With 30,000 employees located across all 7 continents, Dana LaBarnes, Senior Director of Global HR Shared Services at NCR, has his work cut out for him. Consider how many different employee record retention guidelines his team must manage—and the fines associated with letting just one document slip through the cracks. It’s a risk NCR (nor any company) can afford to take. To stay on top of the various document retention schedules for his geographically diverse employee population, Dana needed to find a digital solution. In this video, he explains how he made his decision:
It’s fair to worry that the moment you introduce the term “process mapping” into a meeting with your peers, you’ll see vacant stares, glazed eyes, and a glimmer of fear cross some faces. The idea of process design and mapping HR process workflows can be daunting, and most people are unfamiliar with how to get started. But it doesn’t need to be a scary exercise, and can be one of the most effective ways to get everyone on the same page around how a process works in HR—and how it could be better.
In 2016 the people of the United Kingdom voted to no longer be a part of the European Union. After Brexit, new legislation will come into effect. Even if conditions and the date of the exit are still under negotiation and preparation, and the details still unclear, we already know that it will be very impactful for all areas of life in the UK and the EU, including implications for international businesses and their HR departments.
Today, many areas of business rely on strong analytics to set the course for the year and track performance of teams and individual contributors. Sales teams lean on dashboards to determine the percentage of opportunities won. Customer Success teams use analytics and performance metrics to share successes and areas of improvement with clients. Event teams track attendee participation and follow their journey through to sales.
Confession time. How many of us gloss over confusing tech terms when we come across them in an article? Or nod along in agreement during a stakeholder presentation when, deep down, we’re really not sure what an API is? You’re not alone. HR’s vernacular is quickly evolving to include terms that were once only spoken by IT, development and security teams. And, no matter which HR function you live and breathe—benefits, recruitment, operations—they’re all being influenced by tech talk. To help, we put together a quick, plain-language guide to the most common terms and what they have to do with HR.
The California Consumer Privacy Act (CCPA), intended to protect the privacy of California residents, is having a ripple effect across the United States. Originally designed to give California consumers new rights, the definition of “consumer” in the Act is so broad that your workforce data may also be affected. If you're an employer who may be impacted by the CCPA, here are 5 actions you can consider before the new privacy law goes into effect on January 1, 2020.
Like any other function, HR must reinvent their skills to keep pace with changing business trends and labor-saving technology (hello, AI). In this new world, they’re encouraged to focus on creative, consultative work that impacts engagement, culture and talent. But the transactional work HR is responsible for isn’t going away. So, to minimize the time spent on administrative work, it’s vital for HR to switch to digital employee files. However, simply scanning paper documents is just one part of the equation. How HR works with files once they’re digital is what determines whether going paperless translates to productivity gains.