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The Carval HR Software Blog

Organisational structure - the heart of Carval HR Unity

Posted by Emma Clare

17/05/17 12:30

Carval HR Unity is an establishment or “post-based” HR system. Here we look at the significance of this and why it's important to take the time to ensure this aspect of your system is set-up.

Every organisation has a structure or "establishment" of sorts and the larger the organisation the more complex that becomes. There may be many different companies, at different locations, with different departments and within them, or even across them, different teams of people in different posts doing different jobs.

The beauty of Carval’s HR Software is its flexibility. Our establishment or “post-based” system can accommodate unlimited companies, employees, locations, departments and cost centres. Both companies and employees can be flexibly sub-grouped and a dynamic company organisation chart is available at the touch of a button.

The importance of posts

Every employee's job description, the skills that they require, their contractual terms, the remuneration and benefits that they receive and who they report to is defined ultimately by the post that they are in. If they change post or job then these things will likely change also.

Here lies the benefit of an establishment-based HR system like Carval HR Unity over a person-based HRIS: all these key details are held against the post so you don't have to re-enter them for every employee that holds that post, or change employees' details every time they change job. This doesn't mean that you lose the flexibility to deal with exceptions - simply that processes run a lot more smoothly with a lot less input from you.

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Topics: HR Software Guides

How to stop your best employee leaving

Posted by Ann-Christie Marstaller

08/03/17 14:48

Original post by HR Grapvine Magazine 

Employees who don't feel recognised are twice as likely to leave their organisation compared with those who do feel valued- that's according to a recent survey by IBM. 

In a fast-moving marketplace recognising employees for a job well done and rewarding them regularly is vital.

One person who seems to understand this more than most is Adam, Whatling, Head of Engagement and Development at Love2shop Business Services. Below, he offers up five ultimate tips on how to stop star employees from jumping ship in 2017: 

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Topics: HR Software Guides

The Carval HR Software Blog: A Guide to DBS Check Levels

Posted by John Herbert

11/10/16 09:22

Criminal Records Bureau (CRB) checks are now called Disclosure and Barring Service (DBS) checks. 

You may need to check someone’s criminal record if they apply for certain jobs or voluntary work, eg working with children or in healthcare. There are four types or levels of DBS checks:

  • Basic
  • Standard DBS
  • Enhanced DBS
  • Enhanced DBS (including barred check list)
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Topics: HR Software Guides

Lessons in integration: An insider's guide to HR software

Posted by Emma Clare

18/01/16 10:30

If you are looking for an integrated Payroll and HR system this post will help you understand the often confusing terminology used by solutions providers and to identify which solutions will meet you expectations…and which ones will not. 

Featured topics:
  • Integration
  • Reporting
  • Modular systems

Discover the sales language...versus the reality.

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Topics: HR Software Guides

Why post-based HR software delivers the biggest efficiency benefits

Posted by Emma Clare

11/01/16 10:17

If you are in the process of evaluating a number of different HR Information Systems (HRIS) then it may seem to you that many of the products on offer are rather similar. So how do you make a choice?

It is important to look beyond the aesthetics to two fundamental factors which will have a huge impact on the long term efficiencies that your HR software will be able to deliver. One is the level of integration it offers with other systems (for example your payroll software) and the other is whether it is a person or establishment-based solution. 

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Topics: HR Software Guides

Female managers over 40 suffer 35 percent pay gap

Posted by Emma Clare

11/01/16 10:07

Original article by the HRDIRECTOR

The pay gap for women in management roles over the age of 40 stands at 35 percent, more than 10 percent higher than the average, according to research shared today by the Chartered Management Institute (CMI) at the Women and Equalities Select Committee.

In her submission of evidence to the committee, expert witness Ann Francke, Chief Executive of CMI warned that there was little in the professional body’s data to suggest this pay gap will disappear anytime soon. If anything, female managers over the age of 40 today face a bigger gender pay gap than a decade ago.

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Topics: HR Software Guides

A third of employees would prefer flexible working over a pay rise

Posted by Emma Clare

04/01/16 11:46


A third (34%) of employees would prefer a more flexible approach to working hours than a 3% pay rise.

Investors in People's Job Exodus Trends poll asked respondents to choose between two scenarios – a 3% pay rise in line with recent UK increases, or a different non-remuneration benefit.

As well as those looking for a more flexible working life, nearly a third (28%) said they would rather have a clear career progression route and a quarter (24%) would prefer their employer invested in their training and development more.

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Topics: Time and Attendance Guides, HR Software Guides

6 Ways to Prevent Bullying in Your Workplace

Posted by Emma Clare

20/11/15 14:44

By Donna Obstfeld @ dohr

It’s National Anti-Bullying Week, and shockingly, Acas have reported that over the past year they received around 20,000 calls about harassment and bullying at work. It seems that workplace bullying is a growing problem in Britain and many people are simply too afraid to speak up about it.

Bullying is defined as any unwanted behaviour that makes someone feel intimidated, degraded, humiliated or offended. It’s not necessarily always apparent to others, and may be happening in the workplace without your awareness.

People don’t always feel confident enough to complain, particularly if the harasser is a manager or senior member of staff. Sometimes, they’ll quite simply resign.

It’s therefore very important for employers to ensure that staff are fully aware of the options available to them when it comes to bullying or harassment, and that these of course remain confidential.

These findings provide some real eye-opening truths on the current state of bullying in the workplace, and it’s vital that employers reflect on these results and have a good look at their working environment.

Start taking action today to ensure that your business is fully implementing anti-bullying policies and utilising managers with good people management skills.

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Topics: HR Software Guides

4 ways to use HR software to prevent pay decisions affecting productivity

Posted by Emma Clare

14/10/15 11:12

How pay decisions can affect your company’s productivity and four ways that your HR software can help you balance employee reward and motivation.

We often read today in the press that UK pay rises are now seemingly outpacing the falling levels of inflation and generally it’s reported that people are benefitting from increases in both earnings and income levels.  However, employee satisfaction surveys are indicating that despite these positive trends there is still a large number of employees who do not feel that they are rewarded enough. 

So why does there seem to be this discrepancy? From research and feedback in the HR world it seems that delivering and maintaining longer-term and sustainable financial wellbeing remains a challenge for many employers, employees and their families. 

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Topics: Payroll Software Guides, HR Software Guides

How to use the Bradford Factor for absence management

Posted by Emma Clare

16/09/15 12:09

The Bradford Factor or Bradford Formula is used in human resource management as a means of measuring worker absenteeism. The theory is that short, frequent, and unplanned absences are more disruptive than longer absences. This guide looks at how to calculate the Bradford Factor and what to do with the information once you have it.

Why use the Bradford Factor?

According to the Chartered Institute of Personnel and Development the term was first coined due to its supposed connection with research undertaken by the Bradford University School of Management in the 1980s.

It was developed as a way of highlighting the disproportionate level of disruption on an organisation's performance that can be caused by short-term absence compared to single instances of prolonged absence. It was originally designed for use as part of the overall investigation and management of absenteeism.

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Topics: HR Software Guides

Discover the tools behind great HR

Carval has been helping organisations streamline their HR and Payroll since 1986. We'd love to help you too! 

Read on to discover ways to:

  • Make your payroll processes accurate and efficient
  • Automate everyday HR admin jobs to drive efficiency and policy adherance
  • Get the time and tools to deliver strategic HR projects that make a difference
  • Deliver a great service to your employees.

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