Employer

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Article by:
John Bernatovicz

Posted on:
April 22, 2019

Relationship building with your HCM vendor partner

Due to Willory’s work  in the HCM market place we often get asked how to create an effective relationship with an HCM vendor partner. At Willory we work with optimizing our clients' current HCM technology, helping them select a new HCM technology through our vendor selection process, and implementing the new HCM technology that is selected.

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Article by:
Tammy Mueller

Posted on:
April 16, 2019

Core HR and Additional Modules: What's more important?

Implementing a new HCM system is a challenging and exciting endeavor for HR and payroll professionals. Too often we have found that the project team tends to focus on the HCM solution vendor selection and core implementation. 

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Article by:
Christine Peters

Posted on:
April 1, 2019

Uni-tasking: Focusing on Less to Do More

I am a recovering multi-tasker. That’s right. I spent the first nine years of my career in New York, in an industry where multi-tasking was a highly sought-out skill. And I was incredibly proud of my multi-tasking abilities.
I said “yes” to every request, jumped from task to task, and worked all hours to meet deadlines. I was incredibly busy but questionably productive.

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Article by:
Holly Hall

Posted on:
March 20, 2019

The Challenges of Drug Tests in an Age of Opioids and Legal Marijuana

It’s become more difficult in a competitive, job-seeker market to find qualified candidates. Introduce additional factors like drug tests and legal medical or recreational marijuana, and HR’s task of hiring just became an even higher mountain to climb.

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Article by:
Bridgette Klein

Posted on:
March 19, 2019

Improve Email, Improve Your Company

Did you know that constantly checking and fielding email can cause you to drop 10 IQ points (that’s as much as an all-nighter) and it can take upwards of 15 minutes to re-focus back at the task at hand?

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Article by:
Scott Drazdik

Posted on:
March 14, 2019

Employee Highlight: Christine Peters

"Willory’s emphasis on training and development has helped me tremendously. I have been given the resources, time, and opportunity to take on new challenges and been encouraged to take risks while being fully supported by my manager and the team. Willory has given me encouragement to try new things and given me the tools to do them successfully."

 

Welcome to our series about what makes Willory truly unique: our team. Without the people on the Willory team we would not be recognized as one of the top workplaces in Northeast Ohio and have grown so significantly in the last eight years.

Get to know Willory's HR Operations Manager & Consultant Christine Peters through her own words. 

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Picture of Tammy Mueller

Article by:
Tammy Mueller

Posted on:
March 6, 2019

Implications of the DOL'S PAID Program

Remember two years ago when everyone in HR, the government, and organizational leadership was up in arms about the changes to overtime rules and the punishments the Department of Labor (DOL) could dole out? Then with the changing of presidents the proposed changes to thresholds and testing requirements never happened.  

And everyone moved on and forgot about how important it is to pay attention to regulations that are in place about employee overtime.  

Well not everyone.  

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Article by:
Bob Haas

Posted on:
March 6, 2019

Implementing an HCM System May be the Key to Your Seat at the Table

HR professionals tend to get a bad rap as technology laggards because too often they let others take the lead. While we don’t typically see the same traits from our clients, we do recognize that the HR technology landscape is daunting and often senior-level HR professionals tend not to think about how HCM system skills can keep them relevant. By not maximizing your HCM system, you’re not doing the right thing for your organization or your career.

A recent article in The Economist put forth the idea that HR was becoming irrelevant as HR technology takes on much of the mundane tasks and senior-level HR professionals haven't become as active in leadership. This means that when budget cuts are made, it may be easier for the c-suite to see HR personnel as less needed than the technology that handles necessary compliance.

I think it’s safe to say I disagree that HR is becoming irrelevant.

HR leaders sometimes miss out on opportunities because they haven’t been as focused on understanding their HCM system works. Logically, they have been more focused on compliance, employee engagement, and the employee life cycle. While this shouldn’t change, I recommend HR professionals look into adding a deeper understanding of HR technology.

As an HR leader, how are you building your expertise?

HR curriculum was once focused on managing personnel, but not on building leadership skills, aligning HR to the company’s strategic initiatives, or technology. It’s safe to say this has changed.

HR by its nature is and should be a support mechanism for an organization – but to truly impact the organization, we need to understand how our HCM system can help provide insights to enable more of a leadership role from HR.

It’s a matter of HR becoming more strategic by focusing on the alignment of the entire business (including employees) with the organization’s objectives. Today’s HCM systems can be the tip of the spear to achieving this. If you have an HCM in place and aren’t achieving these objectives, you may not be leveraging your HR technology.

The insights HCM systems provide should help HR professionals by allowing them to develop in tandem with these technological changes.

HCM systems that are properly set up and configured will provide insights into a myriad of business areas, making HR a welcome and valued member of the c-suite table. These systems allow every manager to have new insights, and HR professionals to make sense of what the insights mean, how they tell you that your organization compares with others, and the power to develop strategies to address both shortfalls and opportunities.

Use technology and HCM systems help HR professionals to move from a more reactive, compliance-focused position to one where you can impact a firm’s bottom line through strategy, role, and talent development. It’s the difference between HR as a “let’s not get sued” role to one that strategically finds ways to improve the organization and its profitability.

Overall it is important for HR professionals to be aware of HCM technologies and the updates that are continuously happening. Making this a part of daily work and development goals can have a huge impact on an HR professional’s career when push comes to shove. Being able to have a seat at the table during the board meeting and discuss the trends in technology are a type of equity that is immeasurable. Budget cuts do happen, and technology is usually not the first to go. Unfortunately, it is the people who do not know the ins and outs of the technology that tend to be laid off first.

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Article by:
Brady Bonifas

Posted on:
March 1, 2019

Hiring for Peak Periods

What does hiring for peak periods mean to you?

Every business is different and with each business are different hiring “peak period.” For retail it’s typically around the holidays and back-to-school, for accountants it’s the tax season (which is very real right now), and for outdoor-based companies, it’s the warmer months. It often falls on HR professionals to oversee the hiring and staffing for these very periods, so here are some best practices we’ve seen for staffing this very specific and limited organizational need.

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Picture of Scott Drazdik

Article by:
Scott Drazdik

Posted on:
February 7, 2019

Employee Highlight: Bob Haas

"I’m always proud when we’re able to help organizations that are experiencing any challenge in HR/Payroll, whether that be staffing, or a project related to their Employee Life Cycle or HCM. Helping clients achieve business objectives based upon optimizing their processes or technology has been great."

 

Welcome to our series about what makes Willory truly unique: our team. Without the people on the Willory team we would not be recognized as one of the top workplaces in Northeast Ohio and have grown so significantly in the last eight years.

Get to know Willory's Sales Manager, Bob Haas through his own words. If Bob's words resonate with you and you want to join #TeamWillory, check out our Why Willory? page.

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