Patricia Maniscalco, Author at NOVATIVE Solution globale de ressources humaines Tue, 07 Mar 2023 20:13:53 +0000 en-EN hourly 1 https://wordpress.org/?v=6.3.1 https://www.novative.com/wp-content/uploads/2018/10/A_novative.png Patricia Maniscalco, Author at NOVATIVE 32 32 The 5 Advantages of One Global Payroll Provider https://www.novative.com/en-us/the-5-advantages-of-one-global-payroll-provider-2/ Mon, 20 Feb 2023 13:55:09 +0000 https://www.novative.com/?p=34259 the advantages of global payroll provider Linkedin Twitter Facebook Introduction – the advantage of global payroll provider According to the 2022 Gartner Market Guide for Multicountry Payroll Solutions, there’s a growing interest in options that facilitate global payroll. In recent years, new technology has enabled our world to become more connected on a global scale.…

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the advantages of global payroll provider

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Introduction - the advantage of global payroll provider

According to the 2022 Gartner Market Guide for Multicountry Payroll Solutions, there’s a growing interest in options that facilitate global payroll.

In recent years, new technology has enabled our world to become more connected on a global scale. Businesses have taken advantage of this and expanded into new countries. Expansion for any organization is an exciting time, and each country offers its unique positives for business. Though there are advantages, like with any foreign expansion, there are numerous payroll and HR concerns to consider. Generally, employers are held responsible for employee tax withholding, and failing to do so can encompass fines and penalties. Achieving efficiency, effectiveness, and accuracy at an optimum cost would be a challenge for any organisation.

Therefore, outsourcing your global payroll to the right global payroll provider can help you comply with local regulations, keeping your business compliant at all times.

Find out why choosing a single global payroll provider can enable your business to save costs, improve communication, and remain compliant.

Introduction - the advantage of global payroll provider

According to the 2022 Gartner Market Guide for Multicountry Payroll Solutions, there’s a growing interest in options that facilitate global payroll.

In recent years, new technology has enabled our world to become more connected on a global scale. Businesses have taken advantage of this and expanded into new countries. Expansion for any organization is an exciting time, and each country offers its unique positives for business. Though there are advantages, like with any foreign expansion, there are numerous payroll and HR concerns to consider. Generally, employers are held responsible for employee tax withholding, and failing to do so can encompass fines and penalties. Achieving efficiency, effectiveness, and accuracy at an optimum cost would be a challenge for any organisation.

Therefore, outsourcing your global payroll to the right global payroll provider can help you comply with local regulations, keeping your business compliant at all times.

Find out why choosing a single global payroll provider can enable your business to save costs, improve communication, and remain compliant.

Introduction - the advantage of global payroll provider

According to the 2022 Gartner Market Guide for Multicountry Payroll Solutions, there’s a growing interest in options that facilitate global payroll.

In recent years, new technology has enabled our world to become more connected on a global scale. Businesses have taken advantage of this and expanded into new countries. Expansion for any organization is an exciting time, and each country offers its unique positives for business. Though there are advantages, like with any foreign expansion, there are numerous payroll and HR concerns to consider. Generally, employers are held responsible for employee tax withholding, and failing to do so can encompass fines and penalties. Achieving efficiency, effectiveness, and accuracy at an optimum cost would be a challenge for any organisation.

Therefore, outsourcing your global payroll to the right global payroll provider can help you comply with local regulations, keeping your business compliant at all times.

Find out why choosing a single global payroll provider can enable your business to save costs, improve communication, and remain compliant.

One Global Payroll Provider Means One Face to Deal With

Having a different payroll provider in each country of operation results in a large number of contacts. This can easily become confusing and result in an increased workload for your organization. Many topics require coordination between multiple payroll service providers, as these topics must be integrated across multiple countries. By only having one global payroll provider, your payroll processes are managed centrally. One contact will take care of all global payroll questions and problems. A new employee in France? A tax issue in the US? One call or email is enough to solve everything within minutes. This will benefit your entire team, from employees to managers. Everyone always knows who to contact about their payslips and salary inquiries. One global payroll provider is all you need to manage your pay efficiently, structurally, and transparently.

One Global Payroll Provider Means One Face to Deal With

Having a different payroll provider in each country of operation results in a large number of contacts. This can easily become confusing and result in an increased workload for your organization. Many topics require coordination between multiple payroll service providers, as these topics must be integrated across multiple countries. By only having one global payroll provider, your payroll processes are managed centrally. One contact will take care of all global payroll questions and problems. A new employee in France? A tax issue in the US? One call or email is enough to solve everything within minutes. This will benefit your entire team, from employees to managers. Everyone always knows who to contact about their payslips and salary inquiries. One global payroll provider is all you need to manage your pay efficiently, structurally, and transparently.

One Global Payroll Provider Means One Face to Deal With

Having a different payroll provider in each country of operation results in a large number of contacts. This can easily become confusing and result in an increased workload for your organization. Many topics require coordination between multiple payroll service providers, as these topics must be integrated across multiple countries. By only having one global payroll provider, your payroll processes are managed centrally. One contact will take care of all global payroll questions and problems. A new employee in France? A tax issue in the US? One call or email is enough to solve everything within minutes. This will benefit your entire team, from employees to managers. Everyone always knows who to contact about their payslips and salary inquiries. One global payroll provider is all you need to manage your pay efficiently, structurally, and transparently.

One Global Payroll Provider for Guaranteed Business Success

Companies with subsidies in different countries or even continents will be separated not only by different locations but also by different time zones. Therefore, it makes it hard to receive urgent information as soon as possible.

Sometimes this can lead to not meeting a deadline and, consequently, cause troubles and possible costs. The same applies when a company hires different payroll providers for different countries. Every provider will follow different processes that you have to be aware of if you want to guarantee a smooth business process.

Outsourcing to a single global payroll provider ensures reliable payroll management, allowing your team to focus on core business tasks. With this solution, you can guarantee the smooth operation and success of your business.

One Global Payroll Provider for Guaranteed Business Success

Companies with subsidies in different countries or even continents will be separated not only by different locations but also by different time zones. Therefore, it makes it hard to receive urgent information as soon as possible.

Sometimes this can lead to not meeting a deadline and, consequently, cause troubles and possible costs. The same applies when a company hires different payroll providers for different countries. Every provider will follow different processes that you have to be aware of if you want to guarantee a smooth business process.

Outsourcing to a single global payroll provider ensures reliable payroll management, allowing your team to focus on core business tasks. With this solution, you can guarantee the smooth operation and success of your business.

One Global Payroll Provider for Guaranteed Business Success

Companies with subsidies in different countries or even continents will be separated not only by different locations but also by different time zones. Therefore, it makes it hard to receive urgent information as soon as possible.

Sometimes this can lead to not meeting a deadline and, consequently, cause troubles and possible costs. The same applies when a company hires different payroll providers for different countries. Every provider will follow different processes that you have to be aware of if you want to guarantee a smooth business process.

Outsourcing to a single global payroll provider ensures reliable payroll management, allowing your team to focus on core business tasks. With this solution, you can guarantee the smooth operation and success of your business.

Benefit from Better Data Consolidation

Switching to a single global payroll provider means you no longer have to handle different payroll services, with their own systems and internal processes.

Different payroll providers will offer different HRIS to store your country- and payroll- specific data. This can easily lead to disaster for many companies if they want to update or use the data to receive valuable insights for reports. Data cannot be transferred or updated automatically in all systems at the same time. 

Therefore, manual processes will take up a significant amount of time. Also, the different systems do not allow comparing data from one country with another. The data first has to be downloaded and displayed within a separate program. This all makes centralized management of payroll impossible.

One global payroll provider will obscure all these issues. You only need to update one HRIS, as your data is securely stored in one system for all subsidiaries worldwide. This allows you to easily access your data, gain data insights, and compare each subsidiary with another.

Benefit from Better Data Consolidation

Switching to a single global payroll provider means you no longer have to handle different payroll services, with their own systems and internal processes.

Different payroll providers will offer different HRIS to store your country- and payroll- specific data. This can easily lead to disaster for many companies if they want to update or use the data to receive valuable insights for reports. Data cannot be transferred or updated automatically in all systems at the same time. 

Therefore, manual processes will take up a significant amount of time. Also, the different systems do not allow comparing data from one country with another. The data first has to be downloaded and displayed within a separate program. This all makes centralized management of payroll impossible.

One global payroll provider will obscure all these issues. You only need to update one HRIS, as your data is securely stored in one system for all subsidiaries worldwide. This allows you to easily access your data, gain data insights, and compare each subsidiary with another.

Benefit from Better Data Consolidation

Switching to a single global payroll provider means you no longer have to handle different payroll services, with their own systems and internal processes.

Different payroll providers will offer different HRIS to store your country- and payroll- specific data. This can easily lead to disaster for many companies if they want to update or use the data to receive valuable insights for reports. Data cannot be transferred or updated automatically in all systems at the same time. 

Therefore, manual processes will take up a significant amount of time. Also, the different systems do not allow comparing data from one country with another. The data first has to be downloaded and displayed within a separate program. This all makes centralized management of payroll impossible.

One global payroll provider will obscure all these issues. You only need to update one HRIS, as your data is securely stored in one system for all subsidiaries worldwide. This allows you to easily access your data, gain data insights, and compare each subsidiary with another.

Take Control of Your Payroll Expenses

Different global payroll providers mean different bills that must be paid on time. This entails an increased workload for the accounting department and more payment conditions they have to be aware of.

By assigning your global payroll to only one provider, you can easily control costs. Your processes and data streams are consolidated and automated. Your accounting department has to manage and oversee only one payroll provider for all payroll costs. Stop fearing hidden costs and start enjoying the global payroll.

Take Control of Your Payroll Expenses

Different global payroll providers mean different bills that must be paid on time. This entails an increased workload for the accounting department and more payment conditions they have to be aware of.

By assigning your global payroll to only one provider, you can easily control costs. Your processes and data streams are consolidated and automated. Your accounting department has to manage and oversee only one payroll provider for all payroll costs. Stop fearing hidden costs and start enjoying the global payroll.

Take Control of Your Payroll Expenses

Different global payroll providers mean different bills that must be paid on time. This entails an increased workload for the accounting department and more payment conditions they have to be aware of.

By assigning your global payroll to only one provider, you can easily control costs. Your processes and data streams are consolidated and automated. Your accounting department has to manage and oversee only one payroll provider for all payroll costs. Stop fearing hidden costs and start enjoying the global payroll.

Eliminate Hidden Payroll Costs with One Global Payroll Provider

Payroll outsourcing eliminates all of the costs associated with keeping an in-house payroll team, such as recruitment and training. Additionally, consider how much time your managers spend checking and reviewing payroll instead of focusing on growth.

Another hidden cost is the impact of failing to comply with regulations. As an employer, you may not be aware of an employee’s country’s rules and regulations in terms of payroll.

According to the IRS has estimated that around one-third of employers make a payroll mistake in any given year, collecting nearly $7 billion in penalties for 2021.

With a single global payroll provider, your entire global payroll process will be covered with complete transparency, uncovering hidden costs.

Choose the right global payroll provider.

Eliminate Hidden Payroll Costs with One Global Payroll Provider

Payroll outsourcing eliminates all of the costs associated with keeping an in-house payroll team, such as recruitment and training. Additionally, consider how much time your managers spend checking and reviewing payroll instead of focusing on growth.

Another hidden cost is the impact of failing to comply with regulations. As an employer, you may not be aware of an employee’s country’s rules and regulations in terms of payroll.

According to the IRS has estimated that around one-third of employers make a payroll mistake in any given year, collecting nearly $7 billion in penalties for 2021.

With a single global payroll provider, your entire global payroll process will be covered with complete transparency, uncovering hidden costs.

Eliminate Hidden Payroll Costs with One Global Payroll Provider

Payroll outsourcing eliminates all of the costs associated with keeping an in-house payroll team, such as recruitment and training. Additionally, consider how much time your managers spend checking and reviewing payroll instead of focusing on growth.

Another hidden cost is the impact of failing to comply with regulations. As an employer, you may not be aware of an employee’s country’s rules and regulations in terms of payroll.

According to the IRS has estimated that around one-third of employers make a payroll mistake in any given year, collecting nearly $7 billion in penalties for 2021.

With a single global payroll provider, your entire global payroll process will be covered with complete transparency, uncovering hidden costs.

Conclusion - Payroll Trends 2023

In conclusion, having only one payroll provider will most definitely simplify the life of your business and that of your payroll and HR professionals. Expect streamlined communication processes and fewer back-and-forth emails. 

With the help of the right technology, payroll can be completed accurately and effectively, while ensuring timely completion. Novative Global Payroll Services offer a solution to simplify the complexities of payroll, providing flexibility, efficiency, automation, and maintenance.

Compliance is a significant benefit of AI-based tools. Payroll regulations frequently change due to constant market fluctuations, unstable economies, recessions, and other factors. AI enables the Payroll Software to automatically update the rules and ensure compliance.

Conclusion - Payroll Trends 2023

In conclusion, having only one payroll provider will most definitely simplify the life of your business and that of your payroll and HR professionals. Expect streamlined communication processes and fewer back-and-forth emails. 

With the help of the right technology, payroll can be completed accurately and effectively, while ensuring timely completion. Novative Global Payroll Services offer a solution to simplify the complexities of payroll, providing flexibility, efficiency, automation, and maintenance.

Compliance is a significant benefit of AI-based tools. Payroll regulations frequently change due to constant market fluctuations, unstable economies, recessions, and other factors. AI enables the Payroll Software to automatically update the rules and ensure compliance.

Conclusion - Payroll Trends 2023

In conclusion, having only one payroll provider will most definitely simplify the life of your business and that of your payroll and HR professionals. Expect streamlined communication processes and fewer back-and-forth emails. 

With the help of the right technology, payroll can be completed accurately and effectively, while ensuring timely completion. Novative Global Payroll Services offer a solution to simplify the complexities of payroll, providing flexibility, efficiency, automation, and maintenance.

Compliance is a significant benefit of AI-based tools. Payroll regulations frequently change due to constant market fluctuations, unstable economies, recessions, and other factors. AI enables the Payroll Software to automatically update the rules and ensure compliance.

Global Payroll Service

Ready to expand your business globally?

Pay your employees all over the world with complete peace of mind!

The post The 5 Advantages of One Global Payroll Provider appeared first on NOVATIVE.

]]> 10 Benefits Why You Should Choose Customized HR Software https://www.novative.com/en-us/10-benefits-why-you-should-choose-customized-hr-software/ Mon, 06 Feb 2023 11:59:25 +0000 https://www.novative.com/benefits-of-choosing-customised-hr-software/ Linkedin Twitter Facebook A customized HR software The success of an organization lies in the hands of its employees. The power of an outstanding team is real. This is why businesses should prioritize all aspects of employee management, from onboarding to ongoing management. However, The HR software plays a crucial role in determining the overall…

The post 10 Benefits Why You Should Choose Customized HR Software appeared first on NOVATIVE.

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A customized HR software

The success of an organization lies in the hands of its employees. The power of an outstanding team is real. This is why businesses should prioritize all aspects of employee management, from onboarding to ongoing management.

However, The HR software plays a crucial role in determining the overall HR operation’s effectiveness. And if the HR team doesn’t have all the right tools, that may impact the workplace.

Business objectives are not uniform, hence their HRIS requirements also differ. In a constantly evolving world, companies need a customized HR management software that fulfill their specific needs.

Therefore, we decided to share with you all the benefits of customized HR software. Let’s get started!

Introduction - custimoised HR software

The success of an organization lies in the hands of its employees. The power of an outstanding team is real. This is why businesses should prioritize all aspects of employee management, from onboarding to ongoing management.

However, The HR software plays a crucial role in determining the overall HR operation’s effectiveness. And if the HR team doesn’t have all the right tools, that may impact the workplace.

Business objectives are not uniform, hence their HRIS requirements also differ. In a constantly evolving world, companies need a customized HR management software that fulfill their specific needs.

Therefore, we decided to share with you all the benefits of customized HR software. Let’s get started!

Introduction - custimoised HR software

The success of an organization lies in the hands of its employees. The power of an outstanding team is real. This is why businesses should prioritize all aspects of employee management, from onboarding to ongoing management.

However, The HR software plays a crucial role in determining the overall HR operation’s effectiveness. And if the HR team doesn’t have all the right tools, that may impact the workplace.

Business objectives are not uniform, hence their HRIS requirements also differ. In a constantly evolving world, companies need a customized HR management software that fulfill their specific needs.

Therefore, we decided to share with you all the benefits of customized HR software. Let’s get started!

What is a customized HR software?

Customized HR software is a tailored HR information system designed to meet the unique requirements and processes of a specific organization. It offers the flexibility to select and adjust modules to fit the company‘s HR needs.

What is a customized HR software?

Customized HR software is a tailored HR information system designed to meet the unique requirements and processes of a specific organization. It offers the flexibility to select and adjust modules to fit the company‘s HR needs.

What is customized HR software?

Customized HR software is a tailored HR information system designed to meet the unique requirements and processes of a specific organization. It offers the flexibility to select and adjust modules to fit the company‘s HR needs.

Customized HR Software – Why is it a better option then one-size-fits all?

There is so much choice available for HR teams when choosing the right HR software including off the shelf, one-size-fits-all HR software, and customized HR software.  

At first glance, off-the-shelf options may seem more appealing due to their lower cost and quick implementation time. However, this software typically only provides basic HR functions and doesn’t allow for customization to meet specific needs. 

However, each organization has different policies and HR needs and requires unique solutions. Therefore, there is a growing requirement for cloud-based customized HR software that oragnizations can brand and map it to their existing proceesse.

Customized HR Software – Why is it a better option then one-size-fits all?

There is so much choice available for HR teams when choosing the right HR software including off the shelf, one-size-fits-all HR software, and customized HR software.  

At first glance, off-the-shelf options may seem more appealing due to their lower cost and quick implementation time. However, this software typically only provides basic HR functions and doesn’t allow for customization to meet specific needs. 

However, each organization has different policies and HR needs and requires unique solutions. Therefore, there is a growing requirement for cloud-based customized HR software that oragnizations can brand and map it to their existing processes.

Customized HR Software – Why is it a better option then one-size-fits all?

There is so much choice available for HR teams when choosing the right HR software including off the shelf, one-size-fits-all HR software, and customized HR software.  

At first glance, off-the-shelf options may seem more appealing due to their lower cost and quick implementation time. However, this software typically only provides basic HR functions and doesn’t allow for customization to meet specific needs. 

However, each organization has different policies and HR needs and requires unique solutions. Therefore, there is a growing requirement for cloud-based customized HR software that oragnizations can brand and map it to their existing processes.

10 Benefits of a Customized HR Software

1 - Maps to the Existing Processes

Software customization simplifies mapping of existing requirements and processes of the organization. The processes are automated without making changes in the existing workflows.

2 - Customized Branding

When your software is customized for your organization, you have input into the look and feel of the software, like change in color scheme, fonts, layout, logo, menus, reports, features and more, can be done to provide a tailored user experience. 

3 - Better Data Security and Privacy

When working with sensitive data such as confidential personal information, contact details, bank accounts and salaries, security must be the no.1 concern. 

Did you know? The most vulnerable data is personally identifiable information.  

Hackers are more likely to target commonly used software. Customized HR software is less attractive to target as it is more effort to learn how to breach the system. 

Data Protection

4 - Roles and Permissions

Custom HR software typically offers comprehensive, secure role-based access and permissions to maintain confidentiality. By tailoring the software to the specific hierarchy and rules of the company, you can ensure consistency throughout.

5 - Good Customer Support

With customized software, you can expect excellent customer support, including full training and a dedicated help desk for any questions you may have, so you won’t be left to navigate the software on your own. 

6 - Custom Forms

HR teams can choose fields for forms in advance and create a library of what they need. With many one-size-fits-all software, there is no way to change the fields and you are stuck with rigid form templates which might not suit your organization. 

7 - Tailor-made Reports and Easy Identification of Trends

Generate multiple tailor-made reports for HR, management, and CEOs, as well as required reports for the government. Customize your dashboards and enable easy analysis of data to help you make quick decisions. Patterns in absenteeism, workforce productivity, headcount, appraisal, employees’ leave frequency, and goal completion status can be further identified. 

8 - Attract and Retain Top Talent

Give applicants and workers a personalized experience by customizing your recruiting procedures and giving tailored offerings. This will not only increase the engagement levels but will aid in attracting and retaining top talent.  

9 - No Hidden Costs

One-size-fits all software base price can seem very appealing. But it can come with hidden costs. If you want to make minor changes to the software it can cost a lot of money or require a report that isn’t in the software package. Customized HR software can easily adapt to your needs and requirements. 

10 - No Redundant Features

Choosing a customized solution gives you the ability to select the modules your company requires and offers the flexibility to modify or add to your business functionalities as your needs change.

10 Benefits of a Customized HR Software

1 - Maps to the Existing Processes

Software customization simplifies mapping of existing requirements and processes of the organization. The processes are automated without making changes in the existing workflows.

2 - Customized Branding

When your software is customized for your organization, you have input into the look and feel of the software, like change in color scheme, fonts, layout, logo, menus, reports, features and more, can be done to provide a tailored user experience. 

3 - Better Data Security and Privacy

When working with sensitive data such as confidential personal information, contact details, bank accounts and salaries, security must be the no.1 concern. 

Did you know? The most vulnerable data is personally identifiable information.  

Hackers are more likely to target commonly used software. Customized HR software is less attractive to target as it is more effort to learn how to breach the system. 

Data Protection

4 - Roles and Permissions

Custom HR software typically offers comprehensive, secure role-based access and permissions to maintain confidentiality. By tailoring the software to the specific hierarchy and rules of the company, you can ensure consistency throughout.

5 - Good Customer Support

With customized software, you can expect excellent customer support, including full training and a dedicated help desk for any questions you may have, so you won’t be left to navigate the software on your own. 

6 - Custom Forms

HR teams can choose fields for forms in advance and create a library of what they need. With many one-size-fits-all software, there is no way to change the fields and you are stuck with rigid form templates which might not suit your organization. 

7 - Tailor-made Reports and Easy Identification of Trends

Generate multiple tailor-made reports for HR, management, and CEOs, as well as required reports for the government.

Customize your dashboards and enable easy analysis of data to help you make quick decisions. Patterns in absenteeism, workforce productivity, headcount, appraisal, employees’ leave frequency, and goal completion status can be further identified. 

8 - Attract and Retain Top Talent

Give applicants and workers a personalized experience by customizing your recruiting procedures and giving tailored offerings. This will not only increase the engagement levels but will aid in attracting and retaining top talent.  

9 - No Hidden Costs

One-size-fits all software base price can seem very appealing. But it can come with hidden costs. If you want to make minor changes to the software it can cost a lot of money or require a report that isn’t in the software package. Customized HR software can easily adapt to your needs and requirements. 

10 - No Redundant Features

Choosing a customized solution gives you the ability to select the modules your company requires and offers the flexibility to modify or add to your business functionalities as your needs change.

10 Benefits of a Customized HR Software

1 - Maps to the Existing Processes

Software customization simplifies mapping of existing requirements and processes of the organization. The processes are automated without making changes in the existing workflows.

2 - Customized Branding

When your software is customized for your organization, you have input into the look and feel of the software, like change in color scheme, fonts, layout, logo, menus, reports, features and more, can be done to provide a tailored user experience. 

3 - Better Data Security and Privacy

When working with sensitive data such as confidential personal information, contact details, bank accounts and salaries, security must be the no.1 concern. 

Did you know? The most vulnerable data is personally identifiable information.  

Hackers are more likely to target commonly used software. Customized HR software is less attractive to target as it is more effort to learn how to breach the system. 

Data Protection

4 - Roles and Permissions

Custom HR software typically offers comprehensive, secure role-based access and permissions to maintain confidentiality. By tailoring the software to the specific hierarchy and rules of the company, you can ensure consistency throughout.

5 - Good Customer Support

With customized software, you can expect excellent customer support, including full training and a dedicated help desk for any questions you may have, so you won’t be left to navigate the software on your own. 

6 - Custom Forms

HR teams can choose fields for forms in advance and create a library of what they need. With many one-size-fits-all software, there is no way to change the fields and you are stuck with rigid form templates which might not suit your organization. 

7 - Tailor-made Reports and Easy Identification of Trends

Generate multiple tailor-made reports for HR, management, and CEOs, as well as required reports for the government.

Customize your dashboards and enable easy analysis of data to help you make quick decisions. Patterns in absenteeism, workforce productivity, headcount, appraisal, employees’ leave frequency, and goal completion status can be further identified. 

8 - Attract and Retain Top Talent

Give applicants and workers a personalized experience by customizing your recruiting procedures and giving tailored offerings. This will not only increase the engagement levels but will aid in attracting and retaining top talent.  

9 - No Hidden Costs

One-size-fits all software base price can seem very appealing. But it can come with hidden costs. If you want to make minor changes to the software it can cost a lot of money or require a report that isn’t in the software package. Customized HR software can easily adapt to your needs and requirements. 

10 - No Redundant Features

Choosing a customized solution gives you the ability to select the modules your company requires and offers the flexibility to modify or add to your business functionalities as your needs change.

Conclusion - custimoised HR software

While customized software may take a bit more time to design and implement, the long-term benefits are well worth it.

If you’re searching for a tailored HR solution, NOVA Smart NG is a great choice.

Developed in-house by Novative, you’ll be supported every step of the way, from design to implementation, and beyond.

Our multilingual help desk is available to answer any questions you may have. With NOVA Smart NG, you’ll receive HR software that is tailored specifically to your organization, and its easy-to-use interface will be appreciated by HR staff, management, and employees alike. We work with you on budget and will agree on one that will suit both parties.

Conclusion - custimoised HR software

While customized software may take a bit more time to design and implement, the long-term benefits are well worth it.

If you’re searching for a tailored HR solution, NOVA Smart NG is a great choice.

Developed in-house by Novative, you’ll be supported every step of the way, from design to implementation, and beyond.

Our multilingual help desk is available to answer any questions you may have. With NOVA Smart NG, you’ll receive HR software that is tailored specifically to your organization, and its easy-to-use interface will be appreciated by HR staff, management, and employees alike. We work with you on budget and will agree on one that will suit both parties.

Conclusion - custimoised HR software

While customized software may take a bit more time to design and implement, the long-term benefits are well worth it.

If you’re searching for a tailored HR solution, NOVA Smart NG is a great choice.

Developed in-house by Novative, you’ll be supported every step of the way, from design to implementation, and beyond.

Our multilingual help desk is available to answer any questions you may have. With NOVA Smart NG, you’ll receive HR software that is tailored specifically to your organization, and its easy-to-use interface will be appreciated by HR staff, management, and employees alike. We work with you on budget and will agree on one that will suit both parties.

Ready to take your bussiness to the next level?

Streamline HR operations with a powerful all-in-one HR software

Contact us for a free quote
HR Software

The post 10 Benefits Why You Should Choose Customized HR Software appeared first on NOVATIVE.

]]> The 5 Most Common Myths About Payroll Outsourcing https://www.novative.com/en-us/myths-payroll-outsourcing/ Mon, 16 Jan 2023 16:11:23 +0000 https://www.novative.com/myths-payroll-outsourcing/ Linkedin Twitter Facebook Introduction Paying your employees is not just about paying wages at the end of the month. Today’s payroll processes can include dealing with medical benefits, employee relations issues to submitting payroll taxes. That is why 12% of companies fully outsourced their payroll in 2019 compared to 8% in 2015. During our journey…

The post The 5 Most Common Myths About Payroll Outsourcing appeared first on NOVATIVE.

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Introduction

Paying your employees is not just about paying wages at the end of the month. Today’s payroll processes can include dealing with medical benefits, employee relations issues to submitting payroll taxes. That is why 12% of companies fully outsourced their payroll in 2019 compared to 8% in 2015.

During our journey through sponsoring industry-specific events and our conversations with attendees, we were being asked similar questions and myths about outsourcing payroll. Attendees were amazed that these myths are very outdated, and they could benefit from outsourcing their payroll.

In this article, we will share with you some of the misconceptions about payroll outsourcing.

Paying your employees is not just about paying wages at the end of the month. Today’s payroll processes can include dealing with medical benefits, employee relations issues to submitting payroll taxes. That is why 12% of companies fully outsourced their payroll in 2019 compared to 8% in 2015.

During our journey through sponsoring industry-specific events and our conversations with attendees, we were being asked similar questions and myths about outsourcing payroll. Attendees were amazed that these myths are very outdated, and they could benefit from outsourcing their payroll.

In this article, we will share with you some of the misconceptions about payroll outsourcing.

Myth 1: The Entire Payroll Process Must Be Outsourced

This was one of the biggest misconceptions that we came across. Payroll outsourcing does not mean outsourcing the whole process. You can search for a payroll provider that has flexible payroll packages.

Novative’s payroll outsourcing services provides you with flexible and customized options. You can choose only the services that meet your needs, and you will only be charged for those services.

Myth 1: The Entire Payroll Process Must Be Outsourced

This was one of the biggest misconceptions that we came across. Payroll outsourcing does not mean outsourcing the whole process. You can search for a payroll provider that has flexible payroll packages.

Novative’s payroll outsourcing services provides you with flexible and customized options. You can choose only the services that meet your needs, and you will only be charged for those services.

Myth 2: Payroll Outsourcing Is More Expensive Than Managing It In-house

Payroll outsourcing saves you from all the costs associated with the in-house team such as recruitment or training. You will also cut the costs related to the payroll software such as IT support or maintenance.

Of course, choosing between outsourced and in-house payroll depends on many factors specific to your company. You can consult our guide to find out which way is best for your business.

Novative experts will never need to be covered for holidays, and you will not have the cost of training. Time is money, and that is what we will give your company back so you can concentrate on revenue-generating activities and growing the company.

Save money with payroll outsourcing

Myth 2: Payroll Outsourcing Is More Expensive Than Managing It In-house

Payroll outsourcing saves you from all the costs associated with the in-house team such as recruitment or training. You will also cut the costs related to the payroll software such as IT support or maintenance.

Of course, choosing between outsourced and in-house payroll depends on many factors specific to your company. You can consult our guide to find out which way is best for your business.

Novative experts will never need to be covered for holidays, and you will not have the cost of training. Time is money, and that is what we will give your company back so you can concentrate on revenue-generating activities and growing the company.

Save money with payroll outsourcing

Myth 3: It’s Too Much Hassle to Transition to Payroll Outsourcing

Companies are worried that payroll outsourcing will pose challenges. However, it is simply a myth as a good outsourced payroll service provider will absorb any transitional pain.

You might expect implementation to be a time-consuming process. It is not always the case! With cloud-based technology and expert implementation teams, Novative ensures that the transition is quick and smooth, causing minimum disruption to your organization. Now that the transition is no longer an issue, think about all the positive aspects of payroll outsourcing. You’ll ensure accurate, compliant, on-time payroll every month.

Myth 3: It’s Too Much Hassle to Transition to Payroll Outsourcing

Companies are worried that payroll outsourcing will pose challenges. However, it is simply a myth as a good outsourced payroll service provider will absorb any transitional pain.

You might expect implementation to be a time-consuming process. It is not always the case! With cloud-based technology and expert implementation teams, Novative ensures that the transition is quick and smooth, causing minimum disruption to your organization. Now that the transition is no longer an issue, think about all the positive aspects of payroll outsourcing. You’ll ensure accurate, compliant, on-time payroll every month.

Myth 4: Payroll Outsourcing Will Lead to a Loss of Control and Complicated Access to Data

Another common myth is that considering a payroll outsourcing solution will lead to a loss of financial control and leave them out of the loop. On the contrary, a payroll outsourcing company provides a flexible, easily accessible reporting system that clients can use themselves.

Considering Novative as a partner ensures you do not lose any control over your payroll processes. We are there to enhance your capabilities, not take them over. You will be provided with a dedicated expert and a powerful unique platform where you will be able to see all data related to your payroll.

Myth 4: Payroll Outsourcing Will Lead to a Loss of Control and Complicated Access to Data

Another common myth is that considering a payroll outsourcing solution will lead to a loss of financial control and leave them out of the loop. On the contrary, a payroll outsourcing company provides a flexible, easily accessible reporting system that clients can use themselves.

Considering Novative as a partner ensures you do not lose any control over your payroll processes. We are there to enhance your capabilities, not take them over. You will be provided with a dedicated expert and a powerful unique platform where you will be able to see all data related to your payroll.

Myth 5: Data security is not guaranteed with payroll outsourcing

Many organizations worry that choosing a payroll outsourcing company puts their data at risk. This is because they are concerned about giving someone access to sensitive data, which could expose them to data breaches or loss. This is a normal fear. However, your data is likely to be safer in an outsourced environment because most third-party payroll providers invest heavily in the technology and systems they use to ensure data security and disaster recovery. You just have to look for the right payroll outsourcing provider that considers your data security a top priority.

Myth 5: Data security is not guaranteed with payroll outsourcing

Many organisations worry that choosing a payroll outsourcing company puts their data at risk. This is because they are concerned about giving someone access to sensitive data, which could expose them to data breaches or loss. This is a normal fear. However, your data is likely to be safer in an outsourced environment. Why ? Because most third-party payroll providers invest heavily in the technology and systems they use to ensure data security and disaster recovery. You just have to look for the right payroll outsourcing provider that considers your data security a top priority.

We attempted to debunk and dispel some of the myths surrounding payroll outsourcing in this article. And to ensure that payroll outsourcing certainly has a lot of advantages and can help you through the most time-consuming administrative tasks.

If you get the right payroll provider, you will spend less time thinking about processing your payroll and more time focusing on running and growing your business.

We attempted to debunk and dispel some of the myths surrounding payroll outsourcing in this article. And to ensure that payroll outsourcing certainly has a lot of advantages and can help you through the most time-consuming administrative tasks,

With the right payroll provider, you will spend less time thinking about processing your payroll and more time focusing on running and growing your business.

Payroll outsourcing service
I want to outscource my payroll process

The post The 5 Most Common Myths About Payroll Outsourcing appeared first on NOVATIVE.

]]> 5 Important HR Trends That Shaped 2022 https://www.novative.com/en-us/5-important-hr-trends-that-shaped-2022/ https://www.novative.com/en-us/5-important-hr-trends-that-shaped-2022/#respond Fri, 23 Dec 2022 11:33:21 +0000 https://www.novative.com/?p=30414 Linkedin Twitter Facebook Introduction Two years into a new decade. The world appears to be very different from what we knew in 2020. Fighting the pandemic was one of the most difficult challenges in history.  The pandemic has caused economic crises and changed our habits and lives. The professional world has not been spared. The…

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Introduction

Two years into a new decade. The world appears to be very different from what we knew in 2020. Fighting the pandemic was one of the most difficult challenges in history. 

The pandemic has caused economic crises and changed our habits and lives. The professional world has not been spared. The rise of remote working and the change in work priorities are examples of this.

The HR sector is evolving with new trends, concepts and methods. Knowing and understanding these trends is essential if you want to remain competitive and retain your best resources, your employees.

It is by knowing the past that we prepare for the future. Read this blogpost and find out more about 5 2022 HR trends that marked the year 👇

Introduction

Two years into a new decade. The world appears to be very different from what we knew in 2020. Fighting the pandemic was one of the most difficult challenges in history. 

The pandemic has caused economic crises and changed our habits and lives. The professional world has not been spared. The rise of remote working and the change in work priorities are examples of this.

The HR sector is evolving with new trends, concepts and methods. Knowing and understanding these trends is essential if you want to remain competitive and retain your best resources, your employees.

It is by knowing the past that we prepare for the future. Read this blogpost and find out more about 5 2022 HR trends that marked the year 👇

#1 Hybrid & Remote Work

Remote working is not a new concept. However, with the pandemic in 2020, it became a major phenomenon. Many workers have had to work from home and employers started to realize that teleworking offers a great deal of advantages. Flexibility, time saving, autonomy… some workers even turned out to be more productive at home.

With the gradual return to the office in 2021, companies have naturally asked themselves whether remote working should continue. This is how the “hybrid” work mode was born.

73% of employees now work in either a hybrid or fully remote setting, with nearly half (43%) working remotely full-time.

Beezy's 2022 Workplace Trends and Insights Report

2 days at home, 3 days at the office, or the contrary. Each company has its own home-office policy. And in 2022, this way of working has become “the new normal“.

Remote working has changed the relationship between work and employees not only for employees but also for employers. Many companies have rethought their real estate strategy and decided to cut back on office space.

87% of executives expect to make changes to their real estate strategy.

PWC

Working from afar has also opened the door to international recruitment. With the ability to recruit and work remotely, companies could not resist the opportunity to hire workers from all over the world. Beware of the pitfalls of international recruitment though, you need to be well prepared.

If there is one thing to remember, it is that companies that offer flexibility and diverse working arrangements are more attractive to candidates and better retain their talent.

2022 HR Trends - Hybrid Work

#1 Hybrid Work

Remote working is not a new concept. However, with the pandemic in 2020, it became a major phenomenon. Many workers have had to work from home and employers started to realize that teleworking offers a great deal of advantages. Flexibility, time saving, autonomy… some workers even turned out to be more productive at home.

With the gradual return to the office in 2021, companies have naturally asked themselves whether remote working should continue. This is how the “hybrid” work mode was born.

73% of employees now work in either a hybrid or fully remote setting, with nearly half (43%) working remotely full-time.

Beezy's 2022 Workplace Trends and Insights Report

2 days at home, 3 days at the office, or the contrary. Each company has its own home-office policy. And in 2022, this way of working has become “the new normal“.

Remote working has changed the relationship between work and employees not only for employees but also for employers. Many companies have rethought their real estate strategy and decided to cut back on office space.

87% of executives expect to make changes to their real estate strategy.

PWC

Remote working has also opened the door to international recruitment. With the ability to recruit and work remotely, companies could not resist the opportunity to hire workers from all over the world. Beware of the pitfalls of international recruitment though, you need to be well prepared.

If there is one thing to remember, it is that companies that offer flexibility and diverse working arrangements are more attractive to candidates and better retain their talent.

2022 HR Trends - Hybrid Work

#2 HR Analytics

One of the major 2022 HR trends is HR Analytics. Data is now everywhere and HR decided to use it to their advantage to better understand their employees and their behavior in the company.

Collecting, tracking and analyzing data is the best way to identify weaknesses in the HR strategy and take appropriate action to address them.

According to PWC’s research, 50% of CEOs say that HR data analytics can help answer many of the critical concerns CEOs and CHROs must grapple with. It helps them with finding and keeping the right people, having a good hiring strategy, plan workforce and improve employer branding.

But before embarking on the analysis, it is essential to define the right KPIs to monitor. Novative has prepared a quick guide with the most relevant HR KPIs for each HR function. Check it on our LinkedIn page.

With the development of new technologies such as chatbots and AI-powered analytics, there is no doubt that HR analytics will continue to impact on the daily life of HR in 2023.

To cope with the ever-growing amount of employee data, track and organize it, corporations will need to hire or retain employees with the right skills. But above all… use the right analytics tool!

#3 Upskilling and Reskilling

Employee upskilling and reskilling have been around for a while in the HR trends scene. Unsurprisingly, employee training is part of the 2022 HR trends. Moreover, learning and development (L&D) is very likely to remain a top priority for HR departments in the coming year.

According to Gartner, 53% of HR leaders will prioritize organizational design and change management in 2023. This priority is due to several changes, the most important of which is digital transformation.

Based on these findings, companies will have to launch upskilling and reskilling programs to equip their workforce with appropriate skills to cope with digital transformation and fill skill gaps.

A recent Udemy’s survey showed that the upskilling demand grew to a whopping 38% in 2020. As a comparison, in 2019 this figure was only 14%.

Upskilling and reskilling are at the heart of HR preoccupations as they help HR professionals retain employees, enhance employee wellbeing and reduce recruitment costs.

Do you want to know the difference between upskilling and reskilling? Check out our carousel on our Linkedin page!

#3 Upskilling and Reskilling

Employee upskilling and reskilling have been around for a while in the HR trends scene. Unsurprisingly, employee training is part of the 2022 HR trends. Moreover, learning and development (L&D) is very likely to remain a top priority for HR departments in the coming year.

According to Gartner, 53% of HR leaders will prioritize organizational design and change management in 2023. This priority is due to several changes, the most important of which is digital transformation.

Based on these findings, companies will have to launch upskilling and reskilling programs to equip their workforce with appropriate skills to cope with digital transformation and fill skill gaps.

A recent Udemy’s survey showed that the upskilling demand grew to a whopping 38% in 2020. As a comparison, in 2019 this figure was only 14%.

Upskilling and reskilling are at the heart of HR preoccupations as they help HR professionals retain employees, enhance employee wellbeing and reduce recruitment costs.

Do you want to know the difference between upskilling and reskilling? Check out our carousel on our Linkedin page!

Easily Manage the Training Process

#4 Generation Z

The year 2022 was also marked by the arrival of Generation Z workers on the labor market. Understanding Generation Z was one of the major HR trends for 2022.

While Millennials, also known as generation Y—people born from 1981 to 1996—are already the largest generation in the workplace, their younger colleagues, gen Z—people born after 1996—are starting to join them.

These numbers are rapidly growing. ManpowerGroup predicts that 24% of Gen Z workers will be employed globally by the end of 2022. It will reach 30% by 2030.

As a result, HR professionals must understand this generation’s key characteristics and needs in the workplace.

Gen Z has different priorities, goals, and habits than baby boomers and Gen X.

Human resource professionals must now grasp this generation’s needs, which are often so essential to them that they would leave a job to address them.

.

92% of Generation Z workers believe it is the company's role to ensure the well-being of employees. 85% of them place the atmosphere and wellbeing at work as the second most important criteria for choosing a company.

Moodwork

While Gen Z workers are usually looking for strong company values, a healthy and flexible work environment, and a need for recognition. Understanding how to recruit them is essential. This new talent will provide you with the skills you will need in the years to come.

#4 Generation Z

The year 2022 was also marked by the arrival of Generation Z workers on the labor market. Understanding Generation Z was one of the major HR trends for 2022.

While Millennials, also known as generation Y—people born from 1981 to 1996—are already the largest generation in the workplace, their younger colleagues, gen Z—people born after 1996—are starting to join them.

These numbers are rapidly growing. ManpowerGroup predicts that 24% of Gen Z workers will be employed globally by the end of 2022. It will reach 30% by 2030.

As a result, HR professionals must understand this generation’s key characteristics and needs in the workplace.

Gen Z has different priorities, goals, and habits than baby boomers and Gen X.

Human resource professionals must now grasp this generation’s needs, which are often so essential to them that they would leave a job to address them.

92% of Generation Z workers believe it is the company's role to ensure the well-being of employees. 85% of them place the atmosphere and wellbeing at work as the second most important criteria for choosing a company.

Moodwork

While Gen Z workers are usually looking for strong company values, a healthy and flexible work environment, and a need for recognition. Understanding how to recruit them is essential. This new talent will provide you with the skills you will need in the years to come.

#5 Quality Of Work Life (QWL)

Employee wellbeing, QWL and employee wellness are the strongest HR notions of 2022. And it is set to continue in 2023.

The past two years, with the pandemic and lockdowns, have been difficult for workers. As we are just starting to get back into the swing of things, many workers have rethought their priorities when it comes to work. No surprise, mental health and wellbeing are now in the top three.

It is no secret that happy employees are more productive and motivated. As a result, companies and HR are implementing wellness programs.  Companies set up workplace wellness programs to promote employee wellbeing. This can be done by encouraging employees to take care of their health by contributing to their medical expenses or by offering them a gym membership.

84% of employers reported higher productivity and performance from their employees due to wellness plans in 2019. And 56% of employees who participate in company wellness programs say they have fewer sick days due to these programs.

Zippia

In the context of the talent war and the employee engagement crisis, wellbeing measures have been crucial for HR in 2022.

Quality of Work Life

#5 Quality Of Work Life (QWL)

Employee wellbeing, QWL and employee wellness are the strongest HR notions of 2022. And it is set to continue in 2023.

The past two years, with the pandemic and lockdowns, have been difficult for workers. As we are just starting to get back into the swing of things, many workers have rethought their priorities when it comes to work. No surprise, mental health and wellbeing are now in the top three.

It is no secret that happy employees are more productive and motivated. As a result, companies and HR are implementing wellness programs.

Companies set up workplace wellness programs to promote employee wellbeing. This can be done by encouraging employees to take care of their health by contributing to their medical expenses or by offering them a gym membership.

84% of employers reported higher productivity and performance from their employees due to wellness plans in 2019. And 56% of employees who participate in company wellness programs say they have fewer sick days due to these programs.

Zippia

In the context of the talent war and the employee engagement crisis, wellbeing measures have been crucial for HR in 2022.

Quality of Work Life

The last few years have been difficult for organizations and HR teams too. Human resources professionals will need to be prepared for 2023 and adapt their strategies to respond to current workforce needs.

By considering these 5 trends and identifying priorities for 2023, HR professionals can ensure that they remain competitive in the job market.

The last few years have been difficult for organizations and HR teams too. Human resources professionals will need to be prepared for 2023 and adapt their strategies to respond to current workforce needs.

By considering these 5 trends and identifying priorities for 2023, HR professionals can ensure that they remain competitive in the job market.

end-of-year HR challenges

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]]> https://www.novative.com/en-us/5-important-hr-trends-that-shaped-2022/feed/ 0 6 hints to support employee wellbeing during the holiday season! https://www.novative.com/en-us/6-hints-to-support-employee-wellbeing-during-the-holiday-season/ https://www.novative.com/en-us/6-hints-to-support-employee-wellbeing-during-the-holiday-season/#respond Mon, 19 Dec 2022 11:20:12 +0000 https://www.novative.com/?p=30314 Linkedin Twitter Facebook Introduction The further we get into the busy Christmas period; the more employee wellbeing becomes important. But why? For many businesses, the holiday season is a busy time where opportunities are everywhere. However, this intense period can increase stress and compromise the well-being of your employees. Nowadays, employee wellbeing and happiness are…

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Introduction

The further we get into the busy Christmas period; the more employee wellbeing becomes important. But why?

For many businesses, the holiday season is a busy time where opportunities are everywhere. However, this intense period can increase stress and compromise the well-being of your employees.

Nowadays, employee wellbeing and happiness are the responsibility of the entire business management.

A study by the Health and Safety Executive in the UK shows that de-motivated employees average around 2.17 sick days per month, while engaged employees only take 1.25 sick days per month. This decrease in absences translates into an increase in revenue.

Ensuring employee wellbeing will benefit your organization. And what better time of year than the holidays to set up a wellness policy in your company? But how do we get started?

With these 6 tips from the Novative team, you will support employee wellbeing over the holiday season 👇

Introduction

The further we get into the busy Christmas period; the more employee wellbeing becomes important. But why?

For many businesses, the holiday season is a busy time where opportunities are everywhere. However, this intense period can increase stress and compromise the well-being of your employees.

Nowadays, employee wellbeing and happiness are the responsibility of the entire business management.

A study by the Health and Safety Executive in the UK shows that de-motivated employees average around 2.17 sick days per month, while engaged employees only take 1.25 sick days per month. This decrease in absences translates into an increase in revenue.

Ensuring employee wellbeing will benefit your organization. And what better time of year than the holidays to set up a wellness policy in your company? But how do we get started?

With these 6 tips from the Novative team, you will support employee wellbeing over the holiday season 👇

#1 Improve Wellbeing by Understanding What Makes Your Employees Happy

Firstly, absorbing the meaning of “wellbeing” is crucial.

The whole mental, physical, emotional, and financial wellbeing of your staff is referred to as “employee wellbeing.”

Wellbeing includes happiness, job satisfaction, integration, engagement, sense of belonging and work-life balance. But the order of priority may vary from company to company or employee to employee. This is why it is important to understand what is most important to your employees. But how?

To better understand your employees and what motivates them, you can start by conducting a survey and asking what would support them over the Christmas period.  Some will tell you that they would like more time off to enjoy their family, others prefer a few days of remote working or a special bonus. Knowing this, you can tailor your measures to the priority needs.

It is entirely beneficial for your company to encourage the expression and communication of needs. This helps to reduce the frustration of your teams and increases the commitment of your employees. And we all know that motivated and happy employees are always more productive. Supporting employee wellbeing during the holiday season is therefore the smartest move for your business. 

Highly engaged teams show 21% greater profitability.

Gallup

Highly engaged teams show 21% greater profitability.

Gallup

#2 Get the Team into the Holiday Spirit

Embrace the festivities & get the team into the holiday spirit. And even if part of your team works remotely, it is possible!

Holiday spirit is a powerful motivator. It is a time of joy and goodwill. Start by decorating the office, organize Christmas activities such as a party or a meal, give gifts to your employees and above all, make sure that you…  thank them! There is nothing more satisfying than recognition.

Running out of ideas? No problem, here is our selection of the best Christmas activities in the office:

  • Plan a Secret Santa! You can even arrange it with your remote team. Find out how!
  • Hold a competition for the best decorated tree
  • Start a company advent calendar with a surprise every day!
  • Launch the best Christmas Sweater competition
  • Create a shared Christmas playlist, ask your employees to add their favorite Christmas song and start a Music Trivia Game.
  • Host the best Christmas party ever!

Set up one or more of your activities to support employee wellbeing during the holiday season!

Get the team into the holiday spirit

#3 Celebrate the holidays or not, it is up to your employees

Hiring internationally is now a common practice, and your team will undoubtedly include people from various religious and cultural backgrounds. This means that Christmas is not for everyone.

You need to make sure that your employees are not under pressure to attend the Christmas party or activities. This way, everyone will be free to choose and no one will feel bad about not coming if they don’t want to or can’t participate. 

Also, if you are planning a Secret Santa or gift-giving event, make participation optional. Some employees may not have the time, money or inclination to participate. And there is nothing wrong with that!

The holiday atmosphere should be festive and joyful and should not add extra stress to employees.

#4 Surprise your team with a free day off

Did you know that the majority of American workers don’t use their paid time off? According to the U.S. Travel Association, American workers left an average of 33% of their paid time off on the table.

It’s critical to understand that achieving targets with tight deadlines, especially during Christmas, forces people to put in extra hours. Such a situation can increase your employees’ stress and dissatisfaction as they can’t get some good rest.

Surprise your employees with a free day off to help them renew their energy. With Nova Smart NG, you can apply a day off to your entire teams in just 3 clicks. Check how!

#4 Surprise your team with a free day off

Did you know that the majority of American workers don’t use their paid time off? According to the U.S. Travel Association, American workers left an average of 33% of their paid time off on the table.

It’s critical to understand that achieving targets with tight deadlines, especially during Christmas, forces people to put in extra hours. Such a situation can increase your employees’ stress and dissatisfaction as they can’t get some good rest.

Surprise your employees with a free day off to help them renew their energy. With Nova Smart NG, you can apply a day off to your entire teams in just 3 clicks. Check how!

#5 Enhance Employee Wellbeing through Social Media Shout Outs

Shouting out employees on the company’s social media profiles is one of the simplest free employee appreciation ideas that can enhance employee  wellbeing. It can also be beneficial if you manage a remote team.

Creating shout-out content will cost you nothing. All you have to do is take a high-quality photo, make a list of the best performers’ names, positions, departments and mention their key achievements.

Make them feel like SUPERHEROES . 🦸‍♂️ 🦸

You can also post a simple and funny mini-interview, asking random questions to show the funny side of your employees.

Identify the best performers across the departments and contact your marketing team to create content and plan it in their content calendar.

#5 Enhance Employee Wellbeing through Social Media Shout Outs

Shouting out employees on the company’s social media profiles is one of the simplest free employee appreciation ideas that can enhance employee  wellbeing. It can also be beneficial if you manage a remote team.

Creating shout-out content will cost you nothing. All you have to do is take a high-quality photo, make a list of the best performers’ names, positions, departments and mention their key achievements.

Make them feel like SUPERHEROES . 🦸‍♂️ 🦸

You can also post a simple and funny mini-interview, asking random questions to show the funny side of your employees.

Identify the best performers across the departments and contact your marketing team to create content and plan it in their content calendar.

#6 Support your employees in coming back to work

Coming back to work after a break can be hard, but you can overcome this by planning ahead on how to settle back into work.

By encouraging departments and individuals to plan for the return of the office, you can help to ensure their wellbeing. 

Ask your employees to send an email with all the tasks, the status of each one of them, and who you have appointed to oversee any task while they are on vacation.

Also ask them to set up an email autoreply with a simple message indicating how long they will be off and who to contact in the event of emergency.

It’s also an opportunity to remind your employees that holidays are for resting and that they don’t need to answer their emails during this period.

During the holiday season or any other time of the year, the well-being and engagement of your employees is crucial to the success of your business.

At Novative, this is a subject we discuss regularly. Follow us to make sure you don’t miss any of our content on this subject!

During the holiday season or any other time of the year, the well-being and engagement of your employees is crucial to the success of your business.

At Novative, this is a subject we discuss regularly. Follow us to make sure you don’t miss any of our content on this subject!

end-of-year HR challenges

Want more tips to meet end-of-year HR challenges?

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The post 6 hints to support employee wellbeing during the holiday season! appeared first on NOVATIVE.

]]> https://www.novative.com/en-us/6-hints-to-support-employee-wellbeing-during-the-holiday-season/feed/ 0 HR Analytics, the key strategy for a high-performance company. https://www.novative.com/en-us/hr-analytics-the-key-strategy-for-a-high-performance-company/ https://www.novative.com/en-us/hr-analytics-the-key-strategy-for-a-high-performance-company/#respond Wed, 12 Oct 2022 14:05:59 +0000 https://www.novative.com/?p=28383 Linkedin Twitter Facebook Summary What is HR Analytics? Why an HR Analytics tool is the smartest move? What are the key features to look for in an HR Analytics tool? How does HR Analytics greatly improve your daily management? You’ve probably heard of the concept of data-driven HR and how the development of HR analytics…

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Summary

What is HR Analytics?

Why an HR Analytics tool is the smartest move?

What are the key features to look for in an HR Analytics tool?

How does HR Analytics greatly improve your daily management?

You’ve probably heard of the concept of data-driven HR and how the development of HR analytics has marked the biggest progress in the world of human resources since the spread sheet.

But what precisely is HR analytics and how is it helpful? Data is where the answer starts.

 If you are still using paper files or spreadsheets to accomplish HR tasks, you are already collecting and storing HR data.

HR data includes information about the organizations and their workforce. Most HR teams use dedicated HR software to collect data on a daily basis across a number of different areas.

But collecting is only the first step if you wish to utilize the full potential of your data. You must be able to read data and figure out what it means to you and your organization. That is where HR analytics comes into play.

What is HR Analytics?

HR analytics helps HR professionals to make data-driven decisions that have a significant impact on an organization’s success. It covers the entire process of identifying, collecting, analyzing, and reporting on HR data.

Human resource management should use data to its fullest extent. Data is important because it shows historical trends, numerical values, and other types of information a business can benefit from to better develop and manage human resources.

In other words, HR analytics is the math you use to analyze the data and facts you have in front of you to determine how you are performing.

Why an HR analytics tool is the smartest move?

An HR Analytics tool is a tool that helps you collect and analyze key workforce data. It simplifies the process and make it easier to visualize the data and create insights that can drive HR decisions. 

If you use an all-in-one HRIS, you are already gathering metrics. While these software applications help you manage attendance, hourly time tracking, candidate applications, job postings, hiring, and benefits, they also naturally collect a wide range of data.

The main challenge is then to identify what data to use and how to use it.  That’s the reason why you need an HR analytics tool that will collect, structure, and analyze data according to a set of KPIs relevant to your organization. With the right HR analytics tool, you will be able to conduct analysis that can drive smart and growth-oriented HR strategies.

You will be able to record the number of actions you take and how much time it takes to accomplish a specific task. Based on this data, you will have insights on how you are doing with your missions.

HR analytics makes it possible to carry out operational and concrete reporting on human resources but also to predict or simulate a set of scenarios related to human capital.

HR Analytics -Why an HR analytics tool is the smartest move

What are the key features to look for in an HR Analytics tool?

There are many HR analytics tools available on the market. Some are integrated into bigger HRMS packages while others are sold as a separate piece of software.

Before you make your choice, it’s important to evaluate your HR procedures and determine exactly what you need from your software. Each of these solutions has its unique features set tailored to fit particular use cases.

That being said, here are some features every organization should look for to choose the right HR analytics tool:

Reporting and Visualization

One of the most crucial features of any HR analytics solution is data visualization —This is what enables HR departments to extract patterns and useful insights from the mountains of employee data they are storing.

So, there are a few points to consider regarding this feature:

  • You must be able to customize your reports so that you can quickly access pertinent information and monitor the KPIs for your organisation.
  • Your team must be able to share reports easily and access them in different formats (Excel, PDF, etc.)
  • The tool must include a system of access rights in order to allow access to statistics and reports only to the persons concerned.

Security by design

All HR tools contain sensitive and confidential personal data, from contact details, bank accounts numbers and addresses to personal health information and performance reports.

Did you know that the PII – Personal Identifiable Information – such as the ones we have mentioned is the most compromised type of data when it comes to cyberattack?

Therefore, HR analytics tools or HRIS should come with built-in security features such as access rights, two-factor authentication, high security and confidentiality policies as well as compliance with ISO standards such as ISO27001.

User-friendly interface

Last but not least, your software must be simple to use. If you choose a solution that is too complex, your HR team could require further training to use it. Make sure the tool is easy to use to avoid going back to spreadsheets.

How does HR analytics greatly improve your daily management?

1 – HR Analytics improves the candidate & employee experience

56% of job applicants encountered a technical issue during the application process.

Talentegy, 2019

Recruitment analytics allows you to monitor the time between a candidate’s application for a job and their acceptance of an offer. So why should you track such a thing?

Because the applicant experience is crucial to the employer brand. It’s important to know how much time you take to hire a new employee to measure the effectiveness of your hiring process.

Reducing the time to hire may raise your hiring success rate, which increases your chances of acquiring top talent in a crowded market.

Novative’s HR recruitment module and our Nova Smart NG analysis and report tool has been designed with high consideration of these factors.  HR analytics will be a powerful ally in your recruiting process.

2 – HR Analytics can analyse the turnover rate

The turnover rate, which is expressed as a percentage that illustrates how many workers left a company during a given period of time, usually a year.

An analysis of employee turnover data can help pinpoint why employees are leaving your organization . As an example, you may analyse the turnover and then find out this happens in a specific department with a specific supervisor. Accordingly, this will let you deduce that maybe the supervisor lacks management skills. You can then take action and provide the manager with training on different management methods and how to implement them. Later, you can compare and see if the actions taken have had an impact on the turnover rate in that department.

That is why turnover analysis should not be left behind. A turnover analysis can be used to identify issues with engagement, compensation, development, or hiring.

With the use of such data, businesses can develop focused retention strategies, minimize turnover rates by identifying the root cause, and avoid losses before they occur.

3- HR Analytics helps you keep track of your expenses & save money

Organizations can use expense analytics to compare expenses to budgets and make sure they are not overspending or making unnecessary purchases.

Tracking expenses helps you stick to your budget. Keeping track of your finances is the best way to control your spending.

Our advice

At the end of each month, review the expenses you kept track of to see how much you spent compared to what you expected to spend. If you go over budget, try to reduce your expenses in that area. If you don’t spend too much, you might want to put more money toward debt repayment and savings.

In either scenario, you should use the data that your expense tracking tool provides you with and then adjust the budget for the following month.

4- HR Analytics monitors employee engagement levels

Did you know that companies with highly engaged employees are 21% more profitable?

Gallup

One of the hottest HR topics is employee engagement. And it’s becoming more important due to the current age of remote-based working.

The use of big data* to improve employee engagement is a lot more than using employee engagement surveys to track data. Reward and recognise top performers is also possible.

Big data can be utilized to spot employees who are underperforming and possibly losing motivation. Analyzing employee performance KPIs can all help HR to provide the support to employees in need and effectively evaluate the employee.

This information can then be used to guide and assist managers in identifying opportunities for growth, support, and engagement of their teams.

 * Big Data refers to the software tools that can quickly analyse enormous amounts of data from various systems. In regard to HR management, people related data is used to better understand an organisation’s human capital, risks, and business performances.

HR Analytics Monitors Employee Engagement Levels

HR Analytics and its proper use are without a doubt advantageous to HR and the business as a whole. The changes that can be made thanks to relevant analysis have the potential to be profound and far-reaching.

It’s a smart move that any business can benefit from. To start, HR people should move beyond the limitation of the manual HR process. The future of HR is promising, all you have to do is seize the opportunity.

 

Learn more about our HR analytics solution

Learn more about our HR analytics solution

HR Analytics Tool Nova Smart NG

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]]> https://www.novative.com/en-us/hr-analytics-the-key-strategy-for-a-high-performance-company/feed/ 0 6 Tips to Manage a Multicultural Team https://www.novative.com/en-us/6-tips-to-manage-a-multicultural-team/ https://www.novative.com/en-us/6-tips-to-manage-a-multicultural-team/#respond Tue, 02 Aug 2022 14:16:31 +0000 https://www.novative.com/?p=26466 Have you hired international workers lately? And successfully avoided the pitfalls of international recruitment? Then, you’re now ready to manage a multicultural team! Multiculturality and diversity are powerful assets for your company. According to McKinsey, businesses with more racially and ethnically diverse workforces have a 35% performance advantage over those that are homogeneous. However, the…

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Have you hired international workers lately? And successfully avoided the pitfalls of international recruitment? Then, you’re now ready to manage a multicultural team!

Multiculturality and diversity are powerful assets for your company. According to McKinsey, businesses with more racially and ethnically diverse workforces have a 35% performance advantage over those that are homogeneous.

However, the struggle of managing multicultural team is nothing new. Due to cultural differences, languages or even time zones, there might be obstacles to overcome when managing a multicultural team.

In order to keep the group cohesive over the long term, you must do your best to make everyone feel comfortable.

Here are our tips & tricks to successfully manage a multicultural team!

#1 Be Open to All Cultures and Differences

Every culture has its own communication style, such as speaking pattern and nonverbal communication. It’s crucial to understand your colleague’s culture and act according to it.

To manage a multicultural team, you should adapt your management style to each member of your team. To do so, you must show great adaptability and forget about a single managerial style. Indeed, you should opt for a situational management style which adapts to every culture, age, skills and personality.

Valuing differences will help you to build a bond of trust with your team. Identify differences, accept them, explain them and make them a strength.

Pay close attention to direct and indirect communication ways. An indirect communicator (such as Japanese) will try to point their view the best way while a direct communicator (such as Americans) will go straight to the point. If the communication method is inappropriate, the person you’re talking to could be offended.

As a manager, you must take the time to read and learn about the cultural specificities of your team members. This will surely help the internal communication process.

To manage a multicultural team, be open to all cultures

#2 Build a bond of trust

Creating a bond of trust and enhancing mutual respect is essential for the cohesion of a multicultural team. All your team members must share and apply the values of understanding and respect to avoid any potential conflict. If a conflict arises because of the language barrier for instance, you will have to act as an intermediary while respecting the cultures of each one.  

To build trust within your team, encourage speaking up and communicating verbally. Be aware of any signs of misunderstanding and don’t let it fester. You can hold regular one-on-one meetings with your employees to ensure their well-being.

Finally, for team cohesion, do not hesitate to propose team building activities or moments of sharing that are not work related. This will strengthen the bonds between all members.

#3 Ensure your organisation is compliant with all regulations.

As an employer, you are probably aware of employer rules and regulations. That’s why it is important to stay up to date with the employment laws, especially if you hire in different countries.

Payroll tax filing is compulsory. Failing to submit salary taxes can lead to penalties. These are things you need to think about!

To avoid any discrepancy, make sure to:

  • Have a local payroll and HR expertise.
  • Stay up to date with trends and upcoming changes.
  • Keep up to date with a country’s regulations such as tax scales, social security contributions rates and so on.

Ensuring compliance will also reduce the risk of conflict with your employees.

A good tip is to work with a global payroll provider who can advise you on regulatory changes and ensure accurate payroll in each country.

Ensuring compliance when managing a multicultural team

#3 Ensure your organisation is compliant with all regulations.

As an employer, you are probably aware of employer rules and regulations. That’s why it is important to stay up to date with the employment laws, especially if you hire in different countries.

Payroll tax filing is compulsory. Failing to submit salary taxes can lead to penalties. These are things you need to think about!

To avoid any discrepancy, make sure to:

  • Have a local payroll and HR expertise.
  • Stay up to date with trends and upcoming changes.
  • Keep up to date with a country’s regulations such as tax scales, social security contributions rates and so on.

Ensuring compliance will also reduce the risk of conflict with your employees.

A good tip is to work with a global payroll provider who can advise you on regulatory changes and ensure accurate payroll in each country.

#4 Consider time zone and plan projects according to it.

If you manage a multicultural team, you’re likely to juggle several time zones.

For that, you need to organise your work properly and make plans according to the different time zones your teammates might work in.

Be mindful of other teammates working hours. If your global team feels like their schedule is respected, morale and motivation will be high. Such things will boost productivity and your team’s overall performance.

To avoid any conflict regarding the time zone and to be more productive, we advise you to use time management apps. They will help you keep track of any project.

#5 Invest in project management tools

Having a quick and efficient project management tool will significantly help you manage remote multicultural teams.

With such a tool, it will be easy to organise video calls for meetings or brainstorming or work on shared documents. Choosing an appropriate project management tool is essential for your team’s productivity.  Make sure that all of the team have access to these tools and know how to use them.

#6 Free up time for video calls

Although your team lives and works in different locations, it’s better to talk face to face. You should schedule time to meet with your team to see and discuss how each member is doing with their tasks. You can also organize unformal video calls such as coffee breaks to strengthen team cohesion.

Many types of video conferencing tools exist such as Microsoft Team, Skype or Zoom which make such a process easier.

Free up time for video calls if you manage a multicultural

Did these tips help you? We’d love to hear about your experience. Let us know what the biggest challenge is when managing a multicultural team. Follow our upcoming blog posts, we’ll keep giving you advice and tips to recruit and manage international employees.

International Payroll

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]]> https://www.novative.com/en-us/6-tips-to-manage-a-multicultural-team/feed/ 0 International Recruitment | All You Need to Know https://www.novative.com/en-us/international-recruitment-all-you-need-to-know/ https://www.novative.com/en-us/international-recruitment-all-you-need-to-know/#respond Thu, 28 Jul 2022 13:06:19 +0000 https://www.novative.com/?p=26285 Have you read our latest blog post which gives 4 good reasons to hire international workers? Are you convinced? Ready to get started? Not so fast! Before you get started, there are a few things to check to avoid falling into the pitfalls of international recruitment. Here’s everything you need to know if you’re going…

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Have you read our latest blog post which gives 4 good reasons to hire international workers? Are you convinced? Ready to get started? Not so fast! Before you get started, there are a few things to check to avoid falling into the pitfalls of international recruitment. Here’s everything you need to know if you’re going into international recruitment 👇

#1 - Know the market

Before posting your job offer, you should do a quick analysis of the job market situation where you want to recruit. Here are some questions to answer:

Is the market tight?

Depending on the country or region, the labor market can be tight. A labor market is said to be tight if there are more job vacancies than available workers. This happened in Japan, in May 2020, the ratio of job vacancies to applicants was 1.2 according to the figures from the Japanese Ministry of Health, Labor and Welfare. It is important to analyze the level of tension in the labor market to adapt your recruitment methods. In a tight market, you will have to work harder to convince candidates to join you. On the other hand, in a “loose” labor market, you will spend more time sorting through the applications.

What skills am I looking to prioritize?

Before taking the first step in your international recruiting process, ask yourself what skills are you looking for the most. This will make it easier for you to find countries where workers are known for the skills you are seeking. Once you have done this, you can research schools, companies, and innovation projects in each country to target your recruitment.

What are the most common recruitment practices?

Recruitment practices and methods vary from country to country. Once you’ve identified the country, you’re willing to recruit in, learn more about these practices. Is it better to recruit through a local agency? Which job boards are most commonly used? Are there any hiring regulations or non-discriminatory practices? This will help you to be compliant but also to stick to the market expectations.

Our advice: once you have defined the country where you want to recruit, ask a local expert to advise you on the best local recruitment methods.

#2 Do you have to establish an entity or not?

In some countries, it is mandatory to create a legal entity to conduct business and pay employees. This is an essential element to take into account. Creating an entity can be time consuming and more complex than you think. You will also need to choose a business structure that fits your business in the specific country.

In those countries where it is not necessary to set up an entity to do business, however, it is best to work with a local representative. This expert can help you open a bank account or liaise with the authorities.

#3 Ensure compliance

Compliance is your number one priority if you do business internationally. Each country has its own laws regarding employment, taxation, pensions and benefits.

Before recruiting, make sure you know all of the legal and mandatory benefits to be provided in the country as well as those that are usually granted to employees to remain competitive. These benefits include annual leave, national holidays, sick leave and parental leave. In some countries, it is mandatory or common to pay for transportation, health insurance or meals. Some collective agreements may require even more benefits for employees.

Here are some examples:

In France, since 2016, all private sector employers are required to provide a group health insurance plan for their employees. They must also participate in at least 50% of the costs of the contributions.

In the Netherlands, in addition to the minimum 20 days of paid vacation, every employee is entitled to a vacation bonus or “vakantiegeld”.

You should also be aware of local laws regulating employment and hiring. There may be certain anti-discrimination practices that must be followed, for example. You may also have to structure the work week differently for the employee based on the legal work week or time difference. In Egypt, for example, the work week runs from Sunday to Friday.

In terms of hiring practices, you must also consider everything related to contracts, trial periods, social protections or dismissals. In Europe, employees are more protected than in the United States where employees are considered “at-will”. At-will means that both the employee and the employer can terminate the employment relationship at any time. In many European countries, a certain number of documents must be provided to the employee when they leave the company.

Our advice: consult with legal professionals in the country to ensure that you comply with all employment laws. Breaking the law can expose you to fines or legal action.

#4 Be aware of all payroll rules

Compliance also means ensuring payroll accuracy. From one country to another, rules, contributions, tax rates… can be much different.

As a first step, make sure you know the minimum wage and the salary scales for the position you are offering. The scale varies according to the experience and qualifications you are expecting. You also need to know the regulations under potential collective agreements or overtime pay requirements.

You also need to know from the beginning in what currency you want to pay your employees in order to take into account the exchange rate.

Beyond salary, you need to understand the rules regarding compensation. Some countries require a 13th month bonus or profit sharing. Other countries do not impose this but it is customary.

Finally, it is necessary to have local payroll expertise. You will need to know the income tax scales, the specificities according to the employee’s plan, the social security contribution rates, and the pension plan…

Our advice: if you do not have the local expertise in-house, outsource your payroll to an external service provider. A global payroll service provider will have the local expertise and knowledge of payroll, thus ensuring full compliance.

#5 Embrace cultural differences

When recruiting internationally, it is important not to rely on the cultural considerations of your country. On the contrary, you should take the time to learn about the culture of your target country. Some cultural factors can have an impact on recruitment practices. In Anglo-Saxon countries, the resume can be up to 5 pages long, for example.

Cultural factors will also have an impact on company cultures. From one country to another, the professional world can be very different. The Netherlands and China, for example, have two completely different corporate cultures. The Chinese corporate culture is rather authoritarian and collective, while the Dutch corporate culture is rather participative and individualistic. China has a long-term approach whereas the Netherlands has a rather short-term approach.

Recruiting internationally means that you are ready to manage a multicultural team. We will come back to this very soon in an article dedicated to multicultural management.

Multicultural team

#6 Anticipate remote recruitment & onboarding

In most cases, if you are recruiting abroad, you are doing so remotely. This is another challenge to overcome.

The trick to recruiting remotely is to have the right tools that will make it easier to collect applications, follow up and conduct interviews. We advise you to opt for a smart HR software that will allow you to sort applications according to specific criteria. Also invest in a collaborative work platform and/or a video conferencing tool such as Teams or Zoom.

For onboarding, set up a specific program for your new recruits. You will have to be even more available and listen carefully to ensure a good understanding of your company’s missions and values. Do not hesitate to create documents that can be consulted at any time by new employees. Onboarding a new remote employee requires a different perspective than traditional onboarding. Even the best recruits can get lost if they are not properly onboarded. Need some help? Here is our checklist for a successful virtual onboarding!

Did you check all the boxes? Then you’re ready for international recruitment! Follow our upcoming blog posts. You’ll find tips and strategies for international recruitment, multicultural management and many other tips and tricks!

International Payroll

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]]> https://www.novative.com/en-us/international-recruitment-all-you-need-to-know/feed/ 0 4 good reasons to hire international workers https://www.novative.com/en-us/4-good-reasons-to-hire-international-workers/ https://www.novative.com/en-us/4-good-reasons-to-hire-international-workers/#respond Fri, 01 Jul 2022 08:10:18 +0000 https://www.novative.com/?p=25654 Hiring international workers is an opportunity to create multicultural teams where trust, sharing and creativity reign. The pandemic and the massive use of remote working allowed companies to open up the field of possibilities by expanding their recruitment to the entire world. According to a PYMNTS study, 60% of executives surveyed said their companies increased…

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Hiring international workers is an opportunity to create multicultural teams where trust, sharing and creativity reign. The pandemic and the massive use of remote working allowed companies to open up the field of possibilities by expanding their recruitment to the entire world.

According to a PYMNTS study, 60% of executives surveyed said their companies increased their hiring of international workers between 2020 and 2021. In comparison, between 2019 and 2020, only 42% of executives reported this increase.

Are you still hesitating? Let us convince you with 4 good reasons to hire international workers!

Reason #1: You access a much bigger talent pool & key skills

You are in charge of recruitment, and you are looking for the rare gem. Imagine having the opportunity to get in touch with many different profiles with key skills & great experience. That’s what international recruitment is all about. 

Specific skills, experience, new ways of thinking about the professional world… A candidate who lives or comes from another country will bring you a new point of view and sometimes even a completely different way of doing things that you would not have even considered.

This new and different vision will have a positive and long-term impact on your organization. It will challenge your existing processes and allow you to question or make positive changes for better results.

Not to mention, companies that promote diversity and inclusion are more likely to attract the most qualified and requested candidates. If you’re looking for key, in-demand skills, your company will be more attractive if it has people from all over the world in its workforce. In the context of a talent war, any additional strings to your bow are welcome.

International workers

You are in charge of recruitment, and you are looking for the rare gem. Imagine having the opportunity to get in touch with many different profiles with key skills & great experience. That’s what international recruitment is all about. 

Specific skills, experience, new ways of thinking about the professional world… A candidate who lives or comes from another country will bring you a new point of view and sometimes even a completely different way of doing things that you would not have even considered.

This new and different vision will have a positive and long-term impact on your organization. It will challenge your existing processes and allow you to question or make positive changes for better results.

Not to mention, companies that promote diversity and inclusion are more likely to attract the most qualified and requested candidates. If you’re looking for key, in-demand skills, your company will be more attractive if it has people from all over the world in its workforce. In the context of a talent war, any additional strings to your bow are welcome.

International workers

Reason #2: Hiring international workers to enter new markets

Your company is growing and you want to explore international markets? Your employees will be your best allies. An employee who has local knowledge of the market you want to enter is the key to your success.

They will have a better understanding of the target market’s needs, will be able to communicate effectively and give valuable advice to the sales and marketing teams.

Adapting the communication to the specificities of a country or a region is essential to reach the core target. You don’t communicate the same way to an English audience as to an American one, even if the language is the same.

Hiring international workers shows that your company is ready to offer its services or products to customers around the world.

Reason #3: A multicultural team is a happy team

A multicultural team is a happy team.

The diversity of viewpoints stimulates creativity within the team. Members of a multicultural team will challenge and learn from each other more.

It is also very positive for team cohesion. Each employee will share experiences, knowledge, anecdotes or cultural specificities. 

A multicultural team is also a multilingual team. Your company will benefit from a linguistic and cultural diversity that is very valuable if you have an international presence (see reason #3). It is also an opportunity for employees to learn a new language or to share their language differences.

The Novative team is multicultural. We often compare our expressions in our native language and laugh about it. It is a privileged moment of sharing for our team

Diversity helps create a work environment where employees can express themselves freely and are encouraged to contribute. One study showed that inclusive teams make better business decisions 87% of the time.

Multicultural Team

Reason #4: You boost your company’s productivity

A company that is open to diversity, inclusion and multiculturalism has the reputation of being a more socially and humanely responsible company. A good reputation and a strong employer brand are undeniable assets to attract the best talent. It also benefits your sales as consumers are more and more interested into brands that share strong values.

International recruiting has become more prevalent with the rise remote working. Research has shown that employees who work remotely are more productive. A global, digital team is present across multiple time zones. This ensures that you are productive and available at any time of the day, anywhere in the world.

Multicultural and inclusive work environments have been shown to be more favorable to decision making and initiative than work environments composed of similar people.

Are you convinced? Now is the time to start hiring international workers!

But you need to make sure you are well prepared. Follow our upcoming blog posts. You’ll find tips and strategies for international recruitment, a checklist of things to consider when recruiting abroad and tips for managing a multicultural team.

International Payroll

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]]> https://www.novative.com/en-us/4-good-reasons-to-hire-international-workers/feed/ 0 Recruitment has changed, we tell you why. https://www.novative.com/en-us/recruitment-has-changed-we-tell-you-why/ https://www.novative.com/en-us/recruitment-has-changed-we-tell-you-why/#respond Tue, 29 Mar 2022 14:39:37 +0000 https://www.novative.com/?p=24193 Linkedin Twitter Facebook If you expect to attract top talent in 2022, you should forget the traditional ways to recruit. In fact, recruitment nowadays it is completely different than the way we have done in the past. The number of job openings has reached levels in December 2021 with more than 11.448% of new job…

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If you expect to attract top talent in 2022, you should forget the traditional ways to recruit. In fact, recruitment nowadays it is completely different than the way we have done in the past.

The number of job openings has reached levels in December 2021 with more than 11.448% of new job vacancies according to U.S Bureau of Labor Statistics. But still, it seems that recruiting is not as easy as it used to be? Why? Because recruitment has changed, and we tell you why.

Market is now run by the applicants

Today, many employers are looking for the same skills and soft skills in their talent. The power has shifted. This is a really important thing to understand in current recruitments. Like all markets, the recruitment market is governed by the law of supply and demand. And since there is more supply than demand, candidates have a choice. They will take the time to study your offer, to compare it, to weigh up the pros and cons. Naturally, they will go for the company that offers them the best salary but also the best benefits and working conditions.

That is why it is always advisable to include in your job offer the benefits that your company offers to employees. This can be about the way of working (teleworking, hybrid mode, full office), leisure offers, fringe benefits or career development opportunities.

More selective they will be

As we just said, power has shifted. Candidates are more likely to wait for a job they truly want, a culture that suits their work ethic and a company that excites them. Employers need to make their workplace desirable by promoting what makes them unique and build a strong employer brand.

Particularly since the labor market has been welcoming the young workers of generation Z. These new talents, born in the digital age and used to instantaneity and speed, will be more easily attracted by a reactive and modern company.

Generation Z has done much to change the face of recruitment and has forced recruiters to put traditional methods on the back burner.

Recruitment Generation Z

 

To recruit this generation’s talent, you need to understand their needs:

          1. They hate to be bored.

           Our advice: make sure you offer dynamic and challenging assignments.

          2. They need to give meaning to their work.

          Our advice: work on your employer image and your Corporate Social Responsibility policy.

          3. They want pleasant working conditions.

            Our advice: offer flexibility and benefits to retain them.

           4. They communicate differently.

            Our advice: don’t hesitate to adapt your tone and stay positive to motivate them.

Recruiting in 2022 means showing candidates that you take into account the well-being of employees in your company.

Employer Value Proposition is the Key

Employer branding is significant in 2022. As competition for talent rises rapidly, employers soon realized the importance of how both candidates and existing employees perceive them.

Employers will have to take a deep dive into their culture and decide what makes it unique but also sort of candidate that could thrive there.

A strong employer brand will also help you attract the attention of passive candidates. You know, those candidates who are not actively looking for a job but who are often very competent. If they are attracted by your employer brand, they may apply for jobs they would not normally apply for. Reaching passive candidates expands the potential talent pool massively.

Quick Application = High Volume of Applicants

Digitalization continues to conquer all aspects of our daily lives. Recruitment cannot escape it. We are now used to doing things quickly, simply and from our phones or tablets. This applies to the recruitment process.

Make online processes easier to get more candidates. Every step of the candidate experience needs to be smooth, fast and intuitive so you don’t lose top talent along the way. By automating recruitment tasks, you reassure candidates, improve clarity and make decisions faster.

Because yes, one of the biggest trends is that candidates don’t wait any longer. No more waiting for weeks before giving an answer. Be quick to make sure you find the right candidate.

Remote Is The New Black

As we all know, remote recruitment is here to stay. And rightly so! Recruiting remotely means opening up to wider pool of talent, with no geographical limits. It also saves a lot of time for both the recruiter and the candidate. Indeed, more and more candidates would rather have a first contact on the phone or by videocall before meeting the recruiter, whenever possible. That’s why, if you haven’t already done so, you need to invest in the right tools for remote recruitment.

Remote Recruitment

Put Your Data To Work

Data is everywhere. Sometimes we find ourselves drowning in this incessant flow. But data, when it is well exploited, analyzed and segmented, is an incredible decision-making factor.

The right data will help you answer the most important questions when starting a recruitment process:

  • Which channels bring in the most qualified candidates?
  • What are the conversion rates per acquisition channel?
  • What are the current job board prices?

To do this, make sure you have a tool that collects and segments the right data. You won’t regret it.

Employment Agencies Recruitment

If you are an employment agency, then these new recruiting trends are more relevant to you than ever. Our cloud-based SaaS solution is tailored to the specific needs of the employment agencies.

Contact our experts!

 

Submit

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