Cecile Alper-Leroux – Ultimate Software's Blog http://blog.ultimatesoftware.com Thoughts on Putting People First in the Workplace Thu, 27 Jul 2017 13:58:08 +0000 en-US hourly 1 https://wordpress.org/?v=4.8 HR Tips for the Road Ahead in 2016 http://blog.ultimatesoftware.com/hr-trends-2016/ http://blog.ultimatesoftware.com/hr-trends-2016/#respond Fri, 22 Jan 2016 16:27:04 +0000 http://blog.ultimatesoftware.com/?p=459 With 2015 now in our rear-view mirrors, it’s time to focus on the road ahead in 2016. This year is sure to present more challenges, such as ever-changing healthcare reform legislation, but also a lot of exciting opportunities—and ways to shift your thinking. As you buckle up for the ride and prepare to hit the […]

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With 2015 now in our rear-view mirrors, it’s time to focus on the road ahead in 2016. This year is sure to present more challenges, such as ever-changing healthcare reform legislation, but also a lot of exciting opportunities—and ways to shift your thinking. As you buckle up for the ride and prepare to hit the wide-open road, here are a few tips to help you navigate your scheduled route, avoid oncoming speed bumps, and accelerate your HCM in 2016.

Tips for HR in 2016 - Recruiting, Talent Management, ACA, and Global HCM

Sit in the driver’s seat to tune-up recruiting and talent management practices, keep your eyes on the ACA, and think globally about HCM in 2016.

Put Yourself in the Driver’s Seat

This year, don’t just work on being a better manager—focus on becoming a leader. Your team members have developed their goals and have mapped out where they hope to arrive by year’s end. You can help ensure they reach that destination.

We’re excited about the release of UltiPro’s “My Leadership Actions” tool. Using the power of predictive analytics and an assortment of data points, UltiPro empowers you with suggested directions and actions for proactively engaging your direct reports. Think of it as your GPS on the road to leadership.

Best of all, My Leadership Actions doesn’t just benefit managers. According to BI Worldwide, engaged employees are 87% less likely to leave an organization than non-engaged employees. In a true win-win for everyone, you develop your management skills, hone your ability to lead, and grow your own career, all while helping your employees grow theirs.

Tune-Up Your Recruiting Practices

Aren’t road trips always more fun with a great group of passengers? Before you ride too far down the HR highway, however, make time for a pit stop to reevaluate your recruiting processes.

Are you attracting—and, perhaps more importantly, retaining—the right talent for your organization? Think about what you can do differently or improve upon to bring the ideal fit onboard, a person who not only has the necessary skills for the position, but who also gels with your established workplace culture.

Don’t forget that, in 2015, millennials officially became the largest generation in the workforce. While some may think Gen Y brings too much baggage, millennials can certainly provide us with crucial insight into the evolving expectations of all employees—especially with regard to recruiting practices.

Keep Your Eyes on the ACA

With so many people and processes requiring our attention, it’s easy to get distracted and veer off in different directions. But as HR professionals, it’s especially important we keep our eyes on compliance. As in previous years, in 2016, we have to pay particular attention to the Affordable Care Act (ACA)—or else we can end up paying costly citations.

The ACA has many moving parts. Proposed legislative changes continue to rotate around Congress, and there are likely to be more twists and turns ahead. But, don’t worry. Ultimate can help steer you clear of the stress and the confusion. Start by checking out our extensive ACA Resource Center, featuring helpful ACA guides, whitepapers, answers to FAQs, and much more.

You can also take an online test drive of UltiPro’s ACA Toolkit. See firsthand how Ultimate’s helping organizations across the United States navigate the ACA, from a dashboard for monitoring compliance requirements to functionality for rapid and accurate reporting. As a certified and IRS-approved transmitter, Ultimate can also assist with generating and filing all required 1094-C and 1095-C forms for the ACA.

Think Globally About HCM

Even if you’ve already charted your course and calculated your budget for the trip, always keep your map open and don’t be afraid to go beyond borders. Maybe your organization doesn’t currently operate on a global scale. The exciting news is it’s becoming easier than ever to expand into new markets.

As you continue on your HR travels this year, consider the realistic possibilities—and advantages—of exploring new territory. You have the potential to reach new people, build your network, remain connected no matter where you’re headquartered, and, ultimately, drive more business for your organization.

The best part? You don’t have to traverse these locations alone. Implement the global HCM strategy that works for your organization, and your employees can continue to collaborate and innovate together, from wherever they work.

We’ll cover each of these topics at greater length with additional blog posts throughout the year. For now, be sure to register for Ultimate’s free live webcast, “Break the Mold: What HR Should Be Doing Differently in 2016,” on Wednesday, January 27, at 2:00 P.M. EST. I’m pleased to join Claire Schooley, principal analyst on the Applications Development & Delivery team at Forrester Research, for an insightful discussion on transforming your overall approach to HCM. Our goal is to help you #RethinkHR—in 2016, and in the years ahead.

 

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Previewing Ultimate’s Live Webcast: Analyzing HCM in the “Real Cloud” with Nucleus Research http://blog.ultimatesoftware.com/hcm-trends-real-cloud/ http://blog.ultimatesoftware.com/hcm-trends-real-cloud/#respond Thu, 29 Oct 2015 09:06:45 +0000 http://blog.ultimatesoftware.com/?p=381 Whether in the workplace as an employee or shopping online as a consumer, we all expect a convenient, unobtrusive, and simple experience with technology. With respect to HR technology, that means leveraging all-in-one solutions that not only help us to streamline complex or time-consuming tasks, but also present us with meaningful data to make better, […]

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Whether in the workplace as an employee or shopping online as a consumer, we all expect a convenient, unobtrusive, and simple experience with technology.

With respect to HR technology, that means leveraging all-in-one solutions that not only help us to streamline complex or time-consuming tasks, but also present us with meaningful data to make better, more informed decisions.

Case-based firm Nucleus Research refers to these full-service suites as human capital management (HCM) in the “real cloud,” highlighted by the software’s ability to deliver crucial information to people with increased efficiency and less stress, by drawing from sound data stored in the cloud.

To offer a more comprehensive look into HCM in the real cloud, Ultimate Software is pleased to present a live webcast with Brent Skinner, principal analyst for HCM at Nucleus Research, on Wednesday, November 4, at 2:00 P.M. Eastern time.

This one-hour discussion will provide:

  • Insight into the ways organizations are using integrated, full-suite HCM solutions—instead of multiple point systems or a mix of disjointed applications—to overcome today’s top HR challenges
  • A preview of spending trends for 2016, as well as key drivers for investment in HCM
  • A look at the important role service and support plays in facilitating a better user experience throughout the entire customer life cycle, from initial rollout to implementation of additional features
  • Case studies on how Ultimate’s award-winning solution, UltiPro®, has helped our customers achieve their unique goals and realize better business results

“At Nucleus, we’re focused on how technology directly impacts return on investment,” says Skinner. “In assessing the industry and speaking with real-cloud HCM software users—especially those utilizing UltiPro—we’ve found all-in-one HCM suites can provide organizations with greater ROI, based on measurable productivity increases. We’re excited to share some noted success stories and discuss how these integrated solutions can benefit companies across diverse industries.”

The complimentary webcast will conclude with an interactive Q&A session. Register today to attend Highlights from 2015 Nucleus Research Trends in HCM Investments. Anyone currently in the market for HCM technology or with plans to evaluate their solutions in the near future is especially encouraged to join us for this event.

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A Spirited Look at HR Tech 2015 http://blog.ultimatesoftware.com/spirited-look-hr-tech-2015/ http://blog.ultimatesoftware.com/spirited-look-hr-tech-2015/#respond Tue, 29 Sep 2015 08:51:10 +0000 http://blog.ultimatesoftware.com/?p=372 October is here and, not only does it signal the contemplative fall season, for us at Ultimate Software, it means the exciting HR Technology Conference & Expo is just around the corner! Held this year October 18–21 in Las Vegas, HR Tech is packed with panel discussions and special events that delve into current trends […]

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October is here and, not only does it signal the contemplative fall season, for us at Ultimate Software, it means the exciting HR Technology Conference & Expo is just around the corner! Held this year October 18–21 in Las Vegas, HR Tech is packed with panel discussions and special events that delve into current trends and best practices, while providing an expert glimpse into the future. It’s also a prime chance to reconnect and network with professionals from all sectors of the HCM industry.

Several of my colleagues and I are thrilled to be participating in a variety of sessions throughout the four-day conference, highlighted by an exclusive preview of Ultimate’s Affordable Care Act compliance tools and services.

Here’s a look at where you’ll find Ultimate during HR Tech:

Monday, October 19

Join our VP of Products, Martin Hartshorne, and other industry experts for a discussion on Building the Next Generation of HR Analytics Technology. Discover what’s influencing the design, creation, and delivery of HCM analytics—from predictive to prescriptive—and learn how to prepare for what’s ahead.

Speaking of the future, Adam Rogers, Ultimate’s chief technology officer, will sit down with Colleen Wood, SVP of HR at LivingSocial, to analyze the impact of millennials in the workforce. Engaging and Retaining a New Generation of Workers at LivingSocial explores new research on millennials’ workplace expectations. Adam and Colleen will share strategies and the best technologies for recruiting, retaining, and engaging your youngest employees to drive success in your organization.

Also on Monday, I’ll be on an expert panel titled Beyond the Hype: What’s Really Important in HR Technology Today. We’ll demystify popular trends and focus on the truly important and transformational issues facing today’s companies, as well as provide actionable strategies for achieving the most value from your HR technology investments.

Before wrapping up your first full day at HR Tech, join us for our special demonstration presentation: Turning Confusion into Confidence: An Exclusive Look at UltiPro®’s ACA Technology and Services. See firsthand how Ultimate Software, a certified, IRS-approved transmitter, is helping companies make sense of the seemingly ever-changing healthcare legislation so they can prepare, complete, and file all of the required ACA forms and avoid costly penalties. Spots for this session are filling up fast, as ACA compliance is critical for companies across the U.S., so be sure to register today.

Tuesday, October 20

I’m also extremely excited that Ultimate will take part in the inaugural HR Tech Hackathon, pitting teams of talented engineers and designers in a friendly, but competitive, development showcase. See what kinds of innovative solutions the teams create to address real HR and business issues, and vote on your favorites at the live unveiling event.

After the Hackathon, don’t miss Building and Leading a World-Class Technical Team, featuring Ultimate’s VP of Talent, Laura Lee Gentry. No matter what industry you’re in, chances are technology plays a role in your success. But building a successful engineering and technology team is anything but easy. Laura Lee and fellow experts will discuss how to attract and develop the talent capable of solving your top challenges.

Remember to visit Ultimate Software at Booth #1835 any time during HR Tech and say hello. You’ll also want to stop by our Relaxation and Recharge station just outside the exhibit hall, where you can enjoy a free massage and charge your mobile devices. It’s the perfect way to recharge your batteries!

We’ll see you soon at HR Tech!

 

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Unpacking the “Global Customer” http://blog.ultimatesoftware.com/unpacking-the-global-customer/ http://blog.ultimatesoftware.com/unpacking-the-global-customer/#respond Wed, 16 Sep 2015 14:28:21 +0000 http://blog.ultimatesoftware.com/?p=364 I am often asked by colleagues, both inside and outside of Ultimate Software, about our “global” customers. The inquiries vary from understanding the nature of Ultimate’s global expansion and local capabilities to understanding more about the framework and challenges of a global organization. I generally ask a few clarifying questions—because, the truth is, all global organizations […]

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I am often asked by colleagues, both inside and outside of Ultimate Software, about our “global” customers. The inquiries vary from understanding the nature of Ultimate’s global expansion and local capabilities to understanding more about the framework and challenges of a global organization. I generally ask a few clarifying questions—because, the truth is, all global organizations are not the same!

We simply cannot lump multinational organizations together when their talent, HR technology, and business needs can vary so dramatically. At Ultimate, we have customers who use UltiPro® as their only HR solution for all of their talent, HR, payroll, and people-reporting needs across the globe; others who use UltiPro as a single source of truth about their employees, for consolidated reporting in conjunction with local solutions; and still others who use UltiPro for global talent management worldwide and consolidated reporting. Some want their employees to use UltiPro in the variety of languages offered, and some have a global business language of English. The combinations and business drivers are myriad, yet by asking a few simple questions, we can all advance our understanding and communication of what it means to be a global organization, whether we’re headed there ourselves or not.

Global workforces require different hr strategies.I like to think about global organizations in four general profiles that roughly describe their HR technology objective, knowing that, for each one, going global is a process and, at any moment, a company may be transitioning between profiles.

  1. Consolidated People Reporting Worldwide
  2. Global Talent Management Processes
  3. Engaging Local Users with a Single Global System of Record
  4. Complete Global HCM with Payroll Connector

Consolidated People Reporting Worldwide

In the case of the first profile, these organizations are usually beginning their global journey and their primary objective is to understand their workforce, people counts, labor costs, and demographic trends to support organizational planning. Generally, U.S.- or Canada-based administrators interact with global HR technology, and robust reporting and openness to import and export data are crucial for these businesses.

After gaining a general understanding of their workforce around the globe, organizations are ready to gain a deeper understanding of their people, and so roll out performance, compensation, and succession management processes that are standardized for their organization and fit profile two.

Global Talent Management Processes

In this case, organizations need some localization and local support to succeed, and local business leaders, as well as administrators, are common HCM system users. Profiles two and three often blend into each other as more local users, namely employees and managers, get system access for performance evaluations, goal updates, and compensation plans.

Engaging Local Users with a Single Global System of Record

Similar to profile two, organizations in profile three have made the decision to use a single system of record worldwide and have extensive end users, particularly employee usage that, in many parts of the world, means mobile and kiosk-ready applications. Language translations are also critical in order to engage local users and ensure technology adoption.

Complete Global HCM with Payroll Connector

Finally, an organization deploys a single HCM solution for all of their people and people management needs worldwide, including payroll (whether calculated directly or through a partner) to get a comprehensive view of employee and organizational performance, productivity, and costs. These customers have standardized their people processes while respecting local requirements, and, increasingly, their people access the HCM solution on the device and in the language of their choice. Consolidated reporting remains crucial for all profiles; however, local regulatory reporting becomes important for the latter two profiles, as does extensive configurability.

Maybe you’re preparing for your own global journey or simply expanding your global awareness. Either way, next time you think about a typical global HCM technology user, remember to consider the organization in terms of their global objectives and profile, so you know you’re all speaking the same language!

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Fresh Perspective: Consumer Experience Applied to Recruiting Strategy http://blog.ultimatesoftware.com/consumer-experience-applied-to-recruiting-strategy/ http://blog.ultimatesoftware.com/consumer-experience-applied-to-recruiting-strategy/#respond Tue, 19 May 2015 09:29:41 +0000 http://blog.ultimatesoftware.com/?p=284 Wherever you are right now reading this, I’d like you to take a minute and put on your consumer cap. Forget about your current role—manager, employee, parent, partner, friend—for a few moments and picture yourself in customer mode. Imagine you’re at your favorite coffee shop (you may actually be there right now). You just parted […]

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Wherever you are right now reading this, I’d like you to take a minute and put on your consumer cap. Forget about your current role—manager, employee, parent, partner, friend—for a few moments and picture yourself in customer mode.

Imagine you’re at your favorite coffee shop (you may actually be there right now). You just parted with some time and money in exchange for a refreshing beverage. Think about the preceding experience: Did you have to wait in line? Was your order fulfilled promptly, and to your liking? Did the service exceed your expectations?

We have many expectations as customers, and with whom we do business depends a whole lot on how well those expectations are met. A satisfying experience means you’re likely to return, and maybe even build a long-term relationship with the company or become an advocate of that brand. A less-than-stellar experience, however, can mark the end of your relationship as fast as it begins.

By the way, you can keep your consumer cap on. Though our little thought exercise has ended, the fact is, we’re almost always in customer mode. That’s especially true today in the workplace. And it’s imperative for companies to realize this, and to start better meeting the needs and expectations of their employees like they do their customers.

When companies think about employees like they do customers, it opens up countless opportunities for improving the employee experience. Just as that first customer experience can define the relationship, the same holds true for the employee-employer relationship. We’ve all heard adages about the power of first impressions. Companies invest a lot of thought and money into creating and delivering effective advertising. Much like pleasing or offensive ads can steer us toward or away from a company, so too can an application process for job candidates.

Do your job descriptions rival War and Peace? About 40% of Millennials say they won’t spend more than a minute reading a description online. And lest you rush to judge a generation as too impatient, don’t we all believe our time is valuable? Would you wait five minutes for your coffee if it only takes two to brew?

Let’s say your job descriptions are abridged. Good. How about the application process? Do candidates have to enter the same information multiple times, or can they import it from their LinkedIn profiles? Moreover, are those details stored for future access and use?

Consumers love one-click shopping online. It’s fast and convenient. It works for customers and stores alike. Have you ever canceled an order because of a lengthy or frustrating checkout process? It happens in the job market, too. Think of how many potential top performers you may have lost because they gave up long before reaching the “submit” button.

Retailers love providing recommendations, lists generated by clever algorithms. It’s a great way for customers to discover new products. Do you offer recommendations to your candidates? Maybe they applied for one job, but their skill set best fits a job they never even knew existed. Don’t miss out on acquiring a future star just because they were browsing a different department.

Note that this is all before candidates ever walk into your office for their first interview. But these customer-employee parallels extend to every stage of the employee lifecycle, and each is as important as the next. An enjoyable onboarding experience, for instance, can determine whether a new hire sticks around long enough for a review. Almost two-thirds of Millennials say they decide to stay or go after one month. How many bad lattes does it take before you try a new coffee shop?

The answer for providing these great user experiences is comprehensive HR technology that’s designed to meet employee needs and expectations, much like that of a consumer-based solution. Some important features to consider include:

  • Integration with popular social media platforms (you can import information from LinkedIn)
  • Intuitive user interface (applying for a job is as easy as online ordering)
  • Access anytime and anywhere via mobile devices, with responsive design (optimized for use on smartphones, tablets, etc.)
  • Collaboration through built-in messaging tools (similar to live chats with customer-service reps)
  • Single-click signing for required documents (fast and convenient, like one-click shopping)
  • Insight into the status of an application/the hiring process (don’t you just love tracking orders?)
  • Personalized experienced based on user information (if you like this job, you may also like…)

When companies think about employees like they do customers, it opens up countless opportunities for improving the employee experience. It creates a positive, productive environment where your people—and your business—thrive. It results in better products for your customers.

So, feel free to keep your consumer cap on for a little while longer.

For additional ideas on this topic check out Russ Banham’s article, “Why Treating Employees Like Customers Is the Right Thing to Do.”

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