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.

With 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Outdated solutions, lacking real-time data, poor user experiences, and disparate systems are all obstacles to addressing the changing world of work.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

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.

• Supporting employee mental health and wellbeing: According to Community and Public Health, almost one-third of people in New Zealand have a personal experience of mental distress, and the effect of the COVID-19 pandemic may have exacerbated this for many. Employers must continue to prioritise the holistic wellbeing of employees today and in the years ahead.

Elevating employee experiences

Ceridian’s Future of Work survey found that most organisations (68 per cent) in New Zealand are seeking to increase the size of their team in the next year. At the same time, the ‘great resignation’ continues to reach new heights. According to Auckland University of Technology’s Wellbeing at Work study, the proportion of employees not considering leaving their jobs has halved when compared with 2020 findings, from 19.1 per cent in May 2020 to 9.2 per cent in April this year.

As the competition for talent heats up in the pandemic world, employers must realise the power dynamic has shifted in favour of the employee.

In the future, employers will need to deploy systems and policies that reflect the values of the organisation and employees in meaningful and authentic ways. Policies will also need to encourage diverse professional growth, if organisations want to successfully draw the best available candidates.

It’s clear that HR policies need to evolve rapidly to keep up with the changes we’ve experienced over the past 18 months. HR professionals and business leaders must cultivate a forward-thinking mindset; one that accounts for continuous change, compliance and employee experience at the forefront.

Stephen Moore is responsible for overall leadership of the Asia Pacific and Japan region at Ceridian. His focus is to deliver world-class innovations and experiences to customers, helping them optimise performance using Ceridian’s intelligent HCM and deep business insights.