Human Resources is sometimes seen as a back office function rather than being a strategic partner that can help drive revenues.

Traditionally, HR departments work in a largely administrative environment, completing transactions such as hiring and onboarding employees, processing promotions, and managing performance review processes. All of this work needs to occur and is usually guided by a larger HR strategy. In Strategic HRM, that strategy looks beyond the immediate needs of the human resources team and instead focuses on larger business goals and business strategy.

In recent years, we've witnessed an exciting revolution in HR software. Existing tools are better than ever, while new tools like Artificial Intelligence help Human Resources teams reach new heights of efficiency.

Applicant Tracking Systems are an essential part of life for modern recruiters and hiring managers. The right ATS can help you with sourcing talent, scheduling interviews, and providing a positive candidate experience.

Updating your HRIS or other HR technology can be difficult and expensive, and change projects can disrupt workflows within your Human Resources team. Perhaps it's no wonder that so many organizations try to delay upgrades for as long as possible.

A human resource information system (HRIS) is not just about streamlining payroll and managing HR data processes. The HRIS implementation process is a strategic organizational decision that can improve every aspect of your company. That's why it's valuable to know how to select an HRIS.