Are you ready for the workforce of the future? Five steps to prepare for 2020

22 Aug

LaDonna Lewis, product manager at Sage Payroll HCM shares how to prepare for the changing workforce of the future.

Workingenvironmentofthefuture_sagehrmsBy 2020, there will be a huge shift in the workforce. Research analysts estimate that there will be a shortage of approximately 40-45 million skilled workers. As Baby Boomers are retiring, there aren’t enough people to take on the leadership roles of tomorrow. By 2020, 40% of the top leadership will have reached retirement age.

This shift will demand a massive need for hiring top talent across all industries. Generation X and Generation Y will need to take the torch and be prepared to lead.

What can you do today to prepare the workforce of 2020?

Here are five steps you can put in place today to make sure your organization is ready for the future through succession planning and talent management.

  1. Find top talent from within—Building leaders from within your organization is a great way to retain top talent and prepare for a changing workforce. Creating a mentorship program is a great way to develop your existing employee base to take on a leadership position in the future.
  2. Adapt to change fast—By 2020, the workplace environment as we know it will change due to the evolution of technology. Companies will need to start thinking socially to adapt to the industry they work in at a faster pace. If you haven’t already, it is important that you create a strategic plan for the next ten years for your company.
  3. Create an environment that promotes education—According to the Department of Labor, 65 percent of all jobs will require some form of postsecondary education. It’s important that your company culture values continuing education or additional training that will enhance your employee skill sets. Create an opt-in program that offers internal training courses for your employees or a tuition reimbursement plan if they chose to pursue a degree or certification from a university program.
  4. Reinvent your recruitment style—As your company adapts to new cloud-based people management and payroll platforms, it’s time for you to also rethink your talent acquisition strategy. Recruiting the right talent that matches your company culture of today and tomorrow is key. So we challenge you to think outside of the box and look for new avenues to find the right employee base. Visit our guide to learn new tips and tricks on how to reinvent your recruitment style.
  5. Understand your employees’ working styles based on personality types—Finding and building the right the team goes beyond the interviewing process. It’s important that the team you are hiring for mixes well with the company culture and the managerial style of leadership. According to CEB, 62% of human resources professionals use personality tests to vet candidates in the hiring process. Tests like our HR payroll hero quiz can help you discover your strengths, compare your work style with peers, and enhance your current skills sets related to the human resources and payroll industry.

Tips on how to make your workforce happier – without raising salaries

19 Aug

The saying, “Money doesn’t buy you happiness,” is as true in the workplace as it is in real life.

Do you want a happy staff? If you pony up some extra funds, you may be able to make them more satisfied in their roles, but that doesn’t necessarily mean they will enjoy coming to the workplace every day.

Keeping your employees happy

Today we are sharing how trust, recognition, and a flexible work environment can have a greater long-term impact on Return On Employee Investment (ROEI) without giving constant pay increases.

How can you create an environment that engages, motivates, and encourages your people to stay with a small budget?

A recent research study from CareerBliss.com on how to keep staff members satisfied while on the job showed that as salary increases, happiness levels grow slightly. However, managers and executives care deeply about their daily tasks and their company’s reputation. As you can see, compensation is important, but good pay isn’t the be-all and end-all when it comes to their happiness.

“Employees used to be happy just to be paid consistently and, hopefully, paid well,” said Heidi Golledge, CEO at the job site CareerBliss.com. “Now, overall job and life satisfaction, sense of well-being, and the work that they do are intricately tied together.”

Here are three tips from Globoforce on how to ensure your workforce remains happy:

1. Ask employees to recognize the success of others

Building camaraderie among the staff is key to ensuring that they will enjoy the company of the their co-workers. This is why you must encourage your team to notice a job well done by other members of staff. The blog post stated that employees who are asked to recognize their teammates will be more engaged in the office and more willing to form relationships with them.

2. Build a flexible work environment

The blog post referenced statistics from research conducted by Georgetown University and the Alfred P. Sloan Foundation that revealed that 80 percent of employees would be happier in their roles if they had the opportunity to telecommute. Not only can this contribute to a better work/life balance, but it shows that you trust your staff.

3. Encourage workers to trust each other

When team members can rely on one another to help them with their tasks, it builds respect throughout the workplace. Nancy Etcoff, the lead researcher on a Harvard University study cited by the blog post, said that interpersonal trust and quality personal relationships can contribute to a more productive workforce.

For more tips on how to tips on how to make your workforce happier, visit SageHRMS.com

Register for and attend ACA best practices webinar on August 31

18 Aug

SageACAWebcastJoin us on Wednesday, August 31st at 2 p.m. as we discuss best practices and the latest updates with the Affordable Care Act (ACA) during a live webinar.

Scott Pope is a sales engineer at Sage. Scott came to Sage in 2011 with over 10 years of experience in the industry. Scott has led several webinars on best practices related to the human resources and payroll industries.

Scott will lead an interactive discussion on the following:

  • General overview of the ACA and why is it important to HR administration.
  • What are the dates and times that information needs to be gathered, submitted?
  • What type of information is needed?
  • What are the reporting requirements?
  • Issues and repercussions if they don’t have the right information/reporting
  • What are the reporting tools available in order to help with compliance and avoiding costly fines?

Register today!

How to attract millennials to your workplace

11 Aug

millennials-at-work_2

LaDonna Lewis, product manager at Sage Payroll HCM shares how to attract millennials to your workplace.

By 2020, Millennials will make up 50 percent of the workforce as baby boomers continue to retire. In any competitive industry, Millennials aren’t going to find your company attractive if you do not have a good talent recruitment process in place.

Here are five key elements to consider when marketing your place of employment to Millennials.

•    Have a good brand Identity. Millennials are searching for employers who are known as being trusted advisors in their industry. Reputation is everything. If your company does not have good branding, Millennials will look the other way. When considering your brand image, your business must be able to facilitate knowledge about vision, values, and employer value proposition.

•    Make your recruiting process mobile friendly. Our recent global study on Millennials shows that 41 percent of this generation believe that technology will make the concept of “your desk” defunct and that, in the future, everyone will work through a mobile platform. How does this affect your workplace? Is your business ready for the boom of mobile use by 2020?

•    Have a social media presence. Whether you have a large or small workforce, it’s important to have a social media presence and an external facing career portal. Most of recruiting today is done through social media. A 2016 survey conducted by SHRM reported that 84 percent of organizations are using social media to find the right candidates. When most people think of social media, they refer directly to the marketing department. It’s essential that HR professionals also have the training and skill set of the latest social media tools to attract the right candidates. When interviewing candidates or potential business partners, the first thing I do is search their social media channels to see how they represent themselves online. If you are going to be an employer of the future, your human resources department should have the tools in place to automate.

•    Create a great environment for your employees. With the power of social media good news travels quickly, and bad news travels faster. For an organization with a limited talent pool, one bad employee experience can destroy a company. Businesses looking to attract Millennials should make sure their workplace is one where employees can have a good work-life balance, thrive in their careers, and learn from one another.

•    Have a good onboarding process in place and remain innovative. Seventy-seven percent of employees who have a formal onboarding process meet their performance goals. In today’s world, onboarding Millennials is different from the orientation process you implemented five years ago. For the Millennial generation, the onboarding experience should begin before the first day and continue past the one-year anniversary mark. Millennials are asking for ongoing peer mentoring from organizations. This generation is always digitally connected, and it is critical you meet them where they are and connect with them at all times. You have to facilitate knowledge to employees electronically through an online solution that gives them access to your company’s resources and events. One of the biggest HR challenges is that employers spend capital on bringing employees in but forget to continue the process afterward. It’s important that your workplace continues to thrive and remain innovative as technology evolves.

Millennials are the future of the workplace, and it’s important for businesses today to understand what this generation wants and needs. Learn more about Millennials by downloading our recent research report on the generation.

How payroll can you help you find superstar performers in the workplace

21 Jul

Benoit Gruber, VP, global product marketing at Sage, shares with us how payroll can help you find and keep your star performers.

FindingSuperstarEmployeesFinding your star performers

Modern HR and payroll technology can help you manage colleague performance and development. With workforce analytics, you can now find your star performers and keep hold of them.

Depending on your industry, the cost of your workforce is likely to be between 30-50% of your total overheads.

Through payroll data you can collect information about salary, absence, overtime, training costs, and return on investment. Cross-reference this data with qualitative information you have about colleagues—how they are viewed in terms of your performance culture by their peers, superiors, and teams—to develop a complete understanding of who your high achievers are.

Create a breeding ground for talent
Trend analysis allows HR to understand the working conditions that allow new stand-out talent to bloom.

For example, if a certain department has a low turnover rate and consistently good appraisals, then using data to find out why will help you recreate the department’s environment across the entire business.

Technology can also provide tools that help you decide which colleagues could benefit from training—it provides valuable insight to inform decisions that a paper-based system could not do.

Turn your star performers into mentors who can help other colleagues who find the business more challenging and need inspiration.

Often the star performers expect support for self-directed training—HR is in an ideal position to help create innovative programs and bring in new training platforms.

Keeping your star performers happy

Top-performing colleagues seek higher pay and greater opportunities. According to a U.S. survey by Gallup, 32% of people cited a lack of promotional opportunities as a reason for changing jobs, ahead of 22% who claimed pay and benefits caused them to seek a new position.* It’s important to identify the stand-out colleagues who are helping to drive the company forward, and do what you can to retain them.

Start by looking at payroll and performance data to make sure that your star performers are getting the remuneration they deserve for driving your business forward. This could mean better pay or bonuses or simply positive feedback showing that you appreciate the extra hours they are putting in.

It’s also worth bearing in mind what your competitors offer in terms of salary, working hours, vacation time, and benefits—you need to be at the very least matching and ideally exceeding them.

You should also have a way of identifying what your star performers value most. There is no point in investing in costly initiatives or training programs if your colleagues aren’t going to benefit from them. Give them the opportunity to shape their own careers and determine how they are rewarded.

Left alone, star performers will see opportunities with competitors. Your payroll data gives you the chance to build a complete view of the talent in your business—what creates, motivates, and retains the star performers, wherever they are in your organization. It’s important to take notice of what payroll data tells you, because once a star performer has handed in his or her notice, it’s already too late.

Find out how Return on Employee Investment can help you find rockstar employees by tuning into our latest webcast.

Benoit Gruber

VP, global product marketing at Sage

* Gallup, Inc. January 2015

Five great places to start analyzing payroll data

14 Jul

Benoit Gruber, VP, global product marketing at Sage, shares five unexpected places to look when examining your payroll data.

Analyzing Payroll Data

Payroll is a vital source of data in your business and has the potential to have an immediate financial benefit. It can provide a monthly snapshot of your company’s health. Furthermore it is, by its nature, one of the most up-to-date sets of data in your business. Businesses are required by law to keep live payroll information, so there is no chance of your making decisions based on old news.

There are a number of payroll metrics that can give you a deeper understanding of how healthy your business is from a financial point of view. Here are five places to look when analyzing your payroll data:

  1. Remuneration: Salaries will be an obvious place to start. With these numbers, you can build other metrics into your analysis such as a return on investment (ROI).
  2. Turnover: It’s not good news if you have a high staff turnover rate—it may signify a deeper problem within the business when it comes to areas such as conditions, morale, and corporate culture. And it can cost money in lost productivity, recruitment, and training.
  3. Absence: Analyzing data on sick days and vacation time will help you understand when workers are more likely to be absent and whether employees are taking their annual leave at the right time of year for the business.
  4. Overtime: If employees are regularly working more than their agreed hours, consider what this means in terms of productivity and the way people are working. You can find out whether it’s more cost-effective, for example, to hire part-time or additional staff.
  5. Training costs: Payroll departments can be under pressure to find ways to cut costs and improve efficiency. With a training cost metric, it’s possible to walk that tight line between making cuts and ensuring employees are upskilled properly.

Across each of these areas you’ll find a huge amount of data available to examine and because it covers such a long period of time, it should be easy to start spotting trends. With the right technology it can give you a great platform for future planning, with the reassurance of knowing you have a constantly up-to-date view of your business. It should be the first place you look, before planning for the future.

Interested in learning how to get payroll right and analyze your data better, contact us at 1-866-271-6050 or visit our website.

Benoit Gruber
VP, global product marketing at Sage

Why payroll is an untapped gold mine in the business world

7 Jul

Benoit Gruber, VP, global product marketing at Sage, shares with us why payroll is the untapped gold mine of business insight.

HRMSProfessionals

Payroll is one of the most commonly underused resources available to businesses when it comes to insight. It has the power to shine a light on your largest resource and overhead—your people. Tapping into payroll data analytics can help you gain a better understanding of where your strengths and weakness lie. A good payroll system should provide data that shows you where your money is going and how you can benefit from your most valuable assets, your employees and customers.

In the past, the unfortunate perception of payroll was of a repetitive administration machine. But that’s changing. Innovative updates to payroll technology have delivered payroll a seat at the reporting table, and businesses are better able to analyze their greatest asset and largest cost.

Payroll now has room to play a more strategic and valuable role. Compensation for employees is not simply a cost to contain, but an important consideration that will save money and drive efficiency in the long term.

However, payroll professionals must use and understand the large amounts of data available to them if their businesses are to keep up with the competition. Research by Sage and IDG has found that companies with more effective data grow 35% faster.*

Reporting is crucial

As highlighted by our research, reporting is key to business success. It can contribute not only to growth, but also to the productivity of employees. Businesses with more usable data increase productivity by 10%.*

For payroll professionals, it allows you to understand and make best use of your company’s biggest capital investment—the employees. After all, the wages a business commits to the workforce have a direct impact on the money it makes.

Reporting and analytics are of immense value. And they can help in the two biggest financial priorities—cost reduction and forecasting—allowing your company to grow and succeed in a business world where every advantage counts. When you combine payroll data with qualitative elements such as performance culture, skills, behavior, and experience, it can help you form a picture of the issues affecting business performance.

Download our white paper to learn how to stay in control of your business with an in-house payroll system.

§  Tell us in the comments – what insights have you gained from Payroll?

§  Contact us if you have questions.

Benoit Gruber

VP, global product marketing at Sage

* Impact of data effectiveness on business outcomes at medium sized business in North America and Europe study performed February 2014

Gen Z Tech Habits: Different from Millennials, Gen Z’s Habits May Surprise HR

2 May

Business manI admit it; I’m getting old.

But I didn’t realize just how old until a recent software conference where I had a speaking session on the subject of intra-company communications. Among my topics of conversation were:

            • What information needs to be communicated
            • Whom it needs to be communicated to
            • How it needs to be communicated

It was during my introduction – as I mentioned the third item in this list and gave the briefest of teasers – that I let following words escape:

“ …and although email is the most common corporate communications method, we’ll discuss how other methods need to be a part of your communications initiatives…”

And from the back of the room, barely discernable, came a brief snort, followed by this from a twenty-something:

email… c’mon out of the 90’s, guy…”

And I realized he was right.

That’s not to say that email has no place in communicating with millennials today, but whereas I still think of email as my primary means of receiving corporate communications, email might rank third or even fourth on many millennials’ list of “preferred communications methods”.

And so, when it comes to delivering critical HR information to today’s employees – whether it’s about changing benefits, drug test results, expiring certifications, or renewing visas, it shouldn’t come as any surprise that text message is now how millennials typically prefer to receive this information. Email might be their second choice for delivery method – but corporate communications via social network or even via personalized webpage are both growing realities today.

But it’s more than just the devices that millennials are using. It’s also their whole approach to what information they want sent their way.

You see, older folks like me are still enamored with the reality that we can get so much information, so easily, and so quickly. Unlike us, millennials grew up with this reality; “getting everything” – such as daily absenteeism reports, training course news, or COBRA updates – is their norm. And they’re rebelling against it. “I already get way too much email” is a commonly-heard complaint and today’s HR organizations need to focus less on providing content and more on personalizing content and on exception content. “Tell me only what I need to know” is the millennials’ refrain.

Lastly, millennials are forcing HR departments to recognize a greater sense of self-empowerment among their employees. Historically, HR has focused on “top-down communications” – that is, communicating with managers so they can then communicate with their employees.

Although some HR issues have to be channeled through managers, many don’t. Communicating directly with employees shortens the process, speeds the result, and empowers staff. So take a look at your HR communications and do your organization a favor – deliver only what’s needed, send it in the form most likely to be read, and don’t interject a layer of management just because it’s always been done that way. As millennials have shown us, habits are made to be broken.

Don Farber is a guest blogger for the Employer Solutions Blog and the Vice President of Sales (and co-founder) of Vineyardsoft Corporation. Visit his website at  www.alertsandworkflow.com.

Social Media Recruiting: Use of social media for talent acquisition, recruitment and screening

1 Apr

Social media can be used by hiring managers and specialists to find eligible job candidates.

Social media is growing as a recruiting platform for hiring managers and recruiters. It helps recruiters and human resource specialists determine who has a large professional network using websites such as LinkedIn, Google Plus or Twitter. It also helps human resource professionals by gauging  if the individual is a fit for the company. For example, if a potential job candidate posts photos on social media that can be deemed irresponsible or does not uphold an active account, these factors may reduce the candidate's chances of being hired. On a positive note, a candidate that features friendly photos and active social media accounts will be received more positively by a recruiter.

How can human resource specialists use social media to acquire talent and make the recruitment process simpler? Social websites can be used in the following ways for HR professionals:

1. General recruiting
Websites such as LinkedIn and Twitter are growing more popular as job-posting mediums among recruiters and HR specialists. According to the Society for Human Resource Management, 77 percent of respondent companies use social networking websites to recruit for specific career opportunities. In part with using websites such as Indeed, Monster or the company website, head hunters must post the jobs on social media using equal employment opportunity legalities or an affirmative action tagline. Furthermore, the postings must be retained like any other hiring description as required by law.

2. Talent acquisition
Social media is not only beneficial for recruiting, it is also useful for tapping into large communities of talented individuals. For example, many artists use websites such as Facebook and Tumblr to post their creative works for talent specialists to find. According to Time magazine, Facebook has seen the greatest gain in overall recruiter usage over the past five years. Thanks to Tumblr and Facebook algorithms, it is easy to like a page and find similar pages. Since many artists and creative individuals follow each other on social media, this opens up new pools of talent to recruiters looking for creative individuals.

3. Screening
Because of the recent rise in social media recruiting, working professionals today are asked to keep clean websites. Viewing a candidate's social media profile is one of the first steps a recruiter will take when interviewing candidates. For example, a candidate may have a well-produced LinkedIn profile, yet inappropriate photos on their Facebook account. As such, recruiters should use social media to gauge the responsibility and cultural fit of a candidate and human resource management software to ease general processes.

What are the most and least stressful jobs available?

28 Mar

What jobs are most stressful and which are the least demanding?

While everyone can claim they experience stress in their careers, some face it more than others due to strenuous work conditions or mentally challenging clients. For example, teachers in elementary school classrooms may face higher levels of stress than someone working a reception desk at a doctor's office. Individuals in labor-intensive positions such as construction, contracting and mechanics may face physical wear and tear, yet team dynamics and satisfying end product results increase their satisfaction levels.

For hiring managers and human resource specialists, it is best to know what jobs are the most stressful physically and mentally for employees. There is no clear-cut answer, but the resulting industries may surprise you:

Most mentally stressful jobs
Surprisingly, some of the most mentally stressful careers include TV news broadcasting hosts, actors, event coordinators, photojournalists and reporters, according to Forbes. The high stress of these positions comes from their need for accuracy, a strong professional look and the pressure of a perfect end product. In the general workplace, CEOs and brand ambassadors face more stress than interns or regular salaried workers.

Least mentally stressful jobs
As said by Business News Daily, the least stressful professions on the market include hairstylist, medical records technician, jeweler, librarian, laboratory technician and information security analyst. These positions are stress-free due to their flexible hours and low-risk industries. Non-seasonal retail positions are also listed as a low-stress industry for many employees.

Most physically stressful jobs
List Surge's top physically stressful jobs include military personnel, construction workers, cocoa farmers, general farmers, fishermen, miners, astronauts, oil rig workers and firefighters. These jobs top the list due to their high physical needs and their long, strenuous hours. Other physically stressful jobs include restaurant busboys, woodcutters, butchers and bodyguards or security services. These jobs are physically demanding due to their need for brute strength to accomplish the task. They also involve technical skills such as proper catch-and-release techniques for fishermen and proper drilling for miners.

Least physically stressful
According to Career Cast, office-based positions and physical therapy are considered the least physically stressful because they involve large amounts of sitting and constant human interaction. Of these, audiologists, dietitians, software engineers, programmers, dental assistants and speech pathologists experience less stress because the work is done primarily in one room and in a quiet setting. However, some careers such as animation, yoga and graphic design can lead to carpal tunnel if the employee does not take frequent breaks to stretch their hands.