Leave the role of tactical administrator behind and start making more of an impact as a proactive, innovative leader. Read about how you can up your game to make HR a more visible strategic player to drive your business.
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The “gaps” between generations have been widely reported when it comes to embracing new technologies, ideas of work/life balance, and even in social interaction and managerial styles. So it should not be a surprise that research has uncovered distinct differences in levels of insurance coverage, buying preferences and expectations about benefit options at the worksite. As employers and their HR benefits advisors work to design benefit programs to serve multiple generations, the findings in the 2012 Aflac WorkForces Report are critical for better understanding and solving generational insurance gaps.
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Based on data from nearly 300 organizations, this Research Report will examine how Core HR service delivery is linked to true HR/business partnership. Core HRcan be considered the heart of human capital management. It is the essential, if not most glamorous part of an organization’s human capital management strategy. But what successful companies understand, is that Core HR lays the foundation for not just compliance, but employee engagement and business success. Being a true business partner requires a dedicated focus to Core HR automation and integration that allow for improved business analytics, talent decisions, and employee engagement and retention.
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HR-related costs continue to climb. Everywhere, organizations are looking for ways to minimize the impact of double-digit premium increases and more effectively deal with the heightened complexity of HR compliance and administration.
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Many companies offer great programs to help employees, but how they fit together isn’t always clear. To drive employee awareness and participation, it’s important to select the right branding approach for your organization’s health and wellness investments. A brand that’s simple, consistent and clear makes it easier for employees to understand your programs’ objectives, how they can participate and what they need to do to earn rewards.
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Spreadsheets and printed documents have been the standard way to manage employee data since the1980′s. Today we understand that, up to a certain point, spreadsheets are good enough to meet basic needs. However, at a certain point in a company’s growth, spreadsheets lack the flexibility required for valuable reporting, instant answers, and quality control. Instead, they become a liability; fortunately spreadsheets are not the standard anymore. This whitepaper recognizes HR’s struggle with using spreadsheets to track employee data and advises how to evaluate HR software system to start realizing the benefits of a cloud based HRIS system. Included is a checklist of what to look for when considering HR software for your organization.
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Your business is important, and so are the employees who make it great. When they’re healthier, they’re happier and when they’re happier, they’re more engaged at work. That’s why having a wellness program that works. What You’ll Learn:
* The direct & indirect costs of unhappy & unhealthy employees
* How the highest rated employers have a relentless focus on wellness
* The New Corporate Strategy Pyramid
* How the weight of your employees impacts your bottom line
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Dresser Wayne is a leading manufacturer and supplier of integrated retail solutions to the global petroleum and convenience store industries. With 400 hourly workers across four buildings in their manufacturing facility coupled with manufacturing costs that are directly affected by the productivity of employees, Wayne needed a more efficient method of collecting time and attendance records and readying the information for payroll. As a solution to the lengthy process of hourly employees manually filling out timesheets each day, Dresser Wayne turned to the AsureForce Time biometric readers and experienced many of the benefits to the AsureForce Time & Labor Management System very quickly, seeing an annual savings of more than $20,000.
The 2012 HR Toolkit, brings together the latest in information, coverage of important developments, and expert commentary to help with your HR related decisions. Download this kit to learn everything you need to get the most out of your HR research.
The challenges of today’s volatile business world leave HR professionals scrambling to find enough time in their days to respond to the needs of employees, managers and the ever-growing HR workload. Then there’s the issue of taking a seat at the strategic table. That demands accurate data at your fingertips and the ability to demonstrate how talent-related information translates into business results. Outdated HR software is not the answer, and HRIS solutions are no longer exclusive to only large enterprises. But new, innovative web-based HR information systems make it both possible and affordable for even small and mid-sized HR functions to eliminate the chaos of paper or spreadsheets and flex their strategic-partner muscles.
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