workers; however, the Workforce 2020 study shows that they are surprisingly similar to their non-millennial coworkers when it comes to workplace priorities:

  • Millennials and non-millennials alike cite compensation as the most important benefit. Additionally, 41 percent of millennials and 38 percent of non-millennials say higher compensation would increase their loyalty and engagement with the company.
  • Contrary to popular thinking, millennials are no more likely than non-millennials to leave their jobs in the next six months.
  • Millennials and non-millennials have similar priorities in areas such as meeting career and income goals and meeting goals for advancement. The two groups have similar views on the importance of corporate values and achieving work/life balance.

“Millennials are a major challenge for companies. As the single largest and most tech-savvy workgroup, they also represent a significant opportunity,” said Mike Ettling, president, HR Line of Business, SAP/SuccessFactors. “Companies that can excite millennials about work, train them to fill in gaps on experience and adapt to their style of working can build a workforce that can successfully execute on the objectives of today and adapt to drive advantage for the business of tomorrow.”

3. The Talent Gap is Widening

Few companies, however, are properly supporting their workers, including millennials. Less than half of employees surveyed as part of Workforce 2020 say their company provides ample training on the technology they need, and less than one-third say their company makes the latest technology available to them.

The need for skills like analytics and programming/development will grow sizably over the next three years, but employees doubt the opportunity to gain proficiency in these areas. While executives cite a high level of education or institutional training as the most important employee attribute, only 23 percent say they offer development and training as a benefit. Incentives for pursuing educational opportunities are also uncommon.

4. Leadership is Lacking

Unfortunately, supporting growth among employees is creating a leadership void. Lack of adequate leadership is cited by executives as the number two impediment to achieving their goals of building a workforce to meet future business objectives. Almost half of those surveyed say their plans for growth are being hampered by lack of access to the right leaders within their organizations.

Only 31 percent of executives interviewed say that when a person with key skills leaves they fill the role from within the organization. Surprisingly, less than half indicate that their leadership team has the skills to effectively manage talent or inspire and empower employees.

5. The Workforce is Changing

As the economy evolves to a state where nearly everything can be delivered as a service, companies are increasingly tapping external expertise and resources they need — and on an as-needed basis — to fill skills and resource gaps and to accommodate rapidly changing business and customer demands. That means more temporary staff, more consultants and contract workers, and even “crowd-sourced” projects. In fact, of those companies surveyed as part of Workforce 2020, 83 percent of executives say they will be increasing the use of contingent, intermittent or consultant employees.

6. Compensation Models, Development and Technology Must Change

This changing nature of employment is affecting workforce strategies. Of the companies surveyed:

  • 46 percent say they will require changes in compensation plans
  • 45 percent say they will require increased investment in training
  • 39 percent say they will result in changes to technology policies to support mobility, bring your own device, etc.

Additionally, 41 percent say they will drive new investments in HR technology that can better support their changing strategies and needs. Investments in HR technology will move beyond traditional core HR systems designed to manage the employee record and drive compliance toward emerging technologies that support recruiting, talent and performance management, learning and enhanced employee engagement.

While more than half (53 percent) of executives say workforce development is a key differentiator for their firm, they do not have the tools and organization to back it up.

Just 38 percent say they have ample data about their workforce to understand their strengths and potential vulnerabilities from a skills perspective, and 39 percent say they use quantifiable metrics and benchmarking as part of their workforce development strategy.

Only 42 percent say they know how to extract meaningful insights from the data available to them.

“When it comes to preparing for the future of work, knowledge is power,” Ettling said. “Tomorrow’s workforce will be more diverse and work differently. Companies must understand this and develop new strategies that support diversity and foster a new level of employee engagement and collaboration — or they will ultimately remain stuck in the past.”

To learn more about the global results of Workforce 2020 and the future of work, visit http://www.successfactors.com/en_us/lp/oxford-economics-workforce-hub-pr.html. SAP will share more detailed views of the findings from a regional perspective and at the country level over the coming weeks. Follow the #futureofwork conversation on Twitter with @successfactors.

For more information, visit the SAP News Center. Follow SAP on Twitter at @sapnews.

About Oxford Economics

Oxford Economics is the world leader in global forecasting and quantitative analysis for business and government, and the most trusted resource for decision-makers seeking independent thinking and evidence-based research. Headquartered in Oxford, England, with offices in London, New York, and Singapore, and elsewhere around the globe, the firm employs more than 90 professional economists, industry experts and business editors—one of the largest teams of macroeconomists and thought leadership specialists.

– See more at: http://www.news-sap.com/workforce-2020-looming-talent-crisis-research-shows-companies-unprepared-future-work/#sthash.8GW1bB6x.dpuf

(This post originally appeared at http://www.news-sap.com/workforce-2020-looming-talent-crisis-research-shows-companies-unprepared-future-work/)


Connections With Ashley

From Start-Up to Thriving Business – How Innovation is Bridging the Gap

growth

 Ashley Harvey | Marketing Manager | Zerion360

The driving passion and goal of every new start-up is growth. To grow your business, your clients, your offerings, your influence in your community – whatever it may be, the bottom line is upward mobility is at the heart and soul of every enterprise. But as you find your business expanding, you may also find it harder to manage. Luckily, technology makes a great business partner – it brings with it a variety of means to help bridge that gap between just starting out and rapid growth that propels you and your business into the next phase. From analytics, tailored websites and applications, to business management software – here are just a few areas that technology and innovation can help support and sustain growth.

Accounting and Finances

If you’re experiencing a period of rapid growth, you’re also going to experience the struggle to manage it. Especially when it comes to managing your financials. Ideally, as a company grows, you’ll need a tool in place to track profit and expenses automatically and in real time. This not only ensures that your books are clean and up to date, but it also allows you to get a better idea of the health of the company. The latest innovations in ERP systems allow for streamlined processes that connect departments and track transactions as they’re happening. For instance, a customer order will automatically be sent to the warehouse, which after packing the order, will send it off to be shipped, and trigger the sale to be invoiced and automatically be deducted from inventory – all this without having to re-enter data across multiple channels.

Better Manage Employees and Tasks

As start-ups begin, they usually are comprised of one or a couple people calling the shots and running the show. As you begin to grow and expand and hire more employees, there comes a need to delegate more work and responsibilities. But being in small business means there’s not much time for you to take your foot off the gas pedal – and assigning tasks shouldn’t put a drain on this valuable commodity. The answer – utilize technology that allows you to automatically set up tasks and allow people to have access to the needed information. This process is achievable in many mediums. Take for instance customer relationship management site Highrise (highrisehq.com) – as you update information about customers and prospects you can allow specific or all employees to have access to client and project notes. One of the features we like best is the ability to assign specific tasks to employees. Need someone in sales to setup a demo? Or an invoice to go out? Assigned tasks go directly to the noted person’s email – meaning things get done quickly and more efficiently, without the hassle of micromanaging.

The shortcoming of utilizing websites and applications versus ERP to manage certain aspects of your business is just that – they keep aspects such as sales, customer relationship management, accounting, etc separate from one another instead of integrating all of the company processes in one place.

Marketing

There is no doubt about it that the game of marketing is changing. More and more marketers are focusing their efforts on inbound versus outbound marketing which translates into building up a community from the inside out versus just sending out information and deals and hoping a prospective client picks up on it. Driving traffic to your business is pivotal to this marketing strategy. Many sites now have built in analytics to better track traffic and understand what content is drawing people in. It would be foolish not to take advantage of these free tools – they’re built into pretty much all social media sites, i.e. Facebook and LinkedIn. Your website and campaign micro-sites are also easily tracked. Email marketing sites also manage useful information such as who’s opening and clicking through your emails. These analytics are extremely powerful – they enable marketers to see what efforts are working and allow them to better build up a network and community around their brand.

 

We’d love to hear your opinion and experience – feel free to connect with us by leaving a comment below.