At its third-annual HR Redefined conference, Namely, a leading HR platform for mid-sized companies, announced it reached more than 1,300 companies now running their people operations on the Namely platform. These organizations employ approximately 250,000 people in 134 countries and all 50 U.S. states and seven territories.
Namely’s client base now includes a broad range of fast-growing businesses in nearly every industry, including companies like ActiveCampaign, Acorns, Drift, EatStreet, Life is Good, Mizzen + Main, OneLogin, Peerfit, SiriusDecisions, and The Motley Fool, as well as Namely partners such as Jobvite, JazzHR, and Greenhouse. Together, these mid-sized organizations use Namely to manage billions of dollars in payroll, with growth of 300 percent since the first HR Redefined conference in 2017.
Did you know that not all HR departments in each office are filled with professional and dedicated people? This may surprise you, but many human resources and employment professionals are plagued by stereotypes, unfounded conclusions, and deceptive practices. Although human resources departments are required to comply with federal, regional/provincial or municipal laws, human resources managers must not disclose what they think or how they carry out the selection process of candidates. There are many secrets the human resources departments that will never tell you, some of which may include getting paid, hiring rules, social media practices and the rest.
Transforming businesses is the top priority for enterprises today and human resource management (HRM) can help achieve this objective. From enabling enterprises in dealing with the ever-changing labor market and adapting to disruptive technologies to handling social and political changes, HRM is key to success. A Gartner 2019 Future of HR Survey outlines some key initiatives for successful business transformation. Here is a lowdown.
Building crucial skills and competencies
For any business to remain at par with technological disruption, it is imperative to develop employee skills. This is one area where HRM can help by shortlisting the right candidates and analyzing the performances of existing ones. By switching employee job profiles for balance and hiring new ones to suit other requirements, HRM can strategically align business objectives. It can also develop ‘connector’ managers who are able to use employee-centric approaches to coach and train employees.
BountyJobs, Inc., provider of a third-party recruiting platform for collaboration between employers and search firms with over $2 billion in placement fees to recruiters and the recruiter marketplace, announced a strategic partnership with HR software provider, BambooHR.
This strategic relationship with BambooHR is the latest in the fast-growing BountyJobs partner network, seeing 500% growth in 2018 and resulting in the largest partner network of any recruitment marketplace. This network connects innovative technology providers focused on improving the way companies recruit, attract and retain talent. This mix of partners has been hand-selected to help support the key constituents of the 2-sided BountyJobs Marketplace; employers and recruiting agencies. The BountyJobs solution can be integrated within any ATS and values the relationships and expertise that partner agencies bring to the table.
While Zoho is predominantly known as a CRM provider, its ever-growing list of applications brings a wide range of functionality to businesses of all sizes. Zoho People, for example, which launched in 2007, combines all of your HR software needs into an all-in-one platform that makes it easy for employees and managers to keep track of everyday schedules, roles, and more.
In addition to all the HR basics you’d expect from software like Zoho People, it also comes with a wide range of additional features that make human resources much simpler. You’ll be able to track, manage, and customize every aspect of your company’s HR department, informing current practices and future decisions.
The biggest leaders in business today understand the importance of investing in themselves. Professional development comes with many benefits that leave a lasting impact on individuals and can ultimately save a failing business. The key is investing wisely in conferences and events that relate to a business’s core challenges.
Those who attend have the opportunity to grow their network and connect with others in their field, gain feedback and knowledge that can be directly applied to their business and form new relationships that can lead to future partnerships and collaborations. The ROI of attending industry conferences are invaluable to the growth of an individual and the positive impact it has on a business.
40 percent of the world’s jobs will be replaced by robots capable of automating tasks, says Kai Fu Lee, one of the leading AI experts and venture capitalists. From simple to complex jobs, there are a number of jobs will become automated.
New technologies are changing how we work, making businesses more efficient, and feeding growth. But its people that develop, improve, and manage these technologies – and take care of areas that can’t be handled by machines. People hold the power of innovation, and harnessing innovation should mean working better with people. As we bring more sophisticated tech into the workplace, HR teams could show us how to do this.
In this business environment of digital disruption, organizations that are agile far outpace their competition. Constant change can be a challenge, but as Workday CFO Robynne Sisco has said, “Having the ability to adapt and respond—whether it’s your mindset, the way you plan, or the technology you use—will help ready you and your organization for the road ahead, wherever it may lead.”
Forward-thinking HR leaders agree. ”By 2025, half of midmarket and large enterprises worldwide will have invested in a cloud-deployed human capital management (HCM) suite for administrative HR and talent management,” according to the recent “Gartner 2019-2021 Strategic Roadmap for HCM Technology Investments.”
Technology has already created vast strides in changing the face of the modern HR department over the past few decades. HR technology has cleared the decks of the traditional work to make way for a more streamlined HR department. Human resources professionals are now better able to focus on front-burner and face-to-face tasks. Instead of shuffling through stacks of paperwork to find a single piece of critical information, HR staff members can use innovative solutions to access information quickly and easily.
Many have started calling this recent period of technological shifts within the business ecosystem as the fourth industrial revolution and the effects are for everyone to see. Today, technologies like AI, automation, robotics, and digitalization have redefined the existing parameters of operation and, in addition to lowering costs, have made processes more data-driven and efficient. This shift has not only improved how a company delivers its products but also how it operates from within, an aspect to which the modern-day HR function is no exception.
Microsoft has over 130,000 employees, so it’s not at all surprising that there are bad employees in that bunch. Most companies have them. But, Quartz says they have an email chain from “dozens of women” detailing incidents where they felt discriminated against or that someone sexually harassed them and HR dropped the ball.
As I’ve said before, bad HR is why we can’t have nice things. While it’s true that HR is never the final decision maker, it’s also true that finance is never the final decision maker either, but we expect that the CFO has enough power to make her decisions stick and that the CEO listens to her. Why does HR get overridden so often? Why does HR not stand up for (at a bare minimum) following the law?