You know you need an intelligent HR and payroll software product but do other departments acknowledge the benefits?
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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.
The purpose of this guide is to share with you the benefit of our experience and to provide assistance to you in understanding your legal obligations as an employer under the Data Protection Act 1998 (DPA) when using HR software solutions such as the Cascade system.Published by Muckle LLP and Cascade HR Limited.
With technological innovation continuing apace in the business environment, software, apps and social media are having an ever-growing impact on the world of HR. But when it comes to the effect that HR technology has on employee engagement, industry opinions seem to differ. Does it stimulate an improved mental, physical and emotional attitude to work, or does it encourage a faceless approach to HR which leaves staff feeling disenchanted?
In the modern day business environment clients quite rightly seek reassurance that their expectations of service delivery will be satisfied by suppliers, and Service Level Agreements (SLAs) are commonly established as a result. But what exactly is an SLA? What should clients look for when entering into a new relationship with a service provider? And to what extent is an SLA a true reflection of a suppliers commitment to the customer?
Change is taking place at an ever-increasing pace, not just in the HR profession, but the wider business environment too. Indeed the CIPD has reported that organisations experience major change once every three years.
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