Your relationship with your HCM partner is a critical factor to your organization's success. That's why it's important to choose a partner that will remain dedicated, supportive, and engaged after the honeymoon phase.
Bringing on new employees goes far beyond automating onboarding tasks. Taking the time to personally welcome new hires to your organization will make a positive first impression and lead to a better overall employee onboarding experience.
The first day of work is critical for both new hires and organizations. This is the first time a new hire takes part in regular day-to-day activities, works closely with team members, and experiences an organization’s culture first hand. However, onboarding new employees is sometimes easier said than done, as employees are not always fully impressed with their onboarding experience.
Their lower price is not what it seems.
The old expressions are true that “there’s always a catch,” and “a low price usually equals inferior products or service.” In our business of Benefits Administration, HR, and Payroll software services, new customers come to us for a variety of reasons. The number one reason is frustration with service. We see clients that are just tired of painful and inferior help desk support, and sometimes others have more tenuous and complex system difficulties, and even some face significant compliance penalties.
Billions of dollars invested in HR technology companies have created a handful of new and reborn one-size-fits-all HCM vendors who made a big splash on the HR scene throughout 2015 and 2016. Not to be outdone, niche HR specialist vendors have upped the ante with some very compelling niche products targeting recruiting, performance, learning, compliance, and social collaboration. Choice is always a good thing for HR departments. How does all this investment in HR technology companies change the way HR executives think about using technology within their operations?
Who is responsible when HCM technology and service vendors fall short of delivering on the desired outcomes?
Are vendors over promising, or are buyers making assumptions about technology and services during their evaluation process that haunt them later?
After two decades of sales in both the mid-market and enterprise HR space, I have seen a dramatic shift on how buyers and vendors engage. In the late 80s and early 90s, prospective buyers had to rely on direct interaction with sales representatives to learn about products and services and sales representatives needed to meet with prospective buyers to learn about their businesses and their requirements.
With more than one billion active Facebook users already, social networking is strong and getting stronger as literally hundreds of millions of new users join a social network this year.
Software-as-a-Service (“SaaS”) is a software delivery model where the product and its associated data are hosted in the cloud, and users gain access to the application via a web browser. In recent years, many business applications including accounting, customer relationship management, enterprise resource planning, and human resource management have moved from on-premise licensed installations to SaaS as a primary delivery method. Gartner Group estimates that SaaS revenues will grow from $58.6B in 2017 to $99.7B in 2020.
HR Cloud 9 is being in a state of perfect contentment with your HR ecosystem. Getting to HR Cloud 9 isn’t a trivial matter, and it isn’t about choosing one vendor to handle everything. The choices you make when building out your HR ecosystem will either form your utopia or nightmare. To get to HR Cloud 9, consider how your ecosystem will fair in the following areas. If you do, you’ll be well on your way to Cloud 9.