Do Your Employees Feel Empowered?

| September 28, 2017

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Empower your employees and managers with the online access they need to be more productive and engaged. Through self-service portals Paycom provides 24/7 access and insight into employee information and performance. Learn more on how to empower your employees with the following infographic.

Spotlight

Xenium HR

We believe that every business leader should have the opportunity to focus on serving their clients and growing their business, leaving the administrative duties of being an employer—including HR, payroll and benefits administration—to us. We view people as an organization’s biggest asset. From developing competitive people practices to carrying out tough employer decisions, our team supports business leaders to provide the freedom to focus on growing their organization. "Xenium" means a gift given to a guest or a stranger. Our people are our greatest gift. We approach our work with passion and purpose, promoting entrepreneurial thinking and leadership at every level. We believe everyone is capable of amazing things when given the right environment to grow.

OTHER ARTICLES

What is an Employee Referral Program? Why Companies Need to Embrace Them

Article | August 10, 2020

Hiring the right people has always been fundamental to the success of every business. Today, getting qualified and dedicated workers on board is more complicated than ever. In the age of remote working, new hires need additional skills. That means things like knowing how to do video conferencing or self-motivation. What’s more, how you hire has had to change dramatically. Anything that can make your HR life easier is a godsend. An employee referral program can do just that. Employee referral programs have grown in popularity for HR professionals and for good reason. According to CareerBuilder, 82 percent of employers rated employee referrals above all other sources for generating the best return on investment. An employee referral program can help reduce both time to hire and cost per hire. Referred candidates are 55 percent faster to hire and employee referral programs can save companies $3,000 or more per hire. If you want to learn how to build a successful employee referral program at your organization, view our quick guide and tips below.

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The AI workplace: how to balance employee trust and data security

Article | March 25, 2020

Technology – and in particular artificial intelligence (AI) – are completely revolutionising the way we work and offer the potential for improvements, but they have to be used mindfully and concerns about data security and employee trust must be addressed. Barclays recently reversed its decision to enforce a new type of monitoring software that watched every second of an employee’s day. If a team member was deemed not to be ‘active enough’ on their computer or taking too many breaks, they were sent an automated report.

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Summaries of Recent CUPA-HR Letters and Other Advocacy Efforts

Article | August 4, 2020

Over the last few weeks, the American Council on Education (ACE), with the support of CUPA-HR and other higher education organizations, sent letters to Congress and federal agencies regarding policies impacting institutions of higher education as they relate to the COVID-19 pandemic. Below is a list and summaries of the letters CUPA-HR has recently signed on to.

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How an Agile Executive Search Strategy Plays Out

Article | February 12, 2020

The Australian Financial Review on Feb 5 2020 carried a piece by Edmund Tadros in which the CEO of Rio Tinto, Jean Sebastien Jacques explains how he uses an internal management consulting team to do work previously done by external advisors. In responding to “The Australian Financial Review’s Annual Chanticleer CEO survey” Jacques admitted that Rio Tinto do use external consultants to provide specific niche expertise to support the Rio Tinto team but that he wants his core team to develop strategy and projects. If large organisations are going to do this successfully, the vision needs to start with their Executive Search strategy. Essentially what this entails is the sourcing of senior executives to lead specific functions who have cross functional experience and capability. It may not be necessary for a C-Suite executive to be a real generalist but increasingly we are seeing examples such as Chief Marketing Officers who have been Sales Directors, Chief Operating Officers who have been Financial Controllers or Chief Information Officers who may have led a high-tech manufacturing operation. The clear benefits that this executive search strategy produces are in the provision of at least a duality of skills to a specific role and also the potential to contribute effectively to an internal advisory team. Obviously, at this level, there is a reasonable assumption that the executive is operating at a high enough level to have his or her team operating independently and effectively. They must have the capacity as well as the capability to support broader strategic initiatives when working with with other executive colleagues as internal consultants. This will often represent a significant change in behaviours and culture and the smart organisations are more likely to shy away from traditional advisory services in favour of executive learning that helps senior people and their direct reports create additional capacity, while developing broader capability via an internal problem-solving “language” of tools and processes that they are all familiar with. Consequently, we start to see organisations who espouse the nurturing of their own teams, turning to the kind of leadership development support that is focused on transferring skills, enabling executives to be more effective in their roles and to make a broader contribution to their organisation. In turn, this is more likely to produce organisations that are closely aligned behaviourally and through their business activities with the longer term mission, vision and values of the corporate entity. #executive search #leadership development #advisory #riotinto #Jean-Sebastien Jacques

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Spotlight

Xenium HR

We believe that every business leader should have the opportunity to focus on serving their clients and growing their business, leaving the administrative duties of being an employer—including HR, payroll and benefits administration—to us. We view people as an organization’s biggest asset. From developing competitive people practices to carrying out tough employer decisions, our team supports business leaders to provide the freedom to focus on growing their organization. "Xenium" means a gift given to a guest or a stranger. Our people are our greatest gift. We approach our work with passion and purpose, promoting entrepreneurial thinking and leadership at every level. We believe everyone is capable of amazing things when given the right environment to grow.

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