Month: May 2017

While continuous improvement is something that all organisations strive towards, successfully implementing process optimisation initiatives can be tricky.

A recent survey, investigating the opinions of over five hundred UK-based process improvement and change management specialists, revealed that prosperous process improvement procedures often hinge on the following fundamental features:

Recognition – The root causes of organisational productivity issues must be identified before any optimisation strategies are devised, examples may include bottlenecks in manufacturing processes and time consuming, error-ridden administrative activities. If the exact problem is not identified, organisations could be trapped in a seemingly never ending trial and error phase. The moral of the tale; if isn’t broken, don’t try to fix it!

Training & Support – Ensuring that employees receive sufficient training is essential. Using the implementation of a new time and attendance system as an example; training can be carried out during the installation stage enabling staff to hit the ground running. Furthermore, as any new systems or processes will undoubtedly incur some initial teething problems, ongoing support should be provided by the workforce management solutions supplier.

The Two C’s: Communication & Collaboration – This may sound a little corny but in order to succeed, the whole organisation must adopt a ‘we’re all in this together’ approach. Regular company-wide communication channels must be utilised to keep all personnel up to date with the process improvement strategy plan of action. It is also highly likely that the transition period will get a little rocky from time to time, when this occurs, staff may be required to go above and beyond to restore tranquility.

Leadership – Any process improvement strategy requires strong leadership, either from senior management or an elected ‘change management’ team. The personnel responsible for the coordination of the project and final decision making must be made clear to everyone. While it’s important to provide the opportunity for all staff to voice their opinions, I’m sure you’ve heard the old saying about too many cooks spoiling the broth!

Here at ELF Productivity, we also know a thing or two about optimising business processes!

Ceequel® Employee Management Software is a dynamic, cost-effective time and attendance software suite capable of setting any organisation on the road to continuous improvement.

For more information, please contact ELF Productivity. A range of brochures are also available to download, please click here to view our downloads section.

Happy Friday Everyone!

It’s that time again and to celebrate we’re going to explore why everyone’s favourite day of the working week has such a bad reputation for unproductivity. Whilst we’re all familiar with the idea of ‘winding down for the weekend’; are Fridays genuinely unproductive or simply, just more relaxed?

Throughout this post we’ll be taking a look at findings from three recent surveys before outlining four fabulous tips to make your Fridays fantastically productive.

Unsurprisingly, two of the three UK-based organisations researched, listed Friday as their least productive day of the week in terms of ‘tasks created and completed’. Furthermore, over 50% of respondents believed that productivity is at its lowest point between 14:30 and 17:00. Interestingly, the third company ranked Friday as its SECOND most productive day behind usual suspect, Tuesday. A combination of a less hectic schedule, a lack of distractions such as meetings and reduced stress levels were the key reasons behind their end of week output surge.

Have you got that productive #FridayFeeling yet? Fear not, here are those four fabulous tips to end your working week on high:

Clear the Decks – Fridays provide a great opportunity to tie up any loose ends and complete those niggling tasks that you haven’t managed to get around to all week. When you arrive at the office on Friday morning, create a ‘to do’ list of everything that you’ve been putting off and check them off one by one. There’s nothing like kicking off the weekend with a sense of accomplishment!

Complete the Most Difficult Task First – Sometimes it can be hard to get going on a Friday morning, after all, you’ve reached the end of a long, hard week and you’re ready for a break. Once the most difficult task is out of the way, it’s all plain sailing from here on in.

EMBRACE the Dreaded Friday Afternoon Slump – Despite their best efforts, many employees are statistically less productive and more prone to procrastination on Friday afternoons. To combat the slump, set aside Friday afternoon for tasks that are more invigorating or enjoyable. If you have any new projects on the horizon, use the time for brainstorming and creative thinking.

Plan Ahead – Trust me, you’ll thank yourself for this on Monday morning! Just before you merrily skip out of the office to start your weekend, use your last few minutes at work to prepare for the week ahead. It doesn’t have to be chapter and verse, simply make a note of your top priorities, fast approaching deadlines, upcoming meetings or anything else that you may wish to include. Come Monday, you’ll already be ahead of the game!

With Ceequel® Employee Management Software, your most productive day of the week is EVERYDAY!

If you would like to learn more about our award-winning time and attendance solutions, please contact ELF Productivity.

Are employee appraisals still relevant in 2017?

This is a topic of considerable debate among UK-based HR practitioners. Do appraisals still play a crucial role in an organisation’s employee performance management processes, or are they outdated, ineffective and ultimately, a waste of time?

Throughout this post we’re going to put appraisals under review, investigating both positive and negative perceptions before outlining a handful of useful tips to get your appraisal procedures back on track.

Shall we get those negatives out of the way first?

Awkwardness – A common complaint from employees and line managers alike! Let’s face it, appraisals can be a little awkward. From an employee’s perspective, there is a sense of anxiousness both before and during the rating and slating of your performance! For managers, the whole process can feel like something of a chore at times. There is also the worry of creating conflict as some employees may not respond too kindly to constructive criticism.

Misconceptions – Unfortunately, there is an undoubted misconception that appraisals generally highlight weaknesses and are simply, an excuse to deny employees a pay rise. Managers may also refrain from giving honest feedback to avoid demotivating an employee. Misconceptions such as these can render the whole appraisal process ineffective.

Past its Sell-by Date – Many HR experts also believe that annual or quarterly appraisals have become somewhat outdated and should be replaced by regular progress meetings. Those loyal to the traditional annual review deem monthly or fortnightly progress meetings to be both distracting and unnecessary, arguing that employee development takes time.

Now for the positives…

Greater Communication Between Employees and Managers – Appraisals provide managers with an opportunity to spend some quality time with their employees. In addition to the obligatory discussions about salaries and career development objectives; any other issues can be aired privately and if necessary, nipped in the bud.

Opportunity to Reward Good Performance – After all, it’s nice to give people good news! Through the medium of appraisals, managers are able to congratulate hard working employees and reward them with pay rises, promotions, bonuses or merely, a good old fashioned ‘well done’.

Employee Development – It’s no secret that all managers want to keep hold of star employees. During an appraisal, managers have the opportunity to map out the employee’s immediate future within the company. If skill enhancements or additional qualifications are required for advancement, training and development activities can be devised accordingly.

No matter which side of the proverbial fence you’re on; for the vast majority of organisations, employee appraisals are here to stay. With that in mind, here are some useful tips to ensure that you get the most out of them:

Be Prepared – If something is worth doing, it’s worth doing right! Both managers and employees must be sufficiently prepared for the appraisal. Managers should have all the required information to ensure the delivery of an accurate review, providing each employee with the attention they deserve. Employees, it’s up to you to iron out any issues which you may wish to address.

Improvise – While most appraisals are predominantly scripted, usually involving considerable box ticking; it’s important to improvise. No two employees are the same and appraisals should be tailored with that in mind.

Follow it up – Managers should check in with employees from time to time to see how they’re getting along with satisfying the objectives outlined during the review. This also bridges the gap between the traditional annual appraisal and the new, ‘regular progress meeting’ concepts.

And last but by no means least, check out Ceequel® Employee Management Software!

With our dynamic human resource management software, all employee information is available at the touch of a button along with innovative training and development solutions to streamline organisational skills matching and succession planning procedures.

For more information, please contact ELF Productivity. Alternatively, a range of brochures are available to download from our website, please click here to view our downloads section.

Time and attendance systems are rapidly becoming a necessity for contemporary organisations as they strive to become more productive and profitable. With so many options to choose from, how do businesses go about selecting the ideal solution for their requirements?

When deliberating over multiple time and attendance solutions, it is advised that organisations utilise ‘the four factor’ categories to compare the various bells and whistles, namely: Attendance & Productivity Tracking Capabilities, Functionality, Adaptability and Integration Capacity.

We will now explore each ‘factor’ in more detail whilst also introducing the feature-rich, Ceequel® Employee Management Software. Developed in house by award-winning time and attendance systems provider ELF Productivity; Ceequel® is without doubt, one of the most dynamic time and attendance software suites in the world today.

Attendance & Productivity Tracking Capabilities – First and foremost, time and attendance systems enable organisations to track employee attendance effectively from clock card to payroll. Ceequel® Time and Attendance collects and processes all employee attendance data in real-time, to the highest degree of accuracy. Numerous clocking options are available including: biometric fingerprint and facial recognition, proximity cards, key fobs, mobile applications, telephone and email to name but a few. Employee performance and productivity tracking features have also become somewhat of a time and attendance package prerequisite. With Ceequel® employee tracking software, managers are able to view the number of hours that employees have spent working on specific projects or within designated departments.

Functionality – The capabilities of an outstanding time and attendance system go way beyond employee attendance monitoring. Depending on the functionality of the software, organisations can pre-plan departmental staffing levels, quell costly absenteeism whilst significantly enhancing administrative accuracy and efficiency. Ceequel® delivers innovative labour forecasting platforms and shift rostering features, providing organisations with the flexibility to cope with any unforeseen circumstances. Ceequel® also empowers managers in the fight against absenteeism. A thorough insight into all planned, paid, unpaid and unauthorised employee absences is accessible along with ‘Exception’ and ‘Bradford Factor’ reports, which detail any unusual clocking and absence traits exhibited by individual employees. Historically time consuming and error plagued payroll administrative tasks are also simplified by the intelligent calculation and automated report features incorporated within Ceequel® which include: basic and overtime hours worked, flexitime, annualised hours, Time Off in Lieu (TOIL), holiday allocations relative to length of service and any other company specific bespoke calculations.

Adaptability – Any new time and attendance system should work around your rules (not the other way around). As all coding is done in-house at ELF Productivity, Ceequel® is infinitely configurable to a client’s bespoke requirements. Our motto is ‘Providing your rules have some logic, Ceequel® will deal with it.’ In other words, as long as your existing processes remain commercially viable; the implementation of Ceequel® will set you on the road to continuous improvement!

Integration Capacity – Integration is key to the success of any time and attendance system with regard to eradicating the input errors and time lost attributable to the double keying of data. All Ceequel® modules share the same database and have been specifically designed to complement each other seamlessly. Using holiday requests as an example. Employees initially submit a holiday request through a Self-Service platform, the request is then either approved or declined by their supervisor utilising a web-based E-Manager module. Should the request be approved, the necessary updates to the employee’s records will be carried out automatically in other modules such as Time and Attendance or Human Resources.

If you would like to learn more about Ceequel® Time and Attendance, please contact ELF Productivity. A range of brochures are also available to download from our website, to view the downloads section, please click here.

Britain’s largest sectoral employers’ organisation EEF, which represents over 20,000 UK-based manufacturing, engineering and technology companies, has signed an agreement with the National Association of Manufacturers (NAM) in a bid to boost trade between the UK and the USA.

The initial three-year partnership has been devised to promote trade opportunities in both countries for manufacturing and engineering organisations through the sharing of ‘market intelligence, data and policy work’. Various mutually beneficial commercial projects have also been outlined including collaborative marketing opportunities at trade shows and conferences along with economic delegations and strategic visits.

As Brexit negotiations loom large on the horizon for the UK, both EEF and NAM believe that this new partnership could potentially prove invaluable if, as expected, the UK and the USA attempt to agree a free trade deal following Britain’s exit from the European Union. The US is the UK manufacturing sector’s largest overseas market, purchasing over £47 Billion worth of goods in 2016 alone.

Are you a UK-based manufacturer looking to boost your shop floor processes?

Developed by award-winning software authors ELF Productivity, Ceequel® Shop Floor Data Capture offers manufacturers invaluable, real-time production analysis and intelligent activity based costing calculations.

If you would like to learn more about Ceequel® Shop Floor Data Capture or any of our other workforce management software modules, please contact ELF Productivity. A range of brochures are also available to download from our website.