This paper provides actual savings experienced by Kronos customers and details many key performance metrics and guidance to help HR executives make the right investment decisions to more effectively manage their workforce.
The multigenerational workforce, compliance requirements, and new technologies are the top trends affecting human capital management today. This white paper explores the need for HR leaders to develop new strategies for managing the increasingly diverse workforce, and the role workforce management technology and HCM tools will play in its success.
Every organization strives for a workforce that is engaged, inspired, and motivated to perform at its best day in and day out. But what is the reality?
According to Gallup, only 13 percent of all employees worldwide today are engaged in their jobs — an alarming statistic given the importance of the workforce in fueling growth and meeting other key enterprise goals. Employees are typically an organization’s most vital (and expensive) asset, and when they are disengaged and/or disenfranchised, the ripple effects across the business can impact your profitability and branding.
In fact, each employee generation — and each individual — has unique needs and expectations regarding work. So how do you engage and inspire them? It requires a creative and differentiated approach that accounts for the unique characteristics and requirements of each generation.
Fortunately, new human capital management (HCM) technologies are available today that can help you optimize employee engagement across a
Today, the most important asset for employers is their people. With recent advances in workforce analytics, cloud technology, social media and mobile communications, and talent management applications, HR staff can provide greater long-term value to their organization.
This paper outlines how HR can make use of these technology opportunities to benefit the entire organization.
Download this how-to guide to determining the best workforce management solutions to ease compliance with the Affordable Care Act. Learn how easy it is to track, automate, and analyze data from across your organization and generate:
• Accurate data about average hours worked
• Automated notification to employees of benefit eligibility change
• Real-time analysis of schedules, time records, and benefits
• Generating reports to evidence ACA compliance efforts
Investigations, litigation, and wage recovery focused on wage and hour violations are at an all-time high.
To complicate matters, the introduction of the Affordable Care Act (ACA) has added another layer of complexity to managing labor compliance.
Is your organization handling wage and hour conditions correctly? Or could it be one of the vast majority of employers that are out of compliance with wage and hour regulations?
Find out who’s at risk and what you can do in this new free best practices report, courtesy of Kronos.
Trying to manage today’s rapidly evolving compliance requirements with outdated tools drags down productivity, raises costs, and increases your risk of noncompliance. And, it’s making your job harder. Learn how modern, cloud-based workforce management solutions can help you gain the visibility, insights, and management capabilities you need to reduce risk of noncompliance and build business success.
The Total Financial Impact of Employee Absences Survey, produced in collaboration with and commissioned by Kronos, Incorporated, was designed to measure both the direct and indirect costs of employee absences, including costs associated with payroll, replacement workers, overtime and productivity loss. The more accurately employee absences are tracked and managed, the better organizations can monitor, plan and budget for these absences.
While compliance and reporting are absolutely necessary, they will not be sufficient to truly enable an organization's business strategy. Taking this opportunity to think through the ways in which workforce management strategy supports overall business objectives can position HR leads to have a huge impact on organizational performance, as well as costs. This Research Brief looks at how organizations respond to the ACA, as well as the underlying technology foundation that can enable both reporting and the execution of an overall workforce management strategy.
How to end service bureau fees, reduce costs, and control your own payroll process
Download this informative article and find out why managing your payroll in house is more cost-effective than outsourcing — and how it gives you complete control over your processes and data.
Background and History of the Fair Labor Standards Act (FLSA)
The FLSA regulates minimum wage, overtime, equal pay, recordkeeping,
and child labor. The law is published in Section 29 of the U.S. Code (Section 29 of the Code of Federal Regulations (CFR)).
The FLSA is enforced by the Wage and Hour Division of the U.S. Department of Labor (DOL). The FLSA applies in all states, but states are permitted to develop their own laws and regulations to provide even greater protection for their workers than is provided under federal
law. Where the two laws conflict, the law most beneficial to the employee prevails.
Human capital management solutions can help organizations meet the challenges of managing multiple generations. Learn about HCM strategies such as using mobile technology to optimize communication; offering flexible working hours for work-life balance; managing employee absences for stronger compliance, cost control, and employee well-being; and using analytics for workforce insights.
Facing a more competitive global business landscape with available talent across multiple generations, the challenge to recruit and hire the best workforce today is critical.
Changing workforce demographics are creating skills gaps and putting pressure on employers to source top talent. Learn how human capital management technology tools could be the key to stronger recruiting and hiring.
With the pace of HR technology solution development progressing quickly, HR leaders need to gain a solid understanding of the HR system options available. This tool is designed to help HR leaders build a business case for investing in next-generation HR systems to meet the growing HR demands of your organization. Demands include interfacing or integrating data, incorporating social and mobile technologies, and providing an employee experience that grows from the experience given to candidates.
Employee engagement is being challenged by the increasing diversity of today’s workforce. From aspiring Millennials to aging Baby Boomers — working in a complex mix of full-time, part-time, contingent, temporary, and contract roles — the 21st-century workforce is more diverse than ever, challenging organizations to build and support a corporate culture that fosters employee engagement and drives the employment brand.
Employers want to recruit and hire the best talent in their industry. But what if your organization’s internal processes aren’t set up to support efficient and effective hiring? If HR lacks the support they need for screening, hiring, administration, and reporting, they may end up making poor hiring decisions — decisions that could impact your organization’s bottom line.
Traditional recruiting channels and strategies may no longer yield the necessary talent. HR needs a way to better manage the company’s openings, candidates, and reporting requirements to reduce the rate and cost of bad hires.
It’s time to think more strategically about your entire workforce. Learn the benefits of a unified approach to HCM and workforce management.
In today’s competitive and rapidly changing business environment, sustained success requires a total HCM strategy that focuses on managing, engaging, and retaining your entire workforce — both hourly and salaried employees alike. It also requires a single, unified technology platform that enables managers to successfully execute on that holistic strategy for improved operational efficiency, higher employee engagement, and better business outcomes.
Read the e-book for best-practice advice and valuable insights into the shared future of HCM and workforce management, including:
Where early attempts to bring together HCM and workforce management fell short of expectations
Why you need an integrated HCM and workforce management technology platform to gain complete visibility into your entire workforce and drive better decisions
How a holi
Engaging Employees through a Unified Platform
Learn how simplifying processes with a unified HCM solution can help you better manage all employees and remove barriers to optimal engagement.
An engaged workforce is satisfied and productive. To make this a reality for your organization, you need a human capital strategy that can help you think strategically about managing, engaging, and retaining your entire workforce.
However, in many cases, the systems that manage human capital alienate rather than engage both employees and managers — making it challenging, for example, to easily access schedules or paystubs without having to call HR or do self-service assessments of career path options.
Implementing an effective HCM strategy supported by the right workforce technology can save your organization time and resources, improve the management of your people-related processes, and drive greater employee engagement.
East Alabama Medical Center (EAMC) in Opelika, Alabama, is a 314-bed facility that employs 2,700, including 770 inpatient nurses. With a mission focused on providing high-quality, compassionate healthcare, the hospital celebrated its 60th anniversary in 2012. In the prior year EAMC was recognized as one of only five hospitals in Alabama named a Top Hospital for Patient Experiences by Women Certified®. This distinction joins others the hospital has won, such as being listed among the Top 100 Heart Hospitals in the U.S. and on Fortune magazine’s “100 Best Places to Work” in America.
A As the healthcare industry shifts focus from volume to value, standardization is needed to accurately benchmark labor resource utilization. This is the premise of a survey conducted by HealthLeaders Media and sponsored by Kronos. What constitutes direct patient care? Hands-on patient assessment, administering medications, and performing procedures clearly top the list. But can other activities be considered direct care too—even those not conducted in a patient’s presence?
Consumer engagement is always top of mind for retailers, however brands are learning the best way to engage omnichannel shoppers at store-level is through its most knowledgable, motivated employees. Taking a lesson from their own consumer engagement strategies, innovative brands are turning to employee engagement initiatives designed to motivate associates, drive productivity, cultivate career paths, and most importantly, create more committed employees eager to drive customer satisfaction.
How retail associates feel about their workplace is more critical than ever to sales, brand image, and customer satisfaction. That’s why retailers who want to stay competitive and relevant to shoppers are using workforce management technology to engage their employees for success.
RIS News recently surveyed senior retail executives to learn their views on the value of employee engagement and what they’re doing — or not — to leverage it for stellar business results.
This joint research product between IndustryWeek Custom Research and Kronos shines a light on manufacturing strategy, management practices and investment priorities over the next five years and beyond.
While U.S. manufacturing employment has declined over the past 25 years, the future outlook is bright. Taken alone, the U.S. manufacturing sector would be the ninth-largest economy in the world, according to the National Association of Manufacturers.