The Benetech Advantage
It's lonely in HR. Never fear! Benetech's team of seasoned experts provides the wisdom, technology insights, and healthcare regulatory updates that keep under-staffed and over-tasked HR departments informed, in compliance, and running lean!
I’ll spare the intro, I think we all know why it’s important nowadays to keep our time clocks clean, especially our biometric clocks. So to avoid unintentional damage to your clocks and potentially nullifying your warranty, before you go pulling out the alcohol wipes, you will want to breeze through these quick guidelines and consult your clock’s manufacturer for approved cleaning products and procedures.
Simplify HR and keep my costs low—has a nice ring to it. Managing employees and their benefits can be expensive and tedious, and the problem only grows as your expand. A Professional Employer Organization (PEO) is certainly an option for employers looking to offboard HR tasks and find some possible savings on health insurance. The question—is a PEO a good fit for you? Here are a few pros and cons to consider, as well as some topics that most PEOs like to avoid discussing in their sales presentations. Joining a PEO is a big commitment, so the following tips will help you walk into the discussion with eyes wide open.
There are a number of challenges that retailers face when scheduling employees. Finding substitutes for last-minute cancellations Avoiding over or under-staffing Managing a high industry turnover rate Finding the right scheduling tool for your retail business can be a challenge. When looking for your best fit retail scheduling platform, here are a few considerations.
No matter what industry you are in, workforce scheduling can be a time-consuming, error-prone, and downright frustrating task. You need to match up employee availability, skill sets, and preferences with fluctuating business demand in order to maximize productivity and profits. To boot, poor schedule management can lead to increased employee frustration, decreased engagement, and higher turnover. The right employee scheduling software helps you put the right employees in the right shifts at the right time to minimize labor costs, overtime, and compliance risks and maximize business performance. When starting down the path of reviewing employee scheduling software, here are 10 questions to help guide your journey.
In a 2015 Harris Poll, 74% of respondents said that their company needed to be more data-driven (ie. fact-based) in workforce decision-making. Not a surprising statistic, considering only 27% of C-suite executives found their HR team able to provide them with actionable analytics to improve their decision-making. There are useless Human Capital Management (HCM) analytics—then there are HCM analytics that drive business decisions. As far as business leaders go, leave the “useless HCM Analytics” to the academics. What good is it to tell me that my turnover rate has dropped 3% on key employees when reducing key-position turnover has a negligible impact on bottom-line performance? So how do you start quantifying HCM analytics that can have a measurable impact on business performance?
Through a recent partnership between Kronos Inc. and analytic.li, Benetech now offers a new suite of analytics dashboards that combines the robust employee-performance, time and labor, and payroll data of Benetech’s HCM suite with business data from outside the system to gain clear insights into how business initiatives impact business performance. The new analtytic.li dashboard simplifies the effort and investment traditionally associated with launching a workforce analytics program.
With low unemployment and the competition for top talent at its peak, employers are seeking better ways to develop an engaging work environment that attracts and retains top performers. A recent Harvard Business Review article cited an internal study by Facebook on why employees chose to stay at the company. Researchers found that employees who stayed found work enjoyable 31% more often, used their strengths 33% more often, and expressed 37% more confidence that they were gaining the skills and experiences they need to develop their careers. In other words, employees want: to be in a place where their skills are both valued and developed, and feel like they are making a contribution to the success of the organization. An employer’s recipe for engaged and loyal employees, therefore, entails talent development, performance feedback, and opportunities for continued advancement in the organization. Here are 3 areas where Human Capital Management technology can help.
Putting the right people in the most pivotal roles as quickly as possible—that’s the new competitive advantage. Most of us remember firsthand or recall from film the Miracle on Ice—the story of the USA hockey team that upset the world-champion Soviets in the 1980 Winter Olympics. When questioned about his strategy and player selection coach Herb Brooks in the Disney telling of the event responds, “I’m not looking for the best players, I’m looking for the right ones.” Want another sports movie analogy—try Moneyball. It captures the true story of Oakland A’s General Manager Billy Beane and how he used human capital data to build a leading team on the league’s smallest budget that won a record-breaking 20 games in a row.