HR TECHNOLOGY STEPHEN MOORE
HR policies essential to navigating with speed Stephen Moore from Ceridian looks at the need for HR policies to evolve quickly as our world of work continues to move forward. He shares his highlights for getting this change right.
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ith the end of 2021 in sight, forward-thinking business leaders are planning for a new year ahead, more determined than ever to meet evolving business demands and workforce priorities. Top-of-mind for HR leaders and CEOs is staying a step ahead of increasingly complex compliance needs while providing exceptional employee experiences to better attract and retain employees in the hyper-competitive global talent market. Outdated solutions, lacking real-time data, poor user experiences, and disparate systems are all obstacles to addressing the changing world of work. Too often, we hear of HR departments being inundated with questions from employees, ranging from award entitlements to vacation allowances. Forward-facing HR policies play an integral role as
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organisations look to mitigate risks inherent in these obstacles, hire top talent and evolve in an increasingly fluid and borderless work environment.
Payroll compliance is critical
One of the most critical touchpoints an employer has with its workforce is when they get paid. Organisations have a responsibility to pay workers accurately, on time, every time. Despite this, given New Zealand’s complex industrial relations system, it’s no surprise many employers are challenged with payroll and wage compliance. In fact, a task force that reviewed New Zealand’s Holidays Act 2003 found many employers struggled to comply. This is reinforced by soon to be released research conducted by Ceridian that found three-quarters (75 per cent) of the labour force is doing overtime each week, yet only 50 per cent are being paid for it. Contemporary technology can help organisations navigate the complex and evolving payroll landscape. This includes automating new tax rules in various jurisdictions, resulting in fewer errors while also freeing up time for payroll teams to focus on high-value work.
No one-size-fits-all approach to health and safety
As New Zealand plans its reopening strategy, many companies are considering what their return-to-office policy will look like. When it comes to the health and safety of employees, and matters such as vaccine mandates, it’s critical to keep employees informed with all the information available and abide by the guidance of local health authorities. As employers consider bringing employees back to the workplace, they should be thinking about the following. • Offering a staggered return to office-based work: Identify the roles best suited to virtual working versus those requiring in-person interactions and time the return to the workplace accordingly. • Giving employees choice: Not everyone will be willing or able to return to the office. Communicate with your employees through regular touchpoints or pulse surveys, to better understand how they feel and better inform workplace policies.
