Employees spend an estimated eight hours a week working inefficiently. Things like reworking a task and searching the web or intranet for information take time away from important work.
As a result, more companies are undergoing digital transformations. They’re turning to solutions like workflow software and robotic process automation (RPA) — using software “robots” to perform basic and repetitive tasks.
If you’re not already leveraging these solutions, you’re missing out on opportunities to boost productivity across the board.
In this article, we’ll look at how workflow automation can help you manage and advance automation initiatives at your company. We’ll also look at automation initiatives that you can get started with today.
Every company experiences turnover — employees may leave their positions to take an opportunity elsewhere or for personal reasons.
Regardless of the reason, it’s best to part ways with employees on good terms. However, you can leave departing employees feeling frustrated without a formal offboarding process. You also face legal risks if you overlook any important steps.
Having an effective employee offboarding program can ensure that nothing slips through the cracks. It can even turn former employees into advocates for your company.
In this article, we’ll look at what offboarding is and why it’s important. We’ll also look at how you can use automation software to streamline this process and best practices to follow.
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Is your new hire orientation program giving new employees the information and resources they need to succeed in their roles? Or are they getting bogged down by seemingly endless and tedious paperwork?
A strong new hire orientation program is a must to retain talent and increase engagement: 69% of employees who go through an excellent onboarding process are more likely to stay with a company after three years.
In this article, we’ll cover the new hire orientation best practices that’ll set you–and your employees–up to succeed.
Flexibility is the new employment. Freelancers, contractors and part-timers are leaving their stable full-time positions to “gig” their way to more flexibility and freedom from the 9-to-5 grind.
The gig economy started as a trend, but it is now becoming an industry mainstay. Last year, 41 million American workers (consultants, freelancers, contractors, temporary, or on-call) generated $1.28 trillion in revenue for the US economy.
The HR challenge? Current hiring and onboarding protocols cater to full-time employees only. Human Resource departments will have to change their methods and introduce new practices to adapt to hiring and onboarding gig workers.
Companies face fierce competition when it comes to attracting and retaining top talent.
The average millennial stays at a job for 6-12 months, 10-20 times shorter than Baby Boomers and Gen Xers did. Considering that millennials make up some 75% of the workforce, it’s important to understand what millennials want from work and what they expect from their employers. Some 55% of millennials don’t feel fully engaged at work, and perhaps as a result, around 60% say they’re open to a better job opportunity, should one present itself.
While many businesses invest in modern office spaces and offer attractive perks like in-house baristas, free-beer Fridays and unlimited paid time off, they often neglect the internal processes that really shape company culture and impact employee turnover. Onboarding is one of these processes.