Trends & Challenges Archives | Novative

Managing global teams | Insights from a Novative International leader

Heba Bakr — Thu, 30 Nov 2023 08:42:45 +0000

In today’s global market, companies are diving headfirst by taking their operations across borders and cultures. With Novative’s legacy of operating on a global scale for more than 30 years across 5 continents, it is only fitting for us to impart some of our expert approaches as we had our fair share of navigating a wide range of challenges and opportunities managing global team members.

And with our sales and marketing director, Patricia Maniscalco, having been with us for 15 years and counting, we wanted to ask her a few questions that might help other managers looking to carve their path in the ever-evolving global marketplace.

#1 How do you tackle the twists and turns of managing an international team?

Understanding and respecting cultural differences remains a priority for me. I try to be aware of varying communication styles, work habits, and expectations across different cultures. I also want to share their cultural practices and learn from each other.

I think it is very important to establish clear communication channels. I use a combination of written communication (emails, messages), and real-time communication tools (video conferences, chat apps) to keep everyone connected.

What is the most difficult is to deal with the time zones, particularly when scheduling meetings and setting deadlines. But despite these difficulties the most important thing in my eyes is transparency and trust.

#2 In what ways has working with an international team impacted your journey at Novative?

We learn so much when we work with international players. We gain insights into communication, open-mindedness, and it is a wonderful experience. What I have learned is that I need to be careful about the words I use and the message I want to dispatch. I need to think about my message to avoid misunderstandings.

#3 Ever faced the challenge of managing people from different cultural backgrounds? How did you handle it?

It is the first time I have managed such a diverse range of cultures. I have worked with Swiss, American, English, German, French, Tunisian, Egyptian, and Moroccan people, and each of them has their own culture and way of working. What remains consistent, though, is honesty. Being honest and fair with people transcends cultural differences.

#4 How do you ensure every team member feels heard and valued?

I try to be available and organize a one-to-one meeting every month for each employee. We also aim to arrange a coffee break to speak about everything to better get to know each other.

We need to be more connected when managing people based in different countries. However, as a manager, it’s not always easy to allocate enough time to everybody and this can be frustrating at times.

#5 How do you measure success especially when working across borders? Any unique twists from the usual office setup?

To achieve success, is to communicate and work closely with your team. All employees can propose ideas or improvements, with feedback and communication being the most important elements.

Conclusion - Managing global teams

In conclusion, Patricia Maniscalco’s insights from her extensive experience at Novative provide an emphasis on the crucial role of cultural awareness, transparent communication, and trust-building for those trying to carve their path in the ever-evolving global marketplace with the following Key takeaways:

Takeaway#1 focus on cultural awareness and communication

Takeaway#2 Honesty and fairness transcend cultural boundaries

Takeaway#3 Ensures that every team member feels heard and valued

Takeaway#4 Communication and Collaboration are the keys to success

Diversity in the Hospitality Industry: How to Promote It

#1 How do you tackle the twists and turns of managing an international tea

#2 In what ways has working with an international team impacted your journey at Novative?

#3 Ever faced the challenge of managing people from different cultural backgrounds? How did you handle it?

#4 How do you ensure every team member feels heard and valued?

I try to be available and organize a one-to-one meeting every month for each employee. We also aim to arrange a coffee break to speak about everything to better get to know each other.

#5 How do you measure success especially when working across borders? Any unique twists from the usual office setup?

Promoting diversity in the hospitality industry is not a quick fix. It’s an ongoing process that requires you to set diversity-related goals and establish metrics to measure progress in the process. Regularly review data on employee performance, employee satisfaction, and retention rates to identify areas that need improvement.

Another tip is to seek regular feedback from your team and create opportunities for open discussions, as we mentioned above, by building a bond of trust.

Takeaway#1 focus on cultural awareness and communication

Takeaway#2 Honesty and fairness transcend cultural boundaries

Takeaway#3 Ensures that every team member feels heard and valued

Takeaway#4 Communication and Collaboration are the keys to success

diversity in the hospitality industry

#1 How do you tackle the twists and turns of managing an international team?

#2 In what ways has working with an international team impacted your journey at Novative?

#3 Ever faced the challenge of managing people from different cultural backgrounds? How did you handle it?

#4 How do you ensure every team member feels heard and valued?

I try to be available and organize a one-to-one meeting every month for each employee. We also aim to arrange a coffee break to speak about everything to better get to know each other.

#5 How do you measure success especially when working across borders? Any unique twists from the usual office setup?

To achieve success, is to communicate and work closely with your team. All employees can propose ideas or improvements, with feedback and communication being the most important elements.

Conclusion - managing global teams

Takeaway#1 focus on cultural awareness and communication

Takeaway#2 Honesty and fairness transcend cultural boundaries

Takeaway#3 Ensures that every team member feels heard and valued

Takeaway#4 Communication and Collaboration are the keys to success

The post Managing global teams | Insights from a Novative International leader appeared first on Novative.

The most useful steps to handle hospitality payroll & scheduling

Ahmed Khaleel — Wed, 22 Mar 2023 20:36:00 +0000

payroll & scheduling processes

In the previous two articles, we discussed the recruitment and staffing processes in the hospitality industry and how to overcome recruitment nightmares. We then moved on to the next process, onboarding, and how to master the hospitality onboarding process. Now, let us walk you through the steps to handle hospitality payroll and scheduling process.

The hospitality industry is one of the most dynamic and fast-paced industries in the world. It has a wide range of businesses, such as hotels, resorts, restaurants, and bars, which require a significant amount of staff to keep running. Proper handling of hospitality payroll and scheduling is crucial for a successful hospitality business.

Interested in knowing the steps to handle hospitality payroll & scheduling processes? Check out our article.

#1 Payroll in the Hospitality Industry

Payroll in the hospitality industry encompasses the process of paying employees, including tracking hours worked, wages, taxes, and deductions. In general, payroll management can be a complex task for hospitality businesses, especially those with several employees who work part-time, full-time, casual, or seasonal jobs. Here are 3 useful steps to handle hospitality payroll.

Keep Accurate Record

Keeping accurate records of your employees’ hours and wages is crucial to handling hospitality payroll in an efficient way. This includes tracking hours worked, overtime, tips, and deductions, such as taxes, insurance, and contributions. To ensure accuracy, it’s essential to have a reliable time tracking system in place that tracks employees’ hours and automatically calculates wages.

With Novative Payroll and time tracking solutions, you can:

integrate time and attendance with your current HR infrastructure.
integrate both the payroll software and the time tracking software with each other; no double entry.
empower your employees to use the Novative Time Clock app to start and end shifts quickly with a few clicks.

Automate Your Payroll Process

Manual payroll processing and calculation can be time-consuming and prone to human errors. To streamline your payroll process, consider automating it using a payroll software system. With a payroll software system, you can set up direct deposits, calculate taxes, and generate pay stubs without the need for manual input, saving time and reducing the risk of errors.

With Novative Payroll solutions that comply with Swissdec & ISO 20022, you can:

automate the whole payroll process from A to Z.
generate declarations to authorities such as withholding tax.
empower the employees to download and check their payslips without getting back to their manager.

Stay Compliant with labour Laws and Regulations

The IRS has estimated that around one-third of employers make a payroll mistake in any given year, collecting nearly $7 billion in penalties for 2021. 

The hospitality industry is subject to various labor laws, especially when it is a multinational business. It’s essential to stay compliant with these laws to avoid legal issues and the associated costs. Be sure to keep up-to-date with new regulations and changes to existing laws.

With Novative HR and Payroll Outsourcing Services, you can:

ensure the best outsourcing services. We are experienced in the hospitality industry, and we’ve been serving a lot of multinational hospitality businesses such as Crown Plaza, Intercontinental, and Royal Plaza Montreux.
access to +30 years of experience in multinational companies from our multinational experts, who are familiar with all local rules and regulations.
increase data security because Novative services are compliant with General Data Protection Regulation (GDPR) standards and ISO 27001 certified.

#2 Scheduling in the Hospitality Industry

Scheduling is the process of assigning employees to work shifts, based on their availability, skills, and job requirements. In the hospitality industry, scheduling can be a complex task, especially during peak seasons or when there are last-minute changes. Here are 3 useful steps to handle hospitality scheduling.

Create a Staffing Plan (aka work schedules)

Creating a staffing plan is essential for proper scheduling in the hospitality industry. A staffing plan outlines the number of employees needed for each shift, based on your business’s historical data, upcoming events, and seasonal demand. This helps ensure that you have the right number of employees on hand to meet customer demand while avoiding overstaffing or understaffing.

Did you know? A QuickBooks Time survey found that 76% of workers report being satisfied or very satisfied with their work schedules.

With Novative Staff Planning and Scheduling Solutions, you can:

allocate staff by department or location; it is up to you.
feel confident in your team’s compliance with break times because you will receive warnings if rest periods are not met.
integrate the scheduling module with other HR modules to streamline data entry

Communicate with Employees

According to the same survey by QuickBooks, 56 of the respondents said their employer or manager generally determines their work schedules. Communication can play a critical role in handling the hospitality scheduling processes.

Why can’t you just encourage your employees to collaborate to do the schedule themselves to enhance employee engagement? This can help avoid scheduling conflicts and ensure that all employees are on the same page.

With Novative Staff Planning and Scheduling Solutions, you can:

empower your employees to choose their own shifts and open ones, which will reduce last-minute time-off requests and improve employee engagement and satisfaction.

Offer Flexible Scheduling Options

Offering flexible scheduling options can be a great way to attract and retain top talent in the hospitality industry. This includes options such as part-time or full-time schedules, remote work, and the ability to switch shifts with other employees. Consider offering flexible scheduling options that work for your employees’ needs and preferences.

Conclusion - Payroll Trends 2023

Have you found this article useful? stay tuned for more! At Novative, HR in hospitality is a subject we discuss regularly. Follow us to make sure you don’t miss any of our content on this subject!

Are you ready to save time by automating the payroll and scheduling processes while staying compliant? We can support you every step of the way! Novative offers both smart and powerful payroll and scheduling software and compliant HR and payroll outsourcing services. Learn more.

hospitality payroll & scheduling processes

Interested in knowing the steps to handle hospitality payroll & scheduling processes? Check out our article.

#1 Payroll in the Hospitality Industry

Keep Accurate Record

With Novative Payroll and time tracking solutions, you can:

integrate time and attendance with your current HR infrastructure.
integrate both the payroll software and the time tracking software with each other; no double entry.
empower your employees to use the Novative Time Clock app to start and end shifts quickly with a few clicks.

Automate Your Payroll Process

Manual payroll processing and calculation can be time-consuming and prone to human errors.

To streamline your payroll process, consider automating it using a payroll software system. With a payroll software system, you can set up direct deposits, calculate taxes, and generate pay stubs without the need for manual input, saving time and reducing the risk of errors.

With Novative Payroll solutions that comply with Swissdec & ISO 20022, you can:

automate the whole payroll process from A to Z.
generate declarations to authorities such as withholding tax.
empower the employees to download and check their payslips without getting back to their manager.

Stay Compliant with Labour Laws and Regulations

The IRS has estimated that around one-third of employers make a payroll mistake in any given year, collecting nearly $7 billion in penalties for 2021. 

With Novative HR and Payroll Outsourcing Services, you can:

ensure the best outsourcing services. We are experienced in the hospitality industry, and we’ve been serving a lot of multinational hospitality businesses such as Crown Plaza, Intercontinental, and Royal Plaza Montreux.
access to +30 years of experience in multinational companies from our multinational experts, who are familiar with all local rules and regulations.
increase data security because Novative services are compliant with General Data Protection Regulation (GDPR) standards and ISO 27001 certified.

#2 Scheduling in the Hospitality Industry

Create a Staffing Plan (aka work schedules)

Did you know? A QuickBooks Time survey found that 76% of workers report being satisfied or very satisfied with their work schedules.

With Novative Staff Planning and Scheduling Solutions, you can:

allocate staff by department or location; it is up to you.
feel confident in your team’s compliance with break times because you will receive warnings if rest periods are not met.
integrate the scheduling module with other HR modules to streamline data entry.

Comunicate with Employees

With Novative Staff Planning and Scheduling Solutions, you can:

empower your employees to choose their own shifts and open ones, which will reduce last-minute time-off requests and improve employee engagement and satisfaction.

Offer Flexible Scheduling Options

Have you found this article useful? stay tuned for more! At Novative, HR in hospitality is a subject we discuss regularly. Follow us to make sure you don’t miss any of our content on this subject!

Introduction - Payroll and Scheduling in the hospitality

Interested in knowing the steps to handle hospitality payroll & scheduling processes? Check out our article.

#1 Payroll in the Hospitality Industry

Keep Accurate Record

Keeping accurate records of your employees’ hours and wages is crucial to handling hospitality payroll in an efficient way. This includes tracking hours worked, overtime, tips, and deductions, such as taxes, insurance, and contributions. To ensure accuracy, it’s essential to have a reliable time tracking system in place that tracks employees’ hours and automatically calculates wages.

With Novative Payroll and time tracking solutions, you can:

integrate time and attendance with your current HR infrastructure.
integrate both the payroll software and the time tracking software with each other; no double entry.
empower your employees to use the Novative Time Clock app to start and end shifts quickly with a few clicks.

Automate Your Payroll Process

Manual payroll processing and calculation can be time-consuming and prone to human errors.

With Novative Payroll solutions that comply with Swissdec & ISO 20022, you can:

automate the whole payroll process from A to Z.
generate declarations to authorities such as withholding tax.
empower the employees to download and check their payslips without getting back to their manager.

Stay Compliant with Labour Laws and Regulations

The IRS has estimated that around one-third of employers make a payroll mistake in any given year, collecting nearly $7 billion in penalties for 2021. 

With Novative HR and Payroll Outsourcing Services, you can:

ensure the best outsourcing services. We are experienced in the hospitality industry, and we’ve been serving a lot of multinational hospitality businesses such as Crown Plaza, Intercontinental, and Royal Plaza Montreux.
access to +30 years of experience in multinational companies from our multinational experts, who are familiar with all local rules and regulations.
increase data security because Novative services are compliant with General Data Protection Regulation (GDPR) standards and ISO 27001 certified.

#2 Scheduling in the Hospitality Industry

Create a Staffing Plan (aka work schedules)

Did you know? A QuickBooks Time survey found that 76% of workers report being satisfied or very satisfied with their work schedules.

With Novative Staff Planning and Scheduling Solutions, you can:

allocate staff by department or location; it is up to you.
feel confident in your team’s compliance with break times because you will receive warnings if rest periods are not met.
integrate the scheduling module with other HR modules to streamline data entry.

Communicate with Employees

With Novative Staff Planning and Scheduling Solutions, you can:

empower your employees to choose their own shifts and open ones, which will reduce last-minute time-off requests and improve employee engagement and satisfaction.

Offer Flexible Scheduling Options

Have you found this article useful? stay tuned for more! At Novative, HR in hospitality is a subject we discuss regularly. Follow us to make sure you don’t miss any of our content on this subject!

Ready to automate your payroll and scheduling process in the hospitality industry ??

We can support you every step of the way!

The post The most useful steps to handle hospitality payroll & scheduling appeared first on Novative.

The 4 useful steps to mastering the hospitality onboarding process

Ahmed Khaleel — Thu, 16 Mar 2023 13:17:07 +0000

In the last article, we talked about how to conquer the recruitment nightmares and how to build a solid hospitality recruitment strategy to find the best talents, Now, it is time to know the steps to mastering your hospitality onboarding process.

The first impression is the secret to mastering your hospitality onboarding process. First impressions have a long-term impact on how a person thinks about something, whether it’s a person, activity, or organisation.

Your new hires accepted the offer and will come to you because they have positive impressions of your company, but keeping these positive impressions is not an easy task, and signing the contract doesn’t mean setting impressions in stone. There are still a lot of questions and situations that will shape the expectations of your new hires: how their workday looks, how flexible the management is, etc.

Impressions do not change, and they are completed over time as people gain experience. Hence, to master the hospitality onboarding process, you have to start with continued and appropriate communication from the moment the new hire accepts the position, continue with it from the moment he takes his first step in the company, and then improve a great work experience. See, it is an ongoing process.

In fact, a well-done onboarding process boosts the employee experience and can increase retention by 50%.

Interested in knowing the steps to mastering the hospitality onboarding process? Check out our article.

#1 The "Preboarding" Step.

During step one, known as preboarding, the new hires go through a checklist of things to meet legal compliance and ensure they feel welcome. This will include things like an offer letter, an employee agreement, a summary of benefits, an employee handbook, a welcome email from direct managers, etc.

The preboarding step is mandatory because it allows the employee to have a clear picture before they begin their journey; it lets you ensure that you create a great first impression.

Digitalising your preboarding process will help to improve your vision control, ease collaboration, and save both the HR team and new hires a significant amount of time and paper.

Planning the preboarding step with the Novative Onboarding Solution will help you

centralise onboarding paperwork, allowing new hires to check and verify forms without the hassle of manually handling them.
sign digital documents through the NG Smart Novative e-documents
secure your digital data with Novative Services, which is compliant with General Data Protection Regulation (GDPR) standards and ISO 27001 certified.

#2 The “Welcome on Board” Step.

Step two of mastering the hospitality onboarding process is the orientation. It’s the phase when your employees take their first steps at your company where you have to invest time and effort in perfecting your company’s welcoming process to ensure your new hires have a positive first impression that is indelible.

In this step, you will help your employees transition into their new roles. Hospitality industry employee orientation usually includes learning the menu, how each position relates to others, a quick tour of the facilities such as where employees can store their clothes, highlighting security and safety issues, or learning how to ask for help. This step is the most important for retaining talent, as it is responsible for the first impression and sets the general tone of employment.

Creating the orientation step with the Novative Onboarding Solution will help you:

save time by completing the paperwork quickly.
set new hires up in advance with a customised welcome email and IT checklists.
create the first day and week tasks checklist to have a clearer picture of the next step.

#3 The “Training” Step

Once you have finished up with the first two steps and have a well-nailed orientation process, you can go with the third and most important step to continue mastering your hospitality onboarding process, which is the “training” step.

In step three, employees communicate with the new employers to outline what they can expect from their joining.

Managers should provide a communication channel where new hires can ask questions. A well-done training step can be a combination of workshops, shadowing, on-the-job training and seminars. Creating a channel for new hires to ask questions, regardless of how simple the question appears, is important too and can forecast a culture of employee engagement.

Line managers can also better track individuals’ progress through course modules and milestones by digitising the onboarding process.

Administrating and digitalising the training step with the Novative Onboarding Solution will help you:

create the FAQs company; it is preferable to have it written down so that new hires and everyone else can refer to them, both onsite and remotely.
track the individuals’ progress through course modules and milestones. Share the training documents through the Novative E-document solution so you can track what they’ve read.

#4 The “Transition to Be a Part of The Team” Step.

In the fourth step, the new hires will transition from the “sideline” stage to the “field”, where they will engage in the game with the rest of the team. The transition period is crucial for a new hire. We know that it takes time to adapt to new responsibilities, environments, and even cultures.

That’s why managers should advise and encourage their subordinates to help the new hires, so they feel welcome. The manager can also try assigning a fellow employee as a mentor to help them engage and integrate quickly.

During the first few months of your new hire’s tenure, the manager should communicate, set goals, and provide them with easy-to-understand success metrics so you can evaluate them later. While giving them the time to get accustomed to the work environment and familiarise themselves with peers.

With Novative’s industry leading employment HR solutions, you can:

create clear success metrics to easily track and evaluate the new hires through our performance appraisal tracking system.
streamline your onboarding process by creating an onboarding checklist so you can track the whole process from A to Z.

Conclusion - Payroll Trends 2023

Have you found this article useful? Then stay tuned for more articles on how to streamline the entire HR process in the hospitality industry.

Are you ready to save time and the environment by digitalising the onboarding process and make your new employee onboarding experience as enjoyable as possible? We can support you every step of the way! NOVA Smart NG is the solution to cover your Hospitality onboarding needs. Learn More.

Introduction - Payroll Trends 2023

In the last article, we talked about how to conquer the recruitment nightmares and how to build a solid hospitality recruitment strategy to find the best talents, Now, it is time to know the steps to mastering your hospitality onboarding process.

Impressions do not change, and they are completed over time as people gain experience. Hence, to master the hospitality onboarding process, you have to start with continued and appropriate communication from the moment the new hire accepts the position, continue with it from the moment he takes his first step in the company, and then improve a great work experience. See, it is an ongoing process.

In fact, a well-done onboarding process boosts the employee experience and can increase retention by 50%.

Interested in knowing the steps to mastering the hospitality onboarding process? Check out our article.

#1 The "Preboarding" Step.

The preboarding step is mandatory because it allows the employee to have a clear picture before they begin their journey; it lets you ensure that you create a great first impression.

Digitalizing your preboarding process will help to improve your vision control, ease collaboration, and save both the HR team and new hires a significant amount of time and paper.

Planning the preboarding step with the Novative Onboarding Solution will help you

centralise onboarding paperwork, allowing new hires to check and verify forms without the hassle of manually handling them.
sign digital documents through the NG Smart Novative e-documents
secure your digital data with Novative Services, which is compliant with General Data Protection Regulation (GDPR) standards and ISO 27001 certified.

#2 The “Welcome on Board” Step.

Step two of mastering the hospitality onboarding process is the orientation. It’s the phase when your employees take their first steps at your company where you have to invest time and effort in perfecting your company’s welcoming process to ensure your new hires have a positive first impression that is indelible.

Creating the orientation step with the Novative Onboarding Solution will help you:

save time by completing the paperwork quickly.
set new hires up in advance with a customised welcome email and IT checklists.
create the first day and week tasks checklist to have a clearer picture of the next step.

#3 The “Training” Step

In step three, employees communicate with the new employers to outline what they can expect from their joining. Managers should provide a communication channel where new hires can ask questions. A well-done training step can be a combination of workshops, shadowing, on-the-job training and seminars. Creating a channel for new hires to ask questions, regardless of how simple the question appears, is important too and can forecast a culture of employee engagement.

Line managers can also better track individuals’ progress through course modules and milestones by digitising the onboarding process.

Administrating and digitalising the training step with the Novative Onboarding Solution will help you:

create the FAQs company; it is preferable to have it written down so that new hires and everyone else can refer to them, both onsite and remotely.
track the individuals’ progress through course modules and milestones. Share the training documents through the Novative E-document solution so you can track what they’ve read.

#4 The “Transition to Be a Part of The Team” Step.

In the fourth step, the new hires will transition from the “sideline” stage to the “field”, where they will engage in the game with the rest of the team. The transition period is crucial for a new hire. We know that it takes time to adapt to new responsibilities, environments, and even cultures.

During the first few months of your new hire’s tenure, the manager should communicate, set goals, and provide them with easy-to-understand success metrics so you can evaluate them later. While giving them the time to get accustomed to the work environment and familiarise themselves with peers.

With Novative’s industry leading employment screening solutions, you can:

create clear success metrics to easily track and evaluate the new hires through our performance appraisal tracking system.
streamline your onboarding process by creating an onboarding checklist so you can track the whole process from A to Z.

Conclusion - Payroll Trends 2023

Have you found this article useful? Then stay tuned for more articles on how to streamline the entire HR process in the hospitality industry.

Are you ready to save time and the environment by digitalizing the onboarding process and make your new employee onboarding experience as enjoyable as possible? We can support you every step of the way! NOVA Smart NG is the solution to cover your Hospitality onboarding needs. Learn More.

Introduction - Payroll Trends 2023

In the last article, we talked about how to conquer the recruitment nightmares and how to build a solid hospitality recruitment strategy to find the best talents, Now, it is time to know the steps to mastering your hospitality onboarding process.

In fact, a well-done onboarding process boosts the employee experience and can increase retention by 50%.

Interested in knowing the steps to mastering the hospitality onboarding process? Check out our article.

#1 The "Preboarding" Step.

The preboarding step is mandatory because it allows the employee to have a clear picture before they begin their journey; it lets you ensure that you create a great first impression.

Digitalizing your preboarding process will help to improve your vision control, ease collaboration, and save both the HR team and new hires a significant amount of time and paper.

Planning the preboarding step with the Novative Onboarding Solution will help you

centralize onboarding paperwork, allowing new hires to check and verify forms without the hassle of manually handling them.
sign digital documents through the NG Smart Novative e-documents
secure your digital data with Novative Services, which is compliant with General Data Protection Regulation (GDPR) standards and ISO 27001 certified.

#2 The “Welcome on Board” Step.

Creating the orientation step with the Novative Onboarding Solution will help you:

save time by completing the paperwork quickly.
set new hires up in advance with a customized welcome email and IT checklists.
create the first day and week tasks checklist to have a clearer picture of the next step.

#3 The “Training” Step

Line managers can also better track individuals’ progress through course modules and milestones by digitizing the onboarding process.

Administrating and digitalizing the training step with the Novative Onboarding Solution will help you:

create the FAQs company; it is preferable to have it written down so that new hires and everyone else can refer to them, both onsite and remotely.
track the individuals’ progress through course modules and milestones. Share the training documents through the Novative E-document solution so you can track what they’ve read.

#4 The “Transition to Be a Part of The Team” Step.

During the first few months of your new hire’s tenure, the manager should communicate, set goals, and provide them with easy-to-understand success metrics so you can evaluate them later. While giving them the time to get accustomed to the work environment and familiarize themselves with peers.

With Novative’s industry leading employment screening solutions, you can:

create clear success metrics to easily track and evaluate the new hires through our performance appraisal tracking system.
streamline your onboarding process by creating an onboarding checklist so you can track the whole process from A to Z.

Conclusion - Payroll trends 2023

Have you found this article useful? Then stay tuned for more articles on how to streamline the entire HR process in the hospitality industry.

Ready to make your new employee onboarding experience as enjoyable as possible?

We can support you every step of the way!

The post The 4 useful steps to mastering the hospitality onboarding process appeared first on Novative.

The 4 useful steps to conquer hospitality recruitment nightmares

Ahmed Khaleel — Thu, 09 Mar 2023 14:09:03 +0000

Hospitality recruitment is affected by many challenges. It’s no secret that hospitality has one of the highest employee turnover rates among other industries.

A recent report by People 1st estimated that the hospitality sector still needs 993,000 staff by 2022.

In addition to high turnover, the combination of increased demand for hospitality personnel with a decreased pool of suitable and interested candidates is a HOSPITALITY RECRUITMENT NIGHTMARE.

We can all agree that the hotel and hospitality industries are highly rewarding, and a well-managed hotel can deliver and generate good annual returns. At the end of the day, a lack of talented people is one of the most important factors that holds back growth. People are important, they act as the soul of hospitality.

Interested in learning how to conquer your hospitality recruitment nightmares? Check out our article.

#1 Write Clear and Concise Job Descriptions.

The first step to conquering your hospitality recruitment nightmares and making better hiring decisions is writing clear job descriptions.

Good job descriptions are the foundation for all the upcoming processes such as job posting, recruitment and selection, evaluating the candidates, etc.

Creating your Job Descriptions with Novative Recruitment Solutions will help you:

centralise a repository for job descriptions without administrative burden.
structure the job description formula, from the job title, job summary, and responsibilities to the company overview and statement of equal employment opportunity and benefits.
format, customise, and highlight the most important points in your job descriptions

#2 Create a Job AD that Entices Candidates.

You need to take the second step to conquering your hospitality recruitment nightmares by creating a clear and direct brief about your vacancy, starting with a simple but attractive brief that can entice candidates.

Novative experts want to highlight some of the points that can nail your job AD:

The power of words: a well-written Job ad is very important because it’s your chance to sell the role to your potential applicant. For example, you can use the AD to highlight the simple question of why your company is the youtbian workplace.
Using powerful words is critical to enticing candidates. You can refer to choices like checking the list of action verbs to help you in your writing.
Optimise the AD with keywords: millions of job seekers search for jobs using a lot of keywords. This makes SEO crucial to the recruitment process, especially when writing job ads.
But keep in mind to keep it simple and unique; don’t use creative names like Ninja, warrior, etc. For example, if you have a vacancy in sales while your company is in the B2B space with globally distributed clients, you can add more adjectives to your job title, like “Global B2B Sales Manager.”

#3 Reach a Larger Audience with a Few Clicks.

Once you have finished up with the first two steps and have a well-nailed job advertisement, you can go with the third step to continue conquering your hospitality recruitment nightmare, which is advertising your vacancies.

There are many ways to advertise your vacancies. However, in the hospitality industry, this could be a nightmare because you will most likely have multiple vacancies, such as waiters, hostesses, cooks, and even housekeepers, that need to be published at the same time. Imagine how long it would take you to individually post every vacancy on every platform.

Automating your recruitment process with Novative Recruitment Solutions will help you:

post more than a vacancy with a click.
publish all your vacancies on all platforms at the same time.
get access to the history of previously published openings so you can easily publish them again instead of creating them from scratch.

#4 Screen, Filter, and select applicants in a minute.

The fourth step to conquering your hospitality recruitment nightmares is screening your applicants to start selecting the best candidates.

The hospitality industry is all about offering customers excellent service. As we mentioned, people are important; they act as the soul of hospitality. That’s why you must ensure that you hire qualified and well-trained people to ensure you hit the maximum level of satisfaction.

With Novative’s industry leading employment screening solutions, you can:

streamline your screening process by receiving all applications on one screen.
create a pre-email to automate your response to candidates.
automatically send your filtration process to your direct manager so he/she can confirm your process to ensure making bias-free screening and hiring decisions.
get your hospitality managers out of the recruitment process by offloading all of the administrative and tedious tasks until the hiring decisions and technical interviews need to be done.
verify the best staff to represent your business in front of your valued customers.

Conclusion - Payroll Trends 2023

Have you found this article useful? Then stay tuned for more articles on how to streamline the entire HR process in the hospitality industry.

Are you ready to save time by streamlining your publishing and screening processes while maintaining quality? We can support you every step of the way! NOVA Smart NG is the solution to cover your Hospitality recruitment needs. Learn More.

Introduction - Payroll Trends 2023

Hospitality recruitment is affected by many challenges. It’s no secret that hospitality has one of the highest employee turnover rates among other industries.

A recent report by People 1st estimated that the hospitality sector still needs 993,000 staff by 2022.

In addition to high turnover, the combination of increased demand for hospitality personnel with a decreased pool of suitable and interested candidates is a HOSPITALITY RECRUITMENT NIGHTMARE.

We can all agree that the hotel and hospitality industries are highly rewarding, and a well-managed hotel can deliver and generate good annual returns. At the end of the day, a lack of talented people is one of the most important factors that holds back growth. People are important, they act as the soul of hospitality.

Interested in learning how to conquer your hospitality recruitment nightmares? Check out our article.

#1 Write Clear and Concise Job Descriptions.

The first step to conquering your hospitality recruitment nightmares and making better hiring decisions is writing clear job descriptions.

Good job descriptions are the foundation for all the upcoming processes such as job posting, recruitment and selection, evaluating the candidates, etc.

Creating your Job Descriptions with Novative Recruitment Solutions will help you:

centralise a repository for job descriptions without administrative burden.
structure the job description formula, from the job title, job summary, and responsibilities to the company overview and statement of equal employment opportunity and benefits.
format, customise, and highlight the most important points in your job descriptions.

#2 Create a Job AD that Entices Candidates.

You need to take the second step to conquering your hospitality recruitment nightmares by creating a clear and direct brief about your vacancy, starting with a simple but attractive brief that can entice candidates.

Novative experts want to highlight some of the points that can nail your job AD:

The power of words: a well-written Job ad is very important because it’s your chance to sell the role to your potential applicant. For example, you can use the AD to highlight the simple question of why your company is the youtbian workplace.
Using powerful words is critical to enticing candidates. You can refer to choices like checking the list of action verbs to help you in your writing.
Optimise the AD with keywords: millions of job seekers search for jobs using a lot of keywords. This makes SEO crucial to the recruitment process, especially when writing job ads.
But keep in mind to keep it simple and unique; don’t use creative names like Ninja, warrior, etc. For example, if you have a vacancy in sales while your company is in the B2B space with globally distributed clients, you can add more adjectives to your job title, like “Global B2B Sales Manager.”

#3 Reach a Larger Audience with a Few Clicks.

Automating your recruitment process with Novative Recruitment Solutions will help you:

post more than a vacancy with a click.
publish all your vacancies on all platforms at the same time.
get access to the history of previously published openings so you can easily publish them again instead of creating them from scratch.

#4 Screen, Filter, and Select Applicants in a Minute.

The fourth step to conquering your hospitality recruitment nightmares is screening your applicants to start selecting the best candidates.

With Novative’s industry leading employment screening solutions, you can:

streamline your screening process by receiving all applications on one screen.
create a pre-email to automate your response to candidates.
automatically send your filtration process to your direct manager so he/she can confirm your process to ensure making bias-free screening and hiring decisions.
get your hospitality managers out of the recruitment process by offloading all of the administrative and tedious tasks until the hiring decisions and technical interviews need to be done.
verify the best staff to represent your business in front of your valued customers.

Conclusion - Payroll Trends 2023

Have you found this article useful? Then stay tuned, as we will be sharing more articles on how to conquer your hospitality recruitment nightmare.

Introduction - Payroll Trends 2023

Hospitality recruitment is affected by many challenges. It’s no secret that hospitality has one of the highest employee turnover rates among other industries.

A recent report by People 1st estimated that the hospitality sector still needs 993,000 staff by 2022.

In addition to high turnover, the combination of increased demand for hospitality personnel with a decreased pool of suitable and interested candidates is a HOSPITALITY RECRUITMENT NIGHTMARE.

Interested in learning how to conquer your hospitality recruitment nightmares? Check out our article.

#1 Write Clear and Concise Job Descriptions.

The first step to conquering your hospitality recruitment nightmares and making better hiring decisions is writing clear job descriptions.

Good job descriptions are the foundation for all the upcoming processes such as job posting, recruitment and selection, evaluating the candidates, etc.

Creating your Job Descriptions with Novative Recruitment Solutions will help you:

centralise a repository for job descriptions without administrative burden.
structure the job description formula, from the job title, job summary, and responsibilities to the company overview and statement of equal employment opportunity and benefits.
format, customise, and highlight the most important points in your job descriptions.

#2 Create a Job AD that Entices Candidates

Novative experts want to highlight some of the points that can nail your job AD:

The power of words: a well-written Job ad is very important because it’s your chance to sell the role to your potential applicant. For example, you can use the AD to highlight the simple question of why your company is the youtbian workplace.
Using powerful words is critical to enticing candidates. You can refer to choices like checking the list of action verbs to help you in your writing.
Optimise the AD with keywords: millions of job seekers search for jobs using a lot of keywords. This makes SEO crucial to the recruitment process, especially when writing job ads.
But keep in mind to keep it simple and unique; don’t use creative names like Ninja, warrior, etc. For example, if you have a vacancy in sales while your company is in the B2B space with globally distributed clients, you can add more adjectives to your job title, like “Global B2B Sales Manager.”

#3 Reach a Larger Audience with a Few Clicks.

Automating your recruitment process with Novative Recruitment Solutions will help you:

post more than a vacancy with a click.
publish all your vacancies on all platforms at the same time.
get access to the history of previously published openings so you can easily publish them again instead of creating them from scratch.

#4 Screen, Filter, and Select Applicants in a Minute.

The fourth step to conquering your hospitality recruitment nightmares is screening your applicants to start selecting the best candidates.

With Novative’s industry leading employment screening solutions, you can:

streamline your screening process by receiving all applications on one screen.
create a pre-email to automate your response to candidates.
automatically send your filtration process to your direct manager so he/she can confirm your process to ensure making bias-free screening and hiring decisions.
get your hospitality managers out of the recruitment process by offloading all of the administrative and tedious tasks until the hiring decisions and technical interviews need to be done.
verify the best staff to represent your business in front of your valued customers.

Conclusion - Payroll trends 2023

Have you found this article useful? Then stay tuned, as we will be sharing more articles on how to conquer your hospitality recruitment nightmare.
NOVA Smart NG is the solution to cover your Hospitality recuriment needs. Learn More.

Ready to save time by streamlining your publishing and screening processes while maintaining quality

We can support you every step of the way!

The post The 4 useful steps to conquer hospitality recruitment nightmares appeared first on Novative.

2023 Global HR & Payroll: Trends, Challenges and Opportunities

Ahmed Khaleel — Mon, 30 Jan 2023 09:42:39 +0000

Payroll trends 2023

Introduction - Payroll Trends 2023

Human Resources and Payroll management are a critical aspect of every business. Companies are in the middle of HR and payroll transformation is dominated by many factors. FinancesOnline research identifies salary and benefits as the most potent driver that draws 58% of employees toward potential employers. Businesses and HR managers must stay current on these changes to stay relevant in today’s fierce competition. Start now by reading this blog to stay ahead of the key trends that will shape payroll and HR in 2023.

Introduction - Payroll Trends 2023

#1 More Investment In AI-based Payroll Software

One of the biggest payroll trends for 2023 is the use of artificial intelligence. An intelligent payroll solution powered by AI and machine learning can help anticipate employees’ needs and expectations and boost efficiency. Artificial intelligence steers automation and allows HR professionals to focus on core business jobs that call for human intervention.

Compliance is a significant benefit of AI-based tools. Payroll regulations frequently change due to constant market fluctuations, unstable economies, recessions, and other factors. AI enables the Payroll Software to automatically update the rules and ensure compliance.

Our Nova Smart NG smart HRIS uses AI to optimise HR and payroll management. Repetitive tasks are entirely automated, and all the collected data are used to support the decision making.

#1 More Investment In AI-based Payroll Software

Our Nova Smart NG smart HRIS uses AI to optimise HR and payroll management. Repetitive tasks are entirely automated, and all the collected data are used to support the decision making.

#1 More Investment In AI-based Payroll Software

One of the biggest payroll trends for 2023 is the use of artificial intelligence. An intelligent payroll solution powered by AI and machine learning can help anticipate employees’ needs and expectations and boost efficiency. Artificial intelligence steers automation and allows HR professionals to focus on core business jobs that call for human intervention.

Our Nova Smart NG smart HRIS uses AI to optimise HR and payroll management. Repetitive tasks are entirely automated, and all the collected data are used to support the decision making.

#2 The move Towards Cloud-based Payroll

In 2023, moving out of in-house payroll systems towards a global payroll system is a more common need for many businesses. Cloud-based solutions answer this challenge and present an effective solution to handle hybrid working, remote working and a dispersed workforce. Cloud capabilities allow for flexibility and scalability and enhance employee support.

The state-of-the-art security protocols ensure data security and prevent unauthorised access and breaches. Cloud-enabled Payroll Management facilitates safe and agile payroll transactions across multiple states with complete adherence to local regulations.

Novative's global payroll outsourcing service leverages the capabilities of our advanced HRIS. It centralises and secures all company and country-specific data for easy access.

#2 The move Towards Cloud-based Payroll

Novative's global payroll outsourcing service leverages the capabilities of our advanced HRIS. It centralises and secures all company and country-specific data for easy access.

#2 The move Towards Cloud-based Payroll

Novative's global payroll outsourcing service leverages the capabilities of our advanced HRIS. It centralises and secures all company and country-specific data for easy access.

#3 Need For A Comprehensive Payroll Solution

Standalone payroll, talent acquisition, and HR solutions are being made redundant. Today, businesses seek all-inclusive software with tools for all HR processes.

For Payroll Outsourcing, businesses will prefer service providers that can deliver an intuitive solution that serves through all employee lifecycle stages. The future will have user-friendly self-service software that provides an all-in-one solution or integrates with a full-suite HCM.

#3 Need For A Comprehensive Payroll Solution

Standalone payroll, talent acquisition, and HR solutions are being made redundant. Today, businesses seek all-inclusive software with tools for all HR processes.

#3 Need For A Comprehensive Payroll Solution

Standalone payroll, talent acquisition, and HR solutions are being made redundant. Today, businesses seek all-inclusive software with tools for all HR processes.

#4 Flexible Payments and Crypto Currency

The rise of non-traditional working models is a powerful impetus for flexible payment options. The current workforce requires diverse compensation management to be a part of a comprehensive Payroll Solution.

Companies are open to going beyond direct deposits and standard paper checks to pay their employees. Some even allow their workers to manage their payments.

Another dimension of payment flexibility is the emergence of cryptocurrency. Over 39% of American adults showed the will to use Bitcoin for transactions and purchases, says Statista.

With increasing popularity, it is imperative to innovate Payroll Solutions that allow compensation via digital currencies. Future Payroll Software will manage regulation disparity, automate crypto payments, and ensure compliance.

#4 Flexible Payments and Crypto Currency

Companies are open to going beyond direct deposits and standard paper checks to pay their employees. Some even allow their workers to manage their payments.

Another dimension of payment flexibility is the emergence of cryptocurrency. Over 39% of American adults showed the will to use Bitcoin for transactions and purchases, says Statista.

#4 Flexible Payments and Crypto Currency

Companies are open to going beyond direct deposits and standard paper checks to pay their employees. Some even allow their workers to manage their payments.

Another dimension of payment flexibility is the emergence of cryptocurrency. Over 39% of American adults showed the will to use Bitcoin for transactions and purchases, says Statista.

#5 The power of and agile Payroll Software

While trends focus on the shift in technology and working model, increased software adoption is a mindset shift. It defines the change in how businesses perceive Payroll Software and what they are looking for in them.

Moving ahead of functionalities, businesses also view infrastructure and vendor support during Payroll Outsourcing. Features like database centralization, multi-platform collaboration, convenience, and support network to transition to the new solution are core considerations.

#5 The power of and agile Payroll Software

#5 The Power of and Agile Payroll Software

Conclusion - Payroll Trends 2023

The HR and payroll industry is undergoing a transformation driven by various factors. Businesses must stay current on these changes to remain competitive in today’s market. The use of AI-based payroll software and cloud-based solutions are becoming increasingly popular, as they offer automation, compliance, and flexibility. Businesses are also looking for comprehensive payroll solutions that cover all HR processes, and offer flexible payment options, including cryptocurrency. Are you ready to adapt?

Conclusion - Payroll Trends 2023

Conclusion - Payroll trends 2023

Ready to expand your business globally?

Pay your employees all over the world with complete peace of mind!

The post 2023 Global HR & Payroll: Trends, Challenges and Opportunities appeared first on Novative.

5 Important HR Trends That Shaped 2022

Patricia Maniscalco — Fri, 23 Dec 2022 15:36:00 +0000

Introduction

Two years into a new decade. The world appears to be very different from what we knew in 2020. Fighting the pandemic was one of the most difficult challenges in history.

The pandemic has caused economic crises and changed our habits and lives. The professional world has not been spared. The rise of remote working and the change in work priorities are examples of this.

The HR sector is evolving with new trends, concepts and methods. Knowing and understanding these trends is essential if you want to remain competitive and retain your best resources, your employees.

It is by knowing the past that we prepare for the future. Read this blogpost and find out more about 5 2022 HR trends that marked the year

Introduction

Two years into a new decade. The world appears to be very different from what we knew in 2020. Fighting the pandemic was one of the most difficult challenges in history.

The HR sector is evolving with new trends, concepts and methods. Knowing and understanding these trends is essential if you want to remain competitive and retain your best resources, your employees.

It is by knowing the past that we prepare for the future. Read this blogpost and find out more about 5 2022 HR trends that marked the year

#1 Hybrid & Remote Work

Remote working is not a new concept. However, with the pandemic in 2020, it became a major phenomenon. Many workers have had to work from home and employers started to realise that teleworking offers a great deal of advantages. Flexibility, time saving, autonomy… some workers even turned out to be more productive at home.

With the gradual return to the office in 2021, companies have naturally asked themselves whether remote working should continue. This is how the “hybrid” work mode was born.

73% of employees now work in either a hybrid or fully remote setting, with nearly half (43%) working remotely full-time.

Beezy's 2022 Workplace Trends and Insights Report

2 days at home, 3 days at the office, or the contrary. Each company has its own home-office policy. And in 2022, this way of working has become “the new normal“.

Remote working has not only changed the relation to work for employees but also for employers. Many companies have rethought their real estate strategy and decided to cut back on office space.

87% of executives expect to make changes to their real estate strategy.

PWC

Working from afar has also opened the door to international recruitment. With the ability to recruit and work remotely, companies could not resist the opportunity to hire workers from all over the world. Beware of the pitfalls of international recruitment though, you need to be well prepared.

If there is one thing to remember, it is that companies that offer flexibility and diverse working arrangements are more attractive to candidates and better retain their talent.

#1 Hybrid & Remote Work

With the gradual return to the office in 2021, companies have naturally asked themselves whether remote working should continue. This is how the “hybrid” work mode was born.

73% of employees now work in either a hybrid or fully remote setting, with nearly half (43%) working remotely full-time.

Beezy's 2022 Workplace Trends and Insights Report

2 days at home, 3 days at the office, or the contrary. Each company has its own home-office policy. And in 2022, this way of working has become “the new normal“.

Remote working has changed the relationship between work and employees not only for employees but also for employers. Many companies have rethought their real estate strategy and decided to cut back on office space.

87% of executives expect to make changes to their real estate strategy.

PWC

Remote working has also opened the door to international recruitment. With the ability to recruit and work remotely, companies could not resist the opportunity to hire workers from all over the world. Beware of the pitfalls of international recruitment though, you need to be well prepared.

If there is one thing to remember, it is that companies that offer flexibility and diverse working arrangements are more attractive to candidates and better retain their talent.

#2 HR Analytics

One of the major 2022 HR trends is HR Analytics. Data is now everywhere and HR decided to use it to their advantage to better understand their employees and their behaviour in the company.

Collecting, tracking and analysing data is the best way to identify weaknesses in the HR strategy and take appropriate action to address them.

According to PWC’s research, 50% of CEOs say that HR data analytics can help answer many of the critical concerns CEOs and CHROs must grapple with. It helps them with finding and keeping the right people, having a good hiring strategy, plan workforce and improve employer branding.

But before embarking on the analysis, it is essential to define the right KPIs to monitor. Novative has prepared a quick guide with the most relevant HR KPIs for each HR function. Check it on our LinkedIn page.

With the development of new technologies such as chatbots and AI-powered analytics, there is no doubt that HR analytics will continue to have an impact on the daily life of HR in 2023.

To cope with the ever-growing amount of employee data, track and organize it, corporations will need to hire or retain employees with the right skills. But above all… use the right analytics tool!

#3 Upskilling and Reskilling

Employee upskilling and reskilling have been around for a while in the HR trends scene. Unsurprisingly, employee training is part of the 2022 HR trends. Moreover, learning and development (L&D) is very likely to remain a top priority for HR departments in the coming year.

According to Gartner, 53% of HR leaders will prioritise organisational design and change management in 2023. This priority is due to several changes, the most important of which is digital transformation.

Based on these findings, companies will have to launch upskilling and reskilling programs to equip their workforce with appropriate skills to cope with digital transformation and fill skill gaps.

A recent Udemy’s survey showed that the upskilling demand grew to a whopping 38% in 2020. As a comparison, in 2019 this figure was only 14%.

Upskilling and reskilling are at the heart of HR preoccupations as they help HR professionals retain employees, enhance employee wellbeing and reduce recruitment costs.

Do you want to know the difference between upskilling and reskilling? Check out our carousel on our Linkedin page!

#3 Upskilling and Reskilling

Based on these findings, companies will have to launch upskilling and reskilling programs to equip their workforce with appropriate skills to cope with digital transformation and fill skill gaps.

A recent Udemy’s survey showed that the upskilling demand grew to a whopping 38% in 2020. As a comparison, in 2019 this figure was only 14%.

Upskilling and reskilling are at the heart of HR preoccupations as they help HR professionals retain employees, enhance employee wellbeing and reduce recruitment costs.

Do you want to know the difference between upskilling and reskilling? Check out our carousel on our Linkedin page!

#4 Generation Z

The year 2022 was also marked by the arrival of Generation Z workers on the labour market. Understanding Generation Z was one of the major 2022 HR trends.

While Millennials, also known as generation Y—people born from 1981 to 1996—are already the largest generation in the workplace, their younger colleagues, gen Z—people born after 1996—are starting to join them.

These numbers are rapidly growing. ManpowerGroup predicts that 24% of Gen Z workers will be employed globally by the end of 2022. It will reach 30% by 2030.

As a result, HR professionals must understand this generation’s key characteristics and needs in the workplace.

Gen Z has different priorities, goals, and habits than baby boomers and Gen X.

Human resource professionals must now grasp this generation’s needs, which are often so essential to them that they would leave a job to address them.

92% of Generation Z workers believe it is the company's role to ensure the well-being of employees. 85% of them place the atmosphere and wellbeing at work as the second most important criteria for choosing a company.

Moodwork

While Gen Z workers are usually looking for strong company values, a healthy and flexible work environment, and a need for recognition. Understanding how to recruit them is essential. This new talent will provide you with the skills you will need in the years to come.

#4 Generation Z

The year 2022 was also marked by the arrival of Generation Z workers on the labour market. Understanding Generation Z was one of the major 2022 HR trends.

These numbers are rapidly growing. ManpowerGroup predicts that 24% of Gen Z workers will be employed globally by the end of 2022. It will reach 30% by 2030.

As a result, HR professionals must understand this generation’s key characteristics and needs in the workplace.

Gen Z has different priorities, goals, and habits than baby boomers and Gen X.

Human resource professionals must now grasp this generation’s needs, which are often so essential to them that they would leave a job to address them.

92% of Generation Z workers believe it is the company's role to ensure the well-being of employees. 85% of them place the atmosphere and wellbeing at work as the second most important criteria for choosing a company.

Moodwork

#5 Quality Of Work Life (QWL)

Employee wellbeing, QWL and employee wellness are the strongest HR notions of 2022. And it is set to continue in 2023.

The past two years, with the pandemic and lockdowns, have been difficult for workers. As we are just starting to get back into the swing of things, many workers have rethought their priorities when it comes to work. No surprise, mental health and wellbeing are now in the top three.

It is no secret that happy employees are more productive and motivated. As a result, companies and HR are implementing wellness programmes. Companies set up workplace wellness programs to promote employee wellbeing. This can be done by encouraging employees to take care of their health by contributing to their medical expenses or by offering them a gym membership.

84% of employers reported higher productivity and performance from their employees due to wellness plans in 2019. And 56% of employees who participate in company wellness programs say they have fewer sick days due to these programs.

Zippia

In the context of the talent war and the employee engagement crisis, wellbeing measures have been crucial for HR in 2022.

#5 Quality Of Work Life (QWL)

Employee wellbeing, QWL and employee wellness are the strongest HR notions of 2022. And it is set to continue in 2023.

84% of employers reported higher productivity and performance from their employees due to wellness plans in 2019. And 56% of employees who participate in company wellness programs say they have fewer sick days due to these programs.

Zippia

In the context of the talent war and the employee engagement crisis, wellbeing measures have been crucial for HR in 2022.

The last few years have been difficult for organisations and HR teams too. Human resources professionals will need to be prepared for 2023 and adapt their strategies so they can respond to current workforce needs.

By considering these 5 trends and identifying priorities for 2023, HR professionals can ensure that they remain competitive in the job market.

Want more tips to meet end-of-year HR challenges?

The post 5 Important HR Trends That Shaped 2022 appeared first on Novative.

HR Analytics, the key strategy for a high-performance company.

Patricia Maniscalco — Wed, 12 Oct 2022 14:05:59 +0000

Summary

What is HR Analytics?

Why an HR Analytics tool is the smartest move?

What are the key features to look for in an HR Analytics tool?

How does HR Analytics greatly improve your daily management?

You’ve probably heard of the concept of data-driven HR and how the development of HR analytics has marked the biggest progress in the world of human resources since the spread sheet.

But what precisely is HR analytics and how is it helpful? Data is where the answer starts.

If you are still using paper files or spreadsheets to accomplish HR tasks, you are already collecting and storing HR data.

HR data includes information about the organisations and their workforce. Most HR teams use dedicated HR software to collect data on a daily basis across a number of different areas.

But collecting is only the first step if you wish to utilise the full potential of your data. You must be able to read data and figure out what it means to you and your organization. That is where HR analytics comes into play.

What is HR Analytics?

HR analytics helps HR professionals to make data-driven decisions that have a significant impact on an organisation’s success. It covers the entire process of identifying, collecting, analyzing, and reporting on HR data.

Human resource management should use data to its fullest extent. Data is important because it shows historical trends, numerical values, and other types of information a business can benefit from to better develop and manage human resources.

In other words, HR analytics is the math you use to analyse the data and facts you have in front of you to determine how you are performing.

Why an HR analytics tool is the smartest move?

An HR Analytics tool is a tool that helps you collect and analyse key workforce data. It simplifies the process and make it easier to visualise the data and create insights that can drive HR decisions.

If you use an all-in-one HRIS, you are already gathering metrics. While these software applications help you manage attendance, hourly time tracking, candidate applications, job postings, hiring, and benefits, they also naturally collect a wide range of data.

The main challenge is then to identify what data to use and how to use it. That’s the reason why you need an HR analytics tool that will collect, structure, and analyse data according to a set of KPIs relevant to your organisation. With the right HR analytics tool, you will be able to conduct analysis that can drive smart and growth-oriented HR strategies.

You will be able to record the number of actions you take and how much time it takes to accomplish a specific task. Based on this data, you will have insights on how you are doing with your missions.

HR analytics makes it possible to carry out operational and concrete reporting on human resources but also to predict or simulate a set of scenarios related to human capital.

What are the key features to look for in an HR Analytics tool?

There are many HR analytics tools available on the market. Some are integrated into bigger HRMS packages while others are sold as a separate piece of software.

Before you make your choice, it’s important to evaluate your HR procedures and determine exactly what you need from your software. Each of these solutions has its unique features set tailored to fit particular use cases.

That being said, here are some features every organisation should look for to choose the right HR analytics tool:

Reporting and Visualisation

One of the most crucial features of any HR analytics solution is data visualisation —This is what enables HR departments to extract patterns and useful insights from the mountains of employee data they are storing.

So, there are a few points to consider regarding this feature:

You must be able to customise your reports so that you can quickly access pertinent information and monitor the KPIs for your organisation.
Your team must be able to share reports easily and access them in different formats (Excel, PDF, etc.)
The tool must include a system of access rights in order to allow access to statistics and reports only to the persons concerned.

Security by design

All HR tools contain sensitive and confidential personal data, from contact details, bank accounts numbers and addresses to personal health information and performance reports.

Did you know that the PII – Personal Identifiable Information – such as the ones we have mentioned is the most compromised type of data when it comes to cyberattack?

Therefore, HR analytics tools or HRIS should come with built-in security features such as access rights, two-factor authentication, high security and confidentiality policies as well as compliance with ISO standards such as ISO27001.

User-friendly interface

Last but not least, your software must be simple to use. If you choose a solution that is too complex, your HR team could require further training to use it. Make sure the tool is easy to use to avoid going back to spreadsheets.

How does HR analytics greatly improve your daily management?

1 – HR Analytics improves the candidate & employee experience

56% of job applicants encountered a technical issue during the application process.

Talentegy, 2019

Recruitment analytics allows you to monitor the time between a candidate’s application for a job and their acceptance of an offer. So why should you track such a thing?

Because the applicant experience is crucial to the employer brand. It’s important to know how much time you take to hire a new employee to measure the effectiveness of your hiring process.

Reducing the time to hire may raise your hiring success rate, which increases your chances of acquiring top talent in a crowded market.

Novative’s HR recruitment module and our Nova Smart NG analysis and report tool has been designed with high consideration of these factors. HR analytics will be a powerful ally in your recruiting process.

2 – HR Analytics can analyse the turnover rate

The turnover rate, which is expressed as a percentage that illustrates how many workers left a company during a given period of time, usually a year.

An analysis of employee turnover data can help pinpoint why employees are leaving your organisation . As an example, you may analyse the turnover and then find out this happens in a specific department with a specific supervisor. Accordingly, this will let you deduce that maybe the supervisor lacks management skills. You can then take action and provide the manager with training on different management methods and how to implement them. Later, you can compare and see if the actions taken have had an impact on the turnover rate in that department.

That is why turnover analysis should not be left behind. A turnover analysis can be used to identify issues with engagement, compensation, development, or hiring.

With the use of such data, businesses can develop focused retention strategies, minimise turnover rates by identifying the root cause, and avoid losses before they occur.

3- HR Analytics helps you keep track of your expenses & save money

Organisations can use expense analytics to compare expenses to budgets and make sure they are not overspending or making unnecessary purchases.

Tracking expenses helps you stick to your budget. Keeping track of your finances is the best way to control your spending.

Our advice

At the end of each month, review the expenses you kept track of to see how much you spent compared to what you expected to spend. If you go over budget, try to reduce your expenses in that area. If you don’t spend too much, you might want to put more money toward debt repayment and savings.

In either scenario, you should use the data that your expense tracking tool provides you with and then adjust the budget for the following month.

4- HR Analytics monitors employee engagement levels

Did you know that companies with highly engaged employees are 21% more profitable?

Gallup

One of the hottest HR topics is employee engagement. And it’s becoming more important due to the current age of remote-based working.

The use of big data* to improve employee engagement is a lot more than using employee engagement surveys to track data. Reward and recognise top performers is also possible.

Big data can be utilised to spot employees who are underperforming and possibly losing motivation. Analysing employee performance KPIs can all help HR to provide the support to employees in need and effectively evaluate the employee.

This information can then be used to guide and assist managers in identifying opportunities for growth, support, and engagement of their teams.

* Big Data refers to the software tools that can quickly analyse enormous amounts of data from various systems. In regard to HR management, people related data is used to better understand an organisation’s human capital, risks, and business performances.

HR Analytics and its proper use are without a doubt advantageous to HR and the business as a whole. The changes that can be made thanks to relevant analysis have the potential to be profound and far-reaching.

It’s a smart move that any business can benefit from. To start, HR people should move beyond the limitation of the manual HR process. The future of HR is promising, all you have to do is seize the opportunity.

Learn more about our HR analytics solution

The post HR Analytics, the key strategy for a high-performance company. appeared first on Novative.

The Best Strategies to Recruit Gen Z

Ahmed Khaleel — Thu, 22 Sep 2022 12:06:09 +0000

Building relationships with Gen Z should be a key component of your hiring strategy. Why? Because over the next 10 years, the amount of Gen Zs in the workforce will triple. That’s why you need to know the best strategies to recruit Gen Z workers.

Most of Gen Z’s experience, whether in school or at work, is in a digital environment. Their favourite device is the smartphone. They mostly use it to take pictures, participate in video chats, pay for goods and services, stream TikTok and YouTube but also, look for jobs.

In a working environment, Gen Z workers have specific characteristics. They usually seek regular and ongoing feedback from their employers. They are socially aware and want their work to be meaningful. They are also looking for a caring, flexible and team-oriented work environment.

In the first part of the blogpost, we introduced you to the people behind Generation Z.

Now that you know who they are, the big question is: what are the best strategies to attract and recruit Gen Z ?

Ready to know the answer? The journey starts now

The Best Strategies to Recruit Gen Z

Generation Z is much less responsive to traditional recruitment methods. What you think you know about recruiting may not apply to these new workers.

That’s why today we’re taking you through strategies for attracting and recruiting Generation Z workers. And among these strategies, two main areas stand out:

1. Building a Strong Brand

2. Modernising the Recruitment Process

1. Building a Strong Brand

Stand Out and Share Values Your Business Cares About

It’s crucial to understand that recent grads have a clear picture of the employers they want to work with. Before going to a job interview, they take the time to check out a company’s website, social media profiles and other employees’ online reviews.

We advise you to work on establishing a positive image of yourself as an employer. Presenting yourself as the ideal employer is essential to attract the right talent.

As you know, Gen Z is more concern about social justice problems. They value brand authenticity and transparency.

Digital natives are interested in how their employer’s actions impact the society and the environment. That is why, as an employer, you should include social and environmental issues in your business strategy and mention them in your job offers and during the job interviews.

Include Diversity & Equity in Your Employer Brand

“The notion of equality is important to Gen Z, with 91% believing that everyone is equal and should be treated the same way” - Based on research by Barnes & Noble College Insights"

When it comes to DE&I (Diversity, Equity, & Inclusion), it is crucial that companies comprehend and pay attention to young people.

Equity is one of the top priorities for Gen Zers. They want to be connected with a company that treats everyone fairly, offers chances to everyone, provides training, and fosters a culture of diversity and inclusion.

This is how employers can maintain high-quality candidate’s enthusiasm for being a part of your company.

Make sure they can’t get you out of their minds

How to conquer digital natives’ minds? By working on your online presence!

According to a Pew Research Center study, about 71% of 18- to 29-year-olds say they use Instagram. Instagram is a powerful channel if you want to get the attention of Gen Z workers. You can create Instagram posts and stories with your logo and filters and write some catchy sentences like “We make a change. Join us now” to give yourself some extra credit on this network. Gen Zers are sensitive to this type of content and do not hesitate to share it on their personal accounts. This way, you can reach your target by snowball effect.

Also, you might be surprised where you can target them, but the answer is TikTok, yes TikTok!

TikTok is the new black and you should be active on this platform if you’re willing to find the brightest talents. Why? Because Forty-eight percent of Gen-Z use this app to express themselves through videos.

You can create a company profile and share content related to your company, your brand and your industry. Get closer to them and showcase the innovativeness of your business. You may also follow the TikTok trends and create those funny videos with employees to show how lovely your working culture is.

2. Modernising the Recruitment Process

Invest in a Strong Social Media Recruitment Strategy

Attracting a high volume of Gen Z workers starts with a strong social media recruitment strategy.

By “investing in a strong social media recruitment strategy”, we don’t only mean having an online presence on the big three platforms (LinkedIn, Facebook, and Twitter). It also means that you should create profiles on Instagram, TikTok and Snapchat. As we mentioned it just before, the majority of Gen Zers are active on those platforms.

Taking this into consideration, these platforms are taking initiative to help Gen Z and recruiters..

TikTok has recently launched TikTok Resumes, a program created exclusively for job seekers. Snapchat and Instagram provide digital advertising for recruiters to publish and promote job offers.

You have everything you need to recruit Generation Z, you just need to take the first step.

Offer a quick application system

Nowadays, all facets of our daily life are being dominated by digital technology. We are used to completing tasks fast, easily, on our phones or tablets. This should apply to the recruiting procedure too.

Simplify online processes to attract more candidates. To avoid losing top talent along the way, every step of the applicant experience needs to be simple, quick, and straightforward.

By automating your recruitment procedures, you reassure candidates, increase clarity, and hasten decision-making.

Create a Mobile Friendly Recruiting Process

“ 58% of users prefer to send a job application with their smartphone.”

To attract the new wave of talent, a mobile recruiting strategy is necessary. More than ever, job seekers are using their smartphones for their job hunt. They look for jobs, employers and they even use them to conduct remote interviews.

Adopting a mobile recruitment process enables you to stay in touch with job searchers around-the-clock with quick updates and notifications. It also enables them to respond in real-time to fresh job postings or recruiters’ questions.

This also would help the recruiters and hiring managers to ease the scheduling interviews, providing feedback and communicating with the candidate.

So, make sure your entire application process can be done on a smartphone to adapt to the mobile habits of Gen Z.

Give Virtual Job Interviews a Shot

A Gen Zer’s impression of your company is shaped by the very first interaction they have with it which way back at the application process. They will also be evaluating you.

In fact, 54% of Gen Z job seekers won’t apply if they perceive your recruitment method as outdated. Imagine how many good candidates you might miss if you persist in following the classic methods.

Gen Z values face-to-face interactions, but they also appreciate virtual ones. Because doing things online is incredibly quick and convenient.

With online interviews, they do not have to take time off from their current job to travel to the interview site. They don’t need either to arrange a time when everyone can physically meet in the office. The digital hiring process, at least, in the early stages, is a win-win for everyone.

A successful interview doesn’t have to be two people sitting face-to-face in the same room. Interviews conducted via video can modernise your hiring process and, in many cases, allow recruiters to assess more candidates in less time. Virtual interviews can also improve the candidate experience.

What About Recruiting Chatbots?

Recruiting chatbots employ AI – Artificial Intelligence – technology to respond to candidates’ questions and deliver relevant information. Because they are able to respond to specific predefined questions without the assistance of a recruiter, chatbots give candidates instant information they require while saving time for recruiters.

Furthermore, chatbots can be used to schedule interviews and pre-screening interviews.

Generation Z is the newest generation in the labour market and is a priceless source of exceptional talent. These young adults, however, are distinct from their elders. In order to connect with them, you must first comprehend how they think and what they want from a job. This will help you adapt your recruitment strategies to Generation Z.

Engage with them in meaningful conversations by establishing a professional and interesting presence on their favourite social media platforms.

Let them know about vacant positions in your company and use your recruitment SaaS to communicate job openings, collect candidate information, and build talent pools.

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Gen Z Workers Are Coming, Are You Ready for Them?

Ahmed Khaleel — Fri, 09 Sep 2022 07:39:52 +0000

Gen Z workers are just now entering the labour market and employers need to be prepared for their arrival. While the Millennial Generation and Gen Z share many characteristics, Gen Z brings in new patterns of behavior.

Today’s managers not only need to grasp how to handle young, inexperienced workers, but they also need to understand the unique characteristics of this digital and free new generation of workers.

In today’s article, we will take you on a journey to know more about Gen Zers and their vision of work.

Who is behind Generation Z?

Gen Z has formally taken the place of Millennials as the largest generation.

Generation Z consists of people born after 1996 and currently encompasses 32% of the world’s population and 11% of the labour force.

"These numbers are rapidly growing, ManpowerGroup predicts that 24% of Gen Z workers will be employed globally by the end of 2022. It will reach 30% by 2030."

Gen Z workers are more socially minded than the previous generations. They strive to make a change in the world.

Gen Z is made of truly digital natives who have been raised with social media. Technology is for them, a natural way to communicate.

What Gen Z Workers Are Looking For in their Dream Jobs ?

Strong company values

“42% of Gen Zers would rather work for a company whose values align with their own than for a company that is offering a higher paycheck."

Gen Zers respect the purpose and impact of the companies they work for. They don’t just chase the greatest salary.

As we mentioned before, they are more socially aware than the previous generations. For example, they may be sensitive to the fact that their employer recognises the negative impacts of climate change and is taking action to address this crisis.

They want to earn a living, but they also need their work to be meaningful. They will feel more invested if they feel they are making a difference in their own industry.

A healthy, flexible working environment

Gen Z is the generation that is the most stressed out, according to the American Psychological Association. That’s why they usually choose businesses where employee well-being is a priority. They pay close attention to quality of work life (QWL) policies when looking for a job.

Unless there is an emergency, they probably won’t check their emails or answer video calls after they log out for the day. For them, work-life balance is a necessity.

Employers who are flexible and respect these boundaries are more likely to attract and keep Gen Z talent. They might even adopt the same perspective and change their own work practises.

In-person work

According to the National Society of High School Scholars’ 2022 Career Interest Survey, “less than a quarter (23%) of Gen Zers feel remote work is “very” or “extremely” important to them”.

In the wake of the COVID-19 pandemic, many people started to work remotely. But it has not been the case for Generation Z. Unexpectedly, this generation is eager to return to a physical environment.

Factors such as impersonal meetings, the lack of a communication plan, and on-the-job-training are making them feel invisible and worry about what they’re supposed to do.

Without frequent face-to-face interactions, these young employees are finding it challenging to understand the company culture and find their places.

Most entry-level workers are eager to interact with managers, attend senior leadership meetings and have “water-cooler” chats with pro employees. They need validation and real experience in the start of their careers.

Need for recognition and managers with soft skills

Gen Z workers were raised in a society where they receive likes and comments as soon as they post content online. So, it is no surprise that they seek for greater and real-time recognition in the workplace.

In other words, you may need to rethink annual performance appraisal and provide continuous employee feedback to your employees. Our advice is to always use a positive and friendly tone when you give them feedback. Gen Z workers usually prefer modern and friendly management styles rather than the traditional ones.

On a daily basis, you can show your appreciation giving them a high-five, ringing a bell, or saying something nice to them while passing. It doesn’t need to be huge. Simply be immediate and intentional.

Need for recognition and managers with soft skills

Teamwork & Work Atmosphere

Although they are digital natives, Gen Z workers are above all humans. In fact, they value high-quality interactions with their supervisors, their coworkers, and their customers. They care more about the human dimension than anything else in the workplace.

Gen Zers prefer a collaborative and team-oriented work atmosphere rather than a 100% remote working environment. Make sure your technology and human components work together effectively.

As an employer, you should know that strengthening human connections is beneficial for everyone. It takes time and continuing effort but maintaining strong bonds within your team is worth it. Your team will be much more productive and happier. to have a committed, and collaborative staff.

Here are some examples of what you can apply within your company to strengthen the team spirit:

Make time for casual conversations

Employees usually value leaders who try to get to know them as people, not just as workers.

Involve your people in decision making

Involving your team in the decision-making process helps strengthening the working relationships. You can involve them very easily simply by asking their opinion on a specific topic.

Encourage life outside of work

Although the relationship between an employer and employee should be professional, outside activities is one of the best ways to build team spirit. Try to schedule team-building activities once or twice a month. These can be escape games, team sports activities, restaurants… Such activities enhance the sense of unity and solidarity in the team.

Organisations should learn more about GenZ workers as they enter the workforce and quickly overtake all previous generations. Knowing their strengths, their desires, their weaknesses and their vision of the work world will help you convince them to join you.

In our next blog, we will share with you some strategies and tactics to attract amazing new workers to your company. STAY TUNED!

The post Gen Z Workers Are Coming, Are You Ready for Them? appeared first on Novative.

Recruitment has changed, we tell you why.

Patricia Maniscalco — Tue, 29 Mar 2022 14:40:43 +0000

If you expect to attract top talent in 2022, you should forget the traditional ways to recruit. In fact, recruitment nowadays it is completely different than the way we have done in the past.

In the UK, the number of job vacancies in October to December 2021 rose to a new record of 1,247,000 according to the Office for National Statistics. But still, it seems that recruiting is not as easy as it used to be? Why? Because recruitment has changed, and we tell you why.

Market is now run by the applicants

Today, many employers are looking for the same knowledge and soft skills in their talent. The power has shifted. This is a really important thing to understand in current recruitments. Like all markets, the recruitment market is governed by the law of supply and demand. And since there is more supply than demand, candidates have a choice. They will take the time to study your offer, to compare it, to weigh up the pros and cons. Naturally, they will go for the company that offers them the best salary but also the best benefits and working conditions.

That is why it is always advisable to include in your job offer the benefits that your company offers to employees. This can be about the way of working (teleworking, hybrid mode, full office), leisure offers, fringe benefits or career development opportunities.

More selective they will be

As we just said, power has shifted. Candidates are more likely to wait for a job they truly want, a culture that suits their work ethic and a company that excites them. Employers need to make their workplace desirable by promoting what makes them unique and build a strong employer brand.

Particularly since the labour market has been welcoming the young workers of generation Z. These new talents, born in the digital age and used to instantaneity and speed, will be more easily attracted by a reactive and modern company.

Generation Z has done much to change the face of recruitment and has forced recruiters to put traditional methods on the back burner.

To recruit this generation’s talent, you need to understand their needs:

1. They hate to be bored.

Our advice: make sure you offer dynamic and challenging assignments.

2. They need to give meaning to their work.

Our advice: work on your employer image and your Coporate Social Responsibility policy.

3. They want pleasant working conditions.

Our advice: offer flexibility and benefits to retain them.

4. They communicate differently.

Our advice: don’t hesitate to adapt your tone and stay positive to motivate them.

Recruiting in 2022 means showing candidates that you take into account the well-being of employees in your company.

Employer Value Proposition is the Key

Employer branding is significant in 2022. As competition for talent rises rapidly, employers soon realised the importance of how both candidates and existing employees perceive them.

Employers will have to take a deep dive into their culture and decide what makes it unique but also sort of candidate that could thrive there.

A strong employer brand will also help you attract the attention of passive candidates. You know, those candidates who are not actively looking for a job but who are often very competent. If they are attracted by your employer brand, they may apply for jobs they would not normally apply for. Reaching passive candidates expands the potential talent pool massively.

Quick Application = High Volume of Applicants

Digitalisation continues to conquer all aspects of our daily lives. Recruitment cannot escape it. We are now used to doing things quickly, simply and from our phones or tablets. This applies to the recruitment process.

Make online processes easier to get more candidates. Every step of the candidate experience needs to be smooth, fast and intuitive so you don’t lose top talent along the way. By automating recruitment tasks, you reassure candidates, improve clarity and make decisions faster.

Because yes, one of the biggest trends is that candidates don’t wait any longer. No more waiting for weeks before giving an answer. Be quick to make sure you find the right candidate.

Remote Is The New Black

As we all know, remote recruitment is here to stay. And rightly so! Recruiting remotely means opening up to wider pool of talent, with no geographical limits. It also saves a lot of time for both the recruiter and the candidate. Indeed, more and more candidates would rather have a first contact on the phone or by videocall before meeting the recruiter, whenever possible. That’s why, if you haven’t already done so, you need to invest in the right tools for remote recruitment.

Put Your Data To Work

Data is everywhere. Sometimes we find ourselves drowning in this incessant flow. But data, when it is well exploited, analysed and segmented, is an incredible decision-making factor.

The right data will help you answer the most important questions when starting a recruitment process:

Which channels bring in the most qualified candidates?
What are the conversion rates per acquisition channel?
What are the current job board prices?

To do this, make sure you have a tool that collects and segments the right data. You won’t regret it.

If you are a recruitment agency, then these new recruiting trends are more relevant to you than ever. Our cloud-based SaaS solution is tailored to the specific needs of the recruitment agencies.

Contact our experts!

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