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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.


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.


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.


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.


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.


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.


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.


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.


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.


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.


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.


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.


An Employer's Guide to Communications Testing

Looking for the best way to cut through the noise and get through to your workforce? Learn more about A/B testing and marketing metrics that can be leveraged to help you optimize your HR communications. This guide provides actionable steps for optimizing email communications through experimentation. It covers:

  • Why testing is crucial for effective communications
  • How to determine what to test and run simple experiments on your own
  • Tips for analyzing results and building on your findings

An Employer’s Guide to Employee Engagement

Dr. Stephen Wendel covers a trending topic within HR organizations over the past 15 years, employee engagement. This guide dissects the specifics of what some practitioners use as a catch-all term. It addresses:

  • What exactly employee engagement is and why it’s important.
  • The best strategies for measuring engagement.
  • The role benefits play in employee engagement.
  • Tips for improving engagement.

Employee or Contractor: Making the Distinction Under the FLSA

Employers can face major penalties if a government audit uncovers that workers were misclassified as independent contractors. This Bloomberg BNA white paper analyzes the Administrator's Interpretation of the employer-employee relationship as it relates to subcontractors, temporary-employment agencies and flexible work schedules.


Succession Planning: Designing Plans to Identify And Develop Future Leaders

Succession planning aligns current talent development with future leadership needs. It aims to identify and develop high potentials so that when a vacancy occurs in a key position, the organization has a ready pool of candidates. This Bloomberg BNA white paper offers insight on how employers can design a succession plan that offers the identification and development of leaders and helps human resources objectively and accurately assess future performance to fill the leadership pipeline.


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.


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..


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.


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.


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.  


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. 


How to Calculate the Return on Investment of an HRMS System

How do you justify an investment in HRMS? This step-by-step guide takes you through a series of cost questions then provides the formulas to arrive at an estimated savings. If you haven't already used the interactive HRMS ROI calculator, you'll find a link to that smart tool as well.


The Ultimate Guide to HRMS: Everything You Need to Know

Discover new ways to leverage technology to manage and report employee data for better business decisions.

Are you managing organization and employee data effectively? This guide provides the information needed to improve how companies manage and track employee data to ensure organizations have streamlined processes, remain compliant, and are up to the data challenges arising in a Big Data world. You’ll learn:

• How HRMS can impact an organization

• Measuring ROI

• Tips to leverage technology

• Case studies -- real-world examples of companies taking HRMS to the next level


5 ways to avoid the engagement abyss

According to Gallup, highly-engaged companies have 44% higher operating margins. This probably comes as no surprise. We all know engagement is good for the bottom line. But how can you translate that into higher engagement at your company? We’ve put together a white paper with some stats and advice to help you increase your employee engagement and raise the bar on organizational excellence. Download this whitepaper and learn:

• Why engagement matters so much

• 5 key elements for higher engagement

• How to create an organization that lets engagement flourish Get started building top-quadrant engagement for your company.


Culture as a Competitive Differentiator

The right culture, focused on the nurturing the relationships that matter within organizations, can mean the difference between success and failure—not just to HR but to the business. In this 2015 report, drawn from the SHRM/Globoforce Recognition Survey, more than 800 HR leaders and practitioners share their perspectives on the challenges and innovations that are transforming today’s corporate cultures. Download this report and learn:

• How values-based recognition is moving the needle for company culture.

• What are the biggest challenges facing today’s HR professionals.

• How organizations are building a more human workplace.


The science of happiness

How to Build a Killer Culture in Your Company According to studies, happy employees are 98% more likely to identify with company values and goals. But how can you build a culture of happiness at your company? We’ve put together a white paper with some stats and advice to help you sow the seeds of happiness and build a great company culture. What you’ll learn:

• The secret sauce of company culture

• How to cultivate a happy workforce

• 5 ways to build alignment, positivity and progress in your company

Get started building a culture of happiness in your company.


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.

Discover the Four Key Components of a Successful Affirmative Action Program

If you are a government contractor or sub-contractor, each year you are required by the OFCCP to prepare annual Affirmative Action Plans for your company. However, these plans are just one piece of the puzzle when it comes to compliance. By going beyond your Affirmative Action Plan and taking a deeper look into the essential components of a successful and complete Affirmative Action Program, you can leverage your plan as a strategic asset for your business goals, while also decreasing your risk of noncompliance with the OFCCP. Download this guide to the four key components of a successful Affirmative Action Program today.


From messengers to compensation ambassadors

In this study, we sought to understand how managers' communications skills impact employees' perceptions of their pay. We also explored the role HR plays in developing these skills for managers, especially through compensation communication and training initiatives.


Compensation Requires Commitment

Employee compensation is often the single largest line item in a company's budget. Yet, many organizations still lack the proper tools to administrate compensation decisions and set strategies. This report discusses how to get the most from your compensation efforts.


Dynamic content

What is dynamic content? What role does dynamic content play in developing more effective strategies to tackle performance problems in organizations? This paper answers these two basic questions and offers insights into the way a learning content management system can improve individual, group and organizational performance.


Implementing an LCMS across the Enterprise

The report outlines the impact of an LCMS on an organization: moving to one where sharing knowledge is powerful. It highlights the changes that will occur when it is employed at the enterprise level and the benefits it brings when used to connect people inside & outside of an organization.


Companies that Prioritize Collaboration are Twice as Likely to be Profitable and Outgrow Their Competitors

Research shows that companies that prioritize collaboration are twice as likely to be profitable, twice as likely to outgrow competitors, and five times more likely to considerably increase their workforce. Efficient collaboration further evolves perspectives, helps projects move along faster, results in better work, encourages more innovation, and, most importantly, helps everyone end up more satisfied with the overall results. (Source: Deloitte Access Economics, 2014) Download the "True Business Benefits of Collaboration" to learn how you can improve organizational planning through enhanced collaboration, communication and the right tool.


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.


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?


New. Different. Better. The State of Workplace Culture

Many organizations have tasked their human resources departments with changing the culture at their workplaces.There are many reasons, including increasing employee engagement and decreasing attrition. However, change doesn't come quickly; many organizations are currently in the early stages of culture change and those who have begun the process say it can take time - up to three years or more. Although change won't be swift, organizations have the support of senior executives, who are heavily involved in setting strategy and identifying mission and values before turning the process over to HR.

Special Report: Dental and Vision Benefits (April 2015)

Since the Affordable Care Act was passed in 2010, many employers have escalated cuts in benefits,instituted high-deductible health plans and moved employees to the private exchange to shift the rising cost of health care onto their employees. With the PricewaterhouseCoopers Health Research Institute predicting that in 2015 the price of health care will increase 6.8 percent for employers, there are seemingly few options available to control their benefits costs.

Human Capital Insights: Recruiting (March 2015)

Attracting new talent and keeping employees onboard is easier said than done in today's tight job market. A benefits package including the standard mix of health insurance, retirement plans, and vacation time has come to be a basic expectation of job seekers. With competition for resources at an all time high, many organizations have sweetened their benefits packages to include a unique assortment of employee perks in hopes of finding and retaining their talented workforce. To many organizations, winning over top talent and building loyalty is far more profitable than scaling back on extra perks.

Special Report: Group Life and Disability Insurers (March 2015)

RoyTuscany was 24 when he broke his back after he overshot a 100-foot ski jump by 30 feet. Two weeks prior to his life-altering accident in 2006, he could have signed up for disability insurance. Like many young adults his age, he shrugged it off, thinking it wasn't necessary. After all, he was a Sugar Bowl ski coach in Norden, California. Coaches don't get into accidents, right? "I had just signed up for health insurance, and I remember thinking that it was already a burden to pay for that," Tuscany said.

Special Report: Recruitment Process Outsourcing (February 2015)

For years, recruitment process outsourcing was viewed as an efficiency play with big companies tapping outside vendors to hire a lot of low-level people as quickly and cheaply as possible. But times, they are a-changin'.Today's RPOs are being brought in specifically to unearth the hard to find talent that companies need to fill highly specialized and critically important roles.

Special Report: Learning Providers (January 2015)

In August 2014, Skillsoft Corp. announced plans to purchase SumTotal Systems Inc. from Vista Equity Partners, one of many acquisitions in the training software providerâ??s history. The decision came after a 10-year partnership between the two vendors. John Ambrose, Skillsoft's senior vice president of strategy and corporate development, said the two companies have a shared view of the industry's evolution.Training is becoming more pivotal as businesses recognize learning and development as imperative, not optional, to success.