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 A number of its processes, including those in HR, were outdated, uncoordinated, and inefficient — costing the state money and its employees valuable time.
In a typical year, half of Unilever France’s 2,200-strong workforce are located at the head office, while the rest are spread across six factories. Naturally, the needs of those working at HQ are a little different than those on the factory floor, presenting a challenge for the HR team. To ensure they could provide the same exceptional experience to all employees, while also enabling more individualized support, the team turned to UKG HR Service Delivery, formerly PeopleDoc, for help moving their HR processes and files onto a unified digital platform.
Teva Pharmaceuticals has more than 40,000 employees spanning 60 different countries. Originally, the America-Israeli pharmaceutical company had seven shared service centers for all those employees—but in 2018, it decided to condense them into just two.
The COVID-19 vaccine is finally here, which means many businesses are beginning to think more seriously about when employees can safely return to the workplace. As a leader in your organization, one question is likely top of mind: How can we start preparing for the transition now? Whether your company plans to return to the office this year or is still waiting to make a firm decision, building a transition plan today will ensure fewer hiccups as the date approaches. A sustainable return-to-workplace framework must go beyond hand sanitizer and masks, taking the concerns and comfort levels of employees to heart. To guide your planning process, here are three core considerations to keep in mind.
In early 2020, many HR leaders were gearing up for performance review season and the mountain of paperwork that it would inevitably generate. Despite the fact that HR, employees, and even many managers dreaded this annual tradition, age-old best practices dictated that the reviews happen en masse and in person every year to prevent performance from slipping.