Novative

Collaborative Hiring | Hire Smarter, Together

Heba Bakr — Thu, 28 Mar 2024 09:18:11 +0000

Introduction Collaborative hiring | Hire Smarter, Together

Hiring the right talent is essential for the success and growth of any organisation. It’s great to see the way we work going through such an exciting transformation, thanks to technological advancements, a changing workforce, and evolving employee desires as 91% of recruiting pros say they focus on being agile to adapt to hiring needs.

Companies are always adapting, dealing with potential skill gaps, and the challenges of managing remote teams. But one of the most important things to consider is finding the perfect cultural fit.

This is where collaborative hiring steps in, transforming the approach companies use to discover and choose their employees.

What’s collaborative hiring?

Collaborative hiring is a recruitment approach where multiple stakeholders within a company work together to select suitable candidates for positions. This method varies based on company size and role nature, but it’s often used in candidate interviews and assessments.

For example, when a software development team hires a new programmer, team members work with HR, providing input on technical skills and culture fit. In addition to assisting in creating job descriptions and conducting technical interviews. HR ensures compliance with policies, offers guidance on candidate evaluation, and selection of best practices.

Collaborative hiring Vs traditional hiring

When contemplating a change in recruitment practices, hiring managers and HR departments often ponder the compelling question of “What prompts the switch?” The comparison between collaborative hiring and traditional approaches emerges: Is the former genuinely superior to the latter?

To answer this question, we compare collaborative hiring and traditional hiring:

	Traditional Hiring	Collaborative Hiring
Communication	little to no communication between departments and HR	clear and constant communication between HR and relevant departments
Decision making	Single hiring manager or recruiter	Team effort involving hiring manager, recruiter, and relevant team members
Process structure	Linear, with defined steps completed by specific individuals	Agile, with tasks shared and feedback incorporated throughout
Workload distribution	Recruiter shoulders most of the tasks (screening, interviewing, scheduling, etc.)	Recruiters delegate tasks like assessments, scheduling, and specific interview questions to relevant team members.
Legal Compliance	Less complex if standard HR practices are followed.	Requires ensuring all interviewers are trained in avoiding bias and legal compliance during the interview process.

Collaborative hiring Vs traditional hiring

When considering a shift in recruitment practices, hiring managers and HR departments often ask, “What drives the change? The comparison between collaborative hiring and traditional approaches emerges: Is the former genuinely superior to the latter?

To answer this question, we compare collaborative hiring and traditional hiring:

	Traditional Hiring	Collaborative Hiring
Communication	little to no communication between departments and HR	clear and constant communication between HR and relevant departments
Decision making	Single hiring manager or recruiter	Team effort involving hiring manager, recruiter, and relevant team members
Process structure	Linear, with defined steps completed by specific individuals	Agile, with tasks shared and feedback incorporated throughout
Workload distribution	Recruiter shoulders most of the tasks (screening, interviewing, scheduling, etc.)	Recruiters delegate tasks like assessments, scheduling, and specific interview questions to relevant team members.
Legal Compliance	Less complex if standard HR practices are followed.	Requires ensuring all interviewers are trained in avoiding bias and legal compliance during the interview process.

Collaborative hiring Vs traditional hiring

To answer this question, we compare collaborative hiring and traditional hiring:

	Traditional Hiring	Collaborative Hiring
Communication	little to no communication between departments and HR	clear and constant communication between HR and relevant departments
Decision making	Single hiring manager or recruiter	Team effort involving hiring manager, recruiter, and relevant team members
Process structure	Linear, with defined steps completed by specific individuals	Agile, with tasks shared and feedback incorporated throughout
Workload distribution	Recruiter shoulders most of the tasks (screening, interviewing, scheduling, etc.)	Recruiters delegate tasks like assessments, scheduling, and specific interview questions to relevant team members.
Legal Compliance	Less complex if standard HR practices are followed.	Requires ensuring all interviewers are trained in avoiding bias and legal compliance during the interview process.

Why adopt collaborative hiring?

Increases the chances of hiring a culture fit candidate

91% of US managers Prioritise a candidate’s cultural fit over their skills and experience. Involving multiple team members in the interview process provides a more complete picture of how well a candidate aligns with the company’s values & culture. This approach allows both the candidate and the recruiters to learn more about each other, leading to a more accurate assessment of cultural fit.

Limits bias

Biases are a natural part of who we are and can be quite challenging to overcome, but a helpful approach is to bring them into the light and share your reasoning with others—this is where collaborative hiring plays a key role. When multiple representatives are involved in the hiring process, they can collectively evaluate a candidate to ensure a fair and unbiased assessment.

Enable Referrals

As your team members become more at ease with the recruitment process, they will discover that it’s easier to suggest individuals they know. When handled properly, employee referrals can become a recruiter’s go-to method for finding top-notch talent. As employee referrals can lead to:

Faster Hiring
Enhanced Employer Branding
Improved Employee Engagement
Reduced hiring cost

Improved candidate experience

Recruiters often feel stressed when entering a candidate interview unprepared due to busy recruitment duties, which can leave a negative impression. Collaborative hiring, involving multiple team members, ensures better preparation, focuses on the candidate, and provides a broader view of company culture for setting realistic expectations and enhancing the overall experience, ultimately attracting top talent by creating a positive candidate experience in today’s job market.

How to Optimise your collaborative hiring for success?

Give your team recruitment and interview training

Successfully integrating new team members into the hiring process requires some training and coaching to help them grasp the fundamental interviewing principles, be mindful of biases, and comprehend their responsibilities.

Standardise Candidate Evaluation

Ensure team members evaluate candidates based on the same standards by setting clear evaluation criteria, avoiding potential friction within hiring teams and maintaining fairness and objectivity. It’s crucial to create an environment where everyone feels heard and their opinions matter, to prevent any resentment or erosion of confidence in the collaborative hiring process among peers.

Minimise scheduling friction

Ensuring availability for interviews can be tough, causing recruitment delays and potential candidate disinterest. Transparency, shared calendars, clear communication, flexibility, and technology like scheduling software are key to a smooth and efficient hiring process. Setting deadlines and maintaining open communication help create a collaborative and positive experience for everyone involved.

Leverage the right tech

Collaborative hiring thrives with the right technology, making the process more efficient and enabling seamless collaboration among dispersed teams. Software solutions such as Novasmart facilitate real-time communication, sharing of candidate profiles, feedback exchange, and collective decision-making, ultimately leading to better hiring outcomes.

Conclusion | Collaborative hiring | Hire Smarter, Together

In conclusion, collaborative hiring helps organisations in creating a talent acquisition strategy that promotes a team-based approach, recruits top performers, and fosters a welcoming environment. Embracing innovative technologies like Novasmart streamlines communication, shares candidate profiles, exchanges feedback, and makes collective decisions efficiently.

The post Collaborative Hiring | Hire Smarter, Together appeared first on Novative.

The power of EQ | Building an Emotionally Intelligent Workplace

Heba Bakr — Thu, 29 Feb 2024 09:55:37 +0000

Introduction : Building an Emotionally Intelligent Workplace

Many believe that emotions and intelligence are opposites, but researchers in emotion psychology have recognised emotions as it’s Owen unique form of intelligence known as emotional intelligence (EQ). In the workplace these findings highlight that understanding and managing emotions is vital for a well-rounded and effective environment.

Forbes magazine emphasised this by mentioning that 90% of top achievers show strong emotional intelligence. This highlights the importance of fostering an emotionally intelligent workplace for an employee’s overall success.

In the following article, we will discover what emotional intelligence (EQ) is and how having an emotionally intelligent workplace contributes to the establishment and maintenance of a collaborative and high-performing work environment.

What’s emotional intelligence (EQ)

Emotional intelligence is the ability to understand, use, and manage your own emotions in healthy ways, recognise and understand the emotions of others, and use this knowledge to navigate relationships and interactions effectively. It includes 5 key skills:

Self-awareness

The ability to know what you are feeling and why—and how it affects what you are trying to do. You sense how others see you, so you align your self-image with a larger reality.

Self-control

The capacity to regulate disruptive emotions and impulses. Which ensures the effectiveness of your actions in the face of stressful or hostile conditions.

Empathy

The comprehension abilities of others’ emotions require the capacity to step into their shoes and perceive situations from their point of view.

Motivation

The drive to improve and achieve with a commitment to your goals, or readiness to act on opportunities, and optimism and resilience.

Social skills

The skills needed to handle and influence other people’s emotions effectively.

Advantages of having an emotionally intelligent workplace

By understanding and honing EQ skills, individuals and teams can navigate challenges and enhance performance. The recognition of EQ’s pivotal role is not merely coincidental. It‘s ranking in the top 10 most in-demand work skills by the World Economic Forum, reflects its integral part in helping to create:

Effective leadership & decision-making

Leadership decisions go beyond rational factors; it includes understanding the emotional implications of choices. Developing leadership EQ allows leaders to become more effective, provide support, maintain composure, and positively influence the emotions of those around them.

Supportive well-communicated work environment

Practicing EQ helps the team interact with each other professionally, modulating one’s tone of conversation based on the emotional state of the counterparty and communicating clearly to prevent conflicts. This fosters a supportive workplace and a positive culture.

Administrative efficiency

Emotional intelligence (EQ) enables you to understand your employees better, allowing you to tailor processes to improve efficiency in administrative tasks, handle challenges, and address inquiries. This, in turn, significantly enhances the overall efficiency of the organisation.

Enhanced performance & reduced turnover

Investing in EQ skills can unlock the full potential of every employee. Employees with strong emotional intelligence are better equipped to handle workplace stress, maintain productivity under pressure, and adapt to changes, resulting in higher levels of engagement, loyalty, and better long-term performance.

Holistic performance measurement

Emotional intelligence (EQ) is a valuable addition to performance measurement, considering not only technical skills and task accomplishments but also the interpersonal and emotional aspects of an employee’s performance. Providing managers with a broader perspective not only gauges current performance but also predicts future success.

How to create an emotionally intelligent workplace?

Building an emotionally intelligent workplace involves more than constant niceness; it’s about recognizing how emotions’ impact on thoughts, speech, and actions. Leadership support is pivotal for this cultural shift. Establishing specific, measurable goals for emotional intelligence development is key, as is providing a roadmap and ensuring organisational accountability.

work on emotional awareness

Emotional awareness, a key component of emotional intelligence (EQ), plays a crucial role in enhancing team dynamics by enabling teams to navigate the intricate social and emotional processes at play. This strengthens team cohesion and paves the way for success.

Teach emotional intelligence skills

Assess the team’s current emotional intelligence, identify challenges, and implement exercises that address it for ongoing emotion regulation. Involve every team member in the process and integrate this development exercise into everyday practices and interactions with clear metrics to measure progress in team members’ emotional intelligence development.

Implement conflict resolution strategies

Effective conflict resolution plays a pivotal role in building emotional intelligence. It empowers individuals to navigate disagreements constructively. This leads to positive resolutions that not only strengthen relationships but also create a positive emotionally inelegant environment.

Encourage your team to reflect and debrief

Reflecting on both positive and negative experiences fosters self-awareness and emotional vocabulary. Sharing reflections through open dialogue builds trust and a supportive environment. This collective effort strengthens your team’s EQ.

Conclusion | 4 Strategic Advantages of Global Hiring

In conclusion, the landscape of professional success has shifted, with technical skills alone proving insufficient. Recognising emotional intelligence (EQ) as the new differentiator is imperative.

As we move forward, encouraging continuous EQ growth becomes integral, ensuring both individual and organisational triumphs in the dynamic world of work.

The post The power of EQ | Building an Emotionally Intelligent Workplace appeared first on Novative.

Global Operations Success | Insights from Novative CEO

Heba Bakr — Tue, 27 Feb 2024 07:39:23 +0000

Conclusion | Navigating Global Payroll

In today’s interconnected world, the pursuit of global expansion and operating on an international level is a common goal for many companies, spanning various countries and continents. However, the management of a global team introduces unique challenges that require adept navigation.

Over the course of three decades, Novative has consistently confronted and overcome the complexities of global operations. Today, our CEO, Khaled Sassi, shares tips that helped us succeed by addressing and using diversity in our global team.

#1 How has operating globally impacted the work culture at Novative?

We pride ourselves on our global presence in 30 countries, offering HR software and services that thrive on a foundation of localised knowledge. As the CEO, I’m dedicated to navigating the intricate landscape of managing an international team, recognising that success lies in understanding and embracing the diversity of cultures, ideas, and approaches across borders.

#2 How do you ensure effective communication and collaboration with your international team?

Managing an international team requires a flexible and adaptive approach. We emphasise clear communication, fostering a culture of understanding, and appreciating diverse perspectives. Regular check-ins, utilising technology for seamless collaboration, and respecting varying time zones are some strategies that keep us agile amid these twists and turns.

#3 What positive impact did Novative's global operations have on your professional journey?

Working with an international team has been a catalyst for innovation and growth. Our diverse workforce brings an array of viewpoints, enriching our solutions and services. The fusion of various cultural insights fosters creativity, enhances problem-solving, and leads to more comprehensive approaches tailored to our global clientele.

#4 How do cultural differences affect managing your international team? How did you handle it?

Yes, managing diverse cultural backgrounds is a challenge, but it’s one we embrace. Cultural awareness workshops, open dialogues, and encouraging a respectful environment for sharing experiences and traditions have been instrumental. Adapting management styles to accommodate cultural nuances is essential to ensuring everyone feels valued and understood.

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

Actively listening and creating spaces for open dialogue are pivotal. Regular feedback sessions, inclusive decision-making processes, and recognising individual contributions foster a sense of belonging. We promote a culture where diverse opinions are not just heard but valued, ensuring each team member knows their significance in driving our collective success.

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

Success, for us, transcends borders. While traditional metrics like client satisfaction and revenue growth remain crucial, we also focus on cultural integration, cross-team collaboration, and employee satisfaction across all locations. Adapting KPIs to suit the unique dynamics of different regions allows us to gauge success comprehensively.

Conclusion | Navigating Global Payroll

In conclusion, Khaled’s insights from his experience at Novative emphasise embracing adaptability, championing collaboration, and celebrating diverse cultures, with the following key takeaways:

Takeaway#1 Managing an international team demands flexibility.

Takeaway#2 Utilising technology streamlines collaboration.

Takeaway#3 Cultural diversity enhances innovation and growth.

Takeaway#4 Adjust KPIS to the dynamics of different regions.

Contact Us | Navigating Global Payroll

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4 Strategic Advantages of Global Hiring

Heba Bakr — Tue, 16 Jan 2024 14:36:44 +0000

Introduction : 4 Strategic Advantages of Global Hiring

Global hiring has evolved beyond merely expanding access to a larger talent pool; it has become a strategic imperative for businesses seeking qualitative advantages. The European Union and European Free Trade Association alone boast a workforce of over 45 million individuals employed by multinational companies, underscoring the pivotal role of a comprehensive recruitment strategy.

In this article, we will explore the benefits of hiring globally and how it can be a game-changer for your business.

#1 Extend Operational Hours

Strategically distributing team members across different time zones enables extended customer support, smoother project handovers, and faster turnround times. Essentially, any sector dependent on swift responses and continuous service delivery can gain a significant competitive advantage from a globally distributed team.

This approach keeps the team agile and responsive in a dynamic and fast-paced global landscape

#2 Labour Cost Optimisation

Whole Lower wages may drive companies to hire internationally, Achieving real cost reduction requires a deep understanding of the overall financial landscape, including benefits and payroll taxes.

Customising your payroll strategy is key to cost savings. Partnering with a global payroll provider is the most effective way, providing flexibility to tailor processes, align with your needs, and maintain efficiency. This strategic alignment enhances international operations management, improving overall financial performance.

#3 Elevatd Brand Image

Global hiring enhances your brand image and transforms it into a symbol of innovation and resilience. By showcasing a strong commitment to diversity and global collaboration, you attract top talent and inspire customer trust.

This positions your organisation as a dynamic, global player and showcases your ability to adapt and thrive in different markets.

#4 Easier Market Expansion

By hiring employees from different countries, you gain valuable insights into local cultures, preferences, and trends. It also opens doors to strategic collaborations and investments, fueling your business growth on a global scale.

For instance, a North American company can expand into Asian markets by hiring diverse local employees, gaining insights, fostering collaborations, and ensuring successful global growth.

Conclusion | 4 Strategic Advantages of Global Hiring

While adopting a global hiring strategy brings transformative benefits, it’s crucial to acknowledge the complexities of international expansion. The lack of legal entities poses implementation challenges, necessitating a knowledgeable partner for compliance with local laws.

So you need to choose a trusted provider that ensures a smooth transition into new markets, addressing legal and regulatory hurdles with precision.

Take global hiring steps with confidence, knowing that Novative is committed to optimising your global hiring strategy and facilitating sustainable growth. Take the next step towards international success – partner with Novative today.

Ready to expand your business globally

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Navigating Global Payroll | Insights from a Novative Expert

Heba Bakr — Tue, 09 Jan 2024 07:36:51 +0000

Conclusion | Navigating Global Payroll

Expansion is an exciting endeavour, but one of its biggest challenges is managing global payroll. When organisations enter new markets, it’s crucial to understand the various tax systems, currencies, and cultural nuances.

Discover the importance of global payroll as the foundation for successful international expansion. with one of our payroll experts, Shawnessy Gaynor, shares valuable insights on how Novative can support your global operations for a seamless and prosperous expansion.

#1 As a payroll expert, how do you ensure compliance in global payroll operations?

You have to be cognisant of the differences in how governments work. Utilising a team of experts in each country is very helpful. In some countries, it is very easy to employ staff, but you have to be aware of the labour laws specific to that country. In other countries, there are unique challenges with taxation and what the minimum requirements are that need to be followed. You have to guide your clients through the differences to dispel any fears of employing people in different countries.

Payroll itself is pretty standard in all countries. You are paying your employees for the work they have done, regardless of where they are located. The challenge is understanding the different labour laws and tax regulations in each country that affect both the employee and the employer.

I find that being upfront about the challenges the client might face when employing in different countries expels their fears, and it becomes a team effort. They are not in this alone, and with our help and guidance, we can succeed.

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

You have to be in the mindset that you actually work in an office even if you are working globally. Engage with your team.

#3 Have you encountered challenges managing payroll processes in diverse cultural settings, and how do you navigate them?

I haven’t actually had any challenges working with diverse cultures. However, I am very cognisant that we are all different, and I try to find ways to make the process easier and less stressful for our clients. I find being honest, kind, and communicating effectively very helpful in navigating any challenges that may arise.

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

Make sure to have weekly meetings so that global team members feel connected. Even if it is just for a few minutes, it makes you feel part of a team. Ask questions about their life. Show interest in them as a person. Always be willing to help and offer your assistance. I send messages to team members just saying “HI!” Maybe asking how their week is going. Reaching out to team members lets them know they are valued and considered.

Conclusion | Navigating Global Payroll

In conclusion, Shawnessy highlights the critical role of compliance, cultural awareness, and transparent communication in global payroll, all expertly provided by Novative’s team, in the realm of international expansion. As we reflect on her insights, these key takeaways stand out:

Takeaway #1: Prioritise compliance with local experts’ assistance.

Takeaway #2: Collaborate with clients, emphasising they’re not alone.

Takeaway #3: Navigate payroll with kindness and clear communication.

Contact Us | Navigating Global Payroll

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6 PTO polices for a smooth holiday season

Heba Bakr — Thu, 07 Dec 2023 07:09:12 +0000

With the holidays’ festivities approaching, it’s not unusual to see decorated desks left unattended. It’s the perfect time for people to go on trips or enjoy quality time with family and friends. Yet, for employers, it’s like everyone’s trying to catch the same holiday wave, and suddenly, scheduling turns into a bit of a festive puzzle.

So not to have a Silent night at the office while keeping your employees happy you can consider these 7 PTO polices that will get you through this PTO rush.

#1 Establish a cutoff date

Establishing a clear timeline for PTO approvals and requests within the team assures a celebration devoid of eleventh-hour astonishments. This a win-win situation, ensuring a holiday work crew’s precision by instituting unequivocal deadlines.

Maintaining proactivity in PTO processing becomes essential, guaranteeing seamless approvals and empowering employees to strategically organise around their schedules.

#2 Adapt a floating holiday system

In today’s workplace, Diversity is at its peak, reflecting varied cultural and personal backgrounds. However, during major holidays with extended closures, employees may feel pressured to use vacation time, even if these holidays hold little personal significance.

Introducing floating holidays eases the Christmas time-off rush and adds flexibility for everyone. For those not celebrating Christmas, it’s a chance to customize time off to personal preferences.

Imagine an employee happily taking time for family or cultural celebrations, creating joyful moments without you having the stress of scheduling gaps created by the holidays.

#3 Set a plan for Requests Prioritisation

Navigating time off during the holidays demands a fair process. Defining the criteria, you use to approve or deny leave ensures a seamless balance between festive celebrations and smooth operations.

You can take the traditional route, basing your assessment on employee hierarchy or seniority, or on a first-come, first-served basis, but this system might lead to operational disruptions, overlooking individual circumstances or varying workloads.

Embracing modern approaches like a rotational schedule for time off, aligning with business needs, and encouraging team coordination ensures that everyone gets a turn, fostering appreciation among your team.

#4 Encourage flexibility

Since everyone has different holiday plans, giving your employees some options to alter or adapt their workdays to match their needs to celebrate their usual holiday traditions while making sure you have enough employees on staff. You might consider:

Partial-Day PTO: Employees can contribute during crucial work hours while maintaining productivity levels even during peak holiday periods.
Remote work for those employees who can perform their tasks outside of the office allows them to participate in holiday festivities without taking a day off.
Shift swaps Employees can swap shifts to accommodate their holiday preferences.

For example, an employee can celebrate their usual holiday traditions then have a later shift during the day.

#5 Offer Incentives and Rewards for Working

While the idea of working during the holiday season might not be everyone’s cup of cocoa, high consumer demand requires us to be ready with more productive workers.

So, to encourage workers to take up the hours during the season, you might consider some incentives like:

Cash bonuses whether it’s a few dollars or a large sum it adds a touch of sparkle to your employee’s hard work
Holiday pay rate Holiday pay is a great way to make it worth your employees’ time.
Parties and events Alleviate the potential stress of working during busy holiday periods with celebrations in the workplace, creating a festive atmosphere.
Extra PTO encouraging employees to approach holiday shifts with a positive mindset, knowing that they have the opportunity to relax and rejuvenate afterward.

#6 Implement a clear request system

But before doing all the previous you must have a seamless process for employee time-off requests. This process includes guidelines outlining the method for requesting time off, identifying the designated recipient for these requests, and articulating the criteria governing the approval or rejection of vacation leave.

Conclusion - 6 PTO polices for a smooth holiday season

While using an Excel spreadsheet may seem convenient, it often proves time-consuming and susceptible to human errors, potentially leading to scheduling mishaps. Opt for a more efficient and foolproof approach to ensure a smoother holiday season.

Want a Stress free holiday season?

The post 6 PTO polices for a smooth holiday season appeared first on 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.

Diversity in the Hospitality Industry: How to Promote It

Ahmed Khaleel — Wed, 05 Jul 2023 08:53:46 +0000

Diversity in the Hospitality Industry

Diversity in the hospitality industry is a must because it is a customer-centric industry. It relies on people to provide exceptional customer service.

As travelling nowadays becomes easier, it becomes imperative to promote and demonstrate cultural sensitivity when interacting with clients (not only clients, but between the employees themselves).

Promoting diversity in your hospitality business will not only enhance your customer experience but also enhance employee engagement. Research has demonstrated that diverse workforces exhibit heightened creativity, accelerated problem-solving, increased innovation, and enhanced decision-making capabilities. According to studies, diverse teams make better decisions than non-diverse teams up to 87 % of the time.

Interested in learning how to promote diversity in the hospitality industry? Check out our article to learn more.

#1 Assess Current Policies

If you want to move to a more diverse organisation, begin by digging deep into your current practises, policies, and procedures to get a comprehensive understanding of your situation. Examine all the hospitality business areas, such as talent acquisition, hiring, onboarding, promotion, performance evaluation, work-life balance, etc.

This means that you will need to create a new policy or amend the current ones to support diversity and inclusion in the workplace. For example, but not limited to:

Offer different holidays that allow employees to take time off based on their religious or cultural situation, which promotes more diversity.
Offer your organisation’s policies in a translated version so every employee can communicate in his or her preferred language.

#2 Build a Bond of Trust to Promote Diversity in the Hospitality Industry

Creating workplace diversity policies is half the way to a more diverse workplace. In addition to assessing your current policies, creating a bond of trust and enhancing mutual respect is essential for promoting diversity in the hospitality industry. All your team members must share and apply the values of understanding and respect to avoid any potential conflict. If a conflict arises because of the language barrier, for instance, you will have to act as an intermediary while respecting the cultures of each party.

To build trust within your team, encourage speaking up and communicating verbally. Be aware of any signs of misunderstanding and don’t let it fester. You can hold regular one-on-one meetings with your employees to ensure their well-being.

Another tip is that you can have your employees volunteer together in your communities to forge deeper connections with one another. This can help create opportunities for your diverse workforce to understand each other.

#3 Have A Look at Your Own Team.

The hospitality industry lags behind other sectors when it comes to addressing diversity. According to studies by the Castle Project, the report found that in 2021, representation of black leaders in the hospitality industry fell from 2.7 percent at the director level to 1.6 percent at the chief (C-suite) level.

Additionally, the hospitality industry deals with people from different cultures, races, ages, etc. Thus, it is incongruous to claim diversity and inclusion without demonstrating it through your employment practices.

You can start by transforming and changing your own workplaces. There are a lot of different ways to promote diversity in your business, such as by promoting pay equity, making your managers and employees aware of unconscious bias, developing a diversity training programme, and more.

#4 Create A Recruiting Strategy for Diversity in The Hospitality Industry.

Did you know that more than 3 out of 4 job seekers and employees (76%) report that a diverse workforce is an important factor when evaluating companies and job offers? Some recruiting strategies that can promote diversity are:

Building a diverse talent pool: Although it is a good idea to have a predefined list of skills and characteristics, remember to be flexible. Be open to all cultures, differences, and, of course, different experiences.
Mitigating Bias: investing in training to inform your employees of these biases and what actions continue to reinforce them can be a vital step towards promoting diversity.
Using Recruitment Software: If you are not investing in recruitment software, you should consider doing so. With such a tool, you can expand your search for candidates. Get your hospitality vacancies in front of different candidates. Additionally, recruitment software will help you automate your recruitment process, giving your team the opportunity to focus more on diversity. Did you know that 41% of companies claim they don’t have the time to implement diversity initiatives?

#5 Measure, Track, Assess, and Adapt.

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.

Conclusion - diversity in the hospitality industry

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 promote hospitality diversity by digitizing the HR process to focus more on your strategic tasks? We can support you every step of the way!

Novative offers both smart and powerful HR management software and global payroll outsourcing services for the hospitality industry. Learn more.

Diversity in the Hospitality Industry: How to Promote It

Diversity in the hospitality industry is a must because it is a customer-centric industry. It relies on people to provide exceptional customer service.

As travelling nowadays becomes easier, it becomes imperative to promote and demonstrate cultural sensitivity when interacting with clients (not only clients, but between the employees themselves).

Interested in learning how to promote diversity in the hospitality industry? Check out our article to learn more.

#1 Assess Current Policies

This means that you will need to create a new policy or amend the current ones to support diversity and inclusion in the workplace. For example, but not limited to:

Offer different holidays that allow employees to take time off based on their religious or cultural situation, which promotes more diversity.
Offer your organisation’s policies in a translated version so every employee can communicate in his or her preferred language.

#2 Build a Bond of Trust to Promote Diversity in the Hospitality Industry

#3 Have A Look at Your Own Team.

#4 Create A Recruiting Strategy for Diversity in The Hospitality Industry.

Building a diverse talent pool: Although it is a good idea to have a predefined list of skills and characteristics, remember to be flexible. Be open to all cultures, differences, and, of course, different experiences.
Mitigating Bias: investing in training to inform your employees of these biases and what actions continue to reinforce them can be a vital step towards promoting diversity.
Using Recruitment Software: If you are not investing in recruitment software, you should consider doing so. With such a tool, you can expand your search for candidates. Get your hospitality vacancies in front of different candidates. Additionally, recruitment software will help you automate your recruitment process, giving your team the opportunity to focus more on diversity. Did you know that 41% of companies claim they don’t have the time to implement diversity initiatives?

#5 Measure, Track, Assess, and Adapt.

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.

Conclusion - Hospitality employee performance reviews

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 promote hospitality diversity by digitizing the HR process to focus more on your strategic tasks? We can support you every step of the way!

Novative offers both smart and powerful HR management software and global payroll outsourcing services for the hospitality industry. Learn more.

diversity in the hospitality industry

Diversity in the hospitality industry is a must because it is a customer-centric industry. It relies on people to provide exceptional customer service.

As travelling nowadays becomes easier, it becomes imperative to promote and demonstrate cultural sensitivity when interacting with clients (not only clients, but between the employees themselves).

Interested in learning how to promote diversity in the hospitality industry? Check out our article to learn more.

#1 Assess Current Policies

This means that you will need to create a new policy or amend the current ones to support diversity and inclusion in the workplace. For example, but not limited to:

Offer different holidays that allow employees to take time off based on their religious or cultural situation, which promotes more diversity.
Offer your organisation’s policies in a translated version so every employee can communicate in his or her preferred language.

#2 Build a Bond of Trust to Promote Diversity in the Hospitality Industry

#3 Have A Look at Your Own Team.

#4 Create A Recruiting Strategy for Diversity in The Hospitality Industry.

Building a diverse talent pool: Although it is a good idea to have a predefined list of skills and characteristics, remember to be flexible. Be open to all cultures, differences, and, of course, different experiences.
Mitigating Bias: investing in training to inform your employees of these biases and what actions continue to reinforce them can be a vital step towards promoting diversity.
Using Recruitment Software: If you are not investing in recruitment software, you should consider doing so. With such a tool, you can expand your search for candidates. Get your hospitality vacancies in front of different candidates. Additionally, recruitment software will help you automate your recruitment process, giving your team the opportunity to focus more on diversity. Did you know that 41% of companies claim they don’t have the time to implement diversity initiatives?

#5 Measure, Track, Assess, and Adapt.

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.

Conclusion - diversity in the hospitality industry

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

Novative offers both smart and powerful HR management software and global payroll services for the hospitality industry. Learn more.

Are you ready to promote hospitality diversity by digitizing the HR process to focus more on your strategic tasks?

We can support you every step of the way!

The post Diversity in the Hospitality Industry: How to Promote It appeared first on Novative.

How to effectively conduct hospitality employee performance reviews

Ahmed Khaleel — Thu, 22 Jun 2023 13:54:43 +0000

Hospitality employee performance reviews

Conducting Hospitality employee performance reviews is crucial to maintaining and increasing your business’s retention rate. And when it comes to the hospitality industry, it is a commonly known fact that employees are the industry’s greatest asset. They act as the soul of hospitality. Thus, the more effectively you manage employee performance reviews, the higher quality service you provide to your customers.

Employee performance reviews are not only about bad performances; consistent and honest reviews of your people’s performance are a way of showing gratitude and appreciation that shows employees contributions are valued. Also, it’s a way to listen to your employees and boost their motivation. According to Forbes, 74 percent of employees report that they are more effective at their jobs when they feel heard.

But when it comes to hospitality employee performance reviews, they aren’t the same as employee reviews in other industries. Hospitality employees are subject to different stresses, including but not limited to long and irregular hours, emotional labour, seasonal fluctuations, and more. That’s why managers in the industry should pay extra attention to adequately preparing for this crucial process.

As a manager, hiring an employee doesn’t mean your job is over. Periodically measuring employees’ performance is critical in making your business run smoothly.

Ready to get started? Here’s how to conduct ffective employee performance reviews.

#1 Setting Expectations Before Conducting Employee Performance Reviews.

Effective employee performance reviews start once a selected candidate becomes your employee. Managers should provide the newly hired employee with a thorough orientation and onboarding process to the organisation, their roles and responsibilities, and the culture.

Communicate with the newly hired ones and tell them more about your guests, values, and rules, and set clear performance expectations for successful performance. The more clearly you articulate these expectations, the more likely it is that the person will meet them.

#2 Setting Clear Goals for Hospitality Effective Employee Performance Reviews

The management guru Peter Drucker famously said, “If you can’t measure it, you can’t manage it.”

If you don’t measure your employees’ performance, then how do you know how you are doing? How do you know if you are doing well? Or poorly? Without adequate information about employees’ outcomes, you cannot properly decide what actions should be taken to improve employee performance.

Thus, setting clear and measurable goals is an important aspect of employee performance reviews in the hospitality industry. When setting goals, it’s important to ensure that they are Specific, Measurable, Achievable, relevant, and time-bound (SMART). For example, a hotel might set a goal of achieving 90% meal consistency and accuracy to ensure customer satisfaction within a specific time frame.

Additionally, Hotels and restaurants can set goals for different areas of the business, such as employee attitude, time per table turn, service reviews, Sales and costs, website traffic, and more.

#3 Performance Coaching

Good Performance coaching starts with taking notes all year. Track the performance of your employees and create a performance file for each employee. Keep records of everything, including accomplishments and incidents, whether positive or negative.

Remember that doing annual employee performance reviews on an annual basis may not be the best practice, Why? Because a whole year of work is summed up in one meeting can be tedious for your supervisors and intimidating for your employees. For this reason, yearly employee performance reviews might miss the mark in conveying clear critiques and adjustments.

Also, regular reviews permit managers to set goals and objectives for workers. Managers & HR can assess how every worker’s performance lines up with individual and departmental objectives. Managers can more easily distinguish between those who try to solve challenging situations and those who don’t care about their responsibilities.

In addition, hospitality industries can use checklists, guest service surveys, and/or other similar means to give employees feedback on a daily basis. This feedback can have an impact on clarifying and improving performance issues.

Moreover, investing in a performance tracking system helps your team to set goals in an effective way, follow the interviews and create relevant reports. It can easily facilitate and centralize your performance reviews process.

#4 Ask the Employees to Respond

Employee performance reviews are a two-way transfer of Information. Not only should performance reviews happen frequently, but they should also be more engaging. Both managers and employees should contribute equally to the conversation.

While there isn’t a one-size-fits all solution for performance reviews, every review should promote trust, be evidence-based, reduce anxiety, and create clarity. It can discuss career growth and development, peer feedback, customer feedback, engagement challenges, and more.

Also, Numerous managers think these workers are OK with proceeding with their responsibilities without complaint. This isn’t the right methodology. Managers should start an open discussion to discern whether these employees are nearing burnout or not. If an employee is regularly exceeding expectations, they deserve to know about it and be rewarded for it.

#5 Transparent Rewards and Recognition

Workers who accomplish exceptional work merit acknowledgment. They are the workers who continuously go above expectations, the ones that supervisors rely on and who generally take on more tasks than others.

An effective employee evaluation permits you to discuss these contributions and what that employee sees as fair pay for extraordinary performance. Giving your employees recognition and rewards can improve overall performance. While encouraging mediocre or poor performers to improve their performance as well.

#6 Getting Rid of The Poor Performers

Sometimes, all your attempts to improve the performance of an employee fail, and the last resort is getting rid of these poor performers out of your organisation.

But you can try to give them a last chance by creating a Performance Improvement Plan (PIP) armed with constructive coaching. You and your poor performer can get together and write down what you’ve agreed on, along with dates by which goals should be achieved.

Place your PIP with a written disciplinary warning saying, “Repetition of this conduct, failure to follow any of our normal work rules will result in immediate termination of your employment.”

Additionally, hospitality employees must do this process correctly to avoid any future legal claims. Documentation is the key.

Write everything down to get rid of any attempt to deny that this happened. Here are some examples of important documentation to collect:

Performance reviews documentation.
Electronic communications.
Phone conversations or one-on-one chats.

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 improve employee performance by digitising the process to increase your hospitality business’s retention rate? We can support you every step of the way!

Novative offers smart and powerful HR management software for the hospitality industry. Learn more.

Hospitality employee performance reviews

But when it comes to hospitality employee performance reviews, they aren’t the same as employee reviews in other industries. Hospitality employees are subject to different stresses, including but not limited to long and irregular hours, emotional labor, seasonal fluctuations, and more. That’s why managers in the industry should pay extra attention to adequately preparing for this crucial process.

As a manager, hiring an employee doesn’t mean your job is over. Periodically measuring employees’ performance is critical in making your business run smoothly.

Ready to get started? Here’s how to conduct effective employee performance reviews.

#1 Setting Expectations Before Conducting Employee Performance Reviews.

#2 Stay Current with Hospitality Industry Labor Law by Signing Up for Compliance Newsletters

The management guru Peter Drucker famously said, “If you can’t measure it, you can’t manage it.”

Additionally, Hotels and restaurants can set goals for different areas of the business, such as employee attitude, time per table turn, service reviews, Sales and costs, website traffic, and more.

#3 Performance Coaching

#4 Ask the Employees to Respond

#5 Transparent Rewards and Recognition

#6 Getting Rid of The Poor Performers

Sometimes, all your attempts to improve the performance of an employee fail, and the last resort is getting rid of these poor performers out of your organisation.

Place your PIP with a written disciplinary warning saying, “Repetition of this conduct, failure to follow any of our normal work rules will result in immediate termination of your employment.”

Additionally, hospitality employees must do this process correctly to avoid any future legal claims. Documentation is the key. Write everything down to get rid of any attempt to deny that this happened.

Here are some examples of important documentation to collect:

Performance reviews documentation.
Electronic communications.
Phone conversations or one-on-one chats.

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 improve employee performance by digitising the process to increase your hospitality business’s retention rate? We can support you every step of the way!

Novative offers smart and powerful HR management software for the hospitality industry. Learn more.

Hospitality Industry Labor Laws

As a manager, hiring an employee doesn’t mean your job is over. Periodically measuring employees’ performance is critical in making your business run smoothly.

Ready to get started? Here’s how to conduct effective employee performance reviews.

#1 Setting Expectations Before Conducting Employee Performance Reviews.

#2 Setting Clear Goals for Hospitality Effective Employee Performance Reviews

The management guru Peter Drucker famously said, “If you can’t measure it, you can’t manage it.”

Additionally, Hotels and restaurants can set goals for different areas of the business, such as employee attitude, time per table turn, service reviews, Sales and costs, website traffic, and more.

#3 Performance Coaching

#4 Ask the Employees to Respond

Employee performance reviews are a two-way transfer of Information. Not only should performance reviews happen frequently, but they should also be more engaging. Both managers and employees should contribute equally to the conversation.

#5 Transparent Rewards and Recognition

#6 Getting Rid of The Poor Performers

Sometimes, all your attempts to improve the performance of an employee fail, and the last resort is getting rid of these poor performers out of your organisation.

Place your PIP with a written disciplinary warning saying, “Repetition of this conduct, failure to follow any of our normal work rules will result in immediate termination of your employment.”

Here are some examples of important documentation to collect:

Performance reviews documentation.
Electronic communications.
Phone conversations or one-on-one chats.

Conclusion - Hospitality employee performance reviews

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

Novative offers smart and powerful HR management software for the hospitality industry. Learn more.

Are you ready to improve employee performance by digitising the process to increase your hospitality business's retention rate?

We can support you every step of the way!

The post How to effectively conduct hospitality employee performance reviews appeared first on Novative.

Hospitality Industry Labour Laws: How to Stay Current

Ahmed Khaleel — Thu, 11 May 2023 06:47:27 +0000

Hospitality Industry Labour Laws

Staying current with hospitality industry labour laws has become not only difficult but also mandatory. The hospitality industry is a fast-paced and dynamic field that provides numerous job opportunities. From hotels, restaurants, and bars to theme parks and cruise ships. This variety makes the hospitality industry subject to various labour laws and regulations that can change frequently, making it challenging for employers or HR managers to stay up to date.

However, failure to comply with these laws can result in costly penalties and legal disputes. Not only this, but it can damage your business’s reputation.

In this blog, we’ll discuss the importance of staying current with labour laws in hospitality and provide tips and tricks to do so effectively.

#1 Stay Current with Hospitality Industry labour Law by Using Reliable Sources of Information

One of the most crucial steps in staying current with hospitality industry labour laws is to monitor changes in laws and regulations. HR managers should keep an eye on local laws and regulations that may impact their business operations. For example, capacity limits used to be one of the regulations that were applied in many countries and regions. This was to ensure that social distancing measures could be enforced and to reduce the risk of transmission of COVID-19.

That’s why it is crucial to regularly monitor the websites of governing agencies and employment and labour law bodies to stay current and gain a comprehensive understanding. Always go to the source. For example, but not limited to, the European Agency for Safety and Health at Work, which provides information and resources on occupational safety and health, including guidance on labour laws that impact the hospitality industry.

#2 Stay Current with Hospitality Industry labour Law by Signing Up for Compliance Newsletters

This can also be a good way to stay current. Signing up for a newsletter is an effective way to keep abreast of the latest labour law changes that could impact your business. In addition to the government and compliance websites, you can also sign up to any website that focuses on the hospitality industry. These are also valuable resources to initiate your search.

For example, Hospitality Lawyer is a worldwide network of attorneys that focus on hospitality, travel, and tourism issues in the U.S. That’s why it’s a good idea to use a variety of tools and resources. This is the best way to cover your bases and ensure you’re up-to-date.

#3 Attend Industry Events and Conferences to Stay Current with Hospitality Industry labour

Attending industry events, conferences, and webinars is not only a way of networking, growing connections, and learning from experts, but it is also great for making you aware of new regulations and changes. Additionally, these events offer valuable insights into the latest trends, best practices, and upcoming changes in regulations.

Bonus Tip: By joining the Society for Human Resource Management (SHRM), you can gain access to numerous resources, such as guides and articles, that aim to assist you in staying current and compliant with pertinent labour laws. Additionally, the SHRM conducts events, conferences, seminars, and workshops for its members that address specific topics.

Speaking of SHRM, we are excited to announce that we will be attending the SHRM 2023 Annual Conference & Exposition in Las Vegas from June 11-14!

Don’t miss out on this opportunity to connect with us and other HR professionals passionate about driving change in the workplace!

#4 Seek Professional Guidance from A Legal Expert

As an employer, you may not be aware of an employee’s home country and regulations in terms of labour law. That’s why it is important to have an expert labour law compliance expert who will help you stay up-to-date with employment laws. This can also be helpful if you hire internationally or are planning to expand your business overseas. They can also help businesses navigate any legal issues that may arise.

Additionally, consulting with legal experts and human resources professionals can also provide peace of mind, knowing that your business is protected.

Did you know that Novaitve has +30 years of experience in multinational hotels, and its experts are familiar with all local rules and regulations to ensure you’re always compliant?

#5 Maintain Effective Communication with Employees

Maintaining effective communication with employees is crucial for staying current with labour laws in hospitality. HR managers and hotel owners should regularly communicate any changes or updates related to labour laws. Also, provide training on compliance.

Additionally, they should encourage employees to report any potential violations of labour laws and establish a clear protocol for addressing them.

#6 Use the Right Software

Maintaining compliance without proper tools can increase the complexity of the task. Hotels and restaurants equipped with appropriate compliance software are more likely to adhere to legal requirements and mitigate the risks of human errors. Additionally, HR software can automate compliance checks and provide alerts when regulations change, helping you to avoid potential fines and penalties.

Did you know that one of Novative’s employee scheduling software features is to send an alert when you exceed the working hours mentioned in the employee contract?

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 focus on your hotel’s strategic goals while staying in compliance with the law? We can support you every step of the way!

Novative offers smart and powerful HR management software for the hospitality industry. Learn more.

Hospitality Industry labour Laws

However, failure to comply with these laws can result in costly penalties and legal disputes. Not only this, but it can damage your business’s reputation.

In this blog, we’ll discuss the importance of staying current with labour laws in hospitality and provide tips and tricks to do so effectively.

#1 Stay Current with Hospitality Industry labour Law by Using Reliable Sources of Information

#2 Stay Current with Hospitality Industry labour Law by Signing Up for Compliance Newsletters

#3 Attend Industry Events and Conferences to stay current with Hospitality Industry labour

Bonus Tip: By joining the Society for Human Resource Management (SHRM), you can gain access to numerous resources, such as guides and articles, that aim to assist you in staying current and compliant with pertinent labour laws. Additionally, the SHRM conducts events, conferences, seminars, and workshops for its members that address specific topics.

Speaking of SHRM, we are excited to announce that we will be attending the SHRM 2023 Annual Conference & Exposition in Las Vegas from June 11-14!

Don’t miss out on this opportunity to connect with us and other HR professionals passionate about driving change in the workplace!

#4 Seek Professional Guidance from A Legal Expert

As an employer, you may not be aware of an employee’s home country rules and regulations in terms of labour law. That’s why it is important to have an expert labour law compliance expert who will help you stay up-to-date with employment laws. This can also be helpful if you hire internationally or are planning to expand your business overseas. They can also help businesses navigate any legal issues that may arise.

Additionally, consulting with legal experts and human resources professionals can also provide peace of mind, knowing that your business is protected.

Did you know that Novaitve has +30 years of experience in multinational hotels, and its experts are familiar with all local rules and regulations to ensure you’re always compliant?

#5 Maintain Effective Communication with Employees

Additionally, they should encourage employees to report any potential violations of labour laws and establish a clear protocol for addressing them.

#6 Use the Right Software

Did you know that one of Novative’s employee scheduling software features is to send an alert when you exceed the working hours mentioned in the employee contract?

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 focus on your hotel’s strategic goals while staying in compliance with the law? We can support you every step of the way!

Novative offers smart and powerful HR management software for the hospitality industry. Learn more.

Hospitality Industry labour Laws

However, failure to comply with these laws can result in costly penalties and legal disputes. Not only this, but it can damage your business’s reputation.

In this blog, we’ll discuss the importance of staying current with labour laws in hospitality and provide tips and tricks to do so effectively.

#1 Stay Current with Hospitality Industry labour Law by Using Reliable Sources of Information

#2 Stay Current with Hospitality Industry labour Law by Signing Up for Compliance Newsletters

#3 Attend Industry Events and Conferences to Stay Current with Hospitality Industry labour

Speaking of SHRM, we are excited to announce that we will be attending the SHRM 2023 Annual Conference & Exposition in Las Vegas from June 11-14!

Don’t miss out on this opportunity to connect with us and other HR professionals passionate about driving change in the workplace!

#4 Seek Professional Guidance from A Legal Expert

Additionally, consulting with legal experts and human resources professionals can also provide peace of mind, knowing that your business is protected.

Did you know that Novaitve has +30 years of experience in multinational hotels, and its experts are familiar with all local rules and regulations to ensure you’re always compliant?

#5 Maintain Effective Communication with Employees

Additionally, they should encourage employees to report any potential violations of labour laws and establish a clear protocol for addressing them.

#6 Use the Right Software

Did you know that one of Novative’s employee scheduling software features is to send an alert when you exceed the working hours mentioned in the employee contract?

Conclusion - Hospitality Industry labour Laws

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!

Novative offers smart and powerful HR management software for the hospitality industry. Learn more.

Are you ready to focus on your hotel’s strategic goals while staying in compliance with the law?

We can support you every step of the way!

The post Hospitality Industry Labour Laws: How to Stay Current appeared first on Novative.