You just finished making yourself some coffee and are walking over to your desk when you suddenly hear a commotion. You and your colleague give each other puzzled looks and go find out what all the ruckus is about. You stare in disbelief at an enraged co-worker being dragged away by security!

Meetings are an inevitable part of the job, often needed to inspire ideas, engage employees, and discuss ongoing projects, among many other things. However, a meeting isn’t always necessary and, when forced or conducted poorly, can take a toll on team productivity.

A modern HR professional needs to be competent in the use of human resource information systems. This is a key requirement if you want to thrive in a data-driven world. While learning on the job is a great way to go about it, there’s one way you can expedite the process: getting an HRIS certification.

You’ve spent a lot of time researching your options, interviewing stakeholders, and shortlisting HRIS vendors before making the final choice. After all that effort, you’ve finally decided on the best-fit solution to automate your core HR processes. But there’s still a major step left that can make or break this project: HRIS implementation.

Human resources is responsible for talent acquisition, employee retention, and ensuring smooth day-to-day administration. However, there’s one additional role that all HR professionals play, which is perhaps the most important: acting as the first line of defense against legal issues.

Employers have been using defined contribution plans to attract and retain top talentsince the launch of 401(k)s in 1978. These plans transferred most of the risk involved with defined-benefit plans from the employers to the employees. The only problem? Managing a 401(k) comes with high administrative costs that most small businesses can’t afford. As a result, only 53% of workers at private companies with fewer than 100 employees have access to employer-sponsored retirement plans.

People continue to quit their jobs at a mind-boggling rate as the Great Resignation continues. More than 4.4 million people left their jobs in 2022 so far. Employees are being more selective about the employers, company cultures, and the nature of the work.

You’ve finally decided that you’re going to outsource some or all of your payroll woes! But when you sit down to research the market and find potential vendors, you’re overwhelmed by a never-ending list of payroll service providers — each claiming to be the best.

When considering payroll options, it’s important to choose a reputable company. Ultimately, it’s your business that’s responsible for paying your employees and your taxes on time — not the payroll service provider.

There’s a lot at stake here. You should do your homework to ensure the payroll company you pick is compliant with regulatory standards, offers what you need, and is reliable.

The market for HR technology is always changing, especially software solutions and how they’re packaged by vendors. The lines between the terms used for different HR software have become increasingly blurry. Perhaps the two terms that are most often confused are human resource information system (HRIS) and human capital management (HCM).

It’s common for people to confuse these types of software because they overlap in terms of their functionalities. However, these solutions have historically differed in terms of their scopes. Whereas an HRIS typically only deals with core HR responsibilities, an HCM system offers everything an HRIS does, along with features for talent management and advanced analytics.

You’ll likely come across these terms when researching tools to digitize HR. Having clarity on HCM vs. HRIS will help you select a suitable solution that fits your needs.

HR was traditionally viewed through a narrow lens — a function that relied on intuition to make decisions with no real way of measuring their impact. The closest HR managers got to analytics was reporting on a handful of metrics, such as headcount, employee retention, and turnover. However, they rarely got involved in extracting insights for business leaders and driving company-wide decisions.

Today, analytics is at the center of HR. Known as people analytics, it’s what enables businesses to make informed strategic decisions about workforce and talent management. 73% of HR professionals say that people analytics will remain a top priority for their organizations until at least 2025, according to LinkedIn.

Your company will experience higher efficiency, happier employees, and better decision-making by relying on people analytics. More businesses are beginning to realize these benefits and are investing in analytics solutions to gain a competitive edge.