« Resource Center
People Management
70% of HR professionals spend most of their time managing people. Learn how to get the most out of your time.
Human Capital Management (HCM) Technology 101
What does Human Capital Management (HCM) Technology Offer? As a human resource professional, where do you spend most of your time? Working with colleagues to solve big business problems? Implementing employee development programs aimed to increase retention? Or is your day mired in the day-to-day of collecting paperwork, hand-coding the data into a spreadsheet and trying to keep up with endless files? If you’re like most HR professionals, the answer is the latter. To help combat this administrative nightmare and allow HR to focus on bigger-picture initiatives, organizations are investing in Human Capital Management (HCM) technology. What’s HCM, you ask? Think of HCM technology as a one-stop-cloud-based-shop designed to consolidate and...
Employee Turnover is at a 17-Year High Infographic
Based on surveys of small-to-mid-sized businesses, Paycor found that nearly 50% still try to manually track turnover. The other half use software, but 80% of them say the data doesn’t help them understand, much less solve, the turnover problem. Check out our one-pager to learn what you can do.
Why Employee Turnover is the Single Most Revealing HR Metric
Turnover Metrics Your C-suite Wants to Know Tracking employee turnover is critical in determining the effectiveness of your people management strategies, but it’s broad metric that only tells a piece of the story. You can unlock the power of your turnover data by gaining a deeper understanding of who’s leaving and when. This and other KPIs will enable you to optimize determine the effectiveness of your engagement and retention initiatives and drive action to improve performance. Critical Turnover Metrics to Measure Overall retention rate – Your overall retention rate can provide excellent insight about the health of your teams, departments, or the company as a whole. The overall retention rate percentage is calculated by dividing the...
The Turnover Crisis in Healthcare
An action plan for finance and HR leaders With an aging population, more chronic illnesses and many nurses nearing retirement, the demand for their skilled replacements is outpacing the supply at an alarming rate. In fact, nearly a quarter of healthcare providers reported having nursing vacancies greater than 10% in 2018*. Unemployment rates are at the lowest they’ve been in decades, which makes the search for qualified talent and filling open job positions more difficult than ever. The demand for healthcare isn’t going to diminish, so it’s important to partner with an HCM provider who can help solve your HR challenges with the proper technology and expertise. Nearly 6,000 healthcare providers depend on Paycor for solutions regarding...
Case Study: Humane Society of Boulder Valley
After years of dealing with cumbersome and unreliable HR software, the Humane Society of Boulder Valley turned to Paycor for a modern, efficient Human Capital Management solution. “Paycor provided improved functionality and additional services for the same price we were paying with our old vendor. [We received] a better value and a more intuitive product.” —Jennifer Schwartz, Director of Human Resources, Humane Society of Boulder Valley Read more about HSBV’s experience using Paycor and how our solutions can meet the needs of other nonprofit organizations.
The Turnover Crisis in Manufacturing
An action plan for all HR and finance leaders It’s no secret—manufacturing is losing talent. As Baby Boomers leave the workforce and take valuable skills with them, it’s expected that nearly 3.5 million manufacturing jobs will open up by 2025. Two million of those jobs are expected to go unfilled because of the skills gap*. The longer positions go unfilled, the more the production process is disrupted. Company morale starts to decline, and manufacturers see profits dip as they’re unable to operate at full capacity. Automation and robotics may help fill some of the labor gap, but HR still needs to find humans to problem solve, analyze issues and manage output. If you’re trying to recruit in the manufacturing industry, you’re in a vicious...
5 Recruiting Trends to Follow in 2019
Recruiting is becoming more competitive than ever. We’ve all heard it: unemployment is at historic lows, voluntary turnover is at an all-time high and the gig economy is replacing traditional employees. To find and attract top talent, employers are experimenting with recruiting methods and developing a proactive approach to hiring. Here’s a breakdown of 5 popular recruitment trends HR teams should follow. Recruitment Marketing Let’s start with a quick definition. Recruitment marketing is the strategic and tactical implementations that allow a company to find, attract and engage job seekers, encouraging more qualified candidates. HR leaders often mistake recruitment marketing as top of funnel activity, but in reality, it’s pre-funnel....
Taking the Guesswork out of Employee Pay - Part 1
Deep Dive - External Equity and Market Pricing Feel more comfortable with how you determine employee pay at your company by learning how to align market pricing with your business strategy, understanding survey data and market pricing steps. Speakers: Christine Ippolito & Joanna Hall Christine Ippolito, SPHR, SHRM-SCP - Christine is the Founder and Principal of Compass Workforce Solutions, LLC, a consulting firm providing strategic human resource expertise to small businesses to reduce exposure and increase profitability. She has served clients in a leadership capacity for 25 years in multiple industries and environments within Fortune 250, venture capital and equity-backed companies, as well as privately held and family-owned...
Taking the Guesswork out of Employee Pay - Part 2
Deep Dive - Creating Base Pay Structure to Achieve External and Internal Equity Take what you learned about market pricing in Part 1 to the next level in Part 2 of creating a base pay structure by learning the steps and considerations in building a base pay structure. You will learn the different approaches that may be used to build a base pay structure and how to maintain your base pay structure and evaluate for effectiveness. Speaker: Christine Ippolitto Christine Ippolito, SPHR, SHRM-SCP - Christine is the Founder and Principal of Compass Workforce Solutions, LLC, a consulting firm providing strategic human resource expertise to small businesses to reduce exposure and increase profitability. She has served clients in a leadership...
Understanding FMLA Regulations
What is the Family Medical Leave Act (FMLA?) The Family and Medical Leave Act (FMLA) is a federal law that allows eligible employees to take up to 12 weeks of unpaid leave in any given 12-month period for certain medical and family reasons without fear of losing their job. Signed into law in 1993, the FMLA is designed to help employees balance their work and family responsibilities while promoting equal employment opportunity for men and women. Who is Eligible for FMLA? An employee is eligible for FMLA leave if he or she has worked for a covered employer at least 12 months, completed at least 1,250 hours of work during the past 12 months and worked at a location within 75 miles of where the company employs 50 or more people. Keep in...
The Turnover Crisis in Restaurants
An Action Plan for Owners and Operators Restaurants across the country are experiencing high volumes of turnover at an alarming rate. In 2016, turnover exceeded 70% for the second consecutive year, and the turnover rate in the fast-food industry reached 150%, the highest since data was first captured in 1995*. With record numbers of restaurants and more jobs to choose from, employees are willing to take risks to find the right fit. The demand for restaurant workers isn’t going away, so it’s critical to find the right HCM provider who can help solve your HR challenges with the right combination of technology and expertise. More than 3,000 restaurants across the country depend on Paycor to help onboard new hires, pay them accurately and...
HCM Tools for Talent Management
We’re witnessing a historically good job market—good for job seekers, but ultra-competitive for employers. And while there continues to be a lot of emphasis on finding and recruiting new talent—which is all well and good—don’t forget the importance of growing and developing the talent you currently have in your workforce. One way to put the focus back on talent development is to re-think the way we talk about HCM software. If we think about HR technology from a “human resources management” or “human resource information system (HRIS)” perspective, the focus is on streamlining the HR processes. Which is important insofar as it saves your HR team from excessive administrative work, but it only gets you so far. Instead, think of your HCM...
People Management Benchmark Quiz
The path to achieving excellence in people management is a continual journey. Find out what phase you’re in and get a customized action plan.
Take QuizPeople Management is the Foundation of HR
Did you know that, according to Gallup, 70% of an employee’s motivation is influenced by their manager? People management isn’t easy and takes a certain finesse to be successful. You have to be consistent in policy and procedure from the top down. Strong leadership can make all the difference.
A good leader has the ability to interact with different personality types while maintaining fair and impartial judgment. Leaders look out for their teams, from making sure each team member has the right tools and technology to get the job done to making sure there’s a mutually understood common goal, a north star. A good leader wants to see employees succeed and gives constructive feedback to help with business development, personal and professional growth.
A recent Paycor study revealed “bad bosses” is one of the top reasons employees quit. This just reiterates the importance of developing quality managers who are invested in giving their teams a purpose. Check out our People Management content to see how you can transform your people process.