This white paper attempts to clear up some of the confusion about the requirements mandated by health care reform by addressing three key areas: reforms already in place, looming deadlines for employers, and open issues for individuals. Because the implementation process is
a process, there are aspects to health care reform that remain open questions. We address the areas above with the information available at the time of publication.
The best way to prepare for the changing landscape of your workforce is with state-of-the-art talent management and succession planning tools. Chances are, you have the talent within your company you’ll need going forward—you just have to discover it, nurture it and find the best way to use this talent. Don’t be caught unawares when the economy improves and your employees start to leave. Instead, prepare now for the economic recovery so employees know they will have a bright future should they choose to stay.
In this white paper, we explain the process of defining and using competency models to jumpstart talent management initiatives as part of a Human Capital Management (HCM) strategy, and how software tools can automate these processes.
For financial business leaders and other c-level executives, moving away from unclear or ambiguous “improvements” to quantifiable measurements is crucial to the overall organization. Hard, meaningful data substantiates the execution of strategic, long-term business decisions. As technology is rapidly changing, executives can be challenged to find the right systems that drive business performance, provide competitive advantages, and increase the bottom line.
Talent management is evolving, and HR professionals must adapt for the future. Competition remains fierce to acquire the best talent from the largest candidate pool in history, while the traditional performance review cycle is no longer sufficient for evaluating the functions and needs of your people. Executives must ensure that managers are not only able to find the right individual for the job, but also retain, engage, and prepare top performers for leadership roles in a proactive way.
Technology should empower payroll to become a more strategic asset, not act as a barrier. By adopting the following payroll best practices, your organization can become more efficient and cut costs without adding complexity, and leverage the full potential of payroll by shifting the burden from administrative tasks to strategic goals.
When you are responsible for choosing a human resource information system (HRIS), it can be
difficult to determine which system is right for your company. This guide will provide you with 10
steps to help you select the correct system. You will learn how to determine your needs, look at
various software systems, and ultimately make a decision.
Software selection is a complex process that needs to be broken down. It requires an intellectual
and focused approach to address all of the issues that you are currently faced with in order to find more effective solutions within a new software program.
Download our free whitepaper now, for 10 simple steps designed to assist you with the HRIS software selection process!
For larger companies, using payroll software is an absolute necessity for avoiding mistakes and keeping all aspects of payroll streamlined and consistent. However, all businesses are different and the payroll software that fits one company’s needs may not be right for another. It is important for management to take certain things into consideration when choosing payroll software for the company.
Would you like to learn more? If so, download our free white paper today!
Published By: Varicent
Published Date: Nov 05, 2012
This paper discusses the top six trends influencing organizations that are considering the adoption of new software solutions to help them improve sales performance and incentive compensation practices.
Published By: Asure HR
Published Date: Nov 18, 2013
Improper data management of sensitive data such as employee files, time records, and payroll information has the potential to cost corporations and institutions millions each year in auditing expenses, security concerns, tax violations and legal disputes with employees.
This paper discusses how time management software can resolve the problem, and what the next steps to implementing this technology are.
Published By: BambooHR
Published Date: May 13, 2015
No question that technology is taking over many HR tasks; how many is too many? What functions are being automated, how is software coming into play, and how far do HR professionals trust technology to make decisions? See the results of our national survey, courtesy of BambooHR.
When it comes to succession planning, HR managers are focusing their efforts on the so-called high potential employee (HiPo). HiPos are employees that have the potential to succeed, innovate, and most importantly, lead. It can be difficult to identify HiPos, and even more difficult to develop and retain them. How are human resource professionals identifying, developing, and retaining these highly sought individuals? Let’s find out!
Is HR struggling to identify HiPos? Once identified, does your HR Manager know what to do with them? How do HiPos factor into your company’s succession planning? Check out the 2015 HiPos and Succession Planning survey to find out!
How to get C-Suite support for your talent initiatives.
Even though improved talent management has repeatedly been shown to drive powerful revenue growth, many C-Suite folks still see HR as an expense. This new eBook, “Making the Business Case for Talent Management”, will equip you with winning strategies to get the leadership buy-in you and to elevate the role of HR in your organization.
In this ebook, you’ll learn:
• Tips to build a business case for your proposed talent initiatives
• How to tailor your pitch with metrics that matter to your executives
• 3 steps to becoming a strategic partner to the C-Suite
This new ebook has everything you need to get executive buy-in and ongoing support for your proposed talent initiatives!
Learn why so many rely on SuccessFactors cloud-based business execution software. Explore case studies demonstrating the real business results that come from employing SuccessFactors' innovative solutions and best-practice insights.
Investing in talent management software leads to bottom line results, but only if you’ve identified your company’s needs and goals, and know what questions to ask vendors. Instead of taking a “shop ‘till you drop” approach (where you risk looking forever, but end up with nothing except headaches and wasted resources), check out this how-to guide for successfully finding the right talent management tools to truly implement your company’s vision!
Want to learn more? Start with the free white paper from Cornerstone OnDemand.
With an HRIS, companies can align HR strategy with business objectives to get the most out of their workforces and adapt quickly to market changes. In this white paper, learn the steps to finding the right HRIS for your organization.
You may already have a list of questions in mind to ask prospective vendors, but the following pages contain the top ten questions many vendors hope you DON'T ask--and why. These are priority questions you should move to the top of your list. Use these must-ask questions as a checklist in your research. The answers will guide you to pick the best solution for the greatest value, effectiveness, and long-term use.
Today, business process automation is a critical strategy used to transform organizations and strengthen bottom-line results. At the front of this movement, human resource leaders are embracing automation to transform every aspect of their company's workforce management, from payroll to core HR to strategic talent management. For HR leaders who are considering automation to transform their people management processes, a crucial step in the early project-planning phase should include gaining a full understanding of the significant advantages offered from true cloud technology. Additionally, those organizations already using automated solutions via on-premise software will want to weigh out the options of switching to cloud delivery for greater efficiency.
Millennials (those born between 1980 and 2000, also known as Gen Y) are driven to succeed by different factors than their predecessors. This is forcing managers to adapt--but rather than a cause for alarm, this workplace demographic shift is best viewed as an opportunity to capitalize on the strengths and priorities of these younger employees.
The prospect of dramatically altering your company's management strategy to accomodate a new generation might seem daunting. However, by keeping a few key priciples in mind, your managers can lead their millennial employees without missing a beat. The changes to the makeup of the future workforce are inevitable, but with these simple steps your business can thrive in this new climate.