With the summer almost over and fall quickly approaching, HR leaders are kicking into high gear planning for Benefit Open Enrollment, Budget Planning, Compliance Reporting, and Mid-Year Reviews. If you are like so many other HR leaders of mid-market organizations, you may have elected to upgrade or deploy a new Human Capital Management (HCM) software platform with a January go live.
In 2013, the Cole Memorandum, which advised U.S. attorneys to refrain from prosecuting state-licensed marijuana businesses unless they violated a federal law was signed by the Obama administration. The Cole Memorandum has since been rescinded in 2018 causing uncertainty among the industry.
Opinions and sentiments of the mass media and the general public about millennials are for some reason highly polarized.
Even when you try to google them, you’ll get a wide range of suggestions, starting from “millennials are lazy, narcissistic, broke, or even the worst” all the way to “millennials are hard working.”
You’re probably scratching your head worrying over the fact that you’ll have to hire those notorious job hoppers whose turnover costs the U.S. economy $30.5 billion annually.
The truth is that Generation Y has been much-maligned based on a number of generalizations and stereotypes.
Shopping is a popular pastime. A lot of people like to shop. But when you’re shopping for a new HRMS, the process of deciding exactly which system is right for your organization can quickly get bogged down in the details: whether to opt for on-premises or in the cloud, deciding on self-service functionality, ensuring mobile access, to payroll or not to payroll, the list can seem endless and any help is welcome. When you combine this with the fact you’ll be spending, on average, $6,125 per user of your system according to the latest HRIS research, you want to be sure you’re making the right decision. With that in mind, here are three key tips for planning your HRMS selection.
PeopleGuru is excited to announce that we have officially become an alliance and integration partner with eQuest, the world’s largest job posting distribution company.
Over the course of three days at the Annual LeadingAge Meeting & Expo in Philadelphia, our Gurus met with other Gurus, exchanged ideas, learned more about the booming industry, and further confirmed our commitment to helping the Senior Care Industry improve people processes, mitigate compliance risk, and control labor costs. We also had the pleasure of handing out our “Relax, We Goat This” t-shirts, stuffed goats, (sorry, we left the real goats at home) and had the opportunity to visit with some of our awesome clients.
We may be far from a Terminator/Skynet future, but developments in artificial intelligence have prompted the latest round of concern about how technology will put us all out of work. Which is why it’s refreshing to see a range of articles in the press – including The Guardian, Business Insider, and CNBC – stating that robots may take our jobs but they’ll also create new ones.
Before you can go scouring the marketplace for your perfect HR technology solution, you first need to know exactly what you’re looking for. Which means knowing what your organization needs in an HRMS. So, how do you go about identifying those HRMS requirements? First, know where you’re starting from. Second, establish what your users need by way of functionality. Third, look at your technical requirements.
Multi-generational, virtual, and global workforces have added a new layer of complexity to the traditional functions of HR, Payroll, Benefits, and Talent Management. Attempting to manage all of these functions via disparate solutions is proving to be a major challenge for HR leaders, yet many organizations still operate off of 3-4 systems.
In response to the SMB client driving up the demand for a single system of record for all things HR, both traditional service bureaus and HR technology vendors began developing and promoting an all-in-one, unified, single HCM platform.
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.