Your scheduling and payroll software is disjointed, out of date, and causing more problems than it’s solving across your manufacturing locations and jobsites. You need a better way to reduce and manage labor costs. You’ve come to the conclusion that you need an integrated payroll and scheduling HR system – what’s next? How do you integrate your new software with your existing team and processes, and make sure that you comply with all the regulations that weigh on heavy industry?[More]
Leo, the financial manager for an oil and gas services supplier with facilities and projects in both the US and Canada, had been asked by the CEO to be prepared for budget cutbacks on projects if the price of oil dropped any lower (or rose higher for that matter), or to be ready if some projects closed and others expanded. In this market, no projects were secure, but one thing was certain: he would be moving their people from one place to the next and the jurisdictional headaches were just going to get worse.Last year, a reduction in revenues was the furthest thing from anyone’s mind. The organization was growing rapidly and getting new contracts; his biggest issue was finding qualified and skilled workers to staff their facilities. This year, they were working hard to keep the contracts they had for projects that were “on hold” or were operating at limited capacity. It was becoming more and more difficult to meet the needs of his cross-border team and ensure the success of their projects.
Congratulations -- you’ve decided that the best way to manage your cross-border workforce is with specialized HR software for cross-border teams! Although you know it will be so much easier and more efficient when payroll and scheduling are finally integrated, you may be daunted by the process of implementing the new system. Don’t worry — we’re here. StarGarden will help you every step of the way.
After reviewing your current HR and payroll systems, are you thinking about implementing an integrated scheduling and payroll system, but aren’t sure whether it’s worth the time and money? An integrated system offers several significant benefits, especially if you have a cross-border workforce. We can help you find and implement a system that will enhance and improve your business.[More]
Labor costs are often one of the largest line items in your yearly budget, yet many organizations struggle with being able to reconcile actual labor costs with budgeted labor costs. Handling scheduling and payroll for workers in multiple locations, especially cross-border employees, means navigating a labyrinth of jurisdictional rules and regulations.[More]
A large business is like a machine with many moving parts. In order for it to run smoothly, its components must work together for a common purpose. A company runs best when employers, managers, and employees can effectively collaborate, communicate, and contribute their various talents to its success. Attention to a few aspects of how your team works together can help you ensure that all members feel valued and invested in its purpose.[More]
You’ve heard the adage: “People quit bosses, not jobs.” A Gallup poll of over one million employees supports the assertion, finding that a bad boss or immediate supervisor is the number one reason employees give for leaving their jobs. Although this is a valuable piece of insight, it’s more helpful to bosses to know why employees quit them.[More]
According to a recent study released by the Workplace Bullying Institute (WBI), over a quarter of U.S. adults have been the target abusive behavior in the workplace, and another 21% have observed abusive behavior directed toward others at work. Furthermore, the study found that fewer than 20% of employers take action to stop workplace bullying.[More]
Strategic use of HR analytics is about using data to gain insight into your business practices and using that insight to make strategic decisions. Proper implementation of analytics can revolutionize the way you and other decision makers see your organization, the problems it faces, and potential solutions. Consider these tips as you undertake your organization’s HR analytics project.
It’s that time of year again, time for New Year’s resolutions! Each year millions of people make resolutions with the hope of ending bad habits and creating good ones. It’s a powerful time really, to look back and see what’s worked over the last year, what didn’t work, and then allow for new beginnings, and new possibilities in the upcoming year.
In that spirit, we have compiled a list of 10 important resolutions to help you and your employees meet 2015 with excitement and welcome a happier and more empowered workplace![More]