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Evidence-Based HR 103: Why Modern HR Organizations Need Data Science

In our “Evidence-Based HR 101” (EBHR) article, we introduced the idea of using evidence to support HR decision-making. We described EBHR as the idea that HR should make decisions based on proven evidence, hard data, and experimental studies in order to eliminate subjectivity, uncertainty, and risk. In our follow-up “102” post, we discussed best practices,[…]

Why Outsource your Human Resources? Here are a Dozen Benefits.

The decision to outsource all or part of an organization’s HR work can be difficult to make. Many business owners and executives are understandably leery of whether the investment in an HR vendor or professional employer organization (PEO) will really pay dividends. That said, HR outsourcing can be an incredibly powerful tool for boosting business[…]

4 HR Outsourcing Trends Heating up in 2019

Focusing on Growth and Value Over the past several years, the Professional Employer Organization (PEO) industry has focused intensively on value generation. That’s what employers want; for example, 80% of employers indicate that their recruitment strategy should emphasize value creation over cost savings. Four out of five recruiters are aiming for their work to have[…]

Bring-Your-Own-Device (BYOD) and Labor Law

Bring-your-own-device (BYOD) policies reign supreme in today’s workplaces. Nearly nine out of ten (87%) companies expect employees to use personal devices for work purposes. In fact, at many organizations, using a smart device is a necessity. Nearly two-thirds of organizations use some kind of in-house app related to critical enterprise systems. With BYOD, companies don’t have to[…]

The Measurable Value of “Integration” in HR Technology

A pair of studies from The Aberdeen Group found that integration between HR systems generates significant benefits and that “Best-in-Class” companies are more likely to integrate than others. For example, a 2017 study found that Best-in-Class companies that integrate HR systems are 27% more likely than “All Others” to improve the accuracy of operational reporting.[…]

Evidence-Based HR 102: Best Practices

Evidence-based HR (EBHR) can offer a powerful mechanism for organizations to make better workforce-related decisions; and better decisions mean better results. Yet transitioning to an evidence-based way of tackling HR objectives can be tricky. Here’s how to make that move successfully, step by step. 1: Articulate your goal. Imagine that your organization is considering a[…]

Employee Privacy FAQ: Key Questions

Can employers monitor employees’ telephone calls? For business calls, the answer is generally yes. Businesses may not monitor personal calls, but you can tell employees not to make personal calls from specified business phones which may be monitored. Notify employees of the company’s policy in employee handbooks or anywhere company policies are explained. Can employers[…]

Evidence-Based HR 101: What Is It and What Do You Need to Know?

What is evidence-based HR? All too often, professionals today make important business decisions mostly by “winging it”. Their decisions are fueled less by facts and more by factors like time (a fast decision is more important than a considered one), by gut instinct (it feels right), by hearsay (after hearing a decision worked another time[…]