Solutions that make work easier for HR teams and employees.
Now, HR can easily serve employees anytime, anywhere.
UKG HR Service Delivery solutions were designed exclusively for HR to simplify complex operations and improve compliance. Even better, using our solutions, employees actually enjoy their experiences with HR.
Case Management and Knowledge Base
UKG People Assist Empower employees to resolve questions through a personalized portal, and to easily submit HR requests when they need extra help.
Our customers boost productivity. They energize their teams. They effortlessly manage global compliance. And now, they can't imagine work without UKG.
We took all of those documents that were part of the onboarding process and, first of all, made them [digital]. We made it so that they could be electronically signed and automatically stored in the employee’s file on PeopleDoc.
VP of HR Systems, American Express
We needed a solution to complement Workday for document retention, archiving, and reporting. PeopleDoc met that requirement and has been a true partner for our university's sustainability objectives.
AVP Business Process Integration, Georgetown University
When you hear the term “artificial intelligence,” your mind probably conjures up images of complex systems, robots, and algorithms reminiscent of scenes from a science fiction film — not your company’s HR department. While artificial intelligence (AI) can feel like a far-off fantasy for professionals outside the tech sector, it’s quickly becoming commonplace in the workplace. In HR departments in particular, AI is proving to be a valuable tool for developing and managing talent.
Over the past year, leaders across every sector have persevered through difficulty with thoughtfulness and tackled unforeseen challenges with ingenuity. In the HR world specifically, countless teams were forced to rapidly roll out new policies to take care of their employees and help them work under radically different conditions.
When Connecticut Governor Ned Lamont took office, he had a daunting task on his agenda: centralizing and modernizing the state’s administrative operations. Like many public sector entities, the State of Connecticut hadn’t exactly kept pace with technological advancements. A number of its processes, including those in HR, were outdated, uncoordinated, and inefficient — costing the state money and its employees valuable time.