Business Agility Through Integrated Systems: The HR Impact

Posted by: adpindia on 19 March 2017 in Human Capital Management, Payroll

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Agility is now a critical consideration for any business. How quickly can you adapt to new markets, effectively complete mergers, or implement new technology initiatives, while concurrently managing payroll, talent retention, and personnel evaluation systems? In addition, the fragmented and outdated HR tools pose a risk and speak to the need for better business agility through integrated systems.
Here's a look at the evolving role and impact of HR systems on company-wide agility.
Holding Back
HR professionals across Europe know all too well the frustration of multiple, fragmented systems. If legacy payroll solutions don't play nicely with accounting tools and compensation systems can't align with performance evaluation offerings the result is a chaotic mess – one that makes it almost impossible for HR departments to adjust or embrace new technologies. This is especially problematic if your organisation has plans to open satellite offices…

Are You Ready for Unlimited Time-off?

Posted by: adpindia on 8 August 2016 in Human Capital Management

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Unlimited time-off policies are having a moment, and it's really no surprise. The idea of giving employees as much time as they want is fascinating, yet, policies for unlimited time-off remain few and far between. In fact, less than one percent of employers, according to the Society of Human Resource Management (1) (SHRM), take this type of approach.Why Unlimited Time Off?Some organisations, like Netflix (2), choose to go the unlimited route because they believe the flexible vacation policy builds an ownership mentality. There, exempt employees take off as much time as they want and no one tracks it. They focus on what people accomplish, not how many hours or days they work, as explained in their "Freedom & Responsibility Culture" (3) slide show.Virgin (4) chose to go with unlimited time-off to both attract talent and increase productivity. Their thinking was that, if employees take…

HR Policies Between Multiple Offices: Tips for Fluid Communication

Posted by: adpindia on 5 August 2016 in Human Capital Management

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It can be challenging to enforce HR policies between multiple offices when each branch has a unique environment. When a business expands into other regions, there must be a fluid line of communication between all offices that honours the values that the HR team can withhold and promote.Don Fox (1), CEO of Firehouse Subs, realises this and puts visiting his stores around the South-eastern United States on the top of his priority list each year. By doing this, he demonstrates to all his employees that the base values and policies of the organisation are the same for employees at every tier.Although this type of person-to-person connection is not always possible, advances in technology provide methods for a streamlined system of support, to educate and communicate HR policies between multiple branch offices.Here are several ways to develop strong channels for communicating HR…

HR's Value as a Business Partner on the Rise

Posted by: adpindia on 1 August 2016 in Human Capital Management

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Out from under the avalanche of today's escalating data landslide comes a previously untapped source to drive organizational outcomes — HR. Yes, the Human Resources Department. Make no mistake. HR can be a powerful business partner. Who else has such an overarching perspective and, now, the tools to have a strategic impact on business decisions?Keeping up in a fast-evolving world hasn't been easy for a traditionally transaction-focused and complexity-ridden department like HR. As the transactional aspects have been streamlined, data volume has increased – in part because that effort captured even more information. More systems were engaged — each focused on specific transactions — but these best-of-breed, mostly independent systems weren't typically integrated. You could see the data here. You could see the data there. You just couldn't effectively do much with it together!But business is driven by outcomes, and…

5 Best Practices for Hiring the Best Talent in a Global Economy

Posted by: adpindia on 29 July 2016 in Multinational & Globalization

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Technology and rapid globalization have had a dramatic impact on the workplace. Effective practices for hiring the best talent worldwide have changed, and modern Chief Human Resource Officers (CHROs) must shift their talent acquisition strategies accordingly. Sixty-seven percent of modern workers feel positively about a future where "companies will search globally for the best talent," according to ADP's report, The Evolution of Work: The Changing Nature of the Global Workplace (1). Forty-nine percent of employees feel that a future in which people will "work from anywhere in the world" is now.With the advantage of mobility and collaboration tools, HR leadership may not have to factor in proximity when searching for the best fit for open positions, allowing the freedom to focus on other important factors, such as skill sets and potential cultural fit in global teams. Let's review best practices for hiring…