A healthy spine is flexible, keeps the body in alignment and transmits messages accurately and efficiently from the brain to the rest of the body. In the same manner, the key to flexibility, efficiency and effective management of employee information in HR, is to allow for a smooth flow of data between all the convergent data points that HR management generates. Given the amount of disruption to the way we work in 2020 - what are the convergent data points that HR needs to optimise to ensure that there are no bottlenecks in the employee lifecycle going forward? Let's take a look.

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Ensuring that you've got the right people, in the right place, at the right time, with a compensation or fee structure that works for your business is an ongoing challenge for many organisations. Aligning all those factors in times of rapidly evolving circumstances is even more difficult. Especially if you also have to juggle compliance or regulatory changes. That's a recipe for high levels of stress and a greater margin for error. Especially if you're trying to model multiple different scenarios with multiple different employee types in very short timeframes. A sudden change in economic circumstances (or restrictions on working conditions), makes it abundantly clear; you need tools that make it easy for you to model and report on remuneration efficiently, without needing to resort to spreadsheets or paper shuffling. This week's HR Blog explores remuneration modelling and HR automation in times of change.

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