New research has found that employees will enjoy a more mobile work environment within three to five years as "smart" technology becomes commonplace at work.
The Optus study of 320 medium to large organisations found an increasing demand from workers to use personal smart phones, tablets and mobile applications at work.
However, it also revealed that IT and HR departments are not working together to make the transition possible.
The research indicated there was a disconnect between the policies being developed by HR departments and those being implemented by IT around personal mobile devices.
"If HR and IT departments don't collaborate better, the move to more flexible working environments could be hampered and impact Australian business growth," advised Optus Business Managing Director Rob Parcell.
"IT departments need to educate their organisations on the tools available to support flexible working, while HR departments need to consult their IT teams on tools to support flexible working."
IT survey respondents expect the number of employees working from different remote locations to increase from 27 per cent to 42 per cent, while 84 per cent of employees would be issued with tablets over the next three to five years.
Read the full new article from The Age here
Is your organisation ready to take advantage of mobile working?
Web-based time and attendance software is an increasingly-used and affordable method of workforce management, allowing organisations to take full advantage of today’s flexible working practices such as teleworking and flexi-time, keeping costs low and increasing employee productivity.
A web-based time and attendance system allows your employees manage their own time and attendance in a controlled, accessible and efficient way regardless of their location. Staff can remotely clock in and out of tasks, appointments and projects via desktop PCs, laptops, notebooks and the latest communications devices and smart phones. They can also view their holiday entitlements, apply for leave, and request updates to their personal records without constantly interfering with the valuable time of HR staff.
A web-based time and attendance system also facilitates real-time project tracking, providing accurate analysis of employee activity anytime, anywhere – this greatly increases efficiency and ensures that labour-related costs are genuine. While, powerful reporting functionality enables managers and supervisors to identify the commercial impact of staffing decisions and unplanned absence.
For more information on how a web-based time and attendance system could help you embrace mobile/remote working contact Mitrefinch today on 1300 884 831 or feel free to chat with us online www.mitrefinch.com.au
Tuesday, June 21, 2011
Tuesday, June 7, 2011
Are your current HR Software Systems working as hard as you do?
A recent survey conducted by People Management magazine in the UK revealed that many HR professionals are frustrated with their current HR software systems and say they do not help them meet strategic goals.
Only 39 per cent of the survey’s respondents agreed that their HR software systems had all the functionality they require. While 54 per cent were satisfied with the way their systems help them with payroll and administration, this dropped to just 18 per cent for more strategic functions such as talent management.
Most HR professionals were not willing to admit that their own lack of strategic thinking might play a part in their frustrations, with only 18 per cent revealing that their department lacked a clearly defined strategy for supporting the needs of the business. More stressed that a lack of knowledge of the software available might be letting them down, while 46 per cent felt they had a good understanding of the range of HR software tools available on the market.
James Brockett from People Management believes that most HR professionals want to think and act strategically to support their business, and the survey shows that while software can help them achieve that, it can also be a source of frustration if the wrong tools are selected.
He also believes that, “While administration functions are currently being reasonably well-served by software, the findings highlight the need for HR decision-makers to consider their other needs and to make sure they do thorough research when making decisions about new HR software.”
So when should you start looking for new software?
When evaluating your current Employee Management System you need to ask yourself several important questions:
- Is it difficult to get meaningful information from your system?
- Does the system lack integration with your other business systems?
- Do you have to enter the same data more than once across multiple systems?
- Does your system limit the number of users, entries etc?
- Are you still relying on spreadsheets to prepare payroll and create management reports?
If you answered ‘yes’ to any of these questions maybe it's time you started looking for an Employee Management system that will meet and exceed these expectations!
Don’t waste anymore time!
Download our FREE Guide on Choosing an effective Time and Attendance System!
Alternatively, give us a call today 1300 884 831 or visit us online www.mitrefinch.com.au to learn more about our award-winning Employee Management Solutions, including Time and Attendance, HR Management, Job Costing and Time Allocation, Employee Scheduling and Employee Self Service.
Only 39 per cent of the survey’s respondents agreed that their HR software systems had all the functionality they require. While 54 per cent were satisfied with the way their systems help them with payroll and administration, this dropped to just 18 per cent for more strategic functions such as talent management.
Most HR professionals were not willing to admit that their own lack of strategic thinking might play a part in their frustrations, with only 18 per cent revealing that their department lacked a clearly defined strategy for supporting the needs of the business. More stressed that a lack of knowledge of the software available might be letting them down, while 46 per cent felt they had a good understanding of the range of HR software tools available on the market.
James Brockett from People Management believes that most HR professionals want to think and act strategically to support their business, and the survey shows that while software can help them achieve that, it can also be a source of frustration if the wrong tools are selected.
He also believes that, “While administration functions are currently being reasonably well-served by software, the findings highlight the need for HR decision-makers to consider their other needs and to make sure they do thorough research when making decisions about new HR software.”
So when should you start looking for new software?
When evaluating your current Employee Management System you need to ask yourself several important questions:
- Is it difficult to get meaningful information from your system?
- Does the system lack integration with your other business systems?
- Do you have to enter the same data more than once across multiple systems?
- Does your system limit the number of users, entries etc?
- Are you still relying on spreadsheets to prepare payroll and create management reports?
If you answered ‘yes’ to any of these questions maybe it's time you started looking for an Employee Management system that will meet and exceed these expectations!
Don’t waste anymore time!
Download our FREE Guide on Choosing an effective Time and Attendance System!
Alternatively, give us a call today 1300 884 831 or visit us online www.mitrefinch.com.au to learn more about our award-winning Employee Management Solutions, including Time and Attendance, HR Management, Job Costing and Time Allocation, Employee Scheduling and Employee Self Service.
Monday, May 16, 2011
Fair Work Ombudsman awards Wollongong truck driver $11,500
Payroll News reports that a truck driver in Wollongong has been back-paid $11,500 following an investigation from the Fair Work Ombudsman.
Following a complaint lodged by the employee, Fair Work inspectors contacted the driver’s employer to clarify its obligations. The driver was subsequently back-paid three weeks’ sick leave and termination pay.
Fair Work Ombudsman Executive Director, Michael Campbell, advised, “We have a flexible, fair approach and our preference is always to work with employers to help them resolve any non-compliance issues we identify.”.
He added that the Agency places a strong focus on educating and assisting employers to understand and comply with workplace laws.
The business in question has now put processes in place to ensure the mistake is not repeated.
So how can other businesses ensure they don’t make similar mistakes?
Small to medium-sized businesses without dedicated HR staff can ensure they are better equipped to manage employees by using free employment documentation templates available through the Fair Work Ombudsman’s website.
A series of Best Practice Guides have also been developed by the Fair Work Ombudsman to assist employers make better use of the provisions of the Fair Work Act and better understand other aspects of workplace laws.
These guides cover work and family, consultation and co-operation, individual flexibility arrangements, employing young workers, gender pay equity, small business, workplace privacy, managing underperformance, effective dispute resolution, parental leave and improving workplace productivity in bargaining.
Businesses can also benefit from implementing an automated Employee Time Management System, which records employee attendance as well as automatically calculating specific pay scales, modern awards, pay penalties and overtime rates. This information is then uploaded directly to the organisation’s payroll system – enhancing the efficiency and accuracy of the pay run.
Real time Absence Management reports also allow management to view the Annual Leave and sick leave taken by employees to date, while Employee Self Service functionality enables staff to view accrued leave and request holidays with the click of a mouse.
For more information download Mitrefinch’s Free Guide to Implementing a Time and Attendance System. Alternatively feel free to call 1300 884 831 or email sales@mitrefinch.com.au to discuss in more detail.
Read the full article on Payroll News: http://www.payrollnews.com.au/AnnouncementRetrieve.aspx?ID=50565
Following a complaint lodged by the employee, Fair Work inspectors contacted the driver’s employer to clarify its obligations. The driver was subsequently back-paid three weeks’ sick leave and termination pay.
Fair Work Ombudsman Executive Director, Michael Campbell, advised, “We have a flexible, fair approach and our preference is always to work with employers to help them resolve any non-compliance issues we identify.”.
He added that the Agency places a strong focus on educating and assisting employers to understand and comply with workplace laws.
The business in question has now put processes in place to ensure the mistake is not repeated.
So how can other businesses ensure they don’t make similar mistakes?
Small to medium-sized businesses without dedicated HR staff can ensure they are better equipped to manage employees by using free employment documentation templates available through the Fair Work Ombudsman’s website.
A series of Best Practice Guides have also been developed by the Fair Work Ombudsman to assist employers make better use of the provisions of the Fair Work Act and better understand other aspects of workplace laws.
These guides cover work and family, consultation and co-operation, individual flexibility arrangements, employing young workers, gender pay equity, small business, workplace privacy, managing underperformance, effective dispute resolution, parental leave and improving workplace productivity in bargaining.
Businesses can also benefit from implementing an automated Employee Time Management System, which records employee attendance as well as automatically calculating specific pay scales, modern awards, pay penalties and overtime rates. This information is then uploaded directly to the organisation’s payroll system – enhancing the efficiency and accuracy of the pay run.
Real time Absence Management reports also allow management to view the Annual Leave and sick leave taken by employees to date, while Employee Self Service functionality enables staff to view accrued leave and request holidays with the click of a mouse.
For more information download Mitrefinch’s Free Guide to Implementing a Time and Attendance System. Alternatively feel free to call 1300 884 831 or email sales@mitrefinch.com.au to discuss in more detail.
Read the full article on Payroll News: http://www.payrollnews.com.au/AnnouncementRetrieve.aspx?ID=50565
Wednesday, May 11, 2011
Cooler temperatures mark the arrival of Sickie Season, is your business prepared for unplanned absence?
As Sydney shivered this week with the abrupt end to Autumn, did you notice an increase in the number of employees calling in sick?
While we don’t get the extreme snow experienced in the US and Europe, the drop in mercury can often tempt employees to hit the snooze button and take a “Duvet Day” or “Chuck a Sickie”.
In addition, with the cooler temperatures an increase in cases of genuine sickness, like influenza (Man Flu doesn’t count!), can result in an average of 3 days absence from work*.
This unplanned absenteeism is a major concern for many organisations and employers must consider both the direct and indirect costs incurred when an employee is absent. (Read More: Have you noticed a spike in sickies this week?)
As a result organisations need to be proactive and plan in advance to safeguard their business from the effects of Winter Absence.
So what’s the solution?
First things first, businesses need to establish an effective means of measuring and monitoring employee absence.
By effectively measuring absence and sickness in the workplace management can easily identify:
Armed with this valuable information, management can assess the extent of their absenteeism issues and decide on the best means of tackling the problem.
Clear policies and procedures for reporting sickness absence as well as dealing with unacceptable levels of absence must be established and communicated to all staff. This sends a clear message to employees that management take unplanned absence very seriously.
For example, making it mandatory for absent employees to speak directly to their line manager or supervisor and to attend a back-to-work interview on their return.
The introduction of flexible working arrangements and the opportunity to work from home may also help discourage employee’s from feigning illness to take a day off.
How might a Time and Attendance System help?
A Time and Attendance system is a powerful tool for analysing and managing employee time and the associated costs.
For example, the Mitrefinch Time Management system can record unplanned absences, holidays and paid parental leave, building a complete Employee Absence Profile for further analysis.
By measuring the work absences of individual employees the Mitrefinch Time Management System can identify how these absences impact the organisation's overall productivity, while real-time colour coded reporting allows management to quickly identify potential problem areas and resolve any issues before they get out of hand.
A built-in current and projected manpower planner also enables management to act or plan work schedules according to available resources, skills sets etc...
To faciliate flexi work patterns and working from home initiatives, Mitrefinch’s Mobile Time and Attendance solution provides employees with the ability to record their start and finish times, as well as allocating their time to specific jobs/projects regardless of where they choose to work from.
While, Employee Self Service functionality allows employees to check their own Annual Leave balances and request holidays. If they have accumulated a number of holidays they may be encouraged to book some time off as opposed to “Chucking a Sickie” or taking a self proclaimed “Duvet Day”!
For more information please feel free to call 1300 884 831 or visit us online.
Alternatively click here to download our Free Guide to Choosing an Effective Time and Attendance System.
* http://www.healthworks.com.au
While we don’t get the extreme snow experienced in the US and Europe, the drop in mercury can often tempt employees to hit the snooze button and take a “Duvet Day” or “Chuck a Sickie”.
In addition, with the cooler temperatures an increase in cases of genuine sickness, like influenza (Man Flu doesn’t count!), can result in an average of 3 days absence from work*.
This unplanned absenteeism is a major concern for many organisations and employers must consider both the direct and indirect costs incurred when an employee is absent. (Read More: Have you noticed a spike in sickies this week?)
As a result organisations need to be proactive and plan in advance to safeguard their business from the effects of Winter Absence.
So what’s the solution?
First things first, businesses need to establish an effective means of measuring and monitoring employee absence.
By effectively measuring absence and sickness in the workplace management can easily identify:
- how often a worker is absent
- how much working time has been lost
- if there is any particular pattern forming (i.e. a particular worker regularly calls in sick on a Monday morning)
- and where absenteeism occurs the most (i.e. within a particular department, team)
Armed with this valuable information, management can assess the extent of their absenteeism issues and decide on the best means of tackling the problem.
Clear policies and procedures for reporting sickness absence as well as dealing with unacceptable levels of absence must be established and communicated to all staff. This sends a clear message to employees that management take unplanned absence very seriously.
For example, making it mandatory for absent employees to speak directly to their line manager or supervisor and to attend a back-to-work interview on their return.
The introduction of flexible working arrangements and the opportunity to work from home may also help discourage employee’s from feigning illness to take a day off.
How might a Time and Attendance System help?
A Time and Attendance system is a powerful tool for analysing and managing employee time and the associated costs.
For example, the Mitrefinch Time Management system can record unplanned absences, holidays and paid parental leave, building a complete Employee Absence Profile for further analysis.
By measuring the work absences of individual employees the Mitrefinch Time Management System can identify how these absences impact the organisation's overall productivity, while real-time colour coded reporting allows management to quickly identify potential problem areas and resolve any issues before they get out of hand.
A built-in current and projected manpower planner also enables management to act or plan work schedules according to available resources, skills sets etc...
To faciliate flexi work patterns and working from home initiatives, Mitrefinch’s Mobile Time and Attendance solution provides employees with the ability to record their start and finish times, as well as allocating their time to specific jobs/projects regardless of where they choose to work from.
While, Employee Self Service functionality allows employees to check their own Annual Leave balances and request holidays. If they have accumulated a number of holidays they may be encouraged to book some time off as opposed to “Chucking a Sickie” or taking a self proclaimed “Duvet Day”!
For more information please feel free to call 1300 884 831 or visit us online.
Alternatively click here to download our Free Guide to Choosing an Effective Time and Attendance System.
* http://www.healthworks.com.au
Sunday, May 8, 2011
Ineffective Time and Attendance Management costs Levi Strauss $1million
Levi Strauss & Co has agreed to pay more than $1 million to about 600 employees after the U.S. Department of Labor found that the jeans maker failed to record all the hours employees worked in its payroll system.
An investigation by the labor department's San Francisco district office found that the company misclassified several groups of workers as been exempt from overtime, over a two-year period.
Levi Strauss has agreed to pay the overtime wages due to all its affected employees nationwide, and upgrade its time and attendance system.
Read full article here: http://us.mobile.reuters.com/article/idUSTRE72S6Y020110329?ca=rdt
How to learn from Levi Strauss & Co’s mistake...
One of the primary reasons why companies invest in a Time and Attendance Solution is to automate the capture and management of all employees’ clocking in and out times. This automatic capture ensures that organisation can comply with all federal and state workplace legislation, such as employee entitlements and modern awards, without having to manage mountains of administrative paperwork.
A customised scheduling function also allows businesses to separate work groups that are on different pay scales. Weekly, bi-weekly or monthly schedules can also be based on pre-defined budgets to keep payroll costs as low as possible.
Download our Free Guide on "How to Choose the right Time and Attendance System for your Business".
Alternatively, to find out more about Mitrefinch’s Time and Attendance Solutions, please visit www.mitrefinch.com.au or call 1300 884 831 today.
An investigation by the labor department's San Francisco district office found that the company misclassified several groups of workers as been exempt from overtime, over a two-year period.
Levi Strauss has agreed to pay the overtime wages due to all its affected employees nationwide, and upgrade its time and attendance system.
Read full article here: http://us.mobile.reuters.com/article/idUSTRE72S6Y020110329?ca=rdt
How to learn from Levi Strauss & Co’s mistake...
One of the primary reasons why companies invest in a Time and Attendance Solution is to automate the capture and management of all employees’ clocking in and out times. This automatic capture ensures that organisation can comply with all federal and state workplace legislation, such as employee entitlements and modern awards, without having to manage mountains of administrative paperwork.
A customised scheduling function also allows businesses to separate work groups that are on different pay scales. Weekly, bi-weekly or monthly schedules can also be based on pre-defined budgets to keep payroll costs as low as possible.
Download our Free Guide on "How to Choose the right Time and Attendance System for your Business".
Alternatively, to find out more about Mitrefinch’s Time and Attendance Solutions, please visit www.mitrefinch.com.au or call 1300 884 831 today.
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