EMPLOYEE ABSENCE. How to Manage. 1. Know what you want. 2. Do your research. Sage HR & Payroll How to Manage Employee Absence
|
|
- Clare Harmon
- 8 years ago
- Views:
Transcription
1 1. Know what you want Easier said than done? Make a list of what s important to your business, plus any pain points you have where things are not going right. You need to align your aims with those of the business. It s not all about you, either: you need to get others involved. You ll need to get the input of IT, the FD, employees and managers, so think now about who you need to consult. 2. Do your research Get recommendations from those in your network already using different systems. Use social media to seek recommendations - Twitter and groups on LinkedIn. Remember, it s not one size fits all here, so consider what makes your business different when you hear other people s experiences. Use supplier directories, comparison sites, supplier websites, exhibitions and recognised professional bodies such as CIPD and CIPP. For example, the CIPD run a technology show every year with a free exhibition which is always good for getting to understand products and see demos of software. How to Manage EMPLOYEE ABSENCE
2 The cost of sickness absence The DWP s (Department of Work and Pensions) Health and Wellbeing at Work Report found large employers reported a higher incidence of sickness absence than small and medium employers. With this said it is estimated that the cost of staff sickness to UK small businesses could be 3.4 billion* with a collective loss of 63 million days lost through sickness. It is also estimated that sickness rates are 27% higher in winter. Any reduction through better management can significantly improve productivity and profit levels. Cost reductions can come from reducing unworked time, overtime, temporary staff, and improving productivity and administration. CIPD s Annual National Absence Survey for 2015 found that the average level of employee absence had increased slightly compared with 2014, from 6.6 to 6.9 days per employee, although it remains lower than in 2013 (7.6 days). There is, however, considerable variation in absence levels across and within sectors. Average absence has increased most in the public sector (where it is now 50% higher than in the private sector), while it has decreased slightly in manufacturing and production. The level of absence also tends to be higher in larger organisations, regardless of sector. Ensuring line managers have the skills required to manage absence and to provide the appropriate support to employees is vital. Monitoring the cost of absence is a crucial step in reducing absence rates, especially in times of tight cost control. There are a number of key areas that you will need to focus on if you want to reduce absence levels and increase productivity. It is useful to identify if your attendance management processes are effective by answering the following questions: Does your organisation monitor absence levels? Can absence levels be measured and trends spotted? Are organisational absence targets set and benchmarked each year? Do you know the sickness absence rate for your organisation for the last 12 months? Are the levels of absence in excess of the CIPD average of 6.9 days per employee? Do you feel your current processes and procedures are effective? Measure and monitor If you answer no to any of the above questions you may want to look at the benefits of implementing some of the following measures if you haven t already. A clear absence policy stating measures to act as trigger points when absence levels reach a point when they need to be investigated. The policy should explain the rights and obligations of employees when absent due to sickness and the interventions and disciplinary procedures for unacceptable attendance levels. An effective sickness absence monitoring process to identify trends and explore underlying causes of sickness. Compare / benchmark sickness levels and set a target for reducing sickness levels. Review the benefits of trigger systems such as Bradford Factor Points or rolling absence years. Include line managers in the absence management process. Invest in accessing Occupational Health professionals. 2
3 Reducing absence levels using specialist HR software To ensure that productivity levels are maximised it is crucial to look at reducing unplanned absences to ensure that in-house resources are fully utilised. Many companies are seeing the benefits of investing in technology to boost their human resources performance. Implementing an HR software system can help employers use their resources more efficiently whilst also providing reports and management information to identify and deal with individuals / teams where the levels of absence are of concern. HR Information Systems will not only provide detailed reports, they can be used to spot trends, automate absence administration and help to ensure that processes and procedures are adhered to. High levels of absence can put increasing pressure on productivity, staff morale and temporary recruitment costs. HR and payroll software systems that can streamline these processes and help identify areas of concern and the costs attributable to absenteeism are essential. Communication and procedure adherence with employees can be improved with self-service and workflow systems which enable staff and managers to access personal HR data and manage much of the transactional absence process electronically. While technology is not a replacement for effective HR and payroll policies and processes, it can be a powerful tool in enabling HR and payroll professionals to boost their company s performance and productivity. With the right software systems HR and payroll professionals can be freed from much of the administrative burden of their role and be in a stronger position to make a more strategic contribution to business goals. As well as helping to streamline processes, software tools that are likely to add the greatest value are those that help HR demonstrate improved staff performance and bring in greater efficiencies across the business. Overcoming common challenges How can I reduce operational and overhead costs associated with absence management? HR systems can help to streamline HR and payroll administration by removing the transactional elements to internal systems and processes such as: Automating absence reports via a workflow tool alerting HR and line managers to areas within the business that have unusually high absence or turnover rates so that problems can be addressed and costs reduced. This automation will remove the requirement to manually check individual incidences of sickness by ing individual managers when employees have reached a trigger point. Less time spent on checking and sending s, reminders and information to line managers and employees. How do I identify if absence levels are higher than average? Calculate the average number of absence days per employee and compare to the CIPD average. To calculate the average number of sickness absence days use the following calculation: Total number of sickness absence days (12 months period) If the average number of sickness absence days is more than 6.9 days per employee this would indicate higher than average sickness levels. Average total number of staff You will be able to identify if there is a potential problem that you need to address or that the measures you have in place are working. 3
4 Certain departments appear to have higher levels of sickness absence than others what can I do? Identify and compare the rates of absence between departments. This can be achieved by producing and monitoring reports obtained from you HR system to compare absence levels between departments. Once a problem area is identified the information can be reviewed to identify any employees that are on long term sick or persistent repeat short term absences. These can then be addressed through your sickness absence policies and procedures. By monitoring and addressing problems sickness absence levels should reduce and productivity increase. How can I demonstrate that investing in a new HR system will increase productivity? Reducing the average days of sickness per employee can make a large quantifiable difference as per the example below: Reducing Sickness Levels / Improving Productivity Average Sickness 2015 (CIPD) 6.9 days per employee Average cost per employee per year 600 ( per day) In this example by reducing the number of sickness absence days per employee by just 0.9 days per year has generated an additional 450 productivity days. My organisation seems to be undergoing constant change how can a software solution help me? Software solutions will create a framework for successful people management and enable HR professional s to make a more strategic contribution towards business goals by: Providing data and information to identify trends (such as reasons for leaving, turnover statistics, absence statistics and salary information) to help inform decisions and changes. Choosing the right software solution for your business is crucial. A good system will grow with your organisation and be flexible enough to change to meet your new requirements. Key software functionality Ensure that your chosen system will efficiently help you to report on and manage sickness levels by making sure: People management processes are steamlined providing all of the comprehensive information that is required. Reports can be automatically run (including Bradford Factor) and distributed to the appropriate managers and staff. Based on 500 employees 500 x 6.9 days = 3,450 actual lost days per year Lost Opportunity Cost Lost Opportunity Saving 304, Allow individual absence levels to be reported on so that trends and potential problems can be identified. Comparative departmental reports can be produced to identify problems in particular departments. Managers are given the tools to manage their staff more effectively. Investment of time to reduce absence levels to 6.0 days per year per employee (3,000) 500 staff *6.0 days = 3,000 lost days per year 264, , Plus additional 450 productivity days 4
5 Additional Information: Lost time rate: This measure expresses the percentage of total time available which has been lost due to absence, and can be calculated separately for different departments to identify areas of concern. Total absence (hours or days) in the period Possible total (hours or days) in the period x 100 Bradford Factor: By measuring the number of spells of absence the Bradford Factor identifies persistent short-term absence for individuals. It is calculated using the formula: S x S x D S = number of spells of absence in 52 weeks taken by an individual D = number of days of absence in 52 weeks taken by that individual For example: 10 one-day absences: 10 x 10 x 10 = 1,000 Frequency rate: This measure shows the average number of absences per employee as a percentage. It gives no indication of the length of each absence period or any indication of employees who take more than one spell of absence. Number of spells of absence in the period Number of employees x ten day absence: 1 x 1 x 10 = 10 5 two-day absences: 5 x 5 x 10 = 250 Companies usually set various triggers that can be linked to the disciplinary process for example 216 points could instigate a disciplinary review at first written warning level. Refer to ACAS for disciplinary policy and procedure details: * Viking Office Survey For more info: Visit snowdropkcs@sage.com 5
6 HR & Payroll Sage (UK) Limited, 4 Witan Way, Witney, Oxon OX28 6FF Telephone: snowdropkcs@sage.com Web: Sage (UK) Limited 2016 HD 01/16 Paper from well managed forests 2016, The Sage Group plc or its licensors. Sage, Sage logos, Sage product and service names mentioned herein are the trademarks of The Sage Group plc or its licensors. All other trademarks are the property of their respective owners.
How to manage employee. absence. bsenc
How to manage employee absence ploye bsenc The cost of sickness absence The DWP s (Department of Work and Pensions) Health and Wellbeing at Work Report found large employers reported a higher incidence
More informationInvesting in a new HR and Payroll system. nvesting
Investing in a new HR and Payroll system nvesting R and Investing in a new HR and Payroll system What to do if your HR and/or Payroll systems need updating Investing in a new, or upgrading your existing
More informationReport of Kim Jobson Head of Human Resources and Organisational Development
Item No. 5 Corporate Issues Overview & Scrutiny 27 January 2011 Managing Sickness Absence Report of Kim Jobson Head of Human Resources and Organisational Development Purpose of the Report 1 To provide
More informationSickness Absence Report 2011-2012. The Big Life Group. Sickness Absence Report - April 2011 to March 2012
The Big Life Group Sickness Absence Report - April 2011 to March 2012 1. INTRODUCTION From April 2009, managers have been recording sickness on the HR Database in place of the paper based attendance records.
More informationWhy integrate your HR and Payroll solutions? ntegrate
Why integrate your HR and Payroll solutions? ntegrate R and Integrating people management The last few years have seen an increasing trend towards greater integration between HR and payroll. Driven by
More informationAN INDEPENDENT INSERT BY MEDIAPLANET HR SOFTWARE. The greatest savings you ve ever imagined. From the biggest company you ve never heard of.
Absence Avoid draining the budget AN INDEPENDENT INSERT BY MEDIAPLANET Ask the experts The key to unlocking potential No. 1 / June 11 HR SOFTWARE MAKE YOUR BUSINESS EFFICIENT Looking at how using the right
More informationHow to buy HR software: a 60-minute guide for employers. Presented by Denis W Barnard, director, Hrmeansbusiness Ltd
How to buy HR software: a 60-minute guide for employers Presented by Denis W Barnard, director, Hrmeansbusiness Ltd How to buy HR software: a 60-minute guide for employers Rob Moss Editor Personnel Today
More informationSage HRMS. Punching in for Improved Workforce Management: The Top Seven Benefits of an Automated Time and Attendance System
Sage HRMS Punching in for Improved Workforce Management: The Top Seven Benefits of an Automated Time and Attendance System Table of Contents Introduction... 3 Reliable Accuracy... 3 Increased Productivity...
More informationWEEK SIX Performance Management
WEEK SIX Performance Management Performance Management: objective-setting and systematic performance review Monitoring Performance: control/monitoring systems, absence control and the design of disciplinary
More informationMANAGING ATTENDANCE PROCEDURE (SICKNESS) (All Staff) September 2013
MANAGING ATTENDANCE PROCEDURE (SICKNESS) (All Staff) September 2013 The Academy Board of Washwood Heath Academy adopted this procedure on 8 October 2013 and it will be reviewed on annually Washwood Heath
More informationSickness absence policy
Sickness absence policy This policy forms part of your contract of employment. The councils are entitled to introduce minor and non-fundamental changes to this policy by notifying you of these changes
More informationIn house or Outsource: Exploring your Payroll
In house or Outsource: Exploring your Payroll In house or Outsource Options Whatever the size of your organisation if you employ staff, you have to run a payroll. There are, however, a range of different
More informationHow to implement a HR and Payroll system. mplement
How to implement a HR and Payroll system mplement R and The role of HR has changed dramatically in the last few years. Gone are the days when a job in HR might involve administering payroll and employee
More informationThe crucial role of HR and the challenges it faces. rucial
The crucial role of HR and the challenges it faces rucial The crucial role of HR and the challenges it faces HR and payroll systems are one aspect of business management that is ubiquitous. No matter what
More informationEvery second counts: using technology to monitor employee working time and the true cost of absence.
Every second counts: using technology to monitor employee working time and the true cost of absence. Let Unity ripple through your business Every second counts: using technology to monitor employee working
More informationMANAGING SICKNESS ABSENCE AND EMPLOYEE RIGHTS. LRA Good Practice Seminar
MANAGING SICKNESS ABSENCE AND EMPLOYEE RIGHTS LRA Good Practice Seminar What is absence? Absence refers to the non attendance of employees for scheduled work when they are expected to attend Types of absence
More informationSTRESS POLICY. Stress Policy. Head of Valuation Services. Review History
STRESS POLICY Title Who should use this Author Stress Policy All Staff SAC Approved by Management Team Approved by Joint Board Reviewer Head of Valuation Services Review Date 2018 REVIEW NO. DETAILS Review
More informationSage HRMS I Planning Guide
I Planning Guide What the CEO Needs From Human Resources How to help executives make well-informed decisions about the workforce. Table of Contents Top Business Challenges for Today s CEO... 3 What the
More informationSHORT TERM SICKNESS ABSENCE MANAGEMENT GUIDANCE NOTES (MGN32) Final
SHORT TERM SICKNESS ABSENCE MANAGEMENT GUIDANCE NOTES (MGN32) Final Created By Amended by PCH HR Advisors 10.01.2012 Further amendments made at maximising attendance working group Jan & Feb 2012 Approved
More informationEmployee / Manager Self Service Talent Management e-hr
Employee / Manager Self Service Talent Management e-hr About Sage MicrOpay Every organisation is different. So it s nice to know one company is able to meet the human resources and payroll challenges you
More informationAn Introduction to Moorepayhr. A cloud-based integrated HR and Payroll solution specifically designed for small and medium sized businesses.
An Introduction to Moorepayhr A cloud-based integrated HR and Payroll solution specifically designed for small and medium sized businesses. Table of Contents 0 Welcome 04 About Moorepay 05 What is Moorepayhr?
More informationPayroll, HR and Business Services
Payroll, HR and Business www.employerservices.co.uk contents 01 About Us 02 Payroll 03 HR Management 04 Business 05 Auto Enrolment 06 Why Choose esl 01 About Us In 1999 esl ran their first payroll in the
More informationWhitepaper. The Missing Piece of Absence Management Turning Data into Dollars
Whitepaper The Missing Piece of Absence Management Turning Data into Dollars EXECUTIVE SUMMARY Liberty Mutual conducted a survey of more than 300 employers to better understand how employers address absence
More informationSpecialist payroll outsourcing Specialist payroll outsourcing. How to get the best from a Payroll Services Provider
Specialist payroll outsourcing Specialist payroll outsourcing How to get the best from a Payroll Services Provider Content Title Page Introduction 3 Payroll Expertise 4 Approaching Payroll Outsourcing
More informationESSEX FIRE AUTHORITY Essex County Fire & Rescue Service
ESSEX FIRE AUTHORITY Essex County Fire & Rescue Service Agenda Item 8 Page 1 of 9 MEETING Audit, Governance & Review Committee AGENDA ITEM 8 MEETING DATE 11 December 2013 REPORT NUMBER SUBJECT REPORT BY
More informationAppendix 2e. DIRECTORATE OF AUDIT, FF RISK AND ASSURANCE Internal Audit Service to the GLA. Follow up Review of Sickness Monitoring and Control
Appendix 2e DIRECTORATE OF AUDIT, FF RISK AND ASSURANCE Internal Audit Service to the GLA Follow up Review of Sickness Monitoring and Control EXECUTIVE SUMMARY 1. Background 1.1 This audit follows up the
More informationSage HRMS. Make a positive difference for your business and your employees
Sage HRMS Make a positive difference for your business and your employees Maximize Your Return on Employee Investment Do you treat your employees like investments? A company is only as good as its workforce.
More information2.1 notes the statistics and information contained within this report;
DUNDEE CITY COUNCIL REPORT TO: Personnel Committee - 15 August 2005 REPORT ON: REPORT BY: Sickness Absence Management Assistant Chief Executive (Management) REPORT NO: 485-2005 1 PURPOSE OF REPORT 1.1
More informationManaging Absence Procedure
Managing Absence Procedure Human Resources 1 Introduction 1.1 The University is committed to maintaining the health, safety and wellbeing of its most important asset its workforce, and will seek to adopt
More informationManaging Sickness Absence Policy HR022
Managing Sickness Absence Policy HR022 To be read in conjunction with section 14 of the NHS Terms and Conditions of Service Handbook Date Drafted: Oct 2008 Review Date: Oct 2010 Version: V1.0 Author of
More informationScotland s public sector workforce. Good practice guide
Scotland s public sector workforce Good practice guide Prepared by Audit Scotland March 2014 Contents Introduction... 4 Purpose of the guide... 4 What s in the guide?... 4 Part 1. Good practice in workforce
More informationInternal Audit Review: Sickness Absence
Internal Audit Review: Sickness Absence 5 Boroughs Partnership NHS Foundation Trust January 2015 Contents The contacts at KPMG in connection with this report are: Tim Cutler Director KPMG LLP (UK) Tel:
More informationUniversity Campus Suffolk. Sickness Absence Policy and Guidelines. 1. Introduction
University Campus Suffolk Sickness Absence Policy and Guidelines 1. Introduction UCS is committed to ensuring the health and wellbeing of its staff and seeks to promote a healthy working environment through
More informationCARE HOME MANAGEMENT SOFTWARE
CARE HOME MANAGEMENT SOFTWARE // CONTENTS 02 About Us 03 Introducing CoolCare4 05 Dashboard 07 Caring for Residents 11 Care Home Staff 15 Home Management 17 Virtual Notice Board 18 Performance Analysis
More informationHorniman Museum and Gardens
Horniman Museum and Gardens Statement of requirements for a human resources management system Tender submissions due by 2pm on Thursday 31 January 2013 January 2013 final version Page 1 of 15 1 Table of
More informationA director s guide: 10 tips to cut recruitment costs. An information guide from Access. consulting software solutions www.theaccessgroup.
A director s guide: 10 tips to cut recruitment costs An information guide from Access consulting software solutions www.theaccessgroup.com Overview Whether you re an employer, agency or job seeker, the
More informationNEW Sage 50 HR. From less than 2 per month per employee*
NEW Sage 50 HR From less than 2 per month per employee* Did you know, all employees, regardless of the number of hours they work per week, are entitled to receive a written statement from their employer
More informationEasy, practical and affordable
Easy, practical and affordable Piilo software is focused on making talent and human capital management easy, practical and affordable for small, medium and large businesses. Piilo software helps you manage
More informationSage HRMS Automate time and attendance: Seven reasons it makes good sense
Automate time and attendance: Seven reasons it makes good sense Table of contents Introduction 3 Reliable accuracy 3 Improved regulatory compliance 4 Insight into true labor costs 5 Increased productivity
More informationEffective Management of Sickness Absence Procedure
Effective Management of Sickness Absence Procedure 1. Introduction 1.1. This procedure is intended to be read in conjunction with the Managing Sickness Absence Policy and Code of Practice. 1.2. The University
More informationManaging sickness absence - policy and procedure
Managing sickness absence - policy and procedure Absence Management, Issue 2, March 2008 Page 1 Contents 1. Introduction...3 2. Policy aim...3 3. General guidance...3 4. General responsibilities...4 4.1
More informationMANAGING SICKNESS ABSENCE POLICY
MANAGING SICKNESS ABSENCE POLICY Policy Devised: March 2013 Adopted on: 5 th December 2013 Review date: December 2014 1. BACKGROUND 1.1 From time to time employees may suffer ill health and it is essential
More informationAPPENDIX 1 BIBLIOGRAPHY
APPENDIX 1 BIBLIOGRAPHY Bevan S, Barber L, Hayday S (1999), From People to profits, IES Report 355 Bevan S, Hayday S (1998), Attendance management: a review of good practice, IES Report 353 Bruyer S, James
More informationHuman Resources ATTENDANCE MANAGEMENT POLICY AND PROCEDURE. Agreed June 2013
Human Resources ATTENDANCE MANAGEMENT POLICY AND PROCEDURE Agreed June 2013 To be reviewed 2015 Contents Page 1. Scope and Policy 3 2. Accountability 3 3. Learner Involvement 3 4. Process 4.1 Rules for
More informationMaximize every dollar you invest in employees.
1 Overview 2 Maximize every dollar you invest in employees. The right people make all the difference. It s true in small companies, large companies, and everywhere else. A business itself does not generate
More informationHuman Resource Management Flexible, configurable and easy to use
Human Resource Flexible, configurable and easy to use Candidate Selection, Credentials, On Boarding, Develop, Performance, Competency, Health & Safety, Retention, salary Replacement, Qualifications, Induction,
More informationAutomate Complex Pay Rules While Streamlining Time and Attendance Management
SAP Brief SAP Extensions SAP Time and Attendance Management by WorkForce Software Objectives Automate Complex Pay Rules While Streamlining Time and Attendance Management Gaining real-time insights to help
More informationSubstitute Teacher Services and Outsourcing Relationships IASBO May 8th
Substitute Teacher Services and Outsourcing Relationships IASBO May 8th Outsourcing Substitutes is a Professional Approach WE USE THE LARGEST EMPLOYER OF SUBSTITUTE TEACHERS NATIONWIDE. Places qualified
More informationTargeted Marketing Effectiveness with the Sage 200 Suite
Targeted Marketing Effectiveness with the Sage 200 Suite Gaining a deeper understanding of your customers and their buying behaviour is critical in today s competitive marketplace. The Sage 200 Suite provides
More informationDepartment of Human Resources. Performance Management An introduction
Department of Human Resources Performance Management An introduction 1 Contents 1. What is Performance Management 3 2. Key principles 5 3. Tools and Resources 7 4. Performance Management 8 Health Check
More informationEmpowering you to outperform
HR Outsourcing Empowering you to outperform Sharing HR expertise and helping you to do what you do best. Contents 4 Award-Winning HR Services Who are we? 6 Why outsource your HR and payroll? Add real value
More informationPROACTIS Solutions & Services for Procurement
PROACTIS Solutions & Services for Procurement What we do for you as the person responsible for procurement How We Help increase savings, reduce risk and improve efficiencies by increasing your organisation
More informationPutting you in control www.ngahr.ie
The UK & Ireland s Most Powerful HR and Payroll Solution Putting you in control www.ngahr.ie Contents 3 The HR and Payroll Platform of Choice 4 The Perfect Tool for HR and Payroll Professionals 5 Self-Service
More informationAttendance Management City of York Council Internal Audit Report 2013/14
Attendance Management City of York Council Internal Audit Report 2013/14 Business Unit: Corporate and Cross Cutting : Assistant Director - Customers & Employees Service Manager: P3 P2 P1 Date Issued: 09/07/2014
More informationNOTTINGHAM UNIVERSITY HOSPITALS NHS TRUST POLICIES AND PROCEDURES MANAGEMENT OF ATTENDANCE AND SICKNESS ABSENCE POLICY. Documentation Control
NOTTINGHAM UNIVERSITY HOSPITALS NHS TRUST POLICIES AND PROCEDURES MANAGEMENT OF ATTENDANCE AND SICKNESS ABSENCE POLICY Documentation Control Reference HR/P&C/003 Date approved 4 Approving Body Trust Board
More informationJOB AND PERSON SPECIFICATION
JOB AND PERSON SPECIFICATION Job Title: Division Grade: Reward Adviser G Reports To: Head of Organisational Development and Systems General Information The Commonwealth Secretariat is the principal inter-governmental
More information7 top tips for streamlining your payroll processes
7 top tips for streamlining your payroll processes Here s what we re going to cover: Timesheets Payroll documents Holiday absence Statutory payments Overtime & bonuses Auto-enrolment Reporting Timesheets
More informationHR.net. HR.net. Human Resource Management Flexible, configurable and easy to use
HR.net HR.net Human Resource Management Flexible, configurable and easy to use Candidate Selection, Credentials, On Boarding, Develop, Performance, Competency, Health & Safety, Retention, Replacement,
More informationPUBLIC HEALTH PROGRAMME GUIDANCE DRAFT SCOPE
NATIONAL INSTITUTE FOR HEALTH AND CLINICAL EXCELLENCE PUBLIC HEALTH PROGRAMME GUIDANCE DRAFT SCOPE 1 Guidance title Guidance for primary care services and employers on the management of long-term sickness
More informationJob description HR Advisor
Job description HR Advisor Main purpose of job To work closely with colleagues in the HR Business Partner team along with the wider PDO directorate to ensure delivery of a first class, professional and
More informationOptimising talent management through technology
Optimising talent management through technology Choosing the right solution to enable your talent management strategy and support the entire employee lifecycle. Selection Guide What are you doing to keep
More informationHR Systems Implementation Manager. HR team, Finance Team, External Merlin IT Systems Support Providers, Sage Snowdrop
Job description Position: Department: Responsible to: Works with: Grade : Salary : Duration: HR Systems Implementation Manager HR HR Director HR team, Finance Team, External Merlin IT Systems Support Providers,
More informationAutomated holiday and sickness management system. Increased efficiency. Reduced costs. Better business.
Automated holiday and sickness management system Increased efficiency. Reduced costs. Better business. 02 meet e-days the ultimate holiday planning and sickness management tool e-days is a web-based self-service
More informationAbsence Management Policy
Absence Management Policy 1. Policy Statement The University is committed to developing a working environment and working practices which help maintain and improve the health of our employees. As such,
More informationKronos. Workforce Ready for small and midsize businesses. It s enterprise-class workforce management. Simplified.
Kronos Workforce Ready for small and midsize businesses It s enterprise-class workforce management. Simplified. How can you best grow in today s tough economic climate? A key strategy in the current economic
More informationAdditional Hours & Overtime Policy
Additional Hours & Overtime Policy Document Profile Box Document reference: Version: Draft 1.6 Ratified by: Date ratified: Name of originator/author Head of HR Name of responsible Workforce Equality Comittee
More informationLondon Borough of Hammersmith & Fulham
London Borough of Hammersmith & Fulham OVERVIEW & SCRUTINY BOARD 28 JANUARY 2014 UPDATE ON SICKNESS ABSENCE MANAGEMENT IN LBHF Report of the Corporate Director Open Report Classification: For Scrutiny
More informationSage 50 Payroll. New. Payroll software for small to medium sized businesses who need complete control and confidence in their payroll process.
New Payroll software for small to medium sized businesses who need complete control and confidence in their payroll process. 1 What is Sage 50 Payroll? Sage 50 Payroll provides you with the confidence
More informationManaging Attendance with Points Reduce Absenteeism, Control Labor Costs and Improve Workforce Management
Managing Attendance with Points Reduce Absenteeism, Control Labor Costs and Improve Workforce Management Executive Summary Organizations that face employee absenteeism and attendance issues can find their
More informationDRAFT MANAGEMENT OF EMPLOYEE CAPABILITY: ATTENDANCE MANAGEMENT POLICY
DRAFT MANAGEMENT OF EMPLOYEE CAPABILITY: ATTENDANCE MANAGEMENT POLICY CONTENTS Section Page 1 Introduction 2 2 Scope 2 3 Key Responsibilities 3 4 Definitions used Within the Policy 3 5 Recording & Monitoring
More informationARGYLL AND BUTE COUNCIL SUPPORT SERVICES REVIEW HR & PAYROLL EXECUTIVE SUMMARY- 2 NOVEMBER 2011
ARGYLL AND BUTE COUNCIL SUPPORT SERVICES REVIEW HR & PAYROLL EXECUTIVE SUMMARY- 2 NOVEMBER 2011 1 Introduction 1.1 The Heads of Customer & Support Services, Improvement & HR and the workstream leads for
More informationSage 100 ERP I White Paper
I White Paper Stay in Control: The benefits of in-house payroll software How in-house payroll systems deliver long-term control and flexibility over the payroll process Table of Contents Introduction...
More informationSage HRMS I Planning Guide
I Planning Guide HR Technology Tools: What You May Be Missing Improving results and lowering costs with a Human Resource Management System Table of Contents Introduction... 1 The Role of HRMS Techology...
More informationSickness Absence Management Policy and Procedure
Sickness Absence Management Policy and Procedure February 2014 SICKNESS ABSENCE MANAGEMENT AND POLICY AND PROCEDURE POLICY STATEMENT 1. Purpose and Core Principles 1.1. Leeds Beckett University aims to
More informationManaging Attendance with Points
Managing Attendance with Points Reduce Absenteeism, Control Labor Costs and Improve Workforce Management Summary Organizations that face employee absenteeism and attendance issues can find their labor
More information0845 345 3300 tellmemore@theaccessgroup.com www.theaccessgroup.com. HR, talent management and payroll
0845 345 3300 tellmemore@theaccessgroup.com www.theaccessgroup.com HR, talent management and payroll Welcome to Access We are here to give you the advice, tools and clarity you need to make effective HR
More informationPOLICY. Sickness Management Policy
POLICY Sickness Management Policy Contact Officer Director of Personnel Purpose The Sickness Management Policy plays a significant role in facilitating the health and wellbeing of staff and promoting health
More informationSage Abra HRMS. Evaluating Payroll Options For Your Mid-Sized Business: In-house, Outsourced, or a Blend of Both?
Sage Abra HRMS Evaluating Payroll Options For Your Mid-Sized Business: In-house, Outsourced, or a Blend of Both? August 2005 TABLE OF CONTENTS Introduction... 5 Options for Payroll Processing....5 Assessing
More informationABERDEEN CITY COUNCIL. Finance Policy and Resources Committee. Sickness Absence Update and Revised Maximising Attendance Policy
ABERDEEN CITY COUNCIL COMMITTEE Finance Policy and Resources Committee DATE 6 May 2014 DIRECTOR TITLE OF REPORT REPORT NUMBER: CHECKLIST RECEIVED: Angela Scott Sickness Absence Update and Revised Maximising
More informationNHS North Somerset Clinical Commissioning Group
NHS North Somerset Clinical Commissioning Group HR Policies Managing Sickness Absence Approved by: Quality and Assurance Group Ratification date: September 2013 Review date: September 2016 Elaine Edwards
More informationSick Pay Insurance: Easing the headache of short-term absence
Sick Pay Insurance: Easing the headache of short-term absence Because everyone needs a back-up plan unum.co.uk 2 2 Why should I have Sick Pay Insurance? Sickness absence causes problems for every business.
More informationSICKNESS ABSENCE POLICY
chapter _v 1/10/2004 12:18 pm Page SICKNESS ABSENCE POLICY. SICKNESS ABSENCE POLICY.1 Introduction.2 Aims.3 Definition of Sickness Absence.4 Entitlements. Entitlement to Statutory Sick Pay (SSP).6 Notification
More informationPROCEDURE FOR MANAGING SICKNESS ABSENCE
PROCEDURE FOR MANAGING SICKNESS ABSENCE ORKNEY ISLAND S COUNCIL PROCEDURE FOR MANAGING SICKNESS ABSENCE 1 INTRODUCTION The Council s procedure on the management of sickness absence is outlined below. The
More informationWorkforce Solutions Talent Management Self Service
Workforce Solutions Talent Management Self Service About Us Employee and Manager Self Service 5 ConnX Pty Ltd is a software and solution provider where the sole focus of everyone in the company is developing
More informationSnowdropKCS. Integrated HR & Payroll Solutions Overview Brochure
SnowdropKCS Integrated HR & Payroll Solutions Overview Brochure About Sage Sage UK was established in 1981 to equip small businesses with the tools they need to manage their business processes in an increasingly
More informationSICKNESS ABSENCE MANAGEMENT
SICKNESS ABSENCE MANAGEMENT 1. Introduction The levels of absence amongst staff are of vital importance to the success of any organisation and none more than at the schools within the federation. Health
More informationfor small and medium sized businesses An unques onable HR So ware choice for businesses wan ng to be outstanding 1 Simple, Intui ve and Consolidated... With the amount of information we have to input,
More informationInnovative HCM Solutions
Innovative HCM Solutions Human Resources. Payroll. Time & Attendance. HR Analytics. Bureau Payroll. Managed Services 1 About Us... COA Solutions Ltd is a privately held company that, for over 20 years,
More informationEmpLive Workforce Management Solutions
EmpLive Workforce Management Solutions Overview EmpLive is a cloud-based workforce management suite designed to simplify and automate an organisation s rostering, attendance, and pay rule calculation processes.
More informationHuman Resources Report 2014 and People Strategy
24 February 2015 Council 5 To consider Human Resources Report 2014 and People Strategy Issue 1 The annual report on Human Resources issues and a proposed People Strategy. Recommendations 2 Council is asked
More informationHealth & Wellbeing Framework. Absence Management Policy
Health & Wellbeing Framework Absence Management Policy 1 Introduction This Policy is part of the Health & Wellbeing Framework which is made up of a number of elements which together encompass all formal
More informationIt s enterprise-class workforce management. Simplified.
It s enterprise-class workforce management. Simplified. ---.. ' ---- - ---t -- - - - - -....-,~ - r.- -- How can you best grow in today s tough economic climate? A key strategy in the current economic
More informationJOB DESCRIPTION. To work flexibly and contribute to continuous improvement of services provided by the Department.
JOB DESCRIPTION Post Title: Employer: Responsible To: HR Advisor [Maternity Cover] Hafod Corporate Services Ltd Head of HR MAIN OBJECTIVES OF THE POST To support the Head of HR in providing a proactive,
More informationSelf Assessment STANDARDS
Self Assessment STANDARDS www.wellbeingcharter.org.uk This pack contains an overview of the Workplace Wellbeing Charter, including the Charter Framework, the Assessment Standards and other useful information.
More informationSage Abra HRMS I White Paper. 5 Things to Consider When Choosing a Human Resources Management Systems (HRMS)
Sage Abra HRMS I White Paper 5 Things to Consider When Choosing a Human Resources Management Systems (HRMS) Sage Abra HRMS The 5 Things to Consider When Choosing a Human Resources Management Systems (HRMS)
More informationSickness Absence Policy
Sickness Absence Policy Version: 2.4 Status: Title of originator/author: Name of responsible director: Developed/revised by group/committee and Date: Approved by group/committee and Date: Approved Deputy
More informationKey Findings 3. The Workforce Management Technology Maturity Model 4. Present Challenges 6. Workforce Automation 8
Table of Contents Introduction 3 Key Findings 3 The Workforce Management Technology Maturity Model 4 Present Challenges 6 Workforce Automation 8 Ranking the Degree of Automation 10 The Importance of Governance
More informationAcknowledgements How to use the Toolkit Introduction
Contents Acknowledgements How to use the Toolkit Introduction ix xi xiii CONTENTS Section 1: Foundations for handling performance problems 1 Tool 1.1 How do we get people to perform? 2 Tool 1.2 Why everyone
More informationSpecialist staffing software. Achieving Recruitment Best Practice
Specialist staffing software Achieving Recruitment Best Practice Content Page Content Page Achieving Recruitment Best Practice 3 Information Value 4 Business Development 5 Effective Resourcing 7 Understanding
More informationDEPARTMENT FOR WORK AND PENSIONS. Managing Attendance in the Department for Work and Pensions
DEPARTMENT FOR WORK AND PENSIONS Managing Attendance in the Department for Work and Pensions REPORT BY THE COMPTROLLER AND AUDITOR GENERAL HC 18 Session 2004-2005 8 December 2004 DEPARTMENT FOR WORK AND
More information