#basic hr compliance

[strategiadvizo]

Elevating Employability: Short-Term Course Suggestions for College Students

Empower your future with our latest blog on short-term courses for college students! 🚀 Enhance your employability and unlock new opportunities. Dive in to discover courses that fit your passion and career goals. #EmpowermentThroughEducation #SkillUp

“विद्या ददाति विनयं, विनयाद् याति पात्रताम्।” “Education bestows humility, humility leads to worthiness.” In a world that’s constantly evolving, the importance of education—especially for students from lesser-known colleges in India—cannot be overstated. Education not only paves the way for personal growth but also significantly boosts employability in today’s competitive job market. Here are…

[naritaren]

Oh so day 2 of working under the new director went far better. Yesterday she sent me a pretty accusatory email that had the executive director and HR cc'd on because she thought I didn't do any work. I responded with a long email last night explaining every single thing I did. My tone probably could have been better so I was a bit worried about that but it got "addressed" today in the morning meeting.

She basically went "thank you for that email. It helped me see what you are doing all day"

And then I fully explained the thing that she got mixed up and her exact words were "why are you doing the DMs job?" Which is something I have been trying to talk to HR about. They basically took me out of the DM position but kept having me do parts of the job. Which was confusing to her because I'm supposed to be helping with compliance issues and I wasn't doing any of that because of this shit.

Anyway. I don't need to do that shit anymore. She legit went "no. Don't do that. I'll talk to HR"

By the way? This is the most supervision I've had since late May. So yeah

[kittenwithabass]

Today's Strike in Aotearoa

Today (Tuesday 10 September), thousands of Woolworths employees will walk off the job between 12-14h in protest. For those overseas, Woolworths is a major supermarket chain in Australia and Aotearoa New Zealand, one of the most profitable businesses in the country.

In August the union bargained with Woolworths for nine days on the topic of a living wage and understaffing issues, who dismissed the issues while claiming it had brought a strong offer to the table. A week of early strike efforts followed; non-compliance with media and social media policies, workers wore stickers reading "underpaid, undervalued, understaffed" on their uniforms, and 10 stores gave out flyers in the style of a receipt.

"This is a case of one of the largest and most profitable businesses in New Zealand deciding that their workers no longer deserve a fair deal and must accept whatever they put on the table - it just doesn't work that way," FIRST Union national organiser for retail food Ross Lampert said. "Our members are seeking a living wage, safe staffing minimum standards and fair compensation for giving up family and leisure time to work understaffed night and weekend shifts."

Woolworths managing director Spencer Sonn said that the supermarket already pays top of the market, but this is simply untrue. The Woolworths starting rate is $24.93/hr, while Costoco's and Foodstuffs' are $27/hr and $26/hr respectively. Minimum wage is $23.15 and the living wage is $27.80. (Obviously, the currency here is NZD) If the pay was as good as Sonn says it is, then why is a Woolworths duty manager unable to shop there, even despite her staff discount?

The strike actions were followed by interference, bullying, attempted intimidation, and outright lies from company managers. This includes hiding strike stickers, telling staff that wearing stickers breaks the law (it doesn't), and threatening disciplinary action for striking (that's illegal).

"The cost of living is so high and it’s really hard to imagine surviving on the pay offer that Woolworths are talking about - it’s less than the rate of inflation and basically a pay cut for everyone."

But after the aforementioned efforts and even more fruitless bargaining, the union is still miles away from reaching a deal. Which brings us to today, where a central rally will take place in Auckland, and thousands more Woolworths workers around the country will be walking out as well. This will be the country's first ever national walkout by supermarket staff!

[darkmaga-returns]

an examination of echo chamber amplification

el gato malo

Oct 24, 2024

for some time now it’s been pretty obvious that there are multiple realities trying to occupy the same physical landmass in america.

we’ve grown entirely apart and lost and and all common ground and agreement on anything resembling a consensus material plane.

everyone’s own opinions seem to come complete with their own set of facts and this fact seems FAR more prevalent on the left who are increasingly furious with not just the right and the center but seemingly with the fabric of reality itself from physics and biology on down.

possibly not since the french revolution has an aristocracy been this far out of touch and more and more it seems to me that the leaders of this trend are inhabiting entirely hallucinatory realms.

hateful realms that they pitch as “joy.”

it’s positively soviet.

i have some theories on this.

let’s look.

i have an honest question: “why do these people hate men so much?”

and how are they this staggeringly unselfaware about and entitled in this hatred?

how can they not see it for what it is?

how do you get to here?

i mean, it does not take chops as the world’s keenest observer of the human condition to suss out that:

people in therapy who think everyone needs therapy are perhaps not the best yardsticks for “who is in crisis” but likely rather for “projection”

that this is astonishing self-delusion and self-deception

that the truly great irony is that basically no women actually respect or desire the sorts of men these pundits purport to support

this is not about making strong, happy men or preserving or validating any vestige of chivalry. it’s about shunting them out of the way to be hall monitored into compliance by the HR department. this is real, actual hate, vilification, and marginalization as the “lived experience of men” is denied and made female (and a broken female at that).

what’s even more astonishing is this this tribe thinks that it is about joy and that this is somehow “healthy.”

how does a subgroup get like this?

just how much of this “joy” is anyone supposed to take?

[obsessivedilettante]

I could technically leave work early today but I have grocery pickup scheduled at a time that I would normally be leaving, so what’s the point.

Anyway, I am officially a month (!) into this new job and I am learning that when I sold myself as a “well-rounded office person” they apparently took me seriously.

I can’t begin to tell you how many conversations and discoveries I have made so far just by asking what I think are simple things, like:

“Hey, where do you keep those documents?” We don’t actually have those documents, much less keep them.

(On being asked a simple office question my second week) “Hmm, I don’t know, what has your policy previously been?” There hasn’t been a policy, at least not officially.

I mean, I’m literally creating the office stuff from scratch. You can’t imagine how long my task list is already, just from me going, “Oh, okay, well that’s something that will need to happen.” And it will only happen because of me!

To be fair, this is literally why I was hired — the ED is too overworked to take care of the nuts and bolts of running the place. I’m here to bring everyone into compliance and get them organized and sail them smoothly into HR and accounting waters.

Which cracks me up because I see who I really am, an ADHD disorganized disaster who struggles with basic bureaucracy (I never went to the doctor the last couple years because I couldn’t figure out my new job’s insurance) and would prefer to daydream the day away if she could.

But for other people, I am an organizational genius who makes sure every detail is accurate when making sure we’re compliant with all the policies.

People sometimes think that this a job I seek out, that I enjoy, that I’m some sort of type-A perfectionist. When really it’s just what I could put on the resume due to random bits’bobs of experience, and here we are. The Office Genius.

I am quite fond of pens and sticky notes, though. Always have been.

Anyway, so this is me, bewildered at the path life has taken, but realizing that my basic experiences during my “just trying to get by” struggle years, now make me the kind of person who can fix a fractured and disorganized office.

Yeah, I’d rather be doing something more enriching. But I like bringing beauty and order from the chaos and nothingness.

Even if it’s just an Employee Handbook.

[burritosandpeppermint]

I feel like every little thing with my job sets me off now, so I'm sorry if you're tired of me ranting about it and then continuing to work here. I'll keep this "below the fold" so you can move on if you're not interested. I really won't be offended and I have no true way of knowing which of the dozen or so of you will read this anyway. Also, it's me so I'm not looking for sympathy but I'm also trying to learn not to push away other people's affection so...do what you want?

Also, if you feel like this is something that could be part of some larger conversation about work and capitalism or whatever, then please feel free to reblog it. I don't really think this will be enough to explode my career, and if it does, then it was on shaky enough ground anyway.

The company I work for got acquired by another, much larger and more famous company (and a rather infamous one here on Tumblr) about five years ago. Eh, why am I being cagey? I work in email compliance and privacy for Marketo and we got acquired by Adobe.

Anyway, I'd been through a couple of acquisitions before but this one was pretty cool. A big name Silicon Valley company! A cool campus to tour in San Jose! A new office space in the same city I lived in, and with only a 45 minute walk from home to office! Really, pretty cool.

Over time the excitement on my part and Adobe's part seemed to wane a bit. There were new acquisitions and we were no longer in the spotlight. That's alright, things happen, time moves on, and ultimately I just kept working, because abuse never stops and companies keep buying lists.

But after my mentor left for another company we got a new manager, and he's great, but he's been with Adobe for a while, and most of his focus is on the Adobe part of the business that he manages, and he cares about us and fights for us when he can, but we're definitely not his primary focus. Also, in the past couple of years the workload that myself and my one coworker/colleague do has steadily increased. To make things worse this year they finally implemented a huge change in what CRM we're using and it's causing all kinds of havoc because most of us who are directly working with customers now have to manage two portals or figure out which customer matches with which or educate yet another person on where to go to accomplish what they need. We also started getting direct feedback loop (FBL) reports from a new company that seems to only send them in a new-ish format that has been accepted across the industry but is honestly not really used by it, but our system can't parse it so we have to process every single one manually rather than feed it to a bot that can automatically process it, further increasing our workload. We've also been told that there's a team who can help us to automate certain aspects of our work, so we submitted examples of what we need help with and they said it seemed doable and since then...nothing. To top it off, during a recent "town hall" quarterly all-hands I asked a question in the chat that was basically "In light of the strong performance we've done can we hire more people to support our customers and colleagues?" and the answer is "No, because we don't want to have to lay people off if there's any kind of downturn."

Okay, so...not great.

So now, today, the day before Thanksgiving, the week after Open Enrollment closed, the day after I accepted the Year End Check In on my calendar - which will be grueling because, as noted above, we've been over worked and under staffed so I haven't been able to get to any of the projects that I was hoping to get to this year - I saw an email from Adobe that looked like it was part of the corporate spam we get every freaking day, and it was from the HR company/portal we use, so I clicked on it and

OOPS

Looks like you clicked on an Adobe Phishing Test Link

Read here to see how you could have prevented this...

And I'm incensed right before a holiday, and I just hate it.

Because as much as I hate to admit it I really bought into the corporate capitalism of America from a young age, bought into the shiny toys and apps and promises of "helping" people ("And if we happen to turn a profit, that's great, too!") to the point that my dissolution with capitalism has been a long, slow, denial-ridden journey.

And that's because it can be all too easy to regard those earning the joke that is minimum wage as being the only victims of capitalism and wage theft, but if we're being honest just about anyone who isn't making millions of dollars a year to tell the world and their subordinates how great their company is is really just sitting in a pot of water that is slowly getting hotter.

We're all being paid the least amount of money that companies believe they can get away with while trying to extract the most work out of us they can legally get away with, and they're probably getting even more than that if we're being honest.

So to get regular emails about how this organization put us on a list of the best places to work for or another invitation to another seminar about how I can work on being more efficient or less sad because, you know, that's apparently 100% my doing, and then get an email that I don't bother to really scan because, like I said, given everything it seems pretty legitimate, to be told "Well, you fucked up" was just the one more thing that I didn't need this year.

I really hate to sound like the middle-aged white man that I am, but I'm just tired of not being respected for the working professional that I am. I've been in this role for eight years. I know how to talk to customers about the actions they've taken that have caused harm to their reputation, or what abuse has been foisted upon them by malicious actors; I know how to engage with Support and customer managers and run Compliance Team meetings that focus on what's important; I know what blocklists are important and actually affect our customers; I know, engage with, and am friends with people who run the email servers at companies you know and might actually use; I'm one of two people who manage thousands of IPs and domains for thousands of customers, trying to protect the network's reputation and safety from the customer's own actions and also outside actions of people who would do nothing but abuse our systems all day if they could.

And what am I told by my company?

"We can't help you because it would make us sad if we had to let people go! :("

"Have you considered not having the feelings you're experiencing during work time and just working more instead?"

"Uh, oh! We send you so much spam that you fell for our trick! This is all your fault."

What does the company value? Is it me and my time?

No surprise, AI is the buzzword of 2023 in the tech world, and email is seen as more of a forgotten backbone that I think people believe is 100% automated. Meanwhile the valiant few of us are knee deep in water in the bottom of the boat with duct tape and Gatorade.

When I've complained about work or my career in the past it's felt more like angry grunts; this is kind of the most articulate that I can really be about it.

I'll be 46 next year when I take my sabbatical. If something doesn't really change at all I might have to make some tough choices.

I'm afraid of trying to change careers or companies (if I even can; people much more experienced than I am are being laid off right now).

I'm afraid of trying to go back to school while I'm working because I just don't think I'll have the bandwidth for it, and I don't know what I'd go to school for, or if it would pay what I'm earning now.

I'm afraid of staying where I am.

I know I earn okay. I know I have benefits and that I can work from home in my pajamas.

But I also know that the good times I have with work are less and less these days, and opening my laptop is more of an invitation to an assault on my confidence and self-worth than ever before. And that's just not sustainable.

[nordholm]

Stress-Free Best Accounting and Bookkeeping Services in Dubai UAE

In today's competitive business landscape, Best Accounting and bookkeeping Services stand as crucial pillars for seamless financial operations. Choosing a reliable accountant is paramount as accurate financial reports are instrumental in informed decision-making. Attempting to manage bookkeeping and accounting tasks independently might compromise efficiency due to divided attention.

Nordholm Professional Accounting and Bookkeeping Services, a subsidiary managed by the esteemed Swiss entity Nordholm Investments, specializes in assisting investors to expand their ventures across global territories, including the UAE. Our comprehensive suite of services spans the entire spectrum of business setup in the region – from company formation, visa procedures, and bank account establishment to managing HR, payroll, VAT compliance, and accounting services. Our primary goal is to offer stress-free solutions catering to the diverse needs of our investors.

Our expertise lies not just in support but in leveraging knowledge and proficiency to ensure strict compliance with the United Arab Emirates' accounting regulations. Our Outsourced Accounting Services encompass meticulous preparation and maintenance of daily transactions, guaranteeing seamless compliance with local laws.

Tailored specifically for Dubai's dynamic business environment, our services extend beyond basic accounting management. We provide strategic guidance and implement sophisticated systems to tackle any accounting or bookkeeping challenges your business may encounter.

Nordholm Services:

Accounts Payable Management: Streamlining payment processes efficiently.

Bank Reconciliation: Ensuring accuracy between financial records and bank statements.

General Bookkeeping Duties: Meticulous management of financial records.

Profit and Loss Statement Generation: Analyzing financial performance.

Accounts Receivable: Efficient handling of receivables for optimized cash flow.

End of Service Benefit Calculation: Compliant management of employee benefits.

Payroll Services: Timely and accurate salary management.

Financial Reporting and Analysis: In-depth analysis aiding informed decision-making.

Expert Accounting Consultation: Valuable guidance from seasoned professionals.

Our Best Accounting and Bookkeeping Support in Dubai, our mission transcends managing accounts; we empower businesses by leveraging our expertise for compliance and growth. Trust us as your partners in success, allowing you to focus on driving your business forward while we handle your accounting needs proficiently.

For businesses seeking Reliable Accounting and Bookkeeping Solutions in Dubai, Nordholm Accounting and Bookkeeping is your trusted partner for growth and compliance.

[sapphire-weapon]

Lmao I feel that so much. There's been two jobs I've had, retail and hospitality that I just fucking walked out of and never looked back. One made me have a breakdown, the other I was old enough to know that "I'm not fucking paid enough for any of this, the regulars are miserable to be around and unhelpful, they are going to fulfil exactly zero of what was agreed upon during interview. Week two? Bye. Quitting through e-mail. Get fucked." Never regretted it.

I have also walked out on two jobs.

One of them was a desk job. I worked as the head of legal compliance for a shady loan company. A debtor emailed in and begged for mercy, basically, because his life had gotten so far out of control that he didn't know what to do anymore. It was a whole long thing that I didn't really care about, but he caught my attention when he mentioned that he keeps thinking about how his revolver still has two shots loaded into it from the last time he went shooting.

As someone who's been suicidal before, I looked at the exact verbiage he used and knew that he wasn't joking or trying to play on my sympathies. He spoke in a very matter-of-fact way that I easily recognized as genuine. I waived his interest and told him to just pay back what he'd taken out and gave him the phone number for the Suicide Prevention Hotline.

My direct superior (who hated me) took that as a good opportunity/excuse to write me up and demote me from my position. She said that I had "violated company policy" by "acting emotionally" and giving out the phone number for an "external business." Both she and the head of HR berated me for this for about twenty minutes.

I refused to sign the write-up, walked out, and never went back.

My boss's boss (the director of office operations) ripped her such a huge new asshole over this (because he and I were tight) because she did this without getting the okay from him first, and now that place had to try to scramble to function without me. It was apparently so bad that she fired six other people in retaliation.

The second job I walked out of was when I left that cult. So, that wasn't a desk job...

but it was a cult. So.

[b2bitmedia]

Control Structured Data with Intelligent Archiving

Control Structured Data with Intelligent Archiving

You thought you had your data under control. Spreadsheets, databases, documents all neatly organized in folders and subfolders on the company server. Then the calls started coming in. Where are the 2015 sales figures for the Western region? Do we have the specs for the prototype from two years ago? What was the exact wording of that contract with the supplier who went out of business? Your neatly organized data has turned into a chaotic mess of fragmented information strewn across shared drives, email, file cabinets and the cloud. Before you drown in a sea of unstructured data, it’s time to consider an intelligent archiving solution. A system that can automatically organize, classify and retain your information so you can find what you need when you need it. Say goodbye to frantic searches and inefficiency and hello to the control and confidence of structured data.

The Need for Intelligent Archiving of Structured Data

You’ve got customer info, sales data, HR records – basically anything that can be neatly filed away into rows and columns. At first, it seemed so organized. Now, your databases are overloaded, queries are slow, and finding anything is like searching for a needle in a haystack. An intelligent archiving system can help you regain control of your structured data sprawl. It works by automatically analyzing your data to determine what’s most important to keep active and what can be safely archived. Say goodbye to rigid retention policies and manual data management. This smart system learns your data access patterns and adapts archiving plans accordingly. With less active data clogging up your production systems, queries will run faster, costs will decrease, and your data analysts can actually get work done without waiting hours for results. You’ll also reduce infrastructure demands and risks associated with oversized databases. Compliance and governance are also made easier. An intelligent archiving solution tracks all data movement, providing a clear chain of custody for any information that needs to be retained or deleted to meet regulations. Maybe it’s time to stop treading water and start sailing your data seas with an intelligent archiving solution. Your databases, data analysts and CFO will thank you. Smooth seas ahead, captain!

How Intelligent Archiving Improves Data Management

Intelligent archiving is like a meticulous assistant that helps tame your data chaos. How, you ask? Let’s explore:

Automated file organization

Intelligent archiving software automatically organizes your files into a logical folder structure so you don’t have to spend hours sorting through documents. It’s like having your own personal librarian categorize everything for easy retrieval later.

Efficient storage

This software compresses and deduplicates your data to free up storage space. Duplicate files hog valuable storage, so deduplication removes redundant copies and replaces them with pointers to a single master copy. Your storage costs decrease while data accessibility remains the same.

Compliance made simple

For companies in regulated industries, intelligent archiving simplifies compliance by automatically applying retention policies as data is ingested. There’s no danger of mistakenly deleting information subject to “legal hold” and avoiding potential fines or sanctions. Let the software handle the rules so you can avoid data jail.

Searchability

With intelligent archiving, your data is indexed and searchable, even archived data. You can quickly find that invoice from five years ago or the contract you signed last month. No more digging through piles of folders and boxes. Search and find — it’s that easy. In summary, intelligent archiving brings order to the chaos of your data through automated organization, optimization, compliance enforcement, and searchability. Tame the data beast once and for all!

Implementing an Effective Data Archiving Strategy

So you have a mind-boggling amount of data accumulating and you’re starting to feel like you’re drowning in a sea of unstructured information. Before you decide to throw in the towel, take a deep breath and consider implementing an intelligent archiving strategy.

Get Ruthless

Go through your data and purge anything that’s obsolete or irrelevant. Be brutally honest—if it’s not useful now or in the foreseeable future, delete it. Free up storage space and clear your mind by ditching the digital detritus.

Establish a Filing System

Come up with a logical taxonomy to categorize your data. Group similar types of info together for easy searching and access later on. If you have trouble classifying certain data points, you probably don’t need them. Toss ‘em!

Automate and Delegate

Use tools that can automatically archive data for you based on your taxonomy. Many solutions employ machine learning to categorize and file data accurately without human input. Let technology shoulder the burden so you can focus on more important tasks, like figuring out what to have for lunch.

Review and Refine

Revisit your archiving strategy regularly to make sure it’s still working for your needs. Make adjustments as required to optimize how data is organized and accessed. Get feedback from other users and incorporate their suggestions. An effective archiving approach is always a work in progress. With an intelligent data archiving solution in place, you’ll gain control over your information overload and find the freedom that comes from a decluttered digital space. Tame the data deluge and reclaim your sanity!

Conclusion

So there you have it. The future of data management and control through intelligent archiving is here. No longer do you have to grapple with endless spreadsheets, documents, files and manually track the relationships between them.With AI-powered archiving tools, your data is automatically organized, categorized and connected for you. All that structured data chaos becomes a thing of the past. Your time is freed up to focus on more meaningful work. The possibilities for data-driven insights and optimization seem endless. What are you waiting for? Take back control of your data and unleash its potential with intelligent archiving. The future is now, so hop to it! There’s a whole new world of data-driven opportunity out there waiting for you.    

[rekrootingagency]

Do You Know the 4 Critical Cs of Successful Onboarding? 

Is your onboarding process apt enough for your new employees? Does it give everything that they need? Do the new people in your workplace family feel empowered, safe, and accepted, and do they belong entirely to your organization?

Are you still trying to figure it out? Then you must be missing something critical, thinking, what is that? Well, we are talking about the 4 Cs of effective onboarding that can make any direct hire process flawless. This blog will discuss them in detail to make your onboarding process smoother. Following this incredible 4Cs can be one of your best onboarding practices. Staying empowered about the 4 Cs of successful onboarding is significant for providing an encouraging work environment to your new people. It is crucial that no onboarding software can do this; this has to be a core element of your onboard processing protocol.

What is the Importance of Out-of-the-Box Onboarding?

Onboarding has been emerging as a trending topic for the last few years. It is especially prevalent in this transformed work environment that we are experiencing now after the COVID-19 pandemic.

Creating a welcoming ambience for your new people has become a matter of utmost importance. Whether hiring via your own TAs or working with a direct hire agency to meet your talent needs, a sensible onboarding process is a mandate now. But many companies still don’t have an organized onboarding process, and they need to buck up soon!

Some of the enormous benefits of intelligent onboarding are:

Boosted Productivity

Extraordinary Organizational Culture

Reduced Employee Turnover Rate

What are the 4 Important Cs of Employee Onboarding?

Can we agree on the significance of the best employee onboarding process? Amazing! Now let’s explore the four Cs of new employee onboarding that has to be in your employee onboarding checklist!

You must leverage these techniques while performing onboarding for new employees in your organization. This will help take your company’s new hire onboarding to the next level!

Let’s go ahead 

The First C – Compliance

If we speak about the USA staffing onboarding process, compliance is a colossal important thing. Companies are expected to cover all compliances and verify the compliances from the candidates’ ends too. After all, it’s the law, so it must be primarily taken care of.

Regarding the USA jobs onboarding, compliance measures ideally include the onboarding document. They have to be transparently dictated to the candidates. These documents mainly include company policies, safety regulations, confidentiality requirements, etc. Also, you must ensure that candidates meet all compliance requirements from their end during the onboarding process.

The Second C – Clarification

Unfortunately, the HR onboarding process for many companies starts breaking off at this step. However, it is very crucial though. As an onboarding specialist, you should ensure that all your new hires understand their role in the company and what’s expected of them. Everyone likes a transparent environment. Right?

Whether you organize a digital or in-house onboarding process, you should aim to answer specific critical questions. They must range from high-level queries like the objective of the company, about their reporting managers, etc., to basic details like where is the parking area. All these together will give a lot of clarification to your new employees.

The Third C – Culture

Company Culture often remains underrated. Organizations take it for granted or mistake it for various benefits like catered meals or unrestricted time-off policies. However, focusing on the authentic culture from the onboarding stage is ideal.

It goes much more profound and encompasses a company’s values, mission, vision for the future, and the way of interaction of team members. So, you should prioritize company culture from the beginning of the onboarding stage. And further, keep steeping new hires in it as time passes by.

Company Culture should be a priority starting from the original employment ads and initial interviews stage to the first few months of new employees at your company and so on.

The Fourth C – Connection

You must establish connections among your employees from the onboarding stage to succeed in your business. Your staff is your strength and not some random people. They are a team. At least they should be one. Hence, you should foster a connection between your employees and new hires by introducing them to the former.

A band of people which comprises both your old and new employees who meet on weekends to perform community service or so should be your aim! Allow them more and more time to connect better. This will help your new employees feel embraced.

Ready to Put the Four Cs into Action?

As we end this blog, hopefully, you will have an idea about the importance of onboarding best practices. Right? Precisely, the excellent Four Cs Approach to effective onboa    rding. Isn’t it amazing? This insight will be helpful for your company.

So, aim to implement an onboarding strategy in your organization that ingrains compliance, clarification, culture, and connection within all your new hires. Make sure you are committing to it. And that’s it! Your company will surely touch new heights.

All the Best!

[fryeatingasandwich]

Other people have talked about this in the comments as well but basically this isn’t really a good idea of how things work. (And this isn’t to say people aren’t being paid too little, just that this isn’t really what’s going on). Because one employee is generating revenue of, for example, 1000 dollars an hour. But you can think of it one of two ways: either they aren’t doing it themselves or that’s revenue not profit. So yes if you are working let’s say as a cook at a fast food chain, you are selling 1000 dollars worth of food an hour. But in order to sell that food you also need to pay a cashier. And however many other people are working there that day. And then someone needs to have delivered the food to the restaurant and someone needs to work on packaging it (let’s say it’s made by the same company). And they also need to pay for advertising and rent or mortgages for any buildings and for corporate and for lawsuits and for compliance with government regulations and for licenses and certificates to run a business and sell food. And people to to keep up a website and people in HR for hiring and for filing complaints about things like sexual harassment and discrimination. Businesses grow over time and as they get bigger their operating costs get bigger. And your wage is not based on the amount of product you sell because that would be working on commission and you would see your wages spike in a period of economic growth when people are buying a lot of the product and shrink when it’s a recession and people aren’t buying as much. I agree that employees should be given a larger share of profit/revenue, but it’s a mistake to say they are making it all themselves. And that employees compensation should be wholly based on how much they sell. Because then people working shifts at down time like at midnight would be making way less. Or if you have to work on a holiday.

[openteq---123]

Role of NetSuite in Streamlining Financial Management for SME’s by OpenTeQ Consultants

Financial management is frequently the foundation of business success in the fast-paced world of small and medium-sized businesses (SMEs). However, managing payroll, tax compliance, bills, and budgeting might be too much for many SMEs. A strong ERP system like NetSuite can change the game in this situation. Our specialty at OpenTeQ is offering customized NetSuite services to SMEs so they can concentrate on expansion and streamline their financial operations.  

Using NetSuite to Simplify Financial Management  

A unified platform for handling financial data is offered by NetSuite's cloud-based ERP solution, guaranteeing accuracy, effectiveness, and compliance. Because NetSuite Licensing is scalable, SMEs can begin with the most basic modules and add more as their company develops. With flexible licensing options, SMEs can customize their financial management tools without unnecessary costs. 

Important Elements That Are Changing Financial Operations  

1. NetSuite Employee Portal:  

The era of tedious HR duties and manual payroll is over. Employees can independently manage benefits, submit expenditure reports, and access payroll data using the NetSuite Employees Portal. Financial teams have more time to concentrate on strategy rather than administrative duties because to this portal's reduction in administrative workload.  

2. Mobile Apps for NetSuite  

SMEs want financial solutions that can adapt to their changing workflows in the mobile-first world of today. Business owners can make well-informed choices while on the go thanks to NetSuite Mobile Apps which offer real-time access to financial information, approvals, and dashboards. This feature is especially valuable for SMEs with remote teams or those frequently traveling for business. 

3. Certified Consultants for NetSuite  

ERP system implementation may appear difficult, but it goes smoothly when you work with OpenTeQ's Certified NetSuite Consultants. From creating reports that are suitable for compliance to automating regular bills, our professionals make sure the system is set up to satisfy your particular financial demands. Additionally, these consultants offer continuous assistance in modifying NetSuite as your company develops.  

The Benefit of OpenTeQ  

By partnering with OpenTeQ you get more than just an ERP system—you also get a team dedicated to your success. Whether it's integrating cutting-edge technologies like the Employees Portal and Mobile Apps or optimizing license options, our advisors assist SMEs in maximizing the advantages of NetSuite. Explore OpenTeQ Blogs for industry-leading insights. You can hyperlink to blog   

By customizing NetSuite's features to fit your company's needs, we guarantee that financial procedures are not just expedited but also consistent with 

The Benefits of NetSuite for SMEs 

Scalability: With flexible license and feature options, NetSuite expands with your company.  

Efficiency: Automate laborious processes like payroll and invoicing.  

Accessibility: Use the NetSuite mobile apps to manage your finances from any location.  

Customization: To develop a solution that meets your needs, collaborate with OpenTeQ's Certified NetSuite Consultants.  

conclusion  

Financial management doesn't have to be difficult for SMEs. With NetSuite Licensing, advanced features like the Employees Portal and Mobile Apps, and the guidance of Certified NetSuite Consultants businesses can transform their financial operations into a streamlined, efficient, and scalable process.  

Reach out to OpenTeQ for expert NetSuite services tailored to your business needs. info@openteqgroup.com, +1-469 623 5106. 

[ahalts]

The Evolution of HR Technology: A Look at Modern HRMS

The landscape of human resource management has undergone a significant transformation over the years. From manual processes and paper records to sophisticated Human Resource Management Systems (HRMS), technology has revolutionized the way HR functions. Here's a look at how HR technology has evolved and why modern HRMS solutions are game-changers for businesses.

The Early Days of HR Technology

Initially, HR tasks were heavily dependent on manual processes. Payroll calculations, employee records, and recruitment were managed through spreadsheets and paper files. While this approach worked, it was time-consuming, prone to errors, and inefficient for scaling businesses.

The Rise of HR Software Solutions

In the 1990s, the introduction of basic HR software paved the way for automation in payroll, attendance tracking, and record-keeping. These systems significantly reduced administrative workload but were often standalone solutions, lacking integration and advanced functionality.

Modern HRMS: An All-in-One Solution

Today, HRMS represents a holistic approach to human resource management, combining multiple functionalities into a unified platform. These systems are designed to streamline and automate complex HR tasks, improve efficiency, and enhance the employee experience.

Key Features of Modern HRMS

Employee Data Management: Centralized storage of employee information for easy access and updates.

Payroll and Benefits Administration: Automation of salary processing, tax calculations, and benefits management.

Recruitment and Onboarding: Tools for posting job ads, tracking candidates, and onboarding new hires seamlessly.

Performance Management: Advanced analytics for tracking employee performance and setting development goals.

Employee Self-Service Portals: Empowering employees to manage their own leave, attendance, and personal details.

Compliance Tracking: Ensuring adherence to labor laws and regulations with minimal manual effort.

Integration with Other Tools: Compatibility with third-party applications for enhanced functionality.

Benefits of Modern HRMS

Efficiency and Productivity: Automation reduces repetitive tasks, freeing up HR professionals for strategic planning.

Data-Driven Decision Making: Advanced analytics provide insights into workforce trends and performance metrics.

Improved Employee Engagement: Self-service features and streamlined processes enhance employee satisfaction.

Scalability: Modern HRMS platforms are designed to grow with the organization, making them ideal for businesses of all sizes.

Future Trends in HR Technology

As technology continues to evolve, HRMS is expected to integrate more advanced features, such as:

Artificial Intelligence (AI): Predictive analytics for hiring, retention, and employee development.

Mobile-First Solutions: Ensuring accessibility on the go.

Enhanced Employee Wellness Tools: Integrating mental health and wellness tracking into HR systems.

Conclusion

The evolution of HR technology from manual processes to modern HRMS has been a transformative journey. Today’s HRMS solutions empower organizations to manage their workforce efficiently while fostering a better workplace environment. Investing in the right HRMS is not just a technological upgrade—it’s a strategic move towards building a smarter and more agile organization.

More info: https://ahalts.com/solutions/hr-services

[hr-realitycheck]

Don't Get Lost Inside the Labyrinth: A Guide to HR Solutions for Your Company

Running a commercial organization can be overwhelming due to numerous responsibilities like advertising and marketing, profits, operations, and retaining operations. Human belongings (HR) is an important detail that plays a crucial role in a business, from recruiting to payroll and compliance. Understanding HR subtleties may be troublesome, particularly for small corporations. HR solutions offer a lifeline for organizations of all sizes, helping them optimize their HR procedures, whether they're new startups or established firms.

HR Consultants: A Guide Through The Maze

HR consultants serve as trusted advisors, offering professional advice on all things HR. They can do an HR reality check, which involves evaluating your present processes and finding opportunities for improvement. Need assistance creating an employee handbook or devising a recruitment strategy? HR experts offer the knowledge to set you on the correct course.

For Middle Eastern firms, hiring the correct expert is critical. Look for HR consulting businesses in Qatar or Riyadh that have a thorough awareness of local rules and cultural peculiarities.

HR Management Services: A Helping Hand with Everyday Needs

HR management services extend beyond one-off consultations. These companies serve as an extension of your human assets department, protecting functions that include payroll processing, blessings administration, and employee relations. This lets you pay attention to what you do high-quality: operating your enterprise.

The finest HR outsourcing suppliers serve organizations of all sizes. Whether you're a small company owner looking for “HR & Payroll Outsourcing near me” or a larger corporation seeking comprehensive HR help, there's a solution waiting to be discovered.

HRIS: The Tech-savvy Solution

Technology is reshaping the HR sector. Human Resource Management Systems (HRIS) are cloud-primarily based systems that help you manipulate your HR activities. An HRIS can automate numerous repetitive operations, like software tracking and overall performance monitoring, saving you time and money.

Investing in HRIS schooling guarantees that your personnel make the maximum of this valuable generation. Whether you are looking for “HRIS education” or “Payroll schooling”, there is a lot of equipment to be had to help you use technology for advanced HR control.

Finding the Best Fit: Choosing the Right HR Solution

With so numerous HR answers accessible, selecting the suitable one can be hard. Here are a few important considerations:

Your Business Needs: Determine your unique HR problems and desires. Do you want assistance with recruiting, payroll, or compliance?

Company Size: Different answers are tailored to exclusive enterprise sizes. Small firms can profit from outsourcing basic HR operations, whilst bigger enterprises may require a more comprehensive solution.

Budget: HR solutions vary in price based on the services provided. Before looking at choices, make sure you understand your budget limits.

HR Reality Check: Do not become lost in the maze of HR solutions. Take some time to study your requirements, discover your alternatives, and select an answer that will permit you to develop a sturdy, successful crew. may be a first-rate aid for navigating the ever-changing global of HR.

Remember that a properly designed HR strategy is an investment for your most critical asset: your employees. By choosing the appropriate HR answer, you could guarantee that your workforce feels appreciated, engaged, and effective, pushing your agency to lengthy-time period fulfillment.