Why Cloud Computing Has Become Important For Small Businesses?

Unlike what many people think, cloud computing can prove quite beneficial even for small businesses. Cloud computing will mean massive changes for tiny businesses. Those changes have been witnessed by several of today’s small business owners, whether they’re from technical start-ups or urban and small-town shopping outlets. There’s no doubt that cloud has simply redefined the way small firms do business.

It’s The Right Time To Choose Cloud Computing For Payroll

Take a look at these 4 reasons why small business owners should migrate to the cloud, especially to cloud HR and cloud payroll.

  • Lower Prices

One of the foremost obvious advantages of moving everyday business to the cloud computing is that it will offer small businesses with vital savings. For beginners, cloud computing completely uses the hardware. It will increase the worth of physical server hardware, which clearly indicates that businesses will do a lot more with less investment.

Because of this, small businesses can see a reduction in rack area, power usage, IT necessities, etc. which means lower hardware, installation, support, upgrade and maintenance costs. For small businesses, such savings are really invaluable.

  • Excellent Collaboration

With cloud computing, collaboration is made really simple. The power to save and access varied info through the cloud allows workers to simply work from an equivalent master document. Cloud collaboration tools, like Google Drive, permit users to transfer, edit and investigate documents, which automatically results in higher work collaboration. In addition, business owners have the power to limit what workers can access.

Moreover, having the ability to access files through the cloud makes it simpler for small business owners to trace and manage individual advancement on tasks. This can work wonders for maintaining efficiency.

  • Escalated Flexibility

The best advantage of cloud computing is having the ability to access work related files and data from any device at any time in anyplace. The times have changed radically and now we live in a mobile world. Those days are way behind us when files used to stick on one server on one system.

As the offices start catering to a lot of remote employees and versatile operating arrangements, having the ability to access work materials, when not at the office, is really important for workers. Cloud computing not only makes it easier for workers to work outside of the workplace; it also makes it easier for small business owners to maintain their work, especially with cloud HR and cloud payroll at any time, from anyplace.

  • Bigger Integration

Using a cloud-based business solution generates loads of opportunities for integration. Cloud based small businesses have the choice of integrating with different cloud-based service providers.

Small businesses can get benefits from specialised services which integrate with back-office operations, such as HR, payroll and accounting. This offer small-business owner more time to specialise in more crucial areas of their business.

 

Why Cloud Computing Has Become Important For Small Businesses?

Top 8 Reasons Why Your Resume Gets Rejected

The worst feeling for anybody searching for a job is when they fail to get success in their expedition. Sometimes people apply for jobs (hundreds in some cases), but fail to get any response from the companies. Lucky ones sometimes get a get a letter of rejection or an email, but the majority will simply get no response from the recruiter.

Top 8 Reasons Why Your Resume Gets Rejected

Even though it seemed like everything went really well in the interview, still people fail to get a call from the employer. Some people even fail to get an interview call for the job they’ve applied. So, what mistake did you make in your job application because of which you failed to secure the interview call?

Here are the top 8 reasons why you were not selected for an interview.

  1. Did You Have The Qualifications Required For The Job? How close your qualifications match the requirements posted by the recruiter for the job? In today’s highly competitive world, usually candidates applying match or even exceed the job requirements. So, they easily secure interviews.
  1. Did you submit a complete application? Ensure that all the information required on the job application should be provided by you.
  1. Was your application mistake free? Did you write proper & correct employment dates? Did you fill the right salary amount? Have you ensured that you filled all the necessary information asked by the employer? Before scheduling interviews, some employers verify employment history of the candidates, which makes submitting the right & accurate dates highly essential.
  1. Did you work hardly to prepare your resume? Ensure that you resume showcase skills and accomplishments which are related to the job you’re targeting. Explain clearly that how you added value in your previous internships, jobs, or any other work?
  1. Have you made your resume in a well organised way, so that the most relevant points can be easily located by the HR solutions department of your employer’s company?
  1. Did you write an accurate cover letter which focused primarily on the requirements of the job you have applied for? Ensure you make it very clear in the cover letter that you have the required skills, experience and knowledge which will help you to perform well on the job, if selected.
  1. Did you submit a cover letter which was long enough to make a compelling case for you to secure interview and later the job? Did you made sure that the cover letter was not so dense that the recruiter wouldn’t even read it? Keep your letters 3 to 5 paragraphs long, with each paragraph not more than 8 lines.
  1. Did you make sure that each application document which you sent to the employers was error free and well written? Ask others (friends & family members) to review and proofread your resume and cover letter.
Top 8 Reasons Why Your Resume Gets Rejected

Top 4 Payroll Myths You Should Stop Believing Now!

Payroll processing is one of the most integral parts of any business, but many business owners often neglect its importance.

A recent survey concluded that the majority of business owners find payroll taxes as the top financial and administrative burden. However, by simply outsourcing payroll, businesses can achieve multiple benefits.

Here are some of the most commonly circulated payroll myths every business owner should stop believing. Have a look.

  • Myth #1 – My Business Is Too Small For Payroll Outsourcing

No matter whether your company has one or 100 employees, as a business owner you’re still supposed to file and compensate payroll taxes. This includes an absolute compliance for how payroll tax is calculated and paid while following always changing rules, regulations and timings. As a business owner, you’re also expected to ensure that you’ve been complying with all the payroll tax laws established by the government.

  • Myth #2 – Payroll Outsourcing Is Unaffordable For Small Businesses

A recent survey showed results that every month nearly 8 hours are spend by an average business owner on payroll administration, which makes it for almost 100 hours every year.

A recent study unsurprisingly found that business owners give high value to their time. The study showed that near about one-third business owners consider every hour equal to AUD 100 and around one-fourth consider each hour equal too AUD 500. That’s lots of amount just for payroll processing. However, with payroll outsourcing this cost can be reduced significantly.

  • Myth #3 – Every Payroll Outsourcing Company Is The Same

No, every Payroll outsourcing company is not same in providing services. Of course, they offer products and services which are quite similar to each other, yet you must look for the differences before hiring one. You should be aware with the things you require and ask all the questions which are in your mind for the prospective payroll company. Look for these qualities:

  • Consult a reliable advisor
  • Get an idea about their credibility and capability
  • Search their website
  • Visit their social media profiles
  • Examine the online reviews about the company
  • Find out more about their management team
  • Search more about the value they’re offering, apart from cost-based services.
  • Myth #4: Payroll Is Not About Employees, But It’s All About The Business

A lot more is expected from employers by their employees in today’s world. They have even become more habitual in evaluating their current employer compared to other employers based on a different set of offerings. Employer-employee value relationships are constantly being assessed by employees, which mean that what is being received against what is actually provided. The moment this relationship becomes sour, the employee takes back the control and starts searching for other options to maintain the balance they want.

 

Top 4 Payroll Myths You Should Stop Believing Now!

How HR Advisor Should Manage Human Resources

Generally, human resources management mean and refer to the functions performed by an HR manager or HR advisor of a company.

Some of the points that need to be considered by HR manager or HR advisor while managing human resources are:

  • Planning And Distribution Of Resources

You must understand that there’s no company which has access to unlimited resources. The salary budgets must be divided by HR advisor among their employees effectively. They should also work to divide workload equally and should not put whole stress only on a few employees. HR advisor should decide who needs training and who will be given the most important projects.

  • Giving Instructions, Vision, And Aims

An HR advisor should act as a leader of the team. They should not only distribute work, but also give instruction to employees on how and when to complete the project assigned to them. HR advisor should set overarching goals after analysing the type and level of the team. The goals should be set after analysing the situation and requirements of the project.

  • Creating A Work Friendly Environment

HR advisor should work to create an environment where employees are motivated so that they contribute to their full capabilities. They should create a work friendly environment which will give the best results to their department. HR advisor needs to make sure that gossiping and bullying have no place in the company.

  • Providing Or Asking For The Stats That Display Employee Performance

HR advisor should work to provide proper feedback because without it the workers will have no idea about the areas they need to improve and what are the areas where they’re performing well. With proper stats, HR advisor can achieve this and then create measurable goals.

  • Providing Favourable Circumstances For Formal And Informal Development

HR advisor’s should not only focus on getting the job done, but should work comprehensively to ensure that his/her reporting employees achieve success. They should train employees and offer formal developmental training opportunities. They can offer training by providing feedback or by formal mentoring connections regularly.

  • Setting An Example For Employees

It’s quite important for HR advisors to set good examples for employees on issues such as work ethics, attitude towards other workers, and personality development. An expert HR advisor displays employees of the company on how to behave at the workplace. They should be ethical, treat people nicely, and offer others the freedom to work. HR advisor who make favourites, take credit for someone else’s work or discriminate against some employees, destroy the most important resource of the company – their employees.

  • Make Efforts To Cater The Needs Of Clients

HR advisor should give equal emphasis to both their staff members and clients. High quality employee management leads to excellent connection with the clients. It’s the duty of HR advisors to serve & manage clients and staff of their company.

How HR Advisor Should Manage Human Resources

Major Tasks & Responsibilities Of HR Advisor

An HR advisor is a member of the firm’s human resources department that works mainly to resolve all the issues and challenges related to employees. Apart from managing the selection and termination of workers, an HR advisor works as a specialist & consultant for personnel, managers and supervisors in tasks related to recruitment, benefits, payment, personnel relations, training and compensation.

For workers, an HR advisor can often work like a mediator, controlling disputes between employees or discord involving staff members and the corporation. In addition, they also act as a mentor or advisor, educating personnel about a variety of company policies.

For management, an HR advisor ensures that the administration group remains up-to-date on the issues of efficiency and relations, transfers policies and methods to personnel, reports development in worker attitudes and behaviours, and suggests management to confront the needs of staffing.

An HR advisor normally performs his/her tasks in a usual 5 or 6 days work every week in HR department of the company. As an integral part of the human resources department, they commit a lot of time interacting with other employees at their firm, meeting with personnel, keeping administration updated and informed, and communicating with other HR associates to evaluate and create different policies, programs and plans.

  • Tasks & Responsibilities Of HR Advisor
  • Guide managers on company’s policy and advocate required adjustments.
  • Examine HR practices, and advocate personnel relations, work, benefits, salary and compensation policies to ascertain competitive plans and legal compliance.
  • Process, verification and maintenance of the data related to HR work which includes, staffing, training and evaluations of performance.
  • To create, plan and apply numerous HR activities like benefits and performance management programs.

Some other tasks which you have to accomplish as an HR advisor are:

  • Managing job assessments
  • Guiding managers with selection and recruitment tactics
  • Organising the appointment system for selected people
  • Negotiating and concluding company’s terms and conditions to selected people
  • Giving assistance and conducting work reviews and change procedures
  • Maintenance of HR info system data
  • Noting and presenting crucial info & data briefings on a variety of topics related to HR
  • Providing important counselling on workers growth & development
  • Helping in advancement of HR management system and techniques
  • Engaging with performance management and workplace relations issues
  • Offering help and advice on guidelines, policies, legislation, and company agreements.

The minimum education criteria are different for every country when it comes to human resources. You’ll require at least a bachelor’s degree in human resources, business studies, psychology, or any related field of studies. Businesses also prefer someone with at least 5 years of experience in the field of human resources. A variety of certifications could be necessary, but that largely depends on the company where you’re applying.

Major Tasks & Responsibilities Of HR Advisor

Understanding The Role Of HR Advisor

The main job of HR Advisor is to conduct interviews and help regulate workers, ensuring that the staff members have all of the skills and techniques which are required for the job. They also provide assistance by keeping them motivated and ensuring they stay productive in their roles.

Apart from overseeing different types of circumstances within the organisation, HR Advisor also has to his/her own everyday tasks in the Human Resources department, which are required to make sure the overall success of the company.

Many people consider Human Resources as a monotonous and dry field to work, but this is a completely wrong assumption. While working as an HR advisor in the Human Resources department, find out that no two days work are exactly the same, especially while you’re working for larger firms.

Everyday responsibilities which HR advisor may have to perform in their own team involve:

  • They have to write and examine firm policies and procedures, getting them all set for approval by administration.
  • They need to make sure that every employee records are updated regularly and cover the firm legally.
  • Keeping notes and working as a witness at disciplinary and investigatory meetings.
  • Planning, organising, overseeing and undertaking training courses run by the company.

The above mentioned tasks are only a few responsibilities which an HR advisor is expected to perform on any working day. These tasks will only give an idea about the role played by HR advisor. An HR advisor is supposed to conduct many other tasks within the Human Resources department.

  • To Whom An HR Advisor Reports?

Relying on the size and composition of the firm, an HR advisor generally has to report directly to the HR Manager, despite the fact that occasionally they have to report to a Senior HR Advisor, HR Director, or to the General Manager in small businesses.

Having said that, HR advisors are generally provided a particular level of freedom through which they perform their tasks. Sometimes, the reporting needed will probably just be a usual daily meeting, or an everyday Email related to the events of that particular day.

In case there is a threat of litigation, or financial standing or company’s reputation is threatened, only in such exceptional scenarios an HR advisor can assume to be micro-managed in a project.

  • Who Reports Directly To An HR Advisor?

This depends largely on the size of the organisation. In some companies an HR generalist directly reports to the HR advisor. The job of an HR generalist is just like that of an advisor, but they’re usually assigned projects which are low in priority.

However, in majority of small corporations, the HR advisor may not have anyone reporting directly to them. In fact they have to take responsibility for all the staff undertakings in the organisation.

Understanding The Role Of HR Advisor

What Is The Role Of HR Advisor?

Different types of roles are applied by an efficient human resources section, covering a complete scope of human resource services within a company.

In addition to carrying out their every day obligations within the Human Resources group, an HR advisor typically functions as a connection between other business departments and the HR team. HR advisor also acts as the initial stage to get in touch with managers along with other employees in the company.

As a result, even though an HR advisor is surely an inherent part of the HR management system, they’re going to come across operating closely with other teams in the company, for example commercial, operations and procurement, and others.

  • Doing The Job In Different Departments

To choose just two samples of how an HR advisor could proficiently execute their duties, you can consider the following situations:

  • An HR advisor could work as a line manager’s first point of contact in personnel-related matters. If the manager demands immediate, exact guidance on the best technique of addressing a specific employee’s ongoing absence from their responsibilities, the corporate HR advisor is likely the person that they notify.
  • In case a manager has an unofficial grievance towards a senior supervisor and instead of making a formal complaint to the HR department, he/she opts to receive info on how to handle the problem, the HR advisor is all again the most likely to be the main individual who can provide this help and support.

In both of these above mentioned cases, HR advisor is the one who will be resolving each problem to the very best of their capabilities. Also, in both of these scenarios, the chances are quite low that the problem will escalate to a high level. The HR advisor might not even take any official action and resolve the issue themselves.

No matter what people think, human resource services do not appreciate escalating insignificant concerns, rebuking employees and raising staff members’ turnover for the company.

On daily basis, services of the HR advisor are utilised to make sure that workers have an access to a reliable source of recommendation and comprehending. Remember, only occasionally the situations escalate and have to be managed formally.

  • Steps To Become An HR Advisor
  • In order to become an HR Advisor, you’ll have to gain experience and knowledge working as an HR Coordinator or HR Assistant.
  • You should also have to possess an excellent understanding of employment law and regulation which you could acquire by getting a qualification in Human Resources course or even a certificate in employment law.
  • After tasting success as an HR Advisor you may go on to become an HR Supervisor, HR Business Partner or search specialist in the field of Human Resources.
What Is The Role Of HR Advisor?