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@wetstoneworks
STRUCTURE OF PROCEDUREROCK PAYROLL WHAT WE DO. Payroll is a low-cost payroll solution that supports an unlimited number of employees and users, with support for tracking benefit accruals and multiple deduction types, as well as providing compliance
We are now a full HRIS Software. Welcome to Payroll.
Now a free download everybody! Get on board with the team.
A must read in Australia!
https://procedurerock.com/blogs/
Our new blog is established. The app arrives Friday. Stay tuned...
A-Z of effective policy creation (part 3)
P: Preparation of manuals for policies and procedures must accurately reflect the agreed outcomes of the consultative process.
Q: Question the user access to the site/s and the need for security in certain areas.
R: Register on site recognition by administration of all operational procedures.
S: Seek external advice where necessary as nobody has a monopoly on wisdom.
T: Total evaluation at regular intervals of the consultative process are necessary to ensure the corporate objective is being realised.
U: Utilise all methods of communication with stakeholders to ensure the best possible outcomes in the exchange of information.
V: Verify at all stages of the process that stakeholders as defined understand the achievements thus far and the future objectives.
W: Worry has never achieved solutions to problems. Clear Objective consideration of pertinent data will deliver appropriate outcomes.
X: Xtreme care is required with all aspects of online security.
Y: You are just about there, do not be over diligent with policy creation just ensure the basics are clearly understood.
Z: You have arrived here which in effect means you have established a Procedures Policy which means you can get on with running a safe, secure and efficient business with a Cloud based technology in Procedure Rock.
A-Z of effective policy creation (part 2)
J: Justify all business functions as the process develops. Is this necessary for the success and growth of the business operations?
K: Know your product/s and your people as these are the ingredients for success.
L: Liaise with IT staff/Consultants regarding the effective incorporation of Policies and Procedures as such are developed through the consultative process.
M: Maximize the opportunities that will present themselves during the consultative process in terms of improved relationships with the various stakeholders.
N: New policies and procedures as developed will as per item L be incorporated.
O: Omit old policies and procedures and ensure such action is understood by all stakeholders along with effective dates of operation.
What is a workplace policy?
A policy is a statement which underpins how human resource management issues will be dealt with in an organisation. It communicates an organisation’s values and the organisation’s expectations of employee behaviours and performance.
Workplace policies often reinforce and clarify standard operating procedure in a workplace. Well written policies help employers manage staff more effectively by clearly defining acceptable and unacceptable behaviour in the workplace, and set out the implications of not complying with those policies.
A-Z of good policy creation (part 1)
A: Approach all employees and ensure all are aware of a proposed significant change in the methods of operations.
B: Be aware of all business operations internally and externally.
C: Consult all stakeholders (Employees, Contractors and Suppliers) in order to identify potential and existing risk factors as well as existing concerns in general.
D: Defy any urge to ignore issues as irrelevant and / or presume that because an issue is not brought forward it cannot exist.
E: Encourage all stakeholders as defined to discuss issues and to contribute through the established method of communication. (See Consultation Policy).
F: Frank and open discussions particularly in regard to unfamiliar areas of operation within the business are essential.
G: Gather existing policies and determine their relevance as the consultative process develops.
An example procedure for an office situation.
Individual Flexibility Agreements ( IFA’s ) and working from home.
It is no surprise in Australia that many people when discussing the subject matter become cynical as to the benefit to the employer concerned. However, the facts are that creativity can be enhanced with employees working in a space that is a comfortable environment. The opportunity to work from home is very attractive to employees who face lengthy commutes or have particular family circumstances, child care etc.
If this Flexibility is to occur though, a number of factors have to be taken into account.
Workload Checklist
Part of the agreement between employer and employee should have a Checklist by which the employer can establish on a daily basis that productivity is consistent with the company’s requirements. Distractions can occur in a home environment but this is of no consequence if productivity is consistent and maintained.
Equipment and access to Documentation, Files etc.
Cloud based systems simplify this aspect, however it is necessary to ensure all computer systems and equipment are fully functioning and up to date.
Occupational Health and Safety / Ergonomics.
The employer’s responsibilities and in turn the employees continue to apply not with standing the workplace at home is not the normal place of business.
The Checklist will require the employee to work safely and the employer must provide all necessary resources for the completion of the works concerned.
The employer must ensure the employees designated workplace at home is appropriate for the tasks concerned and that there are no hazards such as pets and / or leads crossing the floor in the workspace.
Finally, in considering a request for an IFA involving working from home, an employer should keep an ‘Open Mind,’
As stated earlier, creativity can be enhanced in a comfortable environment and the benefits to both parties can be rewarding.
Business and Digital IR
Australian Companies are falling behind other countries and major economies in terms of being online in digital format for Human Resources. Why?
In an era currently where Fair Work Australia is increasing penalties for breaches of employment law, all organisations should have their policies and procedures in a digital format so as to allow for instant access by all employees
With the help of modern software tools this is a simple action. It will limit liability especially when administration of the procedures concerned is governed by a feature which proves acceptance and receipt of the information. This acknowledgement feature binds the transaction of information between the users or employees in question and time-stamps it.
PROCEDURE ROCK contains this excellent feature, one that must be in a system of such a nature for its integrity as a HR tool. Along with other rich features it offers, a complete integrated management system can be deployed for total employee engagement within companies and businesses both big and small.