It’s never an ideal situation when an employee leaves your organization.
Whether it’s a voluntarily or involuntarily move, there’s paperwork to be completed, a new hire to be made, and an exit interview to conduct.
If you skip the exit interview, you’re missing a golden opportunity to improve your organization. Even if the employee was fired, there’s insight to be gained.
It’s typical to have mixed feelings about the annual benefits open enrollment period. Dread for the additional administrative workload and potential benefits cost increases… Anticipation of newer, more attractive, and easier to administer plans… It makes for a fall season that causes many HR professionals and benefits brokers to drown their misery in pumpkin spice lattes.
Building an HR System That Works
If your organization wants to implement an automated HR system, one of the main questions you’ll want to answer is: What makes for a good system?
HR systems that fuel a productive and satisfied workforce have four components: efficiency, scalability, reliability, and compliance. Let’s look at each one.
We have found pornography on an employee’s computer. How should we handle this? And, is an employee’s addiction to pornography protected under the Americans with Disabilities Act (ADA)?