On July 1 Sacramento kicked a surprise ball past the goalie and I can’t believe more people aren’t talking about it, because this affects all of us. As an insider in the insurance industry we’ve been dealing with this problem for years (and if you know me I’ve been ranting about this on our blog since 2014). What am I talking about? AB 72 – Balance Billing: Out of Network Coverage. Read more
With the shift in data technology and streamlining processes for HR leading us towards cloud software, mobile apps, and electronic files versus actual paper trails, organizations will undoubtedly have to move towards security for these various avenues as well. Protecting data, employee confidentiality, and ensuring safekeeping of sensitive data is all in the job description for those of working in HR. Technology should not change any of those priorities. Read more
Much of what we are discussing this week centers around technology in HR, because we hope to start conversations and open up dialogue about the tools at our fingertips at this year’s HR Tech Conference #HRTechConf in Vegas. But when you take a minute to think about how much technology influences your day to day life, it shouldn’t come as a surprise that technology, AI, and apps for everything are infiltrating the way we work too. Read more
How do you measure employee satisfaction and success? Have your HR business partners utilized complex analytics to look at the retention rate, factors leading to successful long-term employee placement, and what drives employees to stay or go? If not, it’s time to take a look at what is shaking things up in your organization, and whether that shake-up is something beneficial to your company’s growth and longevity. Read more
Learning and development opportunities are something that employees love. In fact, millennials as a whole are continually providing feedback that training and growth potential are two huge factors in retention for this unique group within today’s workforce. Unfortunately, many companies simply do not have the manpower or the internal structure in place to allow for mentorships (the benefits of which we talked about on the blog here: https://peoplescapehr.com/mentorship-future-work/). In today’s workplace, you’ll often see an “all hands on deck” mentality at play – everybody pitches in to meet deadlines, satisfy customer demands, and show their value as a team player. But what is being lost when learning and development opportunities are pushed to the sidelines on the field of priorities? Read more
Machine learning uses human reasoning process as a guide to determine job performance, and artificial intelligence is a tool that companies can use to predict a candidate’s fit for a particular role. By utilizing AI for recruitment, you’re also giving the candidate a more improved experience due to the efficiency and speed added to the entire process. By giving some of these more mundane, administrative tasks to the machine rather than the HR professional, you’re freeing your HR team up to do more analytical and strategic work. But what’s the down side? Read more
Narrowing the gender pay gap is a hot topic these days. One of the ways to combat wage inequity is through banning the salary history question most candidates are faced with. Massachusetts, Pennsylvania, and Puerto Rico are states that passed laws banning salary history. Cities like New York and Philadelphia have followed suit. More so now, recruitment teams must rely on software applications to provide real-time and market-driven view of compensation.
It is no secret that technology in the workplace allow businesses to scale and function efficiently. Use of video technology, integrated networks, and telepresence robots are expanding the workplace boundaries. These types of innovation advances work place interactions. Tools that enhance and encourage communication and collaboration are becoming vital in the every day lives of employees. Read more
Mobile devices will account for 75% of global internet use in 2017, according to Zenith report. As businesses trend towards “consumerization of HR”, where the objective is to enhance employee engagement, one of the ways they can put this into practice is by introduction of mobile technology solutions.
People analytics is a data-driven approach towards HR. The role of HR is continuing to shift from the traditional operational function to a strategic business unit. Data provided in people analytics reduces the guesswork for managers. Rather it is used to better understand business operations and guide decisions. HR data is no longer limited to measuring retention and engagement but instead used for a bigger purpose of workforce planning, resourcing, and success metrics. Read more