Now is the time we all break out our swimsuits, spruce up the patio and embrace summer in all its glory. Not to be a Debbie Downer, but it’s also time for HR professionals to think about their plans for open enrollment. Prepping for open enrollment now can result in a smoother process come fall/winter, as..
As with most things in life, communication is critical when introducing or launching HR programs and services. Effectively relaying the details and benefits of HR plans and programs is essential to getting buy-in on these initiatives from employees. And employee support is paramount to the success of most HR programs and services. There are many..
You need a new HR/HCM system. You built your business case. You obtained executive approval. Now the fun of selecting a HR technology provider begins! Can’t be that hard, right? The good news is, there are lots of options. The bad news is, there are lots of options. Here are some tips to help you..
Performance Management is one of those topics that is both holy grail, and third rail. A high-performance organization that hums with productivity, motivation, and ongoing learning – what leader doesn’t want that? But how are we supposed to get there, if everyone is telling us performance reviews are hopeless, and we should toss formal performance..
Managing performance. About as much fun as taking your car in for an oil change, new tires or a tune-up. But much like taking your car in for routine maintenance can help you avoid a costly repair down the road, regularly evaluating performance within your organization can help prevent costly side effects from underperforming, unsatisfied..
Performance management is being disrupted. In two-thirds of organizations today, business leaders are rethinking the traditional methods of managing employee performance. And employees are breathing a collective sigh of relief. According to Harvard Business Review research, some of the most common performance management methods can actually demotivate your best performers. Creating a positive employee experience..
What does your CEO, CFO or other executive team member expect from their core HR, payroll and benefits experience? Two objectives come to mind: peace of mind and business value. Let’s take a closer look at each. Executives don’t want to think about core HR processes What your executive team wants is peace of mind that..
Running payroll is one of the oldest business processes there is. From the days of someone manually tracking hours, physically writing a check and handing that to each employee on the way out the door on Friday, the actual process has changed little over time. Yet today there are tools and technologies that can help..
It seems simple enough. You get hired for a job. You tell your employer who you are, where you live and sign up for various programs and benefits. Every two weeks your pay shows up in your bank account, and if you need to go the doctor, your insurance works the way you expect. Sign..
Your executive team looks to the HR and recruiting functions to provide organizational value, and the key method for achieving this is through data. Yet, according to the Lighthouse Research 2016 Talent Acquisition Measurement Practices study, nearly half of companies are either not measuring any data or are relying solely on anecdotal information when it..