Resources

The countdown is over and the 2015 HR Technology Conference & Exposition is in full swing in Las Vegas. More than 3,000 attendees are finding out what’s new, what’s changing and how it can help their businesses work better.

HR folks didn’t invent Big Data, but often, they feel like they’re the first to be overwhelmed by it. And not just the raw amount of data that could be at their disposal, but the avalanche of hype surrounding its use, too.

The future of HR technology lies in software that is an intrinsic part of your culture, workforce processes and employee training and development. Its permeation throughout your organization will help distribute the administrative responsibilities that often burden HR departments, as well as align the goals of your people with the organization. This foundation will reduce compliance risk, deliver more comprehensive analytics and foster a strategic environment where HR is a proactive business partner.

With nearly 11,000 pages of rules and regulations — and 47 significant changes since its inception — the Affordable Care Act (ACA) is one of the most complex, compliance-related burdens businesses ever will face. Add the risk of millions of dollars in fines for noncompliance and it appears that this federal legislation has created more anxiety and confusion than someone trying to navigate through a large metropolitan city with an outdated paper map.

At the beginning of the year, Stacey Pezold, Paycom’s COO, encouraged us all to innovate. In addition to having an idea, she said that, in order to innovate, you have to: get your mind in the right place, which is intent, and ensure your heart is ready and open for change, which is inspiration.

Have you ever bought anything from a store’s “as seen on TV” section? I’m guilty of it and the proud owner of my own personal Snuggie – an ingenious idea. Odds are, many of the impulse items you purchase end up on top of a bookshelf where it serves as a dust collector. Perhaps the same is true of your HRIS software, but unlike The Shake Weight, your HR software serves a more profound purpose.

According to a study by the International Data Corporation (IDC), "U.S.-based companies spend $25 billion to $35 billion processing (filing, storing and retrieving) paper. Management of documents over their life cycle pushes that figure up to $100 billion per year." It is no longer a matter of "if - rather, what businesses should consider before buying a document management system (DMS).

Between mobile devices and work computers, employees are rarely out of reach. A study by venture capital firm Kleiner Perkins Caufield & Byers found that the average person checks their phone 150 times a day. That’s right, 150 times a day! This convenient proximity to technology can often make employees feel like they’re never getting anything accomplished, let along escape from work during their time off.

Businesses find that labor is one of the expenses taking a big bite out of their budgets every year. They strive to find a balance between labor and workload for optimal performance and cost effectiveness, but leave themselves vulnerable to serious risk without the proper tools and processes in place. Although a large cost, labor can be controlled with a few best practices.

With today’s cable television options numbering into the hundreds, Bruce Springsteen’s 1992 dismissal of the medium as “57 Channels (and Nothin’ On)” looks positively quaint. Clearly, hungry viewers reaching for the remote control are bound to find something that appeals directly to them, if not several somethings.

Post-recession, the hiring outlook for U.S. veterans is beginning to take a turn for the better. Recently, more and more businesses are tipping their hats in honor of hiring veterans. In fact, in a recent survey of 2,440 hiring and human resources managers, CareerBuilder reports that one-third of employers are actively recruiting vets over the next year, up from 27 percent last year.

Hiring for fit may be stunting your company’s growth. Sure your company culture may be the bee’s knees now, but if you continue to scale, two years into the future your culture might not be recognizable. With that said, not everyone has a culture they can rave to their friends and family about and the fact that you do is something to write home about. However, in order to be a sustainable company organizations have to be willing to transform, balancing profit-centered business practices with people-centered business models.