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Your compensations program is one of the most influential resources when it comes to building and sustaining the right talent, and optimizing this tool is imperative for your human resource function. Retention rates can be connected to compensation tactics through big data and people analytics, and your initial onboarding strategy should be tailored to market compensations to new hires.

Freelanced employees are more common in today’s workplace than ever. The demands of global business mean companies are seeking out talent from further afield, resulting in in-house temporary workers or remote telecommuters. Employment of this type presents organizations with many benefits – it’s cost effective, experts can be brought in and the typical long-winded employee investment can’t be avoided.

Reducing not only the amount of time your human resources personnel spend on administration tasks, but also slashing your admin costs, employee onboarding software can revolutionize the way your company handles your payroll system. Businesses need an efficient process that they can rely on, and traditional pen-and-paper payroll or slow, complex computer systems are a thing of the past for HR.

Getting tax information right the first time is crucial. Even a simple mistake can cost your organization in fines, overtime and hours of skimming through paperwork to highlight and correct errors. Clearly, this is something every organization should be working to avoid, but for those who are acquiring a lot of new talent in one go, experiencing high levels of growth or just simply have other things they’d rather focus on, onboarding and taxes can be a mundane, frustrating process.

Your benefits program is one of the biggest tools when it comes to acquiring talent, and can draw new hires away from your competitors and into your company. To secure solid growth prospects and promote high levels of performance, productivity and profitability, your onboarding program should utilize a benefits processes that is seamless and robust.

Employee incentives have always been an effective way of improving performance and productivity levels, and the best rewards campaigns have a direct effect on your company’s overall profitability level. But your rewards program can be an expensive endeavor, both financially and in terms of time and effort spent making sure it is operating to the best of its ability.

There are many reasons why organizations seek to implement a truly revolutionary onboarding program. From engaging employees immediately, to complying with all relevant government regulations and ensuring a smooth transition for new hires into your company culture and brand, onboarding is an integral part of the human resource function.

Recent studies show that the average employee is working harder and longer than ever before. While traditionally staff could only engage themselves with their roles if they were physically sat at their desks, today’s employees are “always on,” due to the impact of modern and mobile technology. How often do you seek a peak at your work emails while you’re lying in bed? How many messages have you responded to on weekends, holidays or even on vacation? While this new trend is great for the average company’s productivity levels, have you considered how it is impeding on your staff’s right to a clear work/life balance?

Fully optimizing your resources in a world of businesses that evolves at a rate quicker than we can track is a task all of today’s best companies are facing. Looking to work smarter, not harder, is a discipline sought by all human resources professionals that find themselves faced with a wide number of responsibilities, from talent acquisition and training, to legal forms and regulations and establishing an engagement program that capitalizes on employee skills and development – you HR function has their hands full.

Business owners have a lot to manage. Operations, production, sales, endless amounts of red tape and compliance issues can be very overwhelming. Perhaps the most important and most difficult issues to deal with are those that lie in the gray area; people management issues. Trying to attract and keep great employees, developing a culture that produces the greatest employee satisfaction and production, accurate payroll, attractive yet economically feasible benefits and training are just a few of the issues that end up on the bottom of most employers “to-do” lists. And if you, your Human Resources department or person (if you are lucky to have one) is overwhelmed with these delicate yet crucial business dilemmas, there is help available.