Get a Complimentary Workforce Realignment Feedback Session

What is your 30-day workforce management plan?

As you start to plan for the weeks and months ahead, we would like to help by offering a complimentary Workforce Realignment Feedback Session with our HCM Analytics team.

During this session, our HCM Analytics team will:

  • Discuss your current plans for workforce changes to manage the next 30 to 90 days and provide feedback on potential risks and opportunities
  • Identify targeted areas where you could potentially reduce your labor costs while minimizing long-term damage
  • Suggest key metrics for you to track so you can forecast labor costs better and make earlier interventions

Request your complimentary Workforce Realignment Feedback Session with our HCM Analytics Team.

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how HR can stay currentWorkforce and technology changes have continued to compel human resources to evolve into a leaner, more strategic force in organizations today. This adaptability has made HR a valuable productivity agent – and it’s ongoing.

A 2016 Forbes article (The New Digital World Of Work: How HR Will Change In 2016) describes a number of changes HR is seeing this year. Some of these changes include: digital HR; replacing dated technology; and analytics as a driving force. We couldn’t agree more.

Digital Human Resources

Keeping employees engaged and attracting talent require tools that are easy to use and mobile-friendly. Cloud technology enables digital HR to become a reality in our increasingly global work environment.  Mobile devices are the rule, not the exception—and not only for younger workers, but across all generations.

Social compatibility from LinkedIn to Twitter is a must for businesses to reach prospective candidates and draw them in. Digital technology allows for untraditional talent pools to be tapped; passive candidates to be located; and, existing employees to remain engaged with the communication methods they are accustomed to in other areas of their life.

Replacing Dated Technology

This month on our blog (Time to Get Rid of Outdated HR Technology), we touched on the need for Human Resources technology to remain current by giving yesterday’s technology a proper burial. If not, HR is stuck with disparate systems, the ancient practice of importing and exporting files between systems, specialized software packages speaking different languages, and, keeping up with updates that make bug-fixes far more customary than functionality enhancements. We already know that this affects productivity and reliability when there is no time to lose either.

Outdated practices are also on the list of things to evaluate and replace. Companies are repurposing resources in areas that affect progress by taking a critical look at procedures and deciding if they are still warranted. Doing things because “we’ve always done them” is not a good enough reason to keep doing them. Do these activities support the overall goals of the department and the organization?  If not, it might be time to ditch them.

How HR is Remaining Current

HR Analytics Driving Productivity

Business decisions involve a number of factors and many of those involve an organization’s talent. HR analytics are not meant to reside on an island but to be part and parcel to the overall data analytics of the business. Developing effective workforce plans, investments in talent and drawing conclusions about productivity are optimized when systems support the ability to connect the dots.

Today, analytics combines human resources and business data from all areas of an organization to examine a number of business challenges and address them from a concrete place. Measurable progress can be made from identifying compliance issues and predicting turnover to measuring employee engagement and identifying high performing work teams. Quality data analysis benefits all areas from customer service to development to sales. HR analytics also aids in pinpointing factors that result in productive career path and leadership opportunities.

HR technology is rapidly shifting the manner in which organizational teams are managing their employee assets and their business. HR is at the decision making table and an integral part of businesses today. Remaining lean and strategic is how human resources will continue to add value to an organization’s bottom line.

Only EPAY offers a truly seamless human capital management solution that will ease your HR burden, reduce your administrative costs and optimize your workforce. Learn more by requesting a live demonstration today.