Business is changing, and your HR and recruitment should be at the forefront of this change. If your business is still reliant on paper-based systems, and many man-hours of administration, then you have a lot of options for improvement. But despite what your gut might tell you, change can be both quick and painless. Take Premier Technologies for example. An Australian owned and operated Cloud IT Contact Centre Provider, they would be classed as a medium sized business with 60 full-time employees. Premier Technologies wanted their HR, Processes and Systems updated, and Subscribe-HR's People Management Cloud Software was used to do this. From Talent sourcing to Employee Onboarding and Payroll integration.

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Topics: Digital HR Software, Subscribe-HR, HR employee retention, e-Recruitment Software, Talent Management Software, HR technology, hr software, HR Success, Employee Engagement, HR automation, Employee Retention, People Management Software, talent sourcing, Employee Onboarding Software, Employee Survey Software

Integration to Provide Secure Single Sign-On, Directory Integration, and Multi-Factor Authentication for  Subscribe-HR Customers.

Press Release Details

Sydney, New South Wales, Tuesday, April 11th, 2017 – Subscribe-HR today announced its partnership with OneLogin Inc., the identity management provider bringing speed and integrity to the modern enterprise. This integration partnership formalises Subscribe-HR and OneLogin’s joint commitment to providing a secure and seamless experience for all e-Recruitment, Core-HR and Pi (π) Performance Management end users and administrators.

 

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Topics: Integration, Digital HR Software, HR Cloud, Subscribe-HR, Talent Managament software, HRIS Software, On-Demand HR Software, hr software, HR automation, Single-Sign-on, OneLogin, SSO, press release, Authentication, People Management Software

The HR Professionals of today are struggling to build a culture of coaching, feedback, development, and mentorship for their Employees. Given the fact that more than half the workforce is now made up of Millennials, it is essential that your organisation provides them with the thing that they ask for most, which is, someone to learn from. This approach has been described as the 'Self Developing Organisation.' That is, an organisation that has the capacity, the technology and the operational agility to develop, train and empower on the fly. With the rise of the need for real-time learning and empowerment on the rise, rather than think about your learning and HR strategy as one of 'delivering training,' think about it as 'building a self-developing organisation.'

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Topics: Self Developing Organisation, Cloud e-Learning

According to Bersin, providing Employees the opportunity for learning and development in the workplace has become a paramount attractor in the job market, particularly given the number of Millennials in the workforce and their focus on just that. It has been posited that today's youth will potentially have 70+ year careers, and they understand that their ability to grow, learn and progress is perhaps the most important driver of their future earnings potential and job satisfaction. Companies that focus their culture on career growth and learning, outperform their peers in innovation, long term growth, and employee retention.

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Topics: HR trends, Employee Retention, Human Capital Trends, The learning curve is the earning curve, Cloud e-Learning, LMS, self-developing, deloitte, artificial intelligence, Bersin's learning research, Josh Bersin

At this time of year, there are a lot of articles floating around which profess to know the top trends for HR during the coming year. Sometimes these articles are valid (and backed up by a significant amount of data), and sometimes there is a lot of crystal ball gazing going on. Ultimately, it is becoming more and more difficult to accurately predict future HR trends, however, there are a few annual reports that warrant investigation. One of those reports is Deloitte's annual Human Capital Trends report. The 2016 offering outlines the opinions and perspectives of 7,000 HR and business leaders. That's a significant amount of data gathered from a global cohort, so it is worthwhile taking a look at the picture those 7,000 respondents painted about the likely short and long-term future of business from the HR perspective.

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Topics: Culture and Values, Digital HR Software, HR trends, HR technology, Employee Engagement, Employee Retention, Human Capital Trends, deloitte, hr leaders

In Dr. Zivit Inbar’s previous blog, she described the recruitment process as being based on four major principles: culture based recruitment, workforce planning, transactional activities and candidate selection. Zivit also mentioned that many start-ups fail because they duplicate the recruitment principles of big corporations and focus their time and efforts on the transactional part of the recruitment process, which should actually only take about 5% of the recruitment time for start-ups. The main focus (around 80% of the process) should be on the selection process.

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Topics: Recruitment, Start-Up Culture

When I meet with fast growing start-ups, they often say: 'we need help in writing position descriptions, working with recruiters, sorting resumes.' This is exactly why recruitment fails. With this approach, it is most likely that these start-ups will end up recruiting the wrong people. They may get the headcount number right, but consequences for the culture and teamwork will eventually impact company performance.

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Topics: Skills, HR Values, Recruitment, culture, Workforce planning, Start-Up Culture, People Management, headcount, Talent Retention, Recruitment plan

The world of managing people is a movable feast of transformation. For today's organisations, the focus has shifted from automating and integrating your talent practices, to providing holistic product ecosystems that act as enablers for the provision of stellar people management. The key concern for today's HR professionals and business leaders can be summarised as: employee engagement, teamwork, innovation, collaboration and empowerment. Leaders and managers need HR technology solutions that provide more than just the automation of processes and tasks. The systems of the future need to offer functionality that can increase engagement, enhance efficiencies and improve productivity so as to provide your business with better operational performance, increased value, strategic oversight and the capacity to pivot on a dime when the need arises in any of these contexts. As the HR technology market continues to evolve, disrupt and be disrupted, what will this mean for the future of HR and the future of work?

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Topics: Talent Management, People Management, From Talent Management to People Management, Nine trends reinventing the HR software market