Amanda Chua, Author at Omni HR

Goal setting and measuring progress is a crucial component for business success. OKRs allow managers to provide a framework for setting goals, aligning teams, and driving focus and accountability. When writing effective OKRs, employees feel more engaged and motivated to reach desirable outcomes.

In this article, we will explore what makes a good OKR and the components of writing effective OKRs.

What are OKRs?

Objectives and Key Results (OKRs) are a goal setting framework that helps organizations to define measurable goals — or objectives — and track their outcomes. The framework is designed to help businesses establish ambitious goals in a short period of time.

Read next: OKRs for HR: Samples and Guide

What is the OKR format?

A typical OKR consists of an objective and several key results. The objective is a clear, concise goal, while the key results are measurable outcomes that indicate progress.

For example,

Objective: Improve the efficiency of resume processing

Key Results:

Reduce the time to process a resume from 15 minutes to 5 minutes by Q3.
Increase the accuracy of resume data extraction to 98%.
Implement technology to automate resume scanning by the end of Q2.

Confused about the difference between OKRs and KPIs?

Learn more with our guide!

What makes a good OKR?

A good OKR is a powerful tool for uniting teams, setting clear goals, and measuring success. Here’s are some characteristic of what makes a good OKR:

Clear objectives

When writing effective OKRs, make sure it is clearly defined in regards to what you want to achieve. It should also be aspirational and motivating to inspire action and focus.

SMART key results

OKRs should be SMART. When writing effective OKRs, it should be specific, measurable, achievable, relevant and timely.

Aside from clearly defining your objectives, you should also spell out how you’ll measure success. It should be quantitative and verifiable by performance measurements. Effective OKRs directly contribute to the objective and have a clear deadline.

Learn more: Professional SMART Goal Examples and Techniques to Foster Continuous Improvement

Challenging yet attainable

Effective OKRs should be challenging but attainable. If OKRs are unrealistic, employees may instantly recognize it as unattainable and don’t put in effort from the beginning. They may also be demoralized if OKRs are constantly unachievable.

Hence, writing effective OKRs involves setting realistic goals that motivates and pushes your team’s limits without overwhelming pressure that could cause employee burnout.

Review and update regularly

Another crucial component of writing effective OKRs is to regularly review and update them. Tracking your OKRs progress and adjust as needed. A good practice is to seek feedback from employees to further improve and refine your targets. This ensures that your OKR is well-rounded and effective.

Read next: OKR Software Comparison Guide 2024

Tips on Writing Effective OKRs

As you now know, OKRs can be a powerful tool to motivate and engage your employees. However, to truly reap the benefits, you need to be writing effective OKRs.

Here are some of our tips on writing effective OKRs:

1. Be clear and concise

When writing effective OKRs, the first step is to understand the basics. It’s important to have a clear vision of what you are trying to achieve. As mentioned before, your objectives should be qualitative, inspiring, and actionable.

As for the key results, think of how you will measure success. They should be specific, measurable, achievable, revelant, and timely.

Consider hosting brainstorming meetings or receive feedback from employees to flesh out goals that will have the most impact, and are worthwhile.

Once you’ve established the basics, communicate it to your team in a clear and succinct manner so that it’s easy to understand.

2. Focus on outcomes

Next step on writing effective OKRs is to focus on the outcomes, instead of the outputs.

If your team only focuses on outputs, they can become overwhelmed and preoccupied with completing tasks without considering their impact on the overall goals. This can result in missed opportunities for improvement or innovation.

Contrastingly, writing effective OKRs that focus on outcomes provide clear direction for the team, allowing them to focus on tasks that truly contribute to the company’s mission and goals. Another benefit is it encourages team members to take ownership of their role, finding new ways to achieve their goals, and promotes a company culture of strategic thinking and innovation.

3. Set ambitious but attainable goals

As mentioned above, it’s important to set ambitious but achievable goals when writing effective OKRs.

When goals are too easy, they lack challenge and don’t push the team to its potential. Contrastingly, goals that are too hard can put pressure on the team, leading to frustration and burnout.

Hence, writing effective OKRs that are challenging yet attainable with effort and dedication hits the perfect spot for promoting employee engagement and increasing efficiency.

4. Limit the number of OKRs

When juggling too many balls, employees may not perform at their best. This applies for writing effective OKRs as well. Limiting the number of OKRs allows employees to focus on what matters.

A good rule of thumb is to have three to five OKRs per quarter. Combined with it being SMART and challenging, you can truly reap the benefits of writing effective OKRs.

5. Get feedback from your team

Whether it’s goal setting or after implementation, involve your team and encourage them to provide feedback.

Employees who play a part in writing effective OKRs will feel more involved and motivated to achieve the goals. Similarly, they will also be more likely to provide feedback and ways to improve once the OKRs are in place.

6. Regularly review and adjust

Last but not least, regularly reviewing and adjusting your goals is an important part of writing effective OKRs. Just as your company and employees grow, so do your goals. Hence, treat OKRs as a living document and review and adjust as needed to ensure they stay relevant and effective.

Additional reading: How to Build an Effective OKR Scoring System for Your Team

Implement Effective OKRs with Omni

OKRs are one of the most effective frameworks for establishing business goals, and developing a sustainable tracking system will help your organization efficiently implement and sustain OKR goal setting for your entire business.

Omni’s performance management system powers your business with access to reports and analytics that provide valuable insights for measuring key results. Easily set, track, and measure OKRs across your teams within one, intuitive dashboard.

To learn more about how Omni can help significantly improve your organizational goal-setting processes, take a product tour with our team today!

Learn more: 6 Step OKR Implementation Guide

An Employee Wellness Report has shown that over 50% of Malaysian employees experience job-related burnout. For employers and companies that prioritize their employees, this means finding a way to reduce burnout for their employees. A good strategy for this is introducing voluntary time off (VTO) to increase workforce productivity.

Although implementing this policy can help reduce employee fatigue, proper attention must be given to how it works. In this article, we will help you understand what you need to know about VTO, what you stand to gain, and the things to consider when executing it in your organization.

What is voluntary time off (VTO)?

Voluntary time off (VTO) is a company policy that gives employees the right to take unpaid leave at their employer’s discretion, usually during less demanding work hours or seasons.

VTO is determined by the business’s demands, as opposed to typical leave policies, which employees use for private reasons. Because employees need the flexibility that comes with their work and personal life, this policy can be effective to stifle that balance.

With this approach, companies can encourage a better work-life balance by understanding the VTO meaning and improve on creating a workplace culture that is comfortable for their employees.

What is the difference between PTO and VTO?

It’s a known fact that both paid time off (PTO) and voluntary time off (VTO) are time off policies, but they serve different purposes.

PTO is a paid benefit employees enjoy for reasons such as vacation, sick days, or any personal occasion. And it’s mostly allocated with a set number of days that can be taken whenever they want.

Conversely, the VTO meaning refers to an unpaid leave option that employees use when companies have reduced workloads or when they need to adjust their workforce. It’s a flexible working policy for companies to manage labor costs without resorting to forced layoffs or cutting costs.

However, it’s important to note that employees can choose to take voluntary time off or not. Once taken, employees will not be paid during the duration of voluntary time off.

The main difference between paid and voluntary time off is in the purpose and usage of both policies. PTO is paid for personal reasons, while VTO is unpaid and is a strategy for companies to manage overstaffing costs.

What are the types of VTO?

There are many types of voluntary time off; here are two of the most common ones in organizations:

Unpaid leave

This is the basic voluntary time off observed. Unpaid leave is the time off enjoyed by employees without receiving pay and it can be used for personal or family reasons, or simply to recover from burnout and focus on well-being.

In most cases, employees don’t receive their regular salary during this period, although they may still qualify for certain benefits like continued health insurance or retirement contributions. This leave gives them a chance to focus on personal well-being and return to work refreshed and motivated.

Read next: Why Mental Health Days Are Essential for Your Employees

Volunteer time off

VTO is a voluntary time off that provides employees with voluntary unpaid leave to help with the organization’s overstaffing issues. In rare cases, this voluntary time off can be compensated on a case-by-case basis or due to company policies.

What are the benefits of a VTO policy?

Companies looking to implement VTO policies need to know what they stand to gain. Here are some benefits of having this policy:

Increase employee satisfaction

A voluntary time off policy empowers employees to manage their own work-life balance. It also signals that the organization trusts This can lead to increased satisfaction, a result of feeling free to handle personal issues without worrying about how it would affect their work efficiency.

Reduce absenteeism

With voluntary time off policies, employees can take time off whenever necessary. This helps reduce absenteeism brought on by personal problems, stress, or burnout. With these issues handled, employees can focus on work at hand and work more productively.

Improve employee retention

Employee retention is also an advantage of VTO, meaning employees are likely to have a stronger sense of loyalty and dedication when they perceive employers are prioritizing their needs. Policies like this can help to reduce attrition and retain employees, as they are less likely to look for other employment options.

Save cost

VTO policies can help organizations save money on labor expenses by reducing the need for overtime, temporary labor, and other expensive measures.

Provide flexibility for employees

Voluntary time off policies give employees the freedom to manage their personal and professional responsibilities, which lowers stress and improves employees’ general well-being giving space for employee promotion.

Things to Consider When Implementing a VTO Policy

When introducing a voluntary time off policy in your organization; here are some of the key things to keep in mind:

Clearly define guidelines and criteria

You should establish a clear understanding of what constitutes a valid reason for taking VTO and set specific guidelines for eligibility, duration, and notice periods. This will help prevent confusion for employees, employers and other stakeholders while ensuring consistency.

Review staffing needs

Assessing and understanding your organization’s staffing requirements can help to ensure that your VTO policy won’t compromise critical operations or leave you short-staffed during peak periods.

Ensure fairness and transparency

For a fair and transparent process, approving voluntary time off requests will require guidelines to avoid favoritism or unconscious bias. Also, as an employer, you’re required to clearly communicate these criteria to all employees and ensure that the team managers are trained to handle these leave management requests.

Communicate the policy

Communicate the guidelines clearly, especially if it’s your first time introducing the voluntary time off policy. Some effective ways to communicate to employees is through employee handbooks, work reviews, company intranet and newsletters. Explicitly state the purpose of the policy, as well as the criteria and expectations. You should also address questions or concerns and provide support to ensure a smooth adoption.

Implement controls for abuse

No matter how good a VTO policy is, there is a chance that employees will abuse it. That’s why it’s important to establish measures to prevent this. These measures could include monitoring usage patterns, setting reasonable limits, and addressing any misuse promptly. This will help maintain the integrity of the policy and prevent negative impacts in the long run.

Build a Flexible Workforce with Omni

Leave management systems offer a practical solution to reducing administrative work and streamlining People management processes.

Omni’s time off management capabilities help managers and HR teams swiftly navigate employee leave management. Omni’s platform allows you to approve leave applications on the go and keep track of who’s in and out of the office with at-a-glance scheduling.

Our employee self-service portal empowers employees to submit their time off requests, which automatically routes to the appropriate manager thanks to customizable approval workflows. With automated calculations, employees and managers can easily view leave balances in real-time, and track how many vacation days they have left without having to go through HR.

Our localized solutions and inter-connected system integrates your leave management efforts with payroll processing, facilitating automatic, accurate calculations and compliance with local regulations for various regions.

Take a product tour with our team today!

Not ready to switch to an automated system? Download our free Employee Time Off Request Form template to help streamline your manual system.

With the rising collective awareness of employee well-being comes the attention towards individuals who are especially prone to mental health struggles, such as working parents.

In its survey on “South-East Asian Mothers at Work,” Milieu Insight collected input from 3,000 working mothers across South-East Asia. It is reported that “six out of 10 working mothers in the region struggle to find time for both work and family commitments.”

Clearly, juggling parental responsibilities with job demands can be tricky. However, employers have the opportunity to change this. By learning how an HR team can support working parents, you can enjoy better work satisfaction, employee well-being, and retention.

Core Challenges of Working Parents

To effectively support working parents, you have to target their pain points and challenges such as:

Schedule conflicts

Handling parental responsibilities with a nine-to-five job is challenging. Working parents often run into overlaps between their work schedules and children’s schedules, especially during back-to-school season.

On an average day, they need to: take their kids to and from school, which might create a conflict with their working hours; feed the children dinner and put them to bed at a reasonable hour, which makes overtime difficult; and let’s not forget after-school activities, parent meetings, and doctor’s appointments.

According to Alyssa Johnson, the vice president of global account management for Waltham, Mass-based Care@Work, “Back-to-school season brings an array of challenges. New caregivers, new students and new after-school programs all require a period of adjustment that working parents are balancing with their responsibilities in the office.”

Stress and anxiety

Stress is almost a trademark for working parents. Pickups, drop-offs, childcare, and school work combined with work requirements and high workloads will do that to a person. Changes and uncertainties concerning school and childcare schedules cause additional stress.

Stress and its repercussions are even more prevalent in working women, as they care for children and handle other domestic chores, as highlighted in the Asia-Pacific Care Economy Forum.

Isolation and lack of support

Parenting can make working parents feel isolated. When push comes to shove, family members might not be available to help. Furthermore, companies might not have proper procedures, regulations or support that assist working parents.

Due to these factors, parents scramble to balance their jobs and caring for their kids. As a result, they don’t have the time to nurture friendships and have deep, fulfilling interactions with adults. So, employees feel as if they’re alone, especially in times of distress.

Financial burden

Finances can also pose a challenge for working parents. They need quality childcare, but childcare costs might be beyond their means. One of the top concerns for parents is the affordability of child care and education.

Another is personal finances, such as debt and money. The financial stress of parenting can cause working parents to leave their jobs for better-paying ones.

Missing out on work opportunities

As working parents are scrambling to balance work and life commitments, they may not be as motivated or productive at work. This may lead to them missing out on work opportunities such as performance bonus, employee promotion and more.

On the flip side, some working parents may choose to give up or miss out on work opportunities in order to better provide for their child and family needs. This is further highlighted by the Milieu Insight survey above whereby “one in five working mothers across Southeast Asia feels that being a mother has had an adverse impact on their career, with the highest percentage being in Singapore at 40%.”

Benefits of Supporting Working Parents

As an HR manager, your efforts to support working parents can benefit both employees and the organization. Here’s how:

Improve employee retention and loyalty

If you’re dedicated to supporting your employees and mindful of the challenges they face as working parents, it makes them more appreciative and loyal to your company. They’ll find performing their jobs and caring for their kids manageable. Similarly, future working parents feel more confident and secure with the support the organization provides, boosting retention rates.

Read next: What is Attrition Rate? Tools and Tips to Calculate, Analyze and Improve Your Team’s Retention

Enhance employer brand and talent acquisition

By implementing initiatives to support working parents, you as an employer signal to employees that you prioritize their well-being and work-life balance. This HR effort improves your employer brand, making your business more inclusive and fosters a positive company culture.

Accordingly, you’ll have a wider talent pool to choose from as top talents typically hold companies to higher standards, and parenting support makes your benefits package more appealing.

Improved productivity and performance

HR practices designed for working parents promote employee well-being, self-care, and staying connected with the outside world, which is directly correlated with higher performance and productivity levels. You’ll find this particularly evident during back-to-school season and with new parents.

Your efforts to support parents help you avoid employee burnout, which is common in high-performance environments. After all, you encourage your employees to use their paid leaves and practice self-care in general. Preventing burnout protects your employees’ performance levels and helps parents avoid lashing out at their kids.

Learn more: Tips for Increasing Workplace Efficiency and How HRIS Can Help

Compliance with regulations

As an HR specialist or business owner, implementing working parent-friendly practices helps you stay compliant with federal and local labor laws. Think parental leave regulations, selected family-friendly policies, bonus issuance, and promotions. Complying with such laws protects you against costly penalties and legal action.

5 Ways HR Can Champion Working Parents

Now that you’ve gotten a better understanding on the benefits supporting working parents bring, here are 5 actionable steps you as an employer and HR leader can take:

1. Establish flexible working arrangements

Workplace flexibility gives employees more control over how, when, and where they work. These arrangements include remote or hybrid work models, customizable working hours, part-time arrangements, and compressed work weeks. If your team can work remotely, they should be able to. If not, offer flexible leave or time-off options.

Flexible working arrangements can accommodate the commitments of working parents and other changes throughout employees’ lives. As a result, parents can manage drop-offs, pickups, and sports games, and fit work within their schedule.

Not to mention, flexible work saves money on childcare, transportation, and food. It gives parents more quality time with their kids and enhances the overall quality of their lives, which means more job satisfaction.

Additional reading: How to Implement an Asynchronous Work Environment

2. Provide financial and resource support

Since finances are one of the top concerns for parents, you should provide resources and financial support. This could look like a benefits or rewards package that caters to parents. Also, focus these resources on transition points in your employees’ lives, such as returning from maternity leave, having a second or third kid, or changes in the work schedule or role.

Here are some examples of financial and resources support:

On-site daycare
Prepared meals
Lactation consulting
Breastfeeding support
Child care assistance
Maternity concierge services
Paid parental leave without career setbacks (for at least 12 weeks)
Back-to-school stipends
Childcare stipends
Cash payments for parents of newborns
Incentives and gifts
Contributions to college savings plans
Education assistance programs to help cover educational expenses, potential tuition reductions, and scholarship grants for children

Read next: Understanding Employee Financial Wellness Programs & Their Benefits

3. Cultivate a supportive work culture

Your workplace culture should be supportive, promoting work-life balance and empowering new parents. You should normalize caregiving in the workplace and put an end to the glorification of workaholic patterns.

You can do that by celebrating and recognizing the contributions of working parents, listening and empathizing with their issues and needs. Additionally, you can promote breaks and focus on productivity, not how many hours they’ve worked. Finally, create a community page on your internal communication channels where working parents connect and support one another.

4. Prioritize leadership and training

Train your HR team and managers on all levels in the challenges of new parenthood, the protocol for their return from leave, the sensitivity of discussing caregiving, two-way communication channels for working parents, and available resources.

Also, train leaders to manage parenthood with their jobs adequately. This way, they can “lead by example” and instill the belief that it’s possible for new parents. For instance, they might have photos of their kids on their desks and leave early occasionally to attend their kids’ games while having a positive, eager attitude about work.

5. Invest in employee wellness programs

Finally, you can implement wellness programs to boost employee health, both mental and physical. These have a direct effect on employee productivity levels because they help them manage stress and prevent burnout. For accessibility, these programs should be easily available and accessible.

To support working parents, wellness programs can include parent coaching sessions, well-being strategies, and mental health support. Your parent coaching should focus on career coaching (to walk employees through parental leave) and peer coaching (to help working parents with performance, skills, and employee engagement).

Empowering Working Parents for Success with Omni

An environment where working parents have the support they need for success is crucial for maintaining productivity and driving results.

Employee management software helps you streamline administrative HR functions so you can focus on building the perfect support system for your employees who are working parents.

Omni offers a solution that combines people and performance management and workflow automation to manage the end-to-end employee lifecycle. Wherever you are in your journey, Omni has a module that suits your needs.

Start your free trial today!

Let Omni help you champion working parents while increasing productivity and driving impactful business outcomes. Book your demo with our team to learn more.

In recent years, inflation, high cost of living, and recession have been major financial stressors for employees. To worsen the case, BrightPlan reports that 79% of workers are in debt, and 38% have barely enough emergency savings. A large reason is due to poor financial education for employees. If this persists, employees’ mental health can be negatively impacted, leading to loss of productivity at work.

The solution to this? Create an environment where workers’ financial well-being thrives. And it all begins with adequate financial literacy training. Doing this helps them make informed monetary decisions that relieve and stabilize their personal and work lives.

In this article, we show you why investing in financial literacy for employees is a smart decision for businesses. You’ll also discover how to implement successful financial literacy training programs that help workers become prudent money managers.

National Financial Awareness Day 2024

National Financial Awareness Day falls annually on 14 August. This day is dedicated to learning about principles and practices that can guarantee a solid financial future. Many organizations leverage this day to encourage employees to take control of their financial health. Its goal is to educate people about proper ways to manage their finances and make informed decisions to help them achieve their monetary goals.

Employers and HR teams can organize various activities to celebrate National Financial Awareness Day. This includes counseling, coaching, and resources enlightening employees on debt management, spending, budgeting, saving, investment, goal-setting, and other money-related topics.

Financial education for employees is crucial to team success. By celebrating this day, you arm employees with adequate knowledge for securing their financial future. Also, understanding these concepts helps workers avoid costly mistakes that can wreck their finances. Ultimately, they make their money work for them and enjoy a balanced life.

Want more engagement ideas?

Download our HR Calendar 2024 for year-long inspiration!

What is financial literacy training?

Financial literacy training involves using educational measures to break down monetary concepts such as personal financial management, budgeting, taxation, borrowing, savings, and investing. Examples include workshops, 1-on-1 meetings with financial advisors, seminars, webinars, etc.

According to BrightPlan, only 18% of employees have basic financial literacy. This explains why 91% of employees are stressed about their finances. But with financial literacy training, employers can help change this narrative.

For example, employees become self-sufficient and better equipped to tackle monetary issues. Furthermore, they develop good money habits like saving and investing instead of splurging.

Financial literacy training reduces stress and anxiety so employees can achieve monetary stability while staying focused and satisfied with their jobs.

Why is financial education for employees important?

Financial education for employees helps workers make smart decisions with their money. But beyond that, it also:

Reduce stress and improve morale

According to a 2023 PWC survey, 57% of workers say worrying about their finances is a major cause of stress. This stress negatively impacts their mental health, sleep quality, and self-esteem. Eventually, an employee might find it difficult to concentrate on tasks and lose interest in work.

However, with financial literacy for employees, you show workers how their money habits affect their future. These trainings easily address major concerns like monthly expenses, taxes, insurance, healthcare, retirement planning, etc. But once employees can manage their finances effectively, they worry less and feel motivated to work.

Better financial decisions

By providing financial literacy for employees, organizations empower and equip their workers with the knowledge, skills, and resources to understand complex financial concepts. As a result, they make better financial decisions that enrich their personal lives and improve the organization’s monetary health.

Increase productivity

Per PwC’s Financial Wellness Survey, one in three full-time employees says money issues have affected their productivity at work.

By offering financial education for employees, you lift a major burden off their shoulders and create a positive work environment where they are physically, mentally, and financially healthy enough to contribute to organizational success. Since employees who aren’t worried about money tend to concentrate better on their work, they’ll see no reason to be absent. This leads to improved performance and increased efficiency.

Improve employee retention

According to Talent LMS’s report, 73% of employees getting financial literacy training from their company say it helps them feel more safe and secure. Similarly, 83% getting financial education for employees are satisfied with their jobs. This means that developing financial literacy for employees gives them more reasons to stay loyal to your company.

Beyond reducing attrition rate, investing in financial education for employees also attracts top talents to become new hires in your organization. How? It helps position your company as one that values its workers and is interested in their well-being and development.

When employees feel valued and satisfied with their jobs, they stay with the company longer and foster a positive employer brand image.

Read Next: 8 Tips to Increase Employee Retention

What is covered in financial education for employees?

Budgeting

This financial education for employees is a spending plan that estimates how much money workers will make and spend over a certain time, particularly a month or a year. Its goal is to help employees spend their money more wisely by allocating it to important items. This is necessary to ensure workers have enough money to cater to their immediate needs (shelter, food, clothing, car payments, etc.) and future desires.

Saving

Employees should be taught the art of setting aside money for future use rather than spending it immediately. It can be as simple as keeping some money in a piggy bank or a savings account that lets them earn interest on their money. By establishing a savings culture, workers can build an emergency fund or meet up with unexpected expenses like medical care, home repairs, or car maintenance.

Debt management

Kellye Guinan, Personal Finance Contributor on Bankrate, defines debt management as “a way to get your debt under control through financial planning and budgeting.” Its goal for employees is to lower their current debt and work toward ending it.

Though “debt” has a negative undertone, not every debt is bad. And employees need to understand this. For instance, bad debt occurs when a worker’s monthly expenses exceed their income. In this case, they may borrow or rely on credit cards for expenses, and suffer a high interest rate that poses challenges for repayment. On the other hand, good debt occurs when an individual borrows money for something that is expected to yield returns.

Offering financial literacy for employees empowers them to manage their debt themselves or through a credit counselor. They’ll also become more familiar with interest rates and how to incur good debt and repay their loans without ruining their finances.

Investing

Financial literacy training for employees also covers investment. Here, workers learn how to put money into certain schemes to make profits or generate income over time.

You can introduce employees to investment opportunities such as real estate, stocks, bonds, Exchange-Traded Funds (ETFs), mutual funds, or a commercial venture. Also, while educating them on investments, be sure to inform them on risk management strategies so they can have balanced investment portfolios and achieve their financial goals.

Financial planning

This is the main goal of financial literacy for employees. It encourages workers to take a comprehensive look at their finances and plan how they intend to reach their goals. It often involves planning for estate, tax, retirement, investment, education funding, philanthropy, and insurance. Financial planning ensures employees spend the right amount of their income on vital monetary matters without incurring debt.

How to improve financial literacy for employees?

To equip your employees with adequate knowledge about money, invest in the following:

Financial wellness programs

Employers implement these initiatives to address various aspects of financial education for employees. They help workers properly manage their finances, boost financial literacy, and improve their overall monetary health. The programs include workshops, seminars, investment advice, emergency relief, tax education, retirement programs, healthcare benefits, and more.

When developing these wellness programs, ensure they align with employee needs. Also, seek feedback, monitor usage, and offer incentives for participation. Doing this will ensure that all financial wellness programs are effective and utilized.

Read next: Understanding Employee Financial Wellness Programs & Their Benefits

Financial coaching

Schedule regular workshops, seminars, webinars, or 1-on-1 consultations with financial experts on crucial financial topics such as budgeting, investing, retirement planning, and debt management. Also, it’s best practice for each coaching session to be interactive by featuring Q&A sessions and group discussions to keep employees engaged.

Benefits education

Aside from salary or wages, employees might not be aware of the other forms of compensation your company offers, such as fringe benefits. However, through financial literacy training, you can help bridge the knowledge gap by educating them about health insurance, paid time off, retirement plans, and medical coverage, among others.

Financial tools and resources

Another way to improve financial education for employees is to introduce them to financial wellness software and resources that will positively impact their financial literacy. Examples include budgeting apps, financial wellness newsletters, tax planning tools, investment and savings courses, and others.

Investing in Your Employees’ Financial Future

Financial education for employees is a crucial component for employee wellbeing and organizational success. Hence, investing in financial literacy for employees is a sure fire way to improve your business functions and drive growth.

Powering Asia’s fastest-growing, modern companies, Omni’s document management scales alongside your company so you can customize and leverage the system to store important documents for your financial literacy training.

On top of that, Omni also offers real-time graphs and easily exportable reports, streamlining performance reporting and reducing calculation times and errors. These tools empower HR teams to monitor trends on financial education for employees over time, compare results across various departments, and proactively identify areas for improvement.

To join the 83% of Omni customers who have unlocked new, actionable insights after using our solution, take a product tour with our team today.

For a long time, assessing intangible aspects like employee morale, job satisfaction, and happiness has been difficult, resulting in hit-or-miss solutions like pizza parties and yoga classes. But what if we could take a more systemic approach to developing an employee wellbeing program?

What is an employee wellbeing program?

Now, we’re not talking about the traditional Employee Assistance programs (EAPs), which see low utilization rates of 3 to 6%. In contrast, a modern employee wellbeing program adopts a holistic and proactive approach to employee health, encompassing not just health insurance and subsidized GP visits, but also robust mental health support. They provide access to self-care resources, including coaches, counselors, and psychotherapists, aiming to address issues before they escalate into serious concerns.

Why an employee wellbeing program is important

The value of employee wellbeing programs is underscored by their impressive return on investment. According to the World Health Organization, workplace mental wellbeing programs can yield up to $4 for every $1 invested. This demonstrates that these programs are not only beneficial for employees—improving their physical and mental health, work-life balance, and job satisfaction—but also for employers, leading to reduced absenteeism and presenteeism, increased efficiency, and enhanced employee engagement.

What are HR analytics?

HR analytics includes data collection and analysis to drive human resource decisions. Some examples of basic HR analytics include tracking attendance and turnover rates. However, advanced HR analytics go beyond administrative bookkeeping. They bring about deeper, insightful data insights aimed to enhance employee wellbeing programs.

How HR analytics inform employee wellness programs

With HR analytics, organizations can:

Identity risk factors and intervene: By uncovering patterns in employee behavior, HR analytics enable proactive support and intervention.
Make data-driven decisions: Analytics provide accurate insights into employee experiences, replacing guesswork with data-backed decisions to shape effective workplace wellness programs.
Measure program effectiveness: Analytics track the impact of wellness programs, allowing HR to continually refine programs for better outcomes.

5 Steps for Building Data-Driven Workplace Wellness Programs

Creating an effective workplace wellness program requires more than just good intentions—it demands a strategic, data-driven approach. Here’s a five-step framework to guide you in building a program that leverages HR analytics for maximum impact.

1. Collect relevant HR analytics

As a start, you’ll need to collect relevant HR analytics. Start small by focusing on a few key metrics that matter most to your organization mission and goals, and focus on actionable insights.

Examples of HR metrics to consider when developing your workplace wellness programs include:

Leave data: Monitor absences due to illness or mental health issues to assess the cost of absenteeism and presenteeism.
Performance data: Identify performance dips that could indicate employee burnout or productivity issues.
Employee wellbeing: Evaluate job satisfaction, stress levels, and work-life balance.
Benefits utilization: Assess how employees use wellness resources, like WFH days, and mental health support, to gauge engagement.

It’s also important to ensure employee data management is kept secure, anonymised, and used ethically throughout the entire process.

Read next: Employee Data Management: How HRIS Can Help Achieve Accuracy and Security

2. Identify risk factors, trends, and areas of need for your employees

Next up, identify risk factors, trends and areas of need for your employees. This makes it easier to craft an effective employee wellbeing program that caters to their needs, increasing utilization and adoption rates.

Identifying trends can highlight areas needing attention. For instance, persistent salary stagnation might signal the need for a pay equity analysis. If resignations are clustered in specific departments or follow leadership changes, conducting detailed exit interviews and implementing 360-degree appraisals could provide valuable insights. Additionally, if diversity, equity, and inclusion (DEI) issues are evident, it may be time for leadership to undergo unconscious bias training.

Learn more: 4 Common Performance Appraisal Biases (and Tips to Avoid Them)

Here are other red flags to consider:

Job and compensation history

Frequent job changes (in less than 1 year)
Lack of career progression
Flat salaries with minimal bonuses

Headcount trend and attrition rate

High turnover (over 20% annually)
Sudden spikes in resignations
Loss of key talents
Flat or declining headcount
Inconsistent hiring patterns

Diversity, equity, and inclusion

Representation gaps
Pay equity gaps
Promotion rates disparities

3. Design targeted and evidence-based wellbeing program

Your findings from Step 1 and the gaps identified in Step 2 will shape your employee wellbeing program. Now’s the time to turn those insights into actionable strategies.

Address burnout: If your leave and performance data indicate burnout, it might be time to reassess your work-life balance policies. Consider implementing flexible work arrangements or additional wellness days such as mental health days to alleviate stress.
Build resilience: If stress levels rise during peak business periods, equip employees with strategies to manage their stress effectively. This could include offering workshops on emotional regulation or providing access to mindfulness resources.
Destigmatize benefits use: If employees are reluctant to use their benefits due to fear of negative perceptions, focus on destigmatising these resources. Promote a culture where seeking support is encouraged and normalized, perhaps through awareness campaigns or leadership endorsements.

4. Launch and track key metrics to measure success

After implementing an employee wellbeing program, monitor both short-term and long-term metrics. In the short term, track utilization rates and changes on absenteeism and presenteeism. In the long term, assess its effects on broader workplace outcomes like employee turnover, morale, and engagement.

By comparing these metrics before and after implementation, you can effectively measure the program’s success and even determine its ROI in dollars and cents.

5. Utilize ongoing HR analytics to refine program for optimal results

HR analytics will be your guiding light as you continue refining your program. For instance, if utilization rates are low for your global workforce, consider localizing your workplace wellness programs to suit cultural contexts and local vendor availability.

However, extremely high utilization or oversubscription may suggest an employee wellbeing crisis. In this case, consider training managers and leaders with skills needed to provide relevant support. For example, Mental Health First Aid™ (MHFA) training can equip them with the skills needed to support team members’ mental health effectively.

Omni Tip: Consider mental health ambassadors within your organization to support, lead and implement your employee wellbeing programs!

Leverage Technology to Champion Employee Wellbeing

Modern problems require modern solutions, and HR analytics can be the answer to an effective employee wellbeing program.

Common challenges in implementing HR analytics, such as data availability, migration, and security, often hinder progress, but Omni eliminates these obstacles.

Acting as a single source of truth, Omni integrates data from various sources like payroll, time-off, and employee profiles, ensuring consistent and accurate HR analytics. Transitioning data from previous systems or spreadsheets can be time-consuming and error-prone, but our local support team assists with data input and workflow setup, ensuring a smooth transition. Additionally, protecting sensitive employee data is paramount; OmniHR is ISO 27001 certified and uses end-to-end encryption to guarantee maximum data protection.

Schedule a product tour with our team to learn more!

The modern workplace is no longer confined to a single office. Distributed teams, with members scattered across different locations and time zones, are becoming increasingly common.

While this flexibility offers a wealth of benefits, managing these teams effectively requires a different approach.

This cheat sheet equips HR professionals with the tools and strategies to build strong, successful distributed teams.

What are distributed teams?

Distributed teams refers to a flexible working arrangement in which team members work from different geographic locations, across time zones, and continents. For example, a software development company might have developers in the United States, project managers in Europe, and quality assurance testers in Asia.

The traditional office environment is no longer the sole domain of business. We’re witnessing a surge in companies adopting the distributed work model, where employees collaborate remotely from diverse locations.

The rise in adoption of distributed teams are fueled by several major drivers:

Employees’ increasing need for work-life balance.
Technological advancement such as the presence of high-speed connectivity, cloud computing, and collaboration tools like Slack, Microsoft Teams, and Trello.
Companies expand their reach across multiple markets and time zones, necessitating a workforce that can operate effectively without being constrained by physical office locations.
Cost savings approach in which overhead costs associated with maintaining large office spaces are minimized.

Examples of successful companies who rely on distributed teams:

Zapier, a company that provides automation for web applications, operates with a fully distributed team across 17 time zones. This setup allows Zapier to hire from a diverse talent pool and offer employees greater flexibility, leading to higher job satisfaction and retention.

Buffer is a social media platform that operates with a fully distributed team of 80 members spanning 53 cities across 20 countries. Joel Gascoigne, Buffer’s CEO and Co-founder, highlights in this article how this model enhances their work operations, particularly customer service. With team members spread across various time zones, Buffer can diligently monitor customer satisfaction and respond swiftly. Despite serving over a million users, they manage to reply to 80% of emails within just one hour.

From this pattern, it is clear that distributed teams are here to stay and we would continue to see many businesses embrace this work trend in the future.

Distributed Team vs Remote Team

Distributed team and remote team models have their similarities and differences.

In the similarity aspect, they both offer employees flexibility in terms of work location and hours. Also, technology is a major factor into how distributed teams and remote teams operate. Because of the virtual setting, they require digital tools for communication and collaboration.

However, if you want to offer your team flexible working options, you’d have to know the difference between both models.

Distributed teams consist of employees who collaborate while being spread across various locations. In this setup, there is no central location. This model emphasizes location independence, meaning the focus is on the output rather than where the work is done.

Alternatively, a remote team setting includes some employees working from a central location like a main office or headquarters while others get to work from home. Remote work allows employees to work from various locations such as homes, cafes, or co-working spaces. This model maintains a physical office presence but allows some team members the flexibility to work remotely.

In summary:

In a distributed team, there is no main office, and everyone is working from various locations.
In a remote team, there is a main office where some employees work, but others have the option to work remotely.

Benefits of Distributed Teams

Adopting a distributed team model offers numerous advantages for both employers and employees. Here, we explore these benefits in detail.

For employers

Access to top talent

Using a distributed team working model means companies get to hire the best talents from all over the world, giving them access to a wider talent pool.

Increased innovation and diversity

Employers can benefit from diverse teams that bring a variety of work experiences, perspectives, and ideas, fostering innovation and creativity.

Improved productivity

Remote work provides employees with the freedom and control over their schedules, allowing them to work at times that suit them best and from any comfortable environment, whether it’s their home or other preferred location. This flexibility often leads to increased efficiency and productivity compared to being confined in an office.

For employees

Improved job satisfaction

Job satisfaction is important in the workplace, as employees who are satisfied with their work tend to be more engaged, motivated, and loyal. Seeing how important job satisfaction is for companies, employers should work with distributed teams to provide flexibility, autonomy, and a better work-life balance. This approach can lead to higher levels of job satisfaction, ultimately benefiting both the employees and the organization.

Read next: How to Motivate Employees: 8 Data-Backed Tips for Managers

Global exposure

In a distributed team, employees work with colleagues from different parts of the world. This gives them greater exposure and sensitivity into different cultural practices, communication styles and work ethics. Companies who want to compete in a global market can benefit with culturally aware employees. Global teams can also provide insights into regional markets, helping the company meet customers preferences and needs.

Work-life balance

The ability to work from anywhere allows employees better balance their professional and personal lives, reducing burnout and turnover.

Cost of Distributed Teams

While there are significant benefits, there are also challenges and costs associated with distributed teams. These include:

Communication challenges

The advantages of having distributed teams are clear, but it’s also important to note that team diversity can pose challenges for companies. A study revealed that cultural diversity within global teams may result in communication barriers and reduced trust, ultimately affecting team performance negatively.

Cybersecurity risks

Accessing company information and resources from various locations increases the risk of data breaches and cyber attacks. This decentralized access can expose the company to vulnerabilities such as unsecured networks, phishing scams, and malware.

Isolation is a common problem among remote and distributed teams. In 2023, one in four employees worldwide who worked from home often felt lonely during the day. While employees are free to choose their work location, it can also lead to feelings of loneliness, especially for distributed teams with rare in-person interactions.

Tips for Managing Distributed Teams

You may be deterred after learning the challenges of managing distributed teams. However, don’t let that hold you back from unlocking the benefits it offers. Here are five strategies on how you can alleviate these issues:

1. Establish clear communication guidelines

Establish communication channels and tools

Remote work thrives on effective communication. Open and consistent communication builds trust and transparency within the team, which is vital for a productive remote work environment. You can make use of virtual tools such as Slack, Zoom and Microsoft Teams to facilitate collaboration and communication among teams. Employers should also provide distributed teams with training on how to utilize these tools.

Host regular virtual meetings

Another way to facilitate effective communication among distributed teams is to have regular virtual meetings. These can be used for updates, brainstorming, and solving problems together. Video calls help team members feel connected and keep everyone on the same page.

2. Set clear performance goals and expectations

Implement flexible feedback mechanisms

According to a Microsoft team analytics report, employees are four times more likely to be disengaged if there is no regular feedback and guidance provided.

Feedback is important in a remote work setting because it helps employees understand their performance, identify areas for improvement, stay aligned with team goals, and feel connected to the organization. Managers should schedule 1-on-1 meetings as a way to provide feedback, support and handle any obstacles faced by employees.

Additional reading: The Manager’s Guide to Asking for Feedback

Provide remote learning and development opportunities

Training and development are additional ways to improve performance among teams. Investing in online learning tools and courses such as Coursera, LinkedIn Learning, and Udemy can help remote teams develop new skills, stay updated with industry trends, and enhance professional growth. Also, encourage your employees to participate in webinars, workshops and conferences.

3. Maintaining employee engagement

Prioritize work-life balance

Promote mental and physical well-being through wellness initiatives. To boost employee engagement among distributed teams, prioritize regular virtual team activities, encourage open communication, and support flexible work schedules.

Promote culture of trust and autonomy

Another way to manage distributed teams is fostering a workplace environment where team members feel trusted and empowered to make decisions. This can be done by clearly defining roles and responsibilities, delegating decision-making authority, and providing necessary resources and support.

4. Payroll processing

Take into account for multiple currencies

When it comes to managing distributed teams, another important thing you must take note of is handling payroll processing in multiple currencies. Use payroll services that support multiple currencies to pay employees in their local currency.

Adhere to local tax regulations

To avoid legal disputes, ensure compliance with tax regulations for each country.

Offer variety of payment methods

Payments must be convenient and reliable for remote workers, offering options such as direct bank transfers, PayPal, TransferWise, or other secure electronic payment platforms. This flexibility helps accommodate different preferences and ensures timely and hassle-free payments across borders.

5. Time off management

Standardize leave policies across all locations

Develop written policies outlining how leave requests are submitted, approved, and recorded. For clarity purposes, communicate the policies to all team members so everyone understands their entitlements and responsibilities.

Read next: HR’s Guide to Employee Leave Management

Track time across different time zones

Invest in a time tracking software that supports multiple time zones to effectively track and record working hours across different regions. Regularly monitor your time tracking recordings to identify any performance gaps or issues early on. This helps maintain accurate records of working hours and ensures compliance with labor laws across various time zones.

Consider public holidays within the region

Recognizing regional holidays helps in planning workloads and deadlines effectively, respecting local customs and business practices. Research and maintain a database of public holidays in each team member’s location. This way, you can plan project timelines, meetings, and deliverables around these holidays to ensure smooth operations and avoid any potential disruptions.

Ensure fairness and transparency

Document all time off policies and procedures in a centralized location to make them accessible to all team members. To ensure fair treatment for all team members, apply each policy consistently to everyone, regardless of seniority, role, or location. Transparent policies build trust among team members, demonstrating that everyone is treated equally regarding time off and work expectations.

Build a Thriving Distributed Workforce

Omni makes it easy to support employees across multiple countries, time zones, and currencies.

Affordable, functional, and suitable for modern growing businesses — Omni is the payroll provider that your business can rely on. With a comprehensive payroll solution tailored to various countries specific requirements with features like support for HKD, SGD, and MYR, automated tax calculations, and managed contributions, HR teams can simplify their payroll processes while ensuring adherence to regulatory standards.

Our centralized document management solution makes gathering the necessary data required to apply for employment passes, rental schemes, and other country-specific initiatives seamless and timely. With customized workflows and automated reminders, HR can help empower employees to manage the deadlines and documentation requirements for applications. And centralized documents and real-time data makes it easy for employees to access salary information and produce reports and documents necessary for verification.

Additionally, Omni’s customizable dashboard allows your teams to set and manage calendars pre-loaded with country or region specific holidays and timezones, seamlessly onboarding individuals in various locations.

Start your free trial today or book a demo to learn more about how Omni can support your international workforce.

Savvy HR professionals know all too well the value of technology in their roles. With lots of data, moving parts, and a need for accuracy (all while maintaining top-tier confidentiality) manual workflows just aren’t cutting it in HR these days. Luckily, there’s plenty of options for workflow automation software you can turn to. But which one to choose?

Different workflow automation platforms offer different advantages, with specific features as unique as your organization. Here, we’re going to take a look at what makes a great workflow automation software, the details you should look for, and what will make the best workflow automation software system for your business.

What are HR workflows?

In a nutshell, HR workflows are the step-by-step processes that guide how HR tasks get done. They map out the sequence of actions, approvals, notifications, and data transfers involved in completing each HR activity.

As you probably already realize, optimizing HR workflows can be a game-changer for your team. It’s about more than just efficiency (although that’s a major bonus too). Here’s how streamlined workflows can transform your HR game:

Efficiency boost: Workflow automation tools take care of repetitive tasks, freeing up your team to focus on strategic initiatives and building relationships with employees.
Error reduction: Automating data entry and approval processes minimizes the risk of costly human errors.
Improved compliance: Workflow automation software can help you keep compliant with company policies and labor laws.
Enhanced employee experience: Streamlined processes mean faster response times, less hassle for employees, and a more positive employee experience.
Data-driven insights: By tracking and analyzing workflow data, you can identify bottlenecks, optimize processes, and make informed decisions.

What is an HR workflow automation software?

Now that we know what workflows are generally, let’s take a look at how the tech interacts with them. HR workflow automation software is a type of technology that automates and streamlines your HR processes. It’s like a digital assistant, handling tasks such as:

Onboarding new hires: Automatically sending welcome emails, collecting documents, and setting up payroll.
Managing employee data: Keeping track of employee information, leave requests, and performance reviews.
Approving requests: Automating approval workflows for time off, expense reimbursements, and other requests.
Sending notifications and reminders: Ensuring everyone stays informed about important dates, deadlines, and tasks.

HR workflow automation software is a powerful tool that can transform your HR operations. By automating repetitive tasks, streamlining processes, and improving data accuracy, it will help you create a more efficient, productive, and employee-centric workplace.

Benefits of Using an HR Workflow Automation Software

As you’ve probably already gathered from the rundown above, workflow automation software is more than just techy-sounding buzzwords. It’s a game-changer that can significantly improve your HR operations and overall employee experience. Here’s how:

Enhance efficiency and productivity

Reduce manual tasks: Automation takes over those repetitive, time-consuming tasks like data entry, approvals, and notifications. This frees up your HR team to focus on strategic initiatives, employee engagement, and other value-adding activities.

Speed up processes: Automated workflows zip through tasks much faster than manual ones. This means faster onboarding processes, quicker approvals, and less waiting around for employees.

Optimize resource allocation: By automating routine tasks, you can better allocate your resources to where they’re needed most, increasing efficiency and productivity.

Increase accuracy and compliance

Minimize errors: Humans make mistakes, it’s inevitable. But with automation, you can significantly reduce the risk of errors in data entry, calculations, and other processes. This translates to fewer headaches and less time spent fixing mistakes.

Standardize processes: Automated workflows ensure consistency and standardization in your HR processes. This helps maintain compliance with company policies, labor laws, and industry regulations.

Leave an audit trail: Automation creates a clear audit trail of all actions taken within the workflow, making it easier to track progress, identify issues, and ensure accountability.

Better employee experience

Empower self-service: Workflow automation tools give employees more control over their own information and requests. They can easily access and update their employee data, request time off, and track the status of their requests, all without having to wait on HR.

Speed up response times: Automated workflows mean faster response times to requests, which improves employee satisfaction and overall experience.

Personalize communication: Automation can be used to send personalized messages and reminders to employees, making them feel valued and informed.

Reduce frustration: By eliminating bottlenecks and delays, automation reduces the frustration that often comes with manual processes.

Things to Consider When Choosing Workflow Automation Tools

best workflow automation software system

With so many HR workflow automation software options out there, it can be tough to know where to start. Here are five key factors to keep in mind as you evaluate different tools:

1. Workflow needs and complexity

Before you even look at software, take a good look at your existing HR processes. Identify the workflows you want to automate and how complex they are. Are they simple, linear processes, or do they involve multiple steps and approvals? Some tools are better suited for simple workflows, while others can handle more complex processes. Make sure the software you choose can accommodate the level of complexity you need.

2. User needs and relevant technical skills

Consider who will be using the workflow automation platform. Will it be primarily HR staff, or will other employees need to interact with the system? The software should be intuitive and user-friendly, even for those who aren’t tech-savvy. A steep learning curve can lead to frustration and low adoption rates. Check if the vendor offers training and support resources to help your team get up to speed quickly.

3. Integration capabilities

Your HR automation tool should be able to integrate with your other HR systems, like your payroll software or applicant tracking system. This will ensure smooth data flow and eliminate the need for manual data entry. Look for a tool that offers robust APIs and pre-built integrations with popular HR software solutions.

4. Scalability and budget

Think about your company’s future growth plans. Will the software be able to scale with you as your workforce expands? Consider the pricing model of the software. Some tools charge per user, while others have a flat monthly fee. Make sure the pricing aligns with your budget and projected growth.

5. Security and compliance

HR data is sensitive, so choose a tool that prioritizes data security. Look for features like encryption, access controls, and regular backups. Ensure the software complies with relevant data protection regulations like GDPR or CCPA.

5 Best Workflow Automation Software Systems

By now, you’re hopefully convinced of the value these automation systems can bring. But what is the best workflow automation software system for your organization? Here are five top-notch workflow automation platforms to consider that can transform the way you manage your workforce:

Omni

Our cloud-based platform is a powerhouse for automating a wide range of HR processes, from onboarding and payroll to performance management and employee engagement. Its intuitive interface and customizable automated workflows make it a breeze to use, even for those who aren’t tech-savvy. With a range of features and fantastic customer service, Omni is great for a wide range of companies, regardless of size.

Zoho People

This comprehensive HR suite offers a variety of automation features, including onboarding, attendance tracking, leave management, and performance reviews. Zoho People integrates with other Zoho products, making it an appealing option for businesses already using Zoho’s suite of tools.

Bamboo HR

Known for its user-friendly interface and excellent customer support, BambooHR is a popular choice for small to medium-sized businesses. It offers a wide range of features, including applicant tracking, onboarding, performance management, and employee self-service.

Workday

This enterprise-grade platform is designed for large organizations with complex HR needs. It offers a comprehensive suite of tools for talent management, payroll, benefits, and more. Workday’s powerful analytics and reporting capabilities provide insights into your workforce data.

Deel

If you have a global workforce, Deel is a great option because it specializes in international payroll, compliance, and contractor management. Deel’s platform makes it easy to onboard and pay employees and contractors in over 150 countries, all while staying compliant with local laws and regulations.

Future Proof Your Organization with Omni

Powering Asia’s fastest-growing, modern companies, Omni scales alongside your company so you can customize and leverage the system to meet your business exactly where you are—as well as where you’re going.

From onboarding to offboarding, save time with Omni’s workflow automation software system. With our customized template of workflows and task sequences, you can send out tasks to your team and track completion progress with a click of a button.

Omni also integrates with Slack and Microsoft Teams to automatically send task notifications and reminders so you can rest easy when it comes time for performance reviews or getting new joiners to complete onboarding paperwork.

With Omni, you gain access to data-driven insights that empower informed decision-making, as well as seamless integrations that effortlessly connect with your existing employee favored systems, making your entire engagement process more efficient and modern.

Start your free trial today!

Book a demo with our team now to learn how Omni’s automated HR workflows can help take your business processes to the next level.

With remote technology allowing us to connect across vast distances and collaborate globally with ease, many organizations are reaping the benefits of a global workforce. Without the constraints of hiring locally and ability to tap into new markets, global operations may sound tempting. There’s just one hitch—managing global payroll.

International payroll can be tricky business as it involves many moving parts. Developing a system that can respond quickly to changes around the world will set your organization up for success on the world stage, without running into compliance mistakes or incurring other penalties.

Here, we’ll dive into obstacles to avoid, benefits you can expect, and all the ins and outs of global payroll processing.

What is global payroll?

It’s exciting to imagine your company’s expansion—new opportunities, global talent, and a diverse culture. But it also means dealing with a whole new level of complexity when it comes to paying your employees. Different countries have different laws, currencies, tax systems, and cultural expectations. That’s where global payroll processing comes in.

Global payroll is the overarching tool that manages your international workforce’s salaries and benefits. It’s more than just converting currencies or sending out paychecks, it’s about ensuring everyone gets paid accurately and on time, while complying with all the local regulations and requirements. That involves:

Calculating salaries and benefits: This includes everything from base pay and bonuses to pensions and healthcare contributions.
Tax withholding and reporting: Making sure the correct amount of taxes are deducted and reported to the relevant authorities in each country.
Compliance with local laws: Navigating the ever-changing labor laws and regulations in different countries can be complicated. Global payroll helps you stay on top of it all.
Managing different currencies and payment methods: Paying employees in their local currency and preferred payment method, whether it’s direct deposit, checks, or mobile payments.
Dealing with cultural differences: Understanding the nuances of pay practices and expectations in different countries can help you avoid costly misunderstandings and build a positive employee experience.

What are the challenges of global payroll?

As you probably gleaned from the above, there’s a lot of moving parts to effectively managing a global payroll. Here are a few of the major hurdles you might encounter:

Tax laws and compliance

Every country has its own unique tax laws, which can be complex and constantly changing. Staying compliant can be a major headache, especially if you’re operating in multiple countries. Failure to comply with tax laws can lead to hefty fines and other penalties, so getting it right is crucial.

Read next: The 2024 HR Compliance Checklist: APAC Edition

Currency fluctuations

Paying employees in different currencies means you’re constantly exposed to fluctuations in exchange rates. This can affect your overall payroll costs and make budgeting a challenge. Unexpected currency changes can lead to losses if not properly managed.

Language barriers and time zones

Communicating effectively with employees and payroll providers across different time zones and languages can be difficult. Misunderstandings can easily arise, leading to errors and delays. Ensuring payroll is processed accurately and on time across multiple locations can be a logistical challenge you’ll need to overcome.

Benefits Administration

Employee benefits vary widely across cultures and countries. Understanding and managing these expectations can be complex. Each country has its own laws regarding employee benefits, such as pension plans and healthcare. Ensuring compliance requires careful research and understanding of local regulations.

What are the benefits of an efficient global payroll processing?

Investing in an efficient global payroll system can bring a whole host of benefits that impact your entire organization, from your bottom line to your employees’ satisfaction. Here are a few of the benefits you can look forward to:

Increased accuracy and efficiency

Fewer manual errors: Automated international payroll systems reduce the risk of human error, ensuring accurate calculations and payments. This means fewer discrepancies, less time spent fixing mistakes, and happier employees.

Streamlined processes: By automating repetitive tasks, you can save time and resources. This frees up your HR and finance teams to focus on more strategic initiatives.

Real-time data and reporting: With centralized data and analytics, you can easily track payroll costs, identify trends, and make informed decisions.

Ensure compliance

Stay up-to-date with local laws: International payroll systems are designed to stay on top of ever-changing tax laws and regulations in different countries. This minimizes the risk of costly penalties and legal issues.

Reduce the burden on your team: Instead of trying to become experts on international labor laws, you can rely on your payroll provider to ensure compliance.

Focus on core business processes

Outsource the complexity: By partnering with a global payroll processing provider, you can offload the burden of managing complex payroll processes. This allows you to focus on your core business activities and strategic goals.

Increased agility: With payroll taken care of, you can be more responsive to changes in the market and seize new opportunities.

Improved employee satisfaction

Timely and accurate payments: Nothing frustrates employees more than late or incorrect paychecks. An efficient global payroll system ensures everyone gets paid on time and in full.

Transparent communication: Clear communication about pay and benefits helps build trust and transparency with your employees.

Improved employee experience: When employees feel valued and financially secure, they’re more likely to be engaged and productive.

In short, an efficient global payroll system is a win-win for both your company and your employees. It streamlines operations, reduces risk, and boosts employee morale, allowing your business to thrive in the global marketplace.

What are the ways of managing global payroll?

When it comes to managing your global payroll processing, there isn’t a one-size-fits-all solution. You have a few different options to consider, each with its own advantages and disadvantages. Here’s a quick look at the most common approaches:

Internal payroll department

How it works: You handle everything in-house, with a dedicated team managing payroll for all your global employees.

Advantages:

Full control: You have complete control over the entire payroll process, which can be appealing if you have specific needs or preferences.
Customization: You can tailor your payroll processes to your company’s unique requirements.

Disadvantages:

High costs: Setting up and maintaining an in-house global payroll team can be expensive, especially if you have employees in many countries.
Expertise required: You’ll need a team with in-depth knowledge of international labor laws, tax regulations, and payroll systems.
Time-consuming: Managing international payroll can be a complex and time-consuming process, potentially distracting your team from other important tasks.

Payroll outsourcing

How it works: You partner with a third-party payroll provider who specializes in international payroll. They handle everything from calculations and payments to compliance and reporting.

Advantages:

Cost-effective: Outsourcing can be more affordable than building an in-house team, especially for smaller companies.
Expert support: Payroll providers have specialized knowledge and experience in global payroll, ensuring compliance and reducing risk.
Scalability: It’s easy to scale your payroll services as your business grows.

Disadvantages:

Less control: You’ll have less control over the payroll process compared to an in-house team.
Dependence on provider: You’ll need to choose a reliable provider with a proven track record and good communication.
Cultural differences: Working with external vendors might mean dealing with a different company culture, potentially causing friction.

Read next: The Ultimate Guide to Switching Payroll Providers

Employer of Record (EOR) services

How it works: An EOR acts as the legal employer of your employees in a foreign country. They handle all payroll, benefits, and compliance issues, while you maintain day-to-day control over your employee’s work.

Advantages:

Simplified expansion: EORs make it easier and faster to hire employees in new countries without having to set up local entities.
Risk mitigation: EORs take on the legal and financial responsibility of employment, minimizing your risks.

Disadvantages:

Higher costs: EOR services can be more expensive than other options, especially for long-term employment.
Less direct control: You’ll have less direct control over the employment relationship with the employee.

Get your free Payroll Checklist now and simplify your global payroll.

How to choose the right global payroll processing solution?

Selecting the right global payroll solution for your company is a big decision that can significantly impact your operations, compliance, and employee satisfaction. Here’s a roadmap to guide you through the process:

1. Consider your needs

Company size and resources: How many employees do you have? What’s your budget for payroll management? Are you a small startup or a large multinational corporation? Your size and resources will influence your choice of solution.

Number of countries: Are you operating in a few countries or many? The more countries you have employees in, the more complex your payroll needs will be.

Compliance requirements: Different countries have varying labor laws, tax regulations, and reporting requirements. Make sure your chosen solution can handle the complexities of each location.

2. Evaluate your options

Internal payroll department: As we discussed earlier, this involves managing everything in-house. It offers full control and customization, but it can be costly and time-consuming.

Payroll outsourcing: Partnering with an international global payroll provider gives you access to expertise and can be more cost-effective. However, you’ll have less control over the process.

Employer of Record (EOR) services: If you’re expanding into new countries quickly, an EOR can streamline the process and take on legal and financial responsibilities. But it’s typically the most expensive option.

3. Choosing the best fit

Hybrid approach: Many companies find a hybrid approach works best. They might outsource payroll for some countries while managing others in-house, or use an EOR for initial expansion and then transition to outsourcing.

Evaluate vendors: If you decide to outsource or use an EOR, research different vendors carefully. Look for experience, expertise in the countries you operate in, strong customer service, and a track record of success.

Select your software: If you’re managing payroll in-house, choose payroll software that meets your specific needs. Look for features like automation, integration with other systems, and multi-currency support.

Think long-term: Consider your future growth plans. Will your chosen solution be able to scale as your company expands into new markets?

Streamline Global Payroll Processing with Omni

Omni makes it easy to support employees across multiple countries, time zones, and currencies.

Affordable, functional, and suitable for modern growing businesses— Omni is the payroll provider that your business can rely on. With a comprehensive payroll solution tailored to various countries specific requirements with features like support for HKD, SGD, and MYR, automated tax calculations, and managed contributions, HR teams can simplify their payroll processes while ensuring adherence to regulatory standards.

Book a demo with our team to learn more about how Omni can support your international workforce.

According to the Work Market 2020 Insight report, 70% of business leaders spend 45 minutes to three hours of an 8-hour workday on repetitive tasks. This is no surprise as every organization has its own set of workflows, which can be time-consuming and prone to error. However, intelligent workflow automation can change this narrative.

Workflow automation enhances accuracy, boosts efficiency, and saves time and energy so you and your employees can focus on higher-value tasks. This guide explores digital workflow automation, showing you how to set up an automated process for work-related tasks with examples.

What is workflow automation?

It’s a process that involves using software to streamline and automate manual tasks in an organization. The digital workflow automation creates a process where tasks are completed automatically with little or no human intervention.

A workflow is usually part of a larger business process. When automated, it helps businesses increase efficiency, reduce errors, save time and money. Furthermore, it simplifies the work process.

Digital workflow automation allows you to create efficient and easy-to-follow steps for the processes that keep your business running. Examples include sending marketing emails, managing calendar events, tracking brand mentions, managing invoices, lead follow-ups, and more.

Automating these activities ensures information gets to the right people at the right time while fostering the smooth achievement of business goals.

What are the advantages of intelligent workflow automation?

As per the 2023 State of Process Orchestration report, 91% of respondents intend to invest more in process automation within the next 24 months. This is expected as intelligent workflow automation brings about a plethora of benefits including:

Reduce manual work and errors

A workflow automation system ditches manual processes like time-consuming paperwork, calculations, and data entry. These activities are prone to errors and can easily get misplaced.

However, automation ensures accuracy and uniformity in operations, leading to better results and fewer mistakes. Furthermore, it cuts down the time spent on repetitive tasks, saves you the cost of paper supplies and other administrative expenses, and secures data while making it easy to monitor.

Streamline communication and processes

Many digital workflow automation systems integrate communication tools like emails, Slack, Microsoft Teams, and more. This helps handle repetitive tasks by ensuring information flows seamlessly across an organization’s departments.

For instance, it automatically assigns and distributes tasks to appropriate team members and sends real-time notifications when tasks are assigned, completed, or need attention. This ensures each task is executed without manual intervention while eliminating delays and confusion regarding duties.

Improve compliance

Digital workflow automation sets a standard for procedures across your company by providing a clear record of activities. This ensures employees perform tasks according to predefined guidelines, industry standards, and regulations.

Reduce stress and burnout

According to the Deloitte Global 2022 survey, 43% of Millennials and 44% of Gen Z employees have recently left a job due to burnout. Intense workloads are one cause of stress and burnout among employees.

However, an intelligent workflow automation system reduces the time and energy spent on tedious tasks. When employees know they have software to handle large volumes of work, they’ll feel less stressed and more motivated to work. Ultimately, this creates a positive work environment that encourages employees to stay productive and loyal, thus reducing attrition rates.

Read next: How to Use Data to Better Understand Attrition and Retention

Improve collaboration and resource allocation

Digital workflow automation tools often include features such as easy communication and feedback, collaborative editing, document sharing, and project management. This helps team members efficiently access and monitor projects, work together, and update one another on assigned tasks all in one place.

Setting Up a Digital Workflow Automation System

1. Identify processes to automate

Not every task requires automation. Some can run efficiently without the risk of human error. Hence, it’s crucial to identify the activities that require this investment. The general rule of thumb is to automate repetitive, error-prone, cost-extensive, and simple tasks that can be made more productive. This may include onboarding process, customer inquiry responses, and invoice processing.

2. Choose a workflow automation tool that works for you

Research and pick a digital workflow automation tool that fits your business needs. When choosing, consider cost, user-friendliness, seamless integration, security, capacity, and other vital factors.

Depending on your needs, there are different automation tools to choose from. As an HR manager, your best bet is HR software. These tools help streamline workflows, improve efficiency, and optimize the employee lifecycle, from recruitment to retirement.

Learn more: HR Automation: Your Guide to Functions, Benefits, and Implementation

3. Design your workflows

For a smooth experience, create a visual representation or a detailed report of your workflow process that defines tasks and the series of steps from start to finish.

This report helps employees easily understand and implement the workflow while showing what will be automated and the expected results. They also serve as a guide to spot automation errors and a blueprint for future automation needs.

For example, create a map or flowchart for employee onboarding, indicating specific steps such as document submission, scheduling meetings, and granting app access.

4. Implement and test thoroughly

Test your automated workflow to ensure the result meets expectations and fix any bottlenecks, data breaches, or other issues that can impede a smooth process.

For example, test the onboarding process with dummy data to ensure all steps are correct and necessary information disseminated.

Once everything is good to go, introduce the tool to your team. Provide relevant training so employees can better understand the steps and are confident enough to execute them.

5. Monitor and refine your system

Once your digital workflow automation is up and running, monitor and optimize the process regularly. This is to ensure the workflow automation remains accurate, efficient, and productive. From time to time, check for bugs, assess completion times, and identify areas of improvement through employee feedback.

10 Workflow Automation Examples For HR Teams

Document workflow

HR teams often work with numerous documents, from offer letters to employment contracts. This paperwork requires signing and safe storage. Some of them include:

Contract approvals

A digital workflow streamlines the entire process from contract creation to final approval. First, identify who needs to review and approve the contracts. Then, use the appropriate software that facilitates digital signatures and automates notifications and reminders for involved parties.

Onboarding paperwork

Use automated workflows to allow new hires to complete and sign paperwork electronically. This ensures a consistent employee onboarding process, thus reducing stress.

Expense report processing

The expense report workflow process typically involves submission, review, approval, reimbursement, and record-keeping. Use automation to make it easier for employees to submit, monitor, and analyze expenses. This tool should be easy to use and integrate with existing accounting and payroll systems.

HR workflow automation

Automated job posting and candidate screening

Automated recruitment workflows often begin with posting job openings on LinkedIn, Indeed, and Glassdoor. Then, collect applicants’ information and screen resumes via an applicant tracking system (ATS). The workflow should then send automated emails to inform candidates about their application status, including online assessments if necessary.

Once the candidate is screened and hired, it should then transition into the onboarding workflow as per above.

Read more: Which Employee Onboarding Software is Right for Your Team?

Leave request and approval

Every employee will request paid time off at your company. An HR workflow automation system makes the request and approval process easier.

The tool replaces the monotonous email exchanges traditionally required for leave requests. It also centralizes data for easy access and integrates with the team’s calendar to reflect an employee’s absence.

Performance review reminders

HR software allows you to create employee evaluation questionnaires, which employees and managers can fill out and submit digitally at their convenience. It also sends reminders to employees to complete their self-evaluation and document results. This helps review performance effectively without micromanaging your team.

Payroll processing

HR teams can automate payroll processing by using software that collects employee timesheet data, calculates wages alongside taxes, and generates payslips in compliance with labor laws. These tools also help track organizational changes, new hires, resignations, employee promotions, and inform relevant stakeholders about necessary changes.

Employee satisfaction surveys

Determine the areas to measure employee satisfaction. It could be overall job satisfaction, company culture, work environment, leadership, or employee financial wellness.

Use a survey tool to create a questionnaire and send invitations via email or internal communication platforms. Determine how often employees will receive this survey and schedule distribution and reminders.

Time and attendance tracking

HR intelligent workflow automation shuns paper timesheets and manual entries and adopts mobile apps where employees clock in and out. This digital workflow automation system also reports work hours including overtime and minimizes the risk of inaccurate attendance tracking. Ultimately, it promotes a fair and reliable timekeeping system.

Benefits enrollment

Use automation tools to configure benefits, determine eligibility benefits, and enable employee self-service. They typically import employee data from existing HRIS, send timely notifications on the enrolment processes to employees, and allow employees to review and choose benefits.

Also, these tools seamlessly integrate data from payroll systems, so when employees select their benefits, the system automatically deducts contributions to ensure compliance and eliminate errors.

Benefits of Using an HR Workflow Automation Software

HR software offers these perks to every organization:

Data-driven insights

Automation saves time that would have been spent collecting data from different sources. It spots trends and areas of improvement, and helps you make informed decisions in a couple of clicks. It allows HR teams to gain real-time insights into the workforce, see how decisions affect business outputs and adjust accordingly.

For instance, you can gather, organize, and analyze data from various tools within one unified system. It also creates automated reports you can easily share with team leads and managers for strategic decision-making.

Enhanced employee engagement

Using automation software means employees are freed from performing mundane, repetitive tasks. This seamless, convenient, and user-friendly experience empowers employees to be on top of their tasks with little or no input from HR teams. It keeps employees engaged and boosts job satisfaction.

Relevant reading: 20 Strategic Employee Engagement Survey Questions

Reduced risks and improved compliance

Automation ensures your company complies with employment laws and tax regulations. How? It provides access to accurate employee benefits, creates contracts compliant with local regulations, and offers proper documentation and recordkeeping. All these work together to avoid breaking labor laws, which can hamper business growth.

Simplify Workflow Automation with Omni

Omni frees HR teams from administrative cycles by offering workflow automation for the entire end-to-end employee lifecycle — from recruitment and onboarding to employee engagement and payroll — allowing you to redirect your time to strategic work that drives business growth.

With a full suite of modules to support every aspect of your business, Omni’s platform offers an intuitive and fully customizable platform that integrates with your team’s favorite tools for a seamless and timely adoption.

Book a demo with our team today!

With the exponential growth of SMEs in Asia Pacific, the region is expected to witness the highest adoption of business process automation software and HR workflows. According to Future Market Insights, that’s four times from 2023 to 2033. In India, the growth rate is even higher, at five times in the same period.

As a business leader, you want to keep up with business trends and facilitate your HR workflow. Understanding areas where you can implement automated HR workflows or automation software systems can streamline your processes and reduce administrative costs. Here’s everything you need to know to set up your HR workflow.

Why should you implement automated HR workflows?

HR automation is the use of automation software systems to automate repetitive HR tasks that require little to no manual input. But why invest in an automation software system when your employees can do the HR processes manually?

Automated HR workflows are time-efficient, economical, more accurate, and compliant with labor laws in your region. It also provides data and insights that inform your business decisions and enhance your employees’ overall work experience. Also, when you relieve your HR team of these tedious tasks, they have more time to work on strategies that matter.

10 HR Workflows Examples

Choosing the right, efficient operations to automate is important so that you can reap the benefits of your automation software system. Here are some examples to consider:

1. Job postings

Part of the recruitment process that may require automated HR workflows is posting job ads. You can automate job posting to career websites, social media platforms, and multiple job boards, such as LinkedIn, Glassdoor, and Indeed.

Use an automation software system that integrates with the websites of your choice to automatically post your job ads, promote the ad on your social media pages, and target the most relevant job boards and applicants.

This way, you can maximize exposure and have a bigger and better pool to choose from. Automated HR workflows such as these optimize your hiring process, which means you can run fewer hiring cycles and save on recruitment costs.

Relevant reading: How to Define Your Employee’s Job Scope (With a Template!)

2. Employee onboarding or offboarding

One of the most automated and complex HR workflows is employee onboarding. With a multi-step workflow, you can add an employee to your Human Resources Information System (HRIS), and an organization email account will be created automatically for them.

The first few emails they receive will include the onboarding material. Think of it as a starter pack for joining, including a welcome message, employee handbook, necessary company policies, and contact details for senior staff.

The automaton software system can also collect e-signed forms, generate official documents, deliver devices to them without IT support, manage your employee data in one place, update it automatically, assign their onboarding schedule, send notifications to your new hires, set up payroll and benefits, and give them access to employee portals.

Read next: The HR Guide to a Successful Onboarding Process

As for the offboarding process, it all starts with an employee’s leave notice. The company can choose to retain the employee by counter offering.

Otherwise, the automated HR workflows will kickstart to revoke access to portals and tools, schedule exit interviews, prepare exit documents regulating equipment returns with checklists of the requested items, updating employee information, and sending surveys to former employees to ask for feedback.

3. Leave request and approval process

Leave management is one of the best automated HR workflows, as it prevents missing leave request emails and disrupting operations.

For example, the automation software system can check an employee’s leave balance whilst abiding by the company policies to ensure there is minimum available workforce for each department. Once that is done, it can send automatic notifications to an employee’s manager for approval or rejection.

4. Leave tracking

With the right automation software system, you can record employee paid leaves for payroll circulation automatically and classify them according to the type of leave, such as sick leave and maternity leave. Then, the platform calculates and updates your employees’ remaining paid time off. Additionally, it consolidates all this information for easy access.

5. Performance review process

Consider automated HR workflows for the performance review process. This can be done simply by creating custom performance review questions for employees and managers to fill out. Then, you can set the automation software system up to send the company-wide surveys on set dates, thus establishing a regular review cycle.

After that, the analytics and statistics feature in the automation software system can supply you with the data necessary to establish or refine your HR strategies. Additionally, the program will store past performance reviews, which enables you to track employee progress easily.

Accordingly, you can issue raises and bonuses, take disciplinary action, or terminate your employees’ agreements. Either way, the decision will be bias-free because the tracked employee performance data from your automated HR workflows gives you a great reference point.

See how Omni took Mothership’s performance review management to the next level!

6. Employee recognition

Picture this: your managers and employees log into your employee recognition app to send a virtual clap to their employee or colleague for the effort they put into their latest team project. This form of employee recognition helps foster a positive company culture that every organization strives for.

You can do so by implementing an automated reward system (ARS). This software rewards employees for their achievements and milestones based on defined criteria. Think bonuses, days off, public accolades, e-gift cards, and experiential gifts.

An ARS integrates with the HR software you already have to track your employees’ performance, identify rewardable achievements, and issue a personalized reward. For instance, you can send employees gifts on their work anniversaries to promote company loyalty.

7. Reporting expenses

Reporting expenses can benefit from automated HR workflows, leaving a positive impact on your employees. These include employee wages, office expenses, legal and professional services, insurance and tax expenses, and meals.

When you digitalize the expense reporting process, your employees can upload documents within an employee self-service portal from their end. Then, the software will notify the relevant manager to approve or reject the expense.

You can also use an integration platform to create an account for new hires automatically on the expense reporting software or app.

8. Payroll inquiries

One of the automated HR workflows you need is payroll inquiries because there’s less room for error, and employees get paid the correct amounts promptly. You can outsource it or integrate your HR system with the payroll system.

With such automated HR workflows, handling payroll inquiries about withholding amounts, time-offs, pay rates, and accumulation rates becomes a piece of cake. You can easily keep track of these payments, and the automation software system will withhold any necessary amounts for tax purposes.

9. Time and attendance tracking

When you have automated HR workflows for time and attendance tracking, you avoid missing or delays in approving or rejecting a leave request via Slack or email. Instead, you get automated sheets with real-time updates.

Even better, an automation software system with attendance tracking can be especially helpful for remote and hybrid teams, supporting team-wide visibility into who’s working at any given time. This way, employees can take their well-deserved time off without impacting business operations.

Additionally, a time-tracking automation software system allows you to track how many hours your team has worked per week. To illustrate, you can log your employees’ work hours manually or automatically and track attendance and absence.

Your HR personnel can benefit from the data and insights generated by these automated HR workflows. They can calculate the company’s absenteeism rate and notice alarming trends, such as when employees are taking too many or too little days off.

With these insights in hand, they can schedule meetings with such employees to find out the underlying cause. Then, they can take mitigating and actionable steps to optimize team productivity and labor costs.

10. Getting HR documents signed

As mentioned earlier, you can create automated HR workflows for signing forms. Using an automation software system for this makes processes like onboarding less stressful for new hires and the HR team, requires little to no physical paperwork, and accommodates hybrid or remote working models.

An automation software system can send new hires the relevant HR documents (such as employee handbook, offer letter, confidentiality agreements, and employment contracts) and request their digital signatures.

Then, the platform automatically collects e-signed forms, generates HR documents in PDF format, and stores them automatically within your HR management system.

Leveraging HR Workflows for Strategic Advantage

HR tasks shouldn’t feel daunting. Omni automates admin work, freeing up HR professionals to focus on more strategic tasks.

Save time and improve accuracy with streamlined information and document collection. With our employee self-service portals, you can get employees to upload and input their employee data directly in Omni. Say goodbye to manual entry and error prone data!

Book a demo with our team now to learn how Omni’s automated HR workflows can help take your business processes to the next level.

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