I’ve worked for a remote company for a couple of years now, so the routine of group conference calls instead of the meeting room and individual phone calls with colleagues instead of watercooler chats is my norm.
When you were building your plans for 2020, did you think about paid leave would impact your department? You probably gave it some thought, especially if you were near the threshold of 50 employees, but, likely, you didn’t spend too much energy because you were already in compliance.
When it comes to department structures, each organization has the opportunity to make a decision that works best for them. You may spend most of your career working in one structure or you may have experience will all the different HR structures. We wanted to provide a quick recap of the different types of HR department structures and what they mean. As always, each organization might approach each of these slightly different.
In these weeks that feel so different, our team would like to share some advice. This blog is written for those who have been relegated to their homes in an effort to flatten the curve of this disease spreading. We want to acknowledge that those who are battling this horrendous virus will not be able to utilize these tips in the same way, but from the entire Willory team, we hope for your speedy recovery.
In marketing, we have a key performance indicator (KPI) known as lifetime value or LTV. It’s a way of understanding the value of a customer brings to an organization. Essentially it helps marketers look at objective data about how we’re doing by collecting the numbers about average transactions, frequency of sales, and the customer lifespan. When combined with customer acquisition costs, marketers can zero in on the real benefits of retaining customers vs. acquiring new customers. The data ensures we make smarter and more efficient choices with our activities and marketing. It’s not enough to understand the LTV for your customer population at-large. By segmenting the different audiences, we’re able to make decisions and improve value within the various segments.
March is here! And that can only mean one thing for HR professionals in Cleveland: it's time for the annual NOHRC Conference. Held at The Huntington Convention Center in downtown Cleveland (as it has been for the last several years), the vendor hall will be open for TWO DAYS for this year's event. You'll have the chance to stop by the Willory booth (307). We'll see you all day on Thursday, March 12, and in the morning on Friday, March 13.
The theme for this year's event is "20/20 A Perfect Vision for HR.' This is the first year of a new decade and that certainly means a lot to the NOHRC community as well as Willory. In October, Willory will be celebrating its 10th anniversary. As our firm begins this decade, we have some very exciting things to announce that you will get a sneak peek at NOHRC:
- How's My HR? This a brand new offering that we are rolling out this spring, and many of our clients are eager to use this product. How's My HR? is a first-ever comprehensive assessment that you can take on your own to examine every area in your HR department and discover what your exact pain points are.
- Our new branding! NOHRC is the first time we will be unveiling some exciting changes to Willory: our updated services and brand visuals. We've been working on these for the last six months, so please make sure to stop by and check out our shocking new identity.
Willory is booth number #307. Make sure to stop by to win some awesome prizes, network with our team, as well as get some more information on How's My HR?. As always, we are here to better understand your HCM technology, HR, and payroll. Whether you are an HR professional looking for a new job, a hiring manager looking to make the right hire, or a director in your organization trying to find the right HRIS system, Willory is here to help. If you would like to schedule a time in person to meet with a Willory representative at NOHRC, you can do so right here.
In the meantime, we wanted to share a recap from one of our all-time favorite Willory presentations, HR Like a Boss at NOHRC 2019. Who are you most excited to see present this year? Let us know in the comments below
Do you have an employee handbook?
If you have more than ten employees, I certainly hope so.
But when’s the last time you’ve revisited it? What was good when you drafted it last decade may seem woefully out-of-date in 2020.
Too often, most organizations only revisit a job description because someone “new” is taking over the role. After all, we need to make sure that we’re hiring the correct person to fill in all the holes that an outgoing employee is leaving. Primary responsibilities associated with the position need to be defined and not just at the beginning of an employee’s journey.
Compliance is one of the most essential facets of HR, but functional HR audits are about so much more than remaining compliant. A functional HR audit transforms the way depart aligns with the business objectives of the organization. As HR plays a key role in standardizing processes, identifying risk areas, and strategically tying HR goals to business goals, Willory can help guide your company in its transformation.
Not too long ago, our consultant and internal HR Christine Peters wrote a blog titled 5 Signs it’s Time to Break up with your HR Technology. It’s never an easy decision to have to move on to a new system, but once you make that decision, how do you properly go about converting? Here’s some advice on what the transition from one HCM system to another should look like and how to properly make that move (while optimizing your data and leveraging your new technology).