BambooHR | October 09, 2020
BambooHR, the business' driving cloud-facilitated programming supplier committed to controlling the vital advancement of HR, today declared its first since forever Employee Experience Report. The report uncovers that while private venture HR pioneers have probably some comprehension of the significance of employee experience (EX), they spend a critical part of their work hours dedicated to value-based HR obligations, and they expect their positions will turn out to be progressively muddled.
"2020 has cracked open our traditional prioritization of customer experience (CX) as the most important metric for business success," said Brad Rencher, CEO of BambooHR. "It's more clear than ever that our people understand their worth and they're asking for more opportunities, growth and trust, and to be seen as true contributors. As we move through the challenges of COVID-19 and beyond, employee experience should be a top priority for all businesses."
Released in conjunction with BambooHR's sixth-annual Virtual HR Summit, the research showed:
EX and CX Leaders Operate in Silos
Indeed, even in independent ventures, there is restricted correspondence between the proprietors of client and employee experience. Business pioneers associated with HR see vocation related factors, for example, remuneration, profession development, and execution surveys to be undeniably more significant than advantages
For example, on location pleasantries, free food and bites, and friends recreational occasions regarding the effect on both positive employee and client experience results. Nonetheless, there is a huge detach between the divisions liable for EX versus those engaged with CX.
HR Duties Increasingly Complicated
Overall, overseeing ordinary HR-related obligations than they do on improving it. Most private ventures are intending to develop throughout the following barely any years, which will probably build HR duties. Indeed, 66% of entrepreneurs and chiefs expect their HR-related obligations to increment in the coming year and more than 33% foresee expecting to dedicate more assets to HR as their association develops.
EX Prioritization Limited
Contrasted with different measurements of authoritative wellbeing, EX positions close to the lower part of the pack as far as needs for private companies. It is perceived as a basic proportion of authoritative wellbeing by not exactly 50% of entrepreneurs HR pioneers, mirroring a misconception of the significance of EX in business execution.
"Making an effort to build a positive employee experience is no longer an option, but an imperative to stand out and stay competitive in 2020. Not only does this effort attract and retain talent, but it creates a long-lasting and compelling employer brand," said Amy Frampton, head of marketing at BambooHR. "Employee endorsements, alongside your product and customer experience, provide powerful validation that make your employer brand shine."
In September 2020, Y2 Analytics surveyed 302 small business owners and managers that have key influence over HR decisions in their organization. Respondents worked at an organization with between 26-500 employees. To download the report visit www.bamboohr.com/employeereport.
With over 600 employees, 19,000 customers and over a million users worldwide, BambooHR is a leading and innovative platform for Human Resources in the SMB market. BambooHR's software makes it easy for HR professionals to collect, maintain, and analyze data, improve the way they hire talent, onboard new employees, manage compensation, and develop their company culture. It's designed to set organizations free to focus on what matters most—people. BambooHR's clients include innovators like Asana, Foursquare, Stance, and Reddit. BambooHR also hosts more than 30,000 HR professionals at its annual HR Virtual Summit. Recent recognition and awards include the 2019 and 2020 Forbes Cloud 100, Fortune's Top 50 Workplaces in Technology, a Best Small & Medium Workplace for the third consecutive year, Best Workplaces for Women, and Best Workplace for Millennials by Great Places to Work.
HVMG | June 20, 2022
The private hotel investment, ownership, and management firm, Hospitality Ventures Management Group (HVMG), announced that it has appointed Wilson Turner to the position of Vice President of human resources programs and support. Headquartered in Atlanta, HVMG is a comprehensive hotel investment group that is focused on repositioning hotels that are underperforming. The appointment of Turner will help the firm bolster its human resources solutions and programs and align them better with HVMG’s long-term plan.
“While not immune from the ebbs and flows of sourcing and retention, we put our talent and associate engagement front and center. Wilson has excellent experience in human resources, giving him a wealth of knowledge and tools to support our teams and navigate the talent challenges facing our industry right now."
- Robert Cole, president and chief executive officer, HVMG
Turner has more than thirty years of cumulative experience in human resources in various industries. He joined HVMG in 2020 as the Director of HR. Following an onsite role as an HR specialist in Paychex/Oasis, Turner has held similar roles in companies like OrthoSensor Inc., Cox Media Group, Tampa Bay Times Publishing Co., and Tyson Foods. He received his professional HR certification from the Society of Human Resource Management in 2000. He received his Bachelor of Arts degree in business from North Carolina State University and his MBA from Saint Leo University.
“The top three issues facing the industry right now are labor, labor and labor, making human resources more invaluable now than ever. This new position allows me to take proactive steps that directly impact associate engagement and retention, ranging from offering a daily product to rethinking merit increases. Our 2022 annual performance-based increase potential started 2% higher than any prior year to account for inflation, meaning HVMG associates can earn up to an 8% pay increase this calendar year. I look forward to creating innovative solutions as we move further into the post-pandemic world.”
“Wilson’s promotion is an important step forward to continue to build the infrastructure to support our associates at both the property and corporate levels. Tactics are working as our 2021 turnover was 25% below the industry and 10% below our own 2019 numbers. We are on track to run these same or better retention numbers in 2022.”
Sue Sanders, EVP & chief human resources officer, HVMG
U.S. Department of Labor | January 04, 2021
An employee who decides to telework for part of the day and work in an office for part of the day, and who has adequate opportunity to perform individual errands in the middle of, need not be made up for movement time between the two areas, the U.S. Department of Labor (DOL's) Wage and Hour Division said in one of two assessment letters published Dec. 31.
The letter refered to two examples. In one, the employee leaves the workplace midday to go to a parent-teacher meeting and gets authorization to work from home for the rest of the day. In the other, the employee gets consent to telecommute preceding going to a physical checkup prior to work from home prior to attending a doctor's appointment before working the rest of the day at her regular office location.
Travel time in either situation would not be compensable time under the Fair Labor Standards Act (FLSA), as per DOL, in light of the fact that the employee in the scenarios is either off the clock or occupied with ordinary driving. The travel time also would not count as compensable "worksite-to-worksite travel," nor would it count as compensable time under the FLSA's continuous workplace doctrine, the agency said.