July 29, 2022 · Workplace Policy · (No comments)

Clearly, the way organisations work has changed in the past decade to a shockingly great extent. This drastic change came across as a result of a series of changes. Realising the true value of employees, automating the business functions to save time are the most apparent ones.

To say the least, it was easy earlier to manage the workforce as the employees’ say was overlooked and the policies were rigid. As time passed and the needs of the employees started drawing more and more attention, policies started becoming more and more flexible and employees happier. Hence, as we have now entered a new decade, the future of work starts to look a lot more different in terms of culture and trends. And so, we thought of predicting a few of the workplace trends that we might witness round the year.

Employee wellness-The health of your employees directly impacts the health of your business. If you want to mushroom your business rapidly, you must take care of the health of your workforce. The definition of health is now not just limited to physical health but mental and emotional health as well. Various professional and personal factors influence the health of individuals. This is why it is necessary for you to expand the idea of health benefits to mental health checkups, and therapists.

2020 will be the year for companies to begin their actions in this direction. They will start factoring this as well in thepayroll software in India while configuring the CTC.

Employee experience-The percentage of millennials and Gen Z is increasing in most of the industries. And they want the policies, culture and space to be more and more flexible and comforting. Not only do they prefer to work from home on the days they feel lazy but also want the work desk to be flexible. Nothing should make them feel restricted. Hence, this decade and not just 2020 will become more and more about the employees, their demands, expectations, likings, dislikings and more. All of this would be done with the aim to keep the retention rate high, the attrition rate low and the hiring costs minimal. We can also expect a feature in the HR and payroll software that allows the employees to leave suggestions, and rate company anonymously.

More diversity and inclusion-Upholding values, becoming more and more socially responsible is the key to attracting great employees, making them proud of working with you and making them stick to you. So, the companies in this decade will try to keep the gender ration in check, be more welcoming towards the LGBTQ community and not differentiate amongst people on the basis of age, caste, disability or status.

Another workplace trend that we cannot miss is the rising culture of the gig economy. This economy is inclined more and more towards hiring people as freelancers. This progressively rising economic culture is going to be on the rise in this decade as it will cut a lot of costs for the company and thus help them save a lot of money. For instance, sometimes you may have a requirement for more designers but not always. So, to cope up with times like these, companies will increasingly start leveraging the gig economy. This means that when there is more work, they can avail the services of the freelancer, pay him for the time he has worked. A lot of money and office space of the company is saved this way.

Apart from the aforementioned ones, automation, especially in theHR Software in India and Payroll management software, will continue to make its mark in the decades to come. Moreover, employees will demand more and more work-life balance. So, these were the workplace trends that we see coming in and progressing with time by the end of the decade- Brace yourselves!

April 29, 2022 · Workplace Policy · (No comments)

Starbucks was originated by three coffee lovers, Gordon Bowker (Bowker), Jerry Baldwin (Baldwin), and Zev Siegl (Siegl). It was considered as one of the best companies around the globe. Starbucks is always concerned about its employees. It was one of the few corporations to provide extensive support to both full time workers as well as part time workers. It was always ensured at Starbucks that the workforce is encouraged which will in low employee turnover rate.

Starbucks realized at an early stage that employees play a very important role in the success and in generating sales revenue for the company. Therefore the company took every possible step to facilitate its employees and take good care of them by selecting the right people for the company. It has always showed confidence on its baristas and other staff members to a great extent in creating the ‘Starbucks Experience’ different from its competitors. The ultimate goal of the company was to pay attention on the hiring process. Starbucks hired people with the qualities of flexibility, reliability and the capability to work in a team. Starbucks has chosen the right kind of people and train them with the skills they would entail to perform their jobs proficiently. Starbucks invested significantly in employee training and managing the human resource policies. At Starbucks employees are provided to work in a great environment with dignity and respect for each other.

  • Recruitment and Selection Policy

Starbucks is one of the leading companies of the world, having a magnificent growth rate of 12% quarterly. It hires 200 new employees every single day which is undoubtedly a large number. The procedure of hiring includes selection of the right candidate, interviewing them and also asking them to taste the coffee and allowing them to write notes about it which is definitely appreciated. Starbucks also asks its recruiters and HR managers to send gifts or souvenirs to all the applicants whether they are hired or not, they should always be treated as a family of Starbucks The process of employment in Starbucks is precisely designed for the job that is needed to be filled. Starbucks provides a platform of diversity to its employees where they are eager to learn and develop opportunities for themselves. At Starbucks, the employees who cleared the interview session are given proper and professional training before final selection. According to a source Human Right Campaign (HRC) Corporate Equality Index Rating, Starbucks earned a 100% rating for the 4th consecutive year.

  • Reward Policy

Employees at Starbucks are considered to be the most important assets for the company. A lot of free incentives are provided to the employees of Starbucks including free health care that also includes vision and dental care facilities. A special benefit for the employees who work more than 20 hours in three months are given free drinks, free coffee or tea every week. The salaries of employees are increased on the basis of their performance evaluation that are conducted twice in a year and are raised up to 5%. Company does not give any monetary bonuses to its employees but it gives a benefit of 30% discount on all the items that they buy from Starbucks. Green Apron concept in Starbucks provides a social and environmental responsibility of the individual employee through which they are awarded with the recognition cards and performance based points.

  • Employee’s Development Policy

Starbucks has designed a number of employee development training for its staff at all levels. All the training provided to the employees helps them to boost their skills and align themselves with the customer demands. Starbucks provides training programs to its employees that includes; customer handling techniques, coffee making workshops and customer care programs.

Most of the Starbucks workforceis below 20 years of age, and the incentives Starbucks is providing to its employees are all attractive and beneficial for them. All the policies that Starbucks has developed for its employees have a significant impact on their performance. The reason for Starbucks success is due to the substantial high performance of the organization as well as its employees. The effective HR policies of any company makes it prominent and leading just like Starbucks.

March 17, 2021 · Workplace Policy · (No comments)

Human Resources and the Employee Assistance Program


innovative training solutions Alcohol and substance abuse program implementation is a remedial measure for a valued employee. This programming would run in tandem with an Employee Assistance Program or EAP and Health and Wellness programs. If you are implementing random drug testing on-site in order to comply with human rights standards, provincial and federal occupation health and safety standards, an EAP program that includes counselling for drug and alcohol abuse makes fiscal sense. Perhaps it is a long term employee with whom your company has invested a large measure of time and energy into training. An intervention by this means is far less intrusive and statistically more helpful than your managers attempting the job of assisting with an employees rehabilitation alone. EAP programs provide a management tool to improve workplace performance, productivity, and response to critical incidents according to Andrew Arthur in the British journal of Guidance and Counselling. Rick Csiernik of the University of Western Ontario discussed EAP utilization rates as an important concept regarding EAP success, the utilization rate being greater in organizations where a union was involved in establishing the program, providing assistance in accessing the program and in managing the program through participation on a joint labor-management committee. (Employee Assistance Quarterly, Volume 18, Issue 3, June 2003). He concedes in the article that there needs to be a consensus in the Human Resources Field as to what constitutes a case where EAP is successfully utilized. The challenge to statistical chart success may have to do with the fact that employees who use EAP programs want to remain anonymous. Health and wellness and EAP go hand in hand as a Nova Scotia publishing company in Bridgewater found out first hand. The company in question invested $2000.00 in wellness programming and saw a return on its investment of a $6000.00 in saving on health premiums when they offered, among other things, free addictions counselling (Canadian HR reporter April 19, 2010). ITS Human Resources consultants are among the many professionals that companies can turn to after an employees urine analysis drug test turns positive and the avenues of opportunity come to a dead-end on the employment highway. EAP can become the lifeline the employee needs to make the necessary changes, so they can continue to be a valuable asset to the company. Saskatchewan companies and their HR personnel ask the same questions as their counterparts are all over the world. Where do I start? ITS will help you get the answers you need and bring help your employees reach their fullest potential.


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January 30, 2020 · Workplace Policy · (No comments)

Importance of Public Liability Insurance for Small Businesses



Small businesses are more prone to risks of large financial liability. These may come in the form of litigation for not meeting the standards in the product/service as promised; employees\’ claim compensation for the bodily injury they sustain, or a case of large financial claim against you by people who are injured, while you were carrying your business.

As a small business owner, it is advisable for you to purchase a cover that meets your business\’ requirements optimally, regardless of whether you are experienced or a novice.

Essential coverage for small businesses

Public liability protects you and your business from the claims of financial liability. Public liability insurance (PLI) covers risks of liability that come from the public while carrying out business. It covers bodily injury to the third party and damage to their property. It covers mainly general liability, professional liability and workers\’ compensation.


General liability

Small businesses face the risk of general liability. This includes claim of compensation by third parties for bodily injury or property damage of a third party during business operations.

Professional liability

PLI protects you and your business against the risks of claim for financial compensation from your clients. Such cases may arise, if the client is not satisfied by the service you provided as a matter of your profession; or the client might have suffered financial loss or bodily injury or damage to his property because of errors you committed in the service.

Workers\’ compensation

Workers\’ compensation protects your business from financial liabilities because of injury to employees caused during operation of your business, as a result of negligence or error. It gives the aggrieved employee the necessary compensation for the expenses involved in hospitalization and medication in the event of illness or an injury. It also compensates for the lost wages that the employee could earn had he been healthy during the period.

Covers legal fees and costs

Public liability involves litigation by third parties against your business. To face the litigation and attend the court for proceedings involves not only anxiety but also considerable expenses.

This insurance protects you and your business from all sorts of such liabilities. You need not attend the court proceedings, rest assured, once you have an optimal cover of PLI.

Research to avail best deals from a reputed insurance broker

Once decided to purchase the insurance, research thoroughly on the Internet. Find a reputed brokerage agency. Brokerage firms have professionally trained, knowledgeable, efficient, fast and friendly personnel. You can get from reputed brokerage firms a cover customized to the needs of your small business.

PLI protects you by paying for unexpected claims and reduces your financial burden. Thus, it financially protects small businesses from liabilities.

Keystone Insurance Group is Ireland s premier supplier of public liability insurance and business insurance solutions to Irish industry. We offer a broad range of insurance products for hospitality business including

pub insurance


take away insurance

. Our experienced and professional team quickly arranges quotes for all classes of business insurance.

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