The beginning of the new year is the perfect time to review your priorities and set goals for the year to come. For HR Gurus, this means going well beyond setting personal New Year’s resolutions like losing weight or eating healthy. It means reviewing people processes, recognizing weaknesses, and crafting a strategy for how to improve.
47% of organizations have HR software that is over seven years old. Archaic software is often pieced together accompanied with an old-school user experience that results in inaccurate data and low levels of user adoption.
HR may have become numb to the inefficiencies and extra administrative work required with managing older systems, as this is most likely the way things have always been at an organization. Switching to a new HCM solution means migrating years of data, setting up and defining processes, training managers, and helping employees navigate a new system- enough to make HR howl.
A Spiceworks survey shows that 62% of organizations currently use biometric authentication technology in the workplace and that an additional 24% plan to implement biometric technology within the next two years.
Employees are quick to ditch memorizing long, lengthy passwords and HR is on board to implement biometric technology to help accomplish a wide of range of objectives in the workplace, specifically employee labor reporting validation and overcoming daily people challenges like buddy punching.
It’s incredible how much the role of HR employees has changed as of late. If you work in Human Resources, you’ve probably already started to notice the changes.
If you want to keep up with the changes and improvements, you’ll need to prepare. You’ll have to sharpen up your skills and spend some time learning new technologies.
Let’s take a look at five specific changes that will rock the HR world, and discuss how they’ll affect your career.
For years, HR leaders have been focused on how to attract, retain, and engage a multi-generational workforce, and just when HR thinks they have it all figured out, HR is hit with yet another unprecedented challenge.
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.
The contingent workforce now makes up 34% of the U.S. workforce and is expected to grow as people ditch the 9-5 desk jobs and shift towards this “on-demand” economy.
Technology has made it simple for people to connect and search for part-time jobs that best align with their specific skill set and passions while offering flexibility to their work schedules.
This latest workforce trend will impact that way in which organizations manage its people and will ultimately call on the HR department to revisit its overall people strategy to ensure that they're not missing out on any opportunities. Check out our infographic below:
“Neurodiversity” is a newer term for what we instinctively sense: We don’t think alike and that’s good. Innovation in today’s Human Capital Management includes understanding neurodiversity in an effort to better engage employees and candidates.
The workplace and general office environment, whether we are aware of it or not, is always changing. New policies come into vogue and both political and social movements force either welcome or unwelcome change upon employees and owners alike, and HR specialists need to adapt to the demands and requests of a constantly changing staff.
Navigating your way through the HR world can be a challenge, especially when you're new to the field. And, like any other job, sometimes you make a few mistakes along the way.
When you're in charge of hiring, a bad hire can do serious damage to your company – and your reputation.
A bad hire can be a big waste of time, money, and resources. It can hurt morale. And it's a poor reflection of the person who hired that employee in the first place.
Human resource managers need to know the signs of a bad hire so they can avoid facing issues down the line.
Keep reading to learn the 7 signs most HR managers miss that can indicate your new hire isn't a good fit.