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Taking a long leave from work can be both exciting and daunting. Whether you’re planning a well-deserved vacation, dealing with a family emergency, or simply taking a sabbatical, the process of preparing for an extended absence requires careful planning and organization. In this article, we will walk you through the steps to effectively prepare for a long leave, ensuring a smooth transition and peace of mind while you’re away.

1. Assess the Necessity of Your Leave

Before you embark on preparing for a long leave, it’s essential to evaluate why you need it critically. Is it for rest, a family event, or a pressing personal matter? Knowing the purpose behind your leave will help you make better decisions throughout the process. It is a critical step in ensuring your time off is well-planned and justified.

Just before requesting leave, consider its impact on your work, colleagues, and projects. Is it essential, or can it be rescheduled? Thoughtful assessment helps maintain productivity and team harmony, ensuring that your absence won’t disrupt essential operations. Make sure your leave serves a legitimate purpose and that you’ve explored alternative solutions, demonstrating your commitment to responsible time management and teamwork.

2. Notify Your Employer and Team

Once you’ve determined the need for a long leave, the next step is to communicate this to your employer and team. Be open and honest about the duration and reasons for your leave. Early notification allows your employer to plan accordingly, reducing any last-minute stress. Notifying your employer and team is a crucial part of the leave process. Keep them informed well in advance, providing clear details about your absence, duration, and reasons. 

This proactive approach allows for proper planning, workload redistribution, and ensures a smooth workflow during your absence. Effective communication fosters understanding and demonstrates professionalism, helping your team and employer manage the situation efficiently.

3. Delegate Responsibilities

In your absence, someone needs to cover your work responsibilities. Delegate tasks to your colleagues or team members, and make sure they have the necessary information and resources to fulfill these duties effectively. Identify key tasks and projects that require attention during your absence and assign them to capable colleagues. Effective delegation ensures that work continues to progress smoothly and that your team can handle any urgent matters that may arise. Providing clear instructions and support to those taking on your responsibilities is vital to maintain productivity and minimize disruptions. It shows your commitment to teamwork and responsible time management.

4. Prepare a Detailed Handover Document

A comprehensive handover document is your key to a smooth leave. Preparing a detailed handover document is crucial before taking leave. This document should comprehensively outline your ongoing tasks, projects, and any critical information your colleagues may need during your absence. Include clear instructions, deadlines, and contact details for any urgent issues. 

A well-prepared handover ensures a smooth transition, minimizes disruptions, and empowers your team to manage your responsibilities effectively. It reflects your commitment to a seamless workflow and responsible teamwork, helping everyone involved to stay on track in your absence.

5. Set Up an Out-of-Office Message

Before you go, configure a professional out-of-office message on your email and other communication platforms. Let people know when you’ll be back and provide an alternative contact in case of urgency. Setting up an out-of-office message is a practical step before going on leave. This auto-reply email informs senders that you are away, and it provides essential details like your return date and an alternative contact person if necessary. 

A well-crafted message should be concise, professional, and convey that you are temporarily unavailable while assuring senders that their messages will be addressed upon your return. This simple yet effective tool helps manage expectations, reduce stress, and maintain professional communication during your absence.

6. Emergency Preparedness

Identify potential emergencies and create contingency plans:

• Assess possible scenarios that could arise during your absence, such as project setbacks, technical issues, or unexpected challenges.
• Develop detailed contingency plans for each identified emergency, outlining specific steps and solutions.
• Consider involving key team members in brainstorming and refining these plans to ensure comprehensive coverage.

Share emergency contact information with relevant parties:

• Compile a list of essential contacts, including team members, clients, and stakeholders.
• Clearly communicate this list to relevant parties, ensuring everyone knows who to contact in case of an emergency.
• Include alternative contacts in case the primary ones are unavailable, providing a hierarchy for reaching out.

Make arrangements for someone to handle urgent matters in your absence:

• Designate a responsible colleague or team member to act as your point of contact during the leave.
• Clearly communicate the responsibilities and decision-making authority granted to this person.
• Ensure the designated contact is well-informed about ongoing projects, deadlines, and any specific requirements related to your role.

By proactively identifying potential emergencies, sharing crucial contact information, and designating a capable point of contact, you can significantly enhance your emergency preparedness for a long leave. This proactive approach helps minimize disruptions and ensures a smoother transition during unforeseen circumstances.

7. Health and Wellness Check

Prior to taking leave, conducting a health and wellness check is essential. Schedule any necessary medical appointments to address health concerns and refill prescriptions to ensure you have an adequate supply during your absence. Assess your overall well-being and make any adjustments to your diet, exercise, and sleep routines to maintain good health during your leave. This proactive approach will help you enjoy your time off while ensuring that you’re physically and mentally prepared to return to your responsibilities feeling refreshed and revitalized.

8. Reacclimatize to Work Upon Your Return

Your return to work is just as crucial as your leave preparation. Reacclimatizing to work upon your return is crucial for a smooth transition back into your professional responsibilities. Take some time to review any notes or emails you missed during your leave. Meet with colleagues to catch up on project updates and discuss any changes or developments in your absence. Ease into your workload gradually, prioritizing tasks and setting realistic expectations. By taking these steps, you can minimize stress, ensure a seamless return to work, and maintain productivity as you readjust to your professional routine.

In conclusion, preparing for an extended vacation involves careful planning, communication, and organization. By following these steps and addressing the key considerations, you can ensure a stress-free and enjoyable leave while maintaining a smooth reintegration into your work life upon your return. Remember, a well-prepared extended vacation is an opportunity to recharge and come back even more productive and refreshed.

FAQs (Frequently Asked Questions)

How long in advance should I notify my employer about my long leave?

It’s advisable to inform your employer at least one to three months in advance to give them ample time to plan for your absence.

What should I include in my handover document?

Your handover document should cover project details, contact information, deadlines, and any specific instructions for your colleagues.

How can I ensure my home is secure while I’m away?

Lock all doors and windows, set up security systems if possible, and consider asking a trusted neighbor or friend to keep an eye on your property.

What is the ideal length for a long leave?

The ideal length for a long leave depends on your personal circumstances and the purpose of your leave. It can range from a few weeks to several months.

How can I make the transition back to work smoother?

Schedule a transition day upon your return to catch up on emails and tasks and gradually ease back into your work routine.

With a secure, scalable, user-friendly platform, BrioHR covers the entire employee journey from recruitment to onboarding, payroll and claims, to performance and analytics, and more.

This enables business owners and HR teams to truly focus on what matters most – people.

Visit briohr.com and get a free demo now.

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We will explore the art of creating a better onboarding experience for all involved. If you’re starting a new job or welcoming a new team member, you’ve experienced the process of onboarding. It’s more than just paperwork and protocols; it’s the beginning of a journey in a new environment. We’ll dive into the onboarding experience, offering insights, tips, and practical advice. By the time you finish reading, you’ll be equipped with the knowledge to foster a more effective onboarding process that leaves a lasting impact.

1. What is Onboarding?

Onboarding is the process of integrating new employees into an organization. It goes beyond orientation and encompasses the steps taken to help new hires become productive and engaged team members. Effective onboarding should facilitate a smooth transition for the employee while aligning them with the company’s mission, vision, and values.

2. Why Does Onboarding Matter?

Effective onboarding matters for several reasons. First and foremost, it sets the tone for the employee’s journey within the organization. A well-structured onboarding process ensures that employees have the tools, knowledge, and confidence to excel in their roles. It also helps in retaining top talent, as employees who have a positive attitude are more likely to stay with the company. Things to include:

• Retention: Effective onboarding significantly contributes to employee retention. When employees have a positive experience, they are more likely to stay with the company for the long term. This not only saves on recruitment costs but also ensures a stable and experienced workforce.

• Productivity: Onboarding equips employees with the necessary tools and knowledge to do their job effectively. When done right, it accelerates the learning curve, enabling new hires to become productive members of the team sooner.

• Cultural Integration: Onboarding is a prime opportunity to introduce new employees to the company’s culture, values, and mission. Understanding these aspects early on helps employees align with the organization’s goals and feel more connected to their work.

• Engagement: An engaging onboarding process keeps employees interested and motivated. It fosters a sense of belonging and commitment, which, in turn, leads to better job performance.

• Compliance and Safety: Onboarding ensures that new employees are aware of company policies, safety procedures, and legal requirements. This is essential for the well-being of both employees and the organization.

• Communication: Onboarding encourages open lines of communication. It provides a platform for new employees to ask questions, seek clarification, and voice their concerns. This establishes a culture of transparency and trust from the start.

• Adaptation: Change can be challenging. Onboarding helps employees adapt to their new environment, reducing anxiety and stress associated with a new job. It’s an essential step in helping them feel comfortable and confident.

3. The Onboarding Experience: A Step-by-Step Guide

Preparing for Day One

The process should start before the employee’s first day. Ensure that all necessary paperwork is completed and the employee’s workstation is set up. This way, they can dive into work from day one without being bogged down by administrative tasks.

First Impressions

The first day is crucial. Make the employee feel welcomed and valued. Assign a buddy or mentor to help them navigate the office, introduce them to colleagues, and provide a sense of belonging. First impressions have a lasting impact.

Training and Skill Development

Provide comprehensive training that equips employees with the skills and knowledge required for their roles. This should include job-specific training but also broader training on company policies and procedures.

Company Culture and Values

Introduce employees to the company’s culture and values. Explain the mission, vision, and goals. Employees who understand the bigger picture are more likely to be engaged and committed.

4. Personalizing the Onboarding Experience

One of the key principles in modern onboarding is the recognition that one size does not fit all. Every new employee is a unique individual with different needs, skills, and goals. To create a truly effective experience in onboarding, personalization is essential. Here’s how to go about it:

• Assess Individual Needs: Begin by understanding the unique requirements of each new employee. What are their strengths, weaknesses, and prior experiences? What are their career goals and aspirations? This information will be the foundation for personalization.

• Customized Training: Tailor the training program to the specific needs of the employee. If they possess certain skills or experiences, skip redundant training. Instead, focus on what’s new or crucial for their role.

• Mentorship and Guidance: Assign a mentor or buddy who can provide one-on-one support. This mentor should understand the individual’s background and goals and be able to guide them through the nuances of the company.

• Flexible Timeline: Recognize that not everyone learns at the same pace. Allow flexibility in the onboarding timeline to accommodate different learning speeds. Some employees may grasp concepts quickly, while others might need more time.

• Job Role Flexibility: In some cases, the job role itself can be adapted to suit the skills and interests of the new employee. Personalizing their role can lead to better job satisfaction and performance.

5. The Role of Technology in Onboarding

Leverage technology to streamline and enhance the onboarding process. Use digital platforms for paperwork, training modules, and communication. Technology can save time, reduce errors, and create a more engaging experience.

6. Measuring Onboarding Success

To gauge the effectiveness of your onboarding process, establish clear key performance indicators (KPIs). These could include retention rates, time to productivity, and employee satisfaction surveys. Regularly evaluate and refine the onboarding process based on the results.

7. Common Onboarding Mistakes to Avoid

Effective onboarding is crucial for the success of both new employees and the organization. However, several common mistakes can hinder this process. To ensure a seamless experience, here are the pitfalls you should steer clear of:

• Rushing the Process: One of the most common mistakes is rushing through the onboarding process. It’s essential to give new employees adequate time to acclimate to their roles and the company culture. Forcing them to absorb too much information too quickly can be overwhelming and counterproductive.

• Information Overload: Bombarding new hires with an excessive amount of information in a short span can lead to confusion and stress. It’s important to strike a balance between providing essential information and overwhelming them with details.

• Neglecting Feedback: Failing to gather feedback from new employees about their experience in onboarding is a missed opportunity for improvement. Regularly seeking input can help refine the process and address any issues or concerns promptly.

• Isolation: Leaving new employees to fend for themselves can lead to feelings of isolation. Assigning a buddy or mentor to guide them through the initial days can significantly enhance their sense of belonging.

• Lack of Personalization: One-size-fits-all onboarding doesn’t work. Neglecting to tailor the process to the individual needs, skills, and background of the new employee can make them feel like just another cog in the machine. Personalization creates a sense of uniqueness and belonging.

• Ignoring Compliance and Safety: Failing to provide information on company policies, safety procedures, and legal compliance is a serious oversight. This information is crucial for the well-being of both employees and the organization.

• Inadequate Training: Incomplete or insufficient training can leave employees ill-equipped to handle their roles. Comprehensive training, including job-specific and general company training, is essential for their success.

• Poor Communication: Ineffective communication can lead to misunderstandings and confusion. Ensure that lines of communication are open and employees feel comfortable asking questions or seeking clarification.

8. Onboarding for Remote Teams

In the digital age, remote work is becoming increasingly common. Onboarding remote employees presents unique challenges. Effective communication, technology, and a sense of inclusion are key elements for success in this scenario.

9. The Importance of Ongoing Support

Onboarding isn’t limited to the first few weeks. Offering ongoing support and mentorship ensures that employees continue to grow and adapt within the organization. Regular check-ins, training updates, and opportunities for career advancement are vital.

In conclusion, It’s a critical phase in an employee’s journey with an organization. It’s the foundation upon which their success and satisfaction are built. By following the steps outlined in this article, you can create a better experience that not only attracts top talent but also retains and nurtures it.

Frequently Asked Questions(FAQs)

1. What is the ideal duration for onboarding?

The duration of onboarding can vary depending on the complexity of the role and the organization. However, a standard onboarding process often spans several weeks to a few months to ensure that employees are fully integrated and productive.

2. How can I make the onboarding experience more engaging for new employees?

Focus on personalization, interactivity, and clear communication to be more engaged. Tailor the process to individual needs, incorporate hands-on activities, and maintain open lines of communication throughout.

3. What role does HR play in the onboarding process?

Human Resources (HR) plays a central role in onboarding. They handle administrative tasks, coordinate training, and facilitate the integration of new employees into the organization. HR ensures that the onboarding process is efficient and compliant with company policies.

4. How can onboarding benefit the company in the long run?

Effective onboarding benefits the company by reducing turnover, increasing employee satisfaction, and enhancing productivity. It fosters a sense of loyalty and commitment among employees, leading to long-term success and growth.

5. Can onboarding be adapted for different types of organizations, such as nonprofits or startups?

Absolutely! Onboarding principles can be adapted to suit the specific needs and culture of different organizations, including nonprofits and startups. The key is to align the process with the organization’s goals and values while meeting the needs of new employees.

Onboarding, the critical process of integrating new employees into an organization, can be seamlessly managed with Briohr. This innovative HR software simplifies the entire onboarding journey, from paperwork and document management to training and orientation. With Briohr, HR professionals can efficiently streamline the onboarding process, ensuring a smooth and efficient experience for both new hires and their employers. It provides a user-friendly platform to centralize information, automate tasks, and enhance communication, ultimately fostering a more productive and engaging onboarding process.

Visit briohr.com for more information about experience in onboar

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In a world full of financial uncertainties, ensuring the well-being of employees is paramount. This article is your comprehensive guide to understanding the key pillars of financial security in the working world: Employees Provident Fund (EPF), Social Security Organization (SOCSO), and the Employment Insurance System (EIS). We’ll break down these essential components in plain, simple language so you can navigate your financial journey with confidence.

1. Employees Provident Fund (EPF): Your Savings Shield

What is EPF?

The Employees Provident Fund, often referred to as EPF, is a compulsory savings scheme designed to help employees secure their financial future. This initiative is regulated by the government, and both employees and employers make monthly contributions to the fund.

How does EPF work?

EPF operates on a simple principle – a portion of your monthly income, typically 11% of your basic salary, is deducted and deposited into a personal EPF account. Over time, this amount grows through investments made by the fund. These savings are designed to provide financial stability during your retirement years.

Benefits of contributing to EPF

Contributing to EPF offers a range of benefits, including:

• Long-term savings for retirement.
• Potential for attractive returns on investments.
• Tax benefits
• Housing and education withdrawals.
• Financial support during emergencies and unforeseen circumstances.

2. Social Security Organization (SOCSO): Protecting You When You Need It

What is SOCSO?

The Social Security Organization, known as SOCSO, is a safety net for employees in Malaysia. It provides financial assistance and support to employees who face work-related accidents or illnesses. SOCSO aims to ensure that you and your loved ones are taken care of during tough times.

Who benefits from SOCSO?

SOCSO benefits all employees, regardless of their job type, industry, or income level. It covers both local and foreign workers, providing them with financial protection in the event of an accident or disability.

How to register for SOCSO?

Registering for SOCSO is typically the responsibility of your employer. They will ensure that your contributions are made, and you are covered by SOCSO. If you are self-employed or a gig worker, you can also register voluntarily to enjoy the benefits.

3. Employment Insurance System (EIS): Safety Net in Uncertain Times

Understanding EIS

The Employment Insurance System (EIS) is a government initiative that provides financial assistance to employees who have lost their jobs. It aims to support individuals during the challenging period of unemployment by offering temporary financial aid.

Eligibility for EIS benefits

To be eligible for EIS benefits, you must have made sufficient contributions to the EIS fund. You also need to meet specific criteria, such as being retrenched or involuntarily separated from your job.

How to make an EIS claim?

Claiming EIS benefits is a straightforward process. You can contact the EIS office, submit your application, and provide the necessary documentation. Once approved, you will receive financial support to help you through the difficult period of unemployment.

4. EPF vs. SOCSO vs. EIS: What Sets Them Apart?

EPF, SOCSO, and EIS are all essential components of financial security, but they serve different purposes. Let’s explore their key differences and similarities.

Key differences and similarities

• EPF focuses on long-term savings for retirement, while SOCSO and EIS provide immediate financial assistance during unexpected events.
• SOCSO primarily covers work-related accidents and illnesses, whereas EIS is dedicated to supporting the unemployed.
• SOCSO and EIS are contributed by both employees and employers for Malaysia. Non Malaysian only Employer for SOCSO. No EIS contribution. 

Which one should you prioritize?

It’s important to note that compliance with all three schemes is legally mandatory in Malaysia, and employees should not prioritize one over the other regarding contributions. Each scheme serves a specific purpose in an employee’s financial well-being, and it’s essential to fulfill all obligations to benefit from these schemes when needed.

5. The Importance of Financial Security

Financial security is a fundamental aspect of a stable and worry-free life. It encompasses the ability to meet daily needs, weather unexpected emergencies, and plan for a comfortable retirement. In Malaysia, three key components – the Employees Provident Fund (EPF), the Social Security Organization (SOCSO), and the Employment Insurance System (EIS) – play a vital role in ensuring financial security.

Why does financial security matter?

Financial security matters because it underpins our ability to lead stable and fulfilling lives. It serves as a buffer against financial stress, allowing us to meet basic needs, handle emergencies, and plan for the future. Without financial security, individuals and families may find themselves vulnerable to economic shocks, unable to retire comfortably, or struggling to access essential healthcare and education. Financial security offers peace of mind, enabling us to focus on our well-being and aspirations rather than constant financial worry.

How does EPF, SOCSO, and EIS contribute?

EPF, SOCSO, and EIS play distinct roles in contributing to your financial security:

• EPF builds your retirement savings.
• SOCSO offers protection in case of work-related accidents or illnesses.
• EIS provides a safety net during periods of unemployment.

6. Planning for Retirement with EPF

Building your retirement nest egg

EPF is a vital tool for building a comfortable retirement fund .The money saved in your EPF account grows over time thanks to investments made by the fund. This creates a substantial nest egg that you can rely on during your retirement years.

Withdrawal options and conditions

EPF allows withdrawals for specific purposes, such as purchasing a home, financing your child’s education, or covering medical expenses. However, there are conditions and restrictions for each type of withdrawal, ensuring that the money is used for its intended purpose.

EPF’s role in long-term financial stability

Your EPF savings are a cornerstone of your long-term financial stability. With consistent contributions and prudent management of your EPF account, you can look forward to a worry-free retirement.

7. Supporting Employees in Times of Need: SOCSO at Work

Medical benefits and coverage

SOCSO offers comprehensive medical benefits, covering the cost of treatment, hospitalization, and rehabilitation for work-related injuries or illnesses. This ensures that employees receive the necessary medical attention without worrying about expenses.

Employment injury and invalidity benefits

In cases of severe work-related injuries that result in disability or loss of earning capacity, SOCSO provides employment injury and invalidity benefits. This financial support helps affected individuals and their families maintain their quality of life.

Rehabilitation programs

SOCSO doesn’t just provide financial support; it also offers rehabilitation programs to help employees recover and return to the workforce. These programs include vocational training, skills development, and job placement assistance.

8. Unforeseen Circumstances: EIS Comes to the Rescue

Types of benefits provided

EIS offers various benefits, such as job search allowances, reduced income allowances, and re-employment placement programs. These benefits are designed to ease the financial burden of unemployment.

EIS during layoffs and retrenchment

EIS is especially valuable during layoffs and retrenchment, as it provides financial assistance when you need it most. It ensures that you can cover your essential expenses while actively seeking new employment opportunities.

Re-employment programs

EIS goes a step further by offering re-employment programs, including job placement services and skills training. This helps unemployed individuals quickly transition into new job opportunities.

9. Contributing to EPF, SOCSO, and EIS: A Wise Investment

How contributions are calculated?

• Employees Provident Fund (EPF):
  • Contributions to EPF are typically a percentage of an employee’s monthly salary.
  • The employee contributes a portion of their salary, usually 11% of their monthly income, while the employer makes a matching contribution of 13%.
  • As per the information, these percentages were the standard rates, but they can vary slightly for specific categories of employees. It’s essential to check for the most up-to-date rates and any changes that might have occurred since then.

• Social Security Organization (SOCSO):
  • SOCSO contributions are calculated based on a fixed percentage of an employee’s monthly salary.
  • According to the information, employees contribute 0.5% of their monthly salary, while employers contribute 1.75%. These percentages may have changed, so it’s important to verify the latest rates.
• Employment Insurance System (EIS):
  • EIS contributions are also calculated based on a percentage of an employee’s monthly income.
  • The information said that employees contributed 0.2% of their monthly salary, while employers contributed 0.2% as well.
  • It’s important to check for any changes in these rates or regulations since my last knowledge update.

Employee and employer responsibilities

Both employees and employers have specific responsibilities regarding these funds. Employers must ensure that contributions are made, and employees need to stay informed about their rights and benefits.

The impact of regular contributions

Regular contributions to EPF, SOCSO, and EIS ensure that these systems function effectively. They also guarantee that you and your fellow employees are protected and supported in times of need.

10. Frequently Asked Questions (FAQs)

1. What happens if my employer doesn’t make EPF, SOCSO, or EIS contributions?

If your employer fails to make these contributions, you have the right to report them to the relevant authorities. Employers are legally obligated to contribute to these funds, and any violations can result in penalties.

2. Can I withdraw my EPF savings before retirement?

Yes, you can withdraw your EPF savings for specific purposes, such as buying a home, paying for education, or covering medical expenses. However, there are conditions and restrictions for each type of withdrawal.

3. What should I do if I lose my job and need EIS benefits?

If you lose your job and require EIS benefits, contact the EIS office and submit your application with the necessary documentation. The process is designed to provide timely support during periods of unemployment.

4. What should I do if I’m injured at work and need SOCSO benefits?

In the event of a work-related injury, report the incident to your employer immediately. They will guide you through the process of seeking medical attention and applying for SOCSO benefits.

5. Can I contribute to EPF, SOCSO, or EIS if I’m self-employed or a freelancer?

Yes, you can voluntarily contribute to SOCSO, and self-employed individuals can also register for EIS. This ensures you enjoy the protection and benefits offered by these systems.

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Does your business still rely on spreadsheets and file folders for human resource management? If so, you are missing out on major benefits! The Malaysian government is actively encouraging companies of all sizes to adopt HR software through its digital economy push. Research shows HR software boosts efficiency, engagement, and compliance. 

This article will explore the advantages of HR solutions and reasons behind the government’s recommendation. By the end, you will understand how HR software can revolutionize your business like it has for others in Malaysia.

Benefits of HR Software

Managing human resources is an essential aspect of any business operation. However, many Malaysian companies still rely on manual processes and legacy systems like spreadsheets or paper records. These outdated methods lead to inefficiency, higher costs, and compliance issues. By implementing a modern HR software solution, businesses can streamline HR, improve the employee experience, and gain a competitive edge.

One major benefit of HR software is cost savings. According to the Malaysian Employers Federation (MEF), companies can reduce HR expenses by up to 20% using HR information systems. Automation and data integration eliminate manual tasks, minimizing labor required for HR administration. Software also helps cut costs by optimizing processes like payroll and benefits management.

Another advantage is improved productivity. HR software centralizes data and provides self-service options for employees and managers. Employees can request leave, submit forms, or update profiles without going through HR staff. Managers have access to dashboards for faster reporting and decision making. Automation and simplified workflows mean HR teams can focus on high-value strategic tasks rather than admin.

HR software also enhances employee engagement and satisfaction. A Deloitte study found that employees in companies using HR software had higher job satisfaction. User-friendly self-service features and strong knowledge management keep employees informed and empowered. Robust analytics provide insights to improve programs and policies.

Finally, HR software helps businesses stay compliant with complex labor regulations in Malaysia. Software automates compliance processes and provides audit trails. Customizable workflows ensure legal requirements are embedded into daily operations. This gives peace of mind and avoids penalties for non-compliance.

Why Malaysian Government is Recommending HR Software

As part of its ongoing efforts to modernize and digitize tax services, coupled with a dedication to enhancing client support, the Inland Revenue Board of Malaysia (HASiL) plans to progressively introduce mandatory electronic services (e-Services) via the MyTax Portal, effective from 1 September 2023.

The Malaysian government actively advocates for HR software adoption through initiatives like the Malaysian Digital Economy Corporation (MDEC). But why is HR technology a focus of the government’s digital transformation push?

Firstly, increasing HR software usage aligns with the national agenda for digitalization and economic development. Malaysia aims to be a high-income digital economy and global tech hub. Widespread technology adoption will strengthen the digital ecosystem.

The government also wants to support SMEs, which make up over 95% of businesses in Malaysia. SMEs often lack resources to digitize operations. HR software makes workforce management more efficient and cost-effective for small teams. Tax incentives are available to further encourage usage.

Research backing HR software’s business benefits influenced the government’s recommendation too. The MEF found 20% HR cost reductions while Deloitte confirmed higher engagement levels in companies with HR systems. The government wants to drive these outcomes across all sectors.

Additionally, HR software aids regulatory compliance, which supports the government’s labor rights and payroll policy objectives. HR technology makes it easier for businesses to track time, maintain records, and produce reports required by law.

The government itself has undergone HR digitalization for public sector workforce management. This demonstrated firsthand how HR software could enhance productivity and strategic capability. The experience provided insights that influence promotion of HR technology to private companies.

HR Software Use in Malaysia

The Malaysian government’s push for HR technology adoption is steadily influencing uptake. Though comprehensive adoption data is lacking, surveys provide insights into the growing usage of HR software among Malaysian businesses.

SME Corporation Malaysia found in 2021 that only 26% of SMEs were using HR information systems, indicating room for growth in HR software implementation. However, more large enterprises have transitioned to HR technology.

According to Nielsen, around 60% of multinational corporations in Malaysia currently use HR software, attracted by the promise of digital transformation. Top global vendors like SAP, Oracle, and Workday are active in the region.

However, homegrown systems like EP Asia’s ePerform also have a strong presence. The made-in-Malaysia software is popular for its localization to Malaysian employment regulations and HR best practices.

Across company sizes, frequently used HR software functions include payroll, leave management, recruitment, employee records, and performance reviews. Modules for learning management and analytics are on the rise as well.

Early adopters of HR technology, like Alliance Bank, have seen a 20% improvement in HR productivity. The bank automated workflows, giving employees and line managers more ownership through self-service portals.

Meanwhile, food manufacturer Ayam Brand transitioned its manual leave application process to online leave management software. The result was 70% faster leave processing and easier absence tracking.

As more Malaysian employers experience benefits like these, HR software adoption will accelerate. The government’s active encouragement through its digital economy agenda should speed up momentum. SMEs, in particular, have room for exponential growth with the help of incentives.

Why BrioHR is the Ideal Choice for Malaysian Businesses

Considering the push for HR software adoption in Malaysia, BrioHR stands out as a top choice:

Comprehensive Features: From payroll to performance management, BrioHR offers an all-in-one solution tailored for Malaysian regulations.

User-Friendly: Over 1000 companies trust BrioHR for its intuitive design, enabling HR to focus on strategic tasks.

Local Expertise: Designed with Malaysian employment practices in mind, BrioHR ensures compliance and efficiency.

With a secure, scalable, user-friendly platform, BrioHR covers the entire employee journey from recruitment to onboarding, payroll and claims, to performance and analytics, and more.

This enables business owners and HR teams to truly focus on what matters most – people.

Visit briohr.com and get a free demo now.

The post Why is the Malaysian Government Recommending Businesses to Use HR Software? appeared first on BrioHR.

Here, we describe 10 of the most popular leave policies that every HR professional and business owner should know. Your organization’s leave policy plays a huge role in attracting and retaining top talent, so keep this in mind when deciding which policies will work best for the business.

Sick Leave

Sick leave is meant for rest and recuperation from injury or disease. Employees who are unwell not only heal faster in the comforts of home; they also prevent infectious diseases from spreading around the office. The latter concern is even more pertinent now given the awareness of the COVID-19 pandemic.

Many jurisdictions have the right to paid sick leave as a key component of their employment laws. In Malaysia, the Employment Act 1955 governs the provision of sick leave.

In Malaysia, the legal entitlement to paid sick leave from work is as follows:

• 14 days per year if employed for 1–2 years,
• 18 days per year if employed for 2–5 years,
• 22 days per year if employed for longer than 5 years.

Hospitalization Leave

Aside from sick leave, there are also provisions for hospitalization leave should the employee need to be admitted into hospital. Under the Employment Act 1955, employees are entitled to 60 days of hospital leave per year.

Note that hospitalization leave is separate from sick leave. An employee will need to be certified by a doctor in order to utilize their hospitalization leave.

When taking into account the legal entitlement to paid sick leave, the total amount of sick leave plus hospitalization leave days is as follows:

• 74 days per year if employed for 1–2 years,
• 78 days per year if employed for 2–5 years,
• 82 days per year if employed for longer than 5 years.

Annual Leave

Like sick leave, rest and paid time off from work is important for employees’ mental wellness, preventing burnout and a loss of productivity. Equally, paid annual leave is also included in many employment laws around the world.

In Malaysia, the legal entitlement to paid time off from work is as follows:

• 8 days per year if employed for 1–2 years,
• 12 days per year if employed for 2–5 years,
• 16 days per year if employed for longer than 5 years.

Maternity Leave

Leave for new mothers is given so they can recover from childbirth and fully focus on caring for the newborn child. In Malaysia, the legal entitlement to maternity leave is 60 days, but a recent amendment to the Employment Act 1955 extends it to 98 days. At the time of publication of this post (23 June 2022), the amendment is not yet in force.

Nevertheless, many private companies do already give maternity leave in excess of the required 60 days for female employees. Maternity leave of 90 days, 120 days, or even 180 days is not uncommon.

Paternity Leave

Unlike maternity leave, paternity leave for new fathers is not mandatory in Malaysia. However, many private companies do give some form of paternity leave for new families to settle down after the birth of a child. These tend to be much shorter than maternity leave – ranging from just three days, or up to 30 days in larger companies.

However, the same amendment to the Employment Act 1955 that extends maternity leave will also introduce seven-day paternity leave for working fathers. At the time of publication of this post (23 June 2022), the amendment is not yet in force.

Emergency Leave

Normally, an application for annual leave is required several days in advance to enable work planning and approvals. However, if this is not possible, emergency leave is meant for employees to take a personal absence from work if they need to handle any private affairs on short notice.

This can be applicable to a variety of scenarios, including caring for sick family members, meeting with a minor accident, or any other unforeseen circumstance that will likely result in an absence from work.

Understandably, employers do not encourage such absences. Thus, they may only limit emergency leave to two or three days per year. Any further absences will likely be unpaid leave or deducted from the employee’s annual leave allocation.

There is no legal entitlement for emergency leave.

Replacement Leave

If an employee is required to work weekends or on public holidays, the company may offer them the option of taking a different day off as a substitute. Such a leave policy is sometimes referred to as “time-off in lieu”.

Such leave is normally offered to employees who are not eligible for overtime pay, as there is no legal entitlement for replacement leave.

However, for staff in Malaysia whose pay is below RM2,000, the provisions of the Employment Act 1955 apply if they are required to work on public holidays. Consequently, employers are obliged to either pay the overtime rate or grant replacement leave.

Compassionate Leave

When an employee loses a loved one in the course of their employment with the company, the company may offer paid time off in the form of compassionate leave.

This gesture allows employees time to grieve and return to work with a clear mind. A normal compassionate leave policy would include three to seven days of leave per year.

There is no legal entitlement for compassionate leave.

Study Leave

Study leave is normally granted when an employee is taking a short course that is regarded as beneficial to the organization. Such leave may also be granted if the employee is taking examinations towards a certification that will upgrade their expertise and/or professionalism in their career.

There is no legal entitlement for study leave.

Volunteer Leave

Taking time off for volunteering is increasingly popular among employees who want to support the community and contribute back to society. At the same time, companies also want to highlight their social values and mission to do good in the world.

With this in mind, more and more companies are including paid leave for employees to do social volunteering projects. Such projects can also be part of the company’s corporate social responsibility agenda to encourage more employees to participate.

There is no legal entitlement for volunteer leave.

Unpaid Leave

For whatever reason, employees may want to take leave even though they may not have enough paid leave days left. Or an employee may want to take an extended sabbatical from work.

In this case, the organization can offer the employee the option to take unpaid leave. Depending on the organization, there is much leeway on how the unpaid leave policy is implemented. Some companies may offer up to six months’ unpaid leave, while others may not even give the option.

There is no legal entitlement for unpaid leave.

Manage Leave the Easy Way with BrioHR

If you’re looking to manage leave policies for your business, BrioHR helps you get started in a fuss-free, user-friendly way. BrioHR’s leave function is mobile-ready so employees can apply for leave wherever they are, and managers can also approve them easily.

BrioHR’s all-in-one, cloud-based solution with nine powerful modules automates repetitive tasks and empowers HR in a user-friendly interface. This enables business owners and HR teams to truly focus on what matters most – people.

Visit briohr.com and get a free demo now.

The post 11 Types of Leave Policies Every HR Person Must Know appeared first on BrioHR.

One of these types of candidates are boomerang employees. Basically, a boomerang employee is someone who previously worked for the company and left, but then gets rehired.

We frequently think that quitting a job is a permanent decision that cannot be reversed. In fact, some organizations have policies against rehiring. However, amidst a historically tight labour market, more and more employers are open to hiring former colleagues.

The boomerang phenomenon is also more common than you think. According to this survey, 15% of employees said they had boomeranged back to a former employer, and nearly 40% said they would consider going back to a company where they previously worked. HR practitioners also use several channels to keep in touch with former colleagues, such as email newsletters and alumni groups.

There are also many reasons why a former employee would wish to return. Perhaps they left to pursue other interests that didn’t work out. Or they had a major life event (parenthood, caregiving duties) and are ready to return to work. Either way, boomerang employees would feel familiar with the company – and in some cases, even gain skills elsewhere to grow in a new role.

But do take note that employees should have left the company recently to be considered a ‘boomerang’. An employee that left more than 10 years ago should be treated as a new hire.

Why Hire a Boomerang Employee

Hiring a boomerang employee can be of mutual benefit to the organization and the employee concerned. Here’s why:

• Companies can save time and money when rehiring boomerang employees. Less time is spent on training and onboarding, and they can reach full productivity sooner.
• Boomerang employees already know the company well. They will be a familiar face to their former managers and teammates, making them a good culture fit.
• The company can benefit from the expertise gained from the employee’s time away.
• Boomerang employees can return to a place where they feel comfortable and rebuild a long-term relationship.
• Rehiring former employees conveys a powerful message to current employees about your business. They are proof that the grass isn’t always greener on the other side, and can further strengthen organizational culture.

Interviewing a Boomerang Employee

If you think it’s a good idea to rehire a boomerang employee, the interview process will be slightly different from that of a completely new hire.

From the interview, you want to ascertain the employee’s intentions for rejoining, as well as their reasons for leaving in the first place. It’s also a good idea to check with their former colleagues to determine if they left on good terms, as well as any performance or behavioural issues to be aware of.

Importantly, during the interview session, you want to encourage boomerang employees to be open and honest about why they left and why they want to return.

Here are some interview questions you should ask prospective rehires:

• Could you tell me why you first left the company?
  • With this, you can gain an insight on the circumstances that led to their departure, and whether they are suitable to be rehired.
• What skills and experiences have you gained since then?
  • Often, the most valuable thing a boomerang employee can give to the company is the skills and experiences they have gained. This is especially helpful if they are applying for a different or higher position than the one they left.
• How has your perspective on the company changed since, and how do you think you can improve?
  • Time away from a relationship gives you the space to reevaluate the good and bad about it. The same goes with an employment relationship. Returnees can give you a unique perspective that you can’t get elsewhere.
• Why are you looking to return? Could you tell us what excites you about this role?
  • This shows their reasons and motivations to boomerang back. From there, you can evaluate if they remain a good fit for the role they are applying for.
• How do you see your future with the company?
  • There’s always the probability that a boomerang employee will bounce straight back out. From here, you can gauge whether they are a flight risk, or whether the factors that led them to quit remain an issue.

Recruit Boomerang Employees with BrioHR

Whether you’re recruiting boomerangs or new hires, BrioHR’s recruitment module enables you to hire faster, better, and smarter.

The built-in applicant tracking system allows faster and more robust hiring decisions, where you can collect and share feedback from candidate screening and interviews, between colleagues and across departments. This way, you can gather feedback on any boomerang employees and their past record with the company.

With 9 powerful modules, BrioHR’s software covers the entire employee journey from recruitment to onboarding, payroll and claims, to performance and analytics, and more.

This enables business owners and HR teams to truly focus on what matters most – people.

Visit briohr.com and get a free demo now.

The post Boomerang Employees: Guide to Interviewing and Hiring appeared first on BrioHR.

But how is such performance measured? In a nutshell, leaders want to see that staff members are achieving predetermined goals, contributing to the team, and using critical thinking techniques to support the smooth running of business operations.

Hence, key performance indicators are used to tracking how well employees are doing at their job. While indicators can vary according to industry, job position, seniority etc, several metrics remain crucial for determining performance.

These three indicators listed below are the core ones that every HR manager should track, no matter the business.

Work Efficiency

Both employers and employees alike value efficiency as a key metric to track performance. Essentially, efficiency is the output of work produced for a given input.

Here is a simple efficiency calculation:

• Find out how many tasks have been finished.
• Measure the number of tasks that were finished over the course of a month.
• Measure the output in relation to the workplace average.
• Measure the output in relation to the industry average.
• Measure the employee’s input, i.e. the amount of hours they work.
• To find the efficiency figure, divide the output by the input.

This value can then be used to compare the efficiency of each employee across the business.

The ability to measure efficiency enables the identification of problem areas. This enables a firm to change how certain tasks are carried out or identify where certain departments are falling short.

However, measuring efficiency can complicated by the nature of work done, especially knowledge work. It is more or less impossible to measure the input and output for complex tasks that need deep thought, and thus would need other metrics to measure performance.

Quality of Work

Employees producing good quality work is crucial, as poor-quality output can result in dissatisfied customers and reputational damage.

The metrics used for measuring quality will depend on the work done, such as QC/QA for manufacturing or net promoter scores (NPS) for customer-facing positions. For other job functions, 360-degree feedback and manager feedback are also another way to capture a snapshot of the employee’s quality of work.

In any case, tracking work quality is important for ensuring that employee output isn’t just about quantity, it’s about quality as well.

Teamwork

Today’s complex problems more than ever require employees to operate as a team. For example, delivering a great customer experience is an effort that requires the whole organization to think as one towards this goal. It starts from the product, down to the point of sale, through to customer support for post-sales follow up if needed – all the while supported by marketing and other functions.

Furthermore, high teamwork indicates a high degree of engagement with the company and with the employee’s work. Consequently, it’s crucial that organizations measure teamwork as a key metric.

Teamwork is not a quantitative metric, but it can be measured using feedback tools. Just like work quality, 360-degree feedback and manager feedback can also be used to assess teamwork. It may be somewhat intangible, but of all qualitative metrics this is the one to measure.

Track the Right Metrics With BrioHR

Maintaining a high-performing team depends on tracking the right metrics. With BrioHR’s performance management module, you can design your own performance management process and collect 360-degree feedback.

BrioHR’s all-in-one, cloud-based solution automates repetitive tasks and empowers HR in a user-friendly interface. With 9 powerful modules, BrioHR’s software covers the entire employee journey from recruitment to onboarding, payroll and claims, to performance and analytics, and more.

This enables business owners and HR teams to truly focus on what matters most – people.

Visit briohr.com and get a free demo now.

The post The Three Key Performance Indicators You Must Track appeared first on BrioHR.