We are excited to announce the release of our upgraded website. At Software Techniques we are constantly looking for ways to improve our solutions, consistently bettering our service to you. We stay on top of the latest technologies, trends and industry needs to make sure we offer the best solutions possible.
The great thing about being a SoftTime Online customer? When we make upgrades and improvements, you get access to them instantly, and at no extra cost to you! As SoftTime Online is a web based attendance tracking software, there is no need to download anything. You simply log into your company’s account and you will have access to all of the features that we have to offer.
We invite you to take a tour of our new website, share a testimonial of your experience with SoftTime Online, or comment on our blogs.
We thank you for being a valued customer … and if you are not already a customer, we invite you to sign up for a free trial, so you can see for yourself why we have over 50,000 loyal customers.
Tracking attendance can become a nightmare if an organization does not have an effective means to do so. Time management is a huge part of the human resources problem, and can quickly become a serious issue if the process is not streamlined. Creating schedules alone can be a very time consuming task for any manager. Throw in requests for paid time off, vacation, sick leave, and more, and the situation becomes very difficult indeed to manage. Doing so manually would be a full time job in and of itself even for a smaller company. Continue reading →
The baby boom generation is approaching retirement in record numbers, and organizations across the country need to brace themselves for this large shift in talent resources. The good news, however, is that more employees approaching retirement than ever are willing to stay on afterwards in a part time capacity. This willingness to stay on after retirement can be a life saver for some organizations whose talent pools are going to be badly drained. Continue reading →
It may come as no surprise that the strength of a brand has more to do with a company than just its sales. A strong brand can also have a huge effect on the efforts of an organization to recruit and retain talent. In fact, a recent study has shown that 8 out of 10 job seekers would rather work for a highly regarded company at a lower salary, than would for a poorly regarded company at a higher salary. Anyone could tell you that job seekers prefer working for “cool” companies, but the results of the study seem to reinforce that notion even more. Continue reading →
Flex time has become a popular scheduling choice at many organizations across the country. In a flex time arrangement, employees may choose to come in to work earlier, or later if they wish. Although the number of hours worked remains the same, employees have a limited degree of flexibility as to when those hours will be. In most flex time arrangements, the organization sets out “core hours” during which all employees must be present. These core hours are typically during midday, with employees having the choice of whether to come in an hour or two early, or later in the day. Continue reading →
You might not think it, but worker absenteeism is actually one of the biggest expenses that an organization can face. With healthcare costs grabbing all the headlines, it’s easy to see how this important but low profile issue ended up swept aside. According to some labor reports, absent workers cost companies billions every year. Some of this cost is built into planned absences, such as vacations and sick leave, while some of it is unexpected absenteeism. Continue reading →
Human capital is by far the most important asset to be found in any organization. No matter how advanced the technology involved, or how important the product, no organization can survive if it manages human resources in a poor and inefficient manner. The hiring, training, and allocation of human resources is key to the success of any professional endeavor. Without the appropriate approach, an organization at best will misuse its human resources, and at worst destroy the foundation of its business. Continue reading →
Conflict in an office environment can quickly lead to a downward spiral in productivity and morale. Learning to manage conflict and mediate is an essential skill for any human resources manager. Allowing conflict between workers to get out of hand can all too easily ruin the atmosphere of the office environment, leading to a tense workplace that is too stressful for quality work to be done. Spotting the seeds of conflict early on and dealing with the problem before it can spread is one of the most important responsibilities any effective human resources team has.
A conflict between colleagues can erupt over the smallest of issues. Disagreements over who’s turn it is to wash the dishes in the company kitchen can be the root of a long standing grudge that ultimately hinders company productivity. Combating this kind of office grudge can be difficult, especially when employees are reluctant to involve the management. Higher management may find itself ineffective in mediating such disputes because employees think their complaints may reflect negatively upon themselves.
To effectively root out conflict it is sometimes necessary to hire an outside party. When conflict seems to be out of hand in an office, it can sometimes take the trained ear of an ombudsman to find a solution. Although existing management may be able to assist with small problems, it can be very difficult to eliminate a general air of hostility without the promise of anonymity.
Anonymity is precisely the advantage offered with an ombudsman. An ombudsman can field complaints within the office and offer helpful suggestions as to how those conflicts might be resolved. Although an ombudsman is typically found in larger corporations, they are a growing trend at smaller organizations as well. With the outside ear of an ombudsman, employees are more willing to get to the root of the problem, explaining the issues that are causing strife within the office.
An ombudsman can also predict problems that might occur in the future based on current company policy. Bad job descriptions or a vague performance evaluation system can easily lead to conflict, and an effective ombudsman can help a company develop solutions to those budding problems. Instead of spending valuable company time defusing conflicts between employees, a human resources department can be freed to focus on other activities, such as training.
The dress code of any professional company is oftentimes the subject of office complaints and general angst. On the one hand, you want the company to project a professional image to potential clients and employees. On the other, you want a workforce that is comfortable. Continue reading →
An employee that performs weakly is a serious detriment to any organization. Lost productivity alone can be a harmful drag on the company, but the attitudes engendered by weak performance are even more dangerous. Should an under performing employee not be dealt with promptly, their attitude could spread throughout the office, gradually lowering performance across the board. At the same time, it is important to recognize that weak performance may have a number of causes. Working with the employee to improve performance should be a serious priority for the human resources department. Continue reading →
