Fairsail Pension Auto Enrolment Solution

April 25, 2013 By Leave a Comment
Auto Enrolment

Fairsail Pension Auto-Enrolment

 

 

Fairsail’s Global HRIS solution suite has recently added pensions auto enrolment functionality to it’s suite. This module will help UK businesses to better their pensions auto-enrolment responsibilities and ensure that they adhere to the requirements as set out in the pensions act.

 

The Fairsail Auto Enrolment features and functionality include:

  • Continuous eligibility assessment & management
  • Employee contribution management
  • Employee communications templates and administration
  • Self service portal for
  • Part of HRIS or full HR/HCM/Time application
  • Single point of employee data information and administration
  • Continuous eligibility process and management
  • Support for multiple schemes
  • Support for flexible benefits
  • Full audit trail
  • Automated generation of ALL employee communications
  • Automated support for compliant opt-out process
  • Automated generation of contributions
  • Easy to set up and configure
  • Configurable links to payroll and HR systems to extract data every time this is needed
  • Single point administration eligibility on earnings & age calculations every pay-cycle
  • Deferment management

Filed Under: Auto enrolment, Benefits, Cloud Computing for HR, Flexible Benefits, HR Administration, Payroll, Salary Sacrifice

Planning for Auto Enrolment…

April 9, 2013 By Leave a Comment

As the old adage goes ‘poor planning leads to poor performance’ and in our experience this applies to planning and then rolling out an Auto Enrolment programme. Here are 5 key steps to help ensure a successful roll out:

Pensions AE Word Cloud1. Prepare

Know your companies staging date
Inform the companies decision makers to ensure that the necessary budget and support is given to the change

 

2. Plan for the change

Assess your company’s current pension provision against the auto-enrolment requirements for new and existing members
Plan the change and communication program (key dates, milestones, tasks, resources, etc.)

 

3. Review the impact to the company’s current pension arrangements

Review the current scheme rules against the auto-enrolment requirements to ensure it qualifies
Review the current administration process for joiners, leavers and ongoing contributions
Ensure that a default investment option is identified and appropriate. Mercer’s recent DC survey revealed that 79% of schemes have more than 75% of members in their default investment fund. Ensuring this fund is appropriate for the scheme’s members is therefore essential. The default fund guidance issued by the Department of Work and Pensions will provide some assistance here.
It’s advisable to review the retirement process and adherence to discrimination legislation at the same time

(Follow this link to a online calculator that determines the cost your company for auto-enrolment: http://www.thomsons.com/aecalculator)

 

4. Mobilise an implementation team

Compile a team that is responsible for managing the project who understand the legislation and timeframes
Review the current situation against the requirements and propose a plan on making the necessary changes and communicating them effectively with all the stakeholders
Link with trustees (where appropriate) and financial advisors to support the company through the process

 

5. Manage the change

The responsible team compiles the communication plan and material
Manages the communication and implementation process
Manages any queries or issues that are raised throughout the process
Review the effectiveness of the project post the implementation date

 

Employers may consider implementing a salary sacrifice scheme for pensions as part of the overall auto-enrolment pension’s implementation.

Benchmarking that XpertHR published last year shows how popular salary sacrifice schemes are and that pensions comes second to childcare vouchers as a most commonly offered benefit. Overall, 63.2% of employers make use of salary sacrifice in some way; a further 2.7% are in the process of introducing salary-sacrifice benefits and 4.1% are considering doing so.

 

Benefits Most Commonly Offered Through Salary Sacrifice
Benefits Most Commonly Offered Through Salary Sacrifice

If your organisation would like to see how best to manage pensions auto-enrolment, then call Tugela HR on 01604 521070. Ask about our free initial consultation.

Filed Under: Auto enrolment, Benefits, Flexible Benefits, Pension, Salary Sacrifice Tagged With: , , , ,

10 Tips for Procuring Company Benefits Successfully

March 12, 2013 By Leave a Comment

International Payroll Services

As benefits specialists we are often asked for advice on creating Benefit packages that work. Here is 10 elements to consider at the outset to ensure

  1. Know what you’re looking for and why. Start early on with the process too to ensure you’re not pressured into a deal that isn’t right for your organisation.
  2. Decide if you have the necessary expertise in-house to procure benefits ; if not outsource it to a broker. Outsource advisors have specialist knowledge, understand the providers and market. Outsource providers can save you time and money. But make them work for the money that you’ll pay them (New RDR Rules)
  3. Consider doing less complex benefits in-house e.g. dental plan, medical cash plan, cycle-to-work or Employee Assistance Program (EAP) to save costs, but only if you have the knowledge.
  4. Consider a benefits platform to communicate the company’s package and to enhance the benefits on offer. Benefit platforms also make the administration easier, less complex and reduces administration costs.
  5. Try to bundle as many benefits as possible from a single supplier to make use of bulk discounts and additional services e.g. some providers offer EAP services as part of their package or communication support &/or helpdesks
  6. Take out only the cover that you need for risk benefits. For a low risk workforce, consider increasing excess to reduce premiums.
  7. Consider tax relief options (salary sacrifice, salary exchange) that exist for many benefits including cars, bicycle, pension, etc.
  8. Ensure you review your suppliers (good procurement practice) financial stability and service deliver (references). Negotiate good SLA terms as part of the deal to protect poor delivery and none compliance.
  9. Compare multiple suppliers and negotiate on price to get best value for money.
  10. Seriously consider flexible benefits for your workforce, because one size doesn’t fit all. And also consider financial education as part of the package, especially with pensions provisions. Ultimately you should understand what benefits your employees value most to get a good return on investment.

If you would like further advice on creating an appropriate benefits package for your organisation call us on 0208 1445213.

 

Filed Under: Auto enrolment, Benefits, Flexible Benefits, HR Administration, HR Services, HR Systems, Pension, Reward, Salary Sacrifice Tagged With: , , , , , , , , , ,

Are you Ready for Pension Auto-Enrolment?

February 18, 2013 By Leave a Comment
Time is "Ticking"

Time is “Ticking”

As a Business owner or HR professional you are no doubt aware that every company in the UK is, or will be in the next few years, required to implement an auto-enrolment pension scheme for all employees. The activation date is subject to the size of the company (the number of employees on the payroll in the UK) and to find your companies staging date follow this link: http://www.thepensionsregulator.gov.uk/employers/tools/staging-date.aspx

What is expected from employers?

- Make sure that the company has a pension scheme that complies with the auto-enrolment requirements
- Enrol all qualifying new starters (re-enrol staff if required)
- Ensure that the minimum contributions are made based on the earnings of members
- Collect contributions (consider salary sacrifice) and forward them to the pension provider
- Register the companies auto-enrolment scheme with the pensions regulator
- Provide employees information about the company pension scheme
- Administer any opt-outs and make the necessary refunds
- Maintain the necessary records
- Offer employees that are not members of the pension scheme within three years the opportunity to re/join. One period per year at least must be made available for employees to re-join.

Employers shouldn’t:

  • Offer pensions investment advice to employees. Rather advice employees to seek advice from a financial advisor. Use a website like these:

http://www.unbiased.co.uk/

http://www.searchifa.co.uk/

  • Don’t influence employees not to join the scheme
  • Don’t provide an employee with an opt -ut form
  • Don’t encourage employees to opt-out or employ them with the agreement that they will opt out

For comprehensive information on what is expected of employer’s visit the pension regulators website: http://www.thepensionsregulator.gov.uk/pensions-reform.aspx

On average it can take up to a year to set up or restructure a group pension scheme to be fully compliant with the new legislation, so do not delay starting the planning process now. If your organisation would like to see how best to manage pensions auto-enrolment, then call Tugela HR on 01604 521070. Ask about our free initial consultation.

Filed Under: Auto enrolment, HR Services, Payroll, Pension Tagged With: , ,

What is Social HR and What Can it Do For You?

February 6, 2013 By Leave a Comment

If you were to ask an expert for definition of Social HR, they would probably respond with words along the lines of “the act of engaging with an organisation’s workforce to help create an open and transparent working environment”. But truly, what does that really tell us? Social HR adds a potent new element to your HR strategy and business processes. But its purpose and process is often misunderstood, or indeed, not understood at all!

 

Here is a simple ‘Mind Map’ to help you better understand this important new discipline and the various facets to consider. Explore the Mind Map – and if you like it or have any comments, share it with your friends & followers. It’s the social thing to do!

The downfall of these technologies and the willingness of HR to comply with their use is that they are finding barriers to entry (and effective implementation and execution). The worries are defined as follows:

-        employees will misuse time on the system (46 percent);

-        upper management is not perceiving a clear need (44 percent);

-        there is a lack of budget (42 percent);

-         and there are concerns about system security (42 percent).

 

Because of these constraints, companies are noticing that social technology efforts are non-existent, not well-organised and/or poorly explained to facilitate proper and effective use. The Mind Map above contains a number of ideas on how you could get started with Social HR and also details the advantages of doing so. So in essence, all that’s left to decide is whether or not the pros out-weigh the cons.

Filed Under: Cloud Computing for HR, HR Systems, International Employment, Recruitment, Training Tagged With: , , , , , , ,

The Benefits of Integrated HR Systems

September 3, 2012 By 1 Comment

In recent months I’ve been asked by clients and contacts about the benefits of Integrated HR Systems and have struggled to get across in a few sentences the mutiple benefits for the various stakeholders in the process.

Then I came across this useful research from Bersin & Associates plublished recently which neatly shows the …

Filed Under: Cloud Computing for HR, HR Systems, Recruitment Tagged With: ,

Tugela HR Engaged to Assist Silverbug With Their Merger

August 17, 2012 By Leave a Comment

Tugela HR is pleased to announce that the company has been engaged to assist Silverbug, the IT outsourcing business, with their merger with three Admiral Group entities. This will include establishing an HR function for the enlarged business and implement HR ‘best practices’.

By working with Tugela HR, you can focus on driving forward your business, while we manage your HR operations. Our extensive experience and hands-on expertise ensures your HR obligations are met and your organisation stays compliant, while attracting and retaining the best talent.

We offer proactive expertise and cutting edge HR technology that will save you, not only time, but money as well. Our range of services include:

  • Change Management
  • HR Administration
  • HR Systems
  • Mobility
  • Talent Management
  • Reward & Payroll
  • Psychometric Testing
  • Background checks

If your organisation requires expert HR support either on a retained or project basis then talk to the market leaders, Tugela HR, for an informal chat on 01604 521070 and ask about our free initial consultation or for more on our services view our website http://www.tugelahr.com/

 

Filed Under: Change Management, HR Administration, HR Services, HR Systems, Payroll, Pension, Recruitment, Training Tagged With: , , , , ,

Tugela HR and a Pub Company Team Up to Implement HR System

July 23, 2012 By Leave a Comment

Tugela HR helps small to medium sized enterprises set up and manage staff abroad effectively, have recently announced that the company has been engaged to implement Fairsail’s HCM and Recruit modules for a Fast Growing UK Pub Company. This will include training the HR administrators and Pub Landlords.

The HR system will enable the organisation to set up and manage all the information and administrative processes required for a multi-site HR function. Recruit will bring professional recruitment in house to help make decisions that are quicker, more evidence based, and more consistent to hire people who really match the company’s needs.

This cutting edge HR system equips managers with all the tools they require to manage their employees effectively using real-time data. Advanced analytics and reporting capabilities also gives management the HR metrics, actionable insight, and answers they need to run their business and stay ahead of their competition.

At Tugela HR we have helped many organisations implement HR systems across a range of sectors. Our extensive HR process knowledge and technical skills means we can add value to your organisation by:

  • reducing HR operating costs by removing duplication of effort and streamlining processes
  • shortening the implementation time by taking responsibility and managing it correctly
  • improving data quality by deploying the advanced analytics and reporting capabilities properly so that you gain valuable HR metrics and actionable insight,
  • enhancing employee engagement and ensuring HR department is trained in the system

We can manage all facets of the system implementation within your organisation to ensure a timely, hassle free experience so that you can begin to enjoy the benefits of the system immediately. With our expertise you will enjoy be able to maximise your ROI on the system ensuring you use it to its full potential now and in the future.

We can also assist with staff training on the system and operate a helpdesk to provide ad hoc telephone support as you become familiar with the system.

http://tugelahr.com/hr-systems/

Filed Under: Uncategorized

Poor Absence Management is Damaging Welfare & Productivity

July 2, 2012 By Leave a Comment

Whilst reading this excellent report by Ellipse and Professor Cary Cooper, CBE, I was struck by the staggering cost of absenteeism on UK business, some £32 billion a year according to PwC, 2011. As an aside I also learnt a new word ‘wickie’, which by the way is a ‘working sickie’ (adapted from sickie).

Besides the financial cost of not actively managing absence, early intervention can improve people’s health as well as reducing the employer risks associated with long-term illness according to the Ellipse report.

Critical is an employer’s ability to track and monitor employee absences. Prof Cooper says: “Any employer who is not able to cite their absence rates is failing to control their risks and may well be neglecting employee welfare.”

Similarly while recording absence assists with managing absences, well configured workflows based on specific milestones could assist managers and HR to manage absences according to the companies’ absence policy. Prof Cooper states in the Ellipse report that while nearly all (90%) line managers say that a formal procedure exists, nearly half (41%) admit that they do not follow it though.

 

http://www.ellipse.co.uk/images/pdf/SickNotesReport.pdf

With more and more employees adopting flexible working arrangements (e.g. working from home)it also makes tracking absence more challenging, but at the same time Prof Cooper says that flexible working would reduce the hours lost to sickness.

http://www.ellipse.co.uk/images/pdf/SickNotesReport.pdf

A Personnel Today article suggest more detailed steps to take to better manage absence.

If you are looking to reduce your international absence rates and enjoy better reporting that provides immediate benefits for your organisation then call Tugela HR today on 01604 521070.

Filed Under: HR Services, HR Systems, Uncategorized Tagged With: , ,

What to Consider Before you Start Recruiting

May 22, 2012 By Leave a Comment

Did you know that companies spend an average of 10 working days a year interviewing, 16% of the working week travelling to meet candidates and £3,286 a year reimbursing candidates’ travel expenses, according to new research by Cammio.me.

This drain on time and resource is madness given that the technology is readily available to allow companies to improve their process significantly and thereby reduce costs, (as well improve the candidates experience and ensure a better quality hire).

But before you invest in the technology or the process here are some planning elements to address which I believe will form the backbone of an effective recruitment process:

Ensure there is a vacancy (budget)

  • Ensure the line manager has the budget and has a real need for this role to be filled. Or is this vacancy an opportunity to review the way things are done in the department (review the process and determine if there are opportunities to eliminate ‘waste’);
  • Is the manager committed to putting in the effort to hire the right person (e.g. prepared to write or review the job description, attend interview, assessment centres and meetings, and induct the new employee).

Define the role (job description)

  • What will the incumbent be responsible for;
  • What skills, knowledge and experience will they need to complete their responsibilities;
  • Define what certification or qualifications are required (e.g. lean six sigma black belt or Prince 2).

Define the person (person specification)

  • What personal characteristics (behaviours) are you looking for and what would fit in with the company culture or even enhance the culture;
  • Also consider what behaviours are unacceptable. Consider the company values and the associated behaviours in this process.

Define the recruitment process

  • Consider what the key aspects that need to be ‘tested’/’reviewed’ during the recruitment process (e.g. key skills, experience, knowledge, certification, etc.);
  • Consider what resources will be need and if the skills are available in-house or not.  Consider using recruiters and deciding if this is on a retained basis or contingency. Establishing a preferred suppliers list (PSL) is suggested where clear relationship is built up over time and terms and conditions have been agreed;
  • Review the options available to assess the required attributes (application forms or cv’s, psychometrics, assessment centre, interview, role play, self-selection questions, background checks, references, etc.) For more on psychometrics I invite you to look at this short video: http://www.youtube.com/watch?v=gcdjIDG-3Zk&feature=relmfu

Look out for the next installment which will look at the process and technology tools that I think will help streamline the recruitment process and make it a better experience for your applicants.

Filed Under: HR Services, Recruitment Tagged With: , , , , , ,
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