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The advantages of employee performance management (EPM) are widely recognized today. Thousands of companieshave implemented EPM systems - enhancing their employee performance appraisals and assessments, andobtaining greater strategic value out of their HR divisions. This is why more than 90 percent of HR professionalsrate EPM as a top priority. Yet considerably fewer have EPM systems deployed within their organizations.
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IN August September 2009, Aberdeen surveyed more than 300 organization regarding their HR capabilities. The study showed that the state of the economy is driving organization to invest in the core HR system to manage costs ensure compliance and allow HR personnel to be more strategic.
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Across all industries, the challenges and frustrations of human resource executives are remarkably similar. Human resource departments have an increasingly strategic role within an organization, particularly in the areas of recruiting, compensation, benefits cost containment, and employee development.
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As organizations look for more ways to increase productivity and profitability, human resources departments are being asked to step up and provide more strategic input than ever before. Additionally, HR must work to increase employee engagement and retain top performers. In order to support executives and managers, HR needs to have the right tools in place to improve access to timely, accurate information that helps produce informed business decisions.
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The role of Human Resources is changing as fast as technology and the global marketplace.Historically, the HR Department was viewed as administrative overhead. HR processed payroll,handled benefits administration,kept personnel files and other records,managed the hiring process,and provided other administrative support to the business. Those times have changed.
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For some time, HR professionals have aspired to create a paperless office with automated technology to create, store, and manage all of the employee information necessary to run a business effectively. Today the technology exists to turn this goal into reality with a desirable Return on Investment (ROI).
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A grocery chain in the southeast started with one store in the early 1960s and grew to approximately 200 stores generating $2 billion in sales. The companys systems, however, did not keep pace with the growth, and were inflexible and difficult to maintain. This was especially true of the financial and human resources (HR) systems. For example, adding or deleting stores to the system was extremely cumbersome because the data was hard-coded.
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The Patient Protection and Affordable Care Act (PPACA), signed into law by President Obama on March 23, 2010, and the amendments made by the Healthcare and Reconciliation Act of 2010 (together, known as the Affordable Care Act), have significant employment tax and information reporting implications.
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Cellular retailers need the right tools to effectively manage and control their business every step of the way, from one store to hundred stores. This means managing inventory, billing, and, of course, employees.
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The changing business environment is putting more pressure on>business owners to address human resources as a key part of the strategic competitive plan. Business planning must address the following human resources challenges as a key factor to overall success
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