Uncategorized Archives | NOVATIVE

Partial vs. Full-Service | Which Is The Right Payroll Outsourcing Choice?

Heba Bakr — Thu, 18 Jul 2024 08:02:21 +0000

Payroll is a critical component of any business. The way you manage it significantly impacts your company’s efficiency, compliance, and overall success. In fact, according to the EY Global Payroll Survey, 64% of companies have turned to payroll outsourcing.

When considering this option, it’s essential to decide between partial and full-service payroll outsourcing. Let’s explore the differences between the two to help you determine which is best for your business.

What is payroll outsourcing?

It involves hiring an external organization to handle all or part of your company’s payroll processing and related tasks. Payroll providers can handle everything from calculating pay and deductions to transferring money into employees’ accounts and filing associated taxes.

Partial payroll outsourcing.

Partial payroll outsourcing divides payroll responsibilities between an external provider and your internal team. This setup lets you oversee critical aspects while leveraging outsourced expertise for tasks like tax calculations and compliance. Some of it’s benefits include:

Control over processes: By managing payroll internally, companies have direct control over sensitive financial data and ensure compliance with internal policies and regulations.
Cost effectiveness: Depending on the scale and complexity of operations, managing some payroll tasks internally may be more cost-effective compared to full-service outsourcing.
Employee relations: Direct management of some payroll processes can foster better communication and trust between the company and its employees regarding compensation and benefits.

Full-service payroll outsourcing.

Full-service payroll outsourcing is when businesses hand over the entire payroll process to a provider, ensuring comprehensive payroll management. So, your employees can focus on other important aspects of the business without worrying about payroll compliance and administration. Some of its benefits include:

Time and resource savings: It offloads all payroll functions to a specialized provider, freeing up internal resources for other critical business tasks.
Regulatory compliance: Ensures adherence to all payroll regulations and tax requirements, minimizing the risk of legal issues.
Error reduction: Reduces the risk of errors and inaccuracies in payroll processing, leading to smoother operations and greater employee satisfaction

How to choose between partial and full-service outsourcing?

When deciding between partial and full-service payroll outsourcing, several key factors should be considered to determine the best approach for your business.

Assess internal resources and expertise: Assess whether your team has the expertise and bandwidth as payroll includes many specialized skills and meticulous attention required in payroll processing.

Consider control and oversight preferences: Consider how closely you need to monitor payroll activities and compliance.

Do a budget and cost analysis: Evaluate the financial implications of both partial and full-service outsourcing options by comparing costs against the potential benefits, such as reduced errors, compliance assurance, and time savings.

Consider scalability factors: When selecting an outsourcing approach for payroll, prioritize a solution that aligns with your long-term business goals and growth strategy.

Why Choose Novative?

Novative payroll services caters to both approaches, allowing you to choose the level of outsourcing that fits your needs. Here are several compelling reasons why Novative stands out as an excellent choice:

Scalability: Novative services adapt to your growth, whether you’re a small company starting with partial outsourcing or a large company needing full-service as you expand globally.

Widespread presence: Operating in over 30 countries, Novative offers a one-stop shop for international businesses.

Security: Novative prioritizes data security and offers ongoing support, ensuring peace of mind and regulatory compliance.

Same-day support: Our team of experts are here to offer personalized and consistent support.

In conclusion, the choice between partial and full-service payroll outsourcing depends on your business’s specific requirements, resources, and objectives. Evaluate your payroll needs carefully and consider partnering with Novative .

The post Partial vs. Full-Service | Which Is The Right Payroll Outsourcing Choice? appeared first on NOVATIVE.

Global Operations Success | Insights from Novative CEO

Heba Bakr — Tue, 27 Feb 2024 07:38:59 +0000

Conclusion | Navigating Global Payroll

In today’s interconnected world, the pursuit of a global expansion and operating on an international level is a common goal for many companies, spanning various countries and continents. However, the management of a global team introduces unique challenges that require adept navigation.

Over the course of three decades, Novative has consistently confronted and overcome the complexities of global operations. Today, our CEO, Khaled Sassi, shares tips that helped us succeed by addressing and using diversity in our global team.

#1 How has operating globally impacted the work culture at Novative?

We pride ourselves on our global presence in 30 countries, offering HR software and services that thrive on a foundation of localized knowledge. As the CEO, I’m dedicated to navigating the intricate landscape of managing an international team, recognizing that success lies in understanding and embracing the diversity of cultures, ideas, and approaches across borders.

#2 How do you ensure effective communication and collaboration with your international team?

Managing an international team requires a flexible and adaptive approach. We emphasize clear communication, fostering a culture of understanding, and appreciating diverse perspectives. Regular check-ins, utilizing technology for seamless collaboration, and respecting varying time zones are some strategies that keep us agile amid these twists and turns.

#3 What positive impact did Novative's global operations have on your professional journey?

Working with an international team has been a catalyst for innovation and growth. Our diverse workforce brings an array of viewpoints, enriching our solutions and services. The fusion of various cultural insights fosters creativity, enhances problem-solving, and leads to more comprehensive approaches tailored to our global clientele.

#4 How do cultural differences affect managing your international team? How did you handle it?

Yes, managing diverse cultural backgrounds is a challenge, but it’s one we embrace. Cultural awareness workshops, open dialogues, and encouraging a respectful environment for sharing experiences and traditions have been instrumental. Adapting management styles to accommodate cultural nuances is essential to ensuring everyone feels valued and understood.

#5 How do you ensure every team member feels heard and valued?

Actively listening and creating spaces for open dialogue are pivotal. Regular feedback sessions, inclusive decision-making processes, and recognizing individual contributions foster a sense of belonging. We promote a culture where diverse opinions are not just heard but valued, ensuring each team member knows their significance in driving our collective success.

#6 How do you measure success especially when working across borders? Any unique twists from the usual office setup?

Success, for us, transcends borders. While traditional metrics like client satisfaction and revenue growth remain crucial, we also focus on cultural integration, cross-team collaboration, and employee satisfaction across all locations. Adapting KPIs to suit the unique dynamics of different regions allows us to gauge success comprehensively.

Conclusion | Navigating Global Payroll

In conclusion, Khaled’s insights from his experience at Novative emphasize embracing adaptability, championing collaboration, and celebrating diverse cultures, with the following key takeaways:

Takeaway#1 Managing an international team demands flexibility.

Takeaway#2 Utilizing technology streamlines collaboration.

Takeaway#3 Cultural diversity enhances innovation and growth.

Takeaway#4 Adjust KPIS to the dynamics of different regions.

Contact Us | Navigating Global Payroll

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The 5 Most Common Myths About Payroll Outsourcing

Patricia Maniscalco — Mon, 16 Jan 2023 16:11:23 +0000

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.

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

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.

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

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.

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.

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

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.

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.

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

5 Important HR Trends That Shaped 2022

Patricia Maniscalco — Fri, 23 Dec 2022 11:33:21 +0000

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 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.

#1 Hybrid Work

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“.

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.

#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

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!

#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.

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

#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.

#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.

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.

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.

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

The post 5 Important HR Trends That Shaped 2022 appeared first on NOVATIVE.

6 tips for successfully meeting end of year HR challenges

Ahmed Khaleel — Mon, 05 Dec 2022 15:11:02 +0000

End-of-year HR Challenges

It’s December 6th and you’ve probably already opened the first 6 boxes of your advent calendar. The holiday season has officially begun and the end-of-year HR challenges are on!

Decorations, lights, the smells of Christmas trees and cinnamon are invading homes, streets… and companies!

The festive season is a magical time in companies when joy, solidarity and goodwill are the keywords. However, the end of year is full of challenges, especially for HR.

Managing holidays, organizing the Christmas party, paying out bonuses, ensuring the year-end closing and completing reports are classic end-of-year tasks.

To avoid stress and celebrate the holiday season in the best possible way, we will be providing you with HR tips and tricks throughout the whole month of December.

Let’s start today with 6 tips to successfully meet the end of year HR challenges

End-of-year HR Challenges

It’s December 6th and you’ve probably already opened the first 6 boxes of your advent calendar. The holiday season has officially begun and the end-of-year HR challenges are on!

Decorations, lights, the smells of Christmas trees and cinnamon are invading homes, streets… and companies!

The festive season is a magical time in companies when joy, solidarity and goodwill are the keywords. However, the end of year is full of challenges, especially for HR.

Managing holidays, organizing the Christmas party, paying out bonuses, ensuring the year-end closing and completing reports are classic end-of-year tasks.

To avoid stress and celebrate the holiday season in the best possible way, we will be providing you with HR tips and tricks throughout the whole month of December.

Let’s start today with 6 tips to successfully meet the end of year HR challenges

#1 Plan Ahead

Have you checked your leave schedule to see who is available to work over the holiday season? Do you manually administer it? Or do your employees usually request annual leave at the last minute?

Managing annual leaves, especially around Christmas, is a challenge. The earlier you get prepared, the more control you will have over this special period.

The Novative experts' advice:

Managing the end-of-year holiday period requires advance planning. With powerful planning tools, you know which employees are on holiday and which are available during this busy period.

If your company shuts down for the holidays, you can easily apply the leave for all your staff. However, do not forget to inform your employees well in advance and make sure that they have enough leave left. This is why planning ahead is crucial.

The end-of-year period can be a quiet period or, on the contrary, a dynamic period depending on your company and your business sector. If you are in the second case, make sure you estimate your labor needs before creating the year-end schedule. If necessary, it is also possible to recruit temporary workers.

#1 Plan Ahead

Have you checked your leave schedule to see who is available to work over the holiday season? Do you manually administer it? Or do your employees usually request annual leave at the last minute?

Managing annual leaves, especially around Christmas, is a challenge. The earlier you get prepared, the more control you will have over this special period.

The Novative experts' advice:

Managing the end-of-year holiday period requires advance planning. With powerful planning tools, you know which employees are on holiday and which are available during this busy period.

#2 Adopt a year-end bonus policy

Companies using incentive programs reported a 79% success rate in achieving their established goals when the correct reward was offered.

Dcrstrategies

Offering year-end bonuses to employees is a great way to lift their spirits over the holiday season‘s long working days. Additionally, the holiday season is the perfect opportunity to thank your staff for all their hard work throughout the past year.

The Novative experts' advice:

Did you know that 90 percent of large enterprises use technology to implement their incentive programs?

Our Novative experts recommend using a payroll software to accurately track bonus payments and integrate them into the standard payroll.

#2 Adopt a year-end bonus policy

Companies using incentive programs reported a 79% success rate in achieving their established goals when the correct reward was offered.

Dcrstrategies

The Novative experts' advice:

Did you know that 90 percent of large enterprises use technology to implement their incentive programs?

Our Novative experts recommend using a payroll software to accurately track bonus payments and integrate them into the standard payroll.

#3 Allow flexibility

The Christmas period is magical but also very busy. Employees need to find a balance between their personal and professional lives, especially at this time of year.

The Novative experts' advice:

If your activity allows it, we advise you to enable remote working for the end of the year period. In this way, you can ensure business continuity while allowing your employees to enjoy this time with their families or to avoid travelling on Christmas or New Year’s Eve.

#3 Allow flexibility

The Christmas period is magical but also very busy. Employees need to find a balance between their personal and professional lives, especially at this time of year.

The Novative experts' advice:

#4 Prepare the Christmas Party with Care

The Christmas party is THE party of the year for a company. It’s the perfect time to release the pressure and bond with your employees. But organizing such an event requires time, investment, and event planning skills!

The Novative experts' advice:

Our best advice is to plan ahead of course. You can hire an event company to organize the party, but if you do it in-house, make sure that all activities are planned at least two months in advance.

Organizing the Christmas party is like managing a project. Make a list of what you need to do, set up deadlines and follow the steps to not forget anything.

Your HRIS can help you: you can create a dynamic list to know who is participating or add a notification in your employees’ dashboard to let them know the date and location of the party.

#4 Prepare the Christmas Party with Care

The Novative experts' advice:

Organizing the Christmas party is like managing a project. Make a list of what you need to do, set up deadlines and follow the steps to not forget anything.

Your HRIS can help you: you can create a dynamic list to know who is participating or add a notification in your employees’ dashboard to let them know the date and location of the party.

#5 Present the results of the year

The end-of-year party is also the opportunity to review the past year. Sharing the results of the year for each department is a good way to recognize the commitment of your employees. It provides all your team with a clear vision of the objectives for the next year.

The Novative experts' advice:

As part of the HR department, you can present several reports on employee engagement, skills acquisition or internal mobility.

Make sure you have up-to-date reports that you can export directly from the analysis and reporting module of your HRIS.

#5 Present the results of the year

The Novative experts' advice:

As part of the HR department, you can present several reports on employee engagement, skills acquisition or internal mobility.

Make sure you have up-to-date reports that you can export directly from the analysis and reporting module of your HRIS.

#6 Congratulate your teams

The Christmas period is the best time to express your gratitude to your employees.

This is usually a time of goodwill when your employees will be delighted to be recognized for their investment. It’s a time to celebrate all the company’s victories of the past year together.

The Novative experts' advice:

There are many ways to thank your employees.

A simple “thank you” can make your employees feel valued and positive about the company. Thank your employees and encourage your managers to thank their teams.

You can also organize activities during December to make the atmosphere festive. You can involve your employees in decorating the office, set up a Secret Santa or provide an advent calendar with a gift every day.

#6 Congratulate your teams

The Christmas period is the best time to express your gratitude to your employees.

This is usually a time of goodwill when your employees will be delighted to be recognized for their investment. It’s a time to celebrate all the company’s victories of the past year together.

The Novative experts' advice:

There are many ways to thank your employees.

A simple “thank you” can make your employees feel valued and positive about the company. Thank your employees and encourage your managers to thank their teams.

Have you found this advice useful? Then stay tuned as we will be sharing many more during the month of December.

The end-of-year period, magical as it is, has its share of HR challenges. At Novative, we are committed to supporting HR professionals at every stage of the year.

Have you found this advice useful? Then stay tuned as we will be sharing many more during the month of December.

The end-of-year period, magical as it is, has its share of HR challenges. At Novative, we are committed to supporting HR professionals at every stage of the year.

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

The post 6 tips for successfully meeting end of year HR challenges appeared first on NOVATIVE.

Why Employee Performance Evaluations Are Important | Part 1

Patricia Maniscalco — Tue, 14 Sep 2021 11:26:24 +0000

Only 54% of companies have implemented a formal employee performance evaluation process – are you one of them? A study by workhuman (2019) has revealed that the number of companies conducting regular formal performance reviews are continuously dropping and employee’s say they do not improve performance. However, to build a strong manager-employee relationship it is important to have regular check-ins to build trust, respect & engagement.

Learn more about why employee performance evaluations are necessary for the success of your business and retention of employees.

Want to keep the employee experience of feedback as calm as possible? Check out this article:Tips to Combat Unnecessary Stress Related to Performance Appraisals

Performance Evaluation & its challenges

When it comes to annual and bi-annual employee evaluations, the advantages vastly outweigh the disadvantages.

When poorly managed, employee performance evaluations can create stress in the workplace. They can even instill a sense of dread in employees. As a result, employees do feel like performance reviews are not indicative of all the work they do and are not an driving performance in the way they should.

When properly managed, employee performance evaluations are a crucial part of maintaining a healthy workspace. They can cultivate a culture of openness, trust and respect.

Workplaces will often succeed or fail based on how efficient and open their channels of communication are. Frequent communication after the big formal appraisal is here the key to long-term effectiveness. Additionally, transparency is crucial in maintaining the well-being of your company.

Transparency is Key

Performance reviews aren’t an obligation to put someone’s work under a microscope; they’re an invitation for conversation between employees and management. Allow your employees to speak candidly ensuring if they do their jobs are not in jeopardy. Transparency is vital, and this means that sometimes management will need to listen to and acknowledge the concerns of their employees, even when those concerns might be uncomfortable to hear.

Culture of Feedback

Employees want feedback to know where they stand. Employees don’t want to be left in the dark about their status with the company. Quite often, employees who experience stress over their performance are your top performers. You should create a formalized process for letting them know they’re doing well to keep them motivated.

Employee performance evaluations are a great way to initiate these conversations. Let your employees know exactly where they stand, for better or for worse. If an employee is doing well, they should know about it. If an employee is doing poorly, they should be given a goal-oriented path toward success.

Increase Employee Engagement & Performance

Employee engagement improves when the employee performance evaluation is effective. Performance evaluations create a shift in how an employee thinks about their work. Some employees are strong independent workers and are very rarely recognized for their contributions. Others are great employees but require a little more structure. Evaluations can allow these types of employees to rethink their performance from the perspective of how they are contributing to the greater goals of the company.

When employees understand the importance of the work they are doing, then they automatically feel more engaged in the company as a whole. Once a person goes to work with the understanding that their tasks are an important piece of a larger mechanism, it makes their responsibilities feel more rewarding. When that same person goes to work with the idea that they’re just doing a repetitive set of uninspired tasks, their performance begins to suffer.

Tip: Did you know that employees who have weekly check ins with their manager are 5 times less likely to be disengaged? Engage your employees more by scheduling regular check-ins & increase performance.

Improved Communication between Levels

Performance evaluations help to allow communication between owners, management & employees. When communication is off, employees may start speculating and end up in a cycle of negative thoughts that could have been avoided, if communicated correctly. Prioritizing communication allows employees the ability to see the greater picture and help them find their place inside of the organization. They are much more likely to increase their performance and deliver satisfactory results, if they feel heard and involved.

Implementing an employee performance evaluation is a great tool to increase performance of your employees and the company- but they are not the only one. Regular check-ins are as important as formal feedback to keep engagement high and employee turnover low. In Part 2 of this article we explore some further benefits of appraisals, so be sure to not miss it.

Do you want to automize this process and make it easier for you and your employees? Then check out our performance review module & get in contact with one of our team members. We are here to support you on your journey to great employee experience and a positive work ethic

The post Why Employee Performance Evaluations Are Important | Part 1 appeared first on NOVATIVE.

Payroll: A Key To Employee Happiness

Patricia Maniscalco — Thu, 15 Jul 2021 14:19:34 +0000

It is true that payroll is not the only factor that contributes to happiness at work, but it is nonetheless one of the main ones. Whether it is the amount, the timing, the accuracy, the compliance… payroll must respect a set of conditions to meet the needs and expectations of the employees. The slightest error can be a source of conflict. Conversely, an accurate payroll can promote employee well-being.

Find out in this article how payroll affects employee happiness at work and what are the key elements of an effective payroll.

Check out our page dedicated to well-being and how software can enhance your efforts. Find additional insightful articles to expand your knowledge.

Payroll & Employee Happiness: two related concepts

Recent studies have shown, 47%, or nearly half of respondents, cited pay as the primary source of motivation at work. In the context of the health crisis, well-being at work is at the forefront of everyone’s mind and financial well-being is a major contributor. With the arrival of Covid-19, many households have been impacted financially. According to figures from the U.K. Office of National Statistics (ONS), nearly 12.5 million people reported that their household was financially affected due to the coronavirus between March 20 and June 7, 2020.

Receiving one’s salary on time and without any errors during the Covid-19 period has been a relief for many employees. The financial well-being of employees must imperatively be a priority for human resources. It is one of the pillars of happiness at work.

The key elements of a goof payroll management

In order to ensure an accurate payroll, payroll managers must consider a multitude of factors. Discover the 3 pillars of effective payroll management:

Compliance

Good payroll management necessarily involves compliance with payroll rules and standards. Payroll legislation is highly regulated and it is essential for payroll managers to pay close attention to it. Payroll is also a function that is regularly reformed or updated. It is therefore necessary to regularly monitor the payroll in order to adapt it to any legal, conventional or internal change within the company (compliance with tax rates, social contribution rates, withholding tax, etc.). An automated payroll software will help you to integrate changes quickly and globally for all users concerned.

Accuracy

Who doesn’t look forward to their paycheck? Many of us do! And when it doesn’t meet our expectations, it can quickly lead to frustration and conflict. Every month, we need to pay a lot of bills and many people organize their budget around payday. That’s why it’s necessary for payroll to be accurate, precise and on time! It is also increasingly important to make pay slips easier to read and understand. In France, since January 1, 2018, the pay slip is generalized to all companies and has been simplified. To create a bond of trust with your employees, you can also offer them help to read the pay slips. The goal? Familiarize your employees with payroll in order to avoid potential conflicts. In the digital age, a payroll software will allow you to calculate salaries with accuracy. It is also an excellent tool to provide your employees with a secure and accessible space for their pay slips at any time.

Security

Data security is a current and major issue. Personal data must be protected, even more so in a digitalized world. As for salary data, it is considered more sensitive and must be handled with care. You must ensure the security and confidentiality of your employees’ data and documents by respecting the relevant standards. At Novative, security is a priority. Our information security management system is ISO 27001:2013 certified. This certification attest to our high level of security and rigor in managing the data entrusted to us. The data is stored in a secure center. Our software also has a set of measures to strengthen the confidentiality and security of our customers’ personal data: encrypted data, two-factor authentication, specific access rights for each profile…

How does payroll contribute to employee happiness?

Reputation

Payroll has an impact on your company’s reputation. It’s up to you to make sure that impact is positive. If your company has a reputation for paying employees on time, accurately and being available for any questions or comments, your employees are more likely to trust you.

Motivational Lever

Payroll is a powerful motivational lever. Your employees will be more motivated and engaged in their work and tasks if the payroll is accurate. It can be a good idea to make pay days consistent, always on the same days or on the same period of time. It will then be an unchangeable variable that will make it easier for your employees to manage their budget.

Accessibility

Accessing payroll data at any time and being able to view and download your pay slips easily from your computer or phone has become an indispensable asset in any business. The dematerialization of pay slips has several advantages:

Time savings by eliminating time-consuming tasks
Storage and traceability
Modernity
Reduction of the ecological footprint
Savings

Flexibility

Flexibility is one of the HR trends of this year. Flexibility in the hours, in the way of working but also in the pay! Be flexible with your employees and show them that you trust them. With the complexities of today’s environment, your employees may need an advance on their salary or need to change their payday. Today, offering flexible compensation is not as complex as it used to be with all the tools HR has at its disposal to automate and track each employee’s payroll.

Managing employee payroll is not always an easy task as many factors must be taken into account. With the development of technology, there are now powerful tools that will save you precious time in each payroll cycle. You can now optimize your payroll by automating the processes and covering all these specificities.

The post Payroll: A Key To Employee Happiness appeared first on NOVATIVE.

The 5 Advantages of One Global Payroll Provider

Patricia Maniscalco — Mon, 14 Sep 2020 09:30:57 +0000

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 organisation 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.

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.

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 organisation. 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

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

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 programme. This all makes centralised 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.

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.

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

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

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

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

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

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.