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Why SMEs Should Opt For In-House HR And Payroll Process

Making the choice for Small and Medium Enterprises for either to process your HR and Payroll functions in house or outsource it to a provider, can be a rather difficult decision. After all it all has to fall in place, salaries have to be paid in a timely fashion, not to mention leave management, over time, and all other nuts and bolts of the HR Department. Not to forget the costs associated with doing the same.

Here are some of the reasons you may want to consider, why it is a good idea for SME’s to opt for going for In-House HR and Payroll Process Management rather than outsourcing it:

Costs Cost is the one of the most important factor when evaluating the benefits of In-house HR and Payroll process. With the Cloud based (SaaS Model) HR and Payroll Software, processing In-House HR and Payroll is cheaper then outsourcing it to the vendor. There is no need to hire a new employee or a new team, to manage your day to day HR and Payroll processes. These HR and Payroll Solutions, don’t need any in house IT support plus they are user-friendly , can even be managed by shared teams, just putting it a few hours a month to streamline the complete process and with minimal software related training.

Better Control of the Process Outsourcing processes means you will only have a certain amount of control. Since you would not own the solution. One of the biggest advantage of processing it In-House is the complete level of control you’ll have over the entire process. Moreover, your in-house team can effectively manage elements which may be unique to your own particular scenario or certain exceptions, which may not be the norm. Whether it be the payment of new starters, leavers, final-settlements, pay-slip printing or any other element, in an accurate and timely manner.

More Accurate Reports An outsourced provider is only as good with the information provided in hand. You will have to feed that information into their system wait for it to be processed, then reporting would be made available. But if the employer consistently doesn’t supply up to date payroll information to provider, there are chances of inconsistent reporting. You get one of the biggest advantages or real time reporting if you own the process and the data both, without a layer of an outsourced service provider. You can generate any report on demand, to name a few are, new-joiner, leavers, bonuses, overtime, salary advances, increment/reductions in salary, all reports at the click literally, plus you can also demand more reports and create more reports on your own.

More Flexibility In-house payroll software gives you ultimate flexibility of how you choose to implement your solution. While keeping your processes intact and processing on time and on your schedule without also having to work around your payroll providers schedule. Any changes with regard to compliance or other improvements, can be implemented in a timely and cost efficient manner.

Hidden Charges A provider may charge you for additional requirements such as changes such as adding overtime or managing the rosters. Also he may charge you additional for out of office hour support (work), even if the support was critical like in order to complete the payroll cycle, so employees are paid on time. Payroll providers can also increase their costs at their own discretion, to account for inflation and other related things.

So the best option for SME’s is to opt for Cloud Based HR and Payroll Management Software, define the entire lifecycle of the process and implement it, take necessary training and support for day to day processes.

HR Chronicle being the leader in this area, has helped a lot of SME’s in their process management and helped the achieve success.  We are sure you will want to know more.  HR Chronicle is a leading Cloud Based HR and Payroll Software, we have served our customers since 2006 that’s when the very first version of HR Chronicle came out, HR Chronicle is available in 2 flavors, Cloud Based and On Premise. To know more give us a shout, we will happy to discuss more.

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Paternity Leave In UAE Private Sector

On Aug 30, 2020, The President of the United Arab Emirates. His Highness Sheikh Khalifa bin Zayed Al Nahyan, has approved a decree to this effect, making the United Arab Emirates the first Arab country to grant private sector employees paternity leave. So, the males working in the UAE’s private sector can avail paternity leave to take care of their newborns. Paternity leave has been offered as part of efforts to support gender balance and equal opportunities as well as to realize family cohesion and stability. It is an excellent step in the right direction, and it cements the UAE’s status as a family-friendly country.

“Male “employees shall be entitled to five-day (5) paid leave to take care of their new-born infants during the period from the date of birth until turning six months. Leave should be taken from the date of birth of child until the new born turns 6 months.

You will need a compliant HR and Payroll Solution, to adapt to these changing policies, to stay compliant with local regulations. HR Chronicle, can do all of this and much more.

We are sure you will want to know more.  HR Chronicle is a leading Cloud Based HR and Payroll Software, we have served our customers since 2006 that’s when the very first version of HR Chronicle came out, HR Chronicle is available in 2 flavors, Cloud Based and On Premise. To know more give us a shout, we will happy to discuss more.

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The World Has Already Moved To Cloud Based HR And Payroll Solutions, Have You Made Your Move Yet?

Cloud solution is the cornerstone of an exploding number of startups and is a growing trend in large organizations. Small and Medium Enterprises (SMEs) and professionals are leading the adoption of Cloud technology, like never before.  With the current situation and work from home to stay, even longer and become the norm rather than the exception, it is all the more important, to adopt the Cloud for your HR and Payroll needs.

There are a lot of advantages of on premise installed applications over the spreadsheets, for bringing in cost efficiency and increased revenue. However, the ever changing cost of upgrading hardware, software and in-house IT costs, still remains fixed and ongoing and something we cannot completely avoid.

With the adoption of Cloud Solution, you no longer have associated yourself or locked into any long term liabilities.

Cloud Solutions are available without any investment in IT infrastructure and Annual Maintenance Support Charges. All these charges are builtin into one easy subscription model.  Support teams are usually and always a phone call or an email away. With flexible payment terms and with added discounts for the yearly payments, you can get the best bang for your IT bucks.

With flexibility to access the data on the go, with minimal technical requirements, usually internet access and laptops, have made the life of an HR department a lot easier. The systems are available 24 x 7, processes like payroll can be done anytime, as there is no limitation to work during the business hours or outside hours, no VPN connection issue, no remote access policy issues.

HR Chronicle is the leading cloud-based HR and Payroll management Software of the middle east region. With a rock solid support team years of experience, and a solid solution, we surely can be a part of your cloud adoption strategy.

We are sure you will want to know more.  HR Chronicle is a leading Cloud Based HR and Payroll Software, we have served our customers since 2006 that’s when the very first version of HR Chronicle came out, HR Chronicle is available in 2 flavors, Cloud Based and On Premise. To know more give us a shout, we will happy to discuss more.

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Importance Of An HR Department In Business Continuity Planning

A “business continuity plan” (BCP) is a process that outlines the potential impact of disaster situations, creates policies to respond to them and helps businesses recover quickly so they can function as quickly as possible, as normally possible in unusual scenarios similar to that of COVID-19.

In times of crisis, many businesses will be challenged to safeguard and support employees while continuing to deliver the services needed to keep the business operational and revenue flowing. During this period, HR will be the very first point of contact for many employees. It is often the case that HR departments are overrun with queries from concerned employees. Anxiety takes over the majority of the work force due to uncertainties surrounding the unusual situations.

So, what can  the HR department do during this time of uncertainty?

1. Plan, Plan, Plan and Plan Again. Business continuity plans should be developed, rehearsed, tested, accessible, well in advance

HR departments, should not wait until the disaster strikes, there should be a well documented and a practical business continuity plan / policy defined well in advance. From an HR perspective, employees must be clear on what they should do in case the business continuity plan is kicked into action. Employees should be given ongoing training, who to contact when to contact, where to contact, in case a Business Continuity Event is triggered. HR should be able to guide the employees from where they will be working, how they will get paid, what hours they are expected to work and how they can communicate with colleagues and management during this time of uncertainty.

2. Be open to use technology to support employee engagement Using cloud-based HR software can help HR departments, a great deal, in terms of data access and data security. The data will always be available on the go, there are no special VPN access requirements, or special license to procure, so there is indeed a silver lining, in using cloud based technology. Also, you can ensure work force is comfortable, with using tools like Microsoft Teams, Zoom,  to communicate with each other and provide updates, again these tools have mobile apps, which run on all platforms, reducing telecom costs and increasing open channels to communicated with each othre within the organization. With technology, your HR department will be able to continue to support employees and provide required services.  More important be engaged.

3. Accessibility and Security of HR Data It is important that HR data is kept safe and secure during this crisis period, as it contains highly confidential personal information like passport number, bank accounts etc. Importantly it is also important to keep data updated, as this data can be helpful, while arranging for repatriation flights, special assistance from embassies or consulates worldwide, in case your employees are stranded abroad and not at usual work place location.  Unexpected telecom outages, can restrict ability to access data over a vpn, floods, earthquakes can destroy all the paper information, so it is better to host the HR data in a highly secure environment, preferably a private or public cloud.

4. Reassure and encourage your employees after this unexpected event, be there for your employees It is important that your employees are well informed about the current situation and what is expected from them in future. Keep an eye on each employee, if their morale is down, then provide them with necessity support or counselling for the same. Sometime crisis may change the business budgets and procedures, in such cases employees may need to relocate or assign the different role to support the business. Be there for your employees, they need you now, more than anything else, as HR you should keep a transparent communication channel at all times.

During times of uncertainty and unusual situations, HR Chronicle – The leading Cloud based HR and Payroll Software, is always there to help you get through tough times and beyond.  Also, features like the employee Self-service and Mobile App will make the employee engagement much reliable and easier and faster.

HR Chronicle is a leading Cloud Based HR and Payroll Software, we have served our customers since 2006 that’s when the very first version of HR Chronicle came out, HR Chronicle is available in 2 flavors, Cloud Based and On Premise. To know more give us a shout, we will happy to discuss more.

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Cloud Based HR and Payroll Solution

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Cloud Based HR and Payroll Solution

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Cloud Based HR and Payroll Software UAE

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Cloud Based HR and Payroll Solution UAE

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Cloud Based HR and Payroll Solution, HRMS

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Cloud Based HR and Payroll Solution

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All Inclusive; Does Your Hr And Payroll Solution Have All The Nuts And Bolts !

There is no shortage of solutions in today’s marketplace.  Some are cloud based, some are on premise, some are hybrid and the list goes on.  Interesting not many solutions, fit the bill of an all inclusive business driven process based solutions, rather they are software which are marketed to address a specific need addressed for a specific scenario or scenarios.

Very often you would find that many HR and Payroll solutions would have many features, when it comes to having data records, payroll configuration settings, pay component records and so on, except that they only address a specific need.  A classic example would be a solution which may seem to have everything, but a crucial feature of actually processing the payroll, could be missing, it is also possible, when you try out the demo, they even have fields to store data related to payroll configuration, i.e. monthly payroll cycle dates and so on, which would make you assume that this data would be used for payroll processing, which you would rightly believe the solution has, but it may turn out that they may not actually have the payroll component at all, rather they integrate with other vendors, which specifically do payroll processing.

This is just tip of the iceberg example, well the above scenario may be great, but, it adds to cost, coordination of implementation with 2 different vendors and the list of complexities and sophistication can differ, depending on the size and other factors of the organization.  Lastly if the 2 vendors dont really get along in the future, together, you will be forced to chose another one, for either of the functions.  To put it simply, the nuts are on one solution the bolts are in the other solution.  If for any reason they divorce your business process is at risk.

I am sure many of us have come across these situations, where we assume the features are there but they are actually not there.

We at HR Chronicle focus on giving you the complete nuts and bolts to run your organization’s HR department, we believe managing HR for every organization should be an easy task, without worrying about technicalities.  HR Chronicle features, fully loaded, HR Management with employee profile information, leave management, payroll management, employee self service, mobile app.  The fundamental idea here is to have single support point, reduced costs, increased efficiency, centralized data management, to name a few of those benefits.  You are obviously backed by rock solid support, provided the team at HR Chronicle.  We will talk about support in another post, later.

HR Chronicle is a leading Cloud Based HR and Payroll Software, we have served our customers since 2006 that’s when the very first version of HR Chronicle came out, HR Chronicle is available in 2 flavors, Cloud Based and On Premise. To know more give us a shout, we will happy to discuss more.

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Cloud Based HR and Payroll Software

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Cloud Based HR and Payroll Solution With HRMobileApp

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Cloud Based HR and Payroll Software

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Simplified Mobile Based Timekeeping with HR Chronicle.

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Focal Point - Cloud Based HR and Payroll Solution - HR Chronicle.

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Cloud Based HR and Payroll Solution Dubai