Article contributed by Kyle Lagunas, the HR Market Analyst at Sofware Advice:
HR is shifting its focus away from its traditional administrative functions and towards strategically growing and developing talent in the workforce. This trend—what analysts are calling strategic HR—is due largely in part to advancements in HR technology. The adoption of cloud-based software solutions has made this transition possible for organizations large and small. For leaders interested in developing a more valuable workforce, it is important to understand what, exactly, strategic HR is.
In broadening the scope beyond their traditional functions, HR professionals are taking on new roles as organizational advocates, talent coaches and workforce consultants. This hybrid of HR functionality oversees three core strategic HR functions:
Talent Management focuses on acquiring, on-boarding, and developing talent through employees’ entire life-cycles within organizations.
Learning Management focuses on managing the process of developing hard and soft skills, monitoring certifications, and rolling out training courses.
Workforce Management focuses on processes managers rely on to manage daily staffing tasks such as time tracking and shift scheduling so they can focus on big picture operational needs.
The adoption of web-based HR software has been a key driver in the development of strategic HR. Solutions focused on best practices involve both managers and employees in important processes like on-boarding and performance reviews. By automating administrative HR functions, organizations can take a strategic perspective on big-picture practices such as hiring better people and improving talent effectiveness.
Richard Vosburgh, VP of Talent & Organizational Effectiveness and Chief Talent Development Officer at KEMET Electronics, advocates the value of both the “essential and the transformational” functions of HR. Organizations that have mastered both the essential and transformational have seen a major impact on their organizational effectiveness. In 2007, a study conducted by The Hackett Group, HR Best Practices, found that organizations with “World Class HR” lowered labor costs, increased HR efficiency and drastically reduced turnover.
Impact of Strategic HR Graph
When taking the first steps towards implementing strategic HR, Vosburgh suggests leveraging people resources in your organization with what he calls “dual-hatting projects.” For example:
Assign your HR manager to develop an internal branding and company culture campaign.
Work closely with the controller to develop realistic and informed hiring and growth strategies.
Ask your hiring managers create a section in the application process specifically suited to their division.
Organizations that are serious about transitioning into strategic HR should be prepared for some growing pains. Safeguard yourself and your organization, and take time to put in your due diligence now. If you do your homework, research best practices and compare software to find what best fits your unique organization, you can ease this transition. Establishing an effective, strategic HR framework that can grow with your organization over time is no small task, but it’s undoubtedly worthwhile.
Have you heard of E-Verify? What is it? Will it affect you? Has it already? You are surely already quite familiar with the employment eligibility verification process using the federal I-9 form: all new employees must, within three days of hire, present one or more forms of identification from an approved list which show (s)he is legally eligible to work in the U.S. You review the documents so as to attest that they seem to be reasonably authentic; and you and the new employee complete and sign the I-9 form which you must keep on file for a specified time period.
E-Verify is an online verification system employers may participate in voluntarily with a growing number of states mandating its use. Federal agencies, federal contractors and subcontractors must participate as well. The system compares I-9 information with records held by the Social Security Administration (SSA) and the Department of Homeland Security (DHS.) The comparison usually yields an “Employment Authorized” message instantaneously but may take longer and be “in process” for up to 48 hours before authorization. Sometimes, however, there is a “tentative nonconfirmation.” When that occurs the employer must notify the employee who then has eight days within which to contact the SSA or DHS to try to resolve the discrepancy. During that period the employee may not be fired; however, if the person does not follow up with the SSA or DHS or if those agencies are unable to resolve the issue, the employer may terminate the person.
Employers wishing to voluntarily enroll in E-Verify must complete a Memorandum of Understanding (MOU), which outlines the responsibilities of the SSA, the DOH and the employer. Among other things, the employer agrees to: participate in online E-Verify training for the employer representative who will be performing the employment verification queries, prominently post required E-Verify notices, and use E-Verify to check an employee’s work authorization only after the individual accepts an offer and completes the I-9. In particular, an employer may not use E-Verify to pre-screen job applicants.
There is currently a bill before Congress that would mandate using E-Verify in all 50 states. The bill, if passed into law, would phase in participation over a three year period, starting with the largest employers. Support from different corners is varied and there is doubt that this bill could pass before summer recess in August. Still, it’s good to be aware of E-Verify as more states continue to adopt E-Verify laws and as the possibility of a nationwide law exists.
Join us on Thursday July 21, 2011 from 2:00 – 3:00p.m. for a webinar titled The Fair Labor Standards Act. The FLSA affects and needs to be understood by every employer. This webinar will visit the most important facets including exemptions, overtime calculations and some recent additions to the law. Avoid hassles and fines by making sure you are in compliance!
Colchester, VT – HRSentry, a leading provider of online services for human resource regulatory compliance, has partnered with LegalZoom, the nation’s leading online legal document service, to form a strategic partnership. This partnership will give LegalZoom users access to HR Made Simple, HRSentry’s online human resource center, as part of the LegalZoom Business Resource Network. The partnership provides LegalZoom customers with access to federal and state employment laws, and human resources forms, policies, procedures, posters and training.
LegalZoom provides a simple, cost-effective way for people to establish a new legal business entity. HRSentry’s services are offered as part of The Business Resource Network, a group of carefully selected business service partners that LegalZoom has chosen to recommend to its customers.
“We couldn’t be more excited about offering HRSentry to our new and existing business owners,” says Steven Chic, Director of Business Development for LegalZoom. “HRSentry’s one-stop shop for HR compliance let’s our customers focus on their business – leaving human resource compliance issues to the pros.
“Being selected as a partner on LegalZoom Business Resource Network has been an incredible experience,” said Dean Haller, founder and President of HRSentry. “This partnership is a natural fit and will give thousands of small businesses the support they need to save time and avoid costly lawsuits.”
About HRSentry
Since being founded in 2003, HRSentry’s mission has been to create, deliver, and support services and training that empower the organization to be self-sufficient in administration of its Human Resource policies, practices, and procedures. HRSentry’s services enable the user to access Human Resource forms, policies, and procedures; link to federal and state laws, regulations, and resources and expand their knowledge of HR through state-of-the-art training mediums. For more information visit www.hrsentry.com.
About LegalZoom
LegalZoom.com is the nation’s leading provider of legal documents that help people protect their families and launch their business dreams. Since its founding in 2001, more than 1 million customers have used the service to make a will or living trust, form a corporation or LLC, and apply for a copyright or trademark. LegalZoom is not a law firm and does not provide legal advice. Headquartered in Glendale, California, with offices in Austin, Texas, the company has over 400 employees. For more information, visit www.legalzoom.com.
For more information contact:
Topher Liddle, HRSentry, 1-800-523-2564, topher@hrsentry.com
North Carolina is the most recent state to join the growing list of those requiring employers to use the E-Verify system for all new hires. E-verify is the government’s online system that compares information from an employee’s I-9 (Employment Eligibility Verification) Form to records with the Department of Homeland Security and Social Security Administration to confirm a person’s eligibility to be legally employed within the United States. There are currently 16 other states which likewise require the use of E-Verify: Alabama, Arizona, Colorado, Florida, Georgia, Idaho, Indiana, Minnesota, Mississippi, Missouri, Nebraska, Oklahoma, South Carolina, Tennessee, Utah, and Virginia.
North Carolina’s new law phases in compliance dates as follows: October 1, 2011 for all of its counties and municipalities; October 1, 2012 for employers of 500+ employees; January 1, 2013 for employers with 100-499 employees; and July 1, 2013 for those with 25-99 employees.
HRSentry® has an excellent I-9 Kit to help you comply with I-9 and E-Verify requirements including any state requirements, if applicable. Check it out under the Topic Modules section within the HR Resources tab of our web site. There’s even an excellent step-by-step guide to help you audit I-9 forms of current and terminated employees for peace of mind that you are in full compliance.
