For years now, we’ve been hearing the buzz about how technology can have a dramatic effect on our strategies for human capital management, but the truth is we don’t even know the half of it yet. There’s a staggering amount of evolution that lies ahead for HR technology. We’re just getting started.
Having said that, 2015 was still an exciting year of developments for HR tech. We saw plenty of new innovations (such as wearable technology) and increased adoption of older ones (such as cloud computing and mobile apps). There was a lot of excitement in the air as organizations discovered new levels of efficiency and convenience. Read more
By Jayson Saba,VP of Strategy and Industry Relations at Ceridian.
Last week, I had the pleasure of hosting my friend and former colleague, Mollie Lombardi, Vice President and Principal Analyst at Brandon Hall, and Mike Kelly, Corporate Payroll Manager at Global Brass and Copper on a Ceridian-hosted webinar. We kicked off the discussion highlighting technology advances, especially with cloud and the benefits they are bringing to companies big and small. The daily grind of the payroll professional includes many tasks that seem simple, but are deceptively fraught with complications. Payroll is a great example of this – for the most part, the job seems simple. The assignment is to calculate people’s compensation, pay them accurately and make sure everything is on time. All while ensuring compliance with federal and state laws as they relate to tax filing, garnishments, reporting, etc. All in all, it doesn’t sound terribly complicated, but hiccups can easily arrive. The problem is in the technology involved – not enough companies are using the simple, streamlined solutions that they should for processing their payrolls. Instead, they’re using multiple disparate systems and methods. Some data is saved in spreadsheets, while other elements are compiled using overcomplicated, time-consuming manual processes. It takes a lot of steps and workarounds to get the process “right.” Read more
Every business has a keen interest in doing what it can to improve corporate health and wellness for its employees, but the fact is that numerous roadblocks get in the way and make it difficult for employers to offer the comprehensive coverage that people deserve.
For one thing, insurance is expensive, and costs are rising all the time. For enterprises that have a lot of employees, the costs of covering everyone can get exorbitant, and they show no signs of slowing. Furthermore, the ever-evolving bylaws of the Affordable Care Act continue to reshape the landscape, placing new levels of restriction on how employers can and can’t plan out their benefits packages. For example, the recent introduction of the “30-hour rule” stipulates that companies must provide coverage for all individuals who work 30 hours per week or more.
In their constant quest to ensure corporate health and wellness over the long haul, companies’ HR offices turn in a lot of different directions. They want to make sure their employees are exercising, eating right, free from disease and even free in less tangible ways, such as mental and emotional ones. There’s a lot to consider.
Amid all the clamoring over wellness, there’s still unfortunately one area of people’s health that still goes quite often overlooked – their financial health. Are people making their money correctly? Are they making smart decisions for both their short- and long-term needs? This is a hugely important question, with major ramifications on people’s health and their sanity, and yet companies frequently don’t think about it.
As businesses and their HR offices have sought to effectively administer benefits, there have always been roadblocks big and small along the way. Because each worker is different and they all have a range of unique needs in terms of employee engagement and wellness, it can be difficult to deliver everyone the degree of personalized services that people deserve.
This can be especially tricky for small businesses, who may not have the manpower at hand or the expertise in house to effectively navigate the benefits landscape. Consider, for example, the numerous difficulties presented by the Affordable Care Act. Since 2010, there have been myriad requirements forced upon businesses with respect to providing their employees’ health care, but many small and mid-sized employers lack the requisite knowledge on exactly what to do.
For corporate human resource departments everywhere, working to ensure corporate health and wellness requires dedication and constant vigilance. It’s about more than simply a one-time meeting or memo to enforce wellness practices – it requires regular follow-up and constant supervision. Ideally, companies would always be on hand to aid any employees who needed it.
That’s why employee assistance programs have become so important. Especially for larger corporations, whose HR offices have a difficult time keeping an eye on the wellness of every employee, it can be beneficial to have an EAP in place for engaging with employees and ensuring they remain in good health.