For the past several years, there’s been a lot of talk about HR “becoming more strategic.” Company leaders are beginning to seriously appreciate the HR department’s value in helping achieve broad bottom-line goals – looking beyond the basics of personnel management, payroll and benefits administration. But to actually become more strategic, we have to understand..
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..
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..
You may be familiar with the story of the blind men and an elephant. In it, a group of blind men come upon an elephant and each describes the animal from what he can feel. The one feeling the elephant’s leg says that it’s like a great pillar; the one who feels the tail says..
A study by Watson Wyatt found that “Firms that carefully link HR activities to business strategy, measured by metrics have a 33% higher return on total capital than organizations that do not.” For some HR pros, talking about return on investment (ROI) inspires a sense of fear. In others it creates an almost giddy response at the idea of being..
In our last article, we established some of the common reasons for moving to an HR technology solution, and we finished by pointing out the need for translating the administrative savings and reduced workload into true business outcomes. This is where the true value in HR technology lies, and it’s also a foundational element of..
According to the Sierra-Cedar 2015/2016 HR Systems Survey, 43% of companies are planning to undertake a major HR system strategy initiative. Technology can be one of the most valuable tools in an HR leader’s arsenal, allowing them to create more organizational value, deliver better service, and offload administrative tasks. However, for companies that don’t have..
HR and business leaders don’t buy technology; they buy solutions to problems. My recent blogs have focused on how to buy solutions to problems, and one of the best examples I can think of to illustrate the point is around performance management. To set the stage, research firm i4cp says that only 28% of companies..
“If I had an hour to solve a problem I’d spend 55 minutes thinking about the problem and 5 minutes thinking about solutions.” ― Albert Einstein This quote has been attributed to a variety of people over the years, and it still makes a valid point. When you think about it, the problems HR faces..