Employees can and do experience workplace problems because of poor or toxic management.

There are HR Tech solutions to combat these problems, and two of these tools are mentioned.

Humaxa has a digital assistant called Max to constantly monitor employee mood and escalate concerns to the appropriate channel.

Speakfully provides a platform where employees can anonymously report and document their problem experiences.

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In HRSoftwareFinder Quick Tips #8 we talked about HR technology and new working styles. In editions #9 and #10 we’re going to talk about how technology can be used to protect your workforce.

Access to business systems can be built around working patterns

A worked employee example is shown

The era of unpaid work is slowly coming to a close as part of the move to improve employee wellness.

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In HRSoftwareFinder Quick Tips #8 we are going to talk about HR technology and new working styles. 

  Flexible working has continued beyond the 2020 pandemic.
Using HR software to set up working patterns.
Remote, Hybrid or WFH employees can log on for their working hours using PC punch.
Employers owe a duty of care to their employees.
 Transparency and Trust are key in managing new working patterns.

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Deals with an important HR software requirement for small enterprises and start-ups

Is there a difference between HR software for start-ups and HR software for small companies?

Common factors are records for contracted hours, work patterns and time worked

People who #remotework or #wfh are more likely to overwork

 Employers must guard against employee #burnout

HR software for start-ups

HR software for small companies

Employee Wellness considerations

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QUICK TIPS Part 6

Deals with nos. 5-10 of the questions most

asked of our consultancy over the past few

years

6. What are the main things that can go wrong?

7. Is it best to host in the cloud or on my own servers?

8. Is it worth having the software hosted by the supplier?

9. Is it worth outsourcing my HR software?

10. Is there HR software that works for several countries?

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1.     At what point would I need HR software?

2.     How long should my HR software last?

3.     What’s the most costly thing about getting new HR software?

4.     How long should it take to install new HR software?

5.     Is it best to have HR & payroll combined in the same software?

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In HR Software Quick Tips PART 4, we cover reports that help us comply and check how we are doing

Diversity Equality & Inclusion analysis

Gender Pay Gap reporting – the same structure can be used for all DEI categories

Check you are complying with any Minimum Wages requirements

Notify you each time you need to replace a specified role such as First Aid responder or Fire Warden

Audit to identify all transactions in the system plus Date, Time and Person.

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Find out from your people what they want.

Data must be accurate and up to date.

Break down by business unit

Headcount report in FTE puls temp and contracts

Salary report plus cost of benefits

Absence report - Use Bradford Factor or similar filter

Leaver report plus reason for leaving.

Performance, by business unit, by individual, with identified milestones

Learning & Development report relating spend to performance.
 
 

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Quick Tips Part  Two deals with HR software demonstrations:

In HR Software Quick Tips PART 2, we give some advice on HR software product demonstrations.

·        What should you be looking for?

·        Module doesn’t mean it works for you

·        Let the vendor know what you are looking for

·        Three types of demonstrations

·        What are the conditions?

·        Send scenarios to be demonstrated

·        Scoring system

·        Two-part demo to avoid fatigue

Thank the vendor!

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Quick Tips Part One deals with getting the most out of your HR software:

In this edition of HRSF Quick Tips PART 1, we give some advice on HR software product demonstrations.
 
 Is it over 5 years old?

Are your HR & payroll integrated?

Your data

New Starters

Organisation charts

Access for reports 

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