In a 2013 survey by Bersin by Deloitte, 57% of HR professionals said they plan to purchase new software within the next 18 months. Some of these buyers are bound to face a few challenges during the implementation phase. For many more, the real challenge will begin after the software goes live: getting teammates — and, in many cases, the employee population at large — to actually use the software.
Whether you’re purchasing new HR software or seeking to enhance utilization of your current solutions, we’ll address seven of the most important factors that increase user adoption. During this webinar you’ll learn the following three things and more:
How high adoption ensures a positive ROI and enhances HR’s credibility as an information hub
How involving employees in compensation, career development and learning initiatives help increase adoption
Why the whole point of HR software is to help you improve the ways you serve your organizations
Two out of three people don’t think HR Technology helps them be better at their jobs. Context-aware HR technology can change that by combining situational and other information to proactively offer a hyper-personalized and highly relevant user experience.
In this webinar titled “Context Aware HR Technology”, Steve Parker, SPHR and vice president at SumTotal Systems, will highlight how to drive greater impact with your HR technology through context. You’ll learn:
How context-aware HR technology can help you increase the productivity and engagement of every person in your organization
Why every one of the major analysts agree that context-aware HR technology is a seriously significant breakthrough
Prepare for an Investigation! Know which settings raise red flags when there's an evaluation of your time sheet and payroll practices. Simple things that you may think are 'set it and forget it' rules in your software may become your biggest nightmare.
We'll discuss the big areas of focus for DOL investigators as well as for money-hungry plaintiffs attorneys. We'll review what the law actually says and how it's been interpreted in DOL Administrative Interpretations and case law.
Then we'll focus on software solutions - what they can do versus what they should do.
Throughout the session, you'll learn what you can and should do to easily and legitimately demonstrate your company's compliance and beat a violation allegation.
The Affordable Care Act (ACA) and looming regulatory changes that impact healthcare costs and liability for all US employers are causing organizations to rethink their workforce management strategies and technologies. New rules require greater visibility into the hours employees work, new strategies for planning schedules that adhere to the organization’s planned response to the ACA, and heightened levels of reporting at the individual, organizational, local and federal level. Without a solid strategic workforce management foundation and the right automated workforce management tools, organizations will struggle to comply and make the right choices when it comes to healthcare reform. In this webinar, Mollie Lombardi, vice president and principal analyst of Aberdeen Group’s Human Capital Management practice will share her latest research on workforce management strategy and technology.
The amateur practices until they get it right. The professional practices until they cannot get it wrong.
EQ and this session will give you the data you need to help others understand how they manage their emotions is their personal brand in action.
You will learn how to help others understand how they are perceived and what they need to do to change those perceptions. In addition, the session will focus on the interactions between team members and the impact emotional intelligence has on the performance of the team.
Lead by two seasoned professionals this session will give you real work life examples of emotional intelligence in action.
ADP invites you to join us for our latest event in a series focused on Health Care Reform – the dos and don’ts in managing your workforce.
The Health Care Reform law (also known as the Patient Protection and Affordable Care Act, the Affordable Care Act, or the “ACA”) has created new obligations for employers, the full force of which will take effect in 2015. However, employers should be paying attention to these rules now. They will soon need to be in a position to make decisions that will have a direct impact on the healthcare they will be offering. In 2015 and beyond, the requirements of the ACA are extremely complex and its legal implications extend well beyond ERISA and the Internal Revenue Code.
Too often people make the mistake of thinking performance management means only performance reviews. Don’t make that same mistake. You’d be doing your employees and your company a big disservice.
It is an important fact that performance management needs to be on going. It’s not a once-a-year, on-the-fly performance review. Having a performance management system is about engaging employees in the company’s vision and direction.
HR departments play a vital role in the strategy, implementation, and execution of the performance management process. In this session, we will dissect the elements of a performance management system, walking participants through each phase and explaining how companies and employees can be better aligned with workplace performance and business growth. Highlights include hiring right; developing and committing to effective goals geared toward business alignment; creating effective development plans; performance review automation and why it’s important; effective communications; and compensation.
HR has the potential to be a highly impactful, strategic business partner to the organization. To achieve this potential, though, HR will have to be run more like a business.
Attend this session to learn the four critical steps of running HR like a business: First, align initiatives to key organizational goals. Second, plan the initiatives carefully, including reaching agreement with the sponsors on expected impact from the initiative. Third, execute the planned initiatives with discipline through regular reporting and dedicated monthly meetings. Fourth, measure and evaluate to ensure the planned impact was delivered or learn why it was not.
Please note: This webcast does not qualify for certification credits.
Employee time is one of your organizations most valuable and costly resources. Knowledge of employee time results in faster decision making, improved scheduling, labor law compliance, and better labor cost management, making your organization more productive, competitive and profitable. Softworks understands this area better than anyone, because we have been assisting world class organisations with these challenges for over 20 years.
We strive to make a positive difference to the working lives of our users, their organization & employees and we focus our energies on staying in tune with customer needs and proactively addressing them. We would now like to share with you what our customers say “they just love” about our solutions! We invite you to join Andrew Ferguson, Softworks CEO and Dave Schulz, National Account Manager for a live 60 minute demo on Softworks most loved features as voted by customers.
In this session, Andrew and Dave will give you a behind the scenes glimpse of the coolest features and functions of Softworks leading Time & Attendance solution. They'll lift the hood on the product and share with you the key features and functions that customers say they just "can’t live without"!
They will demonstrate how Softworks Time & Attendance Solutions build a clear picture of employee time through detailed data and reports on attendance, absenteeism, overtime, flexible working, scheduling and vacation leave. Scalable and completely configurable, our solutions can apply an organization's unique pay rules and policies accurately and consistently and ensure the organization is fully compliant with legislation.
This session will identify pitfalls and provide practical tips for employers relating to the interaction of various leaves of absence, such as medical leaves, pregnancy disability leaves, workers’ compensation leaves and leaves as a disability accommodation. It will explain evaluating eligibility for various types of leaves, issues pertaining to intermittent or reduced schedule leaves, certification and reinstatement issues. It will also address disability accommodation issues in the workplace and provide advice on best practices for engaging in the interactive process and evaluating and responding to requests for reasonable accommodation. Lastly, it will address appropriate timing and methods of medical inquiries and exams.