Your human resources department handles a ton of paperwork every day. 

From candidate searches and new employee onboarding to information governance and compliance, HR sets the benchmark for every employee in your organization. So, it is imperative for your HR team to demonstrate efficiency and accuracy in their operations. 

Digitizing physical documents and automating HR processes eliminates mundane paperwork and allows your HR to focus on their core competencies and critical issues related to human resources management.

MES offers an HR records management system that combines digitizing, organizing, and securing critical HR documents and employee data.

Your HR department is a significant cost center for your business. One of the costliest elements of the department is the use of paper products. And so, it’s important to consider ways to reduce the use of paper with your HR processes. Our team at MES has many years of experience in this area of the industry. In this latest post, we’re explaining how to create a paperless HR department with scanning and automation solutions.

As an employer, you want staff to have a clear understanding of what you expect of them in this position. After all, time is money. The more time your employees spend trying to figure out what they should be doing, the more money-making opportunities are being put on hold. Businesses have lost billions due to employees failing to understand their tasks and, as a result, short-term career transitions have increased. An effective onboarding process involves providing employees with the necessary tools to prepare them to start, and it also reduces the time spent filling out paperwork.

Your HR team spends a lot of time on data entry and employee onboarding. This means that they routinely handle a lot of documents. Although necessary, these activities cost time and money. You shouldn't, however, just accept the burden of these expenses. Instead, you must minimize them by constantly making your data entry and employee onboarding process more efficient.

Because your organization's human resources department handles sensitive employee information, the Canadian government has certain requirements for managing any related records. This requires you to do more than keep everyone's social insurance number a secret. The federal government has several requirements for this.

It’s common knowledge that people are what really drive success in a business. Without a talented team, no organization can truly improve and excel. That’s why acquiring the right talent is so critical. Yet, many businesses still battle inefficiencies in their recruitment process that make it difficult to recruit and hire the perfect candidate for the job. Typically, these inefficiencies can be attributed in large part to poor document management. As a result, improving your document management can in fact improve your recruitment process. Here’s how.

Legal compliance should be a priority for all businesses and organizations operating in Canada. Noncompliance with federal legislation can be severely detrimental, resulting in fines and other penalties that can make a dent financially and even affect operational processes. Below are 3 simple rules that you should follow in order to ensure legal compliance for your business.

Human Resources compliancechecklists are instrumental in ensuring that organizations stay well within the laws governing employment in Canada.

They help not only prepare for audits, but also provide a means to monitor whether business processes are operating efficiently and resources are not being wasted or used ineffectively.

Ultimately, HR compliance checklists are an integral component of more comprehensive HR management systems that serve the dual purpose of boosting business efficiencies and staying compliant.

Below are a few of the ways that Human Resources compliance checklists can help keep your organization out of trouble – both legally and operationally.

Particularly now when data security is such a salient issue, privacy has become a huge concern for businesses of all types, from small operations to large enterprise organizations. Consumers need to be able to trust businesses with their private information, and if that trust isn’t established – or even worse, if it’s breached – people will take their business elsewhere.

The value of consumer privacy, then, is very well understood. But have you ever considered employee privacy? It is equally as important to the well-being of an organization as is consumer privacy, and having an employee privacy policy in place is an important way to guide the infrastructure of privacy throughout your organization. Here are 6 reasons why you should be talking about employee privacy policies if it’s not on your radar.