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 orgnisation 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 specialised 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 specialised 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, prioritise 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 prioritises data security and offers ongoing support, ensuring peace of mind and regulatory compliance.

Same-day support: Our team of experts are here to offer personalised 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 07:39:23 +0000

Conclusion | Navigating Global Payroll

In today’s interconnected world, the pursuit of 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 localised knowledge. As the CEO, I’m dedicated to navigating the intricate landscape of managing an international team, recognising 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 emphasise clear communication, fostering a culture of understanding, and appreciating diverse perspectives. Regular check-ins, utilising 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 recognising 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 emphasise embracing adaptability, championing collaboration, and celebrating diverse cultures, with the following key takeaways:

Takeaway#1 Managing an international team demands flexibility.

Takeaway#2 Utilising 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

The post Global Operations Success | Insights from Novative CEO appeared first on Novative.

The most useful steps to handle hospitality payroll & scheduling

Ahmed Khaleel — Wed, 22 Mar 2023 20:36:00 +0000

payroll & scheduling processes

In the previous two articles, we discussed the recruitment and staffing processes in the hospitality industry and how to overcome recruitment nightmares. We then moved on to the next process, onboarding, and how to master the hospitality onboarding process. Now, let us walk you through the steps to handle hospitality payroll and scheduling process.

The hospitality industry is one of the most dynamic and fast-paced industries in the world. It has a wide range of businesses, such as hotels, resorts, restaurants, and bars, which require a significant amount of staff to keep running. Proper handling of hospitality payroll and scheduling is crucial for a successful hospitality business.

Interested in knowing the steps to handle hospitality payroll & scheduling processes? Check out our article.

#1 Payroll in the Hospitality Industry

Payroll in the hospitality industry encompasses the process of paying employees, including tracking hours worked, wages, taxes, and deductions. In general, payroll management can be a complex task for hospitality businesses, especially those with several employees who work part-time, full-time, casual, or seasonal jobs. Here are 3 useful steps to handle hospitality payroll.

Keep Accurate Record

Keeping accurate records of your employees’ hours and wages is crucial to handling hospitality payroll in an efficient way. This includes tracking hours worked, overtime, tips, and deductions, such as taxes, insurance, and contributions. To ensure accuracy, it’s essential to have a reliable time tracking system in place that tracks employees’ hours and automatically calculates wages.

With Novative Payroll and time tracking solutions, you can:

integrate time and attendance with your current HR infrastructure.
integrate both the payroll software and the time tracking software with each other; no double entry.
empower your employees to use the Novative Time Clock app to start and end shifts quickly with a few clicks.

Automate Your Payroll Process

Manual payroll processing and calculation can be time-consuming and prone to human errors. To streamline your payroll process, consider automating it using a payroll software system. With a payroll software system, you can set up direct deposits, calculate taxes, and generate pay stubs without the need for manual input, saving time and reducing the risk of errors.

With Novative Payroll solutions that comply with Swissdec & ISO 20022, you can:

automate the whole payroll process from A to Z.
generate declarations to authorities such as withholding tax.
empower the employees to download and check their payslips without getting back to their manager.

Stay Compliant with labour Laws and Regulations

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. 

The hospitality industry is subject to various labor laws, especially when it is a multinational business. It’s essential to stay compliant with these laws to avoid legal issues and the associated costs. Be sure to keep up-to-date with new regulations and changes to existing laws.

With Novative HR and Payroll Outsourcing Services, you can:

ensure the best outsourcing services. We are experienced in the hospitality industry, and we’ve been serving a lot of multinational hospitality businesses such as Crown Plaza, Intercontinental, and Royal Plaza Montreux.
access to +30 years of experience in multinational companies from our multinational experts, who are familiar with all local rules and regulations.
increase data security because Novative services are compliant with General Data Protection Regulation (GDPR) standards and ISO 27001 certified.

#2 Scheduling in the Hospitality Industry

Scheduling is the process of assigning employees to work shifts, based on their availability, skills, and job requirements. In the hospitality industry, scheduling can be a complex task, especially during peak seasons or when there are last-minute changes. Here are 3 useful steps to handle hospitality scheduling.

Create a Staffing Plan (aka work schedules)

Creating a staffing plan is essential for proper scheduling in the hospitality industry. A staffing plan outlines the number of employees needed for each shift, based on your business’s historical data, upcoming events, and seasonal demand. This helps ensure that you have the right number of employees on hand to meet customer demand while avoiding overstaffing or understaffing.

Did you know? A QuickBooks Time survey found that 76% of workers report being satisfied or very satisfied with their work schedules.

With Novative Staff Planning and Scheduling Solutions, you can:

allocate staff by department or location; it is up to you.
feel confident in your team’s compliance with break times because you will receive warnings if rest periods are not met.
integrate the scheduling module with other HR modules to streamline data entry

Communicate with Employees

According to the same survey by QuickBooks, 56 of the respondents said their employer or manager generally determines their work schedules. Communication can play a critical role in handling the hospitality scheduling processes.

Why can’t you just encourage your employees to collaborate to do the schedule themselves to enhance employee engagement? This can help avoid scheduling conflicts and ensure that all employees are on the same page.

With Novative Staff Planning and Scheduling Solutions, you can:

empower your employees to choose their own shifts and open ones, which will reduce last-minute time-off requests and improve employee engagement and satisfaction.

Offer Flexible Scheduling Options

Offering flexible scheduling options can be a great way to attract and retain top talent in the hospitality industry. This includes options such as part-time or full-time schedules, remote work, and the ability to switch shifts with other employees. Consider offering flexible scheduling options that work for your employees’ needs and preferences.

Conclusion - Payroll Trends 2023

Have you found this article useful? stay tuned for more! At Novative, HR in hospitality is a subject we discuss regularly. Follow us to make sure you don’t miss any of our content on this subject!

Are you ready to save time by automating the payroll and scheduling processes while staying compliant? We can support you every step of the way! Novative offers both smart and powerful payroll and scheduling software and compliant HR and payroll outsourcing services. Learn more.

hospitality payroll & scheduling processes

Interested in knowing the steps to handle hospitality payroll & scheduling processes? Check out our article.

#1 Payroll in the Hospitality Industry

Keep Accurate Record

With Novative Payroll and time tracking solutions, you can:

integrate time and attendance with your current HR infrastructure.
integrate both the payroll software and the time tracking software with each other; no double entry.
empower your employees to use the Novative Time Clock app to start and end shifts quickly with a few clicks.

Automate Your Payroll Process

Manual payroll processing and calculation can be time-consuming and prone to human errors.

To streamline your payroll process, consider automating it using a payroll software system. With a payroll software system, you can set up direct deposits, calculate taxes, and generate pay stubs without the need for manual input, saving time and reducing the risk of errors.

With Novative Payroll solutions that comply with Swissdec & ISO 20022, you can:

automate the whole payroll process from A to Z.
generate declarations to authorities such as withholding tax.
empower the employees to download and check their payslips without getting back to their manager.

Stay Compliant with Labour Laws and Regulations

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 Novative HR and Payroll Outsourcing Services, you can:

ensure the best outsourcing services. We are experienced in the hospitality industry, and we’ve been serving a lot of multinational hospitality businesses such as Crown Plaza, Intercontinental, and Royal Plaza Montreux.
access to +30 years of experience in multinational companies from our multinational experts, who are familiar with all local rules and regulations.
increase data security because Novative services are compliant with General Data Protection Regulation (GDPR) standards and ISO 27001 certified.

#2 Scheduling in the Hospitality Industry

Create a Staffing Plan (aka work schedules)

Did you know? A QuickBooks Time survey found that 76% of workers report being satisfied or very satisfied with their work schedules.

With Novative Staff Planning and Scheduling Solutions, you can:

allocate staff by department or location; it is up to you.
feel confident in your team’s compliance with break times because you will receive warnings if rest periods are not met.
integrate the scheduling module with other HR modules to streamline data entry.

Comunicate with Employees

With Novative Staff Planning and Scheduling Solutions, you can:

empower your employees to choose their own shifts and open ones, which will reduce last-minute time-off requests and improve employee engagement and satisfaction.

Offer Flexible Scheduling Options

Have you found this article useful? stay tuned for more! At Novative, HR in hospitality is a subject we discuss regularly. Follow us to make sure you don’t miss any of our content on this subject!

Introduction - Payroll and Scheduling in the hospitality

Interested in knowing the steps to handle hospitality payroll & scheduling processes? Check out our article.

#1 Payroll in the Hospitality Industry

Keep Accurate Record

Keeping accurate records of your employees’ hours and wages is crucial to handling hospitality payroll in an efficient way. This includes tracking hours worked, overtime, tips, and deductions, such as taxes, insurance, and contributions. To ensure accuracy, it’s essential to have a reliable time tracking system in place that tracks employees’ hours and automatically calculates wages.

With Novative Payroll and time tracking solutions, you can:

integrate time and attendance with your current HR infrastructure.
integrate both the payroll software and the time tracking software with each other; no double entry.
empower your employees to use the Novative Time Clock app to start and end shifts quickly with a few clicks.

Automate Your Payroll Process

Manual payroll processing and calculation can be time-consuming and prone to human errors.

With Novative Payroll solutions that comply with Swissdec & ISO 20022, you can:

automate the whole payroll process from A to Z.
generate declarations to authorities such as withholding tax.
empower the employees to download and check their payslips without getting back to their manager.

Stay Compliant with Labour Laws and Regulations

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 Novative HR and Payroll Outsourcing Services, you can:

ensure the best outsourcing services. We are experienced in the hospitality industry, and we’ve been serving a lot of multinational hospitality businesses such as Crown Plaza, Intercontinental, and Royal Plaza Montreux.
access to +30 years of experience in multinational companies from our multinational experts, who are familiar with all local rules and regulations.
increase data security because Novative services are compliant with General Data Protection Regulation (GDPR) standards and ISO 27001 certified.

#2 Scheduling in the Hospitality Industry

Create a Staffing Plan (aka work schedules)

Did you know? A QuickBooks Time survey found that 76% of workers report being satisfied or very satisfied with their work schedules.

With Novative Staff Planning and Scheduling Solutions, you can:

allocate staff by department or location; it is up to you.
feel confident in your team’s compliance with break times because you will receive warnings if rest periods are not met.
integrate the scheduling module with other HR modules to streamline data entry.

Communicate with Employees

With Novative Staff Planning and Scheduling Solutions, you can:

empower your employees to choose their own shifts and open ones, which will reduce last-minute time-off requests and improve employee engagement and satisfaction.

Offer Flexible Scheduling Options

Have you found this article useful? stay tuned for more! At Novative, HR in hospitality is a subject we discuss regularly. Follow us to make sure you don’t miss any of our content on this subject!

Ready to automate your payroll and scheduling process in the hospitality industry ??

We can support you every step of the way!

The post The most useful steps to handle hospitality payroll & scheduling appeared first on Novative.

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 organisation. 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 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.

Myth 5: Data security is not guaranteed with payroll outsourcing

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.

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 15:36:00 +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 realise 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 not only changed the relation to work 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 & Remote 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“.

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.

#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 behaviour in the company.

Collecting, tracking and analysing 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 have an 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 prioritise organisational 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 labour market. Understanding Generation Z was one of the major 2022 HR trends.

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 labour market. Understanding Generation Z was one of the major 2022 HR trends.

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 programmes. 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.

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 organisations and HR teams too. Human resources professionals will need to be prepared for 2023 and adapt their strategies so they can 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.

Quick Guide to an Effective Employee Evaluation

Ahmed Khaleel — Wed, 31 Aug 2022 15:02:59 +0000

Employee evaluation is a tool used by organisations to better understand their workforce. These evaluations give managers the chance to learn more about each employee’s strengths and limitations. This way, your employees will be able to best utilise them in the workplace and boost their performance in the future.

Businesses are now more likely to implement systematic, frequent performance reviews rather than an annual one. Conducting regular employee evaluations will help workers to stay on the same page with their managers. It is also a great reminder of what the supervisors expect in the workplace.

An effective employee evaluation results in a more dedicated and motivated workforce. In this article, we outline tips for a productive review that would help you retain your employees:

#1 Build Trust

"Employees who trust their employers experience 74% less stress and 40% less burnout"

Employees must first feel a true sense of connection and trust with their leader before talent potential can be harnessed. Nowadays, a lot of employees work from home or have hybrid work schedules. In this context, trust is more important than ever.

A remote team must trust each other. In most cases, poor communication leads to poor collaboration.

Hosting regular, informal communication will help the company to build an informal substructure of trust.

#2 Employee Evaluation Should Happen Frequently

Employee evaluation generally occurs once a year and are related with pay increments.

A whole year of work summed up in one meeting? It can be tedious for your supervisors and intimidating for your employees. For this reason, yearly employee evaluation might miss the mark in conveying clear critiques and adjustments.

They should be combined with regular employee evaluation. Regular meetings with your employees are an extraordinary way for making a continuous adjustment cycle, where employees aren’t left wondering how they’re doing.

Regular reviews likewise permit managers to set goals and objectives for workers. Managers & HR can assess how every worker’s performance lines up with individual and departmental objectives.

Also, managers can more easily distinguish between those who try to solve challenging situations and those who don’t care about their responsibilities.

#3 Prepare Your Managers and Employees

Organisation can prevent numerous performance issues by guaranteeing that two-way discussions happen among managers and workers. This way, everyone has a total understanding of what is required and expected.

Discipline shouldn’t be used unless a clear route to achievement is established and effectively conveyed to your employees. You don’t want to punish an employee for something they have no control over. If you have to discipline an employee, ensure that you are using facts and have written justification. If not, it could affect your entire workforce and lead to a bad work atmosphere.

Another way to ensure that managers and HR are properly prepared for the effective employee evaluation process is to provide them with a smart software. A performance tracking system helps your team to set goals in an effective way, follow the interviews and create relevant reports.

#4 Transparent Rewards and Recognition

On the other side, workers who accomplish exceptional work merit acknowledgment. They are the workers who continuously go above expectations, the ones that supervisors rely upon and generally take in more tasks than others.

Numerous managers think these workers are OK with proceeding with their responsibilities without complaint. This isn’t the right methodology. Managers should start open discussion to discern whether these employees are near burnout or not. If an employee is regularly exceeding expectations, they deserve to know about it and be rewarded for it.

An effective employee evaluation permits you to discuss these contributions and to discuss what that employee sees as fair pay for an extraordinary performance. Giving your employees recognition and rewards can work to improve overall performance.

By finishing the review, you’re ready to acknowledge your employees’ effort and reward them more frequently. Results will be visible in employee performance.

#5 Work on a Consistent Strategy

An absence of strategy and rules for the employee evaluation leads to bias. You should start by creating a clear and well-defined review structure and provide training on performance review. Such a content will allow supervisors to properly prepare and accurately follow the assessment process.

Employee evaluations that are mishandled can also be very disruptive to your workplace. Evaluations should be a benefit for both employee and employers. A well-structured evaluation process improves employee retention. When your employees are given clear goals, open lines of communication, and reward systems, they are happier, more engaged, and more productive.

#6 Focus On The Essentials for Your Regular Evaluations

An annual review is generally long because it’s conducted once per year.

Weekly or monthly meetings with employees are less stressful and less-time consuming. Those employee evaluations should focus on a single topic instead of being general.

Last but not least, you should make it objective, an evaluation process without explicit and quantifiable goals tends to wander aimlessly.

#7 Highlight Strengths and Improvements

An effective employee evaluation process is not just about observing employees’ strengths and weaknesses. The appraisal should also be about guaranteeing you have an uplifting outlook towards developing potential in your employees.

This means ensuring you allow your employees to communicate what they need for their career development and watch out for potential in your employees that need support, they might not see it yet.

Creating more meaningful and real-time feedback with simpler, more frequent, and more organic conversations will help employees to engage more. The main idea of the employee evaluation is to establish communication between employees and their management teams. An effective employee evaluation should also be a way to identify and reward employees who perform well.

Invest in your people is the smartest decision for your business. Our smart performance tracking software NOVA Smart NG streamlines the evaluation process with powerful functionalities.

Find out more

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The post Quick Guide to an Effective Employee Evaluation appeared first on Novative.

6 Tips to Manage a Multicultural Team

Patricia Maniscalco — Tue, 02 Aug 2022 14:16:31 +0000

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.

#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.

#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.

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.

The post 6 Tips to Manage a Multicultural Team appeared first on Novative.

Facility Management and HR Solutions

Patricia Maniscalco — Mon, 31 Jan 2022 09:40:02 +0000

The needs of an organization will naturally change as it expands from a small single-site firm to a larger multi-site organization. Security, cleaning, reception, adequate office space, and other issues can quickly become major concerns in a rapidly growing business. For HR teams, this a new challenge. That’s why many companies are turning to facility management specialists to comply with all the requirements and ensure compliance with health and safety standards.

Areas of responsibility

Facility management companies are the ultimate organizers in a diverse field with widely varying responsibilities, depending on the type of business. Their areas of responsibility ay include:

Contract management and procurement
Building and grounds maintenance
Cleaning
Security
Space management
Communication and utilities infrastructure
Health and safety
Vending and catering

HR Challenges of the Facility Management Companies

Managing numerous employees on several missions while taking into account the hours worked and the different work rates of each are common challenges in this sector.

Here are the main HR challenges of the facility management companies:

Planning, directing and coordinating central services such as security, maintenance, reception, cleaning, waste disposal and recycling, mail and archiving.
Leading and coordinating work teams to cover different areas of responsibility.
Ensuring that work has been performed satisfactorily and following up on any deficiencies.
Employing performance management techniques to monitor, improve and demonstrate service levels in various areas.
Project management and supervision.
Calculating and comparing costs of various services to achieve maximum value.
Responding quickly and appropriately to urgent issues and emergencies.
Ensuring compliance with health and safety regulations.

Nova Smart NG, an HRIS fully adapted to the specific needs of the facility management companies

Nova Smart NG is a powerful HR and payroll software that can be customized to the needs of each business. It adapts perfectly to the specific requirements of companies operating in the facility management industry. From the management of various missions to the collection of hours and invoicing, you save valuable time by managing your teams on a single platform.

We can assist facility management in the following:

And much more!

The post Facility Management and HR Solutions appeared first on Novative.