Menu
8 4 2 4 3 6 7 9 1 8 8 0 5 7 0 2 8 3 5 5 4 0 8 7 3 0 6 7 3 9 1 1 6 9 4 9 2 2 6 7 0 6 8 6 1 3 7 4 0 0 6 7 3 6 6 0 7 2 9 8 7 0 2 1 8 9 0 9 1 9 4 8 1 4 7 4 6 8 7 7 1 2 5 1 5 9 7 0 9 9 3 2 6 5 5 8 4 2 1 1 0 9 5 9 2 0 2 1 6 2 1 8 6 3 1 4 7 9 7 6 3 1 5 6 7 4 3 1 3 7 0 4 8 4 5 9 3 3 6 2 8 4 4 4 3 1 6 5 6 5 7 5 9 4 4 7 9 6 0 8 0 8 2 6 1 5 9 2 0 8 2 9 1 1 8 1 5 9 0 6 3 2 5 6 5 5 5 3 2 1 9 7 7 7 0 5 7 7 3 4 8 3 9 2 6 1 8 1 9 0 5 2 9 9 4 1 6 3 8 1 3 9 5 6 0 6 2 0 6 1 7 5 7 6 6 8 4 3 2 2 2 2 2 5 4 8 4 4 4 5 6 1 7 8 0 9 3 2 8 2 5 5 7 3 9 3 9 4 1 8 3 3 5 9 7 0 4 9 6 2 8 7 3 0 1 4 2 6 9 6 7 9 8 2 2 1 2 1 0 1 6 6 3 4 7 6 4 7 9 1 0 8 5 5 3 3 8 9 3 8 0 2 8 3 4 9 5 5 2 9 6 7 4 6 2 0 9 8 9 9 5 8 4 9 2 6 1 3 5 3 8 1 2 2 2 6 0 4 9 1 4 6 7 0 4 5 4 9 7 5 4 7 0 6 0 0 6 0 1 7 9 1 8 7 1 9 7 3 1 8 0 9 3 5 3 7 0 5 9 4 5 5 9 4 0 1 6 0 5 0 7 6 4 4 8 2 7 0 8 8 2 3 8 5 6 5 3 1 5 7 0 0 8 4 7 8 9 5 7 3 3 5 2 7 1 0 7 7 5 4 8 0 0 1 8 1 8 4 3 4 6 3 4 7 5 2 5 0 6 4 5 3 2 1 9 0 5 4 9 3 3 5 6 4 7 7 2 5 6 0 9 3 7 8 3 3 0 8 5 5 1 4 2 5 4 3 8 4 8 1 4 9 9 4 5 0 3 5 5 6 1 4 5 0 9 8 8 5 8 7 4 7 9 0 2 1 4 3 0 2 4 3 8 6 0 6 2 7 4 3 6 4 8 5 5 2 2 5 6 8 6 4 8 3 9 8 9 9 2 7 1 1 3 0 0 1 7 9 4 1 1 2 1 2 2 5 2 1 0 8 7 0 1 0 2 0 1 7 3 1 5 9 4 8 8 7 8 4 2 6 1 1 9 1 2 7 5 6 2 4 1 7 5 6 8 8 1 9 2 6 2 1 7 8 0 9 6 5 6 1 7 3 6 1 2 7 7 5 8 5 9 5 1 8 8 8 2 2 4 3 2 8 5 1 8 2 6 7 6 2 4 1 9 7 2 5 9 3 5 0 2 3 5 7 6 4 9 4 4 3 3 2 8 8 0 4 3 2 9 8 7 2 2 2 7 7 6 4 7 3 5 1 5 8 2 5 6 3 6 4 1 2 4 7 2 2 7 4 7 4 2 2 5 9 3 2 3 8 9 5 9 8 9 5 3 0 3 7 1 7 6 5 7 2 1 2 7 9 2 9 2 1 8 0 7 4 1 1 9 6 7 4 9 9 3 6 4 8 3 8 7 9 6 7 6 8 4 7 9 2 0 7 2 6 9 4 1 9 3 2 5 1 5 0 3 7 2 5 5 3 8 5 1 2 2 3 8 0 2 8 8 2 2 4 7 7 0 7 2 7 4 1 1 1 1 3 9 7 5 0 9 2 1 7 5 7 1 0 8 7 3 3 0 5 3 8 3 9 2 4 4 5 8 1 4 5 7 3 7 6 9 1 0 0 9 3 6 8 6 5 7 5 2 1 8 8 9 2 7 7 1 9 9 0 5 0 0 9 6 2 2 1 3 5 0 1 3 6 3 6 7 0 1 2 7 1 5 0 3 7 7 7 9 8 4 3 4 9 5 5 2 3 9 0 7 8 1 2 8 6 2 6 6 1 8 0 9 4 6 9 1 2 0 6 3 0 0 0 7 2 3 1 3 6 4 0 7 8 9 8 9 0 2 7 9 2 3 0 6 2 3 5 8 2 4 1 4 2 7 0 2 6 7 3 5 1 1 3 1 1 5 7 5 8 9 2 4 1 6 4 8 2 1 1 8 5 9 1 9 5 6 2 0 9 8 1 4 1 6 9 6 9 3 0 7 9 1 7 2 8 8 4 1 0 4 3 1 2 4 2 9 7 5 6 6 8 1 7 8 3 4 1 5 0 3 5 1 5 0 9 7 3 6 1 8 0 2 9 7 1 1 8 6 8 5 2 7 7 1 6 5 4 9 4 9 5 1 5 1 7 1 8 3 9 5 9 8 6 5 8 0 1 0 5 9 6 6 4 2 4 0 5 5 0 3 7 5 3 5 6 5 5 0 2 0 9 8 8 1 3 5 9 1 2 5 4 2 5 7 7 5 9 2 1 4 9 3 3 8 8 3 5 4 6 4 5 5 8 6 9 2 8 5 6 7 9 3 3 2 4 6 3 6 9 8 8 0 6 9 1 1 7 9 1 7 7 8 2 0 9 0 5 3 8 3 6 2 6 0 0 1 7 2 5 3 8 5 4 9 9 9 9 1 2 8 8 4 1 4 1 4 7 4 6 2 3 7 2 5 0 9 4 9 0 8 0 2 8 4 4 2 5 1 5 5 4 3 8 6 0 3 3 1 1 4 4 4 6 5 8 2 9 2 2 3 8 3 5 7 5 7 6 7 2 1 4 8 9 3 1 9 7 2 2 2 0 9 4 0 6 3 3 6 1 9 9 1 3 0 8 2 4 6 5 1 9 6 5 0 2 8 6 6 5 2 7 0 3 3 6 4 9 7 6 0 5 7 8 5 3 4 2 9 2 9 0 5 2 3 3 6 7 8 4 0 8 0 1 3 2 2 4 5 7 9 3 1 8 2 7 9 0 2 5 6 5 3 1 9 9 2 7 3 9 2 8 5 4 0 8 6 7 9 3 2 4 0 3 5 4 0 6 7 0 2 4 6 4 7 7 4 9 9 8 1 9 9 5 0 3 6 2 4 5 5 4 1 4 1 8 7 6 7 3 3 4 3 1 9 0 8 4 3 6 6 0 9 7 3 7 7 7 2 6 9 3 2 7 7 7 1 3 3 0 9 9 1 1 3 6 9 4 6 9 9 0 4 2 4 5 5 1 8 5 7 3 7 8 9 1 0 3 5 8 9 3 8 7 2 8 4 1 6 3 9 4 9 3 0 8 6 8 9 6 0 2 1 4 8 0 8 5 1 3 8 2 3 8 4 6 9 3 7 5 9 4 1 1 9 0 9 6 6 5 1 3 3 6 2 2 7 1 2 1 1 9 5 4 3 8 0 4 4 6 8 1 3 3 6 2 7 4 0 0 1 0 6 9 2 5 4 0 1 8 5 9 6 1 3 0 5 0 4 6 1 6 9 4 3 3 0 5 7 9 9 1 7 3 8 9 1 7 9 1 1 3 9 5 7 3 1 8 7 4 8 9 2 9 3 8 8 3 0 6 6 0 3 4 7 2 3 5 7 6 7 6 4 0 5 3 2 3 8 5 3 5 2 5 1 3 2 7 6 0 9 7 7 1 7 4 6 8 4 0 1 5 4 0 6 5 8 3 0 6 2 9 6 1 2 9 0 4 5 7 4 0 9 9 3 4 9 7 2 4 9 7 3 1 9 8 0 2 7 6 8 2 2 2 3 4 7 9 4 5 3 0 5 1 1 4 5 6 7 0 1 7 7 7 9 1 8 1 1 1 8 8 1 0 1 0 8 8 8 9 8 8 8 8 3 7 9 8 7 5 2 7 0 1 1 1 6 0 0 4 7 8 8 6 8 2 6 8 3 2 3 2 3 6 3 9 9 2 7 7 9 1 1 5 5 8 2 1 4 0 7 7 4 2 7 9 7 3 1 1 2 4 3 1 8 6 4 4 7 4 0 5 1 3 2 0 0 0 5 6 0 7 5 8 6 7 7 6 8 4 4 0 1 6 1 6 6 9 2 7 5 3 5 2 8 1 8 9 9 1 6 7 7 2 6 3 4 4 4 8 8 6 3 0 0 0 6 7 2 3 0 3 4 5 7 9 3 6 7 1 8 4 0 2 4 5 0 1 4 5 5 6 5 3 8 7 5 9 3 7 9 7 9 3 0 8 2 5 3 1 4 6 3 4 3 7 0 6 1 3 8 0 2 2 8 7 4 5 2 9 3 1 6 4 5 4 3 3 9 5 6 3 4 4 2 1 6 7 1 2 4 0 6 5 3 9 3 7 4 0 6 6 5 1 1 2 0 2 0 7 8 9 0 0 1 3 3 8 0 6 6 5 5 9 5 2 7 3 6 7 3 2 1 1 3 3 7> 0 1 7 7 6 2 8 1 2 9 3 3 0 1 8 4 6 0 6 4 9 4 6 5 4 0 2 7 9 6 7 9 1 1 7 6 5 2 3 8 1 4 7 6 4 1 2 1 2 1 5 0 8 7 1 3 4 5 0 9 6 3 1 8 1 4 4 9 1 5 4 5 4 8 1 0 7 2 5 3 5 2 0 9 1 2 9 5 9 8 3 4 3 6 0 5 7 3 4 9 9 9 9 8 7 2 8 9 9 3 1 0 9 0 1 5 0 2 5 3 3 5 2 7 7 1 8 8 6 6 2 0 6 4 7 7 9 7 6 7 4 9 0 1 4 9 0 8 2 3 3 5 2 1 7 1 1 0 0 3 8 7 5 0 3 0 7 5 5 9 5 8 8 2 3 9 5 1 8 2 1 2 2 0 6 3 1 5 9 6 4 0 9 9 5 5 4 4 8 9 2 5 8 6 2 2 7 6 5 0 7 4 1 4 2 6 9 2 8 7 9 1 2 7 2 9 2 0 1 9 0 4 0 1 8 4 7 2 2 1 4 6 8 7 9 1 9 4 9 2 6 6 6 7 8 3 2 4 6 5 3 8 3 7 5 7 7 5 3 2 6 3 0 1 1 5 6 5 9 0 8 8 7 5 7 1 1 4 2 7 4 4 6 1 2 4 6 8 7 7 3 0 7 1 4 9 5 2 6 1 1 3 7 1 0 8 0 0 8 1 1 5 8 7 4 0 4 1 9 4 3 8 1 4 8 1 7 1 5 9 1 1 4 4 8 4 8 3 8 8 6 5 4 0 8 2 7 8 6 1 0 8 6 4 7 9 8 7 3 6 9 8 0 4 7 2 7 0 3 8 0 9 0 3 9 5 1 0 1 2 2

Optis Blog: Your Place to Find Our Bright Ideas

If you want to get a clearer idea of what Optis does, or if you're curious about our perspective on absence, risk, and data management, our blog is a great place to start. Feel free to leave comments or share our blog posts with any of your social connections.


 

Your organization knows it needs to get a better grasp on its people analytics. With workforce costs comprising an average of 70 percent of the typical company’s expenses, HR needs to get a reliable understanding of its people data.

So what’s getting in the way? According to a report by the Harvard Business Review, the three biggest obstacles to achieving better use of people data for HR and talent management professionals are:

  • 54 percent say their data is inaccurate, inconsistent, or hard to access, requiring too much manual manipulation
  • 47 percent say they lack the analytic acumen or skills
  • 44 percent say they lack adequate investment in necessary HR/talent analytical systems

What HR needs to overcome those challenges is the right data and skills to guide the critical business decisions that will improve the bottom line. Here’s how that kind of data and those kinds of skills apply to each of the three big challenges facing HR professionals.

Obstacle No. 1: Inaccurate, inconsistent, or hard-to-access data

HR leaders can operate effectively with a lot of inconsistency, but when HR takes the data they derive from inconsistent systems and processes, these inaccuracies become problematic for business decisions.

Solution: HR needs to begin with the organizational objective of generating consistent data. For many organizations, this will mean working with a capable partner or making a hire with the firsthand experience to support positive changes. For example, Optis Insights provides employee data-management software that delivers high-quality, centralized data from any source or system, giving you the tailored intelligence your organization needs to overcome the burdens of inferior data.

Obstacle No. 2: Insufficient analytical acumen within HR

Business leaders ask a lot of HR professionals. Not only does HR need to effectively manage the administrative aspects of talent management, HR must have an adept understanding of the strategic needs of the business and deliver analyses of how business outcomes relate to employee performance.

Solution: For HR leaders who are learning on the go, the first important lesson is to understand that sometimes data trumps instinct. After reliable data is obtained, many organizations struggle to make sense of it because the data doesn’t align with what HR believes to be true about the business. Making sense of new data can often be as simple as asking HR leaders to set aside their preconceived beliefs.

Obstacle No. 3: Inadequate investment in HR analytics systems

With minimized understanding comes minimized investment. When HR leaders don’t have the analytical acumen to make a compelling and conclusive business case to executives for greater investment in workforce analytics, it can be truly challenging to justify the right budget.

Solution: HR leaders need to first embrace and promote a data-driven culture. For many organizations, this is the first step to realizing the possibility that workforce analytics solutions have the greatest potential to self-fund based on the savings they generate.

When HR leaders work with the right strategic partner, they can develop their understanding of critical workforce analytics and see which metrics can have the greatest impact on business outcomes. Now is the time for HR and business leaders to learn, invest, and grow. Optis offers 25 years of experience in people-data integration, with an unparalleled focus on time and attendance, absence, and disability. We have a keen understanding of the insights needed to make your people data visible and manageable and to provide you with the data and skills you need to improve the bottom line.

Regardless of how large or small your company is, and no matter how complex or simple your leave programs are, you can always benefit from following tried-and-true best practices to design and implement more effective leave policies. But designing great leave policies is only half the battle in the war against the high costs and administrative headaches of unscheduled leaves and the risk of regulatory noncompliance.

Winning the war on the costs, negative employee engagement, and lost productivity because of unscheduled absences demands effective management for your great leave policies. Increasingly, that means having an automated leave management system designed specifically for this purpose for HR by a technology vendor that fully understands the entire landscape of the world of employee leave. With a manual leave management system or a system that was not originally designed to handle leave management, you simply won’t be able to get the most from what could otherwise be highly effective leave policies.

For example, here are five guidelines for designing and implementing effective leave policies and why an automated system is the best way to take them from policy to practice. These items are from a list by Mary Tavarozzi, group benefit practices leader at Willis Towers Watson. It first appeared on the Employee Benefit News website.

1. Review your current leave policies. As Tavarozzi points out in her presentation, this best practice is particularly important for large employers. But small and midsize businesses should also take a close look at their leave statistics: How many employees take advantage of your leave policies and at what cost to your organization?

LeaveXpert, the automated, cloud-based leave management system from Optis, gives HR departments easy insight into the impact that absence has on their organizations. This includes FMLA, disability, and other company-specific leave events. Features like automated case creation and real-time reporting mean you can get the kind of insight into leave usage that you need to assess your current leave policies.

2. Know the laws that apply. The cost of regulatory noncompliance can be huge. The risk of noncompliance is compounded because the rules seem to be constantly changing. The problem is further exacerbated by local and state leave laws that are rarely used and often overlooked.

With the right partner, you can take advantage of a cloud-based leave management system that provides knowledge, support, and software solutions designed solely for helping you better manage every kind of leave in your organization. LeaveXpert, for example, automatically updates for changes in state and federal leave policies. To learn how to navigate all of the leaves that may apply to your organization, download the Optis e-book “The Land of Unusual Leaves — It’s a Jungle Out There.”

3. Don’t let “perfect be the enemy of the good.” Keep this saying in mind when designing your leave policies. For example, if you cannot afford to offer full-paid leaves, consider offering partial paid leaves.

With an automated leave management solution that offers different tiers of features, you can similarly manage your leave policies one step at a time. It doesn’t have to be an all-or-nothing scenario. LeaveXpert, for example, offers three versions: LeaveXpert Essential, Plus, and Unlimited. 

4. Communicate your leave policies clearly and frequently to employees and supervisors. If you have a number of leave options for your employees, they should know generally what they are. Train supervisors on the specifics of your leave policies and how to talk about them with employees.

An automated leave management system can give you an immediate view of all of your policies, in every single one of your operations, and how leave is being used. It’s a big help in putting together communication to inform employees about types of leaves they might not be aware of, for example.

5. Think long term. Try to anticipate what your business needs and workforce demographics will look like five to 10 years from now and try to design leaves that are relevant today and down the road. And of course, though all organizations share some needs when it comes to leave management, no two organizations have exactly the same set of requirements or demands.

Again, a tiered system, like LeaveXpert, makes it easy to find the right leave management system for your current needs and plan for your future demands. Because the entire system is cloud-based, it’s easy and simple to upgrade, whether you use LeaveXpert Essential, Plus, or Unlimited. Learn more in our e-book “Managing Employee Leave: Yes, You Can Afford to Do It Better.”

Lightpaper Icon

Solving the Puzzle of Leave Management

Based on an Optis survey of HR professionals, discover the leave management pieces that could reduce your compliance risk and cost of absences.

Download the Lightpaper®.

Contact Icon

Learn More About Any Optis Solution

Learn how Optis can help you manage leave and absences, conquer compliance, and bring all of your people data together.

Contact Optis now.

Free Trial Icon

Start Your 30-day Free Trial Now!

With just a couple of clicks, efficient absence management can be at your fingertips. Start managing your people data in the cloud today.

Schedule a demo.