HR Software & Payroll Software
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Minimising the impact of employment legislation on strategic HR: Advanced (ABS)
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In an increasingly litigious employment environment, HR managers can’t afford to drop the ball even for a moment.
From the BBC being brought to rights over ageism, to holiday entitlement disputes being dragged before the European
courts, employers are at greater risk than ever of being sued and publicly condemned for failing to do right by the
people who work for them.
Currently, employment legislation is the fastest changing area of HR as a multitude of coinciding factors force regulators
to bring national policies up-to-date. The focus of the legislation is as broad as it is deep, covering everything from
parental leave, flexible working and limits on the hours employees put in, to retirement age and pension schemes, and
the way benefits, including cycling schemes and fuel allowance, are calculated and managed.
On top of all of this, HR departments must record everything properly and keep adequate records, and be able to
produce a clear, up-to-date audit trail of any sequence of events with very little notice.
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Investing in HR technology: Sage
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Dealing not only with employee relations, pay and benefits, today’s HR professional is also focused on organisational
development, employee well being and corporate social responsibility. Increasingly they are looking to integrated HR
and payroll solutions to help them capture and utilise employee data to reduce administration while driving a more
strategic approach to people management. In the current climate however, every type of expenditure is likely to be very closely scrutinised. It is therefore vital to
make a strong case for a new HR system. Having worked with many hundreds of customers we are well aware of the
kind of case board level executives will expect to see made before they sign off on any new investment. They will want
confirmation that the proposed expenditure represents good value for money in both the short and long term, and will
often expect this to be expressed in concrete figures.
Demonstrating return on investment can be difficult before a project begins, but it is by no means impossible. You
should expect your supplier to work with you to build a strong financial case, but there are many other non-financial
issues that also need to be considered.
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Employee engagement: a practical guide: Advanced Business Solutions
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A harsh recession compounded by ongoing economic uncertainty has left many organisations with shell-shocked
workforces. Few businesses have escaped the need to reduce headcount while, for staff that remain, working
environments have been tainted by fear of further cuts. Even where employees feel reasonably secure in their own jobs,
many must now work twice as hard to justify their salaries or they are forced to absorb the workloads of colleagues who
have been made redundant.
Job insecurity, increased workloads, frozen salaries and a sombre working environment are difficult challenges to
overcome for the employer, who needs ‘all hands on deck’. While it might be expected that insecure staff would work
harder, the opposite is often true. Increased stress and decreased job satisfaction depress motivation, often leading to a
loss of productivity and increased staff absenteeism.
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Absence: what's the cost?: Access
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Sickness-related absence is higher up the agenda for more of us than ever. A huge 82% of organisations are now
recording our employee absence rate compared to just 70% last year.
So why this sudden interest in absence? Like so often, the economy is to blame. With tough conditions set to get
tougher in the light of budget cuts, absence is likely to remain high-profile for a good while yet. And with the average
cost of absence standing at £700 per employee, there are good reasons why.
Over the past couple of years alone, we’ve seen some cash-strapped businesses using attendance records as a factor
when considering redundancy. In boom times, organisations are more likely to overlook the odd absence while now, few
businesses who have already reduced their workforces to the lowest numbers possible and are adopting lean principles
can ill-afford to overlook any factors that affect overall morale, productivity and profitability.
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Guide to rolling out self-service HR systems: Cascade HR
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Self-service systems will help HR departments empower line managers and employees. For example, typical
functionality that HR might roll out to self-service users at employee level could be: request holidays (with authorisation route); request bank changes (with authorisation route); online payslips (typically read only); online timesheets (with authorisation); absence (typically read only); review personal planner; benefits; personal details; training and development; dependents; next of kin; online appraisals and review; and CPD. Typical functionality that HR might roll out to self-service users at manager level could be: authorise holidays; add absences; authorise online timesheets; manage employee requests; manage departmental training and development; review team planner; create departmental reports; run departmental reports; perform group actions; and online appraisals and review.
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Why integrate HR and payroll solutions?: Sage
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The last few years have seen an increasing trend towards greater integration between HR and payroll. Driven by the
need to increase efficiency and improve information sharing, this trend also reflects the desire to create much greater
synergy between the two functions. Sharing data and processes helps to ensure that payroll and HR systems are
synchronised, and that everyone in the business, whatever their role, has access to the most up-to-date and accurate
HR and payroll information. Both HR and payroll have a vital role to play but they do not always share the same priorities, which can lead to issues.
Mistakes such as employees being paid incorrectly or, in the worst case, not at all are highly visible and have the
potential to undermine employee relations which HR has worked hard to build. The payroll team, however, is very
dependent on accurate and timely information if they are to do their job properly, and any time lag on the part of HR in
providing information about employees can lead to errors not of payroll’s making.
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How to choose a payroll solution: Access Select
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Don’t worry about upsetting your suppliers. Try if possible, not to upset
your customers. But never, ever, mess up the payroll!
OK, so it’s a bit of an exaggeration, but something in the adage rings true:
make mistakes paying your staff and you’ve got a real problem on your
hands. Compared to other areas of your business, payroll is often seen as
a purely back-office function, something that’s ‘just there’. The problem
with payroll is that people only notice it when it goes wrong!
The purpose of this white paper is to help you realise that a good payroll
system will do far more than pay your people on time. Correctly
implemented, it will save you time, money and add value to other areas of
the business.
We do not aim to give a definitive answer to every question, or to
recommend one approach over another. Rather, we want to clarify the key
requirements of your ideal payroll system and highlight any pitfalls well in advance of any purchasing decisions. There
are many software packages and bureau services out there, and only you can decide what is best for your business.
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Implementing an HR solution: Sage
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The role of HR has changed dramatically in the last few years. Gone are the days when a job in HR might involve
administering payroll and employee benefit schemes or planning company outings. Today, human resources
professionals are more likely to be strategic partners to their commercial colleagues, tasked with leveraging human
capital throughout the business.
Increasingly HR professionals are looking to integrated HR and payroll solutions to help them capture and make better
use of employee data, while reducing administration and driving a more strategic approach to people management. Choosing a new HR and payroll solution and getting board approval for the purchase is only the beginning. You then
need a successful implementation to ensure that you gain the planned benefits. The following guidelines are based on
our extensive experience working with many hundreds of customers over many years. A new software system is the perfect opportunity to refresh how you do things. It provides you with the opportunity to
see if there are better ways of doing things – improving processes and sharing information, for example – that will make
the HR function more efficient and effective.
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Gaining efficiency through HR technology: Access Select
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HR’s remit has changed a lot since yesteryear. While some HR managers
are still expected to hire, fire, even offer tea and sympathy, most are
predominantly focused on becoming business partners, pushing strategy,
not paper.
As HR has evolved from satellite function to central hub, HR solutions
have evolved apace. The best HR software no longer operates separately
from the daily running of the business but is strategically aligned with it. Today’s solutions – often referred to as HRIS (human resources
information systems) are designed to give you visibility of every area of
your organisation. Utilising the latest technology, they provide you with the
accurate and timely information you need to lower costs and improve
employee return on investment.
And while you may know a fair bit about HRIS systems, it’s often a
struggle to command stakeholder interest. This paper is designed to
demonstrate how you can do just that.
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HR – making a difference in the credit crunch: HR Access Solutions
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The world has changed. In a few short weeks in late 2008 the ‘credit crunch’, as the media styled it, descended and
turned our economic and business world on its head. It created a chaos not witnessed in a generation, or even since
1929, and much of what we all knew with certainty to be permanent and bullet-proof was suddenly swept away.
A little two-word phrase not known or uttered a year before was soon on everyone’s lips and carved into their brains.
‘Sub-prime’, the root cause of this debacle, entered our vocabulary and thundered through our world, evaporating credit,
draining confidence and diluting wealth as it went. In rapid consequence, sales and profits plummeted and
unemployment soared. In every sector and geography, buyers and sellers battened down the hatches for what by the
dawn of 2009 was clear would be a very long and dark economic winter – that ultimate nightmare: a full-on, global
recession.
In no time at all, the strategies of businesses were torn apart, either placed in sharp reverse or put on hold for an
indeterminable length of time. Survival became the single strategic priority.
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Succession planning: the future of your organisation: HR Access
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As organisations compete to attract, retain and engage good people, the ability to demonstrate career paths that excite
employees is critical. If employees show their ability to achieve in the workplace, management teams must offer
opportunities in order to retain talented individuals. After all, employees will always retain the option to choose to work
for competitors or branch out on their own. Creating a roadmap of future leaders for the organisation, all of whom have
the potential to manage the business and the challenges and needs it may face in the future, is a way of ensuring
ongoing competitiveness and productivity. Succession planning is a focused look at how organisations – large or small – identify employees who can be
developed to take on bigger and more demanding roles within the business. For many organisations it is about
identifying as early as possible the next generation of potential leaders and talent.
Succession planning is a stark reality for all organisations that need to attract and retain employees with the right skills
and experience to drive the business forward in the future.
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10 things you need to know about HR system selection: CIBER
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Getting the most out of your people has never been so important to the success of your
business. The current economic uncertainty may pose a challenge to HR investment, with
budgetary expenditure kept to a minimum. However, now is actually a good time to investigate
HR solutions, in that the benefits provided by such integrated systems can lead to better, more
informed decision making, which ultimately will benefit the bottom line and improve the retention
of key personnel.
1. Build a sound business case, not just for the HR department, but for the business.
To give your recommendations for an integrated HR solution the best chance of being approved,
HR needs to consider both the benefits it directly realises from HR system improvements and
those that the business derives from having automated and integrated processes. Therefore it is
essential to emphasise efficiency gains in addition to the strategic advantages such systems can
deliver.
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Making flexible working work for your business: Carval Computing
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The topic of flexible working has been the subject of hot debate in recent months. Currently the only employees who
have any legal right to request flexible working are those with a child under six or a disabled child under 18, or 6.8
million people in the UK who care for a sick, disabled or elderly person. However following the Walsh Review, a
government-commissioned consultation undertaken by Sainsbury’s HR director Imelda Walsh, this is set to change.
Walsh has recommended that the right to request flexible working is extended from parents of children under six to the
4.5 million parents with children up to 16, news which received a rapturous response from working family groups and
trade unions alike. And potentially opens the floodgates for flexible working requests. This paper examines the types of flexible working schemes you might wish to consider, their reported benefits and how
to avoid the potential pitfalls using sound management techniques and the latest technology.
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Integrated talent management: Oracle
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Although the need for talent management is critical, many organisations flounder when it comes to effectively leveraging
a state-of-the-art technology solution. The primary difficulty lies in sharply diminished business benefits when
organisations fail to take advantage of talent solutions that integrate fully with the core HR system of record and with each
other.
As a result, organisations often miss a decided competitive advantage when it comes to areas such as user adoption, the
optimal use of technology and employee development, which is so critical in the talent shortage. Often this failure stems from
poor strategic planning and – as statistics show – selecting niche or siloed solutions a-la-carte. An integrated approach is ideal for the forward-thinking organisation expanding its talent management scope or for an
organisation exploring talent management for the first time. Real-time integration that optimises all aspects of talent
management can best be achieved with a solution from the same vendor that provides the core HR system.
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Recruitment technology: going global: Bond
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IT recruitment technology must respond to the needs of the modern global economy and help organisations leverage the
opportunities which exist from expanding into foreign territories and utilising the skilled international workforce. Indeed, the
globalisation of the business world provides both opportunities and threats to the recruitment sector.
Ensuring suitable capacity, solution scalability and the ability to recognise and manage CVs in foreign languages are all
technology challenges which large organisations need to address and overcome if they are to expand globally.
This paper explains how recruitment technology is adapting to meet the needs of global expansion and developing to satisfy
the requirements of businesses worldwide. When an organisation seeks to deploy a globalised recruitment system, it faces three immediate challenges.
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The role of HR in managing workforce CO2 emissions: Vizual
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There is hardly a boardroom in the country that hasn’t at least discussed reducing its CO2 emissions in the last year. But
relatively few companies are able to measure and manage their environmental impact successfully. Here we examine the
issues and reveal how HR has a role to play in managing your business’ carbon footprint.
Scarcely a day goes by when we fail to be bombarded in the media by news of climate change. Indeed the impact of CO2
emissions on our environment, weather patterns, biodiversity and on humanitarian issues is already tangible. It is, however,
sometimes quite difficult to see how this relates to individual choices we make in our lifestyles and, for our businesses, what
corporate strategies and business management processes we should follow to reduce and manage our CO2 emissions.
This paper examines why businesses cannot afford not to appraise and manage their CO2 emissions. Ignoring the stark
warning of the climate change these emissions bring poses a serious threat to commerce in both the short term – from loss of
company market share and business value – and in the longer term – from loss of overall market.
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