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Get the latest news and views on the NCHRA HR West Blog. Our goal, as always, is to connect Bay Area HR professionals with valuable practice resources and best practices information, news and views in an effort to support training, legal and legislative developments, quality service providers, and HR professionals--helping them to form career-long networks and partnerships.

 

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Getting Engaged at HR West 2017 with Social Media, Networking, and More!

Posted By Editor, Laurie, Monday, May 1, 2017

Getting Engaged at HR West 2017 with Social Media, Networking, and More!

By Lorianne Lee

I don’t know about you, but after attending a conference, it takes me awhile before my brain has the bandwidth to adequately process the experience. This year, NCHRA expanded its annual HR West Conference event and session schedule to three full days, so there was even more to process!

> Click here to read Lorianne's post on HRWest.org!

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Three HCM Trends Impacting Workforce Management Strategy

Posted By Editor, Laurie, Thursday, April 20, 2017
Updated: Thursday, April 20, 2017

Contributed by 

Key HCM trends are where technology will have the biggest impact 
on managing tomorrow’s workforce

  


This is the first time in history that the labor force has five generations working together, that is also increasingly multi-cultural.  The challenges of managing such a diverse workforce working side by side cannot be overestimated.  HR is managing this diversity transition and is also going through a digital transformation.  HR itself, with its long history of being an administrative and service function, has to implement technology that creates administrative automation, improves employee engagement and scan produce the workforce analytics to simplify compliance and improve decision making. 

HR leadership is now tasked with developing new strategies for adapting to this changing workforce and technology landscape.  

With the right strategy, HR can become an integral business partner to develop the infrastructure (systems and policies) and plan for optimum application of emerging technologies to position their organizations for success.

Three key trends where human capital management technology will play a critical role include:

 - Recruiting, developing, and managing people

 - Engaging and enabling employees

 - Compliance

Recruiting, developing, and managing people

Talent is scarce and labor costs have been rising. With global expansion and Baby Boomers beginning to exit the workforce, HR leaders need new ways to attract top talent to their organizations, and facilitate knowledge transfer from one generation of leaders to another.  HCM Technologies provide access to end-to-end recruitment management systems that automate everything, are integrated with other services (job boards, background checks, etc) and provide millennial applicants with a digital experience they expect from a modern employer.  

HR can prepare by implementing enhanced hiring tools and sophisticated analytics that can help identify skills gaps and facilitate leadership development and incorporate knowledge transfer, mentoring and performance management as part of their recruiting and employee development strategy. 

Engaging and enabling employees

By 2025, Millennials — those born between 1981 and 2000 — will account for 75 percent of the global workforce, up from about 34 percent today.  Organizations must be ready to create a culture that resonates with this new generation of workers. This will require changes that include how to attract, compensate, develop, incentivize, and retain employees.  HCM technologies will play a critical role to centralize employee data and analytics to identify trends and provide insight that will help organizations as a whole adapt their engagement strategies to motivate and empower the next generation of workers.

Compliance

HR leaders must also become partners with their organization’s compliance, auditing, and legal functions to avoid serious liability.  HR leaders must be fluent in compliance requirements both inside and outside of their departments. HCM solutions that unify all employee data will be integral to an effective compliance strategy. Thoroughly documenting employee data in single database will help ensure all policies are being applied correctly and consistently, can provide alerts to lapses in a full range of compliance related areas (i.e. missed meal breaks, training and certification renewals, leave eligibility thresholds, etc). Technology will be the mechanism that allows HR to ensure policies are being applied correctly and consistently, and keep pace with changing regulations.

Meet the OnePoint Human Capital Management at NCHRA's HR TechXpo  - an exciting event showcasing the intersection of HR and Technology - August 25, 2017
Hilton Union Square, San Francisco
#HRTechXpo

Tags:  HR Tech  HR TechXpo  Workforce  workforce optimization 

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A successful unlimited PTO policy contributes to a culture of mutual respect!

Posted By Editor, Laurie, Thursday, April 13, 2017
Updated: Thursday, April 13, 2017

by Rachel Fenton - Namely

Though just 1-2% of companies offer unlimited paid time off (PTO), it has quickly become one of the most popular benefits in the modern workplace, with companies like Netflix, LinkedIn, and General Electric getting lots of buzz around their unlimited policies. However, employees dazzled by its promise might not know the more employer-centric origin of unlimited PTO plans.


In states where accrued vacation days are required to be paid out, it creates a gray area in terms of defining how many days have indeed been “accrued” when PTO is unlimited.


With U.S. businesses holding $272 billion worth of unused vacation liability, some have started to rethink conditions that encourage workers to use up their time off.


Even as more companies adopt unlimited vacation policies, it turns out that there is little effect on actual vacation days used: at companies with unlimited plans, employees on average only take about one more day off per year than companies with limited plans. Depending on how an unlimited PTO policy is put into practice, it often benefits employers more than the employees who seem to be its biggest proponents.


So why are employees so excited by the idea of unlimited vacation? With the right practice in place, unlimited vacation can remove stress around accruing time off, using up days before the end of the year, or trying to fit personal time into a rigid “X days a year” framework. Unlimited vacation can also boost company morale and productivity by trusting employees with the responsibility of managing their own time. 84% of managers agree that workers show increased focus and creativity after taking time off.


While unlimited PTO can come with pros and cons for both employers and employees, there is a strategic way to maximize the benefits of an unlimited policy for everyone. Here are some best practices for a successful unlimited time off policy:
 

Understand Your Motives


While unlimited PTO can benefit an employer in several ways, it’s most effective when the employee’s best interest is put front-and-center. Companies that have successfully implemented unlimited vacation policies are those who genuinely want to see employees take meaningful time off. Encouraging a healthier work-life balance will benefit both parties by increasing employee morale and productivity.


Companies that encourage hard-working employees to take the time off that they deserve will also increase employee loyalty and retention. Trusting employees with the responsibility to build their own time-off schedule nurtures a culture of trust, goodwill, and mutual respect. A company that shows a genuine interest in employee well-being and happiness motivates these employees to work harder.

 

Inspire Employees’ Work Ethic


Though some employers fear that employees will take advantage of unlimited time off, it is more often the case that employees about the same amount of time than they would if they had a set number of vacation days.


Unlimited vacation is increasingly common among tech startup companies. Startups, widely known for long hours and skipped lunch breaks, often facilitate a company culture that rewards employees for being the first one in and last to leave. In these naturally competitive work environments, employees feel compelled to compete with their peers for hours clocked.


Employees work hardest when they care about a company that cares for them. Working long hours for the sake of proving value is not sustainable and doesn’t contribute to productivity. To avoid this pitfall, success within a company should be clearly defined by quality of work, rather than face time.


Managers and leadership teams should establish concrete goals and an open line of feedback with their reports. Measuring employee value in terms of accomplishments, rather than time spent in the office, can contribute to a culture where employees feel like they deserve and can enjoy their time off. With this mindset, employees and managers alike can encourage healthy work-life balance practices.
 

Eliminate Ambiguity


Company culture can help shape the boundaries of unlimited PTO, but the specifics of these boundaries are often ambiguous. Employees frequently fall into a trap of taking less vacation than they deserve because they don’t know where to draw the line between acceptable and excessive. An open dialogue about expectations and needs between employer and employee can create more transparency around unlimited vacation.


Including guidelines for the policy in your company handbook (like setting a cap on consecutive days out of office, for example) gives employees a better sense of where to draw the line. Several companies have also customized their unlimited vacation policies to encourage employees to actually use their days, such as mandated vacation, travel stipends, and even a monthly vacation raffle. Early on, managers should establish best practices and work closely with employees to make sure they feel comfortable requesting time off.

--

Unlimited PTO works best when employers and employees keep each other in mind. This establishes a company culture that encourages both good work ethic and employee well-being. Employees shouldn’t feel like they’re sacrificing their personal life and employers shouldn’t feel like they’re being taken advantage of. The most common pitfalls occur when there’s an imbalance or tradeoff.


If a company upholds values around employee happiness, well-being, and appreciation as a motivator for high quality work, employees will in turn value the mission and success of the company. A successful unlimited vacation policy contributes to a culture of mutual respect, which can boost both productivity and employee wellness in the long run.

 

About the Author
Rachel Fenton is a Content Marketing Specialist at Namely, the all-in-one HR, payroll, and benefits platform built for today’s employees. Namely is a sponsor of the NCHRA HR TechXpo - August 17, 2017 in San Francisco. 

Tags:  company culture  employee benefits  HRTechXpo  Namely  payroll  PTO 

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Workplace Vampires: The Disengaged Employee

Posted By Editor, Laurie, Thursday, April 6, 2017
Updated: Wednesday, April 5, 2017

This video from HR West 2017 speaker Kevin Sheridan explores a third category of employee engagement: The Actively Disengaged.

Did you know? Thirteen percent of the workforce is actively disengaged - they are workplace vampires.

Discover the successful solution that can transform these "workplace terrorists" into productive and "actively engaged" members of your team in Sheridan's 2 minute (highly informative) video:

Tags:  company culture  employee  employee engagement  Engagement  HR Management  Managing Employees  millennial-retention  workplace performance 

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How to Reduce Stress at Work: Simple Strategies Anyone Can Follow [Infographic]

Posted By Editor, Laurie, Friday, March 31, 2017
Updated: Friday, March 31, 2017

There’s a silent killer in your workplace...

It lurks in the shadows, depleting your energy, sacking your concentration, and shaking your confidence.

Your co-workers talk about it in hushed tones (if at all),
and your boss is in denial of its very existence…

Its name?

Stress.

It’s no joke. Countless studies show that excess stress can
cause real physical symptoms like headaches,
upset stomach, increased blood pressure, chest pain,
and trouble sleeping.

That’s not to mention its role in mood disorders like
anxiety and depression.

This infographic below covers the alarming costs of workplace stress, the warning signs that signal you’re too stressed,
and 6 simple methods for reducing that stress
– so you can get back to kicking butt.

how to reduce stress at work infographic
 Jeff Murphy is the Director of Communications at SnackNation. (Obsessed with helping you create an Awesome Office.)


Tags:  employee health and wellness  employee retention  employee wellness  human resources management 

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