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The number of remote employees has gradually expanded, as have HR-related tasks. This condition necessitated the use of a platform, implying that centralized data management, automated workflows, integrations, and good communication are more important than ever. As a result, HR professionals should strongly consider using employee management software (EMS) to better manage their personnel. This technology simplifies and improves staff administration within a firm, acting as a centralized center for all HR functions. Also Read: HRTech Interview with Cameron Magee, Owner of avad3 Event Production However, there are various staff management systems on the market, and selecting the appropriate one that meets all of your requirements might take time and effort.   1. Zoho Workplace. Zoho provides a comprehensive suite of solutions to help organizations organize, automate, and simplify operations across a wide range of areas, including employee and HR administration, sales, marketing, customer service, and accounting. Zoho Workplace allows you to easily integrate all of its numerous apps; for example, if you upload a file in Zoho Workplace, it will instantly sync with other apps, eliminating the need for manual reuploads. Despite being a fantastic EMS Zoho workplace, it needs to improve its user interface and increase its collaborative capabilities. While not advertised on the official website, Zoho Workplace does feature a free version that you can access after registering for a free trial.   2. Monday.com. Monday.com is the second-best EMS on our list, with a configurable platform that assists businesses in tracking talent pipelines and engaging teams. Monday.com is well-known for its user-friendly interface and intuitive tools that are quick to learn. It also includes a number of additional features, such as a workload view for monitoring project progress and team responsibilities. However, it is not a great software tool, as the "my task" view has extremely limited functionality and only allows you to view daily tasks if a deadline has been set. In terms of pricing, basic pricing starts at $12/month per seat and goes up to $24/month per seat for pro.   To Know more about visit: https://hrtechcube.com/op-5-best-employee-management-software/

With labor markets being tight, many people are choosing to stay longer at their current positions. However, HR professionals should not interpret this "nesting" behavior as long-term loyalty or engagement in the organization's objective. Employees who stick around solely for the sake of stability are unlikely to be engaged at work or to offer the value that employers expect. In fact, they may be among the 51% of employees who are currently looking for new opportunities. Also Read: HRTech Interview with Cameron Magee, Owner of avad3 Event Production However, rather than perceiving nesting as a problem, HR professionals can see it as an opportunity. Lower-than-normal turnover allows organizations more time for additional activities, such as HR and management tactics that can encourage nesters to re-engage or finally escape the coop. How can you know if an employee is nesting? We've all seen what an engaged and loyal employee looks like. They are continually challenging themselves while also increasing the standard for their team, seeking for new ways to elevate their work and advance in their roles. They understand how their work impacts their team or the company's overall mission. They understand why their work is important and believe it serves a purpose. A nester, on the other hand, appears to be content with their current situation. They shun discussions about professional development and job advancement, preferring to continue at their current level. They sink their heels in against change or any interruption to their established habits, clinging to the status. To Know more about visit: https://hrtechcube.com/how-to-turn-employee-nesting-into-true-loyalty-and-retention/

The Power of Purpose: Why Community Service Matters. Creating a good business culture entails more than just providing nice office amenities and organizing company events. At its foundation, it is about developing a shared sense of purpose among personnel. Community service can be an effective method in this setting, allowing employees to step aside from their regular routines and participate in activities that have a direct, good impact on the community. Also Read: HRTech Interview with Cameron Magee, Owner of avad3 Event Production   Purpose-driven employment provides numerous benefits inside an organization, including: Improved Employee Engagement Employees who see the real impact of their efforts and those of their organization within the community frequently establish a closer bond.   Increased Motivation When people believe profoundly in their organization's mission, they are motivated by more than just monetary incentives. This attitude frequently generates a fire within individuals, motivating them to strive and give their all. The end result is a workplace filled with innovative ideas, more advanced solutions, and improved problem-solving abilities. Better Productivity Companies with engaged and motivated staff frequently see a significant improvement in production and quality of results. Research has found that firms with more community service activities have lower worker turnover, fewer absenteeism, and higher team morale. This results in a workforce that is not only more efficient, but also attracts more competent candidates.   To kNow more about visit: https://hrtechcube.com/how-community-service-can-transform-your-companys-culture-and-impact/

Employee wellness platforms are digital solutions that assist   employees monitor and manage their physical and emotional health through individualized programs for each user. These include systems for tracking employees' health parameters such as physical activity, sleep, cognitive wellness, and diet. Many platforms use engagement aspects like challenges and rewards to motivate employees to participate. With so many employee wellness platforms on the market, it can be difficult to determine which one is best for your team because each offers unique features and price that may confuse you. In this post, we will make your decision easier by giving our insights into the top employee wellness platforms for improving employee health and well-being. Also Read: Top Recruiting Challenges in 2024 1. Headversity. Headversity is a workforce mental health platform founded on the science of consistent practice and skill testing. This platform focuses on developing healthy habits for employees in areas like as mental fitness, psychological safety, respect, and leadership, and then applying these abilities to their everyday activities, with the ultimate goal of creating a friendly environment, increased productivity, and fewer claims. Headversity provides a free trial and precise pricing upon request. 2. Wellness 360. Wellness 360 is well-known for its complete employee wellness program, which improves general well-being and productivity in your firm. This technology uses biometric analysis to provide useful insights into individuals' health statuses, allowing employees to make informed decisions regarding their well-being. To know More visit: https://hrtechcube.com/5-best-employee-wellness-platforms-of-2024/  

Because of cross-cultural and demographic disparities, employment in 2024 is no longer as simple as it always was. The labor market has also undergone changes throughout the years, putting HR and Talent Acquisition (TA) teams to the test. Such developments, while intimidating, give firms with additional opportunity to differentiate themselves in the frequently clogged talent hunt race. Also Read: HRTech Interview with Kevin Hollingshead, Head of Partnerships at Check There is a strong link between successful hiring and organizational success, and there should be. Human capital encompasses all employees in an organization because they are the foundation of the company's success, drive the design of its strategies,   1. The Four Big Hiring Challenges for 2024 1.1 Rising Employee Expectations. Today's employees have unprecedentedly high expectations. It demonstrates that people seek more than just pay—work satisfaction, pleasant working circumstances, job prospects, and a greater feeling of purpose in their professional lives. It indicates that in order to recruit and keep talented employees, businesses must look beyond monetary compensation. Companies should boost their game and begin focusing on the things that are most important to employees, such as company culture, training, and flexibility. 1.2 Evolving Hiring Procedures In fact, the hiring process has become a problem in and of itself. As a result, candidates nowadays have high expectations for a clear, smooth, and timely To Read More Visit: https://hrtechcube.com/top-recruiting-challenges-in-2024/

"Sorry, my computer is slow today." Whether you're waiting in line at the grocery store or attempting to check in for a flight, being delayed due to technological faults is beyond frustrating. Point-of-sale devices, self-service kiosks, and gate computers. Whatever the technology, poor performance leads to a negative experience. A terrible digital experience is often made worse for anyone who has to deal with it repeatedly. In fact, one survey discovered that over half of employees would leave their positions due to technological concerns.   Also Read: Top Recruiting Challenges in 2024     The digital employee experience (DEX) is more important today than ever. So, how do you improve it and keep your staff productive, engaged, and satisfied at work? All of this could have a direct or trickle-down impact on   XLAs focus on outcomes. Do your staff believe they have all of the applications they need? Are they concerned about deadlines since their laptops and tablets are continuously rebooting? Do their client relationships suffer as a result of unreliable video conferencing? Your employees want their technology to work and integrate seamlessly with their workflow. They intend to perform a terrific job. However, when they do not have the necessary equipment, their productivity and morale deteriorate. To know More visit: https://hrtechcube.com/enhancing-employee-experience-score/

The contemporary sociopolitical context and debate over workplace diversity are becoming increasingly politicized, with a steady shift between supporting and restraining DE&I programs. While many firms around the world have committed to supporting DE&I as a form of affirmative action at the federal level, many have failed to execute it, particularly for women.   Also Read: Rethinking Social Media Strategies As HR professionals, you have the ability to make female employees feel welcome, included, and supported when they join your organization. To achieve gender inclusion in the workplace, it is necessary to detect unconscious bias bottlenecks and enhance the hiring process as well as other post-hiring factors.   In today's exclusive HRTech Cube piece, we'll look at a few different strategies to lay a solid foundation for women to excel in business while also empowering long-term DE&I. How to Better Empower Women in the Workplace To address this leaking pipeline, HR professionals must develop new approaches to recruit more women in all business career categories. Before we get into the details, it is critical to eliminate the "quota" mindset and focus on specific goals for female retention in the workplace. This entails routinely communicating with the management team and assessing progress levels.   To Know more  Visit: https://hrtechcube.com/4-ways-to-empower-women-in-the-workplace/

Lauren, could you start by sharing a bit about your professional journey and what led you to co-found Personality Pool? I would love to say I had some magical moment in my college business courses that gave me the idea for Personality Pool, but in a less glamorous turn of events, once I graduated from college I couldn’t get a job! I had decided I wanted to go into sales so I applied to so.many.jobs and would rarely (if ever) make it to the interview stage. It was frustrating because I knew I had the right personality for a sales role even with my resume lacking what these companies deemed “necessary relevant experience.” I kept thinking, “If I could just meet one of these hiring managers in person, I know I can get the job.” Long story short—I ended up meeting a hiring manager who took a chance on me because he could see I had the right personality for the job. This changed the trajectory of my entire life! I have carried this story with me for years and always knew that one day I wanted to find a way to give everyone the chance to show who they are beyond their resume when applying for very personality-driven jobs like sales, retail, hospitality, ultimately any job where dealing with people is what you will spend most of your time doing. Personality Pool operates on the belief that resumes don’t fully capture a candidate’s capabilities or fit for a job. Can you elaborate on why this belief is central to your platform? One sheet of paper can’t tell the story of a candidate and showcase the traits that matter when hiring for customer-facing roles (this is the vertical we shine in) We are all in ways programmed to keep our resumes safe. We try to make sure we check all of the boxes we know the reviewers will be looking for, and in turn, most resumes end up looking just alike. If you are looking for the right personality to fit your role–a resume will not get you there. You need to see someone’s personality! We waste so much time filtering through resumes scheduling pre-screen phone calls and interviews, which are steps all designed for you to get a glimpse of what? The candidate’s personality. Using a tool like personality pool saves time, money and hassle because we help you cut to the chase and get to the heart of what makes a good hire To Know More Visit: https://hrtechcube.com/hrtech-interview-with-lauren-glass-mullins/