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Why Do You Need Effective Performance Management? How to Build One?

Shefali Vasave | January 10, 2022 | 211 views

What is Performance Management?

HR performance management is a type of organizational process that is used to evaluate the performance of an employee, group, or business unit. It can be a formalized process or an informal system. Performance management often includes feedback from the employees, managers and colleagues.

Performance management is a great way to identify developmental needs and set goals for employees to improve their performance in current and future positions. In a world where business is evolving rapidly in the face of a global health crisis, it is time to think of performance as a driver rather than as part of an organization. All of that is possible with an effective performance management process. An employee performance assessment includes:
  • Providing feedback to employees to help them understand how well or poorly they are performing: Giving feedback on both strengths and developmental areas
  • Setting goals for improvement
  • Evaluating progress towards goals and
  • Providing ongoing support for career growth


The Benefits of Implementing Effective Performance Management

There are many benefits to performance management. It is an essential part of any organization’s culture. It allows for employees to be clear on the organization’s goals, expectations, and how they are being evaluated. Performance management also allows employees to reflect on their performance and look for areas in which they can improve. The performance management process in HRM is also a way for employees to be aware of their strengths and weaknesses so they can focus on what they do best.

It has the power to affect the company's morale, productivity, and many other factors. The three main benefits of performance management are:
  • Promoting greater employee engagement
  • Ensuring that employees are performing at their best
  • Managing individuals to achieve organizational goals


“It’s critical that we have managers who see the potential, and the best in people, and who also have the skills to draw that out of them."

- Adrian Moorhouse, Managing Director at Lane4 Management Group.

Performance management is used to measure how well an individual or organization performs. Traditionally, this was done through an annual review process, but today, organizations are looking for more robust ways to measure performance. This has led to the emergence of performance management systems that incorporate continuous feedback loops and other tactics to get better insights on where employees need to improve.

The Drivers of Successful Performance Management

A successful performance management system is one of the most vital things in a workplace. It helps with motivation and productivity, lays out clear expectations, and makes the company a better place to work.

To make a company’s performance management system successful, it should be a part of its culture. It should also be flexible enough to address all employees’ needs and encourage them to achieve their goals.
  • An accurate appraisal of the employee's achievements and shortcomings
  • Development of a plan for improving weak areas
  • Monitoring progress towards achieving the goals set out in the development plan
  • Regular reviews to ensure that both parties are aware of the progress made

Performance management has found success when it focuses on continuous feedback from managers, employees, and peers about every aspect of their work lives. However, it also has to be fair by considering each person's strengths and limitations.

Companies can implement a successful performance management system by setting clear expectations. The company should communicate what is expected of the employee and what the company will provide.

For instance, the Fossil Group deployed a digital performance management process. The organization encouraged regular goal-setting to align with the company’s goals as closely as possible. The organization also had dedicated performance days when all work-related meetings and tasks were set aside for the day. The goal was to jump-start discussions among employees, managers, and teams about performance.


How to Build an Effective Performance Management System?

A successful performance management process is an ongoing process of evaluating the performance of employees. It entails the following steps:
  • Identify what the company’s goals for this year are
  • Make plans to help you achieve your goals
  • Measure your progress against those plans
  • Provide employees with feedback on their performance and help them improve
  • Follow up on feedback with coaching or more training based on individual performance as needed.


Conclusion

Performance management in HR is not just about taking stock of an employee’s work, but is also about providing a channel for discussing the areas that need improvement. It allows managers to give feedback and create a dialogue with their employees to improve themselves professionally. Performance management is a critical aspect of HR as it helps organizations identify and develop their high-potential performers.

It advises employees on what they should focus on in order to achieve their goals and objectives, both for themselves and for the organization. It also helps an organization identify priorities, whether those priorities are strategic or operational, and allocate its resources accordingly.


Frequently Asked Questions


What is the purpose of performance management?

A performance management system motivates and rewards employees for their contributions.


How is a performance review conducted?

The employee's manager conducts a performance review. The manager will meet with the employee to evaluate their performance in their position. The review process will include analyzing how well the employee has met the company's goals.


What types of feedback can be included in a performance review?

The best feedback provides constructive criticism and helps the employee become better at their job. This is why it must be specific, timely, and appropriate.
Some types of feedback that can be included in a performance review are: developmental coaching, formal mentoring, 360-degree feedback from peers, and customer satisfaction surveys.

Spotlight

Swisslinx

Founded in Zurich in 1999, Swisslinx is a privately held recruitment consultancy. Our teams operate regionally in the European, Middle Eastern and South East Asian markets, thanks to our offices in Zurich, Warsaw, Dubai and Singapore. Offering a bespoke service to both our clients and candidates ensures that we always maintain high standards whilst working with utmost discretion. Our 60 recruitment experts focus mainly on finance, technology and executive sourcing and take a professional as well as ethical stance on all business matters.

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TALENT MANAGEMENT, HR STRATEGY, RECRUITMENT & RETENTION

Maximize Your Budget: 6 Strategies to Improve Efficiency and Contain Costs for Your Business

Article | August 2, 2022

The current economic climate and ongoing labor challenges have created a tough environment for employers of all sizes. In order to weather the storm, many employers are looking for ways to reduce their expenses and save money. However, in their efforts to do so, many organizations make the mistake of cutting costs without a clear plan, which can result in lost productivity, reduced morale, unhealthy company culture, and negative long-term effects on the company’s growth and people. Successful organizations, on the other hand, take a more strategic approach to contain costs. They understand that simply slashing expenses, or their workforce can be counterproductive in the long run. Instead, they focus on optimizing their resources by identifying areas where they can reduce expenses without compromising productivity or future growth. Ultimately, the key to successfully managing your costs is to strike a balance between reducing expenses and maintaining productivity and growth. Organizations that adopt this approach are more likely to thrive in a challenging economic environment and come out stronger on the other side, with a team that is committed to the long-term success of the organization. The following article outlines six proven strategies that your business can implement to reduce expenses and optimize your resources: Strengthen Employee Retention Prioritizing employee retention can be one of the most effective cost-containment strategies for your business. Replacing workers is often extremely expensive. Employee retention is a critical issue, as losing employees can be costly and disrupt business operations. Employee turnover not only increases an organzation’s recruiting and training costs but also usually results in decreased productivity, lost proficiency, and a big impact on revenue. You can strengthen employee retention with the following strategies: Provide opportunities for career development and advancement: Offering training and development programs, mentorship opportunities, and promotions can help employees feel valued and invested in their future within the company. This can improve employee satisfaction and loyalty. Offer benefits to meet workers’ evolving needs: As the workforce becomes more diverse, businesses of all sizes need to offer a range of benefits that meet the needs of all employees. This can include flexible work arrangements, healthcare benefits, retirement plans, and paid time off. Improve employee engagement: Employee engagement is crucial for retention, and it can be improved through several methods. For example, encouraging employee feedback can help employees feel heard and valued, while providing flexibility in work schedules and locations can help employees achieve a better work-life balance. Strengthening workplace efficiency can also reduce employee frustration and improve overall satisfaction. Bolster workplace culture through public recognition and reward programs: Improve retention by creating a positive workplace culture that recognizes and rewards employee contributions. This can include public recognition programs, such as employee of the month awards, as well as reward programs that incentivize high performance. Be transparent when communicating with employees to help them understand important decisions and establish opportunities for two-way feedback. Invest in New Technology Adopting new technology is becoming increasingly important to stay competitive and thrive in today’s digital age. Technology can help save time and money by streamlining operations and allowing your business to operate more efficiently. Here are some key ways technology can help your business manage costs: Customer relationship management (CRM) software: CRM software can help manage customer relationships and sales processes, reducing the time and cost associated with manual sales tracking and management. Cloud-based software: Cloud-based software solutions allow you to store data and access software applications from anywhere, reducing the cost and time associated with maintaining and updating software systems. E-commerce platforms: E-commerce platforms enable you to sell your products and services online, reducing the cost and time associated with traditional retail operations. Digital communication tools: Digital communication tools, such as email, instant messaging, and video conferencing, can help to improve collaboration and communication between employees, customers, and partners, reducing the time and cost associated with travel and face-to-face meetings. Human resources management systems: HR management systems can help to automate and streamline HR processes, reducing the time and cost associated with manual data entry and paper-based processes. Low-code solutions: Low-code solutions can help to create custom software applications and workflows with minimal coding expertise, reducing the cost and time associated with software development. Artificial intelligence: Artificial intelligence can help to automate and optimize repetitive or complex tasks, such as data analysis, customer service, and supply chain management, reducing the time and cost associated with manual processes. Additionally, many businesses are turning to open-source software alternatives as a cost-effective alternative to brand- name software applications. By adopting new technology, you can gain a competitive edge, save time and money, and improve customer satisfaction, ultimately leading to increased growth and success for your business. Manage Health Care Costs Managing healthcare costs is a major concern, as rising healthcare expenses can have a significant impact on their bottom line. Finding cost-effective solutions is vital for your business to maintain affordable benefits and reduce costs. Solutions may include reevaluating plan designs and offerings, directing employees to cost-effective services, and improving employee healthcare literacy. Employers can leverage their relationship with their insurance brokers to explore cost-saving solutions, like obtaining details on organizational healthcare spending and educating employees on shopping for healthcare services. Here are some ways your business can focus on managing healthcare costs: Encourage wellness programs: By encouraging healthy lifestyle habits and providing wellness programs, you can reduce the risk of chronic health conditions and lower healthcare costs. Wellness programs can include fitness classes, healthy eating options, smoking cessation programs, and stress management resources. Promote preventative care: Encourage employees to get preventative care, such as regular check-ups, vaccinations, and cancer screenings. Preventative care can catch health issues early, when they are less expensive to treat. Consider telemedicine options: Telemedicine is an increasingly popular option for healthcare, as it allows employees to access healthcare professionals remotely. This can reduce healthcare costs and improve access to care for employees in remote locations or with mobility issues. Use technology to manage healthcare expenses: Technology can be used to manage healthcare expenses by using online portals to access healthcare information and track expenses. Additionally, consider using data analytics to analyze healthcare costs and identify areas for improvement. Partner with a benefits consultant: Partner with a benefits consultant who can help navigate the complex world of healthcare and find ways to reduce costs while maintaining quality care. Overall, your business needs to be proactive in managing healthcare costs to maintain financial stability. By encouraging wellness and preventative care, promoting telemedicine, using technology to manage expenses, and partnering with a benefits consultant, your business can reduce healthcare costs while continuing to maintain a healthy workforce. Embrace Outsourcing While performing tasks in-house can often be cost-effective, there are instances when outsourcing key responsibilities and tasks can be more economical and efficient helping to reduce in-house costs.. Manual, time-consuming tasks—such as payroll, HR, compliance and benefits administration—may be better suited for an HR outsourcing firm than managed in-house. Outsourcing these kinds of tasks can enable your employees to focus on their core responsibilities that have a greater and more direct impact on the business. Here are some reasons why outsourcing can be highly beneficial and cost-effective: Cost savings: Outsourcing can help save on costs, especially for tasks that are nonessential or not core to the business. For instance, outsourcing payroll, HR, compliance and benefits administration can be more cost-effective than hiring an in-house staff to perform these tasks. Time savings: Outsourcing time-consuming tasks can free up employees to focus on their core responsibilities that have a greater impact on the overall growth and revenue. This can help increase productivity and efficiency within the organization. Access to expertise: Outsourcing provides access to a team of experts who have specialized skills and experience in a particular area. For example, outsourcing IT services can give your business access to the latest technology and technical expertise that you may not have in-house. Scalability & flexiblity: Outsourcing can provide the flexibility to scale up or down quickly as business needs change. For instance, outsourcing customer service can allow your business to quickly ramp up during peak periods or cut back during slow periods without having to hire or lay off employees. Reduced risk: Outsourcing can also help dramatically reduce and mitigate risk, as some outsourcing contracts include guarantees of service levels, quality, and data security. This is especially true when working with an HR outsourcing firm to manage your benefits, payroll, and HR compliance-related initiatives and tasks. Adopt Flexible Work Arrangements The expense of having a physical workspace can add up. Each month, employers must pay rent, utilities, cleaning costs and other expenses. While these expenses are often unavoidable, some businesses are transitioning to remote and hybrid work arrangements to contain costs. These solutions may not be suitable for all industries or job positions, and if going hybrid or remote isn’t possible, consider downsizing facilities to reduce rent and utility bills. Your business can also explore other alternatives, such as co-working arrangements and renegotiating leases to term, to try and better manage costs. Here are some additional ways adopting flexible work arrangements can help reduce or contain costs for your business: Transitioning to remote work arrangements: This can help cut down on rent, utilities, cleaning costs, and other expenses associated with a physical workspace. While this may not be suitable for all industries or job positions, many businesses can consider offering flexible scheduling and improved benefits to lower overhead expenses. Downsizing facilities: If converting to a home-based business or going remote isn’t possible, consider downsizing. Additionally you can consider subletting excess space or renting out unused areas to generate additional income. Exploring alternative workspaces: Explore alternative workspace options, such as co-working arrangements, to reduce the cost of renting an entire workspace. This can help reduce rent and utilities, as well as provide networking opportunities and access to shared amenities. Overall, you should carefully evaluate your workspace needs and consider all options available to reduce overhead expenses. By doing so, your business can allocate more resources to growth initiatives, maintain positive company culture and drive long-term success. Reviewing Expenses Maintaining healthy cash flow is essential for your business to operate and survive, especially during difficult times. Reviewing expenses regularly can you help identify areas where you can adjust costs and optimize your spending and overall financial resources. Here are some ways in which reviewing expenses and building relationships with providers, suppliers, and vendors can help your business contain costs: Reviewing contacts with providers, suppliers, and vendors: Try reviewing your contract with their providers, suppliers, and vendors to see if there is any way to adjust your license, or services provided to try and reduce overall expenses. Identifying and eliminating unnecessary costs: By reviewing expenses regularly, you can identify and eliminate unnecessary costs. For example, eliminate subscriptions or services that are no longer used or needed. Building strategic partnerships: Building relationships with providers, suppliers, and vendors can help cultivate allies and strategic partners. These partnerships can potentially reduce your costs by sharing resources and collaborating on cost-saving solutions. For example, you can partner with a supplier to get better prices for materials or with a vendor to share marketing costs. By implementing these strategies, you can reduce expenses and optimize your financial resources, which can help you weather challenging times and achieve long-term success.

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Listen and act: how to get employee experience management right

Article | March 25, 2022

As the science behind employee engagement evolves, it’s become clear just how much businesses can gain from a happy and involved workforce. From improved performance, to reduced attrition, increased revenue and even a better customer experience, employee engagement is at the heart of business growth. Given these benefits, it’s no surprise that the role of HR departments is moving beyond just managing people and towards managing experiences.

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5 Things HR Can Do To Improve Employee Output

Article | August 24, 2022

Employees are companies most valuable asset – Without the talent, knowledge and expertise those employed bring to an organisation, it’s safe to say that the business world would be a very different landscape. Human Resources is often held responsible for owning the employee value strategy, where we’re now embracing tremendous improvements in how the value that employees bring, can be achieved. Here we’ll explore how data analysis, learning & development, employee engagement, 360 feedback and flexibility all offer a significant opportunity to improve employee output within every organisation in 2020.

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6 Reasons To Invest In Employee Onboarding In Your Organization

Article | February 10, 2020

You never get a second chance to make a first impression. This holds particularly true when it comes to employee onboarding. It's a new hire's introduction to the organization and the experience has a significant impact on employee retention. Unfortunately, that's why it's rare to see many employees with years of tenure. Research by Future Workplace found that 91% of Millennials expect to stay in a job for less than 3 years. Companies lose 25% of all new employees within the first year, according to SHRM, but almost 70% of employees are more likely to stay with a company for 3 years if they experienced great onboarding.

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Candidate Evaluations and 3 Factors to Focus On for Faster Hiring

Article | August 2, 2022

The current economic climate and ongoing labor challenges have created a tough environment for employers of all sizes. In order to weather the storm, many employers are looking for ways to reduce their expenses and save money. However, in their efforts to do so, many organizations make the mistake of cutting costs without a clear plan, which can result in lost productivity, reduced morale, unhealthy company culture, and negative long-term effects on the company’s growth and people. Successful organizations, on the other hand, take a more strategic approach to contain costs. They understand that simply slashing expenses, or their workforce can be counterproductive in the long run. Instead, they focus on optimizing their resources by identifying areas where they can reduce expenses without compromising productivity or future growth. Ultimately, the key to successfully managing your costs is to strike a balance between reducing expenses and maintaining productivity and growth. Organizations that adopt this approach are more likely to thrive in a challenging economic environment and come out stronger on the other side, with a team that is committed to the long-term success of the organization. The following article outlines six proven strategies that your business can implement to reduce expenses and optimize your resources: Strengthen Employee Retention Prioritizing employee retention can be one of the most effective cost-containment strategies for your business. Replacing workers is often extremely expensive. Employee retention is a critical issue, as losing employees can be costly and disrupt business operations. Employee turnover not only increases an organzation’s recruiting and training costs but also usually results in decreased productivity, lost proficiency, and a big impact on revenue. You can strengthen employee retention with the following strategies: Provide opportunities for career development and advancement: Offering training and development programs, mentorship opportunities, and promotions can help employees feel valued and invested in their future within the company. This can improve employee satisfaction and loyalty. Offer benefits to meet workers’ evolving needs: As the workforce becomes more diverse, businesses of all sizes need to offer a range of benefits that meet the needs of all employees. This can include flexible work arrangements, healthcare benefits, retirement plans, and paid time off. Improve employee engagement: Employee engagement is crucial for retention, and it can be improved through several methods. For example, encouraging employee feedback can help employees feel heard and valued, while providing flexibility in work schedules and locations can help employees achieve a better work-life balance. Strengthening workplace efficiency can also reduce employee frustration and improve overall satisfaction. Bolster workplace culture through public recognition and reward programs: Improve retention by creating a positive workplace culture that recognizes and rewards employee contributions. This can include public recognition programs, such as employee of the month awards, as well as reward programs that incentivize high performance. Be transparent when communicating with employees to help them understand important decisions and establish opportunities for two-way feedback. Invest in New Technology Adopting new technology is becoming increasingly important to stay competitive and thrive in today’s digital age. Technology can help save time and money by streamlining operations and allowing your business to operate more efficiently. Here are some key ways technology can help your business manage costs: Customer relationship management (CRM) software: CRM software can help manage customer relationships and sales processes, reducing the time and cost associated with manual sales tracking and management. Cloud-based software: Cloud-based software solutions allow you to store data and access software applications from anywhere, reducing the cost and time associated with maintaining and updating software systems. E-commerce platforms: E-commerce platforms enable you to sell your products and services online, reducing the cost and time associated with traditional retail operations. Digital communication tools: Digital communication tools, such as email, instant messaging, and video conferencing, can help to improve collaboration and communication between employees, customers, and partners, reducing the time and cost associated with travel and face-to-face meetings. Human resources management systems: HR management systems can help to automate and streamline HR processes, reducing the time and cost associated with manual data entry and paper-based processes. Low-code solutions: Low-code solutions can help to create custom software applications and workflows with minimal coding expertise, reducing the cost and time associated with software development. Artificial intelligence: Artificial intelligence can help to automate and optimize repetitive or complex tasks, such as data analysis, customer service, and supply chain management, reducing the time and cost associated with manual processes. Additionally, many businesses are turning to open-source software alternatives as a cost-effective alternative to brand- name software applications. By adopting new technology, you can gain a competitive edge, save time and money, and improve customer satisfaction, ultimately leading to increased growth and success for your business. Manage Health Care Costs Managing healthcare costs is a major concern, as rising healthcare expenses can have a significant impact on their bottom line. Finding cost-effective solutions is vital for your business to maintain affordable benefits and reduce costs. Solutions may include reevaluating plan designs and offerings, directing employees to cost-effective services, and improving employee healthcare literacy. Employers can leverage their relationship with their insurance brokers to explore cost-saving solutions, like obtaining details on organizational healthcare spending and educating employees on shopping for healthcare services. Here are some ways your business can focus on managing healthcare costs: Encourage wellness programs: By encouraging healthy lifestyle habits and providing wellness programs, you can reduce the risk of chronic health conditions and lower healthcare costs. Wellness programs can include fitness classes, healthy eating options, smoking cessation programs, and stress management resources. Promote preventative care: Encourage employees to get preventative care, such as regular check-ups, vaccinations, and cancer screenings. Preventative care can catch health issues early, when they are less expensive to treat. Consider telemedicine options: Telemedicine is an increasingly popular option for healthcare, as it allows employees to access healthcare professionals remotely. This can reduce healthcare costs and improve access to care for employees in remote locations or with mobility issues. Use technology to manage healthcare expenses: Technology can be used to manage healthcare expenses by using online portals to access healthcare information and track expenses. Additionally, consider using data analytics to analyze healthcare costs and identify areas for improvement. Partner with a benefits consultant: Partner with a benefits consultant who can help navigate the complex world of healthcare and find ways to reduce costs while maintaining quality care. Overall, your business needs to be proactive in managing healthcare costs to maintain financial stability. By encouraging wellness and preventative care, promoting telemedicine, using technology to manage expenses, and partnering with a benefits consultant, your business can reduce healthcare costs while continuing to maintain a healthy workforce. Embrace Outsourcing While performing tasks in-house can often be cost-effective, there are instances when outsourcing key responsibilities and tasks can be more economical and efficient helping to reduce in-house costs.. Manual, time-consuming tasks—such as payroll, HR, compliance and benefits administration—may be better suited for an HR outsourcing firm than managed in-house. Outsourcing these kinds of tasks can enable your employees to focus on their core responsibilities that have a greater and more direct impact on the business. Here are some reasons why outsourcing can be highly beneficial and cost-effective: Cost savings: Outsourcing can help save on costs, especially for tasks that are nonessential or not core to the business. For instance, outsourcing payroll, HR, compliance and benefits administration can be more cost-effective than hiring an in-house staff to perform these tasks. Time savings: Outsourcing time-consuming tasks can free up employees to focus on their core responsibilities that have a greater impact on the overall growth and revenue. This can help increase productivity and efficiency within the organization. Access to expertise: Outsourcing provides access to a team of experts who have specialized skills and experience in a particular area. For example, outsourcing IT services can give your business access to the latest technology and technical expertise that you may not have in-house. Scalability & flexiblity: Outsourcing can provide the flexibility to scale up or down quickly as business needs change. For instance, outsourcing customer service can allow your business to quickly ramp up during peak periods or cut back during slow periods without having to hire or lay off employees. Reduced risk: Outsourcing can also help dramatically reduce and mitigate risk, as some outsourcing contracts include guarantees of service levels, quality, and data security. This is especially true when working with an HR outsourcing firm to manage your benefits, payroll, and HR compliance-related initiatives and tasks. Adopt Flexible Work Arrangements The expense of having a physical workspace can add up. Each month, employers must pay rent, utilities, cleaning costs and other expenses. While these expenses are often unavoidable, some businesses are transitioning to remote and hybrid work arrangements to contain costs. These solutions may not be suitable for all industries or job positions, and if going hybrid or remote isn’t possible, consider downsizing facilities to reduce rent and utility bills. Your business can also explore other alternatives, such as co-working arrangements and renegotiating leases to term, to try and better manage costs. Here are some additional ways adopting flexible work arrangements can help reduce or contain costs for your business: Transitioning to remote work arrangements: This can help cut down on rent, utilities, cleaning costs, and other expenses associated with a physical workspace. While this may not be suitable for all industries or job positions, many businesses can consider offering flexible scheduling and improved benefits to lower overhead expenses. Downsizing facilities: If converting to a home-based business or going remote isn’t possible, consider downsizing. Additionally you can consider subletting excess space or renting out unused areas to generate additional income. Exploring alternative workspaces: Explore alternative workspace options, such as co-working arrangements, to reduce the cost of renting an entire workspace. This can help reduce rent and utilities, as well as provide networking opportunities and access to shared amenities. Overall, you should carefully evaluate your workspace needs and consider all options available to reduce overhead expenses. By doing so, your business can allocate more resources to growth initiatives, maintain positive company culture and drive long-term success. Reviewing Expenses Maintaining healthy cash flow is essential for your business to operate and survive, especially during difficult times. Reviewing expenses regularly can you help identify areas where you can adjust costs and optimize your spending and overall financial resources. Here are some ways in which reviewing expenses and building relationships with providers, suppliers, and vendors can help your business contain costs: Reviewing contacts with providers, suppliers, and vendors: Try reviewing your contract with their providers, suppliers, and vendors to see if there is any way to adjust your license, or services provided to try and reduce overall expenses. Identifying and eliminating unnecessary costs: By reviewing expenses regularly, you can identify and eliminate unnecessary costs. For example, eliminate subscriptions or services that are no longer used or needed. Building strategic partnerships: Building relationships with providers, suppliers, and vendors can help cultivate allies and strategic partners. These partnerships can potentially reduce your costs by sharing resources and collaborating on cost-saving solutions. For example, you can partner with a supplier to get better prices for materials or with a vendor to share marketing costs. By implementing these strategies, you can reduce expenses and optimize your financial resources, which can help you weather challenging times and achieve long-term success.

Read More
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Five Most Promising Areas of HR Tech Investment in 2022

Article | March 25, 2022

As the science behind employee engagement evolves, it’s become clear just how much businesses can gain from a happy and involved workforce. From improved performance, to reduced attrition, increased revenue and even a better customer experience, employee engagement is at the heart of business growth. Given these benefits, it’s no surprise that the role of HR departments is moving beyond just managing people and towards managing experiences.

Read More
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Connecting with Candidates: How to Build a Talent Community

Article | August 24, 2022

Employees are companies most valuable asset – Without the talent, knowledge and expertise those employed bring to an organisation, it’s safe to say that the business world would be a very different landscape. Human Resources is often held responsible for owning the employee value strategy, where we’re now embracing tremendous improvements in how the value that employees bring, can be achieved. Here we’ll explore how data analysis, learning & development, employee engagement, 360 feedback and flexibility all offer a significant opportunity to improve employee output within every organisation in 2020.

Read More

6 Reasons To Invest In Employee Onboarding In Your Organization

Article | February 10, 2020

You never get a second chance to make a first impression. This holds particularly true when it comes to employee onboarding. It's a new hire's introduction to the organization and the experience has a significant impact on employee retention. Unfortunately, that's why it's rare to see many employees with years of tenure. Research by Future Workplace found that 91% of Millennials expect to stay in a job for less than 3 years. Companies lose 25% of all new employees within the first year, according to SHRM, but almost 70% of employees are more likely to stay with a company for 3 years if they experienced great onboarding.

Read More
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Spotlight

Swisslinx

Founded in Zurich in 1999, Swisslinx is a privately held recruitment consultancy. Our teams operate regionally in the European, Middle Eastern and South East Asian markets, thanks to our offices in Zurich, Warsaw, Dubai and Singapore. Offering a bespoke service to both our clients and candidates ensures that we always maintain high standards whilst working with utmost discretion. Our 60 recruitment experts focus mainly on finance, technology and executive sourcing and take a professional as well as ethical stance on all business matters.

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PrimePay Unveils New Payroll-Connected On-Demand Pay

PRnewswire | March 24, 2023

PrimePay, LLC., a national human capital management (HCM) technology leader, today announced the launch of its Payroll-Connected On-Demand Pay in partnership with Clair, an embedded financial wellness solution that helps employees cover expenses in the moment. Clair is connected to PrimePay's payroll and HR technology, streamlining earned wage advance loans without disrupting working capital or payroll administration. According to SCORE, a Small Business Administration resource partner, employment challenges have overtaken financing and acquiring customers as the number one challenge keeping business owners up at night. In a recent study by Ernst & Young*, nearly 60% of employees would view a prospective employer more favorably if on-demand pay was part of a new job offer. Flexible on-demand pay is a fast-growing job perk that employers can offer prospective and current employees at no cost. "Whether it's medical bills, car repairs, or an extra credit card payment, our employees now have access to their money when they need it, if they need it," said Chief Performance Officer Patrick O'Hara at EverView, a PrimePay client. In the first 45 days of EverView's usage of the offering, the adoption rate exceeded 10%. Key Features Include: Payroll-Connected - Fully Integrated On-Demand Pay No disruption to payroll administration No cost to employers No cost or service fees to employees Easy-to-use employee self-service mobile app "The worker shortage has hit small businesses hard, forcing employers to find new ways to attract and retain talent," said Scott Johnson, Chief Executive Officer of PrimePay. "Our new On-Demand Pay offering, powered by Clair and originated by Pathward, N.A., streamlines earned wage access for employers and gives workers the flexibility of accessing a portion of their earned wages to cover costs before payday." About PrimePay PrimePay®, founded in 1986, is a payroll service and human capital management (HCM) provider, offering solutions that empower businesses to focus on what matters most. We deliver highly configurable HR and payroll solutions designed to create efficiencies and to maximize compliance for our clients across our nationwide presence. To learn more, visit primepay.com. PrimePay is backed by Aquiline Capital Partners, a private investment firm based in New York and London with $8.7 billion in assets under management that invests in businesses globally across financial services and technology. About Clair Clair is a New York-based mission-driven financial technology company that is breaking the paycheck-to-paycheck cycle by offering free On-Demand Pay to America's workforce. Clair embeds seamlessly into human capital management and workforce management platforms and enhances the overall employee experience. For more information, visit getclair.com. About Pathward®: Pathward®, N.A., a national bank, is a subsidiary of Pathward Financial, Inc. (Nasdaq: CASH). Pathward is a U.S.-based financial empowerment company driven by its purpose to power financial inclusion. Pathward strives to increase financial availability, choice and opportunity across our Banking as a Service and Commercial Finance business lines. The strategic business lines provide end-to-end support to individuals and businesses. Learn more at Pathward.com.

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Paradox Launches Industry-First Conversational ATS to Revolutionize High-Volume Hiring with Chat- and Text-Driven Automation

PRnewswire | March 23, 2023

Paradox, the conversational hiring software helping global employers like Unilever, Nestle, L'Oreal, CVS Health, and General Motors transform hiring with automation that gets recruiting work done faster, today announced the launch of its Conversational ATS. Designed from the ground-up to completely reimagine the high-volume hiring process, the product obsessively focuses on delivering the best frontline candidate and hiring manager experience in the world. Underpinned by a conversational UI that makes engagement feel simple and seamless, Paradox's ATS automates things like screening for requirements, interview scheduling, reminders, offers, new hire onboarding, and more. The product is already helping global clients dramatically reduce time-to-hire to hours or days, instead of weeks — and deliver frictionless experiences that candidates love. "We didn't want to build just another ATS — so, we didn't," said Paradox founder and CEO Aaron Matos. "Our mission has always been to help our clients get work done faster, so they can spend more time with people, not software. We believe at our core that conversational experiences will become the new enterprise user interface, and this is a step in the right direction in the journey to change that paradigm." For companies that partner with large enterprise ERP and HCM platforms like Workday or SAP, Paradox is also launching high-volume solutions built to work alongside those systems — allowing clients to see all the benefits of conversational automation and high-volume hiring, without needing to switch their ATS to see those benefits. "We've had the pleasure of working alongside some of Paradox's clients in our research to understand how conversational software is transforming talent acquisition — and the impact we've seen it have on those organizations is truly remarkable," said Janet Mertens, Senior Vice President of Research at The Josh Bersin Company. "Finding and retaining talent today is a huge challenge for most companies, and using the old tricks isn't the answer anymore. Paradox is thinking differently about how to solve for the future and helping organizations leverage creative new solutions to address the talent shortage." Reimagining the ATS with Conversational Experiences While new versions of the ATS have emerged in the last decade, they haven't been purpose-built for high-volume hourly hiring and deskless workers who primarily rely on a smartphone or mobile device to get things done. "Our big insight was that you could fundamentally transform the hiring process — and cut days of wasted time — by automating most of the boring stuff no one has time to do anyway," said Paradox President and Chief Product Officer Adam Godson. "Our goal was to make automation feel like we were putting a recruiter in every location, for every hiring manager. That's the real magic — an experience driven by a conversational assistant, who works 24 hours a day, anywhere in the world to get hiring work done, instantly." With conversational experiences at the core of everything: Hiring managers can quickly open and post jobs with a few taps in a mobile app Candidates can apply to jobs in minutes, all via text or chat Screening for minimum job requirements can be completely automated Interviews can be scheduled (or rescheduled) instantly with qualified candidates Automated reminders can be sent to drive significantly higher show rates Reminders can automatically be sent when a candidate needs to complete other steps in the process — like a background check or assessment, or paperwork and onboarding tasks ahead of their first day For organizations already leveraging a large enterprise ATS — like SAP SuccessFactors or Workday — Paradox clients can keep that ATS and add Paradox on top. This allows clients using these systems to modernize and streamline the process for high-volume roles without undergoing a massive lift and shift. The result is a full transformation of the high-volume hiring process but fully integrated into the existing system of record. "Our job is to help our clients solve their biggest challenges — in whatever shape that takes," said Matos. "Often, that means layering Paradox on top of the existing HCM or ATS. We're fortunate to have great partnerships and relationships with many of the large ERP and HCM players in this space, and that allows us to deliver solutions that solve our clients' sharpest pain, often with very clear, immediate ROI." Driving Tangible Results for High-Volume Employers Of course, building the technology is one thing. Deploying it at scale to drive real business results is another challenge. But that's where Paradox has made its biggest impact. And not just with the bottom-line, but with the actual people using the product every day. "It's just the convenience of it — you don't have to go to a computer or even be at work to see that an interview's been scheduled or a candidate's accepted an offer," said Johnny Courtemash, Training Director for Starcorp, which owns and operates 150 Carl's Jr. and Hardee's restaurants. "The time that it's saving our company is amazing." Several other large enterprise clients have seen similar results. Since implementing Paradox's, clients across a wide range of industries have seen dramatic improvement in candidate conversion, time-to-hire, operational efficiency, and candidate satisfaction, including: Reducing the time from application to interview scheduled from days to minutes Increasing application flow, with a 99% candidate satisfaction rate Cutting time-to-hire by more than half to fill open roles faster Madeline Laurano, founder of Aptitude Research, a research-based analyst and advisory firm focused on how changes in technology are transforming today's organizations, said Paradox's launch signals a new wave in the industry. "There's so much focus on ChatGPT and what it might do for recruiting and HR, but Paradox is already there — and it's been leading that charge for years," Laurano said. "There's so much about this industry that requires deep domain knowledge and the Paradox team has it. They're full of people with real passion for recruiting and HR, they exist to serve their clients, and they have innovation in their DNA. This is a big step forward for our industry — and I couldn't be more excited to see how they shape it." About Paradox Launched in 2016, Paradox is the conversational recruiting platform behind the world's first Conversational ATS. Serving clients like Unilever, CVS Health, Amazon, L'Oreal, Nestle, and General Motors, Paradox is helping recruiters and hiring managers save hours every day on manual tasks like candidate screening, interview scheduling, and reminders, while delivering the world's best, most frictionless candidate experience. Paradox has won numerous awards, including Human Resource Executive's Best HR Product of 2019, 2021, and 2022, and consecutive honors in 2020, 2021, and 2022 as one of Forbes Top Startup Employers. To learn more about Paradox's product, visit www.paradox.ai. To explore open opportunities on its team, visit careers.paradox.ai.

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EMPLOYEE EXPERIENCE, PAYROLL

Melita Group Launches Suite of Turnkey HR, Benefits, and Payroll Service Packages

Melita Group | October 07, 2014

Melita Group, a leading Benefits and HR Services company, announced today the expansion of its services portfolio with three new turnkey service packages BenefitsComplete™, HRComplete™ and HRStrategy™. The new suite of products will help small and mid-sized businesses manage their critically important, but labor intensive HR, Benefits and Payroll functions while enabling Human Resources to become a strategic force driving their business growth. Taking a modern approach, Melita provides the market with a compelling combination of technology and personalized expert services, the optimal balance of the key components necessary to manage the new complex world of HR, Benefits & Payroll. In this newly announced services portfolio, Melita’s team of HR and employee benefit experts act as the customer’s HR and/or Benefits departments, taking over time-consuming tasks and building a foundation for growth and results. “Today’s CEOs and business leaders understand the impact of investing in their people and that starts with building a scalable infrastructure. There is a void in the small and mid-market for a comprehensive, flexible, affordable, high quality solution for outsourcing HR, Benefits and Payroll,” said Paul Mifsud, President & CEO of Melita Group. “We are excited to bring our unique solutions to the market to address this void and help our clients grow and prosper.” Similar to PEOs, Melita’s services are complete and turnkey. But unlike PEOs, Melita’s packages are not one-size-fits-all in that the services are tailored to the specific needs of the client. As the client’s business grows, the package is adaptable to allow for a smooth transition when the client hires their own HR team. Melita’s team includes highly accomplished HR executives who work directly with CEOs to help chart a strategic HR road map for growth that aligns with the company’s goals. This approach allows Melita to provide Fortune 500-like resources and expertise to the small and mid-sized market at an affordable cost. Need for Technology Enabled Personalized Services in HR Industry “Self-serve secure access to critical information from any place, using any device at any time is a requirement for today’s tech-savvy businesses,” said Sathyan Iyengar, CTO of Melita Group. “User experience is paramount for Melita and using the latest cloud-based SaaS technologies, Melita’s new suite of services provides both employees and employers with instant access to the latest Benefits and HR information with easy-to-use dashboards, alerts and reports through a convenient web portal.” The newly announced Melita suite of services BenefitsComplete™, HRComplete™ and HRStrategy™ is available starting today. All of these services share a common principle: to help Melita’s clients succeed by innovating, serving, and supporting their Human Resources and Employee Benefits needs. BenefitsComplete™ is an all-in-one benefits solution, combining the perfect blend of expert advice, robust technology, and hands-on support to elevate the customer’s benefits program to the next level, all without an increase to the budget. HRComplete™ is a fully outsourced HR, Benefits and Payroll solution designed to fit the client’s unique needs. Melita’s management of the key administrative functions contributes to the customer’s ability to compete for top talent, protect the business from risk, and better serve employees. HRStrategy™ builds on the solid foundation of HRComplete with the addition of an executive-level HR/Business Advisor to work with the C-Suite to develop a comprehensive HR strategy to set the Client’s business on a path for enduring success. When HR becomes a strategic force driving the business, there’s no limit to what companies can achieve. With the help of Melita’s team of experts, customers can attract top talent, build an environment in which employees can thrive and focus on what matters most. About Melita Group Founded in 1993, Melita is a leading Benefits & HR Services company, serving and building lasting relationships with Northern California employers across all industries and company sizes. With over 300 active customers, and a reputation for integrity and service excellence, the company has been helping clients succeed by innovating, serving, and supporting their Human Resources and Employee Benefits needs. For more information about Melita Group, please visit www.melitagroup.com.

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EMPLOYEE BENEFITS, PAYROLL

PrimePay Unveils New Payroll-Connected On-Demand Pay

PRnewswire | March 24, 2023

PrimePay, LLC., a national human capital management (HCM) technology leader, today announced the launch of its Payroll-Connected On-Demand Pay in partnership with Clair, an embedded financial wellness solution that helps employees cover expenses in the moment. Clair is connected to PrimePay's payroll and HR technology, streamlining earned wage advance loans without disrupting working capital or payroll administration. According to SCORE, a Small Business Administration resource partner, employment challenges have overtaken financing and acquiring customers as the number one challenge keeping business owners up at night. In a recent study by Ernst & Young*, nearly 60% of employees would view a prospective employer more favorably if on-demand pay was part of a new job offer. Flexible on-demand pay is a fast-growing job perk that employers can offer prospective and current employees at no cost. "Whether it's medical bills, car repairs, or an extra credit card payment, our employees now have access to their money when they need it, if they need it," said Chief Performance Officer Patrick O'Hara at EverView, a PrimePay client. In the first 45 days of EverView's usage of the offering, the adoption rate exceeded 10%. Key Features Include: Payroll-Connected - Fully Integrated On-Demand Pay No disruption to payroll administration No cost to employers No cost or service fees to employees Easy-to-use employee self-service mobile app "The worker shortage has hit small businesses hard, forcing employers to find new ways to attract and retain talent," said Scott Johnson, Chief Executive Officer of PrimePay. "Our new On-Demand Pay offering, powered by Clair and originated by Pathward, N.A., streamlines earned wage access for employers and gives workers the flexibility of accessing a portion of their earned wages to cover costs before payday." About PrimePay PrimePay®, founded in 1986, is a payroll service and human capital management (HCM) provider, offering solutions that empower businesses to focus on what matters most. We deliver highly configurable HR and payroll solutions designed to create efficiencies and to maximize compliance for our clients across our nationwide presence. To learn more, visit primepay.com. PrimePay is backed by Aquiline Capital Partners, a private investment firm based in New York and London with $8.7 billion in assets under management that invests in businesses globally across financial services and technology. About Clair Clair is a New York-based mission-driven financial technology company that is breaking the paycheck-to-paycheck cycle by offering free On-Demand Pay to America's workforce. Clair embeds seamlessly into human capital management and workforce management platforms and enhances the overall employee experience. For more information, visit getclair.com. About Pathward®: Pathward®, N.A., a national bank, is a subsidiary of Pathward Financial, Inc. (Nasdaq: CASH). Pathward is a U.S.-based financial empowerment company driven by its purpose to power financial inclusion. Pathward strives to increase financial availability, choice and opportunity across our Banking as a Service and Commercial Finance business lines. The strategic business lines provide end-to-end support to individuals and businesses. Learn more at Pathward.com.

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TALENT MANAGEMENT, RECRUITMENT & RETENTION

Paradox Launches Industry-First Conversational ATS to Revolutionize High-Volume Hiring with Chat- and Text-Driven Automation

PRnewswire | March 23, 2023

Paradox, the conversational hiring software helping global employers like Unilever, Nestle, L'Oreal, CVS Health, and General Motors transform hiring with automation that gets recruiting work done faster, today announced the launch of its Conversational ATS. Designed from the ground-up to completely reimagine the high-volume hiring process, the product obsessively focuses on delivering the best frontline candidate and hiring manager experience in the world. Underpinned by a conversational UI that makes engagement feel simple and seamless, Paradox's ATS automates things like screening for requirements, interview scheduling, reminders, offers, new hire onboarding, and more. The product is already helping global clients dramatically reduce time-to-hire to hours or days, instead of weeks — and deliver frictionless experiences that candidates love. "We didn't want to build just another ATS — so, we didn't," said Paradox founder and CEO Aaron Matos. "Our mission has always been to help our clients get work done faster, so they can spend more time with people, not software. We believe at our core that conversational experiences will become the new enterprise user interface, and this is a step in the right direction in the journey to change that paradigm." For companies that partner with large enterprise ERP and HCM platforms like Workday or SAP, Paradox is also launching high-volume solutions built to work alongside those systems — allowing clients to see all the benefits of conversational automation and high-volume hiring, without needing to switch their ATS to see those benefits. "We've had the pleasure of working alongside some of Paradox's clients in our research to understand how conversational software is transforming talent acquisition — and the impact we've seen it have on those organizations is truly remarkable," said Janet Mertens, Senior Vice President of Research at The Josh Bersin Company. "Finding and retaining talent today is a huge challenge for most companies, and using the old tricks isn't the answer anymore. Paradox is thinking differently about how to solve for the future and helping organizations leverage creative new solutions to address the talent shortage." Reimagining the ATS with Conversational Experiences While new versions of the ATS have emerged in the last decade, they haven't been purpose-built for high-volume hourly hiring and deskless workers who primarily rely on a smartphone or mobile device to get things done. "Our big insight was that you could fundamentally transform the hiring process — and cut days of wasted time — by automating most of the boring stuff no one has time to do anyway," said Paradox President and Chief Product Officer Adam Godson. "Our goal was to make automation feel like we were putting a recruiter in every location, for every hiring manager. That's the real magic — an experience driven by a conversational assistant, who works 24 hours a day, anywhere in the world to get hiring work done, instantly." With conversational experiences at the core of everything: Hiring managers can quickly open and post jobs with a few taps in a mobile app Candidates can apply to jobs in minutes, all via text or chat Screening for minimum job requirements can be completely automated Interviews can be scheduled (or rescheduled) instantly with qualified candidates Automated reminders can be sent to drive significantly higher show rates Reminders can automatically be sent when a candidate needs to complete other steps in the process — like a background check or assessment, or paperwork and onboarding tasks ahead of their first day For organizations already leveraging a large enterprise ATS — like SAP SuccessFactors or Workday — Paradox clients can keep that ATS and add Paradox on top. This allows clients using these systems to modernize and streamline the process for high-volume roles without undergoing a massive lift and shift. The result is a full transformation of the high-volume hiring process but fully integrated into the existing system of record. "Our job is to help our clients solve their biggest challenges — in whatever shape that takes," said Matos. "Often, that means layering Paradox on top of the existing HCM or ATS. We're fortunate to have great partnerships and relationships with many of the large ERP and HCM players in this space, and that allows us to deliver solutions that solve our clients' sharpest pain, often with very clear, immediate ROI." Driving Tangible Results for High-Volume Employers Of course, building the technology is one thing. Deploying it at scale to drive real business results is another challenge. But that's where Paradox has made its biggest impact. And not just with the bottom-line, but with the actual people using the product every day. "It's just the convenience of it — you don't have to go to a computer or even be at work to see that an interview's been scheduled or a candidate's accepted an offer," said Johnny Courtemash, Training Director for Starcorp, which owns and operates 150 Carl's Jr. and Hardee's restaurants. "The time that it's saving our company is amazing." Several other large enterprise clients have seen similar results. Since implementing Paradox's, clients across a wide range of industries have seen dramatic improvement in candidate conversion, time-to-hire, operational efficiency, and candidate satisfaction, including: Reducing the time from application to interview scheduled from days to minutes Increasing application flow, with a 99% candidate satisfaction rate Cutting time-to-hire by more than half to fill open roles faster Madeline Laurano, founder of Aptitude Research, a research-based analyst and advisory firm focused on how changes in technology are transforming today's organizations, said Paradox's launch signals a new wave in the industry. "There's so much focus on ChatGPT and what it might do for recruiting and HR, but Paradox is already there — and it's been leading that charge for years," Laurano said. "There's so much about this industry that requires deep domain knowledge and the Paradox team has it. They're full of people with real passion for recruiting and HR, they exist to serve their clients, and they have innovation in their DNA. This is a big step forward for our industry — and I couldn't be more excited to see how they shape it." About Paradox Launched in 2016, Paradox is the conversational recruiting platform behind the world's first Conversational ATS. Serving clients like Unilever, CVS Health, Amazon, L'Oreal, Nestle, and General Motors, Paradox is helping recruiters and hiring managers save hours every day on manual tasks like candidate screening, interview scheduling, and reminders, while delivering the world's best, most frictionless candidate experience. Paradox has won numerous awards, including Human Resource Executive's Best HR Product of 2019, 2021, and 2022, and consecutive honors in 2020, 2021, and 2022 as one of Forbes Top Startup Employers. To learn more about Paradox's product, visit www.paradox.ai. To explore open opportunities on its team, visit careers.paradox.ai.

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EMPLOYEE EXPERIENCE, PAYROLL

Melita Group Launches Suite of Turnkey HR, Benefits, and Payroll Service Packages

Melita Group | October 07, 2014

Melita Group, a leading Benefits and HR Services company, announced today the expansion of its services portfolio with three new turnkey service packages BenefitsComplete™, HRComplete™ and HRStrategy™. The new suite of products will help small and mid-sized businesses manage their critically important, but labor intensive HR, Benefits and Payroll functions while enabling Human Resources to become a strategic force driving their business growth. Taking a modern approach, Melita provides the market with a compelling combination of technology and personalized expert services, the optimal balance of the key components necessary to manage the new complex world of HR, Benefits & Payroll. In this newly announced services portfolio, Melita’s team of HR and employee benefit experts act as the customer’s HR and/or Benefits departments, taking over time-consuming tasks and building a foundation for growth and results. “Today’s CEOs and business leaders understand the impact of investing in their people and that starts with building a scalable infrastructure. There is a void in the small and mid-market for a comprehensive, flexible, affordable, high quality solution for outsourcing HR, Benefits and Payroll,” said Paul Mifsud, President & CEO of Melita Group. “We are excited to bring our unique solutions to the market to address this void and help our clients grow and prosper.” Similar to PEOs, Melita’s services are complete and turnkey. But unlike PEOs, Melita’s packages are not one-size-fits-all in that the services are tailored to the specific needs of the client. As the client’s business grows, the package is adaptable to allow for a smooth transition when the client hires their own HR team. Melita’s team includes highly accomplished HR executives who work directly with CEOs to help chart a strategic HR road map for growth that aligns with the company’s goals. This approach allows Melita to provide Fortune 500-like resources and expertise to the small and mid-sized market at an affordable cost. Need for Technology Enabled Personalized Services in HR Industry “Self-serve secure access to critical information from any place, using any device at any time is a requirement for today’s tech-savvy businesses,” said Sathyan Iyengar, CTO of Melita Group. “User experience is paramount for Melita and using the latest cloud-based SaaS technologies, Melita’s new suite of services provides both employees and employers with instant access to the latest Benefits and HR information with easy-to-use dashboards, alerts and reports through a convenient web portal.” The newly announced Melita suite of services BenefitsComplete™, HRComplete™ and HRStrategy™ is available starting today. All of these services share a common principle: to help Melita’s clients succeed by innovating, serving, and supporting their Human Resources and Employee Benefits needs. BenefitsComplete™ is an all-in-one benefits solution, combining the perfect blend of expert advice, robust technology, and hands-on support to elevate the customer’s benefits program to the next level, all without an increase to the budget. HRComplete™ is a fully outsourced HR, Benefits and Payroll solution designed to fit the client’s unique needs. Melita’s management of the key administrative functions contributes to the customer’s ability to compete for top talent, protect the business from risk, and better serve employees. HRStrategy™ builds on the solid foundation of HRComplete with the addition of an executive-level HR/Business Advisor to work with the C-Suite to develop a comprehensive HR strategy to set the Client’s business on a path for enduring success. When HR becomes a strategic force driving the business, there’s no limit to what companies can achieve. With the help of Melita’s team of experts, customers can attract top talent, build an environment in which employees can thrive and focus on what matters most. About Melita Group Founded in 1993, Melita is a leading Benefits & HR Services company, serving and building lasting relationships with Northern California employers across all industries and company sizes. With over 300 active customers, and a reputation for integrity and service excellence, the company has been helping clients succeed by innovating, serving, and supporting their Human Resources and Employee Benefits needs. For more information about Melita Group, please visit www.melitagroup.com.

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