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Welcome to the SMB HR management blog! Check out our latest posts below.

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‘Excited’ about a new job? Not as much as this guy…

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23, jobless, answers to the name of ‘Lucky’

Spare a thought for the unfortunate man who mistakenly emailed a picture of his genitals to the HR manager of the company where he had just been offered a job. The 23 year old from St Charles, just outside of Chicago, Illinois, sent the picture thinking she was someone else. Unfortunately when she didn’t reply, he sent her… another one!

Now, stay with us, because this is where it gets totally hapless… After failing to receive a reply to the second image he then went on to call her to make sure the emails were getting through. Apparently this alerted her to his identity and she went straight to the police.

Naked selfies as a ‘communication tool’

The culture of sending naked selfies seems to be widely practised. Aside from the usual teenage sexting of intimate photos and their use on ‘casual dating’ sites, it seems that many people do indeed use naked selfies as a ‘communication tool’.

The clear moral for of this story is if you really are the sort of person that uses naked selfies or similar as part of your digital social lifestyle when interacting with romantic (or indeed platonic) friends and acquaintances, be absolutely certain you verify that the contact details belong to your intended recipient (or victim).

Acceptable use policies for businesses

The lesson for businesses is to ask the question: Do employees use company email accounts to send such images? It is possible to scan image files to identify pictures containing naked people or pornography. But to what extent (and how much expense) is it reasonable to go?

The simplest way to protect the company from any such activity is to write a specific policy into the acceptable use of company communication resources. This should explicitly identify inappropriate behaviour and activity and it is vital to ensure policies are distributed, read and understood by all employees.

Ensure employees read and understand HR policies with SMB

SMB centralises staff information including employee handbooks and acceptable use policies (AUPs). SMB lets HR managers ensure handbooks and policies are read by all new employees during the induction process. SMB requires employees to verify they have read and understood HR documentation and alerts HR if they do not.

Make sure you align your employees with your Acceptable Use policies. Take our free 14 day trial or simply get in touch to see how SMB helps SMEs to do a better job of HR.

Click here to read the story ‘Man sends pictures of his genitals to HR manager before starting a new job’ at telegraph.co.uk

Image thanks to Clare Bloomfield from freedigitalphotos.net.

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[Infographic] – 7 tell-tale signs it’s time you need HR software

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Many HR managers see formulating and executing strategic plans as essential. However, manual admin processes often soak up time and prevent strategic matters from getting the full bandwidth they deserve.

The infographic ‘7 tell-tale signs it’s time you need HR software’ shows some of the symptoms that you have outgrown a manual approach to managing HR.

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Going paperless in HR: What are you waiting for? The research is compelling

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77% of HR departments successfully going paperless

A survey conducted by Archive Systems, Inc., a document management consulting company, suggests 77% of HR departments are successfully going paperless. This is just one of a number of figures in the research that suggest the benefits of eliminating paper from HR processes has compelling business benefits.

Essentially, a smart online HR management system automates and simplifies routine administration and processes, freeing HR directors, managers and admins to achieve more in strategic and tactical HR matters. Whether it is extracting management analysis or creating more time to consider employee recruitment, welfare or training issues, ditching paper is one of the best moves HR departments can make.

Support for HR going paperless

Some other important figures in the research that support going paperless or inform the decision to go paperless include:

  • 23% of respondents said their departments are still solely based on paper
  • 50% who those that have a digital workflow spend an average of 35% of their time on administrative paperwork (compared to industry-wide averages of 60% reported in other surveys)
  • 70% are confident that they have all of the necessary documents for audits and compliance (compared to 50% of departments that still use paper for all or some of their work)

Better paperless HR with SMB

The message from this research is clear. Paperless HR is the way ahead. SMB’s online HR software enables businesses to exploit software automation and efficiency to let you deliver better HR.

In the quest for competitive advantage, ensuring we maximise the potential of our staff is a critical factor in success. SMB gives you back the time to take care of the CPD and training needs of your employees. Take our free 14 day trial or simply get in touch to find out more.

Image thanks to Pixabay

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3 ways software frees HR practitioners to execute strategy

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Routine HR admin is often a bit of sticking point. For most smaller and medium sized businesses, the emphasis needs to be on attracting and retaining the right talent to enable the business to succeed. However, despite it seeming ‘routine’, admin paper work simply cannot be ignored.

‘3 ways software frees HR practitioners to execute strategy’ helps smaller and medium sized companies understand how a well-designed, purpose-built software solution transforms HR process efficiency.

  • Identifies three strategic transformations software makes to the HR process
  • Describes important elements of the HR process performed by software
  • Discusses the impacts and benefits HR practitioners receive from a software solution

To download the guide click here.

Image thanks to Pixabay

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Are you ready to give employees unlimited holiday?

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Innovative HR practice or sick note heaven?

What! An unlimited holiday entitlement policy? That sounds like sick note heaven! The idea of giving employees unlimited holiday leave entitlement is certainly innovative HR practice. The scheme is used by some businesses, most notably Netflix. After reading about it in The Telegraph, Richard Branson’s daughter, Holly, took the idea to her father who went on to adopt it among his personal staff of 170.

An unlimited holiday entitlement policy

The key points to note in an unlimited holiday entitlement policy include:

  • All salaried staff take time off whenever they want and for as long as they want
  • There is no need to ask for prior approval
  • Employees and managers do not need to keep track of days away from the office
  • Each employee decides if and when to take a few hours, a day, a week or month off

So what’s the rationale?

The assumption is employees are only going to take time off when they feel 100 per cent comfortable they are up to date on every project and that their absence will not in any way impact the current workflow, deadlines and targets of their team or have any detrimental effect on the business as whole.

Is an unlimited holiday entitlement right for your business?

Unlimited holiday entitlement policy at Netflix grew out of the culture of flexible working which many businesses have adopted. Businesses which have some degree of decentralisation, where employees operate remotely at times convenient to them have been widely adopted.

In its ‘Reference Guide on our Freedom and Responsibility Culture’, Netflix sets out the case: ‘We should focus on what people get done, not on how many hours or days worked. Just as we don’t have a nine-to-five policy, we don’t need a vacation policy.’

The choice of introducing an unlimited holiday entitlement policy would certainly be a radical step for many businesses and it most certainly won’t suit all. Some that have introduced it though report big boosts to morale, creativity and productivity.

Save time whatever your holiday policy with SMB

Technology is the key to enabling flexible working practices and supporting a culture where an unlimited holiday entitlement policy would work. Technology is also the key to enabling a smarter approach to HR process management. SMB lets you streamline and eliminate much of the time soaked up by processing absence requests, whatever your holiday entitlement policy.

Take our free 14 day trial or simply get in touch to find out more.

Click here to see the original telegraph article ‘Netflix lets its staff take as much holiday as they want, whenever they want – and it works’ at telegraph.co.uk

Image thanks to Pixabay

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