June 08, 2012 9:38:26 am
What You Don’t Know Can Hurt You
How to Find HR Activities That Should Have Occurred but Didn’t
Have you ever tried to identify an HR activity that should have happened – but didn’t? Consider a monthly HR task which the vast majority of your employees complete. You don’t need to know about all the employees who completed that task; rather, you need to know about that small number of employees who failed to complete that task. This is a case where the absence of activity is exactly what you need to know and where your Sage HRMS system can help.
What You DON’T Know
Often the most important information for the HR department doesn’t concern what has happened, but rather what hasn’t happened. Employees who have not received their reviews, staff who have not taken their mandatory drug tests, or managers who have not taken required certification courses - all good examples of HR business activities where inactivity is key.
The challenge in these situations is the absence of data to report on. As an example, imagine information stored in a file cabinet containing papers filed under “Last Year’s Safety Course Attendees.” These papers might show that most of your employees took the required courses on subjects like CPR, hazardous waste handling, and fire prevention methods. Unfortunately, it’s far more difficult to determine which employees didn’t take those courses.
Technology to the Rescue
So how do you go about reporting and taking action on data that isn’t there? The answer is by cross-referencing. In the above example, before you’d reach for the stack of last year’s attendees, you’d reach for a separate list of all employees. Then you cross-reference that list of all employees with the list of last year’s course attendees. What you’re left with is a list of employees who have not taken the safety courses – exactly what you’re looking for.
Perhaps most importantly, this process of cross-referencing can (and should) be built into your Sage HRMS system - and it can be with Sage HRMS Alerts and Workflow by Vineyardsoft. Sage HRMS Alerts & Workflow actively monitors your HR database and will automatically send email notification to management, HR personnel, and employees when certain events occur - or don’t occur!
You have full control over defining the conditions that “trigger” alerts, which can be configured to monitor events such as annual reviews, employee certification renewal dates, verify enrollment in training courses, or just about any other condition you define. It’s a great way to automate the cross-referencing process and notify the right person in a timely fashion. Because the sooner you know about a potential HR issue, the sooner you can react and take steps to resolve the issue before it becomes a problem.
Want More Information? Contact us to discuss HR cross-referencing or to learn more about Sage HRMS Alerts and Workflow.
What the CEO Needs from HR
Continued uncertainty in the economy has forced CEOs to focus almost all of their attention on revenues and profitability. In many ways, the recent economic challenges served to shine a spotlight on workforce management issues. Whether navigating layoffs, reducing labor costs, cross-training employees, or simply keeping workforce morale up, many leaders found that their organizations were not as nimble or flexible as they would like. So here’s a look at what the CEO needs from HR today.
Recruiting and Staffing
Executives typically avoid the details of day-to-day human resources issues, preferring to take a broader perspective. The CEO needs to know the big picture of what is going on with recruiting. How many openings are available? Is that creating any backlogs in production? What will it cost to fill the positions? A staffing report provides a nice overview without getting into the individual details of each hiring decision or new vacancy. It should also include positions filled, turnover rates, cost per hire, and difficult-to-fill positions with strategies for overcoming the obstacles.
Turnover and Succession Planning
Uncertain economic times often results in changes in the workforce. So Executives need help from HR in modeling scenarios for changes such as layoffs or promotions, identifying worst performers, creating career development and retention plans for top performers, and planning succession for mission-critical positions in the event of an unexpected departure.
Your staffing report to the C-Suite should include the percentage of turnover your company is experiencing each month. It’s an easy way for the CEO to spot worrisome trends, like a spike in employee resignations.
Every manager worries about turnover of their top performers and wants to pay them more, while avoiding the cost of paying too much to underachievers. The CEO needs help from HR to determine how to compensate employees at a rate that is equal to their value to the organization. It’s important to provide comparative analysis for your industry, geographic location, and your competitors pay for key positions. Are you paying attractive wages – based on competition, geographic location, and cost of living – to retain your top performing employees? Can you “enhance total compensation” without adding a lot of extra cost?
To plan for business growth and maintain profitability, the CEO needs to be able to project both revenues and costs as accurately as possible for next year and beyond. Unfortunately for HR, legislative change and rising healthcare costs create a lot of uncertainty around benefit costs. Even still, it’s important to help executives get an idea of the big picture and provide some meaningful metrics on benefit costs per employee. It’s important to include the cost of things like healthcare, retirement and savings plans, life insurance, tuition reimbursement, and auto expenses.
What the CEO Needs From HR
Get all the facts about how you can help the CEO make better-informed decision about your workforce with this 9-page guide. Just contact us and we’ll send you a free copy!
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