Editor's Note

The phrase “human capital management,” or HCM, has a strangely inhuman ring to it. Many HR professionals secretly cringe at the term. They got into the field to help people, not “human capital,” and aside from the word itself, nothing else about human capital management sounds human.

But replace the H in HCM with an R for “robot,” and the term is suddenly apt. RCM is in no way like HCM, and the R is a better fit for the C and M that follow–today’s robots are forms of business capital to manage, after all. 

Check out this interesting article, Robot Capital Management Vs. Human Capital Management by Brent Skinner, featured on the cover this month. 

Accurately tracking hours worked by non-exempt employees for purposes of overtime pay has always been an area of potential risk for employers. The issue is a thorny one because of how the federal Fair Labor Standards Act (FLSA) defines what constitutes compensable hours worked for minimum wage and overtime pay purposes. The risk is magnified significantly when non-exempt employees work remotely and/or have access to their work e-mail and network resources outside their scheduled work hours.

The amount of stored data in the world doubles every few years. Think about how that relates to your own use of data and how you’re tracking employees. As organizational leaders, data stewardship is an important and growing part of the job.
 
In How To Use HR Data The Right Way, Raphael Crawford-Marks lists down a few ways to do good with the data you are collecting.

Also read, Independent Contractor: To Be Or Not To Be by Abad Lopez and Christina C. Brunty, and California’s COVID-19 Supplemental Paid Sick Leave Law: What Employers Need To Know  by Robert Foster, David B. Chidlaw and Daniel De La Cruz, among others.

We hope this edition of HRIS & Payroll Excellence will help you achieve excellence.

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