It’s probably fair to say the basic premise and fundamental focus of HR automation is process improvement. After all, if it doesn’t make your day-to-day HR life easier, why have an HRMS in the first place? And it seems many would agree. According to the Sierra-Cedar 2017-2018 HR Systems Survey, 67% of organizations have “business process improvement” as a priority for their HR technology investment (with “HR systems strategy” a distant second place at 40%).
It’s the end of an interview and the hiring manager asks a candidate the final question, “Do you have any questions for me?”
At this moment, the candidate is granted the opportunity to show their interest by asking questions that directly reflect their knowledge on the organization, position, and industry.
Candidates that fail to prepare a list of questions may respond with a simple, “No, I don’t have any questions” or with irrelevant and inappropriate questions that leave a bad impression with a hiring manager.
In early 2018, the IRS took the first step to reflect the Tax Cuts and Job Act by releasing the new withholding tables. PeopleGuru implemented the 2018 Withholding Calculations immediately following the release that reflected in payroll as early as Saturday, January 13, 2018.
HR Gurus are the ones on the frontline that directly interact with your people and continuously work to make a difference in your organization day in and day out. The tight-knit HR community is comprised of passionate HR Gurus who are committed to grow as independent professionals, but also dedicated to learning new ways in which they can help improve their people and organizations.
Your people are your most valuable asset and often your largest expense. This is why investing in the right workforce management technology should be a top priority for any organization.
According to a Software Advice study, 43% of employees admitted to falsifying their timesheets, costing organizations $400 billion annually in lost productivity.[i]
In addition to time theft, a countless number HR and Payroll managers are still chasing down employees and supervisors for missing punches, approved time sheets, and accounting for shift differential and overtime pay. Once the time capture is complete, managers then have to ensure that all of the clean data ultimately finds its way into the payroll system for successful payroll runs.
Senior Care organizations strive to attract and retain top talent to ensure their residents are always receiving the highest quality of care. However, due to the rising demand of services, increased costs, and high turnover rate, the Senior Care Industry is now facing staffing shortages.
In a time of extreme weather and extreme news coverage about both mother nature and man-made disasters, it can help to ease the fears of employees to plan for the worst. Many companies and HR departments have started to build communication plans directly into the Employee Handbook so employees have a strategy to refer to in the unlikely event of a crisis.
And while what we care most about during a crisis are very human issues — emotions, safety, family — in the midst of chaos, it’s technology that’s going to be the first and best way to stay connected. Here are a few tools and strategies you might consider having in place to communicate with your team in the face of the unexpected.
On January 11, 2018, the Internal Revenue Service (IRS) released Notice 1036, which updates the income-tax withholding tables for 2018. The new table reflects the changes in the Tax Jobs and Cuts Act of 2017 that was enacted by legislation last month.
2018 is off to a start and the next big question many employers are facing is: Should we adhere to the Affordable Care Act (ACA) reporting requirements, or go under the assumption that the law will be repealed and no longer enforced?
PeopleGuru is proud to announce that we have entered into an alliance partnership with HIREtech, a provider of Work Opportunity Tax Credit (WOTC) services. WOTC is a Federal tax credit available to employers for hiring individuals from certain target groups who consistently face significant barriers to employment.