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Reinventing Employee Behavioral Health

Each year, U.S. employers give up more than $100 billion in lost productivity from employees experiencing behavioral health disorders. Fortunately, new technologies are improving employee access to treatment and enabling companies to optimize their healthcare investments. In this paper we explore just how big the behavioral healthcare problem is and the new solutions forward-thinking companies are adopting to address it.

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Managing The Healthcare Crisis

Are you struggling to take control of your enterprise healthcare spend? If so, you’re not alone. In this report from Forrester Consulting, you’ll learn why leading U.S. companies rank healthcare cost management a top priority for 2015 and discover the innovative new solutions they’re adopting to help solve the healthcare crisis.

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Break Through the Noise

If you’ve ever heard your employees say they “weren’t aware” of a benefit or “didn’t hear” about a meeting, maybe what you have is a “failure to communicate.” It’s time to try something different. Download our ebook of tips and best practices and get practical advice about communicating more effectively with your workforce.

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Leveling the Playing Field

This paper explores why the visa immigration process is ripe for disruption and how integrating — not replacing — legal experience with technology can help human resources play a leading role in helping their companies innovate and grow.

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The Changing Landscape of Employee Learning and Development

In this eBook, we’ll explore the shifting landscape of corporate learning and development. Specifically, we’ll explore the rapidly changing dynamics of the corporate workplace, investigate the learning needs, desires and demands of tomorrow’s workforce, and examine the emerging tools, technologies and methods that aim to meet these new demands.

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Mobile Classroom

With the rise of mobile technology — and especially smartphone technology — users are driving adoption and seeking out new ways to learn and gather information. Adapting mobile technology to fit the needs of the HR realm, organizations need only to embrace the devices people already carry in their pockets. Companies must remain vigilant to keep their data safe by taking proper precautionary steps they can harness the power of mobile learning and educate their employees anytime, anywhere.

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Changing With the Times

As workplaces become more complex, the role of the human resources department has evolved from a tactical to a strategic one. No longer tasked with only ensuring compliance, today’s HR has a seat at the executive table, with CHROs being asked to take on more bottom-line responsibility.1 tasked with both improving workplace culture and increasing innovation within the organization. Aided by the latest technology, today’s HR aims to help the business achieve its operational goals.

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Learn. Develop. Take Over.

Succession planning is necessary for a smooth transition as leaders leave the workforce and must be replaced. By involving L&D as a strategic partner, human resources can tailor succession plans to organizational goals and more easily identify high-potential talent, who can then be developed to fit organizational needs. By partnering with L&D, human re- sources will be better positioned to have complete succession plans in place, minimizing institutional knowledge loss and reducing the amount of outside recruiting to be done.

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Eliminating Paperwork in HR Management With E-Signatures

As an HR professional you manage a long list of documents that need to get signed and returned in a timely manner to avoid payroll, tax, or legal complications. Getting all of that paperwork signed quickly is difficult, even in the best circumstances. With today’s workforces becoming more remote, more mobile, and working more flexible schedules, the problems with paper become nearly unmanageable. Printing is too inconvenient, shipping is too expensive, and faxing is far too cumbersome. Find out how or e-signatures can help make employee hiring and compliance paperwork a breeze for you and your employees.

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Benefits that Matter: Five Ways Employers Can Get the Most Value from Voluntary Benefits

Voluntary benefits are becoming an increasingly integral part of the “new” employee benefits package. Because they come at no cost to you, they can be a great way to meet many of your HR goals with minimal effort. But where do you start? Purchasing Power’s latest white paper takes a look at the current state of the benefits landscape, employer and employee views on voluntary and ways you can help your employees make smart benefit decisions just in time for enrollment season. Download this whitepaper to help take your voluntary benefit strategy to the next level.

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Primed for Growth: Midsize Companies Embrace Modern HR in the Cloud

Midsize companies face the same HR challenges that larger enterprises do. The main difference? Midsize companies have fewer resources to address those challenges. Although you still need to maintain tight control over financial management and business performance, you are at the strategic heart of the organization and have a large stake in IT investment decisions to support the development of the most important resource: your people.

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Maximize Your Workforce: Use the Most Effective Strategy for Managing Time, Labor, and Leave

So what exactly does effective workforce management entail? In the broadest terms, workforce management encompasses all the activities needed to maintain a productive and cost-effective workforce. This means tracking time and attendance, managing absences and leave, coordinating projects and tasks, and implementing schedules to ensure that the right labor mix is available at the right time to meet evolving business needs.

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Why You Need a Dedicated Time and Attendance Solution: Functionality Not Available in Your HCM Suite

Human resources managers are under increasing pressure to demonstrate line-of-business accountability in areas such as talent management, core HR, benefits administration, time and attendance, and payroll. In an effort to streamline processes and cut costs, many employers are turning to all-in-one human capital management (HCM) solutions. Yet, these all-inclusive systems may lack the deeper functionality and visibility you need to enable strategic decision making and more effectively manage your labor spend.

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Should Employers Manage Exempt Employees in a Time System?

Many employers believe that time and attendance systems only apply to nonexempt employees, a historical view that overlooks many important compliance and operational benefits of total coverage. While nonexempt employees often have more complex attendance and pay policies than their exempt colleagues, and are subject to stringent regulations such as overtime under the Fair Labor Standards Act, these top-of-mind issues are just a few of the factors employers should keep in mind when designing workforce practices. Taking a broader view of wage and hour issues reveals that there are many good reasons for managing all employees in a single system— including your exempt staff.

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Employee Adoption in Workforce Management

With a changing regulatory environment, fewer resources and increased pressure to do more with less, many organizations are stepping up their approach to workforce management. Investing in workforce management solutions not only helps organizations better manage their human resources and support an efficient payroll process, but can improve employee work-life balance, facilitate compliance with government regulations and company policies, and provide visibility to ensure they have the right individuals with the right skills in the right place at the right time, and at the optimal cost.

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Maximizing Your Workforce Management ROI

At WorkForce Software®, we’ve helped customers achieve a fast, measurable ROI in as little as six months. With a range of preconfigured solutions, our EmpCenter® suite combines industry best practices with years of experience automating our clients’ most common workforce management challenges. And because EmpCenter offers unprecedented configuration, you have the flexibility to add deeper functionality—at any time—as your organization’s needs change. In this Executive Brief, we’ll discuss how EmpCenter’s out-of-the-box, preconfigured solutions can help you maximize your ROI with three distinct types of proven, ongoing labor cost savings.

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Best Practices for Selecting an Enterprise Time and Attendance System

Effective workforce management starts with in an accurate, efficient and user-friendly method for capturing work hours, pay rates and absences. Those critical details inform you of whether you are overstaffing particular roles, shifts or locations (or the opposite), provide a true gauge of worker performance through productivity and attendance rates, and – when fully automated – keep your payroll spend in check. In short, there’s immense value in getting the right time and attendance system.

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Workforce Management for Contingent Labor

Employers are turning to contingent workers in record numbers. Whether they’re called contractors, freelancers, or independent consultants, they make up a growing — and valuable — percentage of the workforce. Freelance, project-based workers are able to develop a more flexible and independent career path, while companies contracting with them benefit from their experience, knowledge, and labor skills without the overhead associated with permanent employees.

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Selecting the Right Absence Management Solution

Managing absence and leave has never been more daunting for employers. At the federal level in the United States, for example, the Family and Medical Leave Act (FMLA) continues to evolve and expand, more than 20 years after its inception, and state legislatures are passing new employee leave laws at a historic rate. Employers with operations across multiple geographies are responsible for complying with seemingly endless leave regulations at the national, state/provincial, and municipal levels, compelling them to aggressively seek a more efficient, consistent, and complete solution to leave management.

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Workforce Scheduling Techniques to Improve Employee Engagement

Employee engagement is crucial to developing a loyal and productive workforce. However, companies of all sizes and across all industries struggle to maintain engagement among their employees; research from Gallup finds a staggering 87 percent of employees worldwide are actively disengaged.1 Low engagement scores can have a range of bad symptoms, including increased absence, higher turnover, lower work quality, and elevated safety risks. Poor employee engagement also impacts the company brand, making it more difficult to attract and retain qualified talent needed to advance business goals.

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The Technology Transformation: Benefits Expanding Despite Dissatisfaction

Today’s organizations have many different options regarding health and wellness programs. With so many health-care provider options and different programs to choose from, how do organizations choose which programs to offer and what are they getting out of their health-care benefits packages? This white paper takes a look at the state of the industry regarding health benefits programs and which programs are the most effective in attracting and retaining employees. Drawn from internal research by the Human Capital Media Research and Advisory Group..

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Best Practices in HR Technology (October 2015)

With the explosion of new technologies, the way we work, collaborate, and interact has fundamentally changed. In this varied and diverse digital landscape, proper integration has taken a back burner. This aspect is nevertheless necessary especially when seeking to create an interconnected digital universe for employees. Integration is actually the foundation off of which you should build the rest of your digital edifice.

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Human Capital Insights: HR Technology (October 2015)

In the ever-changing corporate HR and talent management domain, one of the most exciting developments occurring in recent years is the emergence and growing adoption of integrated talent management product suites. Traditionally the human capital management (HCM) technology market has been highly fragmented with a variety of point solutions, each focusing on individual talent management functions.

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The Current and Future State of Corporate Learning Modalities

In April 2015, we asked L&D professionals about their success stories and challenges, relating to a variety of learning modalities. We discovered some interesting findings from our 400+ survey respondents, including:

  • Which learning modalities are favored over others.
  • Reasons why certain modalities have not been adopted.
  • Primary use cases for the nine most popular learning modalities.
  • Learning modalities organizations plan to adopt in the future.
  • The measures companies employ when adopting a new learning modality.
  • Which modalities provide the best knowledge transfer, learner engagement, and accessibility.
  • Common learning modality challenges.
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Special Report: EAP Providers (June 2015)

Today's benefit managers have their hands full.The Affordable Care Act legislation and its rapidly approaching deadlines and penalties have made issues such as compliance and exchanges top priority. It's no wonder employee assistance programs seem to have gotten lost in the shuffle.

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Leading the Way: Standing out from the Crowd (June 2015)

The job market for human resources and labor relations specialists has been highly competitive recently and shows no signs of slowing. According to the Bureau of Labor Statistics, the job outlook for HR professionals will grow only 7 percent from 2012–2022, slower than the national average. How can HR professionals distinguish themselves in such a tight market?

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