“The Great Resignation” – what is it and how did it happen? Amidst the COVID-19 pandemic, many have experienced great changes in their lives. Not only is the world and economy rapidly shifting around us, but so are our own expectations or values. In the workplace, we have witnessed a big shift to employees who are working from home or remotely; many companies are even forgoing some of their office space in light of the shift to hybrid or fully online workforces. 

With the pandemic, we have seen a surge in health and safety protocols everywhere.

Whether it be enhanced sanitation measures, daily temperature checks, or curbside pick-up options, organizations have been pivoting to try to keep both customers and employees safe. One main facet that has affected many employees and employers has been the shift to working remotely. While this is not a new feat with many workers already working remotely as part of their job, an increasing number of organizations have shifted the majority of their workforce to working from home in hopes of reducing the spread of COVID. Not only is this an adjustment for employees, but employers also saw their share of change with the need to manage a remote workforce. There is no doubt that managing a remote workforce has its own challenges such as the need to maintain communication with employees, as well as the need for technology to keep everyone in touch and on the same page. 

With the many changes in 2020 and 2021, human resources along with other departments have needed to adapt and pivot best practices in order to remain efficient and successful. Although the business landscape continues to change and it can be difficult to know what will happen next, it is important to acknowledge trends and predictions. In this blog, we will discuss 10 human resources trends and what is predicted to continue throughout the rest of 2021 and beyond.

When was the last time you looked at your human resources (HR) department to evaluate processes? Are all aspects of your organization functioning at optimum capacity, or are you barely getting the most important tasks accomplished? While it may not seem as important as finance or sales, human resources management plays a significant role in your business. Ineffective processes within the HR department can impact other areas of the organization, hindering your business’ productivity and efficiency

A HRIS (Human Resources Information System) is a tool that effectively helps the HR department become more efficient. It helps every business successfully transition their processes to meet the demands of the twenty-first century. 

Perhaps your organization would like to offer employee training as one of its benefits, but you’re not sure if you can afford it. Or maybe you’re just not sure it’s worth it. After all, how can you quantify learning?

A Human Resources Information System (HRIS) is a valuable tool to improve the productivity of your HR department. Such a system can help you automate many common HR services. This, in turn, gives your HR team more time to work directly with employees and add to the strategic planning for the company.

A new Human Resources Information System (HRIS) can yield important insights into your company’s human resources needs. One such need that may be revealed is high turnover. The cost of employee turnover is staggering, not just in terms of recruiting and hiring new workers, but in time lost to candidate searches and interviews, lost productivity, and lost knowledge as workers exit without transferring information to newcomers. High turnover also hurts employee morale.