Two challenges in the manufacturing industry that an HCM solution could help you solve 

The manufacturing industry, like many industries, has its fair share of HR challenges and barriers that sometimes prevent operations from being managed as effectively as they should. With a desperate need for professionals, recruiting and retaining can prove difficult for HR managers in the manufacturing industry. Additionally, with such a unique business model, effective timekeeping also presents its fair share of challenges.  

Let's explore the hurdles that Manufacturing faces from an HR perspective and discover solutions.  

It’s that time of year again! College students are graduating and moving forward with their careers. In light of the great resignation, this can be a huge opportunity for companies to rebound from any recent losses and dig their heels into fresh talent!

While what we care most about during a crisis are very human issues such as emotions, safety, and family, it’s technology that is going to be the first and best way to stay connected with your people.

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 The Cole Memorandum has since been rescinded in 2018 causing uncertainty among the industry.  

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.

Running a business consists of thousands of little steps every day. There are many tiny tasks that make up the overall organization to keep things moving forward. Payroll is an important one.

Like many areas of business operations, technology is changing how businesses process payroll. This change not only stems from the pertinent technology developments regarding how payroll is processed, but also how said technology is changing the world as a whole. More businesses are abandoning the traditional 9-5 salaried worker model and using remote capabilities. 

With that in mind, here are four payroll trends that prove that the future is happening now:

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.

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%).