Do you know how you would rollout your new HR system internally?
A new HR system is an investment for your business. Achieving a good return on investment for this project is
important, and will only happen if end users are engaged with the new software. As you get set to rollout your new
Self Service system, the success of the project hangs in the balance.
The rollout of the new system requires careful planning and management to maximise engagement and positive sentiment towards the change. Vital to the project’s success is the end user’s understanding of the benefits to them.
This Guide will break internal communications planning into four key areas for your consideration;
• The What: Key Messages
• The Who: Your People
• The When: Timing is Key; and
• The How: Cutting Through the Noise
Each section will provide you with top tips and practical examples to demonstrate the difference that can be made by good planning and forethought.
What crucial factors should you keep in mind during a software demonstration?
The decision to invest in HR and payroll software is rarely taken lightly, but once scope, vision and a financial budget has been agreed upon by a senior management team, many HR professionals struggle with how to approach the next stage of the procurement process. Having taken that vital first step and decided to invest in flexible, intuitive HR software, the stages which immediately follow can often prove to be extremely daunting and complex to the HR profession.
This Whitepaper will primarily focus on guiding you through the navigation of scoping requirements, vendor research and vendor demonstrations.
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What areas should you keep in mind when looking for an HR system?
Above all, success when purchasing and implementing an HR system lies in sourcing, selecting and implementing a solution that meets the needs, requirements and culture of the business, and is flexible enough to adapt to organisational change.
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HR Software – How to buy and why
For many HR professionals, taking annual leave can be a nerve-racking affair. It can be all too predictable to come back to a heavy workload of approving time-consuming annual leave requests, and chasing managers as performance appraisal deadlines approach. Situations such as this seem to resonate deeply – a recently published survey indicated that increasingly, HR professionals are struggling to manage their workloads within the confines of the normal working day.
More than three quarters of those surveyed said they spent an extra three and a half hours a week of unpaid work completing work-related tasks, with many pinpointing their commute as a key time to answer important emails (Ortus HR).
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So, what are the common challenges you may face with smart HR technology?
The Human Resources landscape is a tricky one; everchanging factors that are outside of a team’s immediate control, such as legislation or business strategy, mean an HR professional will face a number of challenges on a daily
basis. Reflection and planning is a pivotal part of any business success, and HR is no different.
Interestingly, in a recent Cascade HR study, the challenges that appeared most commonly in the reflection portion of the study, also appeared most commonly in the predictions for the coming year. Over 90% of participants also stated that technology, and more specifically automation, had an important role to play in their HR department becoming more effective and efficient.
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So, what’s the best practice way to kick-start your project?
Someone incredibly well-placed to answer that question is Cascade’s Projects Services Manager Richard Mellor. Having worked in the HR and payroll software industry as a product consultant and project manager, before progressing to his current role, Richard has played a crucial part in over 550 successful Cascade implementations.
Drawing upon all those years of knowledge and experience, Richard has therefore compiled 10 key pieces of advice to help organisations avoid some of the most common pitfalls of software implementation projects.
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With the latest CIPD statistics reporting that employee absence has risen once again from 6.6 to 6.9 days per employee per year, absence management is going to be a hot topic for HR professionals throughout 2016.
Add to this the fact that only two fifths of organisations currently monitor the cost of absence and a mere 25% achieved last year’s absence target, and it is clear that there is work to be done.
Recognising the bottom line impact that absences have – not to mention the potentially detrimental effects on workplace productivity and morale – Cascade has teamed up with two additional experts from the employment landscape, to author this white paper.
When the Employment Appeal Tribunal ruled in the case of Bear Scotland v Fulton, in November 2014, that holiday pay should reflect non-guaranteed overtime, there was a mixed response.
So, fast forward to the present day, and how does the employment landscape look when it comes to holiday pay calculations? How should organisations address the changes? Are further developments likely? And can software help to ensure all boxes are ticked?
This guide explores these questions, and more, with the help of employment law experts Caroline Acton and Marie Walsh, from Consilia Legal, as well as Cascade HR’s payroll specialist Polly Price.
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A recent survey, commissioned by Cascade HR, revealed that 76% of HR and payroll professionals feel their strategic business input remains poorly acknowledged. In the wake of these findings, Cascade’s CEO Oliver Shaw has authored a series of HR hacks, designed to help Human Resources capture the attention of senior management and gain the recognition they deserve in the boardroom.
So, how can the data that HR already holds at its fingertips, be utilised to tackle workforce planning? Cascade’s free, formula-driven recruitment planner will help uncover the answers to the questions previously posed. The only thing a HR professional needs to do is populate the spreadsheet with the numbers relevant to the organisation concerned. Users of Cascade HR can also follow this step-by-step guide to extracting the relevant data from their software.
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With the pace of change in the HR and wider business environment seemingly becoming ever-faster, Human Resources teams have a real challenge on their hands to manage any resulting disruption. Employee engagement and morale is at stake, not to mention the reputation of HR, and there is significant pressure to justify the financial implications of any change projects undertaken.
In this white paper, HR thought leaders therefore focus on the subject of best-practice change management, whilst providing ‘real world’ examples from the UK’s 11th largest housing association, Together Housing.
The white paper also analyses the value of technology to help streamline the potentially disruptive change management process, before sharing tips and advice for those embarking upon their own change journey.