In times of uncertainty surrounding the cost of living, rising energy prices and inflation, it’s no surprise that financial wellbeing is a growing concern for many.
- Topic:
- Human Resources
We speak to CIPP expert, Samantha O’Sullivan to explore the current landscape of payroll and how businesses can avoid costly pay errors.
- Topic:
- Human Resources
For many HR and payroll professionals, investing in a payroll bureau service is a no-brainer. For others, it can feel like a daunting task deciding on the best way to manage complex and time-consuming payroll processes beyond an in-house team - or instead of a full payroll team.
In this article, we take a closer look at what a payroll bureau service is, how it works, key benefits and how it compares to fully managed payroll outsourcing and in-house payroll software. This will help you make the right decision for your business.
- Topic:
- Human Resources
Knowing how to approach the issue of employee retention in teaching has been a long-standing debate across UK schools. Here, Mandy Coalter, founder of Talent Architects, explores the topic from a HR perspective. Having spoken at the Convenzis virtual event for growing multi-academy trusts (MATs), Mandy has a wealth of experience in helping schools and trusts.
- Topic:
- Education
For the first few months of the pandemic, organisations were in crisis management mode dealing with the immediate impact of the changes. However, almost two years in, organisations have started to look to the future.
Sven Elbert, Senior Analyst for Human Capital Management (HCM) and Talent at Access People partner Fosway Group, explores the ten digital HR trends that will emerge in 2022 and beyond.
- Topic:
- Human Resources
Many people leaders are all too familiar with the additional HR challenges that can arise at Christmas time, from constant enquiries about payday to dips in productivity, last-minute annual leave requests and potential Christmas party fallout.
But that’s all in the Christmas past for many, who likely manage (and therefore pre-empt) any festive related HR issues in their HR software. So that’s Christmas present handled too.
But how do HR managers prepare for a Christmas future yet to come, and avoid being haunted by failed HR strategies that came before? Can you judge how successful your HR strategy has been this year for example, and make decisions on where to focus next year?
- Topic:
- Human Resources
The big theme for our virtual event Access All Areas this season has been about energising engagement – improving the sense of participation, pleasure and involvement that your employees hold from working at your organisation. I caught up recently with one of our customers about their experience improving and enhancing employee engagement.
- Topic:
- Human Resources
In a world in which data is king, it may seem like a no-brainer for different teams in companies to be sharing their insights and making the most of what each side has to offer. But for many organisations, there’s still a disconnect between the data coming out of the finance team – like profit and loss, expenditure rates and more – and the data from the HR team, such as absence, sickness and morale levels. This blog post will look at which of the two – if either – is more reliable and how they can be brought together for sustainable, connected data sharing.
Finance
Finance departments are often tasked with the question of how to increase profitability and carry out the job of cost control. In order to make these decisions, significant quantitative analysis must take place – and there’s no doubt that this can often be precise and accurate if carried out in the right way. Connected working, however, can bolster the findings made by a finance department even further. The qualitative data available from a HR department – from an employee feedback survey, say – can provide illuminating context and helpful explainers which help finance to see their own data in a new light. With the Accounting Web survey reporting that a whole 10% of financial directors think that their role has become less strategic, meanwhile, allowing finance to work alongside HR in this way means finance teams have more of a chance to contribute to holistic strategy-setting.
HR
Over in HR, the main questions are usually how to work more efficiently and how to increase productivity. The sorts of datasets produced by HR can be objective and quantitative, like in finance – but because they are often based on subjective, qualitative evidence such as employee feedback forms, there’s still a risk built in. One person’s idea of a positive workplace, for example, may be another person’s idea of an average workplace – which can skew results. The personalised nature of HR data, however, means it is often the catalyst for discovering major procedural or recruitment problems. And when qualitative data is linked to and underpins quantitative financial data, meanwhile, the increased context means ambiguity is removed.
- Topic:
- Finance
When was the last time your business did a comprehensive skills review across your workforce? In light of the huge changes we’ve all seen and experienced over the last year, now is probably a pertinent time to stop and take stock. One key area that has been in the spotlight has been the use of technology.
As many businesses are beginning to transition into more normal working patterns, why not use this opportunity to review your employees’ technology skills?
- Topic:
- Human Resources
As we are emerging from an intense period of challenge and change due to the pandemic, how can HR best provide performance management support across the workforce? Performance management is a core requirement for HR leaders – and it’s important to do it effectively while also balancing responsibilities for employee wellbeing.
- Topic:
- Human Resources
