The true cost of employee absenteeism is staggering. Average cost of employee absence: 35% of payroll. Being average isn't always a good thing. Get more surprising workforce facts Mercer uncovered in this exclusive study of nearly 300 organizations.
These are priority questions you should move to the top of your list. Use these must-ask questions as a checklist in your research. The answers wil guide you to pick the best HCM solution for the greatest value, effectiveness, and long-term use.
Many healthcare organizations struggle with staffing, tracking certifications, managing turnover and other HR issues. How can you manage it all? This two-page article outlines three top challenges and possible solutions. Reading it will provide you valuable insight into addressing training and certification challenges, approaching staffing shortages and high turnover rates, managing payroll and time-tracking issues, and help your organization focus on providing the best patient care.
service bureau, ASO,
PEO… it’s little wonder the
market for payroll solutions
has a reputation for being
confusing and hard to
navigate. Where does one
solution end and the other
begin? And how do you
know which one you need?
This complexity is the
reason we’ve created a
Businesses have a wide
spectrum of payroll options
to choose from, and there
are big differences between
them, so like-for-like
comparisons aren’t possible
Before you start comparing
vendors head-to-head, you
need to decide which payroll
style is best for you.
And before you make that
decision, you need to know
what you want in return.
Are you looking to save
money? Save time?
Eliminate errors? Do you
want help minimizing tax
There are plenty of options
available, and they all come
with different pros and cons.
The subject of retroactive calculations is an important one because timesheets are often turned in with errors. In other situations, a policy change is made effective retroactively, thus requiring whole groups of timesheets to be recalculated.
Download this white paper to learn more about retroactive calculations.
By downloading this trend survey you’ll learn:
The high cost of payroll errors
How organizations cover employee leave
The impact of fatigue in the workplace
Strategies for improving employee satisfaction
Employers’ top compliance concerns
And much more
Now is a great time to start building a case for updating your organization’s payroll system. New payroll technology automates and streamlines processes, eliminates redundant data entry and multiple customizations, and increases productivity, while reducing costs and improving compliance controls. But to make this change, you need to make the most effective business case. Discover five key business drivers in payroll that will help make the case for change and persuade leaders to invest their time and money in your business case.
When it comes to time, there never seems to be enough. Just ask any payroll professional. Time constraints are nothing new, but what is new is how payroll professionals are tackling the challenge. They are discovering how to strategically leverage today’s best-of-breed human capital management (HCM) technology to better manage the expectations and demands placed on today’s payroll teams to achieve greater business results. By investing in an HCM solution as an integral part of their workforce management strategy, businesses can align and create efficiencies within three core areas of payroll — compliance, processes, and data visibility. This will free up time for an already over-burdened payroll team that can add value, deliver on actionable real-time data, and execute on company-driven projects that can impact organizational goals and improve bottom-line results.
The use of manual, outdated payroll processes can result in paycheck problems that weaken employee engagement and potentially cause them to quit. Smooth payroll operations support employee engagement initiatives and allow payroll staff to focus on higher-level business goals.
Your global organization’s network of human capital management (HCM)
platforms is the nerve center of your entire enterprise.
But passing data back and forth between disparate HCM systems has never
exactly been easy. So your HR, payroll, talent, benefits and time and
attendance systems, often specific to regions and countries, fire futilely
across data synapses that in real-world terms leave you blind to the true
state of your business.
“I’ve had it with this!” As you struggle with a manual process, a solution that has failed to grow and change with your business, or a provider who overcharges and underdelivers,you think there must be a better way to process your organization’s payroll. You are ready to evaluate some alternative solutions, but it’s hard to know exactly where to start. Here are 15 points to keep in mind.
An appropriate time and attendance system that meets your organization’s needs can help to eliminate and even prevent many, if not most, of the negative aspects of inaccurate and unreliable timekeeping. Maintaining accurate and reliable time and attendance information makes it easier to keep a handle on labor costs, increases the accuracy of payroll, and reduces administration in the human resources (HR) department, thus saving time. This white paper outlines the top benefits of a time and attendance system and the positive effect automating your time and attendance process can have on your organization.
As you gather requirements and begin researching solutions, you’ll need to consider the functional capabilities required to produce accurate payroll, the vendor qualities you value most, and finally, how you plan to implement a new solution. Here are 15 points to keep in mind.
More and more companies are choosing to outsource certain payroll and HR functions, but many aren’t sure where to begin their search. This buyer’s guide will help you assess your organization’s HR and payroll needs and understand the three most important things to look for in a provider.