In today's changing work environment, it is crucial for human resources departments to have a holistic view of the employee experience. Different HR functions are often working independently and have communication barriers despite an overlap of activities and data between functions.
STORIES & SOLUTIONS FOR THE MODERN BUSINESS USER
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Human Capital Management (HCM)
Midway through 2021, and it is shaping up to be a large year for transformation in the healthcare industry. The industry has seen a large push for telehealth options and growing ways for patients to be in charge of their data on the front-end, but what technology innovations are healthcare leaders focusing on in human resources, financial management, and supply chain?
By Michael Sponhour, Molly Hood, and Leslie Heilman
The coronavirus crisis has brought many challenges to HR organizations. Helping employees adjust to remote work, keeping them safe, and supporting critical areas of the business, including payroll operations and maintaining business continuity have been some of the struggles HR has faced in recent months. As a result, Human Capital Management (HCM) systems implemented prior to the public health crisis have become invaluable.
An ERP implementation is unlike any other project. The stress is enormous, the process is unfamiliar, and once you start, there is no going back. It should not come as a surprise, then, that existing human resource policies rarely are prepared for many of the ERP team issues that arise, and often, HR questions are left for the project manager to sort through. What follows is not a guidebook on how to handle these issues; just a few examples of things you will run into, and why they get complex quickly.
Having your HR technology strategy align with HR and business strategies might make other organizations green with envy, but achieving a seamless implementation requires more than just luck. Since St. Patrick’s Day shouldn’t be your only four-leaf clover day, we’re here to help you make your own luck and ensure your next project is a success.
As secure scheduling laws pass in cities such as San Francisco and Seattle, it’s creating tougher labor laws and greater complexity in scheduling practices for large retailers and food service establishments with 500 or more employees. Changes to the Fair Labor Standards Act (FLSA), originally scheduled to go into effect December 1st but now postposed to June 1, 2017, add to employer liabilities and the need to increase controls on how workers are classified and paid.
Forget the diet resolutions – gazing into the crystal ball for 2016 is where the real post-holiday fun is at.