payroll software

Performance Management Automation Systems

Rating:

From time to time, most company find it useful to summaries employee performance. Using a consistent framework, this can be helpful for looking at and comparing performance over time or among various employees. Companies need to know who their best performers are.

Rewarding:

Rewarding means recognizing employees, individually and as members of teams, for their performance and acknowledging their contributions to the company objectives.

A fundamental principle of effective management is that all behavior is controlled by its consequences. Those consequences can and should be both formal and informal and both positive and negative.

Making performance management easy:

To be effective performance appraisals should be an on going process rather than a one a year barrier for all concerned. For managers and team leaders that continuously feedback as part of their managerial style, the annual performance appraisal becomes easy and an affirmation of a positive working relationship. Instead of a drudgery merely to be tolerated to meet a departmental goal of having those all completed.

Where performance appraisals are an annual event, they tend to create a great deal of anxiety in both the line manager and individual. Much of the emotion and reluctance concerning this event centers around a fear of the unknown, usually on both sides of the desk. Employees often feel uncomfortable because they believe they have not received much feedback during the year or because they are unsure about the performance criteria on which they are being reviewed.

Line managers, on the other hand, sometimes are equally reluctant with their role, the subjectivity of the evaluation, or their employeer possible reactions. A combination of these triggers often leads to a less than satisfactory result for everyone involved.

It is often said that performance appraisals are defined as an event at which managers get no sleep the night before and employees get no sleep the night after.

So if performance appraisals so often are difficult, uncomfortable, and unsatisfactory, what can be done about it?

When objectives are set on a 12-month timetable, people tend to agree to them and then promptly get back to work.This is natural. Routine activity always takes precedence over non routine activity, and before anyone realizes what happened, three months… six months have gone by and no one has thought about the annual objectives.

In fact, company priorities typically change so significantly in that period that those annual objectives are not as relevant as when they were set.

HR Automation Software

The emergence of HR portals and self-service technologies has created a major new opportunity for the HR function. Paper-based, “central-office” record keeping systems are rapidly being replaced by powerful, Web-centered information systems, designed to deliver a wide array of self-service personal and professional information to individual users and employees.


HR managers of the modern day are assiduous and simply cannot afford to waste time on simple HR tasks to be performed manually or wait for weeks for reports to be prepared ,which you cannot be a 100% sure of the accuracy, to make critical decisions in that affect your organization. This is a risk that can bring adverse effects to your organization in both short and long runs.


With the recent economic recession one of the largest hindrances for the small business owner is the availability of funds for implementing an HRIS for your organization.


Major work involved in human resource operations is performing 360 degree assessment and performance management appraisal. These operations are performed using pen and paper method and few companies use excel for performing these operations. This is very time consuming and the reports generated will not yield accurate data, which leads to many problems in the organization in future. The best way to accomplish these issues is to use software related to 360 degree assessment and performance management system.


There are many advantageous aspects in using software for 360 degree assessment and performance management system. Very less time is consumed. We can align different formats for conducting assessment. Reports generated will be accurate and we can easily identify the KRA aspects and training required for achieving the full target. Import fact is that, employees taking these assessments will be confident about the results that are being produced.


Use of software in HR operation will benefit in many parts. Task can be segregated, less time will be consumed to complete task. The report generated will yield accurate data. Existence of faults will be very less. Mainly organization comprising of more employees have many issues related to HR functions, the only remedy is to opt for HR software.

ACE Building Team

There are many types of teams – there are sport teams, debate teams, dance teams, teams of horses, and there
are of course, business teams. There are even more types of teams, which you could probably list if you wanted.
Teams can be good, bad, so-so, or great.
If you look at just these few listed here, what do they have in common and what makes a great team? All teams
are comprised of more than one person, and let’s face it when you get more than one person in the same room,
the dynamics change. The individual is no longer dealing with one set of ideas or policies, or need. The dynamics of
a group of people brings into play different ideas, comments, and thoughts. The issue becomes how to develop
and build a great team.
In looking at teams and what they have in common, it becomes fairly obvious there are three underlying principles
in building a team and it is how you ACE it.
ACE stands for:
A – Accountability
C – Commitment
E – Empowerment
Accountability is the first ingredient in team building. When putting a team together, make sure you set goals and
establish the purpose for the team. It becomes the “job description” for the team and helps the team members
understand their functions within the team. Effective leaders lead their people and inspire them by creating an
environment that motivates them to ask, “What else can I do?” over and over until the results are achieved.
The daily activities that comprise people’s jobs must then be consistently in alignment with the targeted results.
This can happen only if people understand the results they are supposed to achieve in the job they are to perform.
Accountability is assuming responsibility for the actions and results that is the charge of your team.
It is important for the team leader to recognize, however, that accountability can sometimes be used to place
blame – if the goal is not reached in the time required. If this happens, team motivation is lost and the team will
suffer. Therefore, accountability should be reinforced with the setting of realistic goals and action plans. These
goals and action plans should support the “job description” of the team and be measurable.
Commitment, the second ingredient in team building is the desire to do well, succeed, and make the team (the
organization) look good is important to the team members, both individually and as a whole. In a recent Gallup
poll, it was discovered that the average employee in an office team that is passionate and involved in their work is
only about 20%. This means that the balance of the team (80%) need motivation!.
As a team leader, what can you do to help your team ACE it? You can set clear and understandable team goals,
because if your team does not understand or support the goals, they aren’t working together to reach them. Clear
goals help everyone to focus on what it is you want to achieve.
You also need to communicate the goals very clearly. Remember, everyone communicates differently, so be clear
and concise in setting the goals and be ready to explain or demonstrate what you are looking to achieve. If
possible, you may want to be able to choose your team members – especially if you know some individuals work
together better than others. If you can’t, you must be able to coach them into being better team players. Be aware
of the capabilities of your team members and recognize specific skills or strengths and how that benefits the team.
If every team member is able to contribute what they are strongest at, then everyone will also feel better about
their own performance and their ability to work well in the team. More confidence will lead to better
performance.
Empowerment is the third ingredient in building a team. Empowerment is the ability for management to allow
employees to make decisions. When employees feel as though they can choose and can make direct decisions,
they usually feel better about themselves and their jobs and the organization. Employee’s who are not constantly
watched and criticized are more likely to consider work as a positive environment, rather than a negative one.
By working together for the good of the organization, teams can provide effective and efficient processes. Once
the goal or purpose of the team has been reached, the team can be disbanded. The individuals can then be
available for other teams to be established as needed. Team building is a fluid operation of the organization and
changes with the needs and goals of the organization. In fact, some individuals may be participants in more than
one team at a time. It all depends on the ability of the individuals involved and what they are tasked to accomplish.

Lola Kakes, CEO, EffortlessHR

HR software companies cracks

A HOME-GROWN Melbourne company has broken into the US market. How? The secret is simpler than you think.

Mike Giuffrida, chief executive of human resources software company NGA.NET, said listening was the key.

''Customers kept saying, 'this is the problem we need to solve, this is the problem we need to solve', and in partnering and collaborating with them, we found we had this end-to-end HR system,'' he said.
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''Now we have demonstrated that our solutions here in Australia are very much best practice in other parts of the world.''

NGA.NET's US deal came as the company was announced the winner of the 2011 The Age D&B Business Awards' IT and business services category.

Mr Giuffrida hoped the US federal government deal would launch the company globally.

''The US is the biggest market in the world, still, and to find success there will really put us on an aggressive growth curve in other parts of world,'' he said.

''We're excited about our prospects over in the States and think we can do quite well over there in the next couple of years.''

The company's software is web-based and Mr Giuffrida said with Australia facing low unemployment, retaining staff was becoming more important. But as well as domestic challenges, Mr Giuffrida said expanding globally was a priority.

The company was founded in 1997 by Mr Giuffrida and Will Spensley, soon after they graduated in mechanical engineering at Swinburne University. Back then, Mr Giuffrida and Mr Spensley saw a gap in the graduate recruitment market, because most university students had to arrange their own employment. The pair developed Australia's first online resume builder and searchable resume database for graduates.

Mr Giuffrida and Mr Spensley then branched out from recruitment software to HR programs, managing staff performance. ''It was just an evolution. We are solving the problems really well for our partner customers here in Australia and we have users all over the world,'' Mr Giuffrida said.

''Global growth is a key part of our strategy over the next few years.

''The challenge is to see if you can manage the investment into developing into these new markets in a way that's practical. It's just a matter of ensuring that you don't lean too far into the wind and don't end up falling flat on your face.''

The Age D&B Business Awards will be presented on February 18.

Fairfax Digital, a division of Fairfax Media (owner of The Age), is a substantial shareholder in NGA.NET.

sponsor by www (dot)smh(dot)com(dot)au

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Employee Engagement Principles

Employee engagement is connection.

Connection is the key.  When we disconnect we disengage. Employee engagement is the art and science of engaging people in authentic and recognized connections to strategy, roles, performance, organization, community, relationship, customers, development, energy, and happiness to leverage, sustains, and transforms work into results

Employee engagement must create results that matter.

 This means results that are important to the employee, manager, leaders, organization, and customers. There is little point in having engaged employees if they are not contributing and creating significant results. Also, if the results only matter to the organization and not the employee – or the employee and not the organization – employee engagement will not sustain over time.

Employee engagement is always a human endeavor.

 Engagement is depersonalized when we refer to employees as human capital or human resources. I manage capital or resources, I work with people! Engagement will involved thinking, behavior, emotions, and relationships.

Employee engagement is fueled by energy.

 We must pay close attention to mental, physical, emotional, and spiritual energy at work. In addition we need to enhance organizational energy through meaningful connections and high quality interactions.

Employee engagement is more encompassing than motivation.

 Employee engagement embraces our emotions about work, how hard we work, how much we care about the organization, etc. It is a richer and more complex concept than  motivation and includes bidirectional engagement from managers, leaders, and organizational communities.

Employee are responsible for their own engagement, we are all accountable for everyone engagement.

No one has a bigger role in engagement than the individual themselves – if engagement it to be it is up to me. We are accountable for other people’s engagement and we can influence their engagement – if engagement is to be it is up to we.

Employee engagement makes a difference.

Employee engagement can improve organizational performance while also contributing to individual performance. Engagement is much more than an attitude, a feeling, or employee satisfaction.

Employee engagement is vital in recruitment, retention, and satisfaction.

 The majority of workers want to be engaged and look for work that will engage them. People will often leave organizations when they feel disengaged. It may even be worse for all if they remain when they are disengaged.

Employee engagement is here and now.

 Don’t wait for survey results or diagnosis from a management consultant. Look at the work you are doing right now and determine how you can engage with it more fully. Look at who you are working with and determine how you can help them to be more engaged.

Human Resources Work

Human resource management as early as the 1960s, coined word is relatively modern. - Vietnam-era human rights changes in the welfare and management practices on any bright lights start to the capabilities of the parent organization The scientific management "principles adopted in these words literally," greeting " functions are known to workers related to the process a range of tuning a large administrative management activities, and time has emerged. The function for the human resources increasingly more common names in the United States first sample, as well as multinational companies or international is more adoption of quantitative as well as to reflect a strategic approach to management, entrepreneurship, and limited access to highly skilled professionals that are sought by the competitive advantage you can understand.

It is, for example, businesses, and even apply for the entire country, labor economics, human resources, but the strength of the organization, is a term used to describe a person is included. Human resource management strategies and organizational functions within the overall responsibility for implementing the name of the person subject to the policy on management. The short form of HR, often "human resources" to work with the first letter of the title.

Online Surveys and Statistical Analysis

Offline survey processes are too many. Survey Analysis addresses both concerns by offering a highly affordable, user-friendly solution packed with essential and advanced features. Some online solutions offer too little for too high a price.

Survey Analysis addresses both concerns by offering a highly affordable, user-friendly solution packed with essential and advanced features.

Survey Analysis features include:

Multiple Question Types
Numerous Sample Surveys
Choice of Plans- Free and Corporate
High Customizability
Diverse Survey and Response Collection Modes
Advanced Analysis
Online Help
Dedicated Customer Support

Yes, there are grapevines - official and unofficial. There are also designated people who can bring the information to you from the lowest level of organization. But wouldn’t it place you in a better and more comfortable situation if you can speak to all people concerned, obtain data, validate all the information and take really ‘informed decisions’?

And you really do not even need to move from your desk. Be it a customer, vendor, colleague, other department members, or even your own friends and relatives...they are all just a question and a click away from you.

With our state of art, yet simple to use s urvey analysis software, all you need to conduct a survey is a set of questions. Log in to our system, type in your questions, give people options if you want or let them suggest, group the questions to validate the result better, select the list the recipients and hit ‘send’.

The rest is done by the recipients of your mail and our application. All information is stored in the format you want to view. Want to play with the combinations? Download the data to any spreadsheet and calculate. Not in a mood for crunching numbers? Our inbuilt data processing and display models give you the flexibility of viewing the information in nearly anyway you want. Cross tab reports, graphs, validate comparisons...it’s just a matter of choosing your parameter on our GUI screen.Make an informed decision. Get in touch with us today to experience the ease and sophistication of survey analysis. As always, we are just a call

Phone: +914442088618 (or) +914428333342
E-mail: Support@AnalyseSurvey.com

CEO Infotech Private Limited

CEO InfoTech Pvt ltd Based in Chennai (India), IT offshoot of the CEO (Centre for Excellence in Organization) group. CEO InfoTech’s mission is to automate people processes through a convergence of domain and technology expertise. Organizations around the globe have entered a high tech, fast paced era characterized with fast changing customer needs & fierce market competition. Hence there is little room left for growth by following conventional structures, styles & philosophies. At this fast paced business scenario, highly responsive & performing employees, oriented to excel customer expectations will be the most priced assets of any organization.

"Centre for Excellence in Organization” was established in the year 1999 with a focus to create organizational excellence through people processes.
Execution Excellence has always been a challenge for most organizations and that prompted us to focus on customized design of solutions, effective delivery and handholding than mere advisory consulting.

The initial focus was on offering services in the area of High Performance Work Systems and Total Quality Management. Over the years we have built various product portfolios to help the client by offering holistic service. The clients have always been the ambassadors of our business through referring and showing trust and confidence in our services. The success stories encouraged us to spread across the geographical boundaries and reach out the customers. Today we have three business verticals, operations in 3 countries and clients in more than 8 countries.

Today, we are a team of 100 dedicated professionals from varied disciplines doing outstanding work in the people process consulting space. Our consulting partners in domestic and overseas add significant value to our services through their organizational capability and knowledge base. Our clientele list would speak for our credibility and expertise. We believe in customized and contemporary models as 'template' services cannot precisely fit the requirements of every client. Our approach to ‘work-with’ the client and make turnarounds stands as our unique business proposition. In the coming years our services will touch customers across the continents to make them enjoy the benefit of customized solutions to people processes.

CEO InfoTech Pvt Ltd,
37/18, Dr. Guruswamy Road,
Chetpet, Chennai - 600031.
Ph: +91 44 2642 1441 / 42 / 43
Fax: +91 44 2640 2203

E-mail:  info@ceoinfotech.com

Web: www.ceoinfotech.com/

Other Locations: Bangalore | Delhi | Mumbai | Kolkata | Hyderabad | Rudrapur | Malaysia | Indonesia