The Science behind Employee Productivity and How to Maximize It

Shefali Vasave | December 6, 2021 | 18 views

Employee Productivity News

The Cost of Distracted Employees in 2021

The research into employees' productivity in the workplace has found that distracted employees cost businesses $1.6 trillion in lost productivity each year. Furthermore, it is predicted that by 2022, this figure will rise to $2.3 trillion, with distracted employees losing an average of eight hours of productive time per day.

This research is a compelling case for HR managers to invest in tools and practices to limit distraction in their companies. It is critical to take all the factors in consideration when asking how do employees influence a business and how you can enable them to do better?

We can’t stop technology from disrupting our lives, but we can minimize its harmful effects on our work if we stay focused and stick to what matters most: our goals.


Taking Control of the Proven Catalysts of Productivity

Productivity is a matter of mental preparedness. When your employees feel like they have everything they need to do their job, including a clear brief, the right tools, the support of their teams and a good work culture, then they are more likely to be efficient teammates.  These make a world of difference in how someone performs at work. Taking control of these known catalysts of productivity and factors that influence performance can genuinely up the level of efficiency in the workplace.

“Bring value to customers in every step of their journey and solve one of the biggest leadership dilemmas today: employee engagement.”

- Zsuzsanna Ferenczi, Chief Marketing Officer at Tradler

As an organization, you must ensure that not only have you laid the groundwork for employees to flourish in their work but are constantly improving  your processes. And focusing on these factors will help you achieve much of your productivity goals.


The Organizational Culture

It is a well-known fact that the company culture has a significant impact on employee productivity. In addition, 91% of managers in U.S. companies say alignment to company culture is equally essential to skills and experience that a candidate possesses. Therefore, it is critical to invest in creating a good company culture to improve productivity.

A positive company culture that values creativity and innovation binds the workforce to the organization’s missions and values. This results in employees being excited to come to work in the morning, leading to higher productivity and job satisfaction.

How can a company make sure they have a good culture? A company with a strong culture is people-centric, inclusive, and welcoming to new members of staff. They provide learning and knowledge-sharing opportunities as well as support and mentoring for their employees. Organizations with good work culture have strong communication channels and encourage feedback from employees. They also have robust recognition programs to reward hard work, innovation, and creativity.

Employees are more productive in an environment where they feel like they belong. Therefore, changing your culture to promote a sense of belonging will lead to better productivity and lower turnover rates.

Work Conditions

Work conditions have a significant impact on productivity. For example, a comfortable workspace with basic amenities, an ergonomic setting, and good lighting are just factors that affect productivity. In addition, taking adequate breaks has been known to aid productivity. Frequent breaks enhance eyesight, reduce back issues, stress, and even the risk of heart diseases!

Today, the flexibility to work remotely and the ability to set your hours has become an increasingly popular option. However, the significance of this for productivity has been hotly debated with many conflicting opinions. On the one hand, remote work provides employees with flexibility and eliminates the hassle of commuting. In some cases, however, it doesn’t reduce distraction and makes it harder to monitor performance.

Whatever the outcome, flexible working is an essential step in reducing stress and increasing morale among employees. Either way, achieving a balance of distraction-free, quiet workspace that is easy to access is a precursor to increased productivity.


Social Dynamic

Poor social dynamics can lead to a toxic workplace and low productivity. The opposite is true for people who work at a place with a healthy social environment. They are more likely to be engaged thanks to the cordial relationships they establish in the workplace.

“It’s important to take time to build your network and nurture your contacts as you never know where a good network can take you and the opportunities it can give.”

- Wendy Lee, Director, Marketing - APAC at Blue Prism


In addition, training employees in people skills such as empathy, listening, and negotiation can be valuable to increase productivity. These skills will make employees more well-rounded individuals and enable them to succeed in the workplace by solving problems better. Finally, providing a platform where employees can voice their opinion is just as essential.

For instance, INMAGINE, a stock image agency, introduced peer support groups to its work from home policy. As a result, 40 employees are added to an online chat group administrated by an HR leader. The group acts as a safe space and enables employees to share updates and discuss concerns outside of work. The organization also conducts online meetups with senior leaders to engage employees more.

Stress and Mental Health Status

The correlation between stress and low productivity is well-established. It is a significant factor affecting productivity. Not only does it harm  employee well-being, but stress can cause mental health issues. According to recent studies, work-related mental health issues are taking a significant toll on individuals, employers, and society as a whole.

A survey of 3000 people found that half of them experienced high levels of stress at work. High levels of stress can lead to insomnia, weight problems, and depression. In addition, more than one-third reported feeling very sad or depressed for at least two weeks during the past year. So it is no wonder that many people feel like they need to take some time off to recover from the mental strain that work puts on them.

The most common signs of mental health problems at work are feeling miserable, frequent absence from work due to stress-related issues, and an inability to concentrate on tasks. Some people also experience irritability with co-workers or supervisors, frequent crying spells, and feelings of hopelessness about the future. These are all tell-tale signs that you may have a mental illness.

An American Psychiatric Association study revealed that unresolved depression concerns experience a 35% drop in productivity and cost a loss of $210.5 billion due to absenteeism, medical expenses, and loss in productivity.

Technology

The workplace has undergone tremendous changes in how people collaborate and communicate. The use of technology in the workplace has grown exponentially over the last few decades and become one of the most essential factors that influence productivity. Tools like automation and machine learning are helping digitize manual work. In turn, it doesn’t just enhance productivity but also helps redirect resources to more critical tasks. 

Productivity tools have been around for quite some time now. However, with newer updates and new tools flooding the market every day, user experience and usability have increased focus, leading to higher efficiency rates among people who use them.

Project management tools like Slack, Google Drive, Zoom, etc., have been designed with collaboration in mind and can be used for teams or departments to stay aligned on the project timeline. Some project management tools even come with features like time tracking, milestones, and task. However, technology alone doesn’t necessarily foster productivity.

Conclusion: Getting the Ball Rolling on Employee Productivity

New technology is undoubtedly and not quite steadily replacing the old ways of doing things. But it is not the only way to improve productivity. For example, constant learning and development, keeping employees engaged, leading discussions on mental health, etc., will enable employees to stay on top of their work.

In addition, many small factors influence productivity. The important thing is to get the basics down and build from there—kickstart discussions with employees over productivity. Putting them at the center of the workplace ensures you have motivated and committed people to do their best work.

Frequently Asked Questions

How does lack of employee productivity affect organizations?

According to a study by the London School of Economics, "lack of productivity" led to a loss of $655 billion for employers in the USA and an estimated $330 billion globally. This includes loss due to sickness, lateness, absenteeism, and early departure.


What are some solutions to increase employee productivity?

One way to increase productivity is by implementing a flexible schedule. This would allow employees to reduce commute times and the stress that comes with it. Another solution is setting up a goal-oriented program for employees to monitor their progress and see how they can achieve them in less time.

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EMPLOYEE BENEFITS

Purposeful Employee Well-being: Making Data-based Decisions

Article | January 14, 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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RECRUITMENT & RETENTION

How SMBs Can Configure a Revenue-Generating Recruitment Tech Stack

Article | May 12, 2022

Assembling a winning recruitment tech stack is much like recruiting the right candidate. You’re bound to find people who match some of your requirements. There will be a few candidates who seem like a match but don’t tick every box. Then there are those that stand out because of a single quality. The recruitment tech stack has long served the HR departments in large organizations to streamline their people management. However, for small businesses, using an HR tech stack can be a big decision. According to a study by Goldman Sachs, 44% of small businesses had only three months of cash reserves during the pandemic. This forced them to be smarter with their resources when it comes to staffing. HR Recruitment Tech Stack for SMBs: The Status Quo Considering how HR as a department can be loaded with work in small and medium-sized organizations, it is imperative to have a tech stack that is well-rounded and cost-efficient. Since 2022, small businesses have faced the brunt of a talent shortage during the Great Resignation. “It's about capitalizing on the tailwinds as the economy heals and fully reopens.” Courtny Cloeter, Chief Revenue Officer at OneSource Virtual Talk about the great resignation, retention problems, and underfunctioning tech stacks. A National Federation of Independent Business report found that over 51% of small businesses couldn’t fill all their job openings in October 2021. According to Oracle’s report on the state of HR tech stack in 2020, HR managers of only 33% of small businesses consider HR tech stack as one of their top three issues. In addition, only 31% of small business HR teams report automating their people management processes. This leaves a lot on the table for SMBs who want to get the most bang for their buck. How HR in SMB’s Can Use Recruitment Technology to Improve Profitability SMBs that currently have a non-existent HR tech stack can look forward to gaining immediate benefits. According to Oracle’s report, 66% of SMBs reported seeing a significant improvement in efficiency. But efficiency is just the first step. In the age of talent shortages, remote workplaces, and mass resignations, SMBs can leverage a tech stack or tech recruiting platform to develop a winning hiring strategy. Let’s discover some of the benefits that could do wonders for the growth and revenue of SMBs. Attract Top Talent It goes without saying that quality workers benefit an organization much more than average workers. But the contrast between the two can mean either savings or a loss of thousands of dollars for small businesses. A McKinsey study reveals that in low-complexity jobs, high performers are 50% more productive, while the difference is 800% for high-complexity jobs. Developing a robust recruitment technology stack can drive high-qualified candidates faster to SMBs. Improve Employee Experience Hiring top talent is just the beginning. You need to retain that talent to save on hiring costs. That’s where employee experience comes in. A case study by Great Place to Work demonstrates how essential employee experience is. Brains on Fire, a creative agency, used employee surveys to increase their engagement score from 74% to 92% in just two years. Armed with the data from the survey, the small business refined its hiring process and boosted trust and engagement exponentially. SMBs will benefit greatly from a tech recruiting platform that includes engagement initiatives in its stack. Increase Productivity Increased productivity means higher revenue. In fact, Harvard Business Review reports that organizations that report 40% more productivity than average also have a 30–50% higher operating margin. That makes a massive difference for small and medium-sized organizations. How SMBs Are Using Recruitment Technology to Overcome Talent Shortages Recruitment Marketing The battle for qualified candidates starts way before a job application comes in. Many small businesses are making inroads into quality talent pools with recruitment marketing. For instance, many recruitment marketing tools allow organizations to instantly advertise on premier job sites. This saves time and helps SMB HR teams reach more candidates faster. Recruitment marketing tools are critical in the HR toolkit of SMBs. AI in Recruitment Tech Stack AI is a cross-functional technology in HR processes. With AI in recruitment, small businesses can maximize both time and resources to automate areas of hiring, candidate screening, interview scheduling and performance management. Data analytics can help uncover crucial insights into challenges, which can then be addressed with AI-based HR solutions. Conclusion: What Can Small Businesses Anticipate in the Future of Recruitment Technology? With technology recruitment, small businesses learn to tackle everything from hiring talent, managing performance and productivity, and shaping employee engagement. With technology, recruitment becomes more functional, performance-driven, and efficient. Small businesses can script tailored HR strategies that get the most out of their resources and deliver impressive results like it did for Brains on Fire. As SMBs continue to adopt modern tech recruiting platforms as their go-to HR management solution, they can shift their efforts towards strategic scaling. With a recruitment tech stack that scales with growing businesses, SMBs can sit back and focus on what matters: driving revenue. Frequently Asked Questions What are the technologies used in a tech recruiting platform? Some of the technologies used to leverage recruiting platforms include artificial intelligence, applicant screening and tracking, recruitment CRM tools, video interviewing tools, and training platforms. Is recruitment CRM a part of a modern recruitment tech stack? Yes. Recruitment Candidate Relationship Management (CRM) is used as part of the hiring process. It is used to manage all aspects of staffing and recruitment. It helps to build relationships with the talent pool and create a seamless hiring process. What are the must-haves in a recruitment technology stack? The must-haves of a recruitment stack are employee referral tools, email automation, video interviewing, CRM, social media automation, and job posting.

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HR ANALYTICS

How Key HR Metrics Can Inform Business Decisions

Article | June 21, 2022

Numbers tell a story, and with analytics at the center of decision-making, businesses are increasingly turning towards data to uncover insights. When it comes to people, organizations are warming up to people analytics to find insights that go beyond operational efficiencies. Although workforce analysis in HR has become a coveted skill, can its insights be concrete enough to inform major business decisions? The Crucial Role of HR Data and Analytics in Business Decision-Making As the role of HR expands from being mere record keepers to helping organizations achieve business objectives, uncovering human resources metrics becomes critical. Achieving synergy between HR goals and organizational objectives is crucial. Key HR metrics can benchmark performances, identify KPIs, forecast requirements, predict employee tenure, and design new initiatives. In addition, they can be used to secure more resources for HR initiatives. “Hiring is still a very subjective process, and one size does not fit all.” - Arran Stewart, Co-Founder and CVO 5 Strategic HR Metrics to Follow Closely The right people metrics can reveal critical gaps and even uncover patterns that need to be corrected. In addition, key HR metrics can inform senior leaders about the overall health of HR practices. Time to Hire According to SHRM, 42 days is the average time it takes to fill a vacancy and costs $98 per day on average, in addition to other recruitment costs. Needless to say, time to hire has a crucial impact on costs. Improving the time to hire will have a cascading effect on the entire hiring process, including candidate experience, talent sourcing, and even training. Time to Productivity Time to productivity is the time it takes, on average, for your employees to become accustomed to their roles. The lower it is, the better it can mitigate the damage done by employee turnover. When a new hire joins an organization, they are not completely hands-on yet. This impacts the team’s performance as other team members have to fill the gap. Retention Rate Considering how expensive it can be to hire an employee, losing them is just as costly, whether they are high performers or simply the wrong fit. Bad onboarding practices, culture, and low engagement are some of the reasons that create flight risk. Improving retention rates can have a dual impact on both hiring and turnover, which can save millions of dollars. Absenteeism Many organizations continue to consider employee absences as part of their business. However, this keeps them from understanding the direct and indirect impacts of absenteeism. Tracking the nature of absenteeism will help design better leave policies. Revenue per Employee In the end, running an enterprise is all about revenue. The revenue per employee metric quantifies the quality of the hired workforce. An Expert Market report revealed that tech giant Apple ranks first, making an impressive $1,865,306 per employee. This demonstrates the organization’s productivity quotient in a tech economy. What C-Suites Can Achieve by Entwining Finance and HR A synergy between HR and finance isn’t unknown, although in most organizations, it comprises finance shooting down HR’s spending requests. By opening up association channels between the two departments, C-suites can make the most of workforce intelligence and important HR metrics. It can help reveal critical gaps in process costs and the impact of HR strategies on financials. By monitoring strategic HR metrics and adopting a data-driven approach, HR teams can connect with finance teams about business strategy. The key is to demonstrate the value of different types of HR metrics. According to a Gallup study, high employee engagement directly impacts profitability with a 21% increase. It also improves productivity by 17%. Such important HR metrics build a compelling case for finance to approve investment in employee engagement software and initiatives. Conclusion: Making a Business Case with Important HR Metrics Building a business case is a matter of communicating in the language of finance: numbers. Insights into workforce intelligence can be used in many ways. For instance, data analytics firm Nielsen used HR analytics to decode the organization’s employee retention metrics. It conducted a financial impact study that found every percentage point decrease in its employee attrition rate could save the firm $5 million in business costs. The organization then got to work devising impactful retention initiatives that resulted in a 2% decrease in employee turnover and a corresponding savings of $10 million in costs. This is just one example of how HR teams can bring finance teams on board to develop HR initiatives and align with business strategies. Frequently Asked Questions How can an organization measure the importance of HR strategies? A combination of mapping important HR metrics and using predictive analytics for forecasting their effectiveness can help HR build a compelling case for the effectiveness of their strategies. What are the different types of HR metrics? The three types of key HR metrics include recruitment, performance, and HR cost. What is the most effective way to use HR metrics? Human resources metrics can be used to get insights but can also be used for benchmarking and predicting future performance and strategies.

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HR ANALYTICS

4 Powerful Examples of HR Data Analytics in Action

Article | April 25, 2022

Data Analytics Applications That Are Positively Impacting HR Data analytics has some critical and timely applications in people management. According to SageHR, global data and business analytics revenues have grown by about 36% in just four years. The importance of HR analytics can be felt today more than ever in everything from attracting and onboarding talent to boosting employee morale. Diversity, Equity, and Inclusion It is possible to leverage HR data management to improve the diversity quotient of an organization. For example, companies can expand their candidate search with big data and present a clear picture of pay structures to uncover bias and create more diversity. Training and Development Skill gaps are a significant aspect of core HR responsibilities. Human resources analytics aims to dive deep into the organizational skill structure and draw insights that can help HR shape better learning and development initiatives. “Now AI, blockchain, robotic process automation, and machine learning provide opportunities to leverage technology to improve efficiencies for organizations and the HR experience for individuals.” - Scot Marcotte, Chief Technology Officer at Buck In addition to these crucial areas of HR management, data analytics in HR is driving growth and transformation across the human resources landscape. Let’s look at some of the ways industry leaders are using it to impact key HR metrics. Tackling Employee Turnover at HP With over 300,000 employees, Hewlett-Packard (HP) could not afford to dismiss HR data analytics as part of its efforts to retain employees. A turnover rate of 20% wasn’t unheard of in the organization’s sales division. HP naturally aimed to increase the average amount of time people stayed. Employees who leave an organization are leaving with their knowledge base, network, and even customers at times. For a company like HP, this means a loss of millions of dollars. With data scientists at the helm, the HR data analytics team took up the task of identifying employees who might be at risk of leaving. The exercise revealed several intricacies that would allow managers to build better retention strategies. For instance, if a promotion didn’t come with a significant raise, promoted employees were at a high risk of leaving. Siege reported that HP saved an impressive $300 million with data analytics in HR. People Analytics at Every Step at Google Google is the youngest firm in a league of industry leaders who attribute its success to having decades of history and reputation. Google owes much of its success to people analytics and data analytics in HR. The firm’s people analytics team reports directly to the VP. With predictive analytics, Google identifies hiring problems like salespeople leaving the company if they haven’t gotten a promotion within four years. In pursuit of better retention, Google has also developed an algorithm to predict which employees will be difficult to retain. In addition, the search giant uses analytics to analyze rejected resumes, so no top-notch candidates fall through the crack. The company has used data analytics to compare the value of top performers versus average ones to enable HR leaders to make a business case for better resources to hire, retain, and develop talent. Boosting Hiring Decisions with Facebook “The great thing about data is that it gives you a comprehensive view of the organization. It’s just not possible to get this 360-degree look on our own for most organizations.” -Alex Fink, VP of People Analytics and Workforce Strategy at Facebook Social media has long been used by companies to supplement screening and background checks. But can a platform like Facebook be used to predict personalities and work performance? A study by Kluemper, Rosen & Mossholder thinks so. The hiring rate provided by participants based on Facebook profiles in this study predicted a manager-rated job performance of 8%. Although a standard personality test delivers a higher predictive value than this, studies have shown that multiple predictors like IQ tests, interviews, and personality quizzes contribute to the most accurate predictive models for future work performance. Adding a Facebook personality test might just be the edge needed to predict job performance. Increasing Employee Retention at Nielsen Organizations using HR data management and analytics have seen a major breakthrough in employee retention. Data analytics firm Nielsen was among the first to do that. One of its financial impact studies found that a percentage point decrease in employee attrition leads to a whopping $5 million drop in business costs. Guided by these statistics, Nielsen’s data analytics team succeeded in identifying 120 key employees at risk of leaving. By running multiple programs to arrest the retention rate, Nielsen was able to reduce employee attrition by two percentage points and save $10 million. Conclusion: How Can Human Resources Analytics Continue to Be a Game Changer The importance of HR analytics is undisputed. These examples clearly demonstrate the business case for using data analytics applications in HR and using them to predict performance, identify patterns, and eventually develop HR management strategies. It helps to identify negative patterns and course-correct work strategies to maximize resources. From optimizing day-to-day HR operations to attracting top-notch talent to delivering a positive employee experience, HR data analytics is helping build agile HR processes. Frequently Asked Questions What are the areas of data analytics in HR? HR data analytics include descriptive, predictive, diagnostic, and prescriptive analytics. Who is responsible for HR data management and analytics? As data grows in importance, the role of HR expands to include data analytics skills as an integral part of them. HR analysts typically use data to draw actionable insights. What metrics are used to analyze HR data? Key metrics like absenteeism rates, overtime expenses, training expenses per employee, productivity, and employee happiness are the most significant data points in HR.

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The Recruiting Spa is a boutique Technical Recruiting Firm specializing in Talent Search for the Software and Technology industries.

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Belleville Public Schools Adds Multiple PowerSchool Solutions to Increase Cohesion and Efficiency Across Departments

PowerSchool | June 29, 2022

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The Execu|Search Rebrands, is Now Called Tandym Group

The Tandym Group | June 28, 2022

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HES Announces Industry’s First Gamified Employee Financial Literacy Program

HES | June 21, 2022

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Belleville Public Schools Adds Multiple PowerSchool Solutions to Increase Cohesion and Efficiency Across Departments

PowerSchool | June 29, 2022

PowerSchool (NYSE: PWSC), the leading provider of cloud-based software for K-12 education in North America, today announced Belleville Public Schools (BPS) in Essex County, New Jersey added multiple PowerSchool education technology solutions to unify information across departments, improve districtwide collaboration, and create better learning outcomes for students. BPS is implementing PowerSchool Student Information System (SIS), Unified Classroom® Schoology Learning, Unified Classroom® Performance Matters, PowerSchool Unified Insights, and PowerSchool Unified Talent™ Employee Records, among many other products. Once these PowerSchool solutions are implemented, BPS will benefit from a more advanced districtwide data aggregation and reporting functionality, visibility into student performance, and simplified human resource and talent management capabilities. “Our district wanted a one-stop-shop where all of the major resources we needed easily and effectively communicated with one another, as opposed to operating in silos, Based on our positive experiences with PowerSchool solutions we were excited to add even more to truly create a unified platform for Belleville Public Schools. We are currently in the implementation phase and are excited to fully launch our program during the 2022-23 school year.” -Nicole Shanklin, Director of Elementary Education and PowerSchool Lead, Belleville Public Schools. BPS is expanding its PowerSchool investment in order to help the district obtain tighter tech integrations via unified solutions. PowerSchool solutions will offer access to secure data analytics dashboards supporting BPS’ need to share key aggregate-level student information with the proper stakeholders, including parents, the school board, and others across the community. The end goal is to enhance staff experience and help students grow academically, socially, and behaviorally. Prior to PowerSchool, BPS used various, disparate services for everyday instruction, such as Google Classroom*. To enhance functionality and communication among stakeholders regarding assessment data, the district searched for technology solutions that provided a grade pass-back option to the district’s SIS. The goal was to have graded assignments that would sync to the district gradebook, leading to greater articulation in consideration of student growth and academic needs. In response, BPS pivoted to PowerSchool’s Schoology Learning, and PowerSchool SIS, to solve these synchronization issues. “We expect Belleville Public Schools to see substantial improvements to its operations through the addition and implementation of its newest PowerSchool solutions, From attracting and developing new teachers, to assessments and standards tracking, we’re excited to provide BPS with exceptional education technology to empower and advance the district’s instructional capabilities.” -Craig Greenseid, Chief Revenue Officer, PowerSchool. BPS is a public school district located in Belleville, New Jersey serving over 4,500 students in Pre-K to 12th grade. Across the district’s 10 total schools, BPS offers a 1:1 technology integration, 106 sports programs and clubs, and faculty with advanced degrees. Additionally, among the honors and distinctions awarded to BPS over the years, notable designations include being designated as a “High Performing District” by the New Jersey Quality Single Accountability Continuum and “District of Distinction” by District Administration, among other accolades. About PowerSchool PowerSchool (NYSE: PWSC) is the leading provider of cloud-based software for K-12 education in North America. Its mission is to power the education ecosystem with unified technology that helps educators and students realize their full potential, in their way. PowerSchool connects students, teachers, administrators, and parents, with the shared goal of improving student outcomes. From the office to the classroom to the home, it helps schools and districts efficiently manage state reporting and related compliance, special education, finance, human resources, talent, registration, attendance, funding, learning, instruction, grading, assessments and analytics in one unified platform. PowerSchool supports over 45 million students globally and more than 14,000 customers, including more than 90 of the top 100 districts by student enrollment in the United States, and sells solutions in more than 90 countries.

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HR STRATEGY,EMPLOYEE BENEFITS

The Execu|Search Rebrands, is Now Called Tandym Group

The Tandym Group | June 28, 2022

The Tandym Group has replaced The Execu|Search Group as a top provider of workforce solutions, contract staffing, consulting, and recruitment services with offices across the United States. The company's strong growth history and status as a national staffing and consulting partner to clients and candidates across a wide range of industries led to the name change, which came after a thorough rebranding exercise. "Our rebranding is more than a new name, logo, and color palette. It's an opportunity for us to better communicate our strategic vision and the ways in which we support our clients in navigating the constantly changing and demanding labor and business markets. We have grown over the last three decades, diversifying and deepening our expertise while expanding into a national footprint. Through this evolution, we've always worked alongside our client and candidate partners with a consultative approach—and our brand needed to reflect that. Our new name perfectly aligns our identity with the highly personalized service our clients and candidates expect from us." - Larry Dolinko, CEO, Tandym Group In an increasingly complicated skilled workforce environment, the organization works in tandem with clients and applicants alike. The new brand highlights this collaborative, highly adaptable, and solutions-oriented approach. With a concentrated focus and resources synchronized with a shared corporate objective, the rebranding integrates all business verticals—Tandym Health, Tandym Life Sciences, Tandym Pro, and Tandym Tech—under a single identity. "Today is a landmark event for our company. Our name served us well for many years, but it was time for our brand to catch up to who we are today and where we are going in the future. The new brand represents our mission, vision and values, which center around serving our clients as a true partner, helping them accomplish their goals." Kyle Mattice, Chief Commercial Officer, Tandym Group "Our rebranding is rooted in our continued commitment to our clients and the renewal of our corporate vision. The name 'Tandym' captures the concepts of interaction and connectedness, core to our capabilities and a reflection of our priorities." Charles Heskett, Tandym Group's Executive Chairman

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EMPLOYEE EXPERIENCE,EMPLOYEE BENEFITS

HES Announces Industry’s First Gamified Employee Financial Literacy Program

HES | June 21, 2022

The premier web and mobile-based wellness solutions provider for employees, Health Enhancement Systems (HES), announced the release of the industry’s first employee financial literacy program that is gamified for better engagement. “Ourresearchshows employees are sometimes afraid of this topic, and many are embarrassed by what they don’t know. So, we created a non-threatening way to learn and take steps to a sound financial future. There’s more anxiety about money matters today than ever, making this the ideal time to build knowledge and inspire confidence,” - Dean Witherspoon, HES CEO and founder The platform has 18 financial well-being topics that comprise budgeting, money advisor roles, college financing, retirement savings, and debt reduction. The game-based program simplifies the intimidating subject of financial literacy and makes learning about it fun and engaging. With an immersive experience, players will be able to build a deeper understanding of personal finance and gain the confidence to manage their money smartly.

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