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The use of manual, outdated payroll processes can result in paycheck problems that weaken employee engagement and potentially cause them to quit.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.