In 2018, a Gallup report revealed that 85% of employees worldwide are functioning below their potential and feel a lack of fulfillment in their jobs. It’s a startlingly high number, one that is keeping some business owners up at night, and for good reason. According to Glassdoor, the cost of hiring a new employee (from recruitment to training) can cost a company thousands of dollars. This has made staff retention a top priority for employers and their human resource teams; the question is, how to do it?
HR has changed dramatically in the past decade, evolving from a focus on information storage to a more strategic process that involves everything from operational management to recruitment to workflow optimization and more. The expectations placed on Human Resource teams to handle all of the new demands are high. And if your business is still using legacy HRIS systems, they may be impossible to consistently meet.
In preparation for the upcoming minimum wage increases Accu Data is happy to show you how to update your employee rates of pay to remain in compliance with the changes below.
Please be sure to make the appropriate updates where necessary prior to December 31, 2018.
HR and payroll are two distinct areas of a business, but they both face a similar challenge: keeping track of ever-changing employee information. Often this information exists on separate systems, which can lead to data inconsistencies and an inefficient use of time as your team manually tracks and updates information. This is why many businesses are automating the process with a human resource information system. An HRIS is software that provides master data management with one database and one login. Here are some of the ways an HRIS can increase productivity and save your HR and Payroll teams’ sanity:
The New York State Senate recently passed a bill aimed at strengthening and reforming the state’s sexual harassment laws. Now, through the 2019 budget bill, many of these provisions have become law along with additional requirements beyond those contemplated by the Senate’s bill.
It’s one of the great juggling acts company owners, managers and HR professionals have to perform every year: assembling a time-off calendar that satisfies each employee, while ensuring day-to-day operations carry on without a hitch. Regardless of the size of your company, it’s easy to drop the ball by allowing too many vacations at once or not having policies in place regarding seniority, rollover time, or blackout dates (to name a few). Here are some time-off management tips to keep your company culture up and your stress levels down:
Recruiters and HR teams don’t need to work for large companies to find themselves buried in resumes and job applications. Hiring new employees can eat up hours, days, even weeks, depending on the position and the number of openings. That’s why—according to Capterra (a software solutions review service)—75% of large businesses use an applicant tracking system (ATS) to streamline the hiring process. In fact, Jobscan reports that 98% of Fortune 500 firms consider an ATS to be a must-use.
Summer in the city might actually feel a lot cooler this year, thanks to a new law that gives workers in the City of New York more flexibility in their work schedules. Specifically, a new law that takes effect on July 18, 2018, will permit workers to make temporary work schedule changes to accommodate qualifying personal events.
Selecting a quality payroll provider is one of the most important decisions a business owner will make. There are multiple ways to go about it: You can thumb through the phone book; search online; get a recommendation from your accountant; or pick a payroll company at random and hope for the best.
It’s one of the oldest tricks in the book: An employee gets to work late, wants to clock out early or is a total no-show and recruits a co-worker to punch in or out for him or for her. It’s a sneaky way to get paid for work not done and solicit a co-conspirator to help make it happen — all while employers are left holding the bag. “Buddy punching,” as the practice is known, costs businesses millions of dollars annually, both in wages paid for non-existent workers, and in lost productivity. Not only that; buddy punching is considered in many cases to be fraud. It’s a crime, and it’s a bona fide punishable offense.