Complygate HR Software UK - Blog

Pre Employment Checks and their importance in the New Normal

With the new normal, every organization has had to adapt and change many procedures.

The talent acquisition process has been one of them. In site interviews, onboarding, etc, are no longer a thing, especially for “office” roles, that will be taken remotely.

Performing pre-employment screening checks previous to hiring a candidate has become a key aspect of the hiring process.

How to detect misuse of the financial system by PEPs? and PEP behaviour red flags.

How may PEPs attempt to disguise their true Identity?

PEPs Know that their distinction as a Politically exposed Person (PEP) may make easy the unmasking of their illicit behaviour. This means that PEPs may knowingly try to disguise their identity, to prevent any exposure. Here are few examples:

Using corporate vehicles (legal entities) to hide the beneficial owner and create confusion.

Using corporate vehicles without valid a business or business reason.

Using third-party intermediaries when this does not match with normal business practices or to disguise identity of PEP.

Using close family members or confidants as legal owner.

What are the behaviour Red flags with PEPs?

Use of corporate vehicles (legal entities) to hide A) ownership, B) involved industries or C) jurisdictions/countries.

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Politically Exposed Persons (PEPs) will always try to disguise their identity to avoid being exposed.

5 Great Myths About Modern Work and People

We make a lot of assumptions about the key factors and different topics surrounding the workplace, employees and organizations.

The truth is, that not everything is as simple, and that this is a very complex world.

Read our last post about the “5 Great myths about modern work and people”. 

Right to Work Checks

From January 2021 the points-based immigration system has been implemented.

UK employers have incorporated the proposed practices so all future recruitments are made according to the Government’s Right to Work plan.

 How important is Swift trust in the new normal?

Wi the new normal and the uncertainty that Covid19 has brought us, many companies have had to create temporary teams to do projects or complete other forms of temporary tasks out of their “normality”.

Many times, organisations create temporary teams to do a project or complete other forms of temporary tasks. Such temporary teams may consist of people from different locations, different business functions or different departments. Temporary teams may consist of SMEs (subject matter experts) from different areas of the business and deal with problems with higher degree of complexity (high risk and high stake) and often lack any formal structure that enables control, trust, and better coordination.

Trust is very important in this temporary organizing of people. However, it takes time to build trust. Temporary teams are usually created either the business is very ambitious and is planning something big or 2) something has gone wrong. In such settings there is very little time for any formal confidence-building activities. They do not have time for engage and build traditional sources of trust like shared experiences, familiarity or fulfilled promises. One will be surprised as temporary teams show signs that presupposes trust. Trust in this temporary and transient business trust is often called as ‘Swift trust’.

What is digital Identity and key components of digital ID systems?

What is a digital ID system and which are its components?

In our last blog post we talk about the role of digital identity and digital ID systems in today's world, and how they are related to each other and to the management of any organisation.

Identity is a difficult concept with various meanings. For our purposes, an identity is a combination of attributes that belong to an individual. One attribute may not be enough to differentiate one person from another, however, a combination of characteristics can be a real game changer. Identity is often referred as official identity of an individual, which is different from the social identity of an individual which can not be used for regulated purposes.

What is digital identity?

Does Free HRMS Software Serve the Purpose?

Does a Free HRMS Software serve the purpose? What free HRMS softwares are on the market, and are these the right choice for your organisation?

HRMS software comes in different shapes and sizes, which is to say that they offer a variety of customizable suites to serve different requirements depending on organizational objectives and priorities. Pricing is one of the most mandatory aspects when choosing an HRMS software, as it gives an idea about the software’s complexity, its features and its long-term viability and applications. There are hundreds of innovative, modern HRMS software available in the market today, many of which provide transparent pricing options, for a variety of HRMS packages, on their websites.

A human resource management system (HRMS) is a platform which merges core and strategic HR tasks and objectives into a single easy and comprehensive solution. HRMS solutions have two major benefits over old-school HR documentation:

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https://www.complygate.co.uk/

Complygate is a UK-based provider of HR Software & Immigration Compliance Software, offering a fully scalable solution that covers the entire employee lifecycle. Complygate features include Employee self service, Leave management, Online time & attendance tracking, Recruitment and onboarding with skills matrix which helps filter, sort and organise candidate applications, Expenses tracking, Asset management, document storage, communication tools to manage and track interactions, alerts, reporting, analytics, dashboards. It can also be tailored to suit your organisation’s specific needs.

Current market trends in online document verification solutions

Complygate’s Online Document Verification solution uses AI and machine learning tools along with robust document verification processes in order to not only verify documents with the person’s photo and built-in security features, but also documents such as electricity or gas bills, bank statements, etc.

  Essential HR Software Features for 2021

According to statistics, the key features for an online HR software to have are:

- Employee experience

- Performance & engagement

- Applicant Tracking System

- Effective Onboarding

In the field of human resources, progressive growth and increase in size of an organization introduces various complexities and intricacies in various processes and tasks. Attendance reports, hiring processes and various other processes that once used to be swift and delivering instant outcomes have now become slow and rather cumbersome. However, a availability of the right set of digital tools and software can alleviate inherent bottlenecks, ease up processes and propel your organization towards instant and rapid growth.

HR software assists the HR team in handling the most complex, cumbersome and time-consuming tasks and workflows with seamlessness and ease and transform the workplace by empowering the workforce to perform at their peak. Today’s best HR softwares can fully optimise organizational workflows and processes while continuing to free up a lot of time for the HR Management to work on organizational strategic planning, leading to greater organizational growth.

Employee engagement in the new normal

With the new normal, and the announcement of a new Lockdown in the UK on the 5th of January, driving employee engagement and motivation has become a key focus area for HR professionals.

Learn what are the key factors to employee engagement in the new normal on our last blog post.

Diversity At Work: What Is It And Why Is It Important?

Diversity At Work: What Is It And Why Is It Important? © - Complygate, Jan. 2021 Professor Chris Rowley Kellogg College, University of Oxford & City’s Business School, University of London

The topic of ‘diversity’ at work is an important issue for businesses and management as well as practitioners and policy makers for a variety of reasons. There are both ‘push’ and ‘pull’ forces within these factors. These range on a spectrum from the minimalist - just doing the bare, legal compliance, to business strategies and opportunities, such as marketing, enhanced sales as well as PR image, to better decision making and even contributions to the bottom line, financial returns and enhanced corporate performance, all the way through to moral and ethical reasons.

An initial issue concerns the concept of diversity itself in terms of meaning, definition, coverage and measurement. Exactly what is meant by diversity, where and how is it gauged to allow the making of comparisons and judgements? This raises triple questions covering diversity:

Key Core HR Competencies for Future

Core HR

Human Resource functions are constantly reinventing themselves with time through new visions, strategies, processes, technologies and systems. However, sustenance of transformation of the human resource functions requires the HR professionals to develop and implement a new set of competencies required to fulfil the transforming roles and responsibilities. Depending on the factors which are most likely to influence the future of HR, experts propose a competency model which encompasses both generic and specific HR competencies for general and specialised roles and businesses, respectively.

Core HR is a blanket term that constitutes the basic functions of an HR department. Core HR functions include recruitment, payroll, administration, training, compliance etc. Alternately, core HR also encompasses Human Capital Management. Core HR also includes personnel information for candidate employment and administration as well as organizational data.

The term core HR software, however, has become an alternate defining aspect for core HR characteristics and processes, along with the technological management of organizational processes to maintain core HR information. Prominent examples are Workday, SAP, SuccessFactors, Oracle HCM, etc. Core HR technological systems are also referred to as HRIS (Human Resource Information Systems), HRMS (Human Resource Management Systems) and the more popular term HCM.

Core HR Software platforms are mainly used to store, manage and control basic information about an organization’s employees in the local database. This database, which is centralized, contains personal information such as employee’s name, address, date of birth, national identification number, job description, payroll and tax details, leave entitlement, benefits availed, right to work and related documentation. etc.

What are the best practices of Performance Management?

Today’s remote worker require an incredibly unique approach to the performance management. With the new normal there is always a need to monitor expected behaviour and tracking results, as new business models and challenges are emerging. Most organisations were not prepared for this pandemic, people should feel free to act, and making mistakes should be acceptable. Line managers should be able to support employees and help with their development.

Cascading goals to individual worker

Passing organisational goals from higher management to each employee and refine them at each level so that the original goal is retained. This idea of managing by objectives dates back many decades. HR practitioners who support this argue that this helps people understand how work is related across different organisational levels, and what are the priorities? To them this is vital to reduce attrition and turf battles. However, creating, and cascading goals is operationally incredibly challenging. In SMEs it may be easy, but large organisations may struggle as cascaded goals may rarely reach past the higher management. The process of cascading goals in the performance management system needs plenty of time to promote the cascade. Organisations who are implementing a performance management system for the first time may find it difficult to cascade goals.

Performance Management System: Has Covid-19 made the broken system worse?

Performance Management Systems have been criticised for decades, as new practices and use of technology have failed to bridge the gap. However, the management of employee’s performance remains one of the biggest challenges for line managers and leaders in this new normal. 35 years ago Edwards Deming described the idea of evaluation of performance, merit rating or annual review as alluring, and the result of the process is exactly what the word means. Many other followed Edward Deming and got on the bandwagon as performance reviews are not done often enough or too often managed poorly. Constructive and unbiased feedback is like finding water on mars. Covid-19 has changed business models, workplace, and the workforce needs to adapt, so how we evaluate performance needs to be carefully considered. It is especially important to plan for the competency development for the new normal.

Organisations invest mountains of resources in implementing performance management systems, but the outcome is always disappointing as employee engagement, employee motivation, and employee performance is not always guaranteed. For employee’s performance management system may not reward high performance or motivate them to improve performance.