In a recent survey 65 percent of respondents agreed that culture is more important to performance than strategy or operating model.
As organizations grow in size, so does the associated support functions within that organization. More employees means more HR and payroll tasks. More employees require more internal support, which means more employees just for those functions. And this can become counterproductive at some point.
A recent employee lawsuit serves to highlight this "blurring" of privacy rights boundaries for employers and their workers. While employers certainly have a right to determine what activities are permitted in their workplace, employees also have rights to privacy. The problems arise when employers are alleged to have violated those privacy rights when enforcing company policy.
[Editor's note: This post was originally published in January 2017 and has been completely revamped and updated for accuracy and comprehensiveness.]
Increasing numbers of mistakes with payroll processing serve as warning signs that indicate your payroll team may need more staff and and better resources. On the other hand, it's very likely that it's simply time to consider other options for managing your payroll process, such as outsourcing.
One of common misconceptions about onboarding of new hires is that it is simply "new employee orientation" or employee training. While both of these are vital they do not, in themselves, constitute onboarding. In fact, they are simply critical components of a comprehensive onboarding process.