"Going Green" is at the top of just about every progressive company's priority list. Find out how HR and payroll professionals are leading the charge to decrease waste, shrink their organization's environmental footprint, and lower costs.
Quite simply, an employee’s paycheck is the foundation of their livelihood—all the more reason to ensure that the process is performed accurately each and every pay period. Now that payroll has evolved beyond the reach of simple compensation, teams are now tasked with annual W-2 processing, filing and reporting tax information, maintaining accurate records for reporting, and more. So, how does a payroll department address this responsibility owed to their people, especially as their employee base continues to grow by the thousands?
In Mastering People-Centric Payroll we take a look at one payroll manager’s journey to improving the payroll process of their organization. Faced with complex HCM challenges including a dispersed workforce with multiple local tax regulations, massive growth through acquisition, and high administrative demand due to disjointed technologies, a new and more comprehensive HCM solution was needed.
Download this whitepaper and find out how this organization was able to create an environment for a more strategic payroll department while simultaneously empowering their people company-wide.
Human capital accounts for 50-60% of variable costs within a company, but this area rarely gets the attention it deserves. Case studies have shown a 34% increase in sales per employee and 43% higher profits per employee as a direct result of leveraging a single best-in-class human capital management (HCM) solution for all aspects of the employment lifecycle.
Industry leaders such as Texas Roadhouse, First Horizon National Corporation and more have already harnessed comprehensive HR, payroll, and talent management to realize results like these along with reduced paper waste, more efficient workflows and fewer tech support calls.
Discover how cloud-based people management can boost your profits.
Big Data is more than a buzzword. Rich, accurate data is constantly being amassed from more sources at a faster rate than ever before. In fact, 2.5 exabytes (that’s 2.5 quintillion bytes) of data are produced every single day. Business intelligence is evolving to provide proactive, actionable insights rather than simply identifying current trends.
Now is the time for HR professionals to leverage this unprecedented wealth of people data and empower their organizations to make fact-based, technology driven decisions for strategic growth.
Get the full scoop on the future of Big Data today.
xMatters commissioned Forrester Research to conduct a study and examine the potential return on investment (ROI) enterprises may realize by deploying its communication platform.
Check out the report to see how a Fortune 500 Communication Company:
Are you interested in offering your clients the VoIP Business Phone Solution that responds to their needs? Take advantage of a reliable VoIP solution with PBX hosted in the cloud. Watch this on-demand webinar to learn more about SherWeb Cloud PBX.
Office 365 protection features are optional add-ons starting at $3 per user/month. Most SMBs cannot afford the high costs for these features. With a single data protection solution that can back up computers, mobile devices, databases, emails and applications, including Office 365, a company can achieve a higher return on investment (ROI).
Do you want to know more about Microsoft 365, Microsoft’s latest product bundle? Watch this on-demand webinar and hear from the Microsoft expert behind this new project. Get ready to help your clients integrate Microsoft 365 into their business!
A recent survey revealed that it takes a minimum of 13 hours per month to administer an Office 365 tenant with 1 to 50 accounts. If you are a service provider managing more seats than that, the time you spend doing these tasks can quickly get out of hand. Luckily, with a reliable set of procedures, you can make these tasks very easy. To help you out, we have gathered 15 tricks from successful partners who have collectively managed thousands of Office 365 tenants, without any stress.
Traditional human capital management products focus on salaried employees. HCM strategies and tools should engage and retain the entire workforce.
The hourly workforce is growing. Hourly employees represent nearly 60 percent of the U.S. workforce and 80 percent of all new hires annually. But HCM solutions typically have been geared to salaried workers with regular schedules, not the vast range of hourly workers now in the workforce who deserve to fully participate in talent management initiatives, making them feel like valued members of the organization.
Learn about HCM strategies such as using mobile technology to optimize communication; offering flexible working hours for work-life balance; managing employee absences for stronger compliance, cost control, and employee well-being; and using analytics for workforce insights.
With the pace of human resources technology solution development progressing quickly, HR leaders need to gain a solid understanding of the HR system options available. This tool is designed to help HR leaders build a business case for investing in next-generation HR systems to meet the growing HR demands of your organization. Demands include interfacing or integrating data, incorporating social and mobile technologies, and providing an employee experience that grows from the experience given to candidates.
An engaged workforce is satisfied and productive. To make this a reality for your organization, you need a human capital strategy that can help you think strategically about managing, engaging, and retaining your entire workforce.
However, in many cases, the systems that manage human capital alienate rather than engage both employees and managers - making it challenging, for example, to easily access schedules or paystubs without having to call HR or do self-service assessments of career path options.
The results of a 2016 study on employee burnout conducted by Kronos and Future Workplace show that 95 percent of HR leaders agree that burnout affects employee retention. Although serious, the issue of burnout isn’t insurmountable if organizations are proactive in addressing its causes. The implementation of new workforce technology with flexible scheduling capabilities and workforce analytics can help stop burnout before it starts.
The use of manual, outdated payroll processes can result in paycheck problems that weaken employee engagement and potentially cause them to quit. Smooth payroll operations support employee engagement initiatives and allow payroll staff to focus on higher-level business goals.