One of the common reasons why municipalities switch to HR technology is to allow employees to view, validate and update their own information on a web portal. Many municipalities provide self-service to employees for benefit selection, viewing policies, and accessing training programs and information.

Our guest blogger today is Guy Huntington. Guy is an expert identity architect and has worked on a large number of high profile identity fraud and identity management programs including Government of Alberta’s Digital Citizen Identity and Authentication Program.

When I consider the root cause behind many of the fundamental missteps in leadership that I’ve either witnessed, or personally perpetuated, it almost always boils down to one common shortcoming - that leaders consistently fail to actively listen. In fact, this isn’t simply about leaders. It applies to sales professionals, consultants, and negotiators of all stripes.

Research shows that organizations who use HR data in making management decisions report 26% higher revenue per employee than organizations that do not use HR data. And while this data is taken from the private sector, public sector organizations can also use the same strategies to fight downward pressures and to do more with fewer resources.

Let's face it: Municipalities face unique issues and challenges when it comes to terminating employees compared to their counterparts in the private sector.  Firing an employee the "right" way is imperative.

Read on to get our quick 8-point checklist for employee termination and download our complimentary ebook "Employee Termination" to ease the termination process and reduce risk.

This year, AT&T identified a labor supply issue that many other organizations are also struggling with. Only about half of AT&T's 250,000 employees had the necessary science, technology, engineering, and math skills that the company requires. They had a tough choice to make – they could hire software and engineering people and pay extremely high acquisition costs to secure them.

One of the biggest challenges that HR departments in organizations face, is meeting their objectives with limited resources. In particular, it can be difficult to keep up with ongoing trends in HR and the tools with which to accomplish tasks and strategic goals. There are a number of software companies out there that supply tools to help HR departments and it can be difficult to figure out which tools are a best fit and which companies provide the best service and support.

You’ve implemented a new HRIS but was that implementation successful? And how to measure that success? The system may be functioning perfectly and yet be an utter failure.

It’s tempting to go the ‘gut instinct’ route. After all, everything’s working, the sky hasn’t fallen, and it ‘feels’ like a successful conclusion to months of work.

Businesses around the world are facing an interesting challenge – they want to provide the latest engaging technology tools to their employees to improve productivity, but they need to ensure that they are using the right tools for their organization so they can automate repetitive tasks and create streamlined workflows without increasing their technical and administration costs.

There has been plenty of press about the disastrous Phoenix payroll implementation in the Canadian federal government. This week I read about yet another case of large payroll errors due to a new system implementation. And this time it was the Maricopa County Community College district, which is one of the largest community college districts in the US.