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Employer Not Required to Provide Reason for Termination

December 27, 2021 | 83 views

As a SHRM HR Knowledge Advisor, I am frequently asked by members if they must provide employees with a reason for termination. Employers often hope that they are protected under the at-will employment doctrine.

Providing a reason for termination is solely at an employer’s discretion based on their policies, past practices, and, for some employers, state law. Aside from the at-will doctrine, some states have service letter requirements by which employees must receive a document upon separation that includes information such as the reason for separation, date of separation, unemployment insurance benefits information, and more

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Recruit Recruit Ltd

At Recruit Recruit we believe in doing things differently. We take the time to fully understand everyones needs and tailor the service to match. We believe in good old fashioned values like customer service and building and maintaining relationships with our clients and candidates. We feel this is something the industry lacks so therefore 'Our Commitment'​ to you is to get it right, first time, everytime.

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HR ANALYTICS,EMPLOYEE EXPERIENCE

5 Elements to Retain Millennial and Gen Z Employees

Article | June 13, 2022

Talent retention is one of the biggest issues faced by firms that are expanding quickly. It's easy to neglect retention, soit's crucial to keep your existing workforce engaged while onboarding new ones. This is especially true of Gen Z and Millennial workers. These generations are more inclined to change jobs frequently, as the Great Resignation has brought to light. As a business grows and changes, it is also important to have younger employees who are dedicated and skilled. When it comes to retaining millennial and Gen Z employees, here are five elements to consider emphasizing in your organization. 1 Flexible Work Remote work, flexibility, hybrid culture aren’t just buzzwords for millennials and Gen Zers, it’s what they expect and what makes them consider staying or quitting. The business case for providing more flexibility is that it helps organizations reduce costs incurred from absenteeism, workplace accidents, and employee attrition. 2 Access to Mentorship A CNBC study revealed that 90% of employees with assigned mentors report that they are happy at their jobs. There’s no doubt that greater employee happiness causes higher retention. Both Gen Z and millennials seek mentorship at work as it allows them to pursue their self-development goals. Since virtual mentorships are not limited by geography, more employees are able to connect with a wider range of mentors. 3 Diversity and Inclusion Young employees value a diverse workforce, and diversity, inclusion, and equity are vital expectations to meet. It is one of the factors that help candidates choose their employers. 4 To Wrap It Up While hiring newcomers, it's crucial for growing organizationsto retain their employees. Additionally, since they have a unique set of values and are willing to change employment, your youngest employees deserve special consideration. When engagingthese employees and ensuring the long-term success of your firm, a flexible working style,mentoring programs, and an inclusive atmosphere are essential.

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HR ANALYTICS

Is it Time to Upgrade Your Benefits Software?

Article | November 22, 2021

Employee benefits is a crucial piece of the puzzle in the big picture of employee retention and engagement. Many organizations use benefits as a way to attract top quality talent and offer recognition. Not only this, but many more organizations use it to retain employees and provide a meaningful workplace experience. This is why delivering the benefits seamlessly is critical. There has been an exponential increase in the number of organizations adopting benefits software to optimize and automate the process. The ideal benefits software you’re using is efficient, cost-optimized, and sleek, but how do you know it’s time to upgrade. Here are three signs to identify whether it is time to consider a change. It’s No Longer Serving Its Core Functions Sure, when the first time you went digital, you sighed in relief at the amount of paperwork and repetitive tasks you didn’t have to do any longer. Now, as you continue using your current system, you spot gaps in the features, especially in areas that can be easily automated. If you’re wondering whether you need more automation, there’s probably a solution out there that can offer just that. As a human resource management process, this means it’s time to shop for more functionalities that address your concerns. The User-Interface Feels Stale Does your benefits system’s user-interface feel like it doesn’t meet your needs? Ideally, it should simplify the process of delivering benefits and maintaining accurate records, but if it feels tedious to use, this demonstrates that it needs an upgrade. Your benefits software should enable HR to access data in real time, pull up records in a jiffy and create reports on the dashboards. These are just some of the features that modern benefit software offers that make life easy for human resources professionals everywhere. It Isn’t Integrated with Other Systems in Your Technology Infrastructure Today HRM software come with integration-ready solutions. If your benefits software cannot be integrated with other software in your HR tech stack, it’s a clear signal to upgrade. It should also be integrated with your onboarding system, employee engagement, wellness, performance management, and vacation policies. Your tech stack should continuously share data to keep all of the systems and records updated. What’s Next? Now that you’ve established it really is time for an upgrade, what comes next? Whether you need more automation, better compliance or simply a more API-ready system, there are plenty of benefits software providers that offer an integrated solution. Start by identifying the areas that need to be optimized so you can not only address existing issues but overhaul how you deliver benefits. A good benefits software can help you contribute to a better employee experience.

Read More
HR ANALYTICS

The Anti-Checklist of Designing the Ideal Recognition Programme

Article | March 30, 2020

When employees feel they are valued in their workplace, they work better and stay longer. There’s no two ways about it. This is why recognition programs are so critical for performance and productivity. It has a proven positive impact on retention, and that’s just another reason why organizations need to cultivate a culture of recognizing and rewarding employees. Recognition comes in many shapes and forms and is demonstrated in tangible and intangible ways. But many companies get it wrong and then wonder why it isn’t delivering the expected impact. Here are just some things organizations shouldn’t do when designing a recognition program that leads to meaningful appraisals. #1 Leaving Equity Out of the Equation A recognition program isn’t mutually exclusive with your company’s diversity, equity, and inclusivity initiatives. It can either feel equitable and improve employee experience or highlight the bias within the organization. A Gallup and Workhuman survey revealed that only 25% of employees think that recognition is equitably given in their organizations. It is also found that recognition is highly impactful for black and Hispanic staff members. One way that companies can avoid neglecting the DEI factor in recognition is with the help of public recognition. It allows employees to feel seen and cement their place within the company. It also fosters the employees’ sense of belonging and helps build employee happiness through mutual recognition. #2 Separating Recognition from the Company Culture Many organizations treat reward and recognition programs as ‘nice to have.’ Without creating an environment of free-flowing appreciation, gratitude and praise, organizations will find it difficult to encourage and nurture employee morale. One way to embed recognition into the company culture is by aligning the principles and values of the company with the recognition program. This creates a meaningful understanding of the values and consistency in how employees identify with the company and its mission. #3 Making Recognition Impersonal and Generic Recognition cannot be one size fits all and many organizations neglect this simple fact. As individuals, your employees will have different ideas and opinions on what builds up the right amount of recognition and how, when and where they’d like to receive it. The best way to ensure you’re on the same page as your employees when it comes to recognition is to ask them. It will provide you with a starting point to design a flexible recognition program. A significant number of employees prefer both formal and informal recognition, which includes peer-to-peer praise and verbal appreciation from their managers and leaders. Incorporating a way to award badges and give shout-outs into the communication channels of the company is the simplest way to achieve this. Final Thoughts Organizations that put the time and care to understand their recognition initiatives are better able to maintain their competitive edge. This anti-checklist gives a glimpse of the many pitfalls that organizations fall into when designing recognition programs. Using it will equip your team to provide a better employee experience and increase the engagement that recognition programs generate.

Read More
DIVERSITY AND INCLUSION

Silent Meetings: A New Trend or Inclusivity at its Finest?

Article | July 5, 2022

Can a meeting be silent? Can something meant to exchange ideas and illustrate visions do away with verbal communication altogether? Popularized almost a decade ago by eCommerge giant Amazon, silent meetings are now taking Silicon Valley by storm. But what’s making them popular, and what happens when people in a meeting are forced to write down their thoughts before they can air them during calls? What Are Silent Meetings? According to a report by Fortune, senior executives are handed a memo at the start of the meeting that they must read in complete silence for over half an hour. They can make notes in the margin that they are encouraged to share and discuss once everyone is done reading the memo. In some companies, employees can make a note of their ideas and inputs in an online document shared by the whole team. Benefits of the Process The most significant benefit that this process yields is the inclusivity factor. According to a study by Northwestern University’s Kellogg School of Management, for 60% of a meeting, the same two people will talk more than other attendees. Silent meetings eliminate imbalanced conversations and create a much-needed diversity of opinions. They are known to increase engagement from participants and make the attendees’ time worthwhile. However, according to Oyster’s head of workplace design, Rhys Black, silent meetings foster deeper participation because attendees are required to be more present to provide written comments. In contrast, traditional meetings only allow one person to be vocal at a time. To Summarize When true collaboration is in order, silent meetings can be a great way to generate individual feedback with some adjustments from everyone in the team. An unsynced document can be shared with each member that aims to educate the team on the problem, propose solutions, and identify a deadline for the solution. This ensures that everyone attending the meeting is on the same page and looped in about possible developments that can then be discussed live in order to maximize the creativity of the people attending the meeting.

Read More
HR ANALYTICS,EMPLOYEE EXPERIENCE

12 Ways to Use 360 Feedback to Improve Your Organization

Article | June 13, 2022

Talent retention is one of the biggest issues faced by firms that are expanding quickly. It's easy to neglect retention, soit's crucial to keep your existing workforce engaged while onboarding new ones. This is especially true of Gen Z and Millennial workers. These generations are more inclined to change jobs frequently, as the Great Resignation has brought to light. As a business grows and changes, it is also important to have younger employees who are dedicated and skilled. When it comes to retaining millennial and Gen Z employees, here are five elements to consider emphasizing in your organization. 1 Flexible Work Remote work, flexibility, hybrid culture aren’t just buzzwords for millennials and Gen Zers, it’s what they expect and what makes them consider staying or quitting. The business case for providing more flexibility is that it helps organizations reduce costs incurred from absenteeism, workplace accidents, and employee attrition. 2 Access to Mentorship A CNBC study revealed that 90% of employees with assigned mentors report that they are happy at their jobs. There’s no doubt that greater employee happiness causes higher retention. Both Gen Z and millennials seek mentorship at work as it allows them to pursue their self-development goals. Since virtual mentorships are not limited by geography, more employees are able to connect with a wider range of mentors. 3 Diversity and Inclusion Young employees value a diverse workforce, and diversity, inclusion, and equity are vital expectations to meet. It is one of the factors that help candidates choose their employers. 4 To Wrap It Up While hiring newcomers, it's crucial for growing organizationsto retain their employees. Additionally, since they have a unique set of values and are willing to change employment, your youngest employees deserve special consideration. When engagingthese employees and ensuring the long-term success of your firm, a flexible working style,mentoring programs, and an inclusive atmosphere are essential.

Read More
HR ANALYTICS

How to Integrate AI into HR: A Short Guide

Article | November 22, 2021

Employee benefits is a crucial piece of the puzzle in the big picture of employee retention and engagement. Many organizations use benefits as a way to attract top quality talent and offer recognition. Not only this, but many more organizations use it to retain employees and provide a meaningful workplace experience. This is why delivering the benefits seamlessly is critical. There has been an exponential increase in the number of organizations adopting benefits software to optimize and automate the process. The ideal benefits software you’re using is efficient, cost-optimized, and sleek, but how do you know it’s time to upgrade. Here are three signs to identify whether it is time to consider a change. It’s No Longer Serving Its Core Functions Sure, when the first time you went digital, you sighed in relief at the amount of paperwork and repetitive tasks you didn’t have to do any longer. Now, as you continue using your current system, you spot gaps in the features, especially in areas that can be easily automated. If you’re wondering whether you need more automation, there’s probably a solution out there that can offer just that. As a human resource management process, this means it’s time to shop for more functionalities that address your concerns. The User-Interface Feels Stale Does your benefits system’s user-interface feel like it doesn’t meet your needs? Ideally, it should simplify the process of delivering benefits and maintaining accurate records, but if it feels tedious to use, this demonstrates that it needs an upgrade. Your benefits software should enable HR to access data in real time, pull up records in a jiffy and create reports on the dashboards. These are just some of the features that modern benefit software offers that make life easy for human resources professionals everywhere. It Isn’t Integrated with Other Systems in Your Technology Infrastructure Today HRM software come with integration-ready solutions. If your benefits software cannot be integrated with other software in your HR tech stack, it’s a clear signal to upgrade. It should also be integrated with your onboarding system, employee engagement, wellness, performance management, and vacation policies. Your tech stack should continuously share data to keep all of the systems and records updated. What’s Next? Now that you’ve established it really is time for an upgrade, what comes next? Whether you need more automation, better compliance or simply a more API-ready system, there are plenty of benefits software providers that offer an integrated solution. Start by identifying the areas that need to be optimized so you can not only address existing issues but overhaul how you deliver benefits. A good benefits software can help you contribute to a better employee experience.

Read More
HR ANALYTICS

Executive Search in Ageing Australia

Article | March 30, 2020

When employees feel they are valued in their workplace, they work better and stay longer. There’s no two ways about it. This is why recognition programs are so critical for performance and productivity. It has a proven positive impact on retention, and that’s just another reason why organizations need to cultivate a culture of recognizing and rewarding employees. Recognition comes in many shapes and forms and is demonstrated in tangible and intangible ways. But many companies get it wrong and then wonder why it isn’t delivering the expected impact. Here are just some things organizations shouldn’t do when designing a recognition program that leads to meaningful appraisals. #1 Leaving Equity Out of the Equation A recognition program isn’t mutually exclusive with your company’s diversity, equity, and inclusivity initiatives. It can either feel equitable and improve employee experience or highlight the bias within the organization. A Gallup and Workhuman survey revealed that only 25% of employees think that recognition is equitably given in their organizations. It is also found that recognition is highly impactful for black and Hispanic staff members. One way that companies can avoid neglecting the DEI factor in recognition is with the help of public recognition. It allows employees to feel seen and cement their place within the company. It also fosters the employees’ sense of belonging and helps build employee happiness through mutual recognition. #2 Separating Recognition from the Company Culture Many organizations treat reward and recognition programs as ‘nice to have.’ Without creating an environment of free-flowing appreciation, gratitude and praise, organizations will find it difficult to encourage and nurture employee morale. One way to embed recognition into the company culture is by aligning the principles and values of the company with the recognition program. This creates a meaningful understanding of the values and consistency in how employees identify with the company and its mission. #3 Making Recognition Impersonal and Generic Recognition cannot be one size fits all and many organizations neglect this simple fact. As individuals, your employees will have different ideas and opinions on what builds up the right amount of recognition and how, when and where they’d like to receive it. The best way to ensure you’re on the same page as your employees when it comes to recognition is to ask them. It will provide you with a starting point to design a flexible recognition program. A significant number of employees prefer both formal and informal recognition, which includes peer-to-peer praise and verbal appreciation from their managers and leaders. Incorporating a way to award badges and give shout-outs into the communication channels of the company is the simplest way to achieve this. Final Thoughts Organizations that put the time and care to understand their recognition initiatives are better able to maintain their competitive edge. This anti-checklist gives a glimpse of the many pitfalls that organizations fall into when designing recognition programs. Using it will equip your team to provide a better employee experience and increase the engagement that recognition programs generate.

Read More
DIVERSITY AND INCLUSION

Silent Meetings: A New Trend or Inclusivity at its Finest?

Article | July 5, 2022

Can a meeting be silent? Can something meant to exchange ideas and illustrate visions do away with verbal communication altogether? Popularized almost a decade ago by eCommerge giant Amazon, silent meetings are now taking Silicon Valley by storm. But what’s making them popular, and what happens when people in a meeting are forced to write down their thoughts before they can air them during calls? What Are Silent Meetings? According to a report by Fortune, senior executives are handed a memo at the start of the meeting that they must read in complete silence for over half an hour. They can make notes in the margin that they are encouraged to share and discuss once everyone is done reading the memo. In some companies, employees can make a note of their ideas and inputs in an online document shared by the whole team. Benefits of the Process The most significant benefit that this process yields is the inclusivity factor. According to a study by Northwestern University’s Kellogg School of Management, for 60% of a meeting, the same two people will talk more than other attendees. Silent meetings eliminate imbalanced conversations and create a much-needed diversity of opinions. They are known to increase engagement from participants and make the attendees’ time worthwhile. However, according to Oyster’s head of workplace design, Rhys Black, silent meetings foster deeper participation because attendees are required to be more present to provide written comments. In contrast, traditional meetings only allow one person to be vocal at a time. To Summarize When true collaboration is in order, silent meetings can be a great way to generate individual feedback with some adjustments from everyone in the team. An unsynced document can be shared with each member that aims to educate the team on the problem, propose solutions, and identify a deadline for the solution. This ensures that everyone attending the meeting is on the same page and looped in about possible developments that can then be discussed live in order to maximize the creativity of the people attending the meeting.

Read More
MORE ARTICLES

Spotlight

Recruit Recruit Ltd

At Recruit Recruit we believe in doing things differently. We take the time to fully understand everyones needs and tailor the service to match. We believe in good old fashioned values like customer service and building and maintaining relationships with our clients and candidates. We feel this is something the industry lacks so therefore 'Our Commitment'​ to you is to get it right, first time, everytime.

Related News

HR ANALYTICS,HR STRATEGY

Lattice Announces Lattice Connect Partner Ecosystem to Help Organizations Maximize People Success

Lattice | September 26, 2022

Lattice, the leading provider of people success software that empowers business leaders to build engaged and high-performing teams and inspire winning cultures, today announced the release of Lattice Connect, a new global partner network that will help clients rapidly accelerate their people success initiatives. With new benefits and resources designed to bring more strategy, guidance, and agility to its growing ecosystem, the new network will provide a deeper and more accessible range of partner skills and solutions for clients evolving their people success strategy. "By introducing a new partner resource center and comprehensive set of tools, companies around the world will be able to accelerate their people success programs, The Lattice Partner Ecosystem will empower more Lattice customers to deliver modernized people management and culture initiatives for their employees, while providing partners the opportunity to grow their business with access to more than 4,500 Lattice customers." -Lester Lee, Vice President of Partnerships at Lattice We're partnering with Lattice to help companies around the world develop a more people-centric approach to management and culture, We both want to help our customers hire the best talent across borders and set them up for success, which includes better performance management and career development for distributed teams,said Tai Rattigan, Global Head of Partnerships at Deel. As companies strive to keep up with an ever-evolving world of work and continue to find solutions to keep their employees engaged, performing, and happy, the need for a more streamlined methodology in planning has emerged. Lattice Connect gives users the ability to find, onboard, and collaborate with the right partners based on their needs. With the new Lattice Connect partner program, Lattice customers will be able to more easily identify and collaborate with the right pre-qualified partners across a range of technology and industry solutions – from Diversity Equity and Inclusion (DEI) planning to hybrid work strategy. New centralized resources, including a new Lattice Partner portal and the enhanced Lattice Marketplace, will help ensure Lattice and its partners are in lockstep to quickly and efficiently deliver solutions that drive impactful results. We know that people, working on teams, are the drivers of business success, We are excited to take part in the Lattice Connect partners ecosystem to help thousands of businesses connect the dots between company performance and highly engaged teams,said Raphael Crawford-Marks, Founder and CEO of Bonusly. About Lattice: Lattice is the People Success Platform that brings together all of the tools, workflows, and data to help leaders at organizations develop engaged, high-performing employees and winning cultures. By combining continuous performance management, goal-setting, employee engagement, compensation management, career development, and people analytics into one unified solution, Lattice helps HR, People and Operations teams develop insights that build enviable cultures and drive impactful business outcomes. Ranked on the Inc. 500 Fastest-Growing Private Companies list three years in a row and certified as a Great Place to Work by 99% of its employees, Lattice serves more than 4,500 customers worldwide including Slack, Cruise, and Reddit.

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HR STRATEGY

Randstad Sourceright Partners with Scoping and Statement of Work Authoring Platform Deployed

Randstad Sourceright and Deployed | September 29, 2022

Global talent solutions leader Randstad Sourceright is pleased to announce its partnership with Deployed – a Scoping and Statement of Work (SOW) authoring software platform – to deliver 'Services Procurement 360', a statement of work management service that allows business leaders to strengthen the link between talent acquisition and the utilization of project-based expertise. Global organizations are increasingly turning to external service providers to deliver projects through a combination of contingent as well as distributed teams through statements of work. Deployed's software provides the scope and services procurement digital standards to create streamlined ways of assessing maturity and enhances the ability for organizations to scope complex service requirements against predefined, dynamic scope templates. "Randstad Sourceright is committed to transforming the way that our clients can leverage and deploy their total workforce, Our continued investment in a global services procurement center of excellence and our unique MSP 4.0 model which offers innovation-led, technology-enabled and AI-driven workforce management services provides customers with broader access to highly qualified professionals at a time when talent scarcity is at its highest levels." -Mike Smith, global CEO of Randstad Sourceright Paul Vincent, global head of Services Procurement at Randstad Sourceright, added, "We wanted to make it much easier for organizations of all levels of maturity and ambition to benefit from a services procurement solution. We know that organizations will potentially have a different support need for different categories or levels of expenditure. So, we can now be very adaptable in allowing them to choose different and, if required, multiple combinations of support depending on where we can add the most value to their current approach." Kayleigh Kuptz, co-founder of Deployed commented: "We're delighted to be partnering with Randstad Sourceright to deliver this innovative statement of work assessment solution. Services Procurement remains the largest opportunity in the future of work and the Global MSP market; and the ability to assess maturity, gaps and opportunities for services procurement and compare to peers is significant first step in bringing broader digitization and standardization to knowledge-based services. Deployed is rewriting the language of work with our unique scope authoring platform for projects that start smarter and finish stronger. We believe that the Future of Work is already here, and services procurement is the most important foundation of the new Project Economy ($20 trillion of economic activity year year). Deployed partners with innovative companies who want to deliver more successful projects through better preparation of work; defining, collaborating and agreeing services in one specialized platform. About Randstad Sourceright Randstad Sourceright is a global talent solutions leader, driving the talent acquisition and human capital management strategies for the world's most successful employers. They empower companies by leveraging a Human Forward strategy that balances the use of innovative technologies with expert insights, supporting both organizations and people in realizing their true potential. As an operating company of Randstad N.V. the world's leading global provider of HR services with revenue of € 24.6 billion Randstad Sourceright's subject matter experts and thought leaders around the world continuously build and evolve our solutions across recruitment process outsourcing (RPO), managed services programs (MSP) and total talent solutions. About Deployed Deployed is project Scoping and Statement of Work authoring platform that streamlines the process of defining the work to be done for any services projects. We make work more meaningful, measurable and successful. It's a powerful, modular, no code scope and SoW template builder to allow any organization to start getting insights into services procurement demand. Backed by Microsoft Ventures and other Silicon Valley funds, they won the Melinda Gate's Female Founders Competition in 2020 and were a finalist in Tech Nation's Rising Star 4.0 Awards earlier this year.

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HR ANALYTICS,PAYROLL

isolved Preferred Partners Experience Strong Growth and Leading Customer Satisfaction

isolved | September 16, 2022

HR Tech Conference - isolved, a Leader in the NelsonHall Vendor Evaluation & Assessment Tool (NEAT) for Payroll Services and a recent Brandon Hall Group Excellence in HCM Award Winner for the Future of Work, has announced substantial new investments in its Preferred partner program following impressive growth through the channel. Brokers, human resource (HR) consultants, financial advisors, accounting professionals and other consultants who make up the isolved Preferred channel – are benefiting from highly competitive terms, strong conversion rates, local support, and industry-leading customer satisfaction when offering isolved People Cloud™ to their customers. isolved has experienced double-digit growth in partner-led referrals and sales after growing its partner channel by nearly 40 percent over the last 18 months – hand selecting and enabling each relationship – and investing in channel partner success. "isolved is a fantastic partner for us, We are not only confident in the technology they offer, but also the support they provide us and our clients. isolved gives us peace of mind that our clients will succeed from this partnership and so will we." -Garry Johnson, Owner and Founder of GLJ Benefits, a recent addition to isolved Preferred As isolved Preferred grows through focused strategic partnerships, the company is increasing investment in joint marketing and local channel resources to enable partners to win more and service better. Partners experience peace of mind when offering isolved People Cloud through continuous investment in the modern, futureproof platform, analyst advisory and recognition, over 100 top-rated badges for software and service through customer reviews, and a unique People Heroes model that encourages peer-to-peer engagement, customer education and empowerment. isolved embodies what Acrisure looks for in a relationship, isolved has innovative, forward-thinking people combined with state-of-the-art technology. We strive to bring best-in-class solutions to our clients that can solve problems using technology to bring efficiency, predictability and simplicity around key aspects that drive business. isolved's single sign-on, compliance-driven solution for managing Human Capital is an important element to helping our customers thrive,said Daniel Mannes, AcriSource Practice Lead. isolved is laser-focused on enabling and empowering partners and joint customers to grow and succeed. Continuous and new investments in isolved Preferred include: Dedicated Territory Channel Managers: To support partners with customer acquisition. Dedicated Field Marketing: To provide co-marketing opportunities for mutual brand growth, customer acquisition and retention. Extensive Event Footprint: To support partners' customers and to grow referral business, such as 15 national workshops recently announced alongside Pearl-level Preferred partner, Acrisure. Preferred Partner Portal: For real-time access to enablement materials and co-branded collateral. Personalized Learning Path: Available certification and career paths within People Heroes University to maximize customer investment and to help train partners. Awards and Accolades: To validate customers' investment in isolved People Cloud. Customer Community Experience: To onboard Partner customers onto isolved People Cloud with community-based resources within People Heroes Community and local roadshows to ensure a connected customer experience. isolved continues to invest in every area of our business, which has an immediate impact on our partners and the customers they refer, We are big enough to deliver industry-leading software and services our partners can rely on yet small enough to care, so that we're always there when they need us. There's no better time to become an isolved Preferred partner,said Lina Tonk, SVP of Marketing. isolved just wrapped up its most well-attended and most successful customer and partner conference, isolved Connect, to date and announced the 2023 location. About isolved isolved is an employee experience leader, providing intuitive, people-first HCM technology. Our solutions are delivered directly or through our HRO partner network to more than five million employees and 145,000 employers across all 50 States who use them every day to boost performance, increase productivity, and accelerate results while reducing risk. Our HCM platform, isolved People Cloud, intelligently connects and manages the employee journey across talent acquisition, HR, payroll & benefits, workforce management and talent management functions. No matter the industry, we help high-growth organizations employ, enable and empower their workforce by transforming employee experience for a better today and a better tomorrow.

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HR ANALYTICS,HR STRATEGY

Lattice Announces Lattice Connect Partner Ecosystem to Help Organizations Maximize People Success

Lattice | September 26, 2022

Lattice, the leading provider of people success software that empowers business leaders to build engaged and high-performing teams and inspire winning cultures, today announced the release of Lattice Connect, a new global partner network that will help clients rapidly accelerate their people success initiatives. With new benefits and resources designed to bring more strategy, guidance, and agility to its growing ecosystem, the new network will provide a deeper and more accessible range of partner skills and solutions for clients evolving their people success strategy. "By introducing a new partner resource center and comprehensive set of tools, companies around the world will be able to accelerate their people success programs, The Lattice Partner Ecosystem will empower more Lattice customers to deliver modernized people management and culture initiatives for their employees, while providing partners the opportunity to grow their business with access to more than 4,500 Lattice customers." -Lester Lee, Vice President of Partnerships at Lattice We're partnering with Lattice to help companies around the world develop a more people-centric approach to management and culture, We both want to help our customers hire the best talent across borders and set them up for success, which includes better performance management and career development for distributed teams,said Tai Rattigan, Global Head of Partnerships at Deel. As companies strive to keep up with an ever-evolving world of work and continue to find solutions to keep their employees engaged, performing, and happy, the need for a more streamlined methodology in planning has emerged. Lattice Connect gives users the ability to find, onboard, and collaborate with the right partners based on their needs. With the new Lattice Connect partner program, Lattice customers will be able to more easily identify and collaborate with the right pre-qualified partners across a range of technology and industry solutions – from Diversity Equity and Inclusion (DEI) planning to hybrid work strategy. New centralized resources, including a new Lattice Partner portal and the enhanced Lattice Marketplace, will help ensure Lattice and its partners are in lockstep to quickly and efficiently deliver solutions that drive impactful results. We know that people, working on teams, are the drivers of business success, We are excited to take part in the Lattice Connect partners ecosystem to help thousands of businesses connect the dots between company performance and highly engaged teams,said Raphael Crawford-Marks, Founder and CEO of Bonusly. About Lattice: Lattice is the People Success Platform that brings together all of the tools, workflows, and data to help leaders at organizations develop engaged, high-performing employees and winning cultures. By combining continuous performance management, goal-setting, employee engagement, compensation management, career development, and people analytics into one unified solution, Lattice helps HR, People and Operations teams develop insights that build enviable cultures and drive impactful business outcomes. Ranked on the Inc. 500 Fastest-Growing Private Companies list three years in a row and certified as a Great Place to Work by 99% of its employees, Lattice serves more than 4,500 customers worldwide including Slack, Cruise, and Reddit.

Read More

HR STRATEGY

Randstad Sourceright Partners with Scoping and Statement of Work Authoring Platform Deployed

Randstad Sourceright and Deployed | September 29, 2022

Global talent solutions leader Randstad Sourceright is pleased to announce its partnership with Deployed – a Scoping and Statement of Work (SOW) authoring software platform – to deliver 'Services Procurement 360', a statement of work management service that allows business leaders to strengthen the link between talent acquisition and the utilization of project-based expertise. Global organizations are increasingly turning to external service providers to deliver projects through a combination of contingent as well as distributed teams through statements of work. Deployed's software provides the scope and services procurement digital standards to create streamlined ways of assessing maturity and enhances the ability for organizations to scope complex service requirements against predefined, dynamic scope templates. "Randstad Sourceright is committed to transforming the way that our clients can leverage and deploy their total workforce, Our continued investment in a global services procurement center of excellence and our unique MSP 4.0 model which offers innovation-led, technology-enabled and AI-driven workforce management services provides customers with broader access to highly qualified professionals at a time when talent scarcity is at its highest levels." -Mike Smith, global CEO of Randstad Sourceright Paul Vincent, global head of Services Procurement at Randstad Sourceright, added, "We wanted to make it much easier for organizations of all levels of maturity and ambition to benefit from a services procurement solution. We know that organizations will potentially have a different support need for different categories or levels of expenditure. So, we can now be very adaptable in allowing them to choose different and, if required, multiple combinations of support depending on where we can add the most value to their current approach." Kayleigh Kuptz, co-founder of Deployed commented: "We're delighted to be partnering with Randstad Sourceright to deliver this innovative statement of work assessment solution. Services Procurement remains the largest opportunity in the future of work and the Global MSP market; and the ability to assess maturity, gaps and opportunities for services procurement and compare to peers is significant first step in bringing broader digitization and standardization to knowledge-based services. Deployed is rewriting the language of work with our unique scope authoring platform for projects that start smarter and finish stronger. We believe that the Future of Work is already here, and services procurement is the most important foundation of the new Project Economy ($20 trillion of economic activity year year). Deployed partners with innovative companies who want to deliver more successful projects through better preparation of work; defining, collaborating and agreeing services in one specialized platform. About Randstad Sourceright Randstad Sourceright is a global talent solutions leader, driving the talent acquisition and human capital management strategies for the world's most successful employers. They empower companies by leveraging a Human Forward strategy that balances the use of innovative technologies with expert insights, supporting both organizations and people in realizing their true potential. As an operating company of Randstad N.V. the world's leading global provider of HR services with revenue of € 24.6 billion Randstad Sourceright's subject matter experts and thought leaders around the world continuously build and evolve our solutions across recruitment process outsourcing (RPO), managed services programs (MSP) and total talent solutions. About Deployed Deployed is project Scoping and Statement of Work authoring platform that streamlines the process of defining the work to be done for any services projects. We make work more meaningful, measurable and successful. It's a powerful, modular, no code scope and SoW template builder to allow any organization to start getting insights into services procurement demand. Backed by Microsoft Ventures and other Silicon Valley funds, they won the Melinda Gate's Female Founders Competition in 2020 and were a finalist in Tech Nation's Rising Star 4.0 Awards earlier this year.

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isolved Preferred Partners Experience Strong Growth and Leading Customer Satisfaction

isolved | September 16, 2022

HR Tech Conference - isolved, a Leader in the NelsonHall Vendor Evaluation & Assessment Tool (NEAT) for Payroll Services and a recent Brandon Hall Group Excellence in HCM Award Winner for the Future of Work, has announced substantial new investments in its Preferred partner program following impressive growth through the channel. Brokers, human resource (HR) consultants, financial advisors, accounting professionals and other consultants who make up the isolved Preferred channel – are benefiting from highly competitive terms, strong conversion rates, local support, and industry-leading customer satisfaction when offering isolved People Cloud™ to their customers. isolved has experienced double-digit growth in partner-led referrals and sales after growing its partner channel by nearly 40 percent over the last 18 months – hand selecting and enabling each relationship – and investing in channel partner success. "isolved is a fantastic partner for us, We are not only confident in the technology they offer, but also the support they provide us and our clients. isolved gives us peace of mind that our clients will succeed from this partnership and so will we." -Garry Johnson, Owner and Founder of GLJ Benefits, a recent addition to isolved Preferred As isolved Preferred grows through focused strategic partnerships, the company is increasing investment in joint marketing and local channel resources to enable partners to win more and service better. Partners experience peace of mind when offering isolved People Cloud through continuous investment in the modern, futureproof platform, analyst advisory and recognition, over 100 top-rated badges for software and service through customer reviews, and a unique People Heroes model that encourages peer-to-peer engagement, customer education and empowerment. isolved embodies what Acrisure looks for in a relationship, isolved has innovative, forward-thinking people combined with state-of-the-art technology. We strive to bring best-in-class solutions to our clients that can solve problems using technology to bring efficiency, predictability and simplicity around key aspects that drive business. isolved's single sign-on, compliance-driven solution for managing Human Capital is an important element to helping our customers thrive,said Daniel Mannes, AcriSource Practice Lead. isolved is laser-focused on enabling and empowering partners and joint customers to grow and succeed. Continuous and new investments in isolved Preferred include: Dedicated Territory Channel Managers: To support partners with customer acquisition. Dedicated Field Marketing: To provide co-marketing opportunities for mutual brand growth, customer acquisition and retention. Extensive Event Footprint: To support partners' customers and to grow referral business, such as 15 national workshops recently announced alongside Pearl-level Preferred partner, Acrisure. Preferred Partner Portal: For real-time access to enablement materials and co-branded collateral. Personalized Learning Path: Available certification and career paths within People Heroes University to maximize customer investment and to help train partners. Awards and Accolades: To validate customers' investment in isolved People Cloud. Customer Community Experience: To onboard Partner customers onto isolved People Cloud with community-based resources within People Heroes Community and local roadshows to ensure a connected customer experience. isolved continues to invest in every area of our business, which has an immediate impact on our partners and the customers they refer, We are big enough to deliver industry-leading software and services our partners can rely on yet small enough to care, so that we're always there when they need us. There's no better time to become an isolved Preferred partner,said Lina Tonk, SVP of Marketing. isolved just wrapped up its most well-attended and most successful customer and partner conference, isolved Connect, to date and announced the 2023 location. About isolved isolved is an employee experience leader, providing intuitive, people-first HCM technology. Our solutions are delivered directly or through our HRO partner network to more than five million employees and 145,000 employers across all 50 States who use them every day to boost performance, increase productivity, and accelerate results while reducing risk. Our HCM platform, isolved People Cloud, intelligently connects and manages the employee journey across talent acquisition, HR, payroll & benefits, workforce management and talent management functions. No matter the industry, we help high-growth organizations employ, enable and empower their workforce by transforming employee experience for a better today and a better tomorrow.

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