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As with most technology, the knee-jerk approach to figuring out HRIS is often to jump in and start using it. A hands-on approach isn’t necessarily a bad thing, but it may be worthwhile to consider HRIS software classes. Taking HRIS software classes may help you – and your employees – figure out the system faster and maximize the return on your investment.

If you are considering HRIS software classes, the following are a few options that you may wish to consider for yourself and your employees.

Online Training Courses

Many HRIS vendors now offer online training courses that can be used to learn their specific systems. This option is convenient because learners can train at their own pace when they have time. Since HRIS will be used online, the training can also be used to walk learners through using the system step by step exactly as it will be used on a daily basis.

The downside to online HRIS training courses is that it can become tedious or overwhelming if the learner isn’t familiar with HR software in general. The training may be over the learner’s head, which can be dangerous if there aren’t support systems in place to ensure that the learners are prepared before it becomes necessary to use the software. The amount of information that needs to be relayed may also be too much if starting from scratch.

Online training tends to work best if it’s used to teach or update users on specific modules and features. Online learning can be cost effective when compared to other training modalities. This makes it the perfect option when there are particular aspects of the software that need to be learned.

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HRIS Vendor Classroom Training

Some HRIS software vendors offer classroom training at corporate locations or regional training centers. This gives learners the opportunity to ask questions of the experts in a low-pressure setting, while learning amongst others. Teachers may also give users ideas on how to customize the software that wouldn’t have been obvious.

Since classroom style training is by nature done in a “one-size-fits-all” way, it’s possible for some learners to be left behind and for others to be ahead of the curve. Since support is offered, it may be a little easier for beginners to catch up on a large amount of information than with self-service training courses, but it’s still possible for learners to leave the course confused and unprepared.

If your company will be taking part in classroom training for new HRIS software or for updated features, it can be helpful to have participants study ahead of time. Having learners come up with specific questions or look over coursework beforehand can make all the difference when it comes time for the class.

On Site Employee HRIS Training

On site HRIS training can be more expensive than other options, but may combine the best of all worlds. HRIS software experts come to your workplace, so learners get to see the software in the format and setting that they will utilize the software in daily. Learners get the support they need and are generally trained in small groups, so they won’t be overwhelmed with learning too much at once.

For best results, schedule on-site training for a time when the office is closed or when the training can be performed free from outside distractions.

If you feel that you could benefit from new HRIS software and want to select a vendor with training courses that fit your needs, we can help. Visit our vendor match page to get started.

The post Are You Considering HRIS Software Classes? appeared first on HRIS Payroll Software.

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Navigating the world of HR software can be intimidating if your company hasn’t used it in the past. Even if you’re familiar with HR software and just looking to make a change that will save money or improve systems, the number of solutions available and the breadth of capabilities can be a lot to look at.

If your business is small or if you are looking to trim some fat from your monthly expenditures, it may be worth looking into free HR software. The list of available options is considerably smaller and it could help you to identify your best choice quickly. If you’re thinking about trying out free HR software, here are some of the best ways to go about it.

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Turn to a Vendor Matching Company

When you turn to a vendor matching company (like us!) you get the scoop on some of the best free HR software in the industry. Vendor matching professionals are very familiar with a range of software and can help match your needs to a free software solution that will work for your company. This could save you time while putting you in touch with some of your best free options.

Comparison Shop and Research

There are several sites that compare free HR software options, listing pros and cons, revealing different features, and talking about how the various selections work. These sites provide a wealth of information that you can use to make your own decision about which free HR software to select. You may also be able to get a feel for how much the software will cost if your business grows or if you decide to go with a paid version of the software in the future.

When comparison shopping, be sure to read reviews submitted by companies similar to yours. Reviews can be more telling of a solution’s possible issues than summaries of the software written by the vendors or vendor partners. Read reviews carefully and be mindful of the aspects of the reviews that may apply to your company if you were to implement the software.

Contact the Vendor Directly

If you’re confident in your decision to go with a certain vendor’s free HR software solution, you can receive the software by going directly to the company’s website or calling. It’s important to at least do some research and comparing first, but if you’re sure of your perfect software vendor, you don’t necessarily need to look to a middleman to validate your decision or field communications between you and the vendor.

Before committing to a specific vendor, find out what kind of support the vendor will offer through implementation and beyond. Free solutions still need to be implemented and issues can pop up, so make sure that you’re prepared to handle these things yourself if support is bare-bones. Even if the software that you’re selecting is free, be sure that you understand the software completely and roll it out in a way that will add value to your human resources systems.

The post The Best Way to Receive Free HR Software appeared first on HRIS Payroll Software.

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If you have picked up a variety of disparate systems over the years to manage your core HR, payroll, benefits management, and recruitment, it may be advantageous to start looking into a comprehensive solution. Comprehensive HRIS solutions can streamline processes and save headaches at all levels. While they may not be the best option for everyone, comprehensive solutions can benefit most organizations.

Minimizes Data Silos

Company data is critical for every part of an operation, so being able to move data and compare it is often necessary. When data is held in separate systems, it may become arduous to import it to other systems in order to compare. Upgrading to a comprehensive HRIS solution can make it easy to print reports cross referencing data and to simply move between different HR areas to make decisions.

Assists with Pattern Identification

When data is easy to cross reference, patterns may become obvious that would not be visible otherwise. A comprehensive HRIS solution can highlight patterns that HR managers and front line managers may not have even thought to look into. Analytics functions can even provide guidance about how to review the numbers to see what different patterns mean and what can be done to improve operations.

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Convenient for Employees

Being able to log into a single dashboard and review multiple core HR areas can be very convenient for employees. Disparate systems require separate logins, wasting employees’ time and adding to labor hours as they switch through the systems. Upgrading to a comprehensive solution can be a relief for employees and managers that previously had to rely on a variety of systems to perform daily tasks.

May Include More than HR

Comprehensive solutions can be even more comprehensive than ever before, with some boasting integration capabilities with enterprise resource planning (ERP) software, financial software, and customer relationship management (CRM) software. Having the ability to move between all of this information can give a more complete look at how the moving pieces fit together.

Additionally, seeing the data together can help to improve the way that resources are used and productivity levels. Seeing HR data next to CRM data for example, can help managers to ration resources in order to improve customer service. Seeing financial data juxtaposed against HR data can make for better budgeting and potentially help with boosting the bottom line.

Potential Quality Pitfalls

While comprehensive HR software solutions are beneficial in all of these ways, they may not be as customizable or high quality as certain disparate systems. If your organization has gotten used to a certain level of quality that comes with an applicant tracking system (ATS) solution, for example, it may not be reasonable to dump it and make the switch. In this case, it might be more beneficial to find a comprehensive solution that integrates with the existing solution.

If you are considering implementing a comprehensive HRIS, we can help you decide upon your best course of action. Visit our vendor match page to get started with your HRIS journey.

The post Should You Choose a Comprehensive HRIS Solution? appeared first on HRIS Payroll Software.

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Most employers believe that their company is inherently fair. Many employees beg to differ, however, believing that there are favoritism, wage gaps, and other symptoms of unfairness abundant in their workplace. Reports and metrics can help you to litmus test the fairness in your workplace, revealing inequities that you may not have spotted and unearthing dissatisfaction that could be eroding your productivity levels and prosperity.

Pay Equity

Pulling up salary metrics and examining them for fairness can help you to spot wage gaps. Digging deeper allows you to review performance indicators that may be behind the gaps, or conversely the absence of explanation that may indicate management biases. Reviewing salary reports regularly can help you to keep your managers honest and prevent wage gaps that can show your company in unfavorable light.

Absence and Tardiness Reports

Tracking absences and tardiness is important for productivity and performance purposes, but can also show you unfairness that is occurring when it comes to discipline consistency. If an employee has a string of unexcused absences and a record of lateness, but is still working with little to no corrective action, it can be a sign of a larger problem. This can be particularly apparent if other employees have been singled out for these infractions.

Performance Scorecards

Performance may be difficult to measure depending on an employee’s position and job tasks. Using performance scorecards that correspond to employee evaluations and peer assessments can give you metrics that can then be reviewed in report form to assess fairness (and productivity). Seeing performance displayed in this way can give you insights into how fairly your employees are being treated in terms of raises, rewards, promotions, and discipline.

Benefits Reports

Benefits are often offered as long as an employee meets certain criteria, such as working at a company for a specified length of time and working a certain number of hours. Alterations in an employee’s status, such as moving from part time to full time, can be overlooked, however. Reviewing your benefits reports can help you to spot mistakes in benefits offerings that can lead to greater consistency in fairness and can help you to comply with laws.

Turnover Reports

Turnover reports are critical to review, as it generally costs about three times an employee’s salary to replace an employee. Turnover reports may not help you to pinpoint a certain cause or perception of unfairness, but can reveal an issue with employee treatment that can be traced to unfair practices. If your employee turnover reports reveal turnover that’s greater than the industry average or that’s climbing, it may be a good idea to review your other reports for clues in unfair practices.

The post Workplace Fairness Insights Revealed by Your Reports appeared first on HRIS Payroll Software.

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HR analytics got a lot of hype when they became a popular feature for HRIS software a few years ago. After employers got used to having analytics as a standard feature on their HR software, they lost their shine and became background noise. While HR analytics aren’t the magic bullet that they once were touted as, they can still be made relevant to daily operations.

The following are a few ways in which you can put your HR analytics to work.

Recruiting the Right Employees

Analytics play a role in filtering out unqualified candidates, saving your HR staff time reviewing dozens or even hundreds of resumes. Recruitment for HR software can narrow down the applicant pool to a select few candidates that fit best with your company and the position. After interviewing the candidates and conducting screen tests, HR software can be used to further review the candidates for fit, helping your hiring team to make data driven decisions.

Additionally, analytics can be used to help with sourcing. You can use analytics to determine which sources have netted the most hires and possibly even research further to find out which employees have stayed with the company for specified amounts of time. Based on these answers, you can figure out which sources to invest more time into.

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Strategically Training

Analytics can be used to reveal skills and training gaps, or conversely training qualifications and certifications that may make employees eligible for certain promotions. Using this information, employers can schedule training classes and assign training modules needed to bring employees up to speed or to prepare employees for potential next steps in their careers.

It’s important to talk to employees about why training is necessary before assigning the classes. If the right approach is used, employees may be excited about participating in the training that will help them to be more successful.

Tracking Employee Performance

Key performance indicators (KPIs) can tell an employer a lot about how a person works. Analyzing these statistics may help an employer to figure out which employees are most productive, what time of day certain employees are most productive, which times of year productivity increases or decreases, and many other very specific facts pertaining to productivity and performance.

Having this data available may help employers to do so much more than create disciplinary plans or goals for performance. Depending on the structure of the company, employers may be able to schedule employees for greatest productivity, plan for productivity dips, and have highly productive employees teach other employees their tricks.

Figuring Out Retention Issues

Retention is pertinent to any company, but there are a plethora of reasons that employees may leave. Analytics can help you to keep track of patterns in turnover and address reasons for leaving that are cited again and again. Improving retention can help strengthen your team while also mitigating hiring costs.

Staffing for Success

There tend to be patterns in absences and business booms. Analytics can help employers to identify when those factors most frequently affect business so that they can staff for success. Hiring an additional employee or two that can help cover during winter months when business gets busy or when employees tend to become ill can make all the difference.

HR analytics can be very helpful. If you’re interested in acquiring HR software that will give you access to analytics, we may be able to assist you. Visit this page to give us a little information about what you’re looking for so that we can help you get started.

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The post Taking Care of Business: Putting Your HR Analytics to Work appeared first on HRIS Payroll Software.

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Virtual reality (VR) is still in early stages. The technology is somewhat clunky and requires users to purchase some expensive equipment. A few companies have decided that the benefits of using HR for training outweigh the costs, however.

VR can be used in a variety of industries. When used for training, managers must acquire equipment that allows trainees a 360 degree view of a location. This allows companies to create a highly personalized experience that will replicate a real scenario that an employee may encounter.

Giving trainees the opportunity to view a location as it may appear, to make decisions in real time, and see the effects of those decisions, can provide several potential benefits.

Give Trainees a Realistic Experience

New employees often go into a job with some preconceived notions about what they will encounter. At least some expectations generally turn out to be incorrect. VR helps new employees get a more realistic feel for what they will be experiencing than some other training mediums.

Whether training for a new position or updating training to stay fresh and sharp, employees may also get to experience things that would be difficult to replicate using other methods. For example, some hospitals are using VR to train new doctors to relay bad news to a patients’ family. While this could be accomplished using role playing or two dimensional training programs, the new doctors may not feel as empathetic and engaged.

Avoid Potential Dangers

Some jobs include hazards that become more dangerous with a lack of experience and training. Performing surgery, flying a plane, operating heavy machinery, and even cooking using oil and flames can be dangerous for someone that is an amateur. VR allows people to acquire some experience with these tasks in a safe way before training in the real world.

Reduce Impact of Training on Operations

On-the-job training can bog down operations. Having a trainee handle an experience with a client or customer is usually unavoidable, as it has historically been the best way to provide hands-on training. However, it may leave the client or customer feeling like they have been slighted or may even give them a poor perception of your company. Trainees may also make mistakes that lead to a loss of product.

VR makes it possible to give employees that hands-on training without the risks to your operation. They can run through very realistic scenarios that will allow them to make mistakes and practice without costing your organization.

Boost Employees’ Confidence

Using VR to experience realistic situations that they will face on the job can help boost employees’ confidence when they actually experience these situations. They may feel better prepared and calmer, which will improve the way they handle the situation and will also help them stay content with the job. Employees may feel more valued having experienced training that a company invested money and effort into to help them to be adequately equipped for their job.

Link VR and HRIS Training

VR can be a helpful tool for training, but shouldn’t exist in a vacuum. Linking VR to HRIS can help you to keep track of employee skills and training so that you can address skills gaps, optimize succession planning, and train for success.

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The post Could VR Improve Your Company’s Training? appeared first on HRIS Payroll Software.

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The benefits of focusing on employees’ strengths rather than their weaknesses are becoming clear to many managers and employers. A Gallup poll agrees that focusing on strengths can give companies a boost when it comes to profit, sales, customer relations, turnover, retention, and even safety.

If you’ve never tried to figure out your employee’s strengths, however, it can be tough to leverage them. Your HRIS can help you to both find your employees’ strengths and harness them to benefit your organization.

Assign a Strengths Test

Using HRIS to assign a strengths test can make it easy to distribute the tests, determine the results, and communicate regarding expectations about the test. Employees can take the tests on their own time and analyze the results at will. Offering encouragement and hyping up the test as something that could be beneficial to employees could help generate excitement.

Report Results

After strengths tests have been taken, HRIS can be used to report the results of the tests to employees. Allowing employees to see each other’s strengths listed side by side with their own can inspire ideas about how they can better work together. Having clarity about which of their own strengths shine through can also help employees figure out ways to do their best at work tasks.

Discuss Strengths and Set Goals

Strengths shouldn’t be left as a passive piece of data. Bringing strengths into the equation when establishing tasks and setting goals can help engage employees and optimize the way that they work. Managers should talk about strengths when doing evaluations and highlight the ways that different strengths have shone through during projects in the past.

Tie Strengths to Development

Identifying strengths can be helpful in identifying areas that employees would benefit from strengthening through training. These areas don’t necessarily have to be “weaknesses,” they can be related to existing strengths that will help employees to broaden their areas of expertise. By understanding which areas employees are already competent in, employers may also save training costs and time.

Use Strengths in Succession Planning

Succession planning is often based on certifications and documented qualifications, but these markers fall short on identifying personal characteristics that would equip an employee for a job. Integrating strengths into the picture can convey a more human element that may better serve the employees and the company. Understanding whether a person is sociable, displays leadership, or values perfection can be very helpful in establishing whether a person is a good fit for a specific promotion.

Coordinate Strengths

If your workplace is structured in a way that favors teamwork, identifying strengths can help you figure out how to best partner team members for different projects. HRIS can be used to assign these teams, communicate regarding which strengths made the team the best fit for the particular project, and assign goals for the project. Depending on the HRIS, collaboration features may also be available through the HRIS.

If you feel that HRIS could help you identify employee strengths and otherwise benefit your business, we can help you select your perfect solution. Visit our free HRIS demos and price quotes page today.

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The post How Can HRIS Help You Identify and Utilize Employee Strengths? appeared first on HRIS Payroll Software.

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Artificial Intelligence, or AI, is no longer a concept fit only for science fiction novels, but has made its way into our lives in many ways. We can ask our phones about the weather, watch new shows based on our previous selections on Netflix, and even request pizza delivery from Alexa. It makes sense that AI will become a mainstay of HRIS software, but it’s not a simple fix that can be put in place and forgotten.

The human element needs to be considered at all times when utilizing AI in HR. The technology can help make experiences more pleasant and processes more efficient, but is still fallible. The following are a few tips for using AI most effectively.

Offer Support that’s not Automated

AI is great for answering straightforward questions. As such, some companies have seen benefits from equipping AI with a series of frequently asked questions (FAQs) that new employees tend to ask. While this can provide quick solutions for new employees, there should be human support available in case the answers are not so simple or there is more guidance needed.

By offering both options, companies allow new employees greater autonomy while also providing support that can help them acclimate to their positions faster and perform their jobs better. Failure to offer human support can make employees feel frustrated when they cannot find the answers and assistance that they seek.

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Use AI for Repetitive Tasks

AI is great at performing repetitive tasks, particularly when those tasks rely on rules or algorithms. AI can be used to spot patterns, print reports, send alerts, and perform other tasks that can save human resources managers time.

Scheduling is one task that can be well maintained using AI, making it ideal for scheduling employee shifts, interviews, and other important job needs. AI can even be used to communicate and schedule new events, so some companies have started using it to schedule interviews and inform candidates. It’s important to continuously monitor these tasks to ensure proper execution, however.

Put Authorizations in Place

While AI can be used to help with critical HR needs like payroll and onboarding, authorizations should be put in place to prevent errors and ensure the accuracy of information. Simply requiring a few minutes of a human resources professional or manager’s time to click a button and verify information may prevent major errors that could be difficult to correct.

Since AI is still new technology, some companies have had difficulties stemming from giving AI too much clearance. In one company, AI fired an employee and altered all HR records accordingly. The error took weeks to correct, during which time the employee wasn’t paid and became frustrated enough to quit.

While AI isn’t wreaking the kind of havoc that makes movies popular, it is capable of creating problems that can be difficult to fix if it isn’t used carefully. By pairing AI with HR mindfully, companies can see benefits from using the technology without suffering from potential downfalls.

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The post HRIS Meet AI: How to Make the Most of the Pairing appeared first on HRIS Payroll Software.

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Employee engagement has come to the forefront of HR discussions as a key factor in reducing turnover, maximizing productivity, and increasing company prosperity. Unfortunately, engagement is difficult to measure as it means different things to different people. While there will never be one perfect way to assess or address employee engagement, HRIS can help you figure out what works best for evaluating employee engagement within your company.

Creating Meaningful Assessments

Many HRIS solutions provide a template for employee engagement surveys, but allow customization. Having this guideline can help to inspire ideas about which questions will provide insights into how employees directly relate and connect to the company’s missions and how invested they are in their own responsibilities and contributions. HRIS makes it easy to tailor surveys for greater effectiveness.

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Issuing Engagement Surveys

Engagement surveys can generally be issued to all employees with just a few clicks. Employees can then access the surveys using self service portals through their own devices or on company equipment. This increases flexibility, as employees can fill out the survey at their convenience or at designated times as it works best with company structure and scheduling.

Eliciting Frequent Feedback

Since surveys are fast and easy to administer, HRIS can help employers to elicit more frequent feedback regarding engagement. Employees’ responses may vary based on current events, so survey results have a short shelf life and must be refreshed regularly. Annual and biannual surveys just don’t keep employers as up to date as is necessary.

Of course, employees will get burned out if they have to regularly answer a huge number of questions. Keep the survey very short and to the point, using only a few questions that have shown to best reveal employee engagement. Alternatively, administer the survey in a few sessions and compile the results.

Analyzing and Reporting Results

HRIS reporting features compile and report survey results so that conclusions can be drawn and employers can take action to improve areas where engagement is lacking. Engagement is generally broken down into components such as development, interpersonal connection, recognition, and rewards. If results show that many employees feel poorly about development opportunities within the company, for example, steps can be taken to improve the training programs.

Sharing Results and Action Plans with Employees

When results have been extracted and interpreted based on employee surveys, it can be helpful to share those results with employees. Seeing the same concerns and feelings echoed across the organization can boost employees’ sense of community and make them feel validated.

Addressing the results and rolling out an action plan to improve employee engagement lets employees know that their feedback is valued. HRIS can help to communicate results and plans through messaging features or social feeds.

HRIS isn’t a quick fix for employee engagement and administering surveys isn’t a surefire way to evaluate engagement. However, with continuous effort HRIS solutions can help employers take a proactive approach to assessing and improving engagement.

If your current HRIS doesn’t provide the functionality that you need to better engage your employees, we can help. Call 866-629-1227 and we’ll work with you to determine which HRIS solution best meets your needs.

The post Employee Engagement: Can Your HRIS Help You Find Answers? appeared first on HRIS Payroll Software.

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The prevalence of sexual harassment claims in the news lately is making it very clear that the problem is widespread. While most of the claims making headlines have been brought forth against celebrities and people in high-power positions, sexual harassment takes many forms and can be instigated by individuals in any position in any industry. Fortunately, there are a few ways that HRIS software can help employers combat workplace sexual harassment.

Make Information about Sexual Harassment Policies Accessible

The first step to combating sexual harassment is letting employees know what constitutes harassment and what to do if it happens. Creating an information library within the HRIS that can be referenced can help keep employees informed about company-specific sexual harassment policies. HRIS makes it easy to update these policies so that employees always have access to the most current information.

Employees should be informed of exactly what will happen if a report is filed. Investigation steps, disciplinary actions for perpetrators, and support for victims should be outlined within the information library.

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Provide Avenues for Sexual Harassment Reporting

HRIS can be used to provide different avenues for sexual harassment reporting. An alert line number can be listed for employees that are more comfortable using the telephone to report harassment. Messaging options can also be made available through the HRIS.

Some HRIS vendors are now offering a chatbot that will message with employees filing harassment claims. In some cases, employees feel more comfortable messaging with a chatbot because there is no potential for judgment or bias. A chatbot feature may also improve anonymity.

Collect All Information Regarding Harassment

HRIS can be used to store and track all documentation pertaining to a harassment claim, creating a paper trail. Notes can be added as investigations are conducted. Disciplinary actions taken against those found guilty of harassment can be documented, as well.

Using HRIS to collect documentation can help companies to protect themselves in the case of lawsuits.

Organize Sexual Harassment Training Sessions

Even if information is provided through HRIS libraries and tools are available for employees to report harassment, employees may still shy away from reporting and fail to read sexual harassment policies. It’s important to conduct training sessions to make sure that all employees understand the company’s stance on sexual harassment and have a clear idea of what to do if it happens.

HRIS can be used to organize training sessions and inform employees of available classes. HRIS features can also be used to track attendance to the classes.

Gauge Feelings on Sexual Harassment Policy Effectiveness

Surveys distributed through HRIS provide employees with a way to express their feelings regarding a company’s sexual harassment policy and the effectiveness of strategies to stop workplace harassment. Regularly distributing surveys can help a company to improve the way that sexual harassment is handled and better meet employees’ needs.

There are many ways that sexual harassment can be addressed and mitigated by employers. Using HRIS to assist with prevention and handling of sexual harassment claims is simply a smart way to use available tools.

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The post Could Your HRIS Help Stop Workplace Sexual Harassment? appeared first on HRIS Payroll Software.

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