AuthorTimelabs was initially designed to seamlessly integrate biometrics and attendance data over the cloud to work with various third-party HR and Payroll service providers. Today, Timelabs offers a full suite of HR Software, right from Recruitment to Retirement of employee. It’s powerful automation options and cost-effective nature make Timelabs a preferred choice of 480+ companies around the world, including industry leaders like MUFG Bank, DBSchenker, Loreal, BSH, British Paints and many others. Archives
June 2023
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Software for shift scheduling can do much more than just help you start creating and assign shift patterns to employees. The employee management software will handle all the intricacies of your company's scheduling demands, from managing attendance and punctuality to keeping tabs on billable hours. Here are a few characteristics of employee management software for your company:
(1) Timelabs Both small businesses like Flourish Industry and big corporations like Samsung electronics use the workforce management, employee scheduling, and efficiency tracking software called Timelabs. It provides strong time-tracking tools and scheduling to speed up workflow and guarantee peak productivity. Key Elements Here are a few of Timelabs' key characteristics: Work schedule, first You can easily create and modify your staff's schedule using the Work Schedule feature of Timelabs from a separate page. By using a timer to track time, it also enables you to determine how long staff members worked during a shift. This tool enables you to:
Timekeeping that is both silent and activeAn engaging or silent period tracker is available from Timelabs to record employee working hours. Your employee can "Start" able to track time when they start working and "Stop" when they finish the task or take a break using the manual or engaging time tracker. Use the tool's fully automated or silent time tracker for greater flexibility. When an employee turns on their computer, it immediately begins tracking time. The employee's work will not be hampered by the timer, which will operate quietly in the background. The various report types that you can access are listed below: Activity Summary Report: Shows the active, manual, inactive, and mobile time spent by an employee over a specified time period. Attendance Report: Employees' presence or lack thereof, as well as any tardiness or early arrivals, are detailed in the attendance report. Managers can view the team's work hour information for a specified time period using the Hours Tracked Report. Projects and Tasks Report: Displays how much time an employee devotes to various tasks and projects. Timeline Report: The Timeline Report details an employee's schedule, working hours and including breaks. Timeline Report: The Timeline Report details an employee's schedule, working hours and including breaks. Managers can choose the data to include in a downloaded report by using the "Customize Export Report" feature, which eliminates the need to download individual reports from various pages. The Web & App Usage Report lists the websites and programmes that employees use while at work, along with how much time they spend on each one. Payroll AdministrationWith the help of Timelabs' payroll feature, you can pay employees directly through well-known payment processors like Paypal, Wise, Gusto and ADP. Based on the working days monitored during an employee's working time, you can also determine their precise payment. Due to this, no additional payroll software is required. The tool allows you to set your:
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The phrase "digital transformation" has become a frequently used buzzword in today's corporate world. This phrase refers to integrating digital technology into various organizational components to increase effectiveness, agility, and efficiency. One area where digital transformation has had a particularly big impact is human resources (HR). The traditional paper-based method that was previously employed has been replaced with a digitally integrated process that includes automation, analytics, and cloud-based services for human resources.
Virtually every aspect of the contemporary workplace has been impacted by the development of digital technology, and human resources (HR) is no exception. Human resources (HR) may very well be one of the areas of a corporation that is most affected because of the massive amounts of data it manages and the multiple procedures it supervises. Traditionally, HR oversees activities involving people, including hiring and employee retention. However, HR professionals are now more than ever able to streamline and optimize these procedures in previously inconceivable ways because of digital transformation. The six stages of the digital transformation of human resources will be examined in this article, along with how these stages are changing how businesses manage their most valuable asset: their employees. Stage 1: Digitization The first stage of the digital transformation process is the digitization of HR processes. For this step, the paper-based HR processes must be translated into digital format. Data about human resources should be easier to obtain, share, and analyze due to digitization. By moving away from paper-based methods, HR departments may automate formerly manual tasks, reduce the number of mistakes they make, and improve the accuracy of their data. HR departments can use digital forms instead of having employees manually fill out paper forms to collect and manage personnel information, for example. This saves HR workers time and enables them to comfortably and rapidly access data from anywhere. Stage 2: The Automation Stage The second stage of the human resources industry's digital revolution is automation. Automation includes using specialized software to do time-consuming HR-related duties. By utilizing the digital data obtained and preserved in the stage preceding this one, digitization, this stage builds on that stage. The time-consuming tasks of hiring, onboarding, and processing payroll can be simplified for human resources managers via automation. Human resources staff will have more time to spend on other strategic tasks, such as raising employee engagement and nurturing talent, as a result of automating these tasks. One example of human resource automation is using applicant tracking systems (ATS) to manage the hiring process. Automated applicant tracking systems can independently review resumes, schedule interviews, and issue rejection letters. This not only saves time but also ensures that the hiring of new staff is done fairly and consistently. Stage 3: Integration. The third stage of the human resources digital transformation is integration. It is necessary, in this case, to integrate HR systems with other business systems, such as those in charge of finances, operations, and customer service. Integration is essential because it gives HR professionals access to information from other departments, which can improve decision-making and collaboration. Stage 4: Reporting and Analysis The fourth stage of HR's digital transformation is analytics. Using the data obtained and saved in the HR systems, this step extends the phases that came before it. Analytics in human resource management is using data to guide decisions. HR departments can gain important insights into employee behavior, performance, and engagement by studying HR data. Using analytics in human resources departments can also help them identify patterns in employee behavior, such as high turnover rates, and come up with solutions to these tendencies. Stage 5: Artificial intelligence (AI) AI can improve and automate many HR processes and its capacity in doing so is entirely dependent on algorithms. Undoubtedly proper usage of AI can improve the HR professionals efficiency in managing a big range of work functionalities like onboarding, hiring and employee development. Stage 6: The Future Workplace During this phase, will allow you to be prepared for the future scope of your work which is marked by remote employment, gig work and automation. It also requires the strategic placement of HR strategies made for a rapidly evolving workforce. This includes the adoption of more flexible work arrangements, the use of cutting-edge technologies, and the development of previously untapped skills. To sum up, many interconnected processes make up the process of digital transformation in human resources management. The concepts of "automation," "digitization," "integration," "analytics," "the future of work" and "artificial intelligence," are all covered in these phases. Every level raises the HR division's efficiency, efficacy, and adaptability. By embracing digital transformation, HR managers may be better able to attract, keep, and engage employees in today's fast-evolving business environment. This will help them compete more successfully for elite talent. |