One Page Human Resource Policy Brief Presentation Report

May 1, 2021 | 12 views

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Spotlight

Human Capital Management Institute

Our mission is to fundamentally change the way organizations make decisions about their workforce. From a past dominated by archaic and unproven conventional wisdom, to one of rigorous data driven analysis and fact based decision making, HCMI seeks to enable organizations to leverage their workforce as a source of transformational value creation, and truly live up to the billing as an organization’s most valuable asset.

OTHER ARTICLES
WORKFORCE MANAGEMENT

Why Do Companies Hire on Third-Party Payroll?

Article | June 24, 2022

While most operators would suggest that salaries and payments are the business’s strategic components since it populates the Sales, General & Administrative line item, a significant portion of businesses across the globe outsource it to third-party service providers. As per a Deloitte survey, 24%-27% of firms across North America, Latin America, EMEA, and APAC outsourced their payroll management function to third-party vendors. Payroll management services generally include a basket of services like: Integrating time-sheets into payable salaries and tax liabilities. Managing tax-deducted at source, tax filings, and deductions. Providing management reports. Managing wage garnishments and other ad hoc requirements. Processing payment discrepancies.

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TALENT MANAGEMENT,HR STRATEGY,RECRUITMENT & RETENTION

HR Compliance: Get Back to Basics During the Great Reset

Article | August 2, 2022

We hear the term “getting back to basics” quite often and we’re hearing it a lot lately. Regular readers of HR Bartender know that I’m a fan of consulting the dictionary, so I did a quick search to see what “getting back to basics” means. The Collins Dictionary defines it as “concentrating on simple, important ideas or activities.”Getting back to basics can be an opportunity to refocus and streamline. It can be ways to deliver great work with fewer steps. To become more proactive, especially if the organization feels they have been very reactive lately. Getting back to basics can help us spend time on things that are directly aligned with the business. The reason I’m bringing this up is because now is a great time to evaluate HR compliance processes. If we step back for a second, let’s look at what’s going on right now. From a business perspective, organizations are redefining the customer experience. I’m not saying that’s bad. But companies are trying to set new expectations with customers. I’m hearing an increasing number of people talk about spending some or all their time back in the office. Even employees who are 100% remote are talking about going in for special company events. So not only are companies setting new expectations with customers, but they’re setting new expectations with employees. While we’re going through this reset, it only makes sense to examine the way we’re doing things in HR.

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TALENT MANAGEMENT

What Unconventional People Analytics Looks Like?

Article | July 20, 2022

HR analytics was first conceptualized in 1911 in the book ‘The Principles of Scientific Management’ by Frederick Taylor. Since then, it has become a prominent aspect of people management. Its application in performance optimization, employee retention and employee engagement is unprecedented. However, HR analytics has contributed in a multitude of ways to improving decision-making. Its scope is expanding and spilling into other areas of business. Many organizations are uncovering ways to use their people insights to inform decisions that have nothing to do with hiring. Applying HR Analytics to Identify a New Office Location The tech giant Cisco demonstrated that the use of people analytics can take many different shapes and forms. The company used data to guide its decision on choosing a new office building location, optimize space and build a positive culture right off the bat. Powered by the company’s data from across its 266 offices in 87 countries, the people analytics team got into action to identify usage rates and costs in the organizations. The team took into consideration the neighbourhood and community around them to assess the business outcomes. The team went over and above to examine the availability of talent from nearby universities in relation to the areas their competitors served. Predicting ROI on an Apprenticeship Training Program Multinational energy provider, SSE, deployed an in-depth analysis of their trained apprenticeship program to calculate ROI. It not only enabled the company to make a business case for its apprenticeship program to senior management but also see the true value of its initiatives through a financial lens. SSE discovered that every £1 invested collectively by the individual, society, and employer in a fully trained apprenticeship yields a return of £4.29 to the economy. Making Diversity More Than Just a Buzzword The carpool service, BlaBlaCar, used data analytics in HR to review job applications that were comprised of biased language and messaging. The company also structured its interviews in a way that was inclusive, a tactic that helped them convert candidates into employees and increase the diversity on their teams. London-based survey company Saberr employed HR analytics to explore candidates’ behavioral compatibility, core values, and diversity to identify if a candidate will feel welcome in an organization and the strength of their interpersonal relationships. Beyond the Hiring Horizon A 2019 study by Chalutz Ben-Gal discovered that recruitment and workforce planning are the two areas of HR that yielded the highest returns. By using data to fuel insights outside of hiring and people management, some organizations are demonstrating the innovative ways that HR analytics can power business outcomes. Whether to pinpoint a new regional office, assessing investment decisions or spearheading diversity and inclusion, leveraging people analytics is a matter of thinking outside the proverbial box and maximizing the combined power of people and their behaviors to drive innovation.

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EMPLOYEE EXPERIENCE

Purposeful Employee Well-being: Making Data-based Decisions

Article | May 19, 2022

The pandemic uncovered several insights into the significance and connection between health, wellbeing, and productivity at work. Whether you work from home or in an office, without employee well-being, there is no organizational resilience. HR leaders are recognizing this bare truth and are focusing on more than just physical health. There is a push to promote holistic wellness, which includes physical, mental, social, financial, and psychological well-being. Employee Well-Being and the Modern Organization Studies have proved that employee well-being has a direct impact on revenue and profitability. It affects the overall employee morale, productivity, and employee experience. Focusing on employee well-being leads to a 41% drop in absenteeism, as well as more innovation, better retention, and lower healthcare costs. As workplaces have undergone much transformation in recent years, employees’ expectations from a health and wellness perspective have taken on a new shape. Forward-looking organizations are committing to developing meaningful initiatives that foster well-being in the workplace. Organizations do not intend to stop providing health coverage and benefits. They are proactively infusing well-being into the work culture, employee experience, and career growth as these factors are most likely to take precedence in the near future. In fact, according to a study by TeamStage, 78% of employees were more likely to continue working because they liked the benefits. In this context, data and a handful of key metrics will set the tone for HR professionals to deliver more value to their employees. Mapping the Metrics That Matter So what metrics will play a key role in bringing modern, employee-oriented wellness and health programs? According to a Paycor survey, 17% of HR professionals were able to provide a concrete response to changing their approach to well-being in 2022. Some initiatives include: Mental health awareness and training Discount on mental health apps Virtual exercise programs A 24/7 support helpline Employee Assistance Program (EAP) The first viable option is to implement a meaningful way to measure employee happiness in the workplace. For instance, international electronics giant Hitachi used wearable devices to monitor a range of activities, including sitting, standing, talking, and even typing, to create a measuring algorithm. Hitachi identified and pre-empted stressors and health concerns in the workplace by offering corresponding benefits. However, implementing benefits isn’t enough. Many employers are calculating employee interaction with their wellness offering through online portals. This key metric is used to determine whether or not employees are making the most of their benefits. In turn, this demonstrates their engagement levels with the company. Parting Words As the work landscape has shifted from the office to homes and job markets have become more volatile; stress, anxiety, and mental illnesses are mainstays of employee concerns. The pandemic underlined the importance of having a robust grip on employee well-being for organizations to be able to survive such drastic transformations. However, employee wellness has proven to be a cornerstone of sustainability and resilience all along. Organizations that hope to thrive and grow well into the future will need to highlight employee well-being as an integral part of their workforce strategy.

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Spotlight

Human Capital Management Institute

Our mission is to fundamentally change the way organizations make decisions about their workforce. From a past dominated by archaic and unproven conventional wisdom, to one of rigorous data driven analysis and fact based decision making, HCMI seeks to enable organizations to leverage their workforce as a source of transformational value creation, and truly live up to the billing as an organization’s most valuable asset.

Related News

HR ANALYTICS

Virtual Vocations Spotlights 50 Remote Enabled Employers Known for Positive Company Culture

VIRTUAL VOCATIONS | July 11, 2022

A new report from one of the web's leading all-remote job boards highlights 50 remote enabled employers known for their dedication to fostering positive company cultures. Founded in 2007, Virtual Vocations is a family-owned, 100% virtual company that has worked to connect jobseekers with legitimate remote job openings from expert-vetted employers for the last 15 years. For its latest report, Virtual Vocations took a deep dive into Comparably’s “Best Company Culture 2021” list to identify the top firms for jobseekers who not only value flexibility, but also want to work for an employer whose values align with their own. "Comparably’s ‘Best Company Culture 2021’ report is an important resource for any jobseeker who wants to feel confident and experience their values reflected at work, so we were curious about which of these best-of company culture employers are also remote enabled,” Virtual Vocations CEO and co-founder Laura Spawn “Across large and small/midsize companies, 50 businesses stood out as remote enabled companies known for hiring telecommuters. Our ‘50 Remote Enabled Company Culture Leaders’ report outlines these companies and connects jobseekers to any available fully remote openings with those businesses," Spawn added. Published Tuesday, Virtual Vocations’ report on “50 Remote Enabled Company Culture Leaders” puts the spotlight on companies large and small that ranked among the best for company culture in Comparably’s 2021 analysis, which examined sentiment ratings from current employees who offered their opinions anonymously. The top 50 remote enabled employers from Comparably's list span more than a dozen industries, including healthcare, education, human resources, marketing, and information technology (IT), Virtual Vocations’ report reveals. Virtual Vocations’ report also serves as a resource for jobseekers interested in learning more about current openings with top remote enabled company culture leaders. “At Virtual Vocations, we encourage value-based remote job searches,” Spawn said. “In fact, jobseekers have reported to us that poor company culture is one of the top workplace confidence killers”—suggesting strong values play a pivotal role in ensuring employees are satisfied in their roles and performing at their best. ABOUT VIRTUAL VOCATIONS Founded in 2007 by CEO Laura Spawn and her brother, CTO Adam Stevenson, Virtual Vocations is a small company with a big mission: to connect jobseekers with legitimate remote job openings. To date, Virtual Vocations has helped more than four million jobseekers in their quests for flexible, remote work. In addition to providing a database of current, hand-screened, and 100% remote job openings, Virtual Vocations offers jobseekers a number of tools to aid in their job searches, including exclusive e-courses and downloadable content, and resumé writing services. Virtual Vocations also releases several data-driven reports each year on current trends in remote work. Virtual Vocations, Inc. is a private, family-owned, and 100% virtual company incorporated in Tucson, Arizona.

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TALENT MANAGEMENT

Argyle Enables Frictionless Identity Detection and Fraud Protection Through Integration with Ping

Argyle | July 04, 2022

Ping Identification, the intelligent identity solution for the enterprise, and Argyle, the top employment data platform that gives businesses access to user-permissioned employment records in real time, have announced a new connection. With the help of payroll information, the alliance will include Argyle into PingOne DaVinci's no-code identity orchestration tool, increasing Know Your Customer (KYC) and fraud prevention. "Partner solutions designed to integrate with the PingOne Cloud Platform are helping organizations compete in a new digital era where user experience is increasingly important, and security cannot be sacrificed.” -Brian Geary, Chief Commercial Officer, Argyle Argyle’s pre-built integration with PingOne DaVinci enables customers to implement employment data into an identity orchestration layer without a single line of code. The frictionless process creates an additional line of defense against fraud,” stated Geary. “Payroll systems are an alternative and valuable source of immutable data such as employer, social security number and pay allocations that further strengthen identity verification and allow lenders to double-check the paycheck distribution against the account they will use for ACH transactions. “Ping Identity is committed to expanding our technology partner ecosystem to deliver better, more frictionless customer experiences. Our partnership with Argyle leverages PingOne DaVinci's seamless orchestration to ensure dynamic user journeys are delivered quickly and efficiently at every stage of the user journey." -Loren Russon, the SVP of Product Management, Ping Identity

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HR ANALYTICS

SAP deepens HR integration to improve workforce analytics

searchhrsoftware | June 03, 2021

SAP has upgraded HR's ability to plan workforce needs by integrating SuccessFactors with its main planning tool, the SAP Analytics Cloud. The SAP Analytics Cloud is an analytical layer that enables ERP users to link financial and operational plans, such as supply chain and procurement, to improve workforce analytics and planning. Users have had methods to link HR data with planning, but it wasn't a completely seamless integration until now, according to SAP. With this change, data from SuccessFactors, SAP's human capital management platform, as well from SAP's S/4HANA ERP suite will be added to enterprise-wide planning processes. Integration enables better planning The integration between SuccessFactors and SAP Analytics Cloud will enable customers to take financial data, such as where sales and growth of a company are the highest and strongest, and provide visibility into where hiring and retention are needed, said Jill Popelka, president of SAP SuccessFactors. A goal is to provide "additional insights really across the enterprise so that you can make those decisions for your people and align them with your business growth," Popelka said. Robert Kugel, research director at Ventana Research, said he will tie workforce analytics more closely to financial data. "One of the advantages of integrating HR and financial planning is that it allows managers to plan their headcount and translate those plans into a line-item budget for headcount,'' he said.

Read More

HR ANALYTICS

Virtual Vocations Spotlights 50 Remote Enabled Employers Known for Positive Company Culture

VIRTUAL VOCATIONS | July 11, 2022

A new report from one of the web's leading all-remote job boards highlights 50 remote enabled employers known for their dedication to fostering positive company cultures. Founded in 2007, Virtual Vocations is a family-owned, 100% virtual company that has worked to connect jobseekers with legitimate remote job openings from expert-vetted employers for the last 15 years. For its latest report, Virtual Vocations took a deep dive into Comparably’s “Best Company Culture 2021” list to identify the top firms for jobseekers who not only value flexibility, but also want to work for an employer whose values align with their own. "Comparably’s ‘Best Company Culture 2021’ report is an important resource for any jobseeker who wants to feel confident and experience their values reflected at work, so we were curious about which of these best-of company culture employers are also remote enabled,” Virtual Vocations CEO and co-founder Laura Spawn “Across large and small/midsize companies, 50 businesses stood out as remote enabled companies known for hiring telecommuters. Our ‘50 Remote Enabled Company Culture Leaders’ report outlines these companies and connects jobseekers to any available fully remote openings with those businesses," Spawn added. Published Tuesday, Virtual Vocations’ report on “50 Remote Enabled Company Culture Leaders” puts the spotlight on companies large and small that ranked among the best for company culture in Comparably’s 2021 analysis, which examined sentiment ratings from current employees who offered their opinions anonymously. The top 50 remote enabled employers from Comparably's list span more than a dozen industries, including healthcare, education, human resources, marketing, and information technology (IT), Virtual Vocations’ report reveals. Virtual Vocations’ report also serves as a resource for jobseekers interested in learning more about current openings with top remote enabled company culture leaders. “At Virtual Vocations, we encourage value-based remote job searches,” Spawn said. “In fact, jobseekers have reported to us that poor company culture is one of the top workplace confidence killers”—suggesting strong values play a pivotal role in ensuring employees are satisfied in their roles and performing at their best. ABOUT VIRTUAL VOCATIONS Founded in 2007 by CEO Laura Spawn and her brother, CTO Adam Stevenson, Virtual Vocations is a small company with a big mission: to connect jobseekers with legitimate remote job openings. To date, Virtual Vocations has helped more than four million jobseekers in their quests for flexible, remote work. In addition to providing a database of current, hand-screened, and 100% remote job openings, Virtual Vocations offers jobseekers a number of tools to aid in their job searches, including exclusive e-courses and downloadable content, and resumé writing services. Virtual Vocations also releases several data-driven reports each year on current trends in remote work. Virtual Vocations, Inc. is a private, family-owned, and 100% virtual company incorporated in Tucson, Arizona.

Read More

TALENT MANAGEMENT

Argyle Enables Frictionless Identity Detection and Fraud Protection Through Integration with Ping

Argyle | July 04, 2022

Ping Identification, the intelligent identity solution for the enterprise, and Argyle, the top employment data platform that gives businesses access to user-permissioned employment records in real time, have announced a new connection. With the help of payroll information, the alliance will include Argyle into PingOne DaVinci's no-code identity orchestration tool, increasing Know Your Customer (KYC) and fraud prevention. "Partner solutions designed to integrate with the PingOne Cloud Platform are helping organizations compete in a new digital era where user experience is increasingly important, and security cannot be sacrificed.” -Brian Geary, Chief Commercial Officer, Argyle Argyle’s pre-built integration with PingOne DaVinci enables customers to implement employment data into an identity orchestration layer without a single line of code. The frictionless process creates an additional line of defense against fraud,” stated Geary. “Payroll systems are an alternative and valuable source of immutable data such as employer, social security number and pay allocations that further strengthen identity verification and allow lenders to double-check the paycheck distribution against the account they will use for ACH transactions. “Ping Identity is committed to expanding our technology partner ecosystem to deliver better, more frictionless customer experiences. Our partnership with Argyle leverages PingOne DaVinci's seamless orchestration to ensure dynamic user journeys are delivered quickly and efficiently at every stage of the user journey." -Loren Russon, the SVP of Product Management, Ping Identity

Read More

HR ANALYTICS

SAP deepens HR integration to improve workforce analytics

searchhrsoftware | June 03, 2021

SAP has upgraded HR's ability to plan workforce needs by integrating SuccessFactors with its main planning tool, the SAP Analytics Cloud. The SAP Analytics Cloud is an analytical layer that enables ERP users to link financial and operational plans, such as supply chain and procurement, to improve workforce analytics and planning. Users have had methods to link HR data with planning, but it wasn't a completely seamless integration until now, according to SAP. With this change, data from SuccessFactors, SAP's human capital management platform, as well from SAP's S/4HANA ERP suite will be added to enterprise-wide planning processes. Integration enables better planning The integration between SuccessFactors and SAP Analytics Cloud will enable customers to take financial data, such as where sales and growth of a company are the highest and strongest, and provide visibility into where hiring and retention are needed, said Jill Popelka, president of SAP SuccessFactors. A goal is to provide "additional insights really across the enterprise so that you can make those decisions for your people and align them with your business growth," Popelka said. Robert Kugel, research director at Ventana Research, said he will tie workforce analytics more closely to financial data. "One of the advantages of integrating HR and financial planning is that it allows managers to plan their headcount and translate those plans into a line-item budget for headcount,'' he said.

Read More

Events