Human Resource Management

/Human Resource Management

Communicating with Employees During a Crisis

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What is always a company’s number one asset?  Its employees. The news this week about the devastation caused by Hurricane Harvey reminds us that during any crisis, internal or external, employees can be a company’s biggest ally, as they are a company’s largest stakeholders and best community ambassadors.

Numerous federal laws protect employee rights in America. These laws are enforced by an assigned federal agency, and the same is true for most state laws.  But they are not necessarily written to protect employees from unexpected emergencies, such as what we’ve seen this week.  Protecting your employees in a crisis situation will not only reinforce your position as a trusted employer, but it will give employees peace of mind that they are prepared when the unexpected happens.

SHRM recently shared these eight tips for communicating with employees during a crisis.

  1. Be Proactive. Anticipate and plan for crises that your organization could encounter before they happen.
  2. Get a team together. During the planning phase, identify employees who will make up the crisis management team—the people who will know what to do when disaster strikes.
  3. Don’t expect employees to come to you. Implement a notification system that quickly reaches out to employees with accurate information and guidance.
  4. Don’t put up roadblocks. Trying to keep employees from communicating about crises via social media is futile. Instead, help them shape their messages by giving them correct information in a timely manner.
  5. Act fast—but only say what you know to be true. Speed is of the essence when it comes to crisis communications, but it shouldn’t come at the price of accuracy.
  6. Don’t go silent. If your organization is not yet ready to respond to […]
By |Aug, 29th, 2017|Employee Communication, Human Resource Management|

Create a Human Resources Social Media Recruiting Strategy

social media recruiting

Over the last decade, social media has quickly moved from a curious fad to something deeply ingrained in our daily lives. This is no different for human resources (HR). In fact, a recent Society for Human Resources Management (SHRM) study found that 84 percent of HR departments are becoming increasingly reliant on using social media to attract top talent. Why are more HR departments turning to social media? Simply put, it’s where people spend their time. At the start of 2017, there were 2.8 billion active social media users worldwide—a 22 percent increase over 2016. To stay competitive, HR departments must meet people where they are at or risk missing out on an opportunity to attract job seekers. This makes creating a social media recruitment strategy a top priority for HR leadership.

Key Takeaways:

  • Review the latest trends in how HR departments use social media for recruiting.
  • Identify key aspects of an HR social media recruitment strategy.
  • Describe how a content strategy can be used to leverage specific social media sites.

Download our free guide to learn how to leverage content and your expertise to attract top talent.

By |Aug, 18th, 2017|Human Resource Management|

The Benefits of Automation

No matter their size, all businesses can benefit from automation. Companies using antiquated approaches may see increasing error rates and others may experience unsustainable operations costs. Poor or inadequate reporting may also cause HR management to look for an automated strategy. Finally, when a business is growing and expanding, automation can make the work tracking hundreds of employees much easier.

For HR departments, tasks ripe for automation include timesheets, benefits, health and safety, recruitment and onboarding, and tax forms. Removing repetitive tasks helps HR professionals collect, create, and update data efficiently and more accurately. For example, HR staff traditionally spends hours or days entering employee payroll data. An automated system can complete the process in a couple of steps freeing staff to focus on more important, strategic tasks to help the company. Automation also helps employees. Rather than constantly checking in with HR departments to pull files or check forms, employees are just a few clicks away from accessing their benefits, health insurance, and vacation days. The Aberdeen Group found that companies using an automated HCM saw a 30 percent reduction in payroll processing errors after integrating time and attendance with payroll. In addition, automating time and attendance cut PTO calculation errors by more than 50 percent. Most importantly, these improvements increased employee engagement levels by 24 percent.

Single, automated HR solutions that can integrate these tasks into one platform can further reduce manual data entry and administrative work for HR professionals. Sticking with one vendor also means one contact for training, support, and upgrades. A single vendor can help create uniform user interfaces and functionality that blends the various HR tasks into a seamless […]

By |Aug, 15th, 2017|Human Resource Management|

Maximize Human Resources Potential Through Automation

HR Automation

Human resource (HR) professionals face great demands every day as they manage everything from employee requests and benefits to timesheets and payroll data. In addition, they need to continually monitor employee progress and oversee the hiring and termination process.

This is a lot to keep track of, and as businesses grow HR professionals are increasingly burdened by administrative tasks that take them away from their core focus.

Technology has a solution to help HR departments reach their full potential: automation. This does not mean robots taking over for people; rather, it means using the right HR software to reduce repetitive tasks and free up HR professionals to provide top-notch services to employees.

Key Takeaways

  • Understand how repetitive administrative tasks are burdening HR professionals.
  • Identify how automated HR software can improve efficiency for employees.
  • Analyze key tips to successfully implement an automated HR system.

Download our free guide to get your business ready for 21st century workforce management.

By |Jul, 31st, 2017|Human Resource Management|

HR’s Role in Data Security is More Vital Than Ever

Data Security-Ransomware

The lightning spread of the WannaCrypt ransomware attack was felt worldwide last week, causing problems for thousands of private and public organizations across dozens of countries. A new stage of the WannaCrypt ransomware attack could arrive with the start of the working week.

It is important for Human Resources to be actively involved in data security from choosing the right cloud vendors to driving employee awareness around data security.

Technology has helped us work better, faster, and smarter, but it has also led to an unprecedented vulnerability at all levels of data. These threats are further compounded by changes in the workplace, as more employees work from home, rely on their own mobile devices, and increasingly use cloud-based systems. With the click of a mouse by an unaware employee, companies could stand to lose control over customer, employee, or business data.

Download our free guide to learn more about the vital role Human Resources plays in Data Security.

By |May, 16th, 2017|Human Resource Management|

The Complexity of HR Convergence

 

People Cogs

Having a one-stop shop for payroll is optimal for companies and employees, but converging payroll and HR management systems into one software platform is a complex task. Payroll systems must store employee data, pay and benefits, compensation history, and other information. Payroll is an area that HR must get right, all the time. Many business leaders may be reticent to change their payroll systems in fear of disrupting pay schedules. According to the Sierra-Cedar survey, surveyed organizations identified a number of continuing payroll challenges, including: reporting functionality, actual payroll functionality, integration, and poor service and support.

To adapt to these challenges, HR must see itself as a platform that provides services, tools, information, and real-time data to employees and managers. Bersin wrote that “an effective option is to build an integrated employee experience platform, one built on apps and an integrated backend.” This platform mentality matches the end users’ expectation that an application should seamlessly integrate from system to system. This standardization can help improve performance, decrease redundancy, and reduce human error in businesses. As an example, with HR and payroll systems synced together, double data entry can be avoided, thus reducing the HR workload. In the end, this simple mindset and platform approach can provide businesses a foundation to make complex decisions by easily pulling and working with data from their applications. Working through the “cloud” is one technological advance that can greatly enhance this platform approach.

Download our free guide to learn more on the Convergence of Payroll and Human Resource Systems.

By |May, 10th, 2017|Human Resource Management, Payroll|

Converging Payroll and Human Resource Systems

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Technology changes fast, and each successive generation’s expectations are quickly reshaping how human resources works with employees. In order to adapt, businesses must simplify their HR strategies to gain efficiency, reduce costs, and maintain employee engagement. The convergence of cloud-based HR systems and payroll is one area of opportunity that can help businesses stay competitive now and into the future.

Key Takeaways:

  • Understand how new technology and employee expectations are shaping HR strategy
  • Analyze how improving payroll processes can increase competitiveness and advance the employee experience
  • Explain how cloud-based technologies can enhance traditional HR services
By |Mar, 8th, 2017|Human Capital Management, Human Resource Management, Payroll|

Three Tips for Making the Most Out of Your HRMS Demo

Technology has dramatically altered the lives of HR professionals over the past 15 years. Today, much of what used to be time consuming and manual processes are performed by computers, freeing us to work on higher-value activities. And the demand for technological solutions to human resource issues increases each year.

What happens when you are the person responsible for selecting a new HRMS solution?Demo_Blog_Image How do you approach this type of project? What is the process and what are the pitfalls? There are a lot of great HRMS applications on the market today, including InfinityHR. Seeing a demo of the product is just one way to get up to speed quickly on the functionality offered. Here are a few ways to maximize your HRMS demo and make the right decision:

Question the HRMS Application Against Your Requirements
It’s good to have your documented HRMS requirements on hand during your demo. It’s beneficial to rank your requirements into ‘must haves’ vs. ‘optional’ so that you can ask about your essential requirements during the demo. For example, a higher education client may ask about specific compliance requirements they can track in their HRMS application. Or a large multi-national company may be interested in country-specific legal requirements or if the system can be delivered in multiple languages. When you document these needs, you can stay on target during a demonstration of the software.

Cover the Entire Lifecycle of the Employee
If possible, ask to see the functionality of the entire employee lifecycle. Specifically, how does an applicant apply for a position? How does that applicant become an employee in the system? Does the system have self-service functionality for the employee to update their data? If you are able […]

By |Sep, 21st, 2016|HRMS, Human Resource Management|

How an HRMS Can Help with Employee Turnover

employee-turnover-blog Click on the image for a full size version. Photo Credit: LinkedIn

Employee turnover can be very expensive. According to LinkedIn, the average yearly turnover at a company is 15 percent, 10.3 percent of which is entirely preventable. Losing workers and having to replace them is very expensive – LinkedIn noted that the average cost of avoidable turnover is $75 million for U.S. employers each year, and these companies could save $7.5 million by just reducing turnover by 1 percent. If you have an HRMS system, you are ahead of the game. Here are a few reasons why:

HRMS Can Track and Analyze the Reason for Resignations

A Human Resources department may do a paper-based exit interview when an employee leaves an organization. If you have an HRMS, you have more in-depth analytics at your fingertips if you can identify key elements as to why an employee left the company. For example, are terminations occurring in a certain age group, salary grade or department? Or is there other data that detect terminations? An HRMS can also offer self-service functionality to enable a former employee to complete an exit interview online after they have left the company. Sometimes there is more insight as to why an employee decided to leave after they are actually gone.

HRMS Can Simplify the Offboarding Process

Does a manager or HR department always know what company assets are held by and employee? There are the usual assets an employee may have, such as a laptop, cell phone or credit card, but what about specialized equipment and/or software? Tracking all items in an HRMS gives you the opportunity to retrieve and cancel these services easily.

HRMS Can Help Recruiting Efforts […]

By |Nov, 14th, 2014|HRMS, Human Resource Management|

3 Steps to Successful HRMS Onboarding

Onboarding the perfect employee can be an exciting time, not only for a new employee, but for the manager and the team. A new employee’s first impression of your organization is everything! Does your HRMS system capture all of your critical onboarding activities? Make sure your new employee onboarding is flawless by following these three steps:

Get Your Paperwork Organized
From the moment an offer is made and candidate accepts, you are ready to start your onboarding workflow. There are multiple things that must occur for pre-hire activities, such as drug testing, employment checks, closing the job requisition, sending out benefits paperwork, setting up online self-service access and more. Pre-hire paperwork can be organized efficiently if you have a solid onboarding process.

onboarding

Monitor Your New Hire’s Data Entry
Gone are the days of paper-based HR. Remember when follow-up meant tracking down where the paper trail went cold? Now, HRMS systems ensures that your new hire receives the paperwork, chooses a benefits option, and has their information entered correctly into the system. Sort out all of the issues prior to the start of day one!

Close the Onboarding Process
The first few weeks are a blur for every new employee. From trying to learn new things, to meeting with new colleagues and performing in the new role. HRMS onboarding processes help track the employee’s “probationary period” and alert managers if the employee’s short-term goals are being met – or if there could be upcoming concerns. An HRMS system, such as InfinityHR, has survey functionality. Using the survey portion of a system allows you to get an idea of how the employee is feeling and to head off any issues.

Interested in learning more?
Contact us for a […]

By |Sep, 11th, 2014|Human Resource Management|