Mitigate Risk on Workplace Compliance

undefined

Wage and hour compliance is complex in some industries. Relevant Statutory Entitlements (EO713) became effective on 13 July 2007. Meeting compliance requirement isn’t getting any easier, especially in calculating average wages for commission based, non-monthly rated and part-time employees. It is important to clearly record for the attendance of periods and wages to be disregarded. These create an ongoing workforce compliance challenge.

Statutory Entitlements Day(s) of Leave Specified Dates
Holiday Pay 1 day Day of the statutory holiday
More than 1 consecutive day First day of the statutory holidays
Annual Leave Pay 1 day Day of the annual leave
More than 1 consecutive day First day of the annual leave
Day(s) of untaken leave upon termination of contract Date of termination of contract
Sickness Allowance 1 day The sickness day
More than 1 consecutive day The first sickness day
Maternity Leave Pay More than 1 consecutive day First day of the maternity leave
Paternity Leave Pay 1 day Day of the paternity leave
More than 1 consecutive day First day of the paternity leave
End of Year Payment - - Due day of the payment
Payment in lieu of Notice - - The day when a notice of termination of contract is given (in case a notice has not been given, the day when the contract is terminated)

Source: https://www.labour.gov.hk/eng/public/wcp/ConciseGuide/Appendix1.pdf

Improving HR Efficiency
With intense market competition, companies are looking for ways of differentiating themselves and striving for enhancement of competitive advantage pro-actively. To this end, the art of managing people at all levels plays a pivotal role and an advanced management platform enables smart decision making for business growth.

A Balancing Act: Complexity vs. Flexibility

undefined

In recent years, there is a shortage of manpower. Many companies have increased the number of part-time employees for seasonal demand fluctuations or temporary employees for project-based jobs. The working hours of Part-time employees with continuous employment contracts should be calculated carefully. If their working hours reached the "418" policy, they are entitled to additional statutory benefits with complex calculation.

Statutory protection and benefits 4-18 employees
(continuous contract)
Non-4-18 employees
Wage protection    
1. Statutory minimum wage
2. Wage payment protection
3. Restriction on deduction from wage
Retirement and accident protection    
4. Mandatory Provident Fund/pension
5. Severance payment
6. Long service payment
7. Employees' compensation insurance
Holiday and leave    
8. Rest day
9. Statutory holidays
10. Statutory holidays with pay
11. Paid annual leave
12. Paid sick leave
Family-friendly benefits    
13. Maternity protection
14. Paid maternity
15. Paid paternity leave
Others    
16. Protection against dismissal
17. Protection from anti-union discrimination

Source: https://www.legco.gov.hk/research-publications/english/1617in13-review-of-employment-benefits-under-continuous-contract-in-hong-kong-20170525-e.pdf

Optimize Manpower with Right Tool

The number of front-line positions has increased rapidly. Scheduling workforce is very time-consuming and overstaffed /understaffed business may impact productivity. It is common that a staff with multiple hats and works in different locations. These make HR difficult to control labour cost and monitor staff attendance. Right tool to manage workforce, oversee available manpower and align staffing requirement is vital. How do you track hours worked so you know when to pay overtime?

Types of HR Systems to Choose From

undefined

When researching new HR technology solutions do you get confused about the types of HR systems: HRIS vs. HRMS? Vendors, marketing professionals, and analysts always seem to use these words interchangeably while marketing their technology solutions.

There are numerous acronyms used to describe HR software solutions such as:

· LMS (Learning Management System)
· HRM (Human Resource Management)
· TMS (Talent Management System)
· ATS (Applicant Tracking System)

Here are the most commonly used names for these software.

. HRIS (Human Resource Information System)
. HRMS (Human Resource Management System)

So, are there any differences between these HR systems? Is there any definition or any particular type of outfit like SHRM or IHRIM that expresses which technology solutions are mapped to which acronym?

Would well known HR experts (such as Naomi Bloom, Jason Averbrook, Bill Kutik and Josh Bersini) universally agree on the definition of these terms? Let us discuss the terms in detail now:

“HRIS” = Also known as Human Resource Management System
“HRMS” = A Human Resources Management System (HRMS) or Human Resources Information System (HRIS), refers to the systems and processes at the midpoint between Information Technology (IT) and human resource management (HRM). It uses HRM and its basic HR activities and processes with the information technology. It processes data and then converts it into fixed routines and packages of ERP software.

Understanding HR software – tips and tricks

hris software

 

The Human Resource management software is basically an integrated computer system that allows all human resource processes to occur electronically. Although HR systems have been in place for so many years, it is only now that they have become accessible to SMEs. Understanding human resource software solutions is vital in making sure that any business makes the most out of them. In this modern business environment digital solutions have brought efficiency in businesses increasing sales and removing wastages. The HR software is simply ideal for any business, large or small.

What to consider before rolling out a HR system

It is clear that based on the benefits business process automation has every enterprise must consider putting in place a human resource management software. However, you have to be very calculated in every step. Here are some factors to consider:

Assessing your needs – not every business needs the same human resource management software. If you have a few employees then perhaps it would be nice to go for a smaller cheaper system. Assessing your human resource needs is just as simple as looking at the number of employees you have. The more employees you have the more advanced the HR system should be.

Opportunities for scalability – if you are a rapidly expanding business, at some point you may need to expand your current human resource capacity. When rolling out the hris system, consider putting in place a software solution that is flexible enough to adapt to the massive growth you are seeing at the moment. Software is supposed to be dynamic and versatile and you should not make any exceptions in the human resource management software.

Creating awareness and know how – implementing a completely new system in the workplace may strike your employees off guard. A HR system is not a small addition in fact, it is a completely transformative solution that will perhaps overhaul how human resource processes are done in your business. In order to ensure a smooth and effortless transition from the current system to the new automated HR software, it is best to create the necessary awareness among employees and staff members.

Collaboration and integration – the best way to look at a business is to consider it as a holistic system that depends on different departments to stand on its feet. If you are going to roll out a HR management system, try to consider software solutions that can easily collaborate and integrate with other technological solutions you intend to put in place in different departments.

There are a lot of practical business solutions today that can help you take advantage of technology to realize your potential. In that case, make sure you get the right hrms software. This will help you reduce operational expenses and increase efficiency in management.

 

Home