Timesheets are a necessary part of the American payroll system. But often employees sometimes will do anything but complete their timesheets.
It's hard to believe (and maybe a bit hopeful) that 2020 is halfway over. For the vast majority of organizations, open enrollment will occur in the next few months.
Are you ready for 2020 open enrollment?
Welcome to the first #MemeingfulHR post! Each week, I'll be exploring the HR and payroll industry through pop-culture memes.
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.
Have you ever lied at the end of an HR interview? A flat-out, bold-faced lie? Before you say, “of course not,” ask yourself if you always get back to the HR candidate within the timeframe you promised… if you even get back in touch at all.
We’ve heard it… have you? If you believe the experts (and we do), we’re currently amid the worst talent shortage since 2007. In 2007 the Blackberry was still the premier smart phone as the iPhone wasn’t introduced until mid-2007. If you and your colleagues don’t remember that you, then you probably don’t recall that talent shortage either.
If you are graced with a budget surplus as your year winds down, you obviously have important decisions to make. Coming in under budget is good, but will your 2017 budget be cut as a result? Will you be asked to do even more with less next year? Manage your surplus to position your department and company in an even better spot next year. If you decide to use your budget to help your HR or payroll department, consider the following:
Interviews are stressful, even when you’re the one hiring. Willory works with both sides of the interview process – and as a hiring agent for HR & payroll positions – you have your own stress to deal with. Whether you work with Willory or hire on your own, here are a few communication tips to make the interviewing process easier on you and help you find the talent you need:
As an HR/payroll hiring manager or professional, you are obviously aware of the many factors that can impact a salary offer to the employee you or your hiring manager wants to hire. Unfortunately all of the salary studies, calculators, and budgeted salary range(s) a hiring manager recommends – there are no absolutes. Of course each and every HR or payroll job has a salary range that is impacted by tenure and expertise as well as job level – but here are a few things remember when hiring and setting a salary.
Traditionally productivity tends to fall into improving processes or efficiencies or… “working smarter not harder.” With all due respect to clichés, I wanted to share some things I have seen that work for myself and others in improving productivity.