Tanda Blog

Bryn Tardent-Powell

16 November 2020    |   

This guide explains how to lodge a tax declaration form, to the Australian Taxation Office (ATO) online without having to print, type, or scan a thing.  Firstly we describe the traditional method using the ATO business portal. Then, a new, faster, and easier method using ATO compliant digital onboarding software.    Option 1 – The traditional method of lodging a tax declaration form via the ATO Business Portal An option to lodge the tax file number (TFN) Declaration form online via the ATO business portal has existed for some time.  While many employers still distribute paper forms to new employees, the ATO will now accept a digitally signed form which is a welcome advancement. You can find the Tax file number declaration form supplied by the Australian Taxation Office here. From there, simply complete the form either digitally or by printing onto A4 paper and filling it out by hand. This method of lodging through the ATO business portal still has major limitations not yet addressed by the tax office: ❌There are no digital “checks” available to reduce errors in the ATO digital form. ❌Paper forms are prone to manual entry errors. ❌Duplication of work is required to enter this data again into accounting or payroll software. ❌The ATO form is more complex than other methods available. To lodge directly through the ATO website you will need to have an ATO business portal account. Copies of the process and the digital version of the TFN Declaration form are located here.   Option 2 – The more efficient method using the ATO-compliant Tanda Onboarding tool This faster option to lodge a tax declaration form forms uses Tanda’s software which meets ATO compliance requirements and lodges forms directly.  Not only is this option faster, but it solves the major limitations of the traditional TFN Declaration form. The form is compliant with ATO ‘SBR’ requirements, meaning Tanda collects all the required information but using an easier format. The benefits of using Tanda Onboarding include: ✔️Inbuilt logic to pick up incorrect TFN numbers, and assist to catch common mistakes before they happen. ✔️The fastest method available by eliminating the need to double enter form responses. ✔️Automatically create the employee in MYOB or Xero Payroll systems to eliminate errors and save time. ✔️Tanda Onboarding is the simplest method available to collect the required information.    How it works: Send a link to Tanda Onboarding directly to the employee by email or text message  Instantly collect the receipt of the tax declaration form on completion by the employee Allow you to lodge the tax declaration form directly to the ATO with no data entry required Send the employee automatically to MYOB or Xero    Automate more than just the tax declaration form Tanda Onboarding also partners with accounting systems MYOB & Xero to provide automatic transfer of the details filled out in Tanda Onboarding to your new employee in your payroll file. Tanda Onboarding will still work and lodge the TFN Declaration with all other systems. This means you can not only collect all the required payroll documentation but also automatically create the new employee in MYOB or Xero with no manual entry required. Looking to get started with Tanda Onboarding? Sign up for a free Tanda trial account, and follow the guide to experience all the platform has to offer.

Bryn Tardent-Powell

11 November 2020    |   

When managers come to work the last thing they want to do is to get caught up in tedious and avoidable problems related to running the centre. The health and learning of children come first, and time spent devoted to unnecessary administrative or operational tasks only serves to take away from that. So you can get back to doing what you do best, I’ll be going over the three most common problems managers are facing in child care and what you can do to solve them.  Problem #1: High staff turnover High staff turnover is a problem that is all too common in the Australian child care industry. A nationwide survey found one-in-five child care workers intended to leave their job in the next 12 months. High turnover can lead to an overall less qualified workforce, which in turn erodes the quality of child care being provided. A high number of staff exits can also affect children’s ability to form trusting attachments.  The child care industry has been fighting an uphill battle to secure higher rates of pay, one of the contributing factors of high staff turnover. Additional factors behind this trend include adverse working conditions and difficulties in career development.  The solutions: Reducing employee turnover can be a challenge for even the most competent managers. If you want to retain your most valuable employees you’ll need to provide competitive compensation and benefits that exceed the prescribed award. Providing staff with recognition and encouragement when they develop their skills is essential in making employees feel valued and respected in their position, employees who feel they are making a valuable contribution to the business are far more inclined to stay long term, than their less satisfied counterparts. Finally, child care is a uniquely challenging industry to work in, and managers will need to go the extra mile when it comes to retaining great staff, prioritising employee happiness is a key factor in reducing burnout in an industry where is it all too common.   Problem #2: Too much time-consuming admin As the business grows, so does the paperwork. When it comes to managing one or even several child care businesses you’ll find almost the exact same sources of administrative burden across the entire industry. Managing enrollments, staffing levels, rosters, timesheets and payroll are among the largest contributors to the administrative burden, and the one thing they all share in common is that they aren’t value-adding tasks.  The solutions: By automating the above tasks, managers free up time and resources to focus on tasks that add value to the business, such as improving the quality of care provided and marketing to improve enrollments. Cloud-based processes have quickly become the industry standard,  from rostering to attendance tracking and qualification management, the systems that run your business play a huge part in reducing paperwork. For example, an efficient rostering software can help managers cut down this task from a couple of hours to just a few minutes. Automatic rostering has become an efficient way to manage staff, because why do the same thing over and over again, every time? While rostering is a large source of administrative burden for managers, time and attendance tracking is the other side of the coin. Software can also be used to overcome this problem, with a digital clock in system, managers are saved from the guesswork of who’s worked and when. Not only does this make timesheet approvals a seamless process, it also prevents time and wage theft on a bigger scale. Problem #3: Growing revenue and increasing profitability Increasing revenue can be a challenge for any business. The child care industry has been hit relatively hard by the pandemic, as parents look to cut costs in their household budget. Juggling revenue and profit while trying to maintain a quality service and enrollment is the single biggest challenge child care managers are facing right now.  The solutions: The simplest thing you can do to adapt to COVID’s financial impacts is to reassess your budgeting. Redefining your budget will give you a clear overview of your centre’s cash flow and aid you in making better-informed decisions on where you allocate your spending. Once you’ve redefined your budget and have a clear idea of your current financial position, child care businesses need to leverage all available grants and subsidies. The government has provided a number of additional subsidies during COVID that can aid profitability.  Finally, investing in a great CCMS and staff management platform is proven to reduce costs as well as administrative burden. By investing in CCMS and staff management systems you can easily manage compliance requirements such as educator-to -child ratios, qualification management and wage compliance.  Tanda helps hundreds of child care centres across the country manage their staffing requirements and award compliance, put our system to the test with a 14-day free trial.

Bryn Tardent-Powell

2 January 2021    |   

This year, Australia Day falls on Tuesday, the 26th January.  Unlike previous years, this makes paying staff the correct public holiday pay rates very simple. As the holidays falls on a weekday, there are no make up or additional holidays. Depending on the award they are classified under, staff will only incur additional rates for the day of the 26th. If your business has an enterprise agreement, the rules surrounding holiday rates may be modified by the terms of that agreement. Public holidays penalties apply differently for different staff classifications and awards. Full-time Full-time employees, who normally work on the day the public holiday falls on, receive a paid day off. Therefore, they are paid at their base rate of pay, for the ordinary hours they have worked. An employer can ask a full time employee to work on a public holiday, given the employee gets paid the relevant penalty for working. Part-time similarly to permanent full-time employees, part-time employee’s are entitled to a paid day off, paid out at their normal base rate for their regular hours of work. It’s worth noting here that an employer isn’t allowed to alter a permanent part-time employees pattern of regular hours in order to avoid a public holiday, and as above, that employee is able to attend work on the public holiday provided they are given the correct penalty rates in exchange. Casual Most awards state that casual employees are entitled to be paid public holiday pay rates, at an increased penalty rate of pay for hours worked on a public holiday. As they are a casual employee they are not entitled to a paid day off, and only receive pay and penalty rates for hours worked on a public holiday. Check your award or agreement for the relevant pay conditions that apply to you and your business. Automatically pay public holiday pay rates correctly If you’re looking to pay your staff correctly under the modern award or an enterprise agreement, you can use Tanda’s industry-leading award engine. Tanda’s award engine can automate compliant rostering and payroll for any business, including base rates, overtime, allowances, and higher duties.   Manually pay public holiday pay rates – Rates of pay for popular awards Included below is a table featuring common industry awards and their respective penalty rates for public holidays, you may use these as a pay guide, but keep in mind that these rates may vary depending on your organisation’s enterprise agreements and other factors such as position and level of employment. If you are unsure of how the public holiday affects your business, call the Fair Work Infoline on 13 13 94 or visit www.fairwork.gov.au.  

Bryn Tardent-Powell

11 December 2020    |   

The Federal Government has recently released the Fair Work Amendment (Supporting Australia’s Jobs and Economic Recovery) Bill 2020. It is crucial that organisations understand what these potential changes entail, as they will need to plan accordingly should the Bill be passed into law.  Below we’ll be summarising the proposed changes and what they mean for Australian employers. Criminalising underpayments Dishonest and systematic underpayment of employees will be criminalised. Individuals can be subject to a maximum penalty of $1.1 million and/or imprisonment for up to four years. Meanwhile, corporations can face a maximum penalty of $5.6 million per contravention.  Significant increase in maximum penalties for underpayments The Bill will also significantly increase the maximum value of the penalties for “remuneration-related contraventions”, like underpayments and making unlawful deductions. Not only will base penalties increase by up to almost $100,000, but the maximum value of the penalty may now also be a multiple of the underpayment, if that exceeds the maximum base penalty.  The Fair Work Commission will also be empowered to conciliate and arbitrate small underpayment recovery claims.  Casual employment There are various changes to casual employment under the Bill. These are: New definition A new definition of casual employee will be added to the Act. It essentially says that a person is a casual employee if they accept employment without a firm advance commitment to continuing and indefinite work according to an agreed pattern of work.  Conversion to permanent employment Furthermore, casual employment can be converted to permanent employment. Unless an exception applies, employers will be required to make an offer to a casual employee to convert to permanent employment if: the employee has been employed for 12 months;  during at least the last 6 months, the casual employee has worked a regular pattern of hours on an ongoing basis; and the employee could continue to work those hours without significant adjustment. Casual employment information statement The Fair Work Ombudsman will be required to prepare a new Casual Employment Information Statement. Employers must give this statement to casual employees when they start their employment.  Casual loading “double-dipping” The Bill contains new sections intended to fix the outcome of the Workpac double-dipping cases. A court must set off an identifiable casual loading against any entitlements owed by the employer to an employee if: the employment was described as casual employment, but the employment was actually permanent employment (like in the Workpac cases); and the employer pays an identifiable casual loading to compensate the employee for not having those entitlements (e.g. leave). Simplified additional hours agreements for part-time employees The Bill introduces a new concept for part-time employees called simplified additional hours agreements. This concept’s purpose is to allow some part-time employees to agree to work more than their contracted hours without the employer having to pay overtime.  This will apply to part-time employees who are contracted to work, on average, more than 16 ordinary hours per week, but only if one of the following awards apply to them: the Business Equipment Award 2020; the Commercial Sales Award 2020; the Fast Food Industry Award 2010; the General Retail Industry Award 2020; the Hospitality Industry (General) Award 2020; the Meat Industry Award 2020; the Nursery Award 2020; the Pharmacy Industry Award 2020; the Restaurant Industry Award 2020; the Registered and Licensed Clubs Award 2010; the Seafood Processing Award 2020; and the Vehicle Repair, Services and Retail Award 2020 While the premise is to “simplify” the process, there’s still a myriad of technicalities involved, and many employers may actually prefer the flexibilities that exist in the relevant awards. Miscellaneous Flexible work directions For two years, employers will be allowed to give “flexible work directions” to employees that the employees work different duties or at different locations. The direction must be reasonable in the circumstances and will be effective if it is a necessary part of a “reasonable strategy to assist in the revival of the employer’s enterprise”. Enterprise bargaining There will be some changes to enterprise bargaining that are intended to make the bargaining process easier and make the agreement approval process in the Fair Work Commission faster and less technical. The proposed changes include: giving employers longer to provide the notice of employee representational rights (28 days); the preapproval steps that employers must take to ensure that employees understand the enterprise agreement before they vote will be simplified under an overarching requirement that employers “take reasonable steps to ensure that the relevant employees are given a fair and reasonable opportunity to decide whether or not to approve the agreement”; controversially, provide additional, limited circumstances in which the Fair Work Commission may approve an enterprise agreement that does not pass the better off overall test (BOOT); when considering whether an enterprise agreement passes the BOOT, the Fair Work Commission may only consider rosters that are reasonably foreseeable to be worked, not hypothetical rosters that it is not reasonably foreseeable that employees will ever work; the Fair Work Commission will be required to approve agreements, as far as practicable, within 21 working days; all enterprise agreements must include a term that explains the interaction between the National Employment Standards; franchisees will be able to ask its employees to vote to opt into a single-enterprise agreement that covers other employers in the franchise; and greenfields enterprise agreements for major projects can have a nominal term of up to eight years. Zombie agreements So-called “zombie agreements”, which are collective agreements made before January 1, 2010,  will cease to operate on July 1, 2022. How should businesses be managing the proposed changes? While the Bill is still not yet law, organisations need to prepare for the introduction. Dealing with awards and rules can be challenging, and the introduction of these amendments will likely create a new set of challenges. Keeping up to date with these developments is crucial to understanding what these changes entail and what their impact on operations may be.  Companies can start preparing for the changes by doing a workforce audit. Take a look at your current staff and see whose employment may be affected by the new provisions. Create an action plan and determine further steps or process changes needed to comply once these laws are passed.  It’s also vital to take a look at your business requirements and take the Bill into account. Consider how it will affect your staff management practices moving forward.  Automation will be essential for managing these rules within your organisation. For instance, the casual information sheet could be easily included in the documents you send to new hires during your onboarding process. Most importantly, award interpretation software will be essential when ensuring that these new rules are applied. From creating employee schedules to payroll processing, a system that checks employee conditions against the relevant legislation in real-time will be the only feasible way for Australian businesses to keep up with rapidly changing and increasingly complex award entitlements.  The changes proposed in the Bill may be challenging to navigate, and we’re here to help. If you’re a current Tanda user, we have measures in place to ensure a smooth transition for when these are implemented. If you’re a business that wants to ensure compliance with these rules as you manage your workforce, sign up for a free trial of the system.

Team Tanda

4 December 2019    |   

There is a pattern consistent in most industries. Companies that succeed are ones where frontline managers have influence in improving the execution of business strategy. Former Schering-Plough (now Merck & Co.) CEO Fred Hassan says frontline managers ‘represent an all-important feedback loop that allows the CEO to stay abreast of the latest developments in the business.’ At Tanda, we believe frontline managers need to be in the frontline — enabling their team to be their best selves. In the past 6 months, our product team has been working on making each task you do on Tanda quicker and easier. So you can use our software less and grow your business more. Here are 50+ features that do exactly that. 1. Tailor Tanda to your business needs with The Platform The Platform lets you customise your Tanda workflow. Using custom objects and custom fields, you can create new ways of storing and communicating information. No matter how big or small your team is, they are always informed. Learn more about The Platform > 2. Demystify part-time compliance by rostering from Regular Hours of Work Having a permanent part-time (PPT) staff is more cost-effective than a casual team. However, the administrative requirements of having PPT staff may be a discouraging factor for employing them. One of the most labour intensive requirements for managing PPT staff is rostering. Keeping track and manually implementing regular hours of work (or contract hours) in rosters can be exhausting — especially if it’s for an entire team. Rostering from Regular Hours of Work removes these administrative hurdles. Learn how to roster from Regular Hours of Work > 3. Brand-new, more powerful, more customisable rosters Our new, more powerful rosters have the same features you’re used to, but with more functionality on top. See what’s new > 4. Approve and edit timesheets from anywhere No need to stay behind a computer to go through your team’s timesheet. With the Tanda app (version 0.34.3 or newer), you can edit and approve timesheets from anywhere. See what else you can do on the mobile app >   5. Onboarding: Multiple contract uploads and welcome messages In the first days of your newest hire, a smooth onboarding is one of the best ways to ensure early success. One of the core parts of this process is signing a contract. The easiest way to do that is with Tanda’s onboarding offering. Learn more > 6. Customise leave by hiding leave balances and leave types This is helpful for leave staff cannot apply for (e.g. public holiday paid/not worked); less common leave types, such as long service leave; and types that are not commonly taken by your team, such as maternity leave for a majority-male staff. Learn more > 7. Pay overtime for work outside contract hours Learn more > 8. Key Alert: Maximum qualification hours reached A key alert can now notify managers if an employee will go over their qualification max hours. Learn more > 9. Roster edit history filters Filter roster edit history by staff and action. Learn more > 10. New Employee Navigation: See unavailability, leave, clock-ins, and other employee information in one place Everything about your employees is now all in the employee profile. Learn more >

Team Tanda

15 November 2019    |   

Introducing Tanda’s New Employee Onboarding feature! Tanda’s Employee Onboarding Feature is the paperless way to collect all those necessary staff details such as Tax file Numbers and Super Choice forms, without the hassle of scanning and signing forms, or chasing new staff for paperwork. Through Tanda, managers will now be able to onboard new staff and their details directly into Tanda. How does it work? Talk to the Tanda Onboarding team to have the onboarding tool enabled in your account. From here, managers can send out an email with the onboarding link to new staff, prompting them to complete the necessary forms. Using this link, the onus is put on staff to fill in all their details, which are then submitted securely to Tanda. Once all the details have been submitted, Tanda will then automatically create a staff profile for the new team member in Tanda. If your payroll software has an onboarding integration, Tanda will export the newly created staff profile to your payroll software where it will create a new staff profile in payroll as well. What forms can my new team member fill out? Through Tanda’s Employee Onboarding feature your team member will be able to fill out all the core paperwork, that is required for them to be paid, and rostered. Personal Details Emergency Contact Details Bank Account Details Tax File Declaration Form Super Choice Form What are the benefits of Employee Onboarding for Employers? Cuts out paperwork by replacing the forms new staff have to sign, with digital versions. No chasing up paperwork, as staff can enter their details themselves. Reduces errors by validating BSBs, Addresses, Tax File Numbers, and Super details. No problems trying to decipher staff members’ messy handwriting. Cuts out double entries for payroll by automatically syncing with certain cloud based software. Improves engagement with your new staff.  What are the benefits for Employees? Simple easy to follow process for staff – they no longer have to enter their name, date of birth or address multiple times. Can be easily completed from home or from your mobile phone, wherever you are. No need to print, scan, email or post hard copy forms. Get started with Tanda’s Employee Onboarding today! Tanda’s Employee Onboarding feature is already live! For more information contact one of our friendly Tanda Consultants today, on 1300 859 117 or via email at support@tanda.co to get started with Tanda Employee Onboarding.

Team Tanda

23 May 2019    |   

John is 5 minutes late for work every day while his colleague Martha is late for 30 minutes once a week. Do these late clock ins really matter? For many businesses, they do. In shift work industries and frontline roles, frequent tardiness can mean disruption and loss of profit. Even just 10 minutes of being late accumulates over time and eats away at the bottom line.  But in a 2017 CareerBuilder survey, 29% of respondents said they came in late at least once a month. 49% blame the traffic for their tardiness, 32% blame it on oversleeping, while the rest blame bad weather, procrastination, and “too tired to get out of bed.” How can managers discourage lateness among employees? How to increase employee attendance Many traditional managers believe that harsh sanctions are the best way to eliminate lateness at work. However, sanctions lower employee morale. They can drive productivity down and result in a high turnover rate. That’s why at this year’s Workforce Success Conference, we are inviting students to propose ways to increase employee attendance in Australia. Read on to know more about the tried-and-tested ways to increase employee attendance. Get the chance to improve on these methods by signing up for the case competition today! An internship and cash prize awaits the winner. 1. Track time and attendance accurately The first step to making sure that proper clock ins and outs are observed is by tracking them accurately. Otherwise, your company will be exposed to a risk of time theft, or employees being paid for the hours they did not work. Lax monitoring systems make companies vulnerable. Manual time clocks are no longer reliable, as they are susceptible to time theft. Investing in cloud-based time and attendance software saves you time and energy on processing employee timesheets. Download a clocking system app for free and give it a try. Read more: Time Theft: Top 3 ways employees steal time and how to stop it 2. Address frequent lateness ASAP Feedback and coaching are important parts changing behaviour. Those who fail to meet time and attendance targets could be doing so for any number of reasons, such as single parenthood, chronic illness, or even financial instability. Understanding what they are going through is instrumental to helping them perform better. Managers should be able to empower employees to comply with their work hours. Schedule consultations with them to identify the issues and address them accordingly. Download and customise: Written warning – Late Attendance 3. Reward good employee attendance Deducting pay for frequent lateness is one solution and is a common one. But employee incentives for punctuality serve to underscore the importance of time and attendance in a more positive way. There are many ways managers have incentivised coming in on time. They require some work for managers, but the effect on morale and productivity cannot be understated. Here are some of the most frequently used strategies to increase employee attendance. Provide free breakfast once a month One popular way to reward punctuality is to provide free breakfast. This can be done once a month on a set day, or even more frequently, but on random days. Those who have good attendance will feel the benefits of coming in early, while those who don’t will start thinking about it. Give out tokens to multiple employees Gift cards, lunch vouchers, and company apparel cost little but are always appreciated. Keeping the rewards budget-friendly will allow you to give them out to more people and more often. It’s also a great way to keep attention on the program. Create a “Hall of Fame” for time and attendance Publicly recognise employees who consistently come in on time and do not have unexcused absences. It will boost their morale, and hopefully inspire others to follow suit. Give consistent performers time off Don’t think of this as an additional expense, because a consistent performer will have more than made up for it. This can be the high value reward given out during your end-of-year party. Include a plane ticket and hotel accommodations if you can afford it! Read more: Only a Matter of Time: Punctuality and attendance in multicultural workplaces Forge the workforce of the future Modern managers are people-centric. Many of them want to create a work culture built on trust, respect, and balance. When employees are constantly late to work, there are usually reasons that lie below the surface. Empowering them through attendance programs are more likely to increase morale and productivity. Sanctions and punishments for lateness are sometimes necessary, but there is plenty of room for creativity in this area of management. In the end, increasing employee attendance will benefit not just them, but also their team and the company as a whole.   Ready to forge the workforce of the future by increasing employee attendance? Form a team of 3-5 students and sign up today. A cash prize and internship awaits! We’ll email you more details and provide consultation once you sign up.

Team Tanda

17 May 2019    |   

Are employees leaving faster than you can recruit them? You might not be alone. Consulting firm Robert Half found that in 2018, more than 67% of Australian employers say the turnover rate has risen in the past 3 years. In fact, the average turnover rate is 15% every year. Turnover occurs when an employee chooses to leave an organisation (voluntary) or is asked to leave for any reason (involuntary). Generally, a low turnover rate is great for a company. It indicates effective hiring, onboarding, training, and engagement practices. How to solve the high turnover rate Many companies are constantly trying to find ways to reduce their turnover rate. From attractive compensation packages to flexible work arrangements and lifestyle perks, millions of dollars go into convincing employees to stay. That’s why at this year’s Workforce Success Conference, we are inviting students to propose ways to reduce the turnover rate in Australia. Read on to know more about how companies are investing their retention rate and sign up for the case competition today! An internship and cash prize awaits the winner. 1. Adjust your recruitment strategy Create a recruitment strategy benchmarked on your best employees. Look at the attitudes, qualifications, and skills of your most productive and longest-staying employees. This will guide you where to look for new candidates, and what kinds of questions you should be asking them. Hiring is expensive and every lost hire represents wasted investment. Download and customise Tanda’s free position description templates to create the best call for applications. This will let you pool the candidates faster and assess them with greater accuracy. Then use our free interview guide and free interview kits to find the right talent for your company. Read more: From Hiring to Monitoring: How to use Free HR Templates and Forms 2. Provide training and development The lack of support can cause employees to question their role in the company and whether or not they are valued within in it. Managers need to provide the training and development for employees to progress in the company. In fact, a worldwide survey revealed that 37% of employees are dissatisfied at work due to a lack of support from their boss. Uncertainty about the workplace’s vision or strategy also contribute to dissatisfaction. There’s no bigger trigger of resignation than stagnation in a role. Providing opportunities to improve and take on bigger challenges increases the probability that talent will remain with the company. Read more: William Gooderson’s 8 Characteristics of Good Managers 3. Recognise and reward hard work Unappreciated hard work tends to sour the work experience and lead employees to look for better environments elsewhere. Make sure that positive performance is credited and held up as an example for others. Back the recognition up with tangible rewards to show that your company invests in its people. You can start by rewarding attendance to show appreciation for employees who are diligent about time. To implement an attendance incentive program, invest in a reliable employee time clock app with photo verification features. Not only will you track attendance better, you can even integrate it with your payroll system so payday is a breeze. Read more: Show Up for Success! A step-by-step guide to rewarding employee attendance 4. Promote work-life balance The link between employee happiness and retention is highly intuitive. When you give employees time to spend with their families or on their hobbies, they are more likely to come into work recharged and ready to tackle new challenges. Modern managers know that keeping employees happy is key to lowering the turnover rate. One way to promote work-life balance is effective rostering. A good roster balances the availability of staff with their personal needs. This can be challenging especially for shift work industries. Workforce management software lessens the burden on managers with roster templates, leave management, and shift swapping. Free download: Overcoming Employee Challenges in Shift Work Industries 5. Engage employees every day Employee engagement is the emotional commitment the employee has to the organisation and its goals. It’s how far staff are willing to go to fulfill the customer promise. But because we spend most of the week at work, it’s easy to feel jaded.  Many employees are dissatisfied not just about the job, but also the workplace and co-workers. Increase employee engagement by asking for shift feedback about what employees like and do not like. It will allow them to take a greater part in developing their role, steering their team, and growing the business. Following through on employee concerns can significantly affect their decision to stay with the company.   Ready to forge the workforce of the future by reducing the turnover rate? Form a team of 3-5 students and sign up today. A cash prize and internship awaits! We’ll email you more details and provide consultation once you sign up.

Bryn Tardent-Powell

8 October 2020    |   

Tel Aviv, Israel – Tanda is excited to announce that Domino’s Israel, in partnership with proactive customer care platform, Howazit and Tanda, has recently gone live with a shift rating integration that provides daily insights to managers.  The shift rating integration uses customer feedback from the Howazit platform to provide delivery drivers with an aggregated performance rating which is sent to Tanda daily.  Managers can access and use this customer feedback directly in Tanda to drive scheduling decisions and reduce the amount of time they spend selecting the right employee mix for key shifts throughout the day.   Arie Elbaz, Domino’s Pizza Israel COO, said the ability to connect the customer feedback captured in Howazit with Tanda will be an impactful tool.  “We’re continually working towards providing managers with advanced tools like this which drive store efficiency but don’t compromise the quality of service we provide our customers.”   Rory Broadbridge, Strategic Account Manager at Tanda, said that Domino’s Israel is constantly looking to solve problems using technology and harness new ways of working.  “Domino’s Israel is more than a customer, they’re a partner. We’re committed to working with them to deliver solutions for the future of modern workforces.   Read more: Domino’s and Tanda: Building the Workforce of the Future We’re also excited by this opportunity to partner with Howazit and share an integration which also drives employee engagement. This tool will assist managers in rewarding employees who are providing safe and exceptional customer service with additional or peak hours.” Based in Israel, Howazit is a configurable platform which enables organisations to engage with their customers throughout their customer journey. It provides mobile-based digital engagement, feedback and information collection workflows within hotel, health, airline, and retail industries.  Gilad Cohen, Howazit COO, said that the impact customer feedback can play on key business areas such as scheduling and operations is well documented.  “Understanding customer feedback and converting that information into actionable insights can grow sales as well as convert satisfied customers into brand advocates.” Tanda and Domino’s Israel will work together to capture feedback from managers using this new integration and build out further enhancements and functionality.  See more: Domino’s Pizza: Leveling up with Workforce.com 

Jana Dee Reserva

5 October 2020    |   

“Quality care with European flair,” sets Pennwood Aged Care apart from the rest of the South Australian Aged Care Industry. They provide personalised multilingual care services for a variety of Eastern European backgrounds.  The backbone of any successful operation is effective workforce management, and for processes to be efficient, you need to find the right solution. That’s where Pennwood Aged Care needed help.  Pennwood’s fortnightly pay run would take three full-time finance staff two working days plus overtime to complete. “We were still using paper-based timesheets, which was a real problem,” shared Myriam Freer,  the lead finance officer at Pennwood Aged Care.  Manually administering rosters, timesheets, and payroll processing is not just time-consuming but is also prone to error. With a staff of approximately 100 individuals and being in an industry that is heavily regulated, accuracy, compliance, and efficiency are their priorities. After partnering with Tanda, Pennwood Aged Care increased their finance team’s efficiency by 300% and is now equipped to accurately comply with labour laws given the complexity of awards in their industry.  With Tanda’s scheduling and timesheet solution, Pennwood Aged Care reduced the number of employees working on administrative tasks and hired additional physical therapists for the facility, improving residents’ living conditions. Furthermore, Tanda’s award interpretation accurately calculated complex EBAs and the qualification module ensured the right employee had the right qualifications at the right time.  Take a look at how they managed to create streamlined and more cost-effective processes using Tanda.  Finding the Right Solution Pennwood Aged Care knows exactly the issues they need to address. From the get-go, they needed a system that could: Automatically create a large volume of timesheets each pay run Calculate and apply the relevant award rates and allowances Automatically export the data to their payroll system each pay period Keep track of staff attendance to ensure correct pay While being clear on their goals, Myriam still experienced a setback with another software vendor who could not correctly interpret their complex industrial rewards. She continued to search for more efficient solutions and eventually reached out to Tanda for a more streamlined solution.  Increasing Efficiency and Ensuring Compliance After partnering with Tanda, Pennwood Aged Care massively improved staffing schedule and efficiency through cost-effective and automated processes.  “Honestly, I think it’s about efficiency and effectiveness. We were doing a lot of double handling, now it’s just streamlined. We are pumping as much into Tanda as we can,” remarked Myriam.  Take a look at how Tanda helped Myriam and her team address concerns in their day to day operations. Rostering Software  Pennwood Aged Care used Tanda’s rostering features to create more efficient schedules for their staff. Cognitive rostering ensured that they kept unnecessary overtime to a minimum to reduce wage spend. Rostering to demand ensured that they always rostered the required number of qualified staff per resident. Modern Shift Swapping enabled employees to be utilised across the varying business units and reduce agency costs. Digital timesheeting Timesheets are now automatically generated, which means that they could create and approve accurately costed timesheets in bulk each pay period. The timesheet software automatically flagged any variance in wage spend, aiding them in adhering to their budgeting KPI’s. Tanda’s timesheet software synced to their payroll system, allowing them to export the data without any manual entry each pay period, significantly reducing the required labour hours. Compliance Tanda’s award engine applies the correct base rates, overtime, and allowances to completed shifts, reducing the need to manually calculate pay rates and amend timesheets.  Tanda’s qualification management module helps Pennwood Aged Care stay compliant with Aged Care Quality Standards. Because time spent on administrative tasks is reduced, Pennwood Aged Care can focus more on other valuable tasks such as improving the quality of care and living conditions of their residents.  If you want to improve your team’s efficiency and simplify complex administrative tasks like Pennwood Aged Care, try Tanda for free today.