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The HR blind spot - People Risk is increasingly important; but is HR owning it?
Millions of Britons are worrying themselves sick because of problems with money - how can Payroll help?
National Payroll Week: How Payroll can support employees resolve their financial stress.
With 79% of organisations considering including financial education in their HR Strategy, how can Payroll support this initiative?
We’ve all heard it before when it comes to business change. A new broom arrives, yet another strategic review is announced, a programme led by a recently headhunted and margin-zealous CFO is mobilised and a board populated by proponents of impending corporate doom align behind a central communications announcement of transformation necessity.
It wasn’t more than four years ago when the Cloud technology platforms started to gain traction and business application providers were debating the feasibility of delivering solutions in this way. In many of the conferences and discussions at the time, there was in HR a suspicion that this type of platform would never be applicable to HR, owing to data protection and security concerns as to what could happen if sensitive data were in a Cloud.
It is not controversial to claim that employee happiness and contentment are important drivers to corporate success, especially in a people-based industry. However, employee happiness is rarely given the attention it deserves.
We hear all the time that technology is taking over our lives; that the pace of progress is increasing. I guess it probably is, but like the evolutionary species we are, when faced with this realisation most of us shrug, accept that we are now tethered to electronic devices of some description and just get on with it in the name of progress.
Culture is a highly valuable asset and one of the most influential tools an organisation has at its disposal. At its simplest, a company’s culture answers two questions faced by its employees. How do I need to behave? How will I be treated?
There is a recruitment rat race going on and to compete well in this race organisations need to shift from strategies to ‘hold people here’ to ‘attracting and engaging people’ . In growing numbers employees are seeking better growth and development, more flexible work arrangements and technology that supports 24/7 workplace connectivity.
On premise and the cloud – working together
Traditionally, when organisations have chosen to embark upon an HRIS transformation project, the best-practice solution has been to combine all modules and functionality into one fully integrated stand-alone HCM platform. There were many reasons why organisations chose that approach such as reducing the cost of maintaining multiple applications at once, and ensuring that there is only ‘one source of the truth’ for HR data
In life, as well as in work, we’ve been told that it is best to keep things simple. And indeed this was the case before analytics entered the business world. Through the sheer power afforded by data, combined with the insatiable appetite of senior executives for competitive advantage, it seems as if there has to be at least four angles to everything. So whether it is about pinpointing the cause, predicting the probability, measuring the impact or modelling future scenarios, it seems that the days of viewing talent through the simple lens of reporting is no longer going to be enough. Binary assessment and categorisation of people, based on the belief that all employees are very similar, is being replaced with complex statistical profiling to illustrate the unique richness across our workforces.