hr center of excellence unlocking the true power of hr · • integration of benefits, hris and...
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HR Center of Excellence Unlocking the true power of HR
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Is HR Administrative or Strategic?
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What is the HR Center of Excellence?
Based on research of thousands of organizations, Paycor has identified key pillars and a maturity model to help HR professionals improve their current practices. Through the HR Center of Excellence, HR professionals can extend their reach and unlock their potential via professional advice, inspiration, and action items that will help them make a difference in their organizations.
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Research
Paycor Survey 3rd Party Survey (Paycor Commissioned)
Aggregated Customer Data
Interviews
Industry Experts
*This content, provided by Paycor, is proprietary and confidential. No part of this document may be disseminated, distributed or otherwise conveyed outside of this presentation without the prior written consent of Paycor.
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66%% of CFOs say their HR departments
have an “average or worse than average” impact on the organization.
How is HR Seen?
<10% of an HR professionals time is spent
aligning with executives.
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Six Pillars of HR Excellence
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Recruiting HR’s most important and toughest challenge.
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Current State • No Clear Ownership • Hiring Managers Not
Adding Value • No metrics Ways to Improve • Assign Ownership • Understand Internal
Processes • Understand Candidate
Experience • Identify Efficiency
Opportunities
Current State • Clear Owner • More Efficient • Execs Unaware of
Impact • KPIs not defined well
or tracked Ways to Improve • Define KPIs • Align with EC
Current State • Execs understand
importance of recruiting • KPIs Agreed to • Regular Cadence of
Reporting Results Ways to Improve • Improve upon your
current metrics • Tie KPIs to Exec focuses
(Ex: Turnover) • Impacting Other Pillars
Assess Optimize Excel
Recruiting HR’s most important and toughest challenge.
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How does it look? • Job postings created poorly
and promoted badly, if jobs are posted.
• No screening and selection process.
• Multiple applications and
forms created by each employer.
• Recordkeeping violations.
• Poor hiring practices leading to poor performance.
How does it look? • Maximized job postings to find
viable candidates. • Consolidate and manage
screening and selection process.
• Standardized applications and
forms. • Monitor compliance by using
consistent, legal processes that include documentation.
• Hire for fit
How does it look? • Optimize job advertisement
methodology. • Efficient, fair and transparent
process. • Standardized applications and
forms. • Analyze data to decrease costs
and build strategies. • Ability to create and share
reports with each employer.
Assess Optimize Excel
Recruiting
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Benefits What (really) motivates your employees?
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Current State • Inefficient, error-prone
and time-sensitive manual process that requires duplicate entries
• Overall lack of education and employee uncertainty
Ways to Improve • Automate and streamline
open enrollment to drive efficiencies
• Enhance open enrollment communication
Current State • Open enrollment is
automated • HR leaders can focus
on the bigger picture • Benefits
communication strategy
Ways to Improve • Find the right broker to
bring expertise to the process, compare benefits plans and find the best fit
Current State • Building a holistic plan • Regular updates from
experts on market trends, compliance and regulator issues
Ways to Improve • Project future expenses • Create compensation
planning strategies • Leverage data to
optimize plans
Assess Optimize Excel
Benefits What (really) motivates your employees?
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How does it look? • Multiple enrollment forms
by carrier or universal form.
• Manual data entry. Errors in paperwork cause breakdown of service.
• Information shared with
employees based on presenter’s knowledge.
• Maintaining paper information packets that become outdated.
• Inaccurate records.
Assess Optimize Excel
Benefits
How does it look? • On-line enrollment process
eliminates paperwork and largely eliminates errors.
• Benefit data is automatically
transmitted to carriers. • All employees receive same
benefit information and most current.
• Reporting capabilities for accurate reconciliation and identifying discrepancies.
• Accurate census information.
How does it look? • Integration of Benefits, HRIS
and Payroll system.
• Automatically track compliance issues.
• Electronic transmission of data
between systems better managing costs.
• HR Staff works strategically to
fulfill the overall objectives of the Diocese.
• HR staff have more time to
focus on strategic plans for benefit expenses.
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Labor Costs How are you managing your company’s greatest expense?
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Current State • HR no involved in cost
management • Disconnected from
Finance
Ways to Improve • HR works with Finance to
align to organization’s strategy
• HR and Finance use a time solution to track hours and view reports together
Current State • HR and Finance
collaborate to evaluate pay ranges and overtime spend
• Captures key metrics Ways to Improve • Implement data analytics
tool to optimize overtime/labor spend
• Automate process for labor tracking
• HR technology providing compensation data
Current State • C-level recognizes HR’s
impact on bottom line • Predictive measures to
establish costs • Utilize data to track labor
expenses Ways to Improve • Add compensation
expertise • Use data for trends and
areas of opportunity • Implement scorecards on
labor spend
Assess Optimize Excel
Labor Costs How are you managing your company’s greatest expense?
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Assess Optimize Excel
Labor Costs
How does it look? • Paper timesheets with manual calculation
of hours. • Manual data entry. Errors in entries
causing incorrect pay. • Multiple pay dates causing high cost in
processing.
• Redundant data entry and lack of effective internal controls.
• Inaccurate records and inadequate
recordkeeping.
How does it look? • Electronic timekeeping and calculation of
hours. • Automated Time and Attendance
integrated with Payroll. • Specific pay dates across all
organizations to manage costs. • Ability to monitor and manage overtime
on an on-going basis. • Accurate records and recordkeeping.
How does it look? • Optimize staffing deficit demands through
planned employee ratios.
• Create strategies to balance available labor resources and workload.
• Implement thoughtful strategies to
replace vacant shifts. • Manage costs to reallocate budget dollars
to other areas. • Accurate electronic records and
recordkeeping.
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People Management HR’s biggest challenges come from managing people.
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Current State • No formal onboarding or
performance review programs
Ways to Improve • Define key focus areas
(Ex: early retention) • Invest in HR tech to
automate and streamline routine tasks
• Drive higher adoption rates of new technology, new programs
• Develop employee feedback loops
Current State • Onboarding technology
adopted • Performance reviews
formalized • Create action plans
based on employee feedback
Ways to Improve • Track key engagement
and retention metrics • Formalize ongoing
performance feedback loops
Current State • Executives committed
and aligned to learning and development
• Scorecards or dashboards are used to understand turnover and retention data
Ways to Improve • HR team has more time
to focus on special projects (e.g., targeted interventions for high and low performers)
Assess Optimize Excel
People Management HR’s biggest challenges come from managing people.
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Assess Optimize Excel
People Management
How does it look? • Checklist of forms and tasks that need to
be completed. • Multiple paper forms to be completed by
employee and supervisor. • Performance Reviews not completed
timely.
• Lack of training and development programs.
• Inaccurate records and inadequate
recordkeeping.
How does it look? • New employee training. • Compliance of basic legal and policy-
related rules and regulations. • Automated new hire process.
• Electronic tracking of performance
review dates and trainings. • Transparency between employees,
organizations and Diocese.
How does it look? • Using reporting capabilities for task
management and process improvement. • Develop onboarding programs that
include employee development and growth opportunities.
• Analyzing resignation drivers and turnover.
• Create a compensation plan that includes a compensation philosophy and strategy.
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Compliance The topic everyone wants to ignore but HR can’t.
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Current State • Manual system for
tracking/filing employee records
• Unaware of new regulations, dependent on Google searching or news alerts to stay current
Ways to Improve • Evaluate labor practices
and assess risks • Ass recruiting practices
to ensure compliance • Partner with expert to
stay updated
Current State • Proactively monitors
compliance practices • Easily accessible data
and reports
Ways to Improve • Automated HR system
to track all employee data (including 1099s, licenses, etc..)
• Utilize an Applicant Tracking System to monitor hiring compliance
Current State • Fully automated HR suite
with personalized alerts and electronic form filing
• Workflows utilized to ensure employee records stay up-to-date
Ways to Improve • Continued education for
employees around recent legislation
Assess Optimize Excel
Compliance The topic everyone wants to ignore but HR can’t.
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Assess Optimize Excel
Compliance
How does it look? • Electronic tracking of compliance
expiration dates and mandatory trainings. • Analyzing reports and using reports to
assist organizations with expiration dates/due dates.
• Compliance of legal and policy-related
rules and regulations. • Transparency between employees,
organizations and Diocese.
How does it look? • Checklist of forms and tasks that need to
be completed. • Multiple paper forms tracked manually or
excel spreadsheets. • Completing paperwork and tasks after
mandatory deadlines. • Redundant data entry and lack of effective
internal controls. • Inaccurate records and inadequate
recordkeeping.
How does it look? • Electronic form filing with personalized
alerts to employees and organization leaders.
• Using the workflows to update records
and be completely paperless. • Monitor compliance areas and identify
bottlenecks in processes. • Electronic documentation, records and
information in one place.
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Employee Experience
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Is HR Administrative or Strategic In Your Organization?
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For more informationvisit:
Paycor.com/HRCOE
Overview Guide Benchmark Quizzes
Building an HR Team Guide Articles/Advice by Pillar
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Thank You!