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Case Study: Crescent Community Health Center Sees Significant Efficiencies in Implementing and Expanding its isolved Deployment

What You Need to Know Part-and-parcel of any HR function is, usually, a daunting volume of pressing administration and attendant risk mitigation necessary to managing the employment of people. If an HR department ever manages to lessen these activities’ tendency to monopolize practitioners’ day-to-day workload, the department’s leaders can begin to turn their focus to strategic concerns—namely, helping to ensure positive employee sentiment, the key ingredient driving improvements in the retention of employees, greater employee engagement and productivity, and more. Furthermore, smaller businesses stand much to gain from moving into modern software for human capital management—away from the low-tech or no-tech circumstances in which most of them begin their journey in HR (3Sixty Insights 3SICS21122 – Central Minnesotan Kensington Bank Reports Success in Implementing and […]

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Case Study: Central Minnesotan Kensington Bank Reports Success in Implementing and Expanding isolved via Partnership with AssetHR

What You Need to Know Without modern technology for human capital management (HCM) and the advancements in automation it has to offer, HR is unnecessarily inefficient. This inefficiency can be especially pronounced at small organizations, where, typically, nothing at all aside from email, spreadsheets and paper is in place to manage it. It is this inefficiency that usually compels such organizations to seek relief. Here is where many potential pitfalls lurk. Choose the wrong solution, and the organization sets itself up for long-term difficulties in exchange for, possibly, short-term relief. Any organization that finds a trusted partner to help navigate the HCM vendor landscape and choose a capable solution and implement it in a capable way goes a long way in sparing itself future frustration […]

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Case Study: Allianz Global Investors Deploys Ceridian Dayforce to Modernize the Necessities of Employing People

What You Need to Know For well over a decade, employers have been ripping out legacy deployments of software for human capital management in favor of superior, cloud-based solutions delivered via software-as-a-service (SaaS). Providing the impetus for their decision to leave these often on-premises solutions behind is, typically, some combination of factors: the desire to emancipate HCM from pernicious inefficiencies, the business rationale to lower IT-related labor expenditure and eliminate expensive yearly maintenance fees, and more. Modern technology for HCM tends to deliver automation that greatly alleviates the administrative burden associated with the last generation of software for HCM. It is unacceptable today to accept highly manual processes in payroll or anything immediately surrounding it—e.g., the human resource information system (HRIS, a.k.a. core HR), time […]

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Case Study: Core-Mark International Empowers Its People with Centralized HR Operations Powered by UKG

Organizations employing thousands in staff and spanning thousands of miles in geographic footprint face a dilemma in human capital management. There is no way, really, for a centralized HR function to enjoy absolute, full command and control of every people-related nuance and idiosyncrasy at play at such a company’s many locations, let alone oversee everything from afar, back at headquarters. This should never be the goal anyway. Hardworking staff closest to the action always are in the best position to understand the day-to-day. This report explores an example. A large, dispersed company, Core-Mark International has long operated competitively as a decentralized organization. Even so, Core-Mark wanted greater centralization of HCM—not to exercise unnecessary control over the company’s many locations in North America (which were doing […]

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Case Study: SilkRoad Technology Engages with Cleveland Clinic to Implement and Support Custom Deployment of RedCarpet Onboarding

Thanks in part to software-as-a-service enterprise software, the onboarding of new employees and contractors is easier than ever to manage. These solutions can be straightforward for users and proficient at handling what they’re built to solve. And it’s critical that they excel in these ways, as software companies need a solid foundation upon which to show that customers are receiving value. The cost-related and logistical barriers users face as they weigh their options are less burdensome than they were for organizations on the ever-present on-premises installations of the past, after all. Previously focusing efforts on closing new deals, safe in the knowledge that clients would not be up for another disruptive overhaul to their installation any time soon, vendors of software for human capital management […]

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Research Note: Concrete vs. Abstract HCM: The Power of “And”

We launched the 2021 Research Agenda for the human capital management practice area at 3Sixty Insights with an exploration into a new way of looking at HCM. The idea we advanced resonated deeply with vendors and users of HCM technology alike—that HCM has two hemispheres, the concrete and the abstract. To thrive, employers must appreciate and embrace both these understandings of HCM (3Sixty Insights BWSRP20111 Concrete vs. Abstract HCM: A New Way for Organizations to Look at HCM, November 2020). Accountants and others focused on the nuts and bolts of business understand concrete expressions of HCM such as gains in efficiencies and productivity. Others gravitate to abstract expressions of HCM, which comprise employees’ feelings and focus on the tributaries and outcomes of employer culture. Reality […]

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