North State SHRM News & Legal Updates
Your source of relevant news in HR in the North State, California and nationwide.
In this podcast, Aaron Crews, Littler’s Chief Data Analytics Officer, discusses potential uses for AI in supporting HR decisionmaking with Athena Karp, the CEO and cofounder of HiredScore. They explore ways that technology – such as explainable algorithms – can serve employers by improving the effectiveness and transparency of processes for companies and other stakeholders, including candidates. They also address how organizations can structure, validate and verify their data and data training to prevent bias from sneaking into AI-driven analysis.
Every generation to enter the workforce has influenced recruiting strategy, and Gen Z is no different. What’s the new competitive edge with these diverse, tech-savvy candidates entering the workforce? Recruitment marketing. Why Recruitment Marketing Is Nonnegotiable Recruitment marketing involves developing and communicating a value proposition to candidates much like marketers do with consumers. It’s a… View Article
A typical day in HR is… anything but typical. Whether you’re dealing with an employee suddenly leaving or your CEO demanding results, you’re constantly on the move and putting out new fires.
You’re busy, to say the least.
And on top of it all, you still have to answer questions about payroll and keep up with compliance reporting. That leaves little room for higher-level responsibilities like scouting for new talent or developing strategies to motivate employees.
No one needs to tell you that your time and energy are valuable. And your day shouldn’t be consumed with administrative or routine tasks. Whether you’re doing everything on pen and paper or using specialized software for recruiting or training, it’s time to consider a change.
If you haven’t heard about HRMS, now is the time to check out the technology that can streamline HR and help you take back your day.
A human resource management system (HRMS) integrates all of the core and strategic HR functions into one solution, improves recruiting, offers a self-service portal, automates data entry and administrative processes, streamlines information in a central database, reduces payroll and compliance errors, and facilitates data-driven strategies.
HRMS, HRIS and HCM are various acronyms used for comprehensive HR technology. It’s easy to get confused, because these terms are often used inconsistently and interchangeably. That said, it’s still a good idea to know how they are generally defined. Here’s a breakdown of which modules are included in each one:
HRMS has the most modules of any HR technology, but typically has fewer customizations and advanced features compared to specialized software that focuses on an individual module. What makes HRMS preferable, however, is that it’s an integrated system that can follow employees end-to-end from recruiting to exit interviews.
Consider these seven ways that HRMS can transform your HR department.
We’ve previously written about the insights that applicant tracking systems (ATS) can provide, including:
An HRMS solution won’t have as many specialized features as a dedicated ATS software, but it will have the benefit of retaining applicant information if they are hired and onboarded. You’ll also be able to analyze this data and generate reports on the types of candidates that ultimately become successful employees.
Once you’ve hired the right candidate, it will be important for you to keep them engaged from the beginning. Employees that go through a structured onboarding program are 58% more likely to stay with an organization after three years.
With HRMS, onboarding can start even before the new employee reaches the office. Employees can sign administrative documents electronically, catch up on company news and business goals, and join virtual social networks of colleagues. On their first day, they’ll have more time to tour the facility, set up their equipment and hit the ground running.
HRMS solutions can also boost engagement through continuing education. For example, millennial employees ranked training and development as the most important benefit of working for a company, higher than cash bonuses, free health care and a pension.
Small businesses may find hiring speakers or holding physical classes too expensive. HRMS offers a cost-effective alternative with e-learning modules to help employees improve their skills and performance at their own pace.
This type of professional development not only promotes employee engagement, but also prepares future leaders within your company who might otherwise leave.
Employees often have specific questions about their salaries, benefits and time off. Answering these vital yet routine questions, however, can take up a huge chunk of your day.
With a self-service portal, employees can access their information any time, from a remote site or on their mobile phone. The portal generally has a user-friendly interface and allows employees to:
Managers can also approve and decline employee time off requests without your intervention.
In the end, your employees will be able to answer many of their own questions at their own convenience and you’ll have to do less data entry, giving you back valuable time to spend on more meaningful activities.
You know how important it is to maintain accurate payroll and compliance records. Any mistake is not just a headache but also a potential lawsuit.
HRMS automates these processes, so that you can worry less about costly errors. It can calculate wages and salaries, deduct the correct amount of taxes and benefits, and print checks or execute direct deposits. It can also schedule reminders when compliance forms are due, require employees to digitally accept communications and deliver compliance training.
In addition, the system will consolidate information into a central database. You won’t have to go searching through multiple filing cabinets, spreadsheets or emails for various details about a single employee. This not only saves you time and energy, but can also keep you organized and reduce errors in transferring information.
Employees are more productive when they feel that business objectives are aligned with their skill sets and accomplishments are properly rewarded. Yet it may not be clear to you how employees are doing in their roles and whether or not they are succeeding.
HRMS solutions empower employees to take performance into their own hands. They can:
In response, managers can:
Overall, everyone will have a better understanding of how employees are doing at their jobs. Managers can acknowledge progress and employees will have a clearer path going forward.
When an employee leaves, you conduct an exit interview to understand why. The information you get, however, may not always be accurate. Perhaps there are strong emotions surrounding the departure or the employee doesn’t feel comfortable being honest in person.
HRMS solutions can communicate with employees even after they leave. Because they’ve had time to understand their reasoning and now have the space to be direct, their insight can be valuable. This information can be combined with other metrics previously collected by the software such as demographics, performance, promotion wait time and compensation ratio to create a more holistic analysis of employee turnover.
Fully examining why an employee leaves is important because it helps to develop a strategy for reducing turnover in the future. Without proper data, you’re left to wonder if your assessments are accurate.
Businesses are increasingly looking to HR for more data-driven initiatives and strategies. Whether its recruiting more efficiently, increasing engagement or reducing turnover, senior management wants your decisions to be backed up with quantifiable metrics.
HRMS not only records information but can also generate reports and analyze real-time key performance indicators, such as duration-in-position or time-to-achieve goals. This data can help you develop evidence-based strategies that are more likely to get buy-in from senior management.
Some HRMS solutions even offer predictive analytics that can give you more certainty in your workforce decisions and insights for future recruitment and retention strategies.
With a self-service portal, automated processes and a central database, HRMS solutions can reduce the amount of time you spend on labor-intensive tasks and transform your HR department.
You’ll now be free to focus on data-driven strategy and higher-level initiatives that will ultimately benefit your greatest resource–your employees.
If you’re in the market for an HRMS solution, it’s important to do more research on implementation, cost, integration and training. For more info, here’s our definitive guide to HRMS.
When a job seeker fails a pre-employment drug test, often the company rescinds the offer and both parties move on.
That scenario wasn’t working for the Belden wire and cable factory in Richmond, Indiana, which in 2016 faced a labor shortage due to a spike in retirements and a dearth in qualified applicants. So they tried something dramatically different.
Belden’s factory, which sits near the Ohio state line and employs more than 400 people, began offering drug treatment to those who failed their drug screening with a promise of a job if they successfully complete the program — all on the company’s dime. The pilot program, called Pathways to Employment, was launched in February 2018 and is believed to be the first of its kind.
“We had many people who were retiring and we needed to fill dozens of positions, but it was getting harder to find candidates because so many were failing their drug test — around 10 percent,” said Dean McKenna, Belden’s senior vice president of human resources. “There was no mechanism to deal with this except to say, ‘Sorry, you can’t work here.’ The CEO and others talked about what would happen if we hired these people. They said, ‘How bad would it be to give them the opportunity to get back in the workplace?’ ”
Belden teamed with Richmond-area organizations including Centerstone, a mental health and drug addiction provider, Meridian Health Services, Ivy Tech Community College and employment agency Manpower of Richmond, to manage the program. Participants are referred to a health care provider for evaluation and to develop a treatment plan, according to McKenna. So far, 26 have been through the program.
“The success rate is better than what we could have hoped for,” he said. “My peers probably thought we shouldn’t do this. There are risks of injury and litigation. You need the right level of support from the community.”
While many states are struggling with the opioid epidemic, Indiana is among a handful that is also facing a growing labor shortage, according to research from Indiana University. The economic damage caused by opioid abuse cost the state $4.3 billion in 2018 and will exceed $4 billion again this year, the study showed.
In 2015, nearly a million Americans were not working because of opioid addiction, according to a study by the American Action Forum, a nonprofit advocacy group. Between 1999 and 2015, the decline in labor force participation cost the U.S. economy $702 billion as the result of 12.1 billion worker hours lost, the study found. In some industries, such as construction, trucking or manufacturing, the numbers are even higher.
In neighboring Ohio, which leads the country in drug overdose deaths per capita, opioid addiction, abuse and overdose deaths cost the state anywhere from $6.6 billion to $8.8 billion annually, according to a 2017 report from the C. William Swank Program in Rural-Urban Policy at Ohio State University.
In order to help employers improve worker health and safety, the Ohio Bureau of Workers Compensation launched a pilot program in October to reimburse companies for drug testing and to provide training that helps managers deal with workers in recovery.
“In Ohio we are almost at zero unemployment, but we have employers that can’t find candidates who can pass a drug test,” said Dr. Terry Welsh, the bureau’s chief medical officer. “We aim to help employers hire and manage folks in recovery no matter their addiction. Normally, drug testing is an expense that employers bear themselves, but we are incentivizing them to do it by offering reimbursement. We are also providing professional training to folks in management for second chance employees.”
The agency has been a pioneer in tackling the opioid crisis, according Welsh, who pointed to the 2011 overhaul of its pharmacy program to better monitor and reduce addiction to potentially dangerous prescription drugs. In 2016, the agency also created safeguards to hold prescribers accountable if they don’t follow best practices. The agency saw a drop in opioid addiction among injured workers of 59 percent between 2011 and 2017.
The bureau’s Opioid Workplace Safety Program will provide up to $5 million over two years to employers in the state’s hardest-hit counties for expenses related to both pre-employment and random drug testing, manager training and support for workers in recovery.
At Belden in Indiana, the cost to treat a candidate classified as low-risk for relapse is around $16,000 and up to $25,000 for someone who is considered a high risk. McKenna said it’s a small price to pay.
“When you look at the difference in cost between a manufacturing job we can’t fill and a machine we can’t run versus what it costs to help someone get back on their feet, you see that it’s worth it,” he said. “These are people with real illnesses. They aren’t choosing to be in that situation. It’s unfair to discount them from society because of the problems they’ve stumbled into.”
The post Opioid Treatment Programs Offer Second Chances to Workers Facing Addiction appeared first on Workforce.
Legislation prohibiting federal agencies and federal contractors from asking about job applicants’ criminal history until after making a conditional offer of employment appears on its way to a House vote. A bipartisan group of lawmakers from the House Oversight and Reform Committee supported the Fair Chance Act during a hearing March 13.
The college admissions bribery scheme that recently rocked the nation demonstrates just how important some parents think it is for their children to attend a prestigious school. Do employers, recruiters and education experts think the same?