Menu

Get a Quote

  • This field is for validation purposes and should be left unchanged.

Glossary

סינריון פתרונות תוכנה

Absence is an employee’s basic right not to show up at work for reasons covered by law. In most cases the employee is entitled to receive full or partial wages for reasons such as annual leave, holidays, work-related accidents, etc.

Reporting reasons for absences within the framework of ongoing attendance / absence management ensures accurate payroll calculations and accurate updating of the employee’s absence entitlement balances, and eliminates the need for retroactive reporting.

Learn more about the Absence Management System.

Learn more about the Attendance System

סינריון פתרונות תוכנה

Absence from work is a basic employee right enshrined in labor laws and subject to the rules therein. If employee absences are not managed correctly, they can cause operational and economic damage to the organization as well as risks rising from non-compliance with the law.
Proper planning and management of employee absences allows supervisors and department heads to maintain a balance between employee requests and eligibility for absence and the operational needs of the organization.
Absence management  is part of the employee time and attendance management. Advanced attendance systems help manage all types of absences. Self-service systems enable online communication between employees and supervisors about issues related to the planned absence requests and their approval/rejection by the supervisor.

 

Learn more about the Absence Management System.

סינריון פתרונות תוכנה

Access Control refers to hardware and software systems for monitoring the entry and the exit of workers and visitors at the entrance points of the organization’s premises and sites, where access is allowed only to authorize personnel.

These Access Control System tracks employee entries and exits,  and transfer the data to the Time & Attendance system. In addition,the Access Monitoring System is used for security and the prevention of unauthorized entry to sites /protected areas.

The options  for access control are proximity readers, magnetic cards, biometric clocks, and more.

Learn more  about Access Control

סינריון פתרונות תוכנה

Activity-based costing, or labor costing, refers to the labor distribution and job allocation for a specific task. Often difficult to track, a workforce management solution can collect, analyze and monitor this data allowing for continuous monitoring of labor costs and maintaining budget goals.

Learn more about Labor Costing.

סינריון פתרונות תוכנה

The traditional definition of attendance refers to the time an employee is present at the workplace. A broader definition refers to the employee time devoted to work, whether physically at the workplace or at an off-site location (meetings outside the office, working from home in accordance with flexible working arrangements, etc.).

There are different arrangements for determining employee attendance: fixed schedules, flexitime, shifts, overtime, time on call.

There are various means for reporting attendance, allowing measurement of the employee’s attendance time, such as time clocks, access control, biometric readers, phone-based attendance reporting, Smartphone Apps. and more.

The data is collected by the Attendance system which analyzes and calculates the working hours, absences, overtime, etc., according to the employee’s employment agreement, collective agreements, and the labor laws, and transfers the data to the payroll system, to determine the employee’s entitlement to payment of wages.

In most organizations there are several models of employment agreements, such as fixed schedules, a global agreement, flexitime, etc. These require a computerized system to provide an accurate calculation of hours of attendance for all models.

Employers are obligated to specify the number of hours worked in the pay stub of each employee.

An employer who does not indicate the number of hours an employee worked in the pay stub, or indicates a number of hours that is not accurate, could find himself exposed to disputes by the employee.

Learn more about the Attendance System

Learn more about Access Control

Learn more about the Smartphone App

Learn more about the Phone-Based Attendance Reporting

סינריון פתרונות תוכנה

Collection of data tracking employees working time and attendance, and its transfer to the Attendance system, are intended to determine the employee’s entitlement to payment of wages in accordance with his employment contract, collective agreements, and labor laws.

There are various options for data collection and reporting time and attendance data such as:

  • time clock
  • access control
  • biometric readers
  • online attendance reporting
  • Smartphone/phone-based attendance reporting.

Learn more about Access Control

Learn more about Smartphone / Phone-based Attendance Reporting

Learn more about the Attendance System

סינריון פתרונות תוכנה

Attendance software is a computer system that analyzes and calculates attendance, absences, overtime, etc., according to the employee’s employment agreement, collective agreements, and the labor laws.

It is able to integrate and transfer the data to the payroll system in order to determine the employee’s entitlement to payment.

In most organizations there are several methods of employee scheduling and time attendance such as fixed schedules, global agreements, flexitime, etc., that require an Attendance system capable of accurate calculation of attendance hours.

Employers who do not specify the number of hours worked by the employee in their pay stub, or who specify an inaccurate number of hours are exposed to disputes by the employee.

Learn more about the Attendance System

סינריון פתרונות תוכנה

The Attendance system, also known as the Time & Attendance system, is a software system that collects data on the attendance of every employee in the organization, analyzes and calculates the hours worked, absences, overtime, etc., according to the worker’s employment agreement, collective agreements and labor regulations. This data is then transferred to the Payroll system to determine the employee’s entitlement to payment of wages.

In most organizations there are several models of agreement, such as fixed schedules, global agreement, flexitime, etc. These require a computerized system to provide an accurate calculation of the hours of employee time and attendance for all models.

Employers are obligated to specify the number of hours worked in the pay stub of each employee.

An employer who does not indicate the number of hours an employee worked in the pay stub, or indicates a number of hours that is not accurate, could find himself exposed to disputes by the employee.

Learn more about the Attendance System

סינריון פתרונות תוכנה

Biometrics is a technology that recognizes a specific feature on an individual to confirm the person’s identity. Starting with simple fingerprint identification, the technology has advanced and branched out to: Face recognition, hand/palm geometry reading, voice recognition, and retina scanning. It can provide an organization with a variety of workforce analytics including but not limited to determining pay amount, identifying late check in times, monitoring absences, etc.

Learn more about Access Control

Learn more about Biometric Readers

 

סינריון פתרונות תוכנה

Buddy punching is when an employee punches the time clock on behalf of another employee, who is leaving early, arriving late, absent from work or not scheduled for work that day.

This is a time and attendance issue that allows employees to get paid for time in which they are not on the job, and is the basis for payroll fraud or time theft. Studies show that buddy punching can account for up to 5% of total payroll costs, which can costs companies thousands or even millions of lost dollars per year.

סינריון פתרונות תוכנה

Business Intelligence (BI) is a field of information technology that uses a computerized system to analyze data accumulated in the organization. Business intelligence tools allow for improved understanding of business issues, identifying trends and detecting problematic points in order to make informed management decisions.

 

סינריון פתרונות תוכנה

Career development looks at how individuals manage their careers within and between organizations and, how organizations build the career progress of their employees. In many organizations the career development is a part of succession planning process.

Learn more about the Career and Succession Planning system

סינריון פתרונות תוכנה

A collective agreement is an agreement formulated in accordance with the law regulating collective agreements. The agreement can take place between an employer and a workers’ organization representing all or part of its employees. The agreement can be between an employers’ association that brings together employers in a given sector and operates according to a charter applicable to all members of the association. Collective agreements can address issues such as working conditions, labor relations, rights and obligations of the parties to the agreement, and more.

סינריון פתרונות תוכנה

Collective settlement is a collective definition of working conditions, which, unlike the collective agreement, is not formulated in accordance with the law regulating collective agreements.

סינריון פתרונות תוכנה

Compensation is a monetary or other consideration given to the employee in return for a job or service provided. This consideration can be given as wages, commissions, bonuses, possibilities for self-development, promotion, and more.

Learn more about Compensation Management System

סינריון פתרונות תוכנה

Compensation management is a policy, implemented in conjunction with specialized software, designed to help an organization to attract, reward and retain the right people and reduce employee turnover.
Compensation management software allows HR and management to build a flexible and transparent competitive approach, easy to compare against industry benchmarks, base on salary, bonuses, incentive schemes and company benefits.

 

Learn more about Compensation Management System

סינריון פתרונות תוכנה

Worker employed through an employment agency, but in practice his work is carried out on the location of another employer who manages the employee.

סינריון פתרונות תוכנה

Vital position that serves the main mission of the organization and are involved in central processes that are essential for the functioning of the organization.

סינריון פתרונות תוכנה

The term refers to positions that if vacant over time, or if staffed by unqualified employees, are liable to cause significant damage to the functioning of the organization.

סינריון פתרונות תוכנה

Indexing is an automatic mechanism in the Employee Recruitment system, which scans the resumes of applicants in order to identify keywords and expressions that match the job requirements.

The process is performed for the initial screening of the CVs. Next, the candidates pool is analyzed to determine the degree of an applicant’s suitability for the job based on the number of common expressions between the requirements and the applicant’s resume, and their relative weighting.

Learn more about the Recruitment System

סינריון פתרונות תוכנה

Diversity refers to similarities and differences among employees in terms of age, cultural background, ethnicity, gender, physical abilities / qualities, race, sexual orientation, educational background, geographic location, income, marital status, and more.

In the context of the workplace, valuing diversity means creating a workplace that respects and includes differences, recognizing the unique contributions that individuals with many types of differences can make, and creating a work environment that maximizes the potential of all employees.

סינריון פתרונות תוכנה

An employee is a paid worker who has an employer-employee relationship with his employer.

Because of the many other models of employment, at times the definition of employer-employee relationship is expanded beyond the customary.

Among other models commonly used are:

  • Temporary worker: Worker employed for a short time as a substitute or as part of a limited project. His/her working model can be that of a salaried employee with a short-term agreement or some other model that does not create an employer-employee relationship.
    Contract worker – Worker employed through an employment agency, but in practice his work is carried out on the location of another employer who manages the employee.
  • Self-employed: Employee who earns a living without being employed by an employer. The self-employed worker sends an invoice to his employer for his work.
  • Outsourcing: Performing a portion of the activities of the company / organization using the employees of a third-party provider who manages its employees. The relationship between the company and the provider is long-term, and payment is usually based on the hours worked by employees of the provider in the service of the company.
  • Subcontractor: Performing a portion of the activities of the company / organization using the employees of a third-party vendor who manages its employees. The relationship between the company and the vendor is for a specific project, time frame, and price.
סינריון פתרונות תוכנה

An employee/ labor agreement is a binding agreement between an employee and employer, creating employer-employee relations. This agreement defines the rights and obligations of the employee within the framework of the workplace and specifies working conditions specific to a job.

סינריון פתרונות תוכנה

Engaged employees are ones who is fully involved in, and enthusiastic about their work, and thus will act in a way that promote their organization’s interests.

Employee Engagement is a measurable degree of an employee’s positive or negative emotional attachment to their job, colleagues and organization, that influences their willingness to learn and perform at work. Thus engagement is distinctively different from employee satisfaction, motivation and organizational culture.

Studies show correlation between employee engagement and desirable business outcomes such as retention of talent, customer service, individual performance, team performance, business unit productivity, and even enterprise-level financial performance.

סינריון פתרונות תוכנה

Please see Performance Appraisal

סינריון פתרונות תוכנה

A file that contains all the information about the employee that the employer has accumulated. The information can contain documents and data from the period of the employee’s recruitment, such as the CV, interview summaries, evaluations, the employment agreement; and data collected over the years of employment with the organization, such as performance reviews, training, promotions, and more. Computerized HR systems help manage the employee file, but potions of it must still be stored as printed, physical documents. The employee has a right to access the entire content of the file.

Learn more about Core HR

סינריון פתרונות תוכנה

Recruitment is the process of staffing an open position by hiring a new employee.
The process is part of the employee lifecycle of in an organization; it includes:

  • Compiling a profile for a suitable candidate – defining required professional knowledge, education, skills and competencies, etc.
  • Setup of a search for candidates – how to publicize the hiring: advertising on job sites, social networks, placement agencies, referrals, etc.
  • Advertising and search – advertising with effective recruitment sources
  • Candidate selection –initial screening of potential candidates, interviews, assessments, etc.
  • Recruitment and onboarding – negotiations with the suitable candidates, the signing of an employment contract, followed by the onboarding process – administration, employee training, and more.

 

Learn more about the Recruitment System

סינריון פתרונות תוכנה

Employee training and development also known as human resource development, and learning and development, is a process aimed at improving the performance of individuals and groups of workers.
Training and development includes three separate, yet interrelated, activities:

  • Training – focused upon, and evaluated against, the job that an individual currently holds.
  • Education – focuses upon the job that an individual may potentially hold in the future, and is evaluated against it.
  • Development – focuses upon the activities that the organization or the employee is part of, may partake in the future, and is almost impossible to evaluate.

The right learning plan aligns training and development programs to individual needs, corporate objectives and available budgets and resources.
Learn more about the Learning System

סינריון פתרונות תוכנה

Employee-employer relationships determine the rights and obligations of employees and employers, in accordance with the written contract or the nature of the relationship created between them in practice. Employee rights and obligations are defined by the law that determines what happens when the relations between the parties are terminated.

סינריון פתרונות תוכנה

Employee lifecycle is divided into four main stages: planning to recruit an employee, recruitment, retention, and termination of employment.

Each of these stages consists of several sub-stages:

 

Planning to recruit:

  • Defining the need – identification of demand that cannot be met within the existing human resources of the organization
  • Analyzing the requirement – determining the knowledge, experience, skills and competencies needed to meet the requirement
  • Defining the position  – determining how the position fits into the organizational structure
  • Updating the registry of line positions –setting a budgetary framework for the position

 

Hiring:

  • Compiling the profile of a possible candidate – defining the areas of required professional knowledge, education, skills and competencies, etc.
  • Determining the method for searching for and locating of candidates – publicizing the requirement: advertising on recruitment sites, social networks, placement agencies, referrals, etc.
  • Advertising and searching – advertising with effective recruitment resources
  • Selecting candidates – initial screening of potential candidates, interviews, assessments, etc.
  • Recruitment and onboarding – negotiations with the appropriate candidate and signing of employment agreement, followed by onboarding – administration, employee training, etc.

 

Employee retention and talent management:

  • Onboarding follow-up – employee training upon and setting measures for various landmarks in the onboarding process (after a month, after 3 months, etc.)
  • Performance management – employee performance evaluation that takes place periodically, using a questionnaire, based on which opportunities for promotion, compensation, required training, etc. are considered.
  • Learning management – building of the annual training program for the organization: defining training needs by positions / departments; choosing a training solution based on internal organizational or external training; defining training resources: trainers, classrooms, etc.
  • Internal mobility and promotion – identifying employees whom the organization wants to retain and promote, and identifying the need of the organization for the position that the new hire is to fill. At the same time,  determining who will replace the employee after he is promoted (career and succession planning).
    Similarly, it should be determined which employees are least deserving of promotion in order to initiate a process of improvement of these employees.
  • Retention, compensation, and wages – checking whether the employee’s working conditions should improve.

 

Termination of employment:

  • Termination of employer-employee relations because of retirement / resignation / dismissal – proper management of this step significantly reduces the chances of crisis situations that may develop: identification of employee dissatisfaction, preparation, communicating job termination to other employees in the organization, etc.
  • Assessing the validity of the need – whether a replacement is needed, whether it is possible to divide the responsibility inherent in the position between employees of the organization, whether the job requirement will have to be modified, etc.
    There are cross references between and within employee lifecycle stages.

 

Learn more about the Recruitment System

Learn more about the Talent Management System

Learn more about the Performance Management System

Learn more about the Learning Management System

Learn more about the Compensation Management System

Learn more about Career and Succession Planning System

סינריון פתרונות תוכנה

Employee self-service (ESS) is a secured web-based system that provides employees with access to their personal information, their payroll details, attendance, absence and work schedules. Often the ESS and MSS (Manager Self Service) enable employees send request for vacation/absence to their manager for consideration and approval / rejection.

As such, the ESS/MSS reduce administrative work, prevent errors due to manual data entry and eliminates unnecessary paperwork.

Moreover, a new generation of ESS/MSS is designed to empower employees and managers to take more responsibility for their jobs and development: employee appraisals, objective settings, performance management, learning, career planning, analytics and more.

 

Learn more about Self Service system

סינריון פתרונות תוכנה

Fixed schedules are a permanent framework that specifies the employee’s attendance hours on the job and does not allow flexibility. The employee’s arrival after time specified as the beginning of the workday is considered tardiness and may be deducted from his/hers wages. Leaving work before the end of the workday can also be deducted from his wages, as can be leaving during the workday. Early arrival at work usually does not grant the employee extra pay.

סינריון פתרונות תוכנה

Work arrangement that allows the employee to determine his working time within the general framework of his employment agreement. This arrangement allows flexibility in choosing the hours for starting and ending the workday, which is possible when the employee can perform his job independently of colleagues / resources / factors external to the organization (such as customers) that are not available during his working hours.
In many cases, a core time is set, e.g., 10:00 to 15:00, during which all employees of the organization must be present. Flexibility applies to the start and end time outside this framework. At times flexibility is possible also in the choice of the place of work, for example providing the option to work from home.

סינריון פתרונות תוכנה

Flexitour refers to a work arrangement whereby the employee is given the possibility to choose the time of starting the workday. After this time has been agreed upon, it becomes mandatory. This arrangement is more flexible than fixed schedules, but less flexible than flexitime.

סינריון פתרונות תוכנה

Global overtime wages are a fixed component of the wages designed to compensate employees for overtime regardless of the actual hours worked. Various labor laws require employers to pay employees for overtime performed. Exceptions to this rule are employees in management or fiduciary positions.

סינריון פתרונות תוכנה

Human capital theory is an economic theory that deals with the labor market.

The premise of the human capital theory is that a person’s work is a capital that can change its value over time in different ways for different employees, based on changes occurring in the employee’s qualities, skills, and competencies.

Human capital theory represents the development of neo-classic economy of the late 1950s and of the 1960s associated with several of U.S. economists, most prominent among them Gary Becker and G. Schultz.

Human capital is defined as the total of the employee’s competencies, whether natural (age, gender, etc.) or acquired (education, physical fitness, etc.). According to this theory, the labor market consists of positions (and not of working hours) whose value is determined, among others, by the human capital of the position holder. This method allows measuring the value of different employees and classifying them based on the degree of benefit they can contribute to a certain organization over time.

In practice, referring to human capital makes it possible to express functionally the general competencies of an employee and make them an integral part of the technical factors (structure, technology, information, capital, etc.) of the organization.

This is a new and inclusive approach to existing issues. Unlike the traditional psychological approach, this is a business approach to human resources management. HCM (Human Capital Management) refers to an employee as a resource like any other resource in the organization, and a business approach is needed (in addition to other approaches) to make the most of it. This field is currently part of business administration and complements the traditional psychological approach to HR.

In various instances, HCM is described in the literature as the next step in the development of HR, referred also as HR 2.0. In practice, the innovation is in the combination of the two fields that were, until recently, separate: Human Resources (HR), which dealt with the human aspect of the employee, and workforce management (WFM), which related to the employee as a resource of the organization.

According to this conception, the employer’s investment in employee development increases the value of human capital, as well as the value of the entire organization. Therefore, the employer should examine this investment from the point of view of its ROI (return on investment): degree of investment in employee skill development vs. the contribution of this investment to the organization.

Together with HCM, the term Human Assets Management (HAM) is also used, with the same intention, but the term HCM is more widely accepted on the market.

Learn more about Human Capital Management Solutions

סינריון פתרונות תוכנה

Human resource management is the function that carries out the organization’s management policies in the social-organizational area, in coordination with the other departments, in order to achieve the organization’s business objectives in the best way, while maintaining basic values, the labor laws, and the organizational culture.

Human resource management is responsible among others for employee recruitment, onboarding, human resource development, benefits and compensation, welfare, and organizational culture.

סינריון פתרונות תוכנה

The term describes the employee as a part of the resources of an organization, or of a specific sector, or even of a country.
The term was coined around 1960, and it combines the functional business approach that views employees as part of the organization’s resources, similar to raw materials, equipment, capital, etc. (therefore there should be a match between the resources and the productivity of the organization), and the perception derived from the behavioral sciences that views employees as individuals.

Therefore, human resources management deals with the management of employment in the organization, according to the perception of an employee as part of the resources available to the organization to achieve its objectives.

סינריון פתרונות תוכנה

An incentive is one of the components of compensation, by means of payment or equivalent benefits, which is contingent upon performance of the employee and/or the employees, and it is related to employee accomplishments, productivity, and output.

An incentive plan is a pre-defined agreement between the employer and the employee or group of employees, that specifies what, is being measured, how the measurement is performed, and what is the compensation. The plan has motivational characteristics intended to influence such employee behavior as regular attendance and such accomplishments as profit sharing by means of bonuses and stock options.

Learn more about the Compensation Management System

סינריון פתרונות תוכנה

Internal mobility is the movement of employees from one job to another either vertically or laterally within an organizational structure.
Such movements may take place between positions in specific areas, departments, divisions, or locations.

סינריון פתרונות תוכנה

Definition of a certain type of occupation (e.g., Secretary) and a description of the skills required to engage in this occupation (e.g., command of Office applications, scheduling of meetings, etc.).

סינריון פתרונות תוכנה

Description of the position the organization wants to fill, including all the necessary job qualifications, skills, and competencies of the candidate, work conditions, and wages.

סינריון פתרונות תוכנה

The term refers to employees who have knowledge and experience that are critical to the operation of the organization for being the only ones in the organization with the specific knowledge and experience that are essential in the present time.

סינריון פתרונות תוכנה

Labor agreement / employment agreement / personal work contract is a binding agreement between employee and employer, creating employer-employee relations, that defines the rights and obligations of the employee within the framework of the workplace and specifies working conditions.
In many cases, working conditions are in accordance with collective agreements and/or collective settlements. In cases of collective labor agreements, a personal labor agreement / contract aims at defining the assignment of the employee within this framework. At workplaces that are not subject to collective agreements / arrangements, a personal contract defines the working conditions.
Personal contracts can be signed for a limited time period, for the duration of a specific project, or until the employer-employee relations are terminated.

סינריון פתרונות תוכנה

Labor costing, or activity-based costing refers to the labor distribution and job allocation for a specific task. Often difficult to track, a workforce management solution can collect, analyze and monitor this data allowing for continuous monitoring of labor costs and maintaining budget goals.

Learn more about Labor Costing System

סינריון פתרונות תוכנה

Labor regulations is intended to regulate labor relations, employment conditions, work and rest hours, and related conditions such as vacation, sick leave, severance pay, and issues related to the Wage Protection law, such as salary payment date and the amount of the minimum wage.

Part of the labor regulations deals with the rights and obligations of an individual employee and is designed to ensure minimal rights and working conditions. The other part is the legislation regulating collective work relations between labor unions and the employer / employers’ union.

 

Learn more about the Alerts System

סינריון פתרונות תוכנה

Learning management process aligns learning programs to individual needs, corporate objectives, career development and succession plans and available budgets and resources.

It manages organization’s learning, training and development processes, from analyzing internal learning needs and training requirements through to course and learning scheduling.

The process includes three main phases:

  • Identifying the employee’s missing skills and competencies
  • Defining the training and development means to close these gaps
  • Measuring the outcomes of the process and the improvement.

Learn more about the Learning System

סינריון פתרונות תוכנה

The term “manpower” refers to all workers employed by a specific employer. In this context, different terminology is used regarding workers in various organizations: personnel, human resources, human capital. Use of a particular term sometimes indicates how the organization views its employees and points to the various developments that took place in the field over the years.

סינריון פתרונות תוכנה

After CV indexing, the employee recruitment solution performs the process of matching to determine the degree to which the applicant matches the job requirements based on the number of common expressions in the CV and job requirements, and their relative weight.

Learn more about the Recruitment System

סינריון פתרונות תוכנה

In human resources, multi source feedback also known as 360-degree feedback, multi-rater feedback, or multi source assessment, is feedback about the performance of an employee that comes from members of an employee’s immediate work circle. In most cases, 360 degree feedback will include self-evaluation and direct feedback from an employee’s subordinates, peers, supervisor(s) and even feedback from external sources, such as customers and suppliers.

It may be contrasted with “traditional performance appraisal” where the employees are most often reviewed only by their managers, which is sometimes considered as a less objective process.

Learn more about the Performance Management systems

סינריון פתרונות תוכנה

Online attendance reporting enables reporting working time and attendance from anywhere using a web-based system. These systems are also known as ESS-Employee Self-Service / MSS – Manager Self-Service. They are based on authorization mechanism that defines the activities and views for different users.

Online attendance reporting systems allow remote reporting of working hours and start/end of task by an employee, submitting requests for absence and receiving approval / rejection from a supervisor, receiving attendance reports, and more.

Learn more about ESS/MSS

 

סינריון פתרונות תוכנה

The organizational chart provides a visual expression of the organizational structure and displays the various organizational units, their hierarchy, and the connections between them.

סינריון פתרונות תוכנה

Organizational structure is the hierarchical arrangement of lines of authority, communications, rights and duties of an organization. It determines how the roles and responsibilities are assigned, controlled, and coordinated, and how information flows between the different levels of management.

The structure depends on the organization’s objectives and strategy. In a centralized structure, the top layer of management has most of the decision making power and has tight control over departments and divisions. In a decentralized structure, the decision making power is distributed and the departments and divisions may have different degrees of independence.

סינריון פתרונות תוכנה

Outsourcing refers to carrying out a portion of the activities of the company / organization by employees of a third-party provider and under its management. The company and the provider have a long-term contract, and payment is usually based on hours worked by the provider’s employees working in the service of the company.

סינריון פתרונות תוכנה

Overtime hours are working hours that exceed the regular framework of a workday or work week. Deviation from this framework enables the employer to meet deadlines and cope with temporary overload of work. The employee is entitled to compensation for overtime, according to which the hourly wage for first two hours of overtime each day is at least 125% of the regular hourly wage. Working time beyond that is compensated with at least 150% of the regular hourly wage.

סינריון פתרונות תוכנה

The pay stub is a report given by the employer to the employee together with payment, listing the payments, withholdings, contributions, working hours, vacation and sick leave balances, and more.

סינריון פתרונות תוכנה

Payroll is the company’s list of payments it must make every week or every month to its employees.

סינריון פתרונות תוכנה

Calculation of the employee payroll, including withholdings and contributions. Data specifying the entitlement of the employee to payment is transferred from the Time and Attendance System to the Payroll System.

סינריון פתרונות תוכנה

The payroll system receives data from the Attendance System that specify the employee’s right to receive payment, and it calculates the payment due to the employee, the withholdings, and the contributions.

 

סינריון פתרונות תוכנה

A performance appraisal / performance review / performance evaluation / employee appraisal is a method by which the job performance of an employee is evaluated. It is a systematic and periodic process that assesses an individual employee’s job performance and productivity in relation to certain pre-established criteria and organizational objectives. Other aspects of individual employees are considered as well, such as accomplishments, potential for future improvement, strengths and weaknesses, etc.

A performance appraisal is typically conducted annually as part of career development process.

Usually, the employee’s supervisor (and frequently, a more senior manager) is responsible for evaluating the employee, although some companies conduct a 360 degree feedback process. A private conference is often scheduled to discuss the evaluation.

A performance appraisal is often included in performance management systems. It helps the subordinate answer two key questions; first, “What are your expectations of me?” second, “How am I doing to meet your expectations?”

Learn more about the Performance Management Systems

סינריון פתרונות תוכנה

Performance management is a process that manages and aligns the organization’s resources in order to achieve highest possible performance. As such it determines to a large extent the success or failure of the organization.

The main objective of the process is to improve performance, initially at the level of the individual employee, and ultimately at the level of the organization. It also serves as a basis for employment decisions such as promotions, terminations, transfers, personal development, succession planning and compensations and rewards.

 

Learn more about Performance Management System

סינריון פתרונות תוכנה

Phone-based attendance reporting allows reporting working time, attendance, and tasks performed by the field workers and employees in distributed sites, using a mobile or a landline phone.

This option enables employee identification, including voice recognition and employee’s location, without the need for any infrastructure or dedicated hardware.

Learn more about phone-based attendance reporting

Learn more about the Smartphone App.

סינריון פתרונות תוכנה

A position is a framework defining the essence of the work – the total activity that a certain employee filling the position is required to perform, conditions, and wages.

The position is a derivative of a job and it is adapted to the context of the organizational unit with which it is associated. For example, the job of a secretary may have two positions: secretary of the CEO and secretary of the customer service department. These positions require different skills: the CEO’s secretary may be required to have command of additional languages at native speaker level.
The position is usually filled by a certain employee, although a position may be filled by two part-time employees who share the job.

סינריון פתרונות תוכנה

Productivity is a measure that describes improvement and increased efficiency within the organization.

This index reflects the ratio between the value of production (total output multiplied by sale price) and the cost of employee wages. Wage costs include the total cost of the various payments made by the organization to employees (workers’ wages, social benefits). Production value is calculated the same way as the productivity index, and the only input is the cost of the workers’ wages. Labor productivity expresses the monetary value obtained in terms of output for every $1 paid by the organization in wages. For example, the meaning of a labor productivity of 1.5 is that the value of output produced by workers is 50% higher than the cost of wages.

סינריון פתרונות תוכנה

A promotion is the advancement of an employee’s rank or position in an organizational hierarchy. Promotion may be an employee’s reward for high performance, i.e., positive appraisal.

Before a company promotes an employee to a particular position it ensures that the person is able to handle the added responsibilities and has the relevant skills and competencies. A promotion can involve advancement in terms of designation, salary and benefits.

סינריון פתרונות תוכנה

The recruitment process refers to the practice of staffing an open or newly created position through the hiring of a new employee. Although this can be done through a variety of methods, an employee recruitment solution enables job management, capture of applicant resumes from various channels, creation of an applicant pool and bi-directional matching between applicant and job requirement to identify candidates most suitable for the organization’s needs.

Learn more about the Recruitment System

סינריון פתרונות תוכנה

Employee recruitment software is a computerized system that allows management of the employee recruitment process. The process begins with job requirement management, collecting CVs of applicants, creating a pool of candidates, and bi-directional matching between applicant data and job requirements for sorting and screening the candidates best suited for of the organization’s needs. The process continues with automatic follow-up and documentation of the stages of the recruitment process: scheduling of interviews, summaries of professional interviews, results of evaluations, and more.

Advanced systems allow transfer of the data accumulated about the candidate to the personal file at the time of the candidate’s onboarding.

Learn more about the Recruitment System

סינריון פתרונות תוכנה

The term refers to venues for locating candidates in the process of employee recruitment, such as internal recruitment of company employees or the applicant pool that accumulated over time, advertising on recruitment sites, placement agencies, social networks, referrals, etc.

Learn more about the Recruitment System

סינריון פתרונות תוכנה

Employee retention refers to the ability of an organization to retain its highly performing employees and decrease their turnover, thereby decrease recruitment and training costs and loss of talent and organizational knowledge.

Retention can be represented by merely statistic (for example, a retention rate of 90% usually indicates that an organization kept 90% of its employees in a given period). However, many organizations perceive employee retention as their plans and activities to retain highly performing employees (talents) in the workforce. In this sense, retention becomes the strategy rather than the outcome.

סינריון פתרונות תוכנה

Retroactive reporting is the updating of attendance / absence of an employee data after the payment of wages for the purpose of adjusting the calculation and updating the balance of absence entitlement.
This is required in cases when absence from work is considered by the payroll department as absence that requires withholdings from wages, whereas in practice the employee is entitled to payment.

Attendance software that allows retroactive updates guarantees that there is full correspondence between the employee’s attendance and absence data and the calculation of the payment to which the employee is entitled.

סינריון פתרונות תוכנה

Salary is the total of all financial benefits and compensations that have monetary value given to monthly and “white collar” employees for their work.

The accepted term for the compensation of daily workers or those working by the hour is wages.

סינריון פתרונות תוכנה

Scheduling refers to planning the assignment of employees to shifts in a way that ensures adequate work coverage, according to functions, to prevent over- and under-staffing situations. Employee scheduling should be carried out in accordance with labor laws, employment agreements, constraints, and employee preferences. The process must be controlled in order to address unplanned events such as absence of employees due to illness, etc.

Scheduling is a process managed daily in business sectors such as retail chains, healthcare services, manufacturing plants, and more. It is usually built by human resource managers, department managers, or professional managers.

Medium and large organizations in particular use computerized systems to manage schedules optimally, in a way that balances correctly the needs of the organization with those of employees, subject to laws and agreements.

Learn more about the Scheduling System

סינריון פתרונות תוכנה

The employee recruitment process contains two screening stages:

First – the initial screening of resumes received, to determine the suitability of the candidate in view of job requirements. Computerized recruitment systems allow such screening based on an automatic indexing mechanism that scans the resumes of applicants in order to identify the keywords and expressions that match the job requirements. This is followed by matching – the process that determines the degree of the applicant’s suitability for the job based on the number of common expressions between the resume and the job requirements, and their relative weight.

Second – screening of candidates in various stages of recruitment through interviews and professional and personal tests by recruiters, Human Resources managers, and professional managers.

Learn more about the Recruitment System

סינריון פתרונות תוכנה

The amount of time a person is employed in the current workplace. Seniority affects the employee’s working conditions such as number of days of annual vacation, the right to severance upon dismissal / retirement and amount thereof, and more.

סינריון פתרונות תוכנה

Shift is a work arrangement characteristic of organizations that work 24/7, such as emergency services, hospitals, retailers, hotels, etc., or organizations that wish to take advantage of their productive resources by operation during longer hours, even if not for the entire 24 hours of the day.

The start and end times of each shift are defined in the work agreement, but assignment to shifts changes and is determined according to scheduling based on operational needs.

Shifts are subject to labor laws and collective arrangements that specify the maximum number of night and weekend shifts per month, rest periods between shifts, etc.

Learn more about the Scheduling System

סינריון פתרונות תוכנה

Employee’s absence from work due to illness, for which the employee is entitled to full payment of sick leave pay as defined by law, his personal employment contract, or the collective agreement that applies to the employee. The absence must be backed by a medical certificate.

Learn more about the Absence Management System

סינריון פתרונות תוכנה

Filling an employee position in an organization.

סינריון פתרונות תוכנה

Stand-by refers to the time beyond regular attendance hours when the employee does not have to be present at work but must be available to the employer in case of need, for consultation or at the workplace.

This arrangement is most common in emergency services such as medical services, fire fighting, police, etc., to allow for preparedness in emergency situations without the need for exceeding the number of employees required for a regular shift.

It is customary to pay the employee at a special rate, lower than the tariff for a regular working hour, for hours that the employee is on call.

When preparing the data for the payroll calculation, the Time & Attendance system takes into account both the actual attendance hours and the hours on call.

Learn more about the Time and Attendance System

סינריון פתרונות תוכנה

Succession planning is a process aimed for identifying and developing organization’s employees with the potential to fill key / leadership positions. Succession planning increases the availability of talented, experienced and capable employees that are prepared to assume these roles as they become available.

Studies indicate that clear objectives are critical for effective succession planning:

  • Identify employees with the potential to assume greater responsibility in the organization
  • Provide critical development experiences to those that can move into key roles
  • Engage the leadership in supporting the development of high-potential leaders
  • Build a database that can be used to make better staffing decisions for key jobs
  • Improve employee commitment and retention
  • Meet the career development expectations of existing employees.

Learn more about the Career and Succession Planning system

סינריון פתרונות תוכנה

Talent development process is becoming more popular as companies are moving from the traditional training and development processes.

Talent development is reserved for the top management/talent pool and includes processes such as training, career development, career management, and training and development. Talent development refers to an organization’s ability to align strategic training and career opportunities for employees.

Learn more about the Learning Management System

סינריון פתרונות תוכנה

Tardiness is an arrival of the employee to the workplace later than the starting working hour according to the fixed work time or flexible work time arrangement/agreement.

In such cases, the employer may compensate for the delay by withholding from the employee’s wages. Sometimes the employer may allow a short delay (of up to 10 minutes), which does not result in reduced wages.

In the Time and Attendance system, tardiness is considered to be a type of absence because of its effect on the employee’s entitlement to the payment of wages.

Learn more about the Time and Attendance System

Learn more about Absence Management System

סינריון פתרונות תוכנה

Temporary manpower refers to all temporary employees available to the employer, who are employed for a short time to substitute for another employee in a position or to carry out a project.

סינריון פתרונות תוכנה

Worker employed for a short time as a substitute or as part of a limited project. His working model can be that of a salaried employee with a short-term agreement or some other model that does not create an employer-employee relationship.

סינריון פתרונות תוכנה

Termination of employment refers to the termination of employer-employee relations in various circumstances: resignation, dismissal, retirement, expiration of time-limited employment contracts, the bankruptcy of the employer / liquidation of the corporation, or force majeure circumstances.

סינריון פתרונות תוכנה

Time and attendance software is a workforce management solution that seeks to automate, regulate and centralize the process of workforce management. Time and attendance systems provide core functionality and accurate monitoring of workforce management solutions by giving the ability to better monitor and control working hours, leaves and absences, absence planning and employee pay rules.

Learn more about the Time and Attendance System.

סינריון פתרונות תוכנה

The time clock is a device used to record the time of entry and exit of the employee at the place of work, and serves to register his attendance.

One common means for registering attendance is by means of the electronic clock operated by a magnetic badge.

Other common methods used also for security needs are various means of access control and biometric clocks that allow identification of the employee.

Field workers or employees who work in distributed sites can report on the start / finish of their work, as well as the time they devoted to various tasks, by phone (landline or mobile)/Smartphone or by means of online attendance reporting (employee self service).

The collected working hours of the employee are transferred to the Attendance System, which analyzes them in accordance with the employment agreement of each employee, or in accordance with the collective agreements and labor laws, and prepares the data for payroll calculation.

Learn more about Access Control

Learn more about the phone / Smartphone reporting system

Learn mor about the Online Attendance Reporting / Self-Service

Learn more about the Time and Attendance System

סינריון פתרונות תוכנה

Vacation allowance refers to the allotted amount of time/vacation days an employee is entitled to be absent from work, for which the employee is still entitled to full payment of wages. Depending on the employment / collective agreement, a variety of variable can affect this, including seniority and vacation carryover.

סינריון פתרונות תוכנה

Employee’s absence from work due to annual or forced vacation, for which the employee is entitled to full payment of wages and which fully preserves his rights as an employee.

סינריון פתרונות תוכנה

Ranking of salary payments to employees in a certain organization based on position, rank, seniority, collective agreements, and more.

סינריון פתרונות תוכנה

Wages is the term for the payment given to a daily / hourly / “blue collar” employee in return for work performed. This is different from the term salary, which commonly used for monthly employees or “white collar” employees.

Wages consist of direct wages (payment awarded to the employee for actual work) and of indirect wages, which include benefits, fringe benefits, and more.

סינריון פתרונות תוכנה

Workday refers to the number of hours for a hired employee, defined according to the provisions of Hours of Work and Rest Law, or according to collective agreements. Working time beyond the working day is considered overtime.

סינריון פתרונות תוכנה

The term referring to all potential employees (employed or unemployed) in a particular sector / country. See also manpower.

סינריון פתרונות תוכנה

Workforce Management (WFM) represents the business approach to the workforce in the organization as opposed to the social-psychological approach to human resource management. WFM solutions are focused on the optimal management of the workforce so that its contribution to the organization is the best it can be. The field addresses employee-task assignment, proper workload planning, and analysis of the results in order to make the most of the human resources.

The field of WFM includes topics such as:

  • Time and Attendance
  • Absence Management
  • Scheduling
  • Labor Costing

Learn more about workforce management

Learn more about the Time and Attendance system

Learn mor about the Absence Managment system

Learn more about the Scheduling system

Learn more about the Labor Costing system

סינריון פתרונות תוכנה

Workforce Management software automates, regulates and centralizes the process of workforce management. Workforce Management software automatically manages time and attendance, scheduling, absence management, labor costing and data collection against organizational goals and budget requirements.

Learn more about Workforce Management Software

סינריון פתרונות תוכנה

The term refers to the hours during which the employee performs the work. There are regular frameworks that specify the working hours that the employee must attend and for which the employer will pay:

  • Fixed schedules: A fixed framework that specifies the start and the end of the workday.
  • Flexitime that allows the employee to determine his own working hours subject to the general framework specified in his employment agreement.
  • Shifts: the start and end times of each shift are specified in the employment agreement, but assignment to a shift changes and is determined by the work schedule, based on operational needs.
  • Overtime: working hours that exceed the regular framework of a workday or work week.
  • Time on call (standby): Hours that exceed the employee’s regular attendance hours, during which the employee need not be present at the work site but must be available for consultation or to report to work if, need be.

רגע לפני שאתם הולכים

הכירו את Synerion 100

חבילה משולבת לחשבות שכר ופתרונות ניהול משאבי אנוש ונוכחות, לחברות עד 100 עובדים