reasons to leaveAs mentioned in the preceding entry in this series, staying in touch with your employees can ease a lot of a company’s retention issues. It allows management – ahead of time – to identify those employees who are unhappy and most likely to leave. It also affords the opportunity to remedy the situation before it is too late.

One of the best ways to accomplish this goal is to hold so-called “stay” interviews ahead of the “exit” ones. Unlike the latter that are usually somewhat negative, this former type of interview lets your HR team understand why your satisfied employees remain as well as identifying those who are not. You never know, you may discover some of the reasons that your employees may be abandoning your company. Ones such as these:

1. They are Bored and Unchallenged
Many employees spent a lot of time, effort and money getting knowledge, skills and degrees in fields of study that interested them. They then go on to find jobs that will allow them to use those skills. Tasking them with uninteresting or transactional work will not only stifle their passion for the job but directly lead them to find another one. It is a truly sad state of affairs for any employee to be bored and unchallenged at work. In fact, no employee will stand for it for very long. Working closely with your team, keeping them informed as well as challenging them to perform is the best way to keep them engaged in the project and in the company.

2. Their Self-Confidence is Stifled
In a similar vein, stopping employees from utilizing their significant skills and abilities in the workplace reduces not only their sense of accomplishment but also their self-confidence. When exercising their skills, employees become even better at them, stretch their current abilities and grow any burgeoning talents. Stifling this initiative is a sure way to drive good employees to the competition. The lure of opportunity also enters into it. If employees are not allowed to demonstrate their prowess in work-related skills, they may feel that they are merely spinning their wheels with little hope for advancement.

3. They Feel Unconnected from the Big Picture
In the simplest terms, managers – at all levels of the company – must take the time to meet with and explain to every subordinate the relevancy of their job as it pertains to the overall strategy and business of the company. Much as John Donne was involved with mankind, this process connects your employees with the company. If you fail to make the connection, do not send to ask for whom the bell tolls, it will be tolling for your company. An apt analogy for any company that fails to retain its most qualified and talented employees.

4. No Transparency in Company’s Financial State
It is simply foolish to believe that an employee will place the long-term needs of the company over their own. Any signs of financial instability – from  lack of sales and reduced work hours through  layoffs and salary freezes – will result in stress and worry in your best employees – and a tendency for them to find greener pastures. In short, changes in the financial status of the company – for better or worse – should always be transparent to those most intimately involved – that is, your employees.

5. You Offer a Poor Corporate Culture
For whatever reason, some individuals will never fit into any corporate culture. Still, this does not mean that you shouldn’t strive for that end. Doing so will pay dividends all across your business. Your company must develop a corporate culture where employees are appreciated and not demeaned, treated with respect and not scorn, as well as provide them with compensation, benefits and perks. The costs for such activities as team-building, corporate events and even celebrations are relatively minor but they make management accessible and keep everyone on the same “cultural” page.

For more on corporate culture, download this complimentary guide, People-Centric Recruitment Guide: Texas Roadhouse’s Approach for Building and Preserving Company Culture

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5 Reasons Your Employees are Abandoning Your Company

by CompareHRIS on April 14, 2015

employee quittingEmployees – even ones in quite senior positions with lucrative salaries – quit for any number of seemingly less than significant reasons. Still, the reasons are important enough for the employee to make a life-changing decision and… it can have a dramatic effect on you and your company. Here are five of the top reasons why good employees will abandon an otherwise good company:

1. Offering No Passable Relationship with a Superior
While subordinates do not necessarily need to fraternize with their bosses – in fact, it is actively discouraged in most organizations – they do require a comfortable working relationship with their superior to be effective. Simply put, an uncomfortable relationship with one’s immediate supervisor is an almost unbearable burden on any employee as they must depend on the boss to give relevant input and feedback in many one-on-one situations. An immediate supervisor is also an employee’s access to the rest of the management chain. It is highly demoralizing to be left aside in this instance. In short, a poor relationship with one’s superior quickly devolves into the need to find a new job.

2. Ignoring Good Relationships with Peers
Similarly but not identically, an employee must have a good working relationship with their peers. A large portion of one’s working life will be spent sitting next to, interacting with, and generally spending the day with these people. It is imperative that coworkers communicate and empower each other. Many mutual friendships are developed in a working environment – do not discount the retention effect that employees have on each other. In short, interpersonal peer-to-peer relationships retain employees more than any other factor.

3. No Relevancy of Their Position
Everyone wants to be relevant – to their family, to their friends and, yes, to their employers. It is simply human nature and ignoring this fact will cost you employees – the best ones, too! To this end, an employee must be given meaningful work and the more senior the employee the more relevant it needs to be. Making a difference – at the company level and for the world at large – is essential for motivating the most passionate employees. Otherwise, they will move on to circumstances more attuned to their own ethical views. If necessary, you may have to re-evaluate your own views and determine if they are too mercenary.

4. Denying Autonomy and Independence
On a slightly different note, the best employees do not want to be treated as children. That is, they want to be trusted and not just considered incompetents who will only do as instructed with a maximum of oversight. In other words, to retain the best employees your company must do more than just pay lip service to such concepts as empowerment, self-direction and independence. While you cannot actually endow your employees with these traits, you can create a working environment that nurtures them. If you do, you and your company, as well as your retention rate, will be all the better for it.

5. Lack of Recognition
Other than a superior outright taking credit for a subordinate’s work, nothing aggravates an employee more than not being recognized for his contributions. It can be as simple as thanking them for working on the weekend to an actual award for being employee of the month. With that said, genuine gratitude is appreciated but your company must come across with some tangible rewards or the sentiment will soon be ignored. HRIS can increase acknowledgment by using technology to communicate recognition and interactivity throughout the company. Remember, the best know who they are and that they have other employment options.

The Bottom Line
Pay attention to these five reasons or you will certainly be giving more exit interviews and goodbye parties – not to mention substantially increasing your recruiting, hiring and training costs.

For more on this topic, please visit us at, where you can find a range of products that can help you with any of your human resource issues.


Managing Motivation – 5 Simple Rules

by CompareHRIS on April 10, 2015

Motivated employeeKeeping employees motivated is one of the most important aspects of any business owner’s or manager’s job. It can be a daunting task with all the other competing demands on one’s time. Here are five simple things you and your management team can do to keep the process manageable and moving forward.

1. First, Define the Company Vision – Nothing is more demotivating to an employee than not knowing where they are supposed to be headed. In fact, leaving employees clueless as to the company goals is an invitation for them to concentrate on the wrong tasks. Instead, it is essential that upper management clearly define a vision for the company’s future and how they plan to get there. So important is this single item, that this vision should be memorialized on paper and emphasized at every company event.

2. Next, Empower Your Managers – While the CEO or owner of a business should be the primary motivating force in a company, he cannot be everyone at once. This means that subordinate managers must be empowered – and encouraged! – to make their own motivational decisions. Allowing managers to engage in team building exercises of their own devising or to schedule their own meetings can be doubly valuable. It signals trust in the manager himself and signals to the employees that self-motivation is highly regarded.

3. Then, Reward the Most Motivated – Recognizing motivation in your employees is key to perpetuating the behavior. While “employee of the month” plaques are appreciated to a certain degree, real motivation is garnered with real rewards. In other words, a simple pat on the back is not enough. Instead, provide something tangible like gift cards to a restaurant or tickets to a basketball game. They will reap far more benefits than the small price they cost.

4. Move On to Eliminating the Nabobs of Negativity – No matter how finely tuned your management skills are, a single dissenting voice in the ranks can have a significantly toxic effect on motivation. It is essential to identify these counterproductive individuals and either change their minds or terminate them from your employ. This process does not mean that dissenting opinions should be discouraged, just the ones that are negative solely for the sake of being negative. In other words, think positive and insist that your employees do the same.

5. Finally, Provoke Further Conversation – As mentioned, constructive discourse is to be encouraged as no single person has all the right answers. Collectively, however, answers can be found to almost any problem. In addition, promoting communication is a singular way for employees to motivate each other. Synergistic effort is a wonderful, and very powerful, thing if you can get it working in your favor.

One Final Thought – Managing motivation is not something you can effectively outsource. If you, as the owner or senior manager, are not living the company philosophy, no amount of sermonizing will get the rest of the employees to follow. However, using an HRIS system will help to simplify and manage data and ensure employees feel engaged and motivated.


The New Focus in HCM

by CompareHRIS on April 1, 2015

human capital managementMore than just the technological innovations that have enveloped human capital management over the past decade, there has also been a sea of change in how the executive suite views the role of HCM directors and their staff.

This new focus is intended to include HCM in the functioning of the company in a strategic way so that it can contribute to the bottom line as well as provide the necessary infrastructure. In short, in addition to providing the traditional HR functions, HCM is now expected to also be the following:

An Employee Champion
In addition to being a talent manager, HCM must involve itself with the development of a company’s most key asset – its employees. This development or advocacy, if you will, involves creating a work environment that is not only friendly but motivating and fosters long term contributions from a company’s employees.

The “secret” to this process is actually well-known. The managers in HCM must foster a culture of good goal-setting, superior communication and actionable empowerment. These three processes will develop a workforce that is more than competent. Indeed, customer service, internal strategies and bottom line performance will all be augmented.

Finally, HCM must act as an impartial arbiter of disputes whether they involve employee-management issues or employee-employee interactions. Impartiality is key to instilling a sense of fairness in the workplace and will resonate across the entire company.

A Change Advocate
Change is one of the most destabilizing, and in many cases demoralizing, processes that can take place in a company. Employees are generally rooted out of well-worn and time-honored procedures and presented with something new and unfamiliar. While management may see the benefits to these improvements, employees may only see added work. In the new paradigm, it is the responsibility of HCM to resolve this seeming dilemma.

As “change advocates,” the HCM should be in the vanguard for providing the information, policies and practices needed to successfully implement any new program. With the proper tools and procedures, not only can HCM help to successfully implement the new program, but also maximize overall employee “buy-in” and limit employee dissatisfaction from the most senior employees.

Lastly, as the advocate of change, the HCM staff can also act as the gateway for feedback. In this manner, they can assess the overall effectiveness of the program plus identify and help implement any needed changes. In short, HCM can act as the barometer of the entire organization’s activities.

A Strategic Contributor
The bottom line to this whole process in general, and to the point of this article, is that modern HCM needs to move itself into the realm of executive “action.” In other words, in highly successful companies, it is no longer acceptable for HCM to just accept a supporting role. Instead, it needs to fill a strategic place in the executive pantheon just like any other department.

This role will manifest itself in such tasks as the design of work positions, performance development strategies and compensation plans. Not only will this aid in the recruitment and retention of top-notch talent but will also help when they do leave with proper succession planning.

To be truly successful business contributors, HCM must think like business people and not like HR specialists. Their expertise needs to be applied across the entire gamut of a company’s operation to optimize their effect. Only in this way will HCM earn a seat at the executive table.

Related articles:
5 Less than Obvious Considerations when Purchasing an HCM SaaS Solution
Emerging Dynamics in Human Capital Management (HCM)


Empowerment through HR technologyOne of the most self-destructive behaviors that any manager can engage in is “looking over the shoulder” or micromanaging his subordinates. While it may take a significant period of time for an assistant manager or other employee to become a trusted member of the team, managers must refrain from overseeing every action taken by their staff.

This tendency by managers to overdo their responsibilities can actually stymie their subordinates instead of supporting them. Still, managers are ultimately responsible for what goes on inside their “four walls” and must have some way of monitoring the situation.

An excellent solution to this seeming dilemma is the use of a Human Resource Information System (HRIS). An HRIS is doubly beneficial in that it enables a manager to remotely monitor the activities while still allowing a significant measure of autonomy to the subordinates.

Management Empowerment

The implementation of an HRIS into the human capital management process is one of the most empowering things that any company can do. The system can monitor, track and archive a wide range of administrative tasks such as hiring, training and performance allowing a company’s location managers to concentrate on the more important aspects of the business. In addition, an HRIS allows the HR director or other members of senior management to easily monitor compliance with company initiatives and government regulations.

Employee Empowerment

One of the most common complaints from employees is that they feel out of place due to poor intracompany communications and inadequate training. An HRIS can effectively address these two issues by providing a single point of contact for all new company information and by automating some of the training process. For example, an HRIS can be designed to allow employees to access the latest in company news and to self-direct some of their training activities. In both cases, employees are empowered to deal with a situation without the need for management interaction.

Enterprise-Wide Empowerment

Pardon us for stealing a term from the technology guys, but enterprise-wide is truly the word that describes the change in mindset that accompanies the empowerment created by the use of an HRIS. The synergies involved when everyone is on the same page are truly remarkable. Owners and senior managers know that their message is being delivered in a timely and company-wide manner. Location managers are relieved of many administrative tasks that consume much of their time. Lastly, and perhaps most importantly, employees are made to feel like part of the group with at least some power over their activities within the company.

The Ramifications for Your Company

The results of empowerment are widespread. Employees with greater satisfaction are absent less, cause fewer HR problems and are generally more productive. Happier employees allow location managers to concentrate on their operational activities and thus improve the bottom line. Relieved of micromanaging the operations of the business, the owner or senior management can concentrate on growing the business. In short, finding and implementing the right HRIS is a triple win situation.


Without Teamwork you’re in No Man’s Land

by CompareHRIS on March 13, 2015

You need teamwork in HRI must admit that “creating a culture of teamwork” is one of those phrases that make me cringe. It just sounds so “touchy-feely” and dated. Still, the results of solid teamwork are simply irrefutable and no good business person would knowingly ignore them.

Perhaps, sometime in the future, I’ll just have to coin my own term to resolve the issue for myself. In the meantime, however, here are six, immediately actionable ways to build a culture of teamwork in your organization:

Owners and Senior Management Must Demand It – In particular, it is essential that these leaders deliver an unmistakable message that teamwork and collaboration across the entire organization is not just encouraged but demanded. In short, no process or project is wholly owned by any one department or manager and all employees should feel free to offer input.

All Managers Must Embrace It for Themselves – Leading by example, all managers, especially the most senior ones, must exemplify the process of teamwork through their interactions with each other and their subordinates. This is easily accomplished when things are “humming along” but must also be followed when things go wrong. In short, do not allow yourself or your team to revert to a top-down, authoritarian style in the midst of a crisis.

Formally Identify It as Important – Great value is placed on mission statements, company values and the like by employees. Each is an excellent place for them – especially if they are new – to get a sense of the company culture. Ensure that “teamwork” is one of your core values and is expressed in these statements.

Identify Success with Teamwork – Every successful work environment has “war stories.” Many, however, only get retold with a single person going in and getting the job done – the value of the team is left unrecognized. As the title of this article states, “no man is an island” and any successes that an individual sees are directly attributable to his support staff as well as himself. Rejigger these anecdotes, in your own telling, to reflect this sensibility and note that the rewards flowed to everyone involved.

Develop Performance Metrics that Encourage Teamwork – Performance metrics – where would we be without them? While they are not the be-all and end-all of effective management they are a vital tool. Ensure that your metrics encourage interaction between your departments and demand mutually supporting roles that are responsive to actual needs.

As you can see, obviously, “creating a culture of teamwork” is also a collaborative effort. You cannot do it by yourself, but as an owner or senior manager, you can certainly lead by example and set up your team for success.


business educationThere’s a very old joke about schooling where one businessman asks his other businessman friend, “Nice to see you. How are things going?”

“You know… the usual,” the man responds, “but I still haven’t been asked to do any algebra today.”

It is a story familiar to anyone who has suffered through an educational course that does not seem to have any bearing on their future career. While this story is obviously apocryphal, there are many business owners who lament the quality and the training of entry-level job applicants. Indeed, it makes one wonder if there really is a disconnect between the vaunted American college education and the needs of U.S. businesses.

What are we teaching?
The consensus among business owners and managers is not a lack of jobs but a lack of qualified applicants – the people applying simply do not have the necessary skills to fill the position. This leaves employers in the unenviable position of “fighting” for merely adequate – never mind, the best –   employees in what is arguably the highest unemployment environment since the great depression.

Even more troubling, the entry level skills required by these companies are not things like advanced statistical analysis or advanced C++ programming – although both of these are purportedly being taught at the undergraduate level in American universities – but merely basic reading, writing, math and problem solving skills.

Educational Institutions have become Businesses Themselves
This fact means that institutions of higher learning are no longer interested in providing a trained workforce but are more concerned with optimizing their own bottom line. The disparity here is made painfully obvious in a McKinney study that shows three quarters of educators polled think they are providing “ready for work” graduates while less than half of the business people polled think so.

It should be kept in mind that these are not high school or vocational education programs that are being questioned but those offered by the finest secondary schools in the country. Is it any wonder that corporations spend an ever-increasing amount of their HCM budgets on training – remedial or otherwise?

Vocational Training has received a “Bad Rap”
By training their students in “real-world” practical skills; vocational schools have created a track record where the vast majority of their graduates can find a job within 90 days of leaving school. It is a sobering thought, when many more traditionally schooled scholars – yes, I am referring to philosophy and history majors – can’t find a job in the “food service” industry for a year or more.

As an added incentive, many vocational schools also develop an integrated relationship with businesses in their industry and these companies often offer paid apprenticeships to the students. Contrast this process with the unpaid “internships” available through traditional college placement offices. Businesses simply cannot rely on this type of free labor if they expect to attract the best applicants.

Students Just Don’t Understand
Some would say the educational industry bears the brunt of the blame for this situation but businesses have been complicit in its execution. The result is that students have been sold a bill of goods where they expect that their services will be needed – nay, demanded – when they graduate. It simply isn’t so.

It is time for a severe reconsideration of what education is intended to accomplish and what the needs of students’ are. Colleges be damned. With many degrees costing in excess of $100,000, shouldn’t the graduates be rewarded with some return on their investment and not just a “sheepskin” on the wall?

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Employee Satisfaction – 7 Ways to Keep Your Team Happy

by CompareHRIS on February 20, 2015

happy employeesFar too many people in the business world fail to grasp the point that their job as manager is not just about leading but about leading effectively. Here are a few simple suggestions to keep your team energized, satisfied and, most importantly, happy:

1.    Listen & Learn – While the more veteran members of your team are more likely to have something valuable to contribute, you cannot overlook the more junior members. You did hire them for a reason, right? Cultivating an open and non-judgmental atmosphere is key to getting the most out of your people whether they have been there for ten years or just ten days.

2.    Communicate Effectively – There is nothing more frustrating than trying to read the mind of your boss especially when it comes to the details of an important project. For this reason, it is incumbent upon the manager to make his communications – written and oral – as crystal clear as possible. Not only will your subordinates appreciate the effort, you will be able to hold them far more accountable later on.

3.    Define Your Goals – In a similar vein, your team must know – without a shadow of a doubt – where they are headed and what the desired result is. Otherwise, useless conjecture and often competing itineraries will typically develop. For you, as a manager, keeping the team focused and on track is job number one.

4.    Be Proactive, Not Reactive – The essence of being an effective manager is foreseeing problems before they even develop. Without this talent, you are surely lost. In short, the identification and resolution process is far easier than any “damage control” after the fact. No one gets defensive, no one feels threatened and everyone is happier- especially management.

5.    Understand That They Have a Life – With the competing demands of both the bosses above and the staff below, it is easy for a manager to lose track of his own life, not to mention that of his subordinates. Still, no matter your philosophy, “work to live” or “live to work,” your employees may have other ideas. In short, it is important to remember that employees have other lives outside of work.

6.    Work Hard but Play a Little Too – As they say, “All work and no play makes Jack a dull boy.” Keep this aphorism in mind when tending to your team. Driving them hard is a good technique when you are under the gun but you must also realize that there are times to lighten the load. In fact, your success as well as theirs relies on this judicious use of power.

7.    Be Socially Aware – No doubt, not everyone has an agenda – still, be careful – the newest generation of employees is far more aware of “what’s happening” than their predecessors because of the Internet and social media. The best companies take an active stance on relevant issues or contribute to a worthwhile charity to easily increase the engagement of their employees.

A Final Thought – As you can see, keeping your team happy is not rocket science. Instead, it takes time, effort and, most importantly, some meaningful thought. In a nutshell, take some time every morning to decide on the best approach. Whether it is listening or communicating, defining goals or being proactive, or just understanding their priorities, being on the same page with your employees is the best way to keep them happy.

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GamificationWhile a cursory understanding of the process itself often brings a rolling of eyes and possibly a smirk of condescension from managers, departmental to board level, the concept of gamification is actually quite a valuable tool when it comes to engaging employees in meeting company expectations and goals. Here are five, fun ways that gamification can improve the overall quality of your company workforce:

1. Widens the Talent Pool
Every HCM team faces a formidable challenge in finding and landing the best possible candidates for their company – especially when the business climate is booming. While it is the HR team’s mission to find new talent, using gamification to incentivize the rest of your staff to take a more active role in that acquisition can pay enormous dividends. By simply providing a “Referrer of the Year” award with a somewhat substantial prize, you will embolden and empower your entire team to find top talent. In addition, not only do the top “recruiters” gain – both personally and professionally – but the HR team feels a little less pressure which lets them concentrate on some of their other duties.

2. Improves the Onboarding Process
Turning the hiring, onboarding and training process into a gamified experience – by rewarding the hirees with both acknowledgement and tangible bonuses – has proven to be one of the most effective ways to encourage employees to complete each step of the journey in a timely and complete manner. Similarly, providing rewards for self-motivation not only brings out that characteristic in your hirees but also relieves your location managers of some of the oversight duties necessary for proper orientation and training. Simply put, it is a win-win situation where both the trainees and the trainers benefit. It also gives you, the executive, an opportunity to meet-and-greet the new employees on a totally positive level if you choose to award the prizes.

3. Enhances the Training Process
It is a sad fact in most companies that compliance training – whether it involves something technical like a unified communications initiative or more HR-oriented items like diversity and harassment – is seldom met with much enthusiasm by the participants. Still, it is necessary to engage the employees, communicate the information and get their “buy-in.” Nothing accomplishes this task faster and more efficiently than a solidly-planned, online-learning gamification program. In short, gamification encourages action on the part of the participants whether it is for personal gain or simply for the satisfaction of outdoing their coworkers. In either case, the training is made a priority.

4. Provides the Roadmap to Promotion
In general, the most ambitious people in your organization are also the most motivated and truly the best employees. In addition, they serve as a beacon of success for the rest of your team. While the most talented of your employees may innately understand what it takes to succeed and progress up the corporate ladder, the others may not be so well-served. For this reason, the use of gamification to create mission-based career paths will allow anyone with enough motivation to “level up” in the organization. Once again, the data for these processes is eminently trackable and provides an excellent resource for managers looking to promote someone from within. In the end, your company ends up with a more productive, collaborative and upwardly motivated workforce.

5. Retains Top Talent
Once you have developed a superior team, it only seems rational to strive to keep them happy and from moving to the competition. Significant engagement of these people is integral to maintaining your company’s base of institutional knowledge, a sense of consistency throughout the organization and, most importantly, avoiding the costs and aggravation of a high turnover rate. Your best talent is also the most lucratively rewarded in a tangible sense, so gamification in this case provides them an outlet for their advice. Look to these folks for recommendations on process improvement, product enhancement and departmental collaborative efforts. Then recognize and duly reward the best of the best for their efforts.

A Final Thought
One of the best aspects of gamification is that it can be implemented and run on an HRIS system with a minimum of interaction needed from the HCM team. The key is to track the opportunities and activities and then reward employee participation. The rewards provide an intrinsic motivation and the tracking mechanism provides valuable insight into who is really a team player – invaluable information when it comes to considering assignments, promotions and more tangible rewards like raises and bonuses.

For more information on the benefits of HRIS as it pertains to gamification and employee engagement in your organization as well as other HRIS solutions for your company, please visit us online at


Workforce management softwarePaperwork used to be the bane of office personnel all over the world. With the advent of the computer and the Internet, many business people think that the paperless office has arrived. While the actual paper may have disappeared, the need to input vast amounts of data to comply with company and government regulations still exists. In other words, the drudgery of “paperwork’ still exists.

The New Paperwork
The arrival of computers has spurred an increasing desire on the part of the government and many corporate “home offices” to collect as much data as possible without regard for the workload inflicted. In many instances, the duplication of effort needed to input the data into multiple databases is staggering. Exacerbating the situation is the use of multiple software programs within a single company that cannot communicate with each other.

A Truly Paperless Solution – WMS
The use of a modern Workforce Management Software (WMS) system can help with these problems. WMS allows a company to input data from various departments and to accumulate, modify and store the data in a single place. The data can then be retrieved and electronically sent to any and all authorized recipients. In short, data received at one level of the company can be disseminated to all other levels and departments without the need to re-input the information.

The Benefits
Although it is somewhat ironic, a WMS solution will definitely yield a superior employee “paper” trail from hiring through training and promotion until retirement or termination. Each step of the process can be monitored by those managers most knowledgeable without the need for further input from other departments or administrators. Administrative savings are just the beginning as better and more accurate records will help with everything from lawsuits to audits. A WMS system is the first step in developing a truly paperless office.

For more information, download our white paper, Top 5 Technology Game Changers for Workforce Management


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