Improve Employee Engagement with Technology (Bonus: Free Payroll Calculator)
Media often frames technology and automation as warning signals, heralding the potential replacement of workers and death of the job market. But the truth is that no one can avoid technology at work forever. Industries are moving forward; according to the McKinsey Global Institute, by 2030, approximately 14% of the global workforce may find themselves needing to switch occupational categories as technology and digitisation disrupt the working environment.
All of this will inevitably usher in significant changes to the way we work. They will also pose many challenges for businesses large and small due to their sheer impact. But, thankfully, they are also critical to adapting to new trends in consumer behaviour and essential to improving employee engagement and retention.
New tools that make connecting and transacting with customers easier have influenced customer expectations for targeted activities like marketing and sales. Data analytics software gives organisations a clearer picture of their audience—who their current sales targets are, and who they need to focus on for marketing.
Data has its uses for employees, too. Integrated human resources software can capture and collect employee data from credentials, accomplishments, performance management, wages, and more. With this data, supervisors can make better, more informed decisions about how to manage their employees: their preferred schedules, who works best with who, who costs more.
Productivity gains from payroll
It sounds surprising but it’s true: Many businesses still use completely manual methods for processing timesheets and payroll. This can include writing down dates and time on log books or pieces of paper. Then, whenever the payroll period comes around, whoever’s in charge needs to consolidate all that information, double-check it for accuracy, and file it hoping for no mistakes. This can take hours. There’s also an increased chance of error as well, and with something as critical as wages, you’d want that margin of error to be as small as possible.
Automated timesheet software cuts out the majority of these steps by applying wage calculations to the number of hours worked. This frees up time for managers and employees to focus more on core tasks, regardless of business size, industry or sector.
One such success story is that of Inala Primary Care, a healthcare general practice organisation operating in Queensland, Australia. As their CEO Tracey Johnson puts it, “You’ve got lots of practice managers spending hours and hours and hours and hours and hours doing payroll, rostering, and all these very tedious, repetitive tasks. Thankfully we’re just using systems to do this stuff, which then frees up time for them to really work on the business.”
How do tools like this work? You can try it for yourself and see how quickly it works out with this free payroll calculator. Just input your staff’s name, details about their shift length, whether they have any breaks and their base wage. The free payroll calculator will do the rest.
Personal and professional development opportunities
Employee engagement isn’t some abstract concept. It corresponds to concrete action and results in tangible business gains. Gallup research found workplaces exhibit 41% reduction in absenteeism and a 17% increase in productivity if its employees are engaged. Because of the positive workplace behaviours of these highly engaged employees, it’s natural they impact profit for the better: The study’s results indicate a 21% increase in profitability.
According to Deloitte’s 2017 Global Human Capital Trends survey, 78% of companies believe digital and transformational leadership is important. However, 65% don’t have any strong program to drive this kind of skill growth in employees. Picking up on where other companies lack by offering skills training for digital tools can not only address blind spots but improve employee engagement by satisfying staff needs for personal and professional development.
A future-ready workforce
Technology is in the global workforce’s future, and organisations will need to adapt lest they fall behind while others in their industry soar. Help employees cope with new technology by developing both hard and soft skills and conducting thorough onboarding and testing processes for any new tools you may encounter.
Want to save time on manual admin tasks and boost productivity? Tanda’s automation tools give you more time for training and engaging with employees. Give it a try today. No credit card required.
Awards & Rostering |
How much do full-time staff really cost?
Being in the business of managing staff costs, we often hear people say that casual staff just cost so much more than their full time equivalents. I mean, that extra 25% is a killer, right? Especially for staff who work a fairly consistent schedule each week, it’s almost like free money. For a while there I went along with that, not really giving it much thought. But today the thought struck me – casuals miss out on plenty of benefits afforded to full and part timers, so are they really better off? I decided to investigate further. What follows may surprise you. First – how many days in a year does a full time employee work? Weeks in a Year: 52 Working Days in a Year: 260 So far so good. We’re going to ignore the 1 or 2 days that we’re off by, for the sake of a nice round number. Next, let’s look at this full time employee’s entitlements, in days. Annual Leave: 20 (4 weeks) Personal Leave: 10 (2 weeks) Public Holidays: 10 We’ll assume a 7.6 hour work day and 17.5% leave loading. So how many hours of leave are we paying? Annual Leave – Base: 152 Annual Leave – Loading: 26.6 Personal Leave: 76 Public Holidays: 76 Total Hours of Leave Paid: 330.6 Earlier we calculated how many days of work one can work in a year, now let’s subtract leave taken to get a more accurate figure. Days of Leave Taken: 40 Actual Days Worked in a Year: 220 Actual Hours Worked in a Year: 1672 Divide 330.6 (hours of leave paid) by 1672 (hours worked) and we get 19.77%. Remember, we are comparing this to the 25% loading paid for casual staff. So from this perspective, yes, your full time and part time staff are still cheaper – but only by 5.23%. And even that number is probably on the low side. We ignored long service leave and maternity leave because they are a bit more unreliable. Both they are also costs (or accruals) that can definitely add up! When you take into account the fact that you only have to pay casuals when you need them, it’s easy to see why more and more Australian employers are turning to casual staff. According to the ABS, this has been growing steadily since the 90’s, and today over 1 in 5 jobs in Australia are casual.
Industry Insights |
Why Brisbane is Australia’s Best City for Startups
Since we’ve started flogging time and attendance software at Tanda, our team has bought over 40 airline tickets across Australia. We’ve been to every capital city and done business at hundreds of locations all around Australia. One thing really hit home: Brisbane is the best place to be a startup. Here are five reasons why: 1. Cost of living This is by far the biggest benefit of being in Brisbane; housing and office space are so much more within the price range of a business that’s just starting. This has allowed us to bootstrap to a considerable size without using external funding. 2. Transport This may sound like a small thing. The best advice we got when we were starting our business was “it takes a lot of shoe leather”, meaning we’d spend a lot of time on our feet talking to anyone who’ll meet with us. Driving around Brisbane is so much better than other capital cities. It’s affordable enough, and nothing is too far away. Despite what philosopher Alain de Botton might say about the Riverside Expressway, it’s one of my favourite features of the city. Because Brisbane’s not that big, we can justify having an office outside of the inner city where rent is a bit cheaper, without feeling like we are out of the loop. 3. BCC Brisbane City Council is making a very concerted effort for the future of the city to be digital. I was lucky enough to receive the Lord Mayor’s budding entrepreneur grant and have heard Cr Quirk talk about the city’s plan for the future and I’m excited about growing a business here. 4. Business community There are a number of great communities around start-ups really getting some traction in Brisbane such as River City Labs and iLab. But the other great thing about the city is how many innovative business people are willing to talk to you and lend a hand – which is particularly good for a B2B business! 5. Talent Brisbane has two great technology courses at QUT and UQ, which makes it much easier to attract and retain young talent to help build and grow our business. It’s a much tougher market for employers in other capital cities, especially those with only one technology-focused university. I’d recommend Brisbane as a great place to start a business for anyone considering starting out. The team at Brisbane Marketing & Digital Brisbane have a lot of support available to you on top of the many other benefits.
Awards & Rostering |
Easter Penalty Rates 2015 — What you need to know about paying staff
Easter is coming up soon, and that means two things! A new season of Game of Thrones to feast on, and – perhaps less excitingly – public holiday rates to pay staff. As a business owner, accountant, or bookkeeper, it’s important to be aware of how public holiday rates over Easter and ANZAC Day should be paid in your state. First, let’s see when the holidays will be in 2014. You might be surprised! If your business is open on any of these public holidays, you’ll need to pay staff the appropriate public holiday rates. You should check your award, which will tell you exactly what multiplier or penalties to apply, often under a Public Holidays section. A common multiplier is 2.5x. Some businesses pay staff salaries, or pay casually “above award”. Public holiday penalties still apply! If you have a contract, it should cover this – check with Fair Work if you are unsure. Staff who don’t work on a public holiday If you have full or part time staff who should have worked on any of the weekday public holidays – Good Friday, Easter Monday, and Easter Tuesday in specific cases – they are still entitled to pay, even if they do not work. Generally you’ll pay at base rate for the hours staff would have been entitled to. Of course, if staff do work on the day, you’ll pay at a higher rate as dictated by the award (see above). But keep in mind: this only applies if they usually work on that day. For example, a part timer in Queensland who generally works Tuesday to Thursday probably wouldn’t get paid the public holidays because there’s no public holiday on those weekdays. Check your award/agreement to be sure! If your award dictates how rostered days off work, you should check to see if staff with an RDO on a public holiday are still paid. In some states, some kinds of businesses are not permitted to open on public holidays due to trading regulations. If this applies, you will probably still be required to pay staff who would otherwise work on that weekday. Again, if you’re not sure, it’s best to ask. Staff who work on a day that isn’t a public holiday Keep in mind that the rest of the award doesn’t shut off just because it’s Easter. For example, if you are in Tasmania and pay Saturday rates, you’ll still need to pay these on Easter Saturday (which is not a public holiday for you). Did you know… If an employee takes sick leave around a public holiday (eg. Thursday April 24 to Monday April 28), they still get paid the public holiday if they were otherwise supposed to work that day (ie. full/part time) If an employee takes annual leave, public holidays during the leave period don’t count towards their annual leave balance Public holidays do not need to be paid for staff on unpaid leave Staff cannot be forced to work on a public holiday if they have reasonable grounds for doing so. Common reasons include: the amount of notice given, family responsibilities (especially over Easter), and whether one could reasonably expect the business to be open on a public holiday. Tanda’s employee time clocks automatically interpret industry awards – including public holidays – so you can be sure you paid staff right, without tedious manually data entry Add the Fair Work Infoline to your speed dial, they are always happy to help. The number to call for any payroll queries is 131 394. Note: none of the above constitutes formal payroll advice. Always check with your accountant, bookkeeper, or Fair Work.