Written on 1:19 AM by Kylie Milan
Payroll outsourcing, as quite a number of companies have found, is a practical and sensible way to manage compensation service tasks. These tasks include cutting checks, withholding and other taxes, computing pay employment, preparation of compensation forms, responding to queries about the payroll from the employees, distribution of payroll forms, and check distribution.
Some companies that engage the services of an HR consultancy for
payroll outsourcing also typically outsource other HR tasks such as onboarding, employee induction, all the processes involved in hiring and recruitment, management, legal counsel on employment laws and legal representation, communication, mergers and acquisitions, training, benefits and retirement, and incentive programs.
A typical HR consultancy would have these services – aside from compensation management – available. And for a growing number of companies, that is great news. Most companies find that outsourcing some of their HR tasks helps them save on staff hours and other costs. This kind of service is also great news for companies that have HR teams that are understaffed and also for those that have HR staff that don’t have enough expertise and experience yet in handling some HR processes. Outsourcing tasks to a team of experts helps make sure that the job is done faster and more efficiently. Your company also gets to do away with the extra staff hours spent on these processes.
One of the first things to consider when choosing a service provider for your compensation management tasks is the service provider’s track record. Find out how long the company has been in business and if it has built a reputation for topnotch service. And make sure that the team of payroll specialists that you are getting has the right kind of training, experience and education for the job.
You also need to be very clear about delivery of the service. Make sure you are hiring a service provider that can deliver to you the completed tasks regardless of the holidays or long weekends. State the delivery details and expectations clearly in your contract with the service provider.
Check out the technology that the service provider uses. One of the good signs: the company uses the latest technology that delivers results in a fast and efficient manner. A service provider that embraces technology and finds ways to improve the delivery of services is what you should go for. This is the kind of service provider that would be able to provide you with simpler, faster and even less expensive ways to accomplish a number of processes.
For your payroll outsourcing, choose the service provider that uses topnotch business payroll software. This software should be easy to set up and navigate. It should also be quite easy to integrate into your company’s existing computer system. Software that’s user-friendly would also make it easier to file and retrieve data. Ask about customer support. You should be able to have access to one in case there are problems with the software. Some HR service providers have an entire HR system and the payroll program is just one among the entire system of programs designed to handle several HR tasks.
*Picture is from Google Image Search.
Posted in
business payroll software,
payroll outsourcing
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Written on 2:06 AM by Kylie Milan
To manage employment relations,
also known as industrial relations
(IR), you need to keep in mind that there are three main parties involved. The
employee, and his or her representative, is one main party. The other two
parties are the government in the form of state, federal and local laws and the
tribunals that handle industrial relations suits and the company. The goals: balancing
the needs of the employees while practicing sound corporate management and gaining
the engagement, commitment and high levels of performance of the workforce so
that both employer and employees can benefit from the results of such commitment
and performance.
Being able to handling industrial
relations means being conscious of the dynamics among the three main parties:
the conflicts, interactions and, of course, the resolutions of the conflicts, particularly
regarding issues like maximum work hours, collective bargaining or enterprise agreement,
personal leaves, annual leaves, termination of
employment, carer’s
leave, redundancy and parental leaves.
You also need to have an understanding of employment laws and
other applicable legislation at the federal, state and local levels. One of the
key legislation's involved is the Fair Work Act 2009. The Fair Work Act is a group
of far reaching federal laws that profoundly affects the workplace. These workplace relations laws from the Australian
federal government affect the way businesses conduct their processes and
activities including employment relations
processes that affect union rights of entry, disputes and good faith
bargaining, among others.
Of course, the department or the team that’s handling processes
and issues covered by industrial relations should be knowledgeable of the
provisions specified by the Fair Work Act 2009. Aside from that, they should
have enough expertise to handle other similar far reaching laws.
Also among the other various requirements of industrial relations
is handling Enterprise Agreements or enterprise bargaining agreements.
The human resources team, whether in house or outsourced, should
not only be able to give sound legal advice but should be able to provide
representation before the tribunals if necessary.
For some in house teams, industrial relations or IR is only one among
other major issues and concerns that they manage. Some companies are organized
in such a way that risk management, compliance and
corporate management are under one team or department. That’s because the processes
under risk management, compliance and corporate management often converge
so for some businesses, it might be more efficient to have these processes –
such as hiring
and recruitment, particularly hiring employees from overseas, unfair dismissal
and other issues submitted before the tribunal called Fair Work Australia – under
one department.
The team that handles employment relations is either part of the human resources division or at the very
least works closely with HR. Having a service provider handle this particular
task – and even other human resources tasks – is also an option. Just make sure
you are hiring a reliable human resources service provider. Check out the
company’s track record and the experience and expertise of the team that will
be handling your HR tasks.
*Picture is from Google Image Search.
Posted in
employment innovations,
employment relations
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