HR Digest

MAY 6, 2024

An HRIS (Human Resources Information System) is a software solution that helps organizations manage and automate core HR processes like payroll, time tracking, and employee benefits administration. There are many central features that make up these human resource information systems. What is an HRIS?

Human Resources 52

Human Resources System Information Resources 52

HR Digest

APRIL 9, 2024

In an exclusive interview with HR Digest, Trent Henry, EY’s Chief Human Resources Officer (CHRO), shares key strategies driving EY’s commitment to diversity, innovation, employee well-being, and leadership development. We track progress through standardized metrics and measurement.

Diversity 52

Diversity Career Globalization Learning-by-Doing 52

HR Digest

FEBRUARY 12, 2024

HRIS or Human Resource Information Systems, are critical aids for the HR team within any given organization. Human Resource Information Systems are digital tools that help with collecting and managing employee records in a more structured manner. Image: Freepik What Are HRIS Systems?

Software 52

Software Human Resources Performance Review System 52

Harvard Business Review

NOVEMBER 9, 2016

These high-performing health systems offered a key insight: To sustain change, you need a strong strategy for engaging and standardizing the work of frontline managers. Most organizations standardize work for managers by testing it on a small scale in one pilot unit. Standardizing work processes is a concept from lean management.).

Health Care 9

Health Care System Metrics Operations 9

Harvard Business Review

MARCH 4, 2016

Disclosures would include metrics collected through both screens (e.g., Measuring and reporting these employee health metrics is a first step in getting corporations to adopt programs to improve that impact, they say. Would employees be screened every year for all the metrics listed at the front of this essay?

Company 8

Company Metrics Proposal Guidelines 8

Harvard Business Review

SEPTEMBER 27, 2011

Perhaps it's easier to start by discussing the pathologies of a dysfunctional Chief of Human Resources Officer (CHRO). You should be able to expect your CHRO to offer solutions for improving any of your business metrics through employee alignment and engagement. How do you know you have the right person?

Metrics 14

Metrics Human Resources Attrition CEO 14

Harvard Business Review

DECEMBER 10, 2015

Are timing, budget, and resourcing consistent with what is required for a successful outcome? And, when scope changes occur, is the work plan and budget revised appropriately so that externals don’t feel taken advantage of or exploited? It takes a careful mix of mission, management, and culture. Insight Center.

Agility 8

Agility Survey Organization Budgeting 8

Harvard Business Review

APRIL 20, 2016

In the manufacturing example, this is the ideal place to talk about the introduction of a new line or the adoption of a quality management system. This is the appropriate home when Human Resources wants to do a talent review or when finance wants to share a new budget process. Next, devote time to the enabling functions.

Operations 8

Operations Short-term Supply Chain Objective 8

Harvard Business Review

OCTOBER 3, 2013

The bundle incorporated the metrics in two ways. The Boston Shoulder Institute surgeons and Harvard Pilgrim agreed that their set of metrics could provide patients better experiences and could be used to attract more patients to high-value providers.

Insurance 8

Insurance Health Care How To Price 8

Rapid BI

OCTOBER 10, 2012

Increasingly Human Resources (HR) or Organizational Development (OD) teams are being asked to drive and deliver internal communications, but what is an internal communications plan and how do you go about writing and applying one? What are the roles and responsibilities of leaders, managers, employees and communication professionals?

Planning 61

Planning Strategy How To KPI 61

Harvard Business Review

OCTOBER 30, 2013

MedStar leaders also knew that improving employees’ engagement could not be a one-time or one-off activity — or, as one cynic referred to it, the human resources “flavor of the month.” One of MedStar’s areas of focus was to assure that the system had strong supervisors who could set clear goals and manage employees to them.

Health Care 8

Health Care Quality System Industry 8

Harvard Business Review

OCTOBER 23, 2015

I saw this first hand while researching the hiring practices of top-tier investment banks, management consulting firms, and law firms. One banking recruitment manager summarized the typical approach this way: I’m just being really honest, it [an application] pretty much goes into a black hole.

EPS 8

EPS Diversity Banking Reputation 8