Anda Sekarang Seorang Agen Berdaftar. Apakah Langkah Seterusnya? Jom Mula.



1. Cara untuk mengaktifkan dan log masuk ke dalam akaun TimeTec

Anda akan menerima emel untuk mengaktifkan akaun anda sebaik sahaja pendaftaran anda sebagai Agen TimeTec diluluskan. Klik di butang atau pada pautan pengaktifan dan anda sedia untuk log masuk ke dalam akaun.



2. Terokai Akaun Agen TimeTec

Akaun Agen TimeTec akan membolehkan anda untuk melihat perjanjian perniagaan, dasar pembayaran, bahan pemasaran, menambah Pelanggan, menambah Agen (untuk akaun Agen bertaraf Pengedar sahaja), menambah pengurus akaun, dan melihat jualan dan komisen terkini. Berikut adalah beberapa foto yang akan memberikan gambaran keseluruhan mengenai akaun Agen dan Pengedar di TimeTec




3. Switch to Subscriber > My Account

Semua Agen TimeTec akan diberikan akaun percubaan apabila permohonan sebagai agen lulus. Di dalam akaun percubaan terdapat 2 bahagian: 
My Account dan Application (TimeTec TA / TimeeTec Patrol / TimeTec Leave, dan lain-lain). 

Fungsi My Account adalah untuk agen menguruskan lesen, pilihan pembaharuan secara automatik, memeriksa invois, menambah pentadbir bil, dan lain-lain.  Berikut adalah gambaran keseluruhan My Account.



4. Cuba Aplikasi TimeTec

Untuk akses aplikasi TimeTec dari My Account, gerakkan tetikus ke ikon senarai Aplikasi dan pilih aplikasi yang diingini. Anda juga boleh menyemak senarai Aplikasi TimeTec yang tersedia dan mengaktifkannya di Company> Company Account. Susun atur akaun anda dengan menggunakan Setup Wizard dan daftar di sesi Webinar untuk latihan lengkap.



5. Kemaskini Maklumat Syarikat

Maklumat Syarikat yang tepat sangat penting bagi Agen kerana semua pelanggan yang berpotensi akan kami lanjutkan kepada Age dari masa ke semasa. Pelanggan akan diberikan butiran syarikat seperti nama syarikat, alamat, nombor telefon dan nama orang yang berkaitan. Anda juga akan menerima emel notifikasi yang memberikan maklumat tentang pelanggan yang berpotensi. Maklumat atau butiran syarikat hanya boleh diubah pada paparan Aplikasi TimeTec, samada TimeTec Patrol atau TimeTec Leave.

Anda boleh ke pautan Aplikasi, pilih Company > Company Profile.



Sekarang akaun Agen TimeTec anda telah siap, and boleh mula menambah pelanggan dan mempromosikan Aplikasi TimeTec. Anda juga boleh menggunakan bahan-bahan pemasaran yang telah disediakan untuk menjalankan aktiviti promosi. Jika pelanggan anda telah mendaftar sebagai Agen, sila hubungi kami di info@timecloud.com untuk meletakkan pelanggan tersebut di bawah akaun anda.
Selamat maju jaya!

Untuk versi Bahasa Inggeris, klik sini.




Considering Flexible Working Arrangements?



In today's global HR landscape, due to major changes in the way people live and work, there are several concepts that have been gaining more traction. These include work-life balance, workforce diversity, digital HR and not forgetting one of the increasingly popular trends, Flexible Working Arrangements (FWA). According to a survey by the US Bureau of Labor Statistics, in the year 2016, 22% of all employed persons in America has worked at home from occasionally to full-time [1]. Furthermore, working from home is just one example from a wide range of FWAs that are currently offered to employees.

Types of Flexible Working Arrangements 
To get a clearer picture of what qualifies as FWA, firstly we can see that it falls into the following categories:

1. Flexible Time 
Flexible scheduling of the daily time/hours worked

  • Flexi Hours - e.g. Present for core hours from 10 am to 4 pm but flexible on the time and total hours as long as fulfilling 40 hours per week 
  • Staggered Time - e.g. Present for core hour but flexible on daily start and end time, to reach standard 8 hours daily (3 shifts starting at 7am/8am/9am).
  • Compressed Work Week - Option to work full-time in fewer days per week by increasing the total hours daily (e.g. 7am to 6pm from Mon- Thurs)
  • Shift Swaps - Employees can exchange their shifts with each other
  • Time off in lieu of Overtime (TOIL) - e.g. Every hour of overtime worked can be taken as one hour of time off from another work day

2. Flexible Amount of Hours
 Employees working less than the standard hours for full-time (e.g. 30 hours/week)

  • Part-time 
  • Job share - 2 employees cooperate and share one full-time role, both work part-time hours (e.g. A works Mon - Wed, B works Wed – Fri)  

3. Flexible Location 
Employees can work remotely from own home or elsewhere besides office

  •  Partial/ Full - e.g. 1 day Work from home per week for every staff or full-time telecommute

It’s apparent that FWAs are so broad that chances are your company may already be practicing some form of this. For comparison, in Asia, the top 5 FWAs in descending order are flexible working hours, flex-place, part-time employment, increased maternity/paternity leave and career breaks [2]. If you’d like to view some case studies for implementation in Malaysia, you can also visit flexWorkLife.my (Link)

Benefits & Impediments
Many organizations running such programs generally aim to reduce absenteeism and turnover, improve the image for recruitment and increase productivity. They believe that by providing such alternatives, it will help their employees optimize their daily schedule and balance work and family better.  However, there are also potential issues that will hold back these initiatives and the foremost is a lack of manager’s support and trust. Managers are usually wary of abuse and some are concerned about collaboration and communication issues.

Using TimeTec TA for FWAs
So for those who haven’t started, what’s the best path to offering FWA but also address the shortcomings? Most successful programs begin with extensive planning and consultation before formulating the policies. Besides planning for setbacks and mitigation right from the start, they also kick off with pilot projects to gauge effectiveness. Policies will also need to clearly set out expectations for the staff. Even with flexible time, you can still require workers to be present at core hours and not change schedules without notice. Elsewhere, to prevent communication delays, work from home policies can prescribe regular hours and staff must stay contactable.

Lastly, managers will need to maintain some control and for that, you can consider TimeTec TA, our cloud-based attendance management system. To cater for FWAs, we:

Provide Daily, Weekly, and Flexi Clocking Schedules to meet different clocking needs
The flexi schedule is especially suitable for flexible hours as employees are able to clock in/out at any time. Short hours is not tracked daily but you can set a rule and define the threshold for calculating weekly/monthly short hours and overtime (e.g. 40 hours/week). The system also has daily and weekly schedules that can be utilized for a compressed work week, staggered time, shift swaps, part-time, job shares and etc. By creating appropriate schedules and assigning your staff accordingly, you don’t have to worry about how to monitor if everyone’s working to your expectations.




Provide data for attendance, work hours, short hours, overtime and more with Attendance Sheet and Reports We not only provide all the relevant attendance data, our cloud-based system also comes with multi-user access. Managers can easily access and view real-time information of their subordinates’ clocking to ensure they are following your FWA guidelines. Likewise, staff can also check their own records. In addition, it’s useful for assessing whether your program has led to reduced absenteeism and tardiness.


 
Provide alternative clocking methods including Mobile GPS clocking 
Our system offers terminal, web and mobile clocking options for all users so if you’re planning to start a once weekly work from home program, this will be a nice compliment. When they’re working from home, employees can perform clocking on their mobile phone using GPS option so managers know they’re officially “present”. If you want to restrict their location to only home and prohibit elsewhere, you can do that with the GPS Geofence feature. For workers themselves, clocking marks a boundary that clearly separates work time and free time so they can juggle better.



Provide Overtime request and approval feature to justify actual OT records & TOIL 
If you set up overtime rules in the system, staff are able to request for overtime through web or mobile and their managers can then approve or reject their submission. This is crucial if you have a Time off in lieu of overtime (TOIL) arrangement. Managers need to monitor how much overtime is approved and done during busy periods and balance that with time off they can accommodate during the slower days. Otherwise, employees might not even be able to take their time off and your program doesn’t serve its purpose.



Those are just part of a long list of features you’ll find in our system. To find out more, why not start with a free trial at https://www.timetecta.com/free_trial or get in touch at info@timeteccloud.com.

References
1. Bureau of Labor Statistics, U.S. Department of Labor, The Economics Daily, ‘On days they worked, 22 percent of employed did some or all of their work at home in 2016’, https://www.bls.gov/opub/ted/2017/on-days-they-worked-22-percent-of-employed-did-some-or-all-of-their-work-at-home-in-2016.htm (visited March 14, 2018).
2. Hays Asia Salary Guide (Hays PLC, 2016)

Link
http://flexworklife.my/employers/flexibleworkarrangement



Keeping Mobile Employees In Check




The business world is changing rapidly; the world is getting smaller and employees are more mobile than before attending to everyday’s business’ requirements all over the world. Employers on the other hand need to cope with the change and adapt to make sure that the business stays relevant along with its workforce best practice and culture. Nonetheless, changing the business style and adopting a new business process must not be done hastily without  having an effective monitoring mechanism in place. Letting mobile employees scatter with excessive freedom can backfire when the end results do not meet the company’s objectives i.e disappointing sales figure, missing deadlines, lack of discipline and so on.

When a company wants to deploy more mobile workers in the business, it is recommended to seek for the right solution that can handle the mobility of these mobile employees.
• Cloud-based workforce time attendance solution should be on top of the list because with cloud, the solution can provide the employer with up-to-date information at all times, in real time and the data will be accessible through the web and app anytime of the day.
• Managing mobile employees also requires mobile application solution that is not only fit to the business’s requirements, but also flexible enough to attend to sudden change in plan.
• On top, the solution must cater a two-way communication between the office and the employee, between the superiors and their staff.

TimeTec TA has been designed to accommodate mobile/remote employees with various useful features such as GPS, Beacon and NFC clocking options through mobile App. For those mobile workers who are always on the go such as sales people, the GPS clocking can let the company knows where the meetings take place as the system records the geolocation on cloud to formalize their whereabouts and keep it for future references.



For those who stationed to work at different branches locally and abroad, on top of GPS, they can also use beacon and NFC at the branch they are visiting to clock in their attendance. During clocking the staff can brief the superior of their purpose of the meeting. For mobile workers that work from home, the same method applies but the employer can impose geofencing to curb excessive leniency on their flexible workers.

Geofence is a method of limiting the radius that an employee can clock from one single point. For example, if a staff is allowed to work from home, he or she can only clock in when she’s within 50 meter of her home. When she’s out of the radius, she would  have to retain permission from the supervisor before she can clock in.

Not only that business landscape is changing, the workforce now is being filled with young generations that are looking for dynamic workplace that is flexible enough to cater to their requirements. Explore the cloud solution and get ready to embrace the future workforce mobility with TimeTec TA.



Role of Line Managers in Absence Management



Who are line managers?

As with many other terms used in business, this can be a commonly heard but not so clearly defined term. However, for our purpose, we’re referring to those who are supervising frontline workers on a daily basis so you can also call them direct managers. These are the people with a significant influence over the staff and achievement of your regular business activities, whether it’s providing service to a customer, selling your products or even running a factory’s production line.  

Depending on their workplace, line managers can have a large role in staff administration, as their duties usually include supervising work, staff motivation and engagement, performance management and disciplinary procedures.

Improving Absence of Employees

In this daily task of managing people and their performance, one of the issues they will inevitably have to address is employees’ absence. While staff taking days off for various reasons is expected routine, line managers will usually be concerned about unscheduled absences, especially if they occur regularly. A typical example is sickness absence, where the manager will be forced to make arrangements for changing shifts, searching for replacements or negotiating deadlines. Having to deal with this constantly will surely impact a team’s productivity. 

So what can they do to mitigate this absence? In an advisory booklet provided by ACAS, the UK’s public advisory body for industrial relations, employers are recommended to tackle employee engagement, as it has found that the more employees are committed to their jobs, the less likely they are to be absent [1]. To improve staff commitment, measures proposed include providing good and safe physical working conditions, better job design, training, career development and emphasis on teamwork culture. 

Overall, these are organizational level approaches and requires Human Resource (HR) intervention but a large part of implementing changes ultimately falls on the managers. Line managers are also essential in establishing good communication, as you need to consult the staff to work out these issues.

Active Role in Monitoring and Managing Staff

Another way these direct managers can contribute is by proactively monitoring and managing their staff’s sickness absence, a role that is traditionally within HR’s scope. In a poll of 339 employers done by Expert HR, it was found that most employers consider a line manager’s role as key to successful and effective absence management and in reducing both short- and long-term sickness absence [2].

Those respondents generally believe that for short-term absences, line managers can reduce unnecessary sick leave through proactively measuring and managing the days off, using return-to-work interviews. Meanwhile, for those with long-term sickness, a managers’ role would be to keep in contact with the staff regularly in order to initiate any intervention and support options.

Sharing Responsibility with Human Resources

As mentioned earlier, the active personnel management role above is originally HR’s specialization. In recent years though, there’s a growing trend towards shifting HR’s personnel management work to line managers [3]. While there are both advantages as well as downsides to this strategy, what’s critical is that HR professionals need to provide adequate help to the managers who are given this role. Otherwise, the manager’s best intentions can be foiled by a host of problems. 

For example, organizations can’t directly prescribe a policy for absence management and expect that line management practice will follow accordingly. There are many potential implementation kinks such as contradictory policy requirements, weakness in training and lack of specialist support that can undermine line managers’ efforts [4]. If they take a wrong approach, the managers also risk contravening anti-discrimination regulations.

Some final points 

As we consider what line managers can actually do in the face of absenteeism, we should take the following into account:

* Is there a clearly worked out formal absenteeism policy and best practice guideline that covers all the necessary circumstances (e.g. what to do for employees absent due to long-term or critical illness and how to manage their return to work)

* Where is the responsibility for personnel management- Centralised in HR or devolved to the line managers – Is that built into their performance ratings, job descriptions

* When delegated to line managers, is there sufficient support available from internal and external specialists, especially HR and senior management 

* Is there adequate training provided on how to handle situations with staff absenteeism

* Are the managers empowered to make decisions 

* Are there tools and information provided such as a recording and leave management system to monitor absences and identify problems

For the list above, you could start to fulfill by entrusting the right people to formulate strategies or policies that best suit your organization. There’s no easy solution though and at the end of the day, actual implementation is possibly the trickiest part of this. How should we expect the managers to monitor attendance of each staff and identify absenteeism issues while also coping with all other demands on their time? 

By deploying an automated leave management system like TimeTec Leave, you could be giving them the best tool to achieve this. Some of the features offered that could help your line managers include:

An automated system that eliminates the need for manual applications, approvals and forms submissions to the HR for processing - Picture saving the time that line managers have to spend on processing, tracking and filing the application forms. This may seem minor but if they supervise a large team, it will all add up to a heavy task.


Everything is done from a smartphone

Cloud-based leave system comes with multi-user access that is available worldwide to help maximize benefit from the information - Line managers can easily access and view real-time leave information and reports so that they can proactively measure and manage their teams’ days off. As previously mentioned, to actually enforce an absenteeism policy can be a real challenge, given there are time constraints. Without ready access to past records, it’s difficult for a manager to keep track and identify if there are any absenteeism issues that should be addressed or provide feedback on this matter during performance appraisals. At the same time, users also get fair access to their own balances and records so they can be more accountable for their absences. Leave records will no longer be contained solely for HR’s access where it provides limited benefit for management.


The Calendar provides line managers with the overview of their teams instantly 

All leave details are available without errors or mismanagement

Leave Overview displays calendar for information sharing - This is another convenient feature for people who work together in groups. Line managers can at least control their team’s scheduled days off (e.g. annual leave) so they usually need to take care while approving such leaves and ensure that there are sufficient people remaining in case of emergencies. To cater to that, we provide a Leave Overview so that managers can view the exact number of approved off-duty users so far for an upcoming day. Even if they can’t prevent staff shortages (e.g. holiday period), they can make plans to prepare once there are confirmed dates. In addition, before managers schedule important events or negotiate deadlines, they could also benefit from having such staff availability information while making plans. On the flip side, the staff themselves can use this for planning their leaves and minimize clashing dates so that there are higher chances of successful applications. 

   
Get the information right and plan your leave accordingly


System Roles & Admin function allows you to appoint user(s) as Admin that is given rights only over selected divisionsDirect managers can be assigned as Admin over their own team/division and therefore be allowed to view records and leave balances only for the staff under them. They will not be able to view users that are in other divisions so that proper authority is maintained. Moreover, they also have the flexibility to apply for leaves on behalf of their team members, e.g. when there is an emergency/user has no access to the internet. 


Manage leave approvals of your company easily and correctly

Assigned relevant managers to deal with leave approvals for their teams

Leave Restriction & Crunch time features can be used to manage staff availability and restrict absences during critical periods - When line managers are preparing for upcoming peak/critical work periods, e.g. Product launch event or production peaks, they can set a crunch time in the system to alert everyone and block their subordinates’ leaves for that particular period or use a restriction to limit the number of people that can take the day off. Likewise, if there are staff shortages due to any employee being away on a long-term sickness, managers can use the crunch time feature to temporarily block leave days for the rest of the team until alternative arrangements can be made.   


Be transparent and notify employees of the crunch time to maintain smooth operation



Let’s not stop there. You can also further complement TimeTec Leave with TimeTec TA, our cloud-based Time & Attendance system that automates scheduling and attendance management:  Systematically create and update clocking schedules and user’s duty roster - TimeTec TA will make it easier for line managers to systematically make changes to work shifts, reassign or loan staff from other teams or slot in part-time workers into the team’s roster in the event one of their staff doesn’t turn up for work. What’s more, they can do this anytime online and the changes will be updated instantly in staff duty roster. This helps to keep an official trail of workforce changes and also ease HR’s task of maintaining accurate records for payroll, allowance and costing purposes.


Knowing your work schedule can make you plan for better leave

Roster overview of all employees is always available online on TimeTec TA

Maintain online Duty Roster and send Notification to users if there are changes in RosterIn the previous point, we already mentioned that managers can make instant changes to staff’s Duty Roster. In addition, not only does the staff get to view these latest changes to their working calendar once they log in to mobile app or web, there is also a Notification feature that ensures staff doesn’t miss out on updates. Take advantage of this to automatically send an email and mobile notifications and keep everyone on the same page.





Overtime application and approval are available on both mobile and web application - More often than not, if one team member is taking unscheduled days off, urgent work needs to be picked up by the other staff. This can easily translate into overtime hours and additional shifts. Within TimeTec TA, if you set up overtime rules, managers that request for their staff to take on the extra work can also formally approve their overtime applications so that they receive a fair compensation for this. This helps to maintain that commitment and teamwork we’ve been talking about while the authorization will satisfy payroll requirements.   




View Attendance data and provide flexibility with GPS clocking feature - By using TimeTec Leave bundled with the TA solution, besides just managing absences for all their staff, direct managers will also get to view their complete attendance records and check for additional issues such as tardiness. Managers who need to supervise mobile staff out on fieldwork also gets to use the mobile GPS clocking feature we provide in the system. In order to verify that the staff is physically there at various work sites, they can set requirements for these employees to clock attendance while utilizing their phone’s GPS location services.




You don’t have to just take our word for it. Open an account today for TimeTec Leave & TimeTec TA, and you can try for yourself the convenience of automated Leave and Attendance Management. Besides a 30-day free trial for both solutions, we’ll also provide you with 10 user licenses free for life, so don’t hesitate to visit our site to check this out now.



REFERENCES
1. ACAS Organisation, (2014). Advisory booklet - Managing attendance and employee turnover. p.11.
2. Paton, N. (2016). Line Manager is key to a return to work after sickness absence. Occupational Health & Wellbeing, 68 (4), p.4. 
3. Perry, EL. and Kuhlik CT. (2008). The devolution of HR to the line: implications for perceptions of people management effectiveness. The International Journal of Human Resource Management, 19 (2), pp. 262 – 273.
4. Cunningham, I., James, P. and Dibben, P. (2004). Bridging the gap between rhetoric and reality: line managers and the protection of job security for ill workers in the modern workplace. British Journal of Management, 2004; 15 (3), pp. 273 - 290.




Improve Poor Leave Management with Cloud-Based Leave Solution



The subject of employee leave management is something that the management takes for granted because the assumption now is that the HR knows best. Even though HR might know the process of employee leave management, the compliance it requires, the math of the accrual calculation, and etc but when it comes down to processing a large number of employee leave during busy months without having a proper leave management system; things could possibly go wrong and easily cost the company dearly.

Additionally, the use of manual or semi automatic system to handle employee leave management could also be causing various problems such as:

• Mismatch in leave balances due to human errors. One factor causing this is when the accrual is NOT properly and timely calculated because relevant data such as years of service and the dates of leave taken are not centralized. Another, is when the leave taken has not been updated timely by the HR personnel.
• Failure of HR to update any changes in leave policy on time that may cause a mix up in the overall leave management.
• Approval of leaves is carried out without superiors having sufficient information about the company’s requirements and this could spell disaster if the company is working on a deadline that requires key people to execute the plan.
• Increased payroll errors due to unaccounted leave transactions which could lead to a legal problem, if it is not being rectified properly.
• Employee disengagement due to frustration and lack of trust in the way the management and the HR handle employee affairs.

Automation of leave management through cloud-based application is the solution and it can bring about numerous advantages to today’s business because it will not only solve the above-mentioned predicaments, it also lifts a lot of the burden off the HR’s shoulders so they can focus on other important matters such as empowering the workforce through talent building, retention program, retraining program and many more.

Deployment of a cloud-based leave solution is advantageous to various companies of all sizes because the implementation cost is lower, the system feasibility is amazing and data security is second to none. With cloud-based solution, the company does not need to invest in expensive hardware as the maintenance is automatic, updates/upgrades are often and timely, and the usage is easy with Web and App thus making it available at all times for both admins and users.

Generally, there are two parts of leave management that needs to be automated by a  system. Firstly is the system settings and secondly is the approval process. Every company has its own leave policy which serves the best of company’s interests and at the same time it needs to comply with the country’s labor law. By having a system that takes care of the policy settings from the get go, once and for all, and applicable to all employees, HR doesn’t need to constantly check on the compliance regarding both areas. Once the policies have been set up properly, the application and the approval process is a breeze.

No more worries about leave balance accuracy or having to deal with absences of key employees during crunch time because everything will be handled automatically. Automated leave management such as TimeTec Leave provides a Mobile App that enables employee leave management to be carried out on the go through iOS and Android smartphones with the results being always accurate.

A lot of problems can be solved instantly through the deployment of a proper and automated leave management; not to mention the benefit it contributes to the environment with its paperless system. Automated cloud-based leave management system like TimeTec Leave is also transparent to employees thus bringing about positive employee engagement overall.

Don’t be stubborn by staying with the old way even when it’s causing a lot of unnecessary stress and burden on your HR staffs. Shift to the cloud-based leave management solution for better workforce management!