According to the World Health Organization, one in four people in the world will be affected by mental or neurological disorders at some point in their lives.
Wherever you’re based and whatever you do, taking appropriate care of your Mental Health is something that is important to every person that works for you. In the same way you look after your legs or arms, we need to give the same attention to our minds.
October 10th is World Mental Health Day. That’s why on October 9 & 10, NGA HR will be holding events to talk about this topic. All our 5,300+ employees in 35 countries will reflect and show their support for colleagues who are currently going through or have had challenges with Mental Illness.
World Mental Health Day at NGA will see a number of communications that will say clearly: it’s okay to talk about this. We will launch our #iwilllisten campaign, that explains our commitment to employees and how they can be part of this initiative.
As part of the WMHD celebrations, we will also be holding a series of events in our Jacksonville, USA office on October 9. A panel of NGA employees and clients will discuss Mental Health in the workplace. We’ll also have a presentation from Barbara Ricci – a former Deutsche Bank executive, a thought leader in this area and co-founder of the National Alliance for Mental Illness. Barbara has recently authored a piece of work for Harvard Business Review that is interesting reading for anyone on this topic. All sessions will be streamed to our offices worldwide.
We’ll be posting updates on the event on social meeting from the Tuesday events, so please follow @ngahr on Twitter to “listen in” and send us any questions you might have. We’ll also share ideas from our employees on what they do to stay healthy.
People management is more critical than ever to delivering overall business performance.
It is for this reason that we have more and more organizations coming to us for advice on how to free up their HR teams to focus on people performance rather than processes.
The added benefits of freeing up your HR experts to focus on the strategic role of people management, you’re also removing the time, cost, risk and stress of managing the essential, but non-profit making, admin, process and IT elements of your HR services.
“An incredible number of organizations have come to the realization that their people processes are outdated and unmanageable. Geographic expansions, M&A and divestment are just some of the activities that are leaving them with a mix of platforms, opening their HR and payroll processes up to compliance and process risks,” explained Anita Lettink, SVP Strategy & Alliances at NGA Human Resources.
Cost saving - Eliminate capital costs and reduced operational costs
Strategic people focus - Free HR resources to focus on profit-making people strategies
Increase efficiency - Optimize and standardize HR process efficiency, compliance and data security
Great user experience - Guaranteed HR, payroll and App service delivery
Best technology - On-going access to the best HR IT systems and on-going innovation
Real-time analytics - Advanced and sophisticated management information from integrated HR data
Expertise & experience - Access to HR process, strategy and tech expertise not available internally (special focus on local and regional intelligence)
Agility - Flexibility and speed of response to business changes
Make HR strategic - Bringing HR into the wider strategy for organizational move to multi-function shared-services
What are your HRO options?
NGA HR’s expert teams offer you multiple options for your business, depending on where you are on your journey to a digital business, and where your budget agenda currently sits:
HR Business Process HR Outsourcing (HR BPO) - For you, we manage your back-office HR processes for you, including payroll administration and AMS.
Shared service HR outsourcing - For you, we manage the transaction or administrative elements, including help desk and service center interface with employees.
Application service HR outsourcing - For you, we manage the physical HR infrastructure required to support all HR functions.
What are your next steps?
Before you make any decisions, our HR consulting team invites you to sit down with them for a no obligation, open and frank conversation about the strengths, weaknesses, opportunities and threats of your current HR process strategy.
They will then offer advice on how these can be addressed to ensure you have the HR infrastructure your business needs to underpin its overall digital workplace strategy and growth for the foreseeable future.
Book a free consultation today: More and more, potential clients are opting for the free-thinking and flexibility of design thinking workshops for this stage. By the end, you will be clear about what you are outsourcing and why.
The modern workplace is changing and the technology you use to manage your workforce needs to keep up with these changes.
Gone are the days when culling workforce data took tremendous time, energy, effort, and money. Next-generation workforce management (WFM) innovations have enabled real-time data collection, with workforce stats and performance indicators readily available at the disposal of managers.
Big data is no longer exclusive to Fortune 500 companies
With many innovative, cloud-based solutions available, organizations now have the capability to use data to pinpoint how their workforce is performing, which will ease the great pressure that some managers are under to make informed business decisions faster. At the same time, employees expect a better experience from their workforce tools.
The urgency for next-generation workplace data collection applications is high. These applications should empower managers, accommodate flexibility, and enhance the overall employee experience.
Data Collection to Improve 3 Key WFM Areas
There are three key capabilities that these new-age technologies are expected to transform, allowing workplace leaders to collect data efficiently, and make fast and better management decisions.
1. Automation of tactical management tasks
2. Improvement of general employee workplace experience
3. Accurate and reliable tracking of workforce composition
Let’s go through them one by one.
1. Automation of Tactical Managerial Tasks
Managers should be spending most of their time providing strategic management to their teams instead of getting buried in tactical management tasks.
The former increases productivity because it focuses on employee development and contributes to overall business development. The latter involves necessary, but tedious mechanical tasks.
By adopting new generation data collection technologies, managers can untangle themselves from tactical management tasks. Here are a couple of examples:
● Time offs approval
When not planned carefully, employee time offs can cause massive disruptions. Managers are burdened with the important task of making sure all shifts are covered and ensuring there’s enough manpower to keep things moving forward. It’s a time-consuming process.
New generation data collection systems provide employees with a visual representation of the scheduled time offs for their team and automatically prompts them to select a different slot. By having this “self-service” approach, managers can reclaim hours in their work week that would have been lost if they were to process time offs manually.
● Deploying a contingent workforce
Unscheduled absences can hurt a team’s productivity. With a new generation data collection, managers are immediately notified about these disruptions. The system also automatically generates a list of contingent employees that are most suited to replace the absent employees. All the manager needs to do is to trigger the process.
2. Improvement of Employee Experience
The Society for Human Resource Management defines employee experience as the encapsulation of what workers feel, observe, and encounter day-to-day in the conduct of their work. This is influenced by three key factors: technology, culture, and physical environment.
Technology is just one third of the equation, but it affects employee perception about workplace culture and their physical environment as well. Improve technology, and you also improve these two other areas to some extent.
How do next-generation data collection technologies improve employee experience?
● Time capture and approval
New data collection solutions can offer employee GPS tracking. Having the ability to record employee location through mobile devices and enabling them to clock in when they reach a certain proximity to the office has a positive impact on employee experience.
WFM data collection technologies can also trigger automatic reminders when employees are reaching the end of their shifts. Managers can also benefit because they can review and approve time entries easier and faster; thereby minimizing errors from manually clocking in and recording work hours.
● Better work-life balance and better retention
As the labor market has become more competitive, organizations have realized that scheduling automation makes sense business-wise. It should also offer employees better scheduling visibility and flexibility.
With next-generation data collection applications, employees can easily provide their schedule preferences to management, resolve scheduling issues, and provide feedback in terms of schedule quality.
3. Accurate and Reliable Tracking of Workforce Composition
Experts predict that remote workers will dominate the US workforce by 2027. As is, the current workplace composition is more dynamic with a diverse mix of full-time, part-time, remote, contract, and freelancers.
Managers cannot afford to have blind spots regarding their current workforce composition. This is where next-generation data collection can help. More importantly, new age data collection is an advantage in the following workforce management areas as they relate to monitoring workers composition:
● Costing projection
As managers accrue data over time, they will notice certain spikes in the labor costs for the wages of gig employees or freelancers and other contingent workforce. For example, the data might reveal that labor costs for contingent workforce increases during the flu season due to absences. As early as the planning stage, these costs could already be considered.
● Identifying cost-saving opportunities
Organizations with a good mix of in-house employees, contractors, freelancers, part-time workers, etc. should have a clear picture regarding the productivity of each workforce category. They should be able to measure the quality of their work.
For example, hiring freelancers for certain tasks/projects is typically cheaper compared to hiring in-house staff. If freelancers can get the same job done in the same amount of time while meeting the same quality standards compared to in-house personnel, why wouldn’t an organization opt for the more cost-effective alternative?
Numbers Don’t Lie, Numbers Can Lead to Better Workforce Management
It wasn’t too long ago when organizations would forego workforce data collection. It was difficult, tedious, and often expensive.
However, with the deployment of innovative, cloud-based data collection solutions, getting insights into today’s modern workforces has become more accessible. Not using these tools means managers could be missing out on the many benefits data-driven workplace management provides.
Data collection empowers businesses the opportunity to make smarter decisions around everything related to human capital management — from managerial tasks automation, improvement of employee experience, tracking of workforce composition, payroll, compliance, and training and development.
Dean Mathews is the founder and CEO of OnTheClock, an online time clock app that helps over 8,000 businesses all around the world track their employee time.
Dean has over 20 years of experience designing and developing web-based business apps. He views software development as a form of art. If the artist creates a masterpiece, many people’s lives are touched and changed for the better.
When he is not perfecting time tracking, Dean enjoys expanding his faith, spending time with family, friends and finding ways to make the world just a little better. You can find Dean on LinkedIn.
Data is certainly rising to the top of the workforce management agenda. If you would like to understand more about how your organization can drive efficiencies in your organiztion, we're here to answer your questions. You can contact us here.