Why ‘cheap’ HR implementations are often the most expensive

By | HR Software

For businesses investing in any kind of new software, the vendor selection process is typically driven by three key factors. Firstly, the buyer determines what features and functionality are required to serve their purpose, and seeks out the vendors best able to meet these requirements. They then consider a shortlist of options based on customer service and maintenance quality. Which provider has the best track record on support? Who will be the most responsive to technical issues? The third determining factor, of course, is the price. But there’s a fourth (and fifth) key consideration in buying new software that is all…

Read More

Are robots the answer to a post-Brexit jobs crisis?

By | Business

Britain will officially leave the EU on the 29th March 2019, when the two-year-long game of ‘Deal or No Deal’ comes to its conclusion. While the exact outcome of these negotiations remains to be seen, it’s clear that Brexit will have (and already is having) a significant impact on the UK jobs market – with an impending skills shortage predicted by many economists. That’s not just a problem for the economy and for the Government, but a very real concern on the front lines of business too. As an employer, how do you overcome this potential shortfall to keep your…

Read More

5 key benefits of an integrated HR system

By | Analytics, HR Software

Typically, when you’re evaluating HR software you have to choose between a ‘best-of-breed’ strategy with point solutions for different HR capabilities – recruitment, payroll, learning and development etc – or an integrated system that caters for everything through one comprehensive package. The rationale for best-of-breed is that the specialised functionality and more advanced features of these solutions provide advantages that an integrated system can’t meet. An example of this is a specialised recruitment tool that provides the entire range of features you might ever need, such as multiposting, applicant tracking, candidate management and so on. Yet on the flipside, with…

Read More

Revealed – the hidden costs of manual HR administration

By | Business, Human Resources, Uncategorized

Manual administration can create many problems for HR, as working with spreadsheets and paper-based systems are cumbersome and difficult. The negative impact of all this labour-intensive administration is most obvious in the amount of time and effort involved in people doing these tasks. This translates into higher costs and missed opportunities i.e. preventing teams from working on more impactful HR initiatives. Yet this is just the tip of the iceberg, as there are a host of unseen costs related to manual HR administration that may be sucking up resources and causing problems without you even realising it. Here are seven…

Read More

How to boost engagement with a workplace wellbeing programme

By | Employee Engagement, Employee Wellbeing

It’s a fact that a happy and healthy workforce is good for business. That’s because looking after both the mental and physical wellbeing of your employees offers a host of benefits, such as: Lower absentee levels – more people at their desks, more often, means more work gets done Better performance at work – happy employees are more enthusiastic and efficient, boosting your productivity More effective recruitment – a working culture that nurtures and protects employees makes your organisation attractive to the best talent in your sector So, investing in the happiness and wellbeing of your employees not only helps…

Read More