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Dated: 02-25-2017
Seeking corporate approval for new HCM projects is not easy. Many HR heads would vouch for the fact that it is very difficult to sell the idea of purchasing an HR system, to the C Suite. While the latter is definitely concerned about nurturing and retaining talent, they view the company as an interconnected, living creature. They want to know how any enhancement made to the HR department will impact the operation of the business as a whole. And of course they want the numbers – the ROI!
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Dated: 02-24-2017
HR executives seeking corporate approval for new HCM projects must be able to demonstrate an acceptable level of return on the related investments.I would argue the single most important step that can improve these returns is a thorough review of HR and payroll policies, procedures and practices.
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Dated: 02-25-2017
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8
Dated: 02-25-2017
Ron was frustrated.
The year was 2014 and I was trying to cheer up my co-worker. Given the fact that we were a distributed team, the task was pretty onerous.
You may not be interested in knowing why my ex colleague wanted to give up selling HR software but if you are connected to human resource programs or employee onboarding in any way possible, you should read on.
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8
Dated: 02-25-2017
The average lifecycle of a human capital management system (HCM) is 7-8 years. If you find yourself near the end of this timeframe, or perhaps well beyond it, you may need to evaluate whether to invest in upgrading your current human resource system or changing to a new solution altogether. This type of decision is not easy and I believe there are a few key factors to consider when choosing to upgrade an existing HCM or to acquire a new system.
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Dated: 02-25-2017
Supplemental wages, like bonuses, have additional tax requirements that you need to be aware of as an employer.
For instance, if you offer a retirement plan such as a 401(k) plan, you should refer to the Summary Plan Document (SPD) to determine whether the 401(k) amount should be deducted from an employee’s bonus compensation.
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8
Dated: 02-25-2017
I have previously written about eligibility for time off under the Family Medical Leave Act (FMLA). I have also talked about the Americans with Disabilities Act (too many times to mention here). Many of you may have dealt with each law separately. A number of you may, to your surprise, have found yourselves dealing with both at the same time. FMLA is an employee leave law. ADA is an anti-discrimination law. Can both laws really impact the same set of facts? If so, how? Now for the truly burning questions: Does it matter that both may apply? If so, when and how? That seems like enough questions to get us started–and get started we will, after the jump, of course!
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8
Dated: 02-25-2017
For people working in human resources and compliance, predicting – and avoiding - the next land mine is always part of the job. This year, the rise and dominance of social media will shape how you reach and influence employees – and how you plan and execute an effective compliance program.
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8
Dated: 02-25-2017
As a human resource employee there are certain mundane, but required tasks that take you a considerable amount of time. These time-consuming tasks are seemingly unavoidable as they are simply part of the job. For some of you, these laborious responsibilities may consist of combing through job resumes or determining the best training method based on how an individual employee learns, among many others.
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Dated: 02-25-2017
The worlds of tax law and labor law are complex, ever-changing and closely intertwined. That means that South African organizations need to consider what legislation in each of these fields says about concepts such as remuneration, employees, and bonuses. In other words, your finance team needs to know something about labor law as it handles your taxes, while your human resources team needs to understand where labor and tax regulation intersect.
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