Training and Development
Training and development are a vital part of human resource development. It is assuming an ever-important role in wake of the advancement of technology which has resulted in ever-increasing competition, a rise in customer’s expectation of quality and service, and a subsequent need to lower costs. It has also become more important globally in order to prepare workers for new jobs. The objective of this Training is to enhance employees’ skills behavior and expertise by putting them into learning new techniques of doing work. Training and Development help in updating employees’ skills and knowledge for performing a job which in the end results in increasing their work efficiency and increase the productivity of an organization.
With this new normal way of working from home, there is a need to have an HRIS system to aid training. With the document module in Adaptive HRIS, you can share any relevant document with employees to be reading and studying. Training and Development start from READING. As an HR manager, you can whet the appetite of your employees on the need for training and development by engaging them with relevant documents or articles in relation to the company’s goals. All these are forms of training which gradually develop the employee to yield maximum results in their various fields.
In Japan for example, with an increasing number of women joining traditionally male jobs, training is required not only to impart necessary job skills but also for preparing them for physically demanding jobs. They are trained in everything from sexual harassment policies to the necessary job skills.
The need for Training and Development
Before we say that technology is responsible for the increased need for training inputs to employees, it is important to understand that there are other factors too that contribute to the latter. Training is also necessary for the individual development and progress of the employee, which motivates him to work for a certain organization apart from just money. We also require training to update employees of the market trends, the change in the employment policies and other things. The following are the two biggest factors that contribute to the increased need for training and development in organizations:
Change: The training and development activity is required when the company revises its objectives and goal to adjust to the changing market conditions. The word change encapsulates almost everything. It is one of the biggest factors that contribute to the need for training and development. There is in fact a direct relationship between the two. Change leads to the need for training and development and training and development leads to individual and organizational change, and the cycle goes on and on. More specifically it is the technology that is driving the need; changing the way how businesses function, compete and deliver.
Development: It is again one of the strong reasons for training and development becoming all the more important. Money is not the sole motivator at work and this is especially very true for the 21st century. People who work with organizations seek more than just employment out of their work; they look at holistic development of self. Spirituality and self-awareness for example are gaining momentum the world over. People seek happiness at jobs which may not be possible unless an individual is aware of the self. At ford, for example, an individual can enroll himself/herself in a course on ‘self-awareness’, which apparently seems inconsequential to one’s performance at work but contributes to the spiritual wellbeing of an individual which is all the more important.
The critical question however remains the implications and the contribution of training and development to the bottom line of organizations performance. To assume a leadership position in the market space, an organization will need to emphasize the kind of programs they use to improvise performance and productivity and not just how much they simply spend on learning.
Overtime work, Its Remuneration, and Its Tax Implication
Overtime is defined as “time worked in addition to one’s normal working hours. The International Labour Organisation (the “ILO”), whose mandate is to promote rights at work, enhance social protection, and strengthen dialogue on work-related issues; by setting international labor standards, developing policies, and devising programs to promote decent work; has set out some principles governing overtime in its Convention No. 116 which include the following:
All hours worked more than the normal hours should be deemed overtime unless they are taken into account in fixing remuneration by custom. Competent authority or body in each member country should set limits to the total number of hours of overtime that can be worked during a specified period, except cases of force majeure. Pregnant women, nursing mothers, handicapped persons, and young persons under 18 years of age should be given due consideration in arranging overtime. Overtime work should be remunerated at a higher rate or rates than normal hours of work.
The rate or rates of remuneration for overtime should be determined by the competent authority or body in each country by ILO conventions. Ghana is a member of the ILO and has ratified most of its conventions. In Ghana, employees are required by law to work for not more than eight hours within a day. Employees are also entitled to a resting period for forty-eight hours within a week as well as rest during public holidays. Circumstances may however arise where it is expedient for an employee to work for more than the legally required hours. Where an employee works overtime, he/she shall be entitled to overtime pay. Exceptional situations may, however, occur where overtime work will not attract overtime pay; for instance in event that there is an accident threatening human lives or the very existence of the business entity within which the employee works.
Legal Implications of Overtime
The Labour Act, 2003 (Act 651) of Ghana (“the Labour Act”), provides that, where an employee works after the hours of work fixed by the rules of the employer within the period required by law, the additional hours done shall be regarded as overtime work. An employee must not be compelled to do overtime work unless the business entity requires overtime to be viable, or there is an emergency that requires an employee to engage in overtime work. An employee may not be required to do overtime work unless the employer has fixed rates of pay for overtime work. An employee may however be required to work overtime without additional pay in certain exceptional circumstances including where there is the need to prevent or avoid an accident threatening human lives or the very existence of a business entity. An employee has a right to have a reasonable limitation of working hours and period of holidays with pay as well as remuneration for public holidays. The hours of work of an employee must be a maximum of eight hours a day or forty hours a week. However, a work establishment may prescribe hours of work different from eight hours a day subject to the following:
- where shorter hours of work are fixed, the hours of work on the other days of the week may be proportionately longer than eight hours but shall not exceed nine hours a day or a total of forty hours a week;
- where long hours of work are fixed the average number of hours of work reckoned for four weeks or less, shall not exceed eight hours a day or forty hours a week; or
- In the case of an undertaking the seasonal work, where long hours of work are fixed, the average number of hours of work for one year shall not exceed eight hours a day.
The Minister of Employment may prescribe shorter hours of work for manual workers in jobs likely to be injurious to their health and it shall be deemed to be equivalent to work done based on eight hours a day. Furthermore, where the normal hours of work are continuous, an employee is entitled to at least thirty minutes break in the course of the work, but the break forms part of the normal hours of work. On the other hand, where the normal hours of work are in two parts, the break should not be of less than one-hour duration and does not form part of the normal hours of work.
Rates for Overtime Pay
The ILO Conventions No.1 and No.30 provide that the rate of pay for overtime shall not be less than one and one-quarter times the regular rate. By this standard, the overtime pay rate is generally fixed at a premier of 50% above the regular hourly wage rate around the world. In Ghana, there is no statutory specified rate of pay for overtime. The fixing of overtime pay rate, in practice, is by Article 6 of ILO Convention No.1and Article 7(4) of ILO Convention No. 30]. Generally, the specific pay rate for overtime is a policy of a business entity/the employer or where there is unionized labor, it is fixed by an agreement between the union and the employer, which is spelled out in a collective bargaining agreement (“CBA”). It has become the standard practice in Ghana to set the rate of overtime pay rate at one and half of or a hundred and fifty percent (150%) of the hourly rate for overtime work on weekdays; and two times of or two hundred percent (200%) of the hourly rate for overtime work on weekends or rest day of an employee and public holidays. Below is a summary of a guide to the standard practice:
Proposed Overtime Pay
Overtime pay rate may be pegged as follows: Monday to Friday – one and a half times the hourly rate. Weekends/rest day and public holidays – two times/double the hourly rate.
Proposed Calculation for Overtime
Divide daily wage by eight (8) hours = Hourly Rate Negotiate/set overtime rate at a minimum of 1.3 and maximum of 1.5 for weekdays = Overtime Rate Negotiate/set overtime rate at a minimum of 1.8 and maximum of 2 for weekends/rest day of employee = Overtime Rate Multiply Hourly Rate by Overtime Rate for each hour worked beyond normal/regular workings hours = Overtime Pay/Amount. The rate(s) of pay for overtime must be fixed by the employer and must be made known to the employee before the employee undertakes overtime work. In exceptional circumstances however including an accident threatening human lives or the very existence of the undertaking, overtime work is not required to be paid. Adaptive HRIS can be of great help in calculation of taxes at the payroll module provided input data is accurate. It makes it very easier in processing pay.
Overtime by Pregnant Women
A pregnant woman worker or a mother of a child less than eight months old shall not be engaged by an employer to work overtime unless it is with the express consent of that woman worker.
Penalties for non-payment of Overtime
There are no specific penalties under the Labour Act for not paying remuneration for overtime work. However, an employee can file a complaint with the National Labour Commission (NLC) if an employer fails to pay overtime and the NLC has powers to make the necessary orders to compel the employer to comply with the provisions of the Labour Act. Further, the Labour Act empowers labor inspectors to carry out inspections (without notice) of any work to ensure that the provisions of the Labour Act relating to the conditions of work and the protection of workers at their workplaces including, hours of work, wages, safety, health and welfare of employees are being enforced by Law. The labor inspectors are required to report to the Labour Department or the National Labour Commission (NLC) any unfair labor practice or abuse that is not specifically provided for under the Labour Act.
Tax Implications of Payment of Overtime to Employees
An employer is obliged to withhold tax from any payment of overtime made to an employee and must pay the same to the Ghana Revenue Authority (“GRA”). The Income Tax Act, 2015 (Act 896) (“Income Tax Act” or “ITA”)provides that the income of an individual from employment for a year of assessment (for tax) is the gains and profits of that individual derived from employment for the year or a part of the year. The gains and profits from employment including but not limited to the following:Salary, wages, leave pay, fees, commissions, and gratuities; and Overtime pay and bonuses. This means an employee shall pay tax on any overtime pay received.
Treatment of Overtime for Tax Purposes
Where an employer makes the payment for overtime work to a “qualifying junior employee” during a year of assessment, the employer shall withhold tax from the total of that payment at the rate of five percent (5%) if the amount paid does not exceed fifty percent (50%) of the basic salary of that employee for the month; or Where the amount paid exceeds 50% of the basic salary of that employee for that month, the excess will be taxed at 10%.
Tax withheld from overtime pay of a qualifying junior employee is a final tax; and cannot be included in the determination of an employee’s tax liability and tax paid by withholding satisfies the tax liability of the employee concerning the payment and may not be reduced by any tax credits allowed to the employee under the ITA. Where an employee who is not a qualifying junior employee is paid overtime, the payment shall be included in calculating the income of that employee from the employment and taxed by the graduated income tax rate for individuals set out in the first schedule of the ITA (as amended). It is only “qualifying junior employees” who benefit from a form of “reduced tax or tax rebate” when they receive overtime pay. An employee who is a senior staff/employee does not benefit from any “reduced tax or tax rebate” on overtime pay received. For the Income Tax Regulations 2016, L.I. 2244, an employee is a “qualifying junior employee” if that employee is a junior staff member of an entity; and the qualifying employment income of that employee from the employment for the year of assessment does not exceed eighteen thousand currency points (GHS18, 000) per year or GHS1, 500 per month. Where an employer makes a payment for overtime work to a “qualifying junior employee” during a year of assessment, the employer shall withhold tax from the total of that payment at the rate of five percent (5%), if the amount paid does not exceed fifty percent (50%) of the basic salary of that employee for the month; or withhold tax from the excess of that payment at the rate of ten percent (10%), if the amount paid exceeds fifty percent (50%) of the basic salary of the employee for that month.
Frejus is a junior staff member of ACS Ltd. his monthly basic salary is GHS1, 000 he was paid overtime for May 2019 at GHS450. Compute the tax to be withheld by ABC Ltd. for May 2019.
Total basic salary for May 2019 GHS1, 000. Percentage of overtime of GHS450 paid is (GHS450/GHS1, 000) x 100) = 45% of her basic salary. Therefore since the overtime payment is less than 50% of her basic salary her overtime payment will be taxed at 5%. Tax on overtime payment is therefore 5% of GHS450 = GHS22.5 (Tax amount to be withheld by Employer and pay to GRA). NB: the overtime should be paid Derek less the tax. i.e. GHS450 – GHS22.5 = GHS427.5
Mavis is a junior staff member of ACS Ltd. her monthly basic salary is GHS1, 000 she was paid overtime for May 2019 at GHS650. Compute the tax to be withheld by Employer Ltd. for May 2019.
Total basic salary for May 2019 GHS1, 000.
Percentage of overtime of GHS650 paid is (GHS650/GHS1, 000) x 100) = 65% of her basic salary.
Therefore since the overtime payment is more than 50% of her basic salary, overtime will be taxed as follows:
50% of the basic salary is (50% x GHS1, 000) = GHS500.
The GHS500 should be taxed at 5%;
Therefore (5% x 500) = GHS25
The difference (650 – 500) = GHS150.
The remainder of GHS150 which is more than 50% of her basic salary will be taxed at 10%. Therefore (10% x GHS150) = GHS15.
The total tax on overtime of GHS650 is the GHS25 + GHS15 = GHS40 (tax amount to be withheld by Employer Ltd. and paid to GRA).
NB: the overtime should be paid by the employer to the employee less the tax. i.e. GHS650 – GHS40 = GHS610.
Where an employee who is not a qualifying junior employee is paid overtime, the payment shall be included in calculating the income of that employee from the employment and taxed by the graduated income tax rate for individuals.
The consequence for not withholding from Payment of Overtime
An employer is deemed a withholding tax agent where an employer, as a withholding agent fails to withhold tax on overtime pay, that employer shall be liable to pay the tax that should have been withheld in the same manner and at the same time as a tax that is withheld. That said, in event that an employer fails to withhold tax on paid overtime, it shall be liable to pay interest for failing to pay tax as well as a penalty for failing to file a tax return that reflects the payment made for the overtime.
By and large, the law frowns on overtime work, the occurrence of certain situations, however, make it indispensable. Where an employee works overtime, the employer is required to pay him/her higher than the regular hourly rate. Employers have an obligation to withhold tax from overtime payment made to employees and remit same to the GRA. Employers are advised to comply with this obligation to avert any payment of interest and penaltiesSource: GRA, Ghana Labour Act 651, 2003, Income Tax Act, 2015 (Act 896)
Things to Consider When Managing Remote Workers
As we continue to have a large number of employees working remotely, I do think that organizations have to think about how to incorporate tips into management. Stay-at-home orders prompted by COVID-19 are creating a challenge for managers including those in HR. At a time when many companies are implementing telework policies for the first time. Nearly three-fourths (71 percent) of employers are finding it difficult to adapt to telework as a way of doing business, according to recent research from the Society for Human Resource Management (SHRM).
If this is the first time that managers are in charge of managing remote employees, it can be scary to navigate and ensure employees are productive, engaged, and thriving. The transition to remote communication removes the personal context that helps us interact with each other." It's not just a matter of providing remote workers with a new video communication platform and assuming it will be business as usual, Managers need to be aware of how remote work may create feelings of isolation among team members.
If you're used to seeing your colleagues or customers every day, feelings of isolation can creep in remarkably quickly. This new remote working environment can also affect the focus, a sense of team, and creativity. It's not something that is often talked about, but if we are to help our teams stay healthy, happy, and ultimately productive, we have to recognize and manage the high-stress environment that remote working can create for many people. Performance management should include a conversation about setting expectations and goals with remote employees. What is key in this content is making sure goals are set in a way that employees are held accountable for results. Meaning the employee has to produce an outcome to show they’ve met the goal. This will hopefully keep managers from falling into micromanaging habits. If tracking employee performance is becoming difficult, managers can have an assistant with Human Resource Information System(HRIS). With Adaptive HRIS, managers will be able to track and access the performance of employees working remotely at anytime and anywhere with the Performance management module.
When we’re talking about managing a remote workforce, one of the tips that show up regularly is teaching managers how to manage people they don’t see every day. Something that could help them do this is getting better at organization and time management. We’ve encouraged managers to manage by walking around. Now they may need to manage by writing things down. Communication is always a hot topic but now, with a remote workforce, maybe it makes some sense to talk about written communications. Everything cannot be a conversation. There also has to be active listening! With remote work, we don’t get to simply walk around the corner and ask someone to repeat themselves. Lastly, managers have to figure out how to find time to just connect with the team. Managers should also look for opportunities to celebrate the same work milestones that would be celebrated in the office. Employees just might have to switch out their high-five for a virtual elbow bump for the time being. Congratulation videos can be posted on the company website, replacing the recognition that would have taken place at the company's annual retreat, which was canceled because of the pandemic.
It feels a lot more personal than an e-mail and it shows that if you get creative, the connection does not have to be lost. During this time, organizations should still be conducting training. Managers need training more than ever to help them keep employees engaged and productive. It would not take a lot of resources to review existing training content, make sure it addresses the needs of remote workers, and offer some opportunities for discussion.
Income Tax is a tax charged on a person’s income from employment, business, and investment. Persons such as employees, self-employed, persons in partnership, shareholders and directors of companies and trustees, and beneficiaries of a trust are all charged tax on income earned.
The Income Tax regime has seen several changes since the Internal Revenue Act, 2000 (Act 592) was introduced. However, in 2008 there were only minor changes with the focus on the reduction of the corporate income tax rate on income derived from providing credit to agriculture and communication service tax on Communication Service usage. Like the previous year, no changes were proposed on personal income tax rates, and neither was the tax bands widened. Although there are still several issues in the tax regime that need to be addressed, the last four tax budgets have overall been encouraging for the business community.
Effective 01 July 2007, the currency of Ghana- the Cedi- was redenominated to Ghana Cedi (GH¢) by the Bank of Ghana. The Ghana Cedi (GH¢) was introduced after the denomination of the old Cedi by ten thousand Cedi. This means one Ghana Cedi (GH¢1) is equal to ten thousand of the Cedis (10,000). In this publication, all tables/illustrations and other currency references are based on the Ghana Cedi (GH¢). You must pay Income Tax if you are an employee, sole proprietor, or a person in a partnership and you earn income above Gh¢ 261 per month.
Types of Income Tax
The main types of Income Tax are:
- Pay As You Earn (PAYE)
- Personal Income Tax (PIT)
- Corporate Income Tax (CIT)
- Withholding Tax (WHT)
- Rent Income Tax
- Income Tax Stamp
- Vehicle Income Tax (VIT)
Pay As You Earn (PAYE)
It is a tax deducted from employees’ income and is paid by an employer on behalf of the employee. The tax is charged on all income of an individual in employment, whether it is received in benefit or kind. A monthly PAYE return must be filed by the employer on behalf of employees on or before the fifteenth day of the month following the month in which the deduction was made. The tax year of assessment for individuals and partnerships is January 1 to December 31.
Method of calculating income tax payable
The example below demonstrates how an individual is assessed to tax. Eg. Mr. Kwame is an employee of ACS ltd. His monthly basic salary is Gh¢500. additionally, he is entitled to monthly allowances such as transport allowance Gh¢ 500.00, Rent allowance Gh¢ 650, Risk allowance Gh¢250. Mr. Kwame contributes Gh¢150 per month to a provident fund. This is how Mr. Kwame PAYE payable will be Computed.(I) Kwame’s annual basic salary is Ghc40,000.
The total bonus received is Gh¢5,000.
Kwame’s bonus tax
15% of Gh¢40,000 = Gh¢6,000
total bonus received = Gh¢5,000
Because the bonus received is less than the 15% of annual basic salary, Kwame’s tax on bonus is 5,000 x 5% = Gh¢250 (II) Kwame’s annual basic salary is Gh¢40,000.
The total bonus is Gh¢ 7,000.
Kwame’s bonus tax
15% of Gh¢40,000 = Gh¢6,000
Bonus received = 7,000
Excess bonus (7,000 – 6,000) = 1,000
Bonus tax (6,000 x 5%) = 300
Adaptive HRIS helps in calculation of taxes at the payroll module provided input data is accurate. It makes it very easier in processing pay. You should register to pay Income Tax if you earn income from business and investment. This will help GRA to collect information about your business, for example, location and nature of business. If you do not live in Ghana but earn an income in Ghana, you have to register and pay the taxes on the income earned in Ghana. If you fail to register for Income Tax, GRA will take legal and enforcement actions against your business and person. You will also face sanctions and incur penalties. To register for income tax, you need to go to the nearest GRA Domestic Tax Revenue Division office to fill the Income Tax registration form. You can also download the form online, complete it, and submit it. You need your TIN, business registration certificate, and other supporting documents, for example, bank statements, sale records. If all your documents are valid, your registration should be completed within 24 hours. If your registration is successful, you will be given a provisional assessment of Income Tax to pay for the year.
Your Tax Office will teach you how to keep appropriate records on your business and how to calculate and pay your Income Tax. Your tax file which contains a record of all your tax activities is opened for you.
How do I get help?
Contact the nearest GRA Domestic Tax Revenue Division office to register. Contact the GRA through email on email@example.com or WhatsApp on 0200631664 / 0552990000 for further help on registration for Income Tax.Source: GRA Website- https://gra.gov.gh/
Educating your Employees about their Compensation
I recently heard a friend of mine who is an HR manager talk about employee pay and engagement. She said, “Misunderstood pay can be a huge distraction.” I totally agree with her, she is absolutely right. But, misunderstanding pay is different from being disappointed or frustrated about pay. I’d like to think if an employee doesn’t understand their compensation, it can be resolved with education.
Compensation management is vital for employee motivation. Employees who are recognized for the value they bring are more likely to be motivated, loyal, and higher performing than those who're not. First and foremost, candidates need to know how the company establishes starting wages. Most organizations have a philosophy when it comes to hiring and negotiating starting salaries. They have a range that they’re working with. It’s important to let candidates know whether they’re in the ballpark. Otherwise, the company and the candidate are wasting their time. And the conversation will end up frustrating everyone.
HR must take time to let employees know about all of the benefits and perks they have. I’ve been surprised many times in my career that employees were not aware of their benefits. I felt HR was really getting the word out about a benefit and obviously not. HR has to find a way to remind employees of their benefits. Employees need to understand the relationship between pay, benefits, and perks. There’s more to compensation than the amount of money in an employee’s paycheck. I’ve worked in several industries where the pay was low but the benefits were fantastic. It’s important to speak in terms of total compensation and let employees know how that is determined.
New employees should learn in orientation how pay increases work. If companies are linking pay and performance, then employees need to understand how the system works. This includes when performance reviews happen when employees are eligible for increases, and how the company determines pay increase amounts. If the company offers a bonus program, this also includes bonuses and how they are calculated. Managers can inform employees how performance impacts promotions and transfers. One way that employees can advance their careers (and their compensation) is by accepting a promotion or transfer. Managers will want to let employees know how the process works and the eligibility requirements.
Organizations need to let employees know whether they survey wages. I once worked for a company that told employees, “We survey employee compensation every year.” It didn’t guarantee that wages were going to change, but it did let employees know that the company was committed to staying on top of the data. Organizations could alleviate a lot of frustration if they educate their employees about compensation. Employees who understand the system might take more advantage of company benefits and perks. They could be better prepared to ask for pay increases
But even employees who understand their pay, can be frustrated by it and disappointed. Organizations need to conduct regular surveys to ensure their compensation packages are internally equitable and externally competitive. Misunderstood pay can be a huge distraction – for both the employee and the company. The good news is that it can be addressed with proper communication.
The Need for HRIS System in Business
Unsure whether to take the plunge and invest in HR software? With so many kinds of tech out there, it can be difficult to work out what will benefit your business the most. Read on to learn more about HR software and the benefits of Adaptive HRIS system.
Why Adaptive HRIS?
The most valuable and important resource in your company is not your office building or your warehouse, it’s the people who work there. That’s why it makes good business sense to look after your employees and help them work at their best. As Richard Branson famously once said: "Look after your people and they will look after your customers. It's that simple".
HR software makes managing people simple, saves you (and everyone else) a lot of time. Spending less time wading through manual admin and you can focus on the things that keeps your employees happy and focused on the job at hand.
What is Adaptive HRIS?
It is a tool that makes managing people easier. It does this by helping you keep track of the tasks, data and processes involved in people management. Many smaller businesses might not think of people management as 'HR' which is associated with larger companies but the truth is, as soon as you take someone on, you have responsibilities as an employer and this means admin to manage.
Some benefits of using Adaptive HRIS includes;
HRIS saves you time
The number one benefit of Adaptive HRIS systems is the way they free up time. Automate time-consuming people management tasks and you’ll have more time to spend on business-driving activity.
Staying on top of basic employee information can quickly become a nightmare if you rely on paperwork and filing cabinets. Just think, how long does it take you to dig out leave request forms to find out how much holiday time your team has left? HRIS saves you time by helping automate simple processes such as holiday allowance absence tracking and training. It can also help you streamline processes to increase overall productivity and work management.
The user-friendly nature of the site has made the transition smooth.
Adaptive HRIS management system puts important information at your fingertips
Everything you need to know is readily available in one central place. You won’t need to memorise complex codes or carry heavy files around.
You don’t even need to worry about being logged into your company network, making HRIS software ideal if you work from multiple locations or have a remote team.
Readily available data makes decision-making easy. It also makes poor decision-making less likely because you’re not relying on outdated or inadequate information.
HRIS makes it easier to develop your employees
Employee development is fundamental to the long-term success of your business. As well as helping you build a more skilled and effective workforce, it boosts retention by engaging your employees so they’re less likely to leave for a job elsewhere.
Keeping track of employee development is yet another of the benefits of Adaptive HRIS. You can use it to log performance reviews, training courses, objectives and qualifications.
HRIS helps you monitor leave and sickness more easily
Having a problem with sickness absence or a rush of annual leave requests? This can crush a small team. HRIS helps you set up an easily accessible holiday planning system and understand the background behind each absence.
But better than being a glorified calendar, it helps in keeping track of remaining leave and helping you manage holiday and leave requests.
HRIS also makes things easier for employees – they can request holidays at any time, no matter where they’re working. The result? No more messy, time-consuming, email trails. Who wouldn’t want that?
Adaptive HRIS, your 24/7 HR partner, always at your side to back you up in any meeting! With just a couple of clicks you have the answer to a myriad of questions that are likely to be posed about any one of your staff; information which you couldn't hope to regurgitate from memory and, as your huge filing cabinet full of personal files isn't very mobile, Adaptive HRIS is there for you, every day, everywhere, whatever you need to know, at the click of a couple of buttons.
HRIS is more secure and enables you to put all the essential HR administration in one place, accessible from anywhere - particularly good for companies such as ours with multiple sites and mobile employees.”
Adaptive HRIS is Cloud-based HR software hence protects your precious employee data from physical catastrophes such as a flood or fire; you can access your data from anywhere using your computer or device. HRIS gives you a full document management solution from knowing who reads what to increasing productivity by reducing paperwork.
It's also an easily accessible place to archive old documents, policies, staff handbooks and training manuals. Want another benefit? Printing fewer documents means you’ll be on your way to becoming a paperless office.It’s Just Brilliant!
HOW TO SIGN UP FOR ADAPTIVE HRIS
Click on https://www.adaptivehris.com/ this will lead you to the landing page of Adaptive HRIS. There are brief YouTube demos, in case you want to explore more.
Click on GET HRIS at the top right of the page. Select your preferred Features, and you are in… so simple!