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.
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%).
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.
As we wind down towards the end of 2017, we invite you to countdown to 2018 with our top 5 blogs of the year:
Payroll processing is an important aspect for every organization. It’s the way you reward and retain your people for all of their hard work. Failure to accurately pay your people can result in penalties, fines, and disengaged employees.
Without the right resources and knowledge, processing payroll can be frustrating, time consuming, and complicated. This is why many organizations choose to outsource payroll and tax management to a third-party provider. Whether or not your organization outsources payroll or performs processes in-house, here are 5 things you need to know and the top resources to help:
It’s that time of year!
Open enrollment is right around the corner and HR departments are busy preparing to ensure that they can offer their people a great open enrollment experience.
Understanding eligibility and the details of each plan can be challenging. Your people may spend a significant amount of time researching plans and will likely have questions on the process to ensure they’re making the right selection.
In addition to keeping an organization in compliance and managing people, HR leaders are expected to keep up with the latest workforce trends and new advances in technology to drive organizational efficiency and people productivity.
Adopting new Human Capital Management (HCM) technology doesn’t just lead to a more efficient and productive workforce, it also empowers HR departments to focus less on administrative tasks and more on tackling strategic initiatives. These benefits alone explain why cloud-based HR software will account for 50% or more of total HR technology spending in 2017.[i]
For the past 6 months, your inbox has been flooded with emails from Human Capital Management (HCM) providers trying to catch your attention. After doing your research and conducting a thorough due diligence, you’ve narrowed it down to your top three potential partners.
The globalization of the marketplace has resulted in an extreme escalation of competition and has made talent acquisition the main focal point for most progressive high growth organizations.
Competition, new technology, and workplace trends are changing the way that we recruit. Here’s a list of the top recruiting trends that you need to be on the lookout for in 2017: