ActionHRM blog

Welcome to ActionHRM Blog

How ActionHRM helps NDIS providers embrace technology...

ActionHRM understands the important role data connectivity plays for many organisations, non-more so than NDIS providers.

As the employee journey starts in the recruitment and onboarding process, it make sense for ActionHRM to be the source of employee data, feeding other software solutions in an organisations application footprint. New hire information and changes to existing employee details, as an example, are passed to the case management, biometric and payroll solutions. Leave management is also managed in ActionHRM self service via payroll integration. 

Add Compliance, Performance Management, Training & Development, WHS, Expenses and other built-in functional benefits of a full-stack HRM solution, and you can really start to see how effective systems end-to-end data automation is when ActionHRM is deployed as the source of employee information, working alongside payroll, case management, time and attendance and biometric software solutions.

Case Sample: Rise Network,...

ActionHRM & JobAdder - Integration Now Available

The team at ActionHRM are super excited to be working with JobAdder, as we further streamline automated Recruitment, Onboarding, and HR processes for our mutual clients.

Well done to the fabulous teams at JobAdder and ActionHRM for delivery of the built-in integrator, allowing all shared clients to seamlessly connect our innovative solutions to maximise data and process effectiveness.

ActionHRM Partner Program

Reflecting a mature 5th generation Human Resource Management Solution, ActionHRM is now building strong long-term commercial relationships with best of breed tier 1 global software providers. Based on pre-built, deployed and tested two way API integration out of the box, you are assured tightly coupled data management ensuring a true single source of HR data truth, maximising process efficiencies.

  

3 tips for managing a remote workforce

Essential tips for Enterprise managing a remote workforce.

As business becomes more global teams can be dispersed across cities, time zones and continents. Thanks to changes in technology the concept of a fully or partially remote workforce is more  common than ever. However, managing people remotely can seem like a completely different challenge than managing people who you work in the same location with. Businesses need to think  about the framework to support managers to enhance the output of their remote teams.

So how do you do it?

Lines of communication

Implementing technology, such as remote-accessible servers, cloud-based messenger tools and video chat are cost-effective ways to manage this and gives managers a way to build rapport  with and maintain their teams output. Expanding on video chat, use it as much as you can. Research shows that the majority of communication is non-verbal. Email and instant messages can  lack the context of a...

Whats this BYOD (bring your own device) all about? What it means for your company and HR team.

We reported in our HR and business outlook for 2013 the increased emergence and in some cases reliance on BYOD (Bring your own device).

BYOD is the policy and acceptance of allowing employees to bring and use their own IT devices (typically phone, tablet, PC/Laptop) for work use

Recent research has found its use has grown rapidly in high growth markets like Russia and Brazil (where it’s reached close to 75% of companies) while in the USA and other mature markets it’s closer to 50%

You may think that BYOD is something companies have to specifically elect to do (they should), but it was surprising to read that almost half of BYOD use was unmonitored (either ignored by IT or unknown to IT).

So BYOD, whether you’ve implemented it or still on the fence or ruled it out, is here to stay and its use will likely only grow.

Benefits can include

Reduced IT capital spending
Increased productivity / program access
Improved morale/talent attraction – this last one is a bit...

Filling in an application form correctly

How to fill in application form the right way

An application form is often the first and most difficult stage of landing yourself a new job. It has becoming increasingly common trend in the job market for companies to ask applicants to fill in an application form rather than submitting a more general CV. While this approach can benefit the employer in many ways, it can be time-consuming and difficult process for an applicant and can often cause quite a bit of hair pulling and worry!

Determine exactly what the application form questions are after

When attempting to draft an answer to an application form question, it is important that you approach it with the correct mentality. Don’t simply take a question at face value.You need to consider exactly what skills and attributes the question is trying to look for. For example, a question such as ‘what are your hobbies and interests?’ doesn’t mean that they want to know about the rare stamp collection you’ve...

Making sense of employee retention and it’s importance for your business!

Retention remains a top priority in HR strategy

Many HR teams are focusing, it’s recently been reported, on how best to retain their top talent as it has been revealed that the way to increase productivity now lies with pinpointing your best employees and helping them increase their output. HR teams are looking at how implementing retention plans and providing great performance reviews that can nurture the workforce and keep them for the long term – driving down recruitment costs and, it’s hoped, pushing up productivity levels. Therefore the ability to properly monitor and record the development of your talent has become a priority for many businesses – enabling them to maintain an ongoing record as to the individuals’ progress, as well as any discussions and plans that are put into place. Action HRM is perfectly positioned to help with talent performance management as part of an integrated HR platform. Enabling businesses to manage all aspects of...

No more boredom! Get engaged employees

Should employees have the right to sue for boredom?

Ask anyone how precious there life is and most people will reply “very precious”, so why do employers keep employees doing the same repetitive tasks. Providing the same repetitive goals and rewards?

HR technology can help change processes and online performance review software can provide a platform for continual challenge and recognition. No there’s no excuse for wasting people’s time or limiting your business results.

Employees need work that is stimulating, challenging and meaningful so that at the end of the day they go home feeling satisfied and with a sense of achievement. See how ActionHRM could help your business. Here are few free tips!

To reduce boredom, wasted time and improve results organisations should ensure

  • Repetition at work minimised
  • Regular performance reviews are conducted
  • Employees to share the outcome – i.e. appreciate the value of employee effort
  • Recognise and reinforce positive...

Workplace Internet Monitoring – will it reduce waste, or is it futile fight & privacy battleground?

Most of us would be hard pressed to deny use of use employer provided internet access and paid time for personal use.

In fact a survey by salary.com in 2012 found that over 64% of employees use employer provided internet access for personal use at some point each day. Most employees 68% spent less than 2 hours each week with close to 39% surveyed spending less than hour.

The challenge for companies is to find the correct line between time wastage minimisation and employee well being, productivity and happiness. Especially in today’s social and mobile connected world it’s no longer just a case of employers blocking specific sites – as employees can easily use personal smart phones to access the internet OR easily circumvent IT restrictions.

Some of the survey findings highlighted they key challenge for HR and business essentially whether this time truly wasted. Most employees (71%) felt that short breaks include personal internet surfing / reading made them more...

Recruitment – How to Conduct effective Job Interviews & Get better Hires

Interviews are still the most critical part of the hiring process. It helps to confirm skills, check for personality and job match and past employment history to ensure you make the right hire.

Making a bad hire decision can have a considerable cost and not just in salary, customer problems, training time, time cost to rehire are just a few. So taking time to know the type applicant your after, what your going to ask/assess and how you will structure the interview will save time and money.

To help determine what key skills your answers should target, it is often useful to check an employer’s website. In the ‘about’ section of the homepage you can often find hidden gems to include in your answers. You’ll often see the values and qualities that a company looks for in its employees, by targeting these values directly within your answers, you are giving the application form markers exactly what they are looking for.

In most cases the hiring manager will need to...