Global – Ultimate Software's Blog https://blog.ultimatesoftware.com Thoughts on Putting People First in the Workplace Thu, 19 Oct 2017 12:49:25 +0000 en-US hourly 1 https://wordpress.org/?v=4.8.2 HR Tips for the Road Ahead in 2016 https://blog.ultimatesoftware.com/hr-trends-2016/ https://blog.ultimatesoftware.com/hr-trends-2016/#comments Fri, 22 Jan 2016 16:27:04 +0000 https://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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12 Day of HCM – #11 Global HCM https://blog.ultimatesoftware.com/12-day-of-hcm-global/ https://blog.ultimatesoftware.com/12-day-of-hcm-global/#respond Thu, 17 Dec 2015 12:19:35 +0000 https://blog.ultimatesoftware.com/?p=422 HCM’s Gone Global With innovations in technology and the rise of mobile workforces, more and more organizations are operating on a global scale. That includes Ultimate, as this year we opened an office in Singapore, expanding upon our existing international presence in Canada and the U.K. It’s a fact: HCM’s gone global. While that’s an […]

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HCM’s Gone Global
With innovations in technology and the rise of mobile workforces, more and more organizations are operating on a global scale. That includes Ultimate, as this year we opened an office in Singapore, expanding upon our existing international presence in Canada and the U.K.

It’s a fact: HCM’s gone global. While that’s an exciting development, it also brings new challenges. For one, ensuring all employees receive a localized experience no matter where they work or live.

Global HCM, however, doesn’t just affect employees. It’s crucial to understand the unique values, beliefs, and practices of your customers around the world, so your business respects cultures (and obeys laws).

Learn more about effective HCM on a worldwide scale in our post, “Unpacking the ‘Global Customer.’

HCM has become a global entity—impacting organizations, their employees, and their customers everywhere.

HCM has become a global entity—impacting organizations, their employees, and their customers everywhere.

 

To follow our 12 Days of HCM series on social media, use the hashtag #12DaysofHCM.

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Unpacking the “Global Customer” https://blog.ultimatesoftware.com/unpacking-the-global-customer/ https://blog.ultimatesoftware.com/unpacking-the-global-customer/#respond Wed, 16 Sep 2015 14:28:21 +0000 https://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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If You Have a Global Workforce, You Need a Global System https://blog.ultimatesoftware.com/if-you-have-a-global-workforce-you-need-a-global-system/ https://blog.ultimatesoftware.com/if-you-have-a-global-workforce-you-need-a-global-system/#respond Tue, 09 Apr 2013 15:41:23 +0000 https://blog.ultimatesoftware.com/?p=152 Seems pretty self-explanatory, right? But how many times do business leaders talk about having a global customer base or a global reach but the reality is the company processes and systems are designed to accommodate the U.S. way of doing things. As human resources professionals, we realize that we’re managing a global workforce. There are […]

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Seems pretty self-explanatory, right? But how many times do business leaders talk about having a global customer base or a global reach but the reality is the company processes and systems are designed to accommodate the U.S. way of doing things.

As human resources professionals, we realize that we’re managing a global workforce. There are many things we do to recognize different cultures, languages, religions, etc. in the workplace. But I realized during Ultimate Software’s 2013 Connections Conference that we’re really not taking our efforts full circle if we don’t consider our systems as well.

Think about it. Given how dependent our businesses are on technology, how can we not think about making sure our technology solutions are a fit throughout our workforce. Having a system that feels right for one location of the company and is a work-around for the rest of the company sends a message. And not a good one.

On the surface, it might seem very transactional but it’s those transactions that show people the company cares. It’s the start of bringing the workforce together. To connecting employees and building engagement.

Now you might be saying to yourself that this would be a huge challenge. I heard during the session that in Germany, different religions have different tax rates. And in other countries, certain positions can have their address hidden for privacy. But Ivan Chaney, product strategist at Ultimate Software, shared a few pieces of information that really surprised me.

  • The United States has the most complex payroll and benefits processes. If that’s true, then there could be an advantage to adopting a Global HCM system.
  • The cost of managing global employees is 28% lower for organizations with Global HCM processes.

This made me realize it’s not the laws that should drive our decision making. It’s being able to consistently provide a high-level of service to our workforce. Because when we do, human resources is given the ability to keep the company compliant. Managers are able to focus on the operation and not paperwork. And the C-Suite can benefit from the data and analytics.

For a lot of very good reasons, smart companies are taking a global approach to their technology and data.

 

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