Integrated Innovations HR cycle & Payroll cycle:

Our organisations integrated innovations follow a typical HR and payroll cycle, covering all the process of employee recruitment, payroll, performance review, employee termination.

• Like any organisation we also required to go through step by step processes to find the most qualified candidate to fill the roles Hiring process steps, Hiring success glossary 15 steps of the hiring process)

• The various 15 steps are identify hiring needs, plan, create a job description, post and promote job opening, recruiting, applicants screening, screening interview, interviews, applicant talent assessment, background check, decision, reference check, job offer, hiring and finally the 15 step is onboarding Hiring process steps, Hiring success glossary 15 steps of the hiring process)

• The hiring process typically involves hiring individuals who have a background in IT/automation engineering for the implementation of Radio-Frequency Identification (RFID).

• The company is looking at expanding from 100 current employees by 2021 our company vision is to increase this amount up to 100 employees, therefore it allows for growth and allowing us to service our customers more effectively.

• Ensuring that payroll is accurate and on time in line with legislation and award requirements, because this is a large risk to the company owing to that there are numerous employees.

• The Recruitment Process: Integrated sees this as a crucial step in the HR cycle, as hiring the correct employees will directly contribute to the success of the business.

• Integrated Innovations has intentionally invested capital towards the hiring process.

• Performance Reviews are done annually which allows us at integrated to determine performance of employees, how and when to invest more in to our employees, plus allow integrated to reward the individuals who are performing over and above the expectation of the business which then ensures that all employees are then motivated to continue in performing to their capacity.

• The performance review process itself is designed to identify the various abilities or inabilities of the employees, at times this is also used as a tool to terminate employees who are not performing to the company's expectations

• Employee Termination this is the most difficult aspect in HR & Payroll, primarily because we are physically ending a person's livelihood.

• The termination process involves a number of steps which can be

  • Immediate termination (walked off premises) this is only done whenf a major breach of contract occurs.

  • Review termination (up to 3 times on the same mistake) this can take any time from 6 days to 6 years.

  • Is redundancy termination (this is usually when a business wants to reduce their overall business structure) this can happen on various periods over many years. This is more common when the employees are middle management or executives.

Our employee selection begins when identifying our needs which then commences the recruitment process. Which involves creating a position description then advertise for the position.

During this period we need to articulate what the position is about and prepare an induction pack for all new employee. When the position is advertised and then a list of potential employees are selected we are required to follow the HR processes which are used in most small businesses as explained further in detail in the body of this document commence interview phase.

In particular when it comes to payroll processes in a small business it's important to ensure that we implement the required steps to pay the employee In each pay period this ensures that not only is the employee is being paid in a timely fashion but it also ensures that we are meeting our government legislative requirements Hours worked, their pay rate, deductions (Fit small business, get your business in to shape, The Payroll Process).

It has been determined and agreed by the organisation board that we will be utilising an electronic payroll system which best suits our organisation This will ensure that the payroll is processed quickly and correctly based on federa, state, and local laws (Fit small business, get your business in to shape, The Payroll Process).

Our payroll is split into calculating the payroll, and disbursing.

Since most of our employees are employed as award wage bases, we calculate the payroll per hour in line with the payroll regulations and act. The payroll process commence once the recruitment is done and contract in most cases. Wage for majority and salary for exclusive would need to be signed and all relevant documents e.g. tax declaration form, superannuation form, personal information form, and code of conduct documents. Then provides the payroll department with a complete induction pack so to ensure that payroll can set up the employee in the system for payment each week hours need to be provided and signed by manager to ensure employee is paid correctly and timely.

Performance management assessment is progressing and providing ongoing coaching and feedback to ensure that our employees are meeting their objectives and also meeting business objectives.

From the time the employee commences to work with our organisation we are monitoring their ability and also assisting them to achieve their goals. In the employment review stages e.g. 3 months, or 6 months or 12 months. In the first 3-6 months this is when employee is getting acquainted to each other's business and work ethics.

Our final process employee termination involves. 1.1 identifying and documenting all errors that the employee has done. 1.2 making sure that employee is aware and accepts their mistakes or choose to resign. 1.3 if employee is fired from position this is termination based an agreed amount which may be 4 weeks pay in lieu of termination. 1.4 if termination is accepted as a resign then the employee needs to put a formed letter to the employer and provide 4 weeks notice as per contract. However, employer may choose to walk employee off premises or position. Otherwise the employee will work the turn of notice and then leave the business. Management is required an exit interview with the individual employee, and then advise payroll of what payments need to be made.

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