Launching a Successful Onboarding Initiative – how HR technology helps – written for HRCloud

Launching a Successful Onboarding Initiative How to incorporate technology and measure ROI Organizations are using a formal onboarding initiative to gain impressive and important benefits related to improving the longevity of new hires as well as increasing the efficiency of the recruiting process. An effective onboarding program will have a bottom line impact and will result in newly hired employees becoming productive sooner. This paper focuses on the more specific details of the activities that should be included in an organizations onboarding program, and how onboarding can be directly tied to organizational performance. Additionally the importance and impact of needed HR technology in support of the onboarding process will be discussed. FOR THE COMPLETE ARTICLE, PLEASE GO TO… http://hrcloud.com/white-papers/ Thank you Marc S...

Five HR Technology Predictions for 2014

FIVE HR TECHNOLOGY PREDICTIONS FOR 2014 PREPARED BY: MARC MILLER Marc S. Miller Associates January 7, 2014 1- Metrics will be considered a “must have” component of any HR Technology software application. Leading vendors will provide templates of graphically pleasing “dashboards” which will replace the ad-hoc reporting in “pop and sizzle”.  These same vendors will push the case for a business partnership – helping HR become the strategic force it needs to be – in most organizations. Analytics from the world of “Social Media” will be a big part of any “new metrics” delivered by the more successful vendors. “Big Data” will be a relatively new “lexicon” within HRT and the vendors will talk it up to show the timeliness of their offerings. 2- Thinking they can enter the comprehensive HRT market, “niche’ vendors – that heretofore had only a specific application (such as Time and Attendance or Talent Management) – will make a concerted effort to partner or otherwise integrate with, another vendor’s HRIS capabilities – so to appear as a fully functional HRT provider. This will not prove to be very successful. 3– New vendors offering “one to many”: hosted SaaS HR applications will emerge and try to duplicate the success of Workday… at a cheaper price point (Per Employee per Month).  It will be feasible for the price point for a comprehensive HR, Payroll and Benefits administration system (“HCM”), to drop to a level beneath $10 PEPM for these core modules (after Implementation costs). Keep an eye on such vendors as PeopleStrategy, HRCloud, and cfactorWorks. 4– SaaS – Software as a Service – will continue to penetrate and energize the HR Technology (HRT) application marketplace.  A predominate number – possibly greater than 85% of all new HRT sales and implementations – will be for hosted, SaaS delivery via the Cloud  by a relatively smallish group of both established and upstart vendors.  These sales will be driven by HRT executives who are replacing on-premise HRIS applications and have recognized the cost effectiveness and robust functionality for Web-delivered (on multiple devices) HR administration, on boarding, Talent Management and Performance Management – anytime and anyplace. 5 – Global Payroll providers, not well known in the US market – such as Cloudpay, Northgate Arinso, and SafeGuard will strengthen formal collaborative arrangements and partnerships with the US based market leaders in HR Technology, creating a “win-win” situation to expand Global Payroll integration with HCM. This will gain traction throughout 2014....