HR And Training | Collins McNicholas

7 Key Points for Payroll in 2017

7 Key Points for Payroll in 2017I had the pleasure of attending the annual Irish Payroll Association (IPASS) conference on 11th May 2017 in Croke Park Dublin. IPASS is Ireland’s premier provider of Payroll and VAT training and certification. The conference included presentations from IPASS, the Revenue Commissioners and PWC. Here are some helpful key points that were discussed/highlighted on the day: 1. GDPR – General Data Protection Regulation – This issue is highly topical at the moment. The regulation will come into effect on the 25th May 2018. If you are a registered Data Processor or Data Controller you need to be ready to conform to the policy by this date. Please click this link for further information. This regulation will impact any information we hold on payroll, accounts, and any information on our database relating to clients, suppliers and candidates/temps. 2. New Revenue Website – During the first week in June 2017, the Revenue Commissioners will be launching a brand new website. Revenue have done research into how websites are generally used to ensure that their new look web pages are user friendly and easy to navigate. They have spent time removing jargon and converting technical speak into straight forward narrative. This should make registering employment, resolving tax queries etc. more simplistic. Revenue have acknowledged however that not everyone is IT literate and they will still need to be prepared to answer phone calls and postal correspondence. 3. Illness Benefit – There was a lot of discussion around the processing of illness benefit. The consensus is that the processing of this on behalf of Welfare and Revenue is problematic at employer and payroll processing level. Revenue do not envisage the system changing in the near future, but they are looking to make the notification process simpler whereby the issuance of a letter through the ROS portal may be replaced with a CSV file showing all applicable employees. The major problem for processing at the moment is where a payroll bureau is in operation (similar to what we do for our client payrolls), the illness benefit letter is not received into the agent link inbox on ROS. 4. MyEnquiries – It was raised with Revenue that the turnaround time for responses through its MyEnquiries portal is too slow and that 20 – 25 days is not an acceptable response rate. 5. Pensions – It was raised that where an employee has a pension deduction from their salary they must be advised in writing at least once a month of the following: The total amount deducted from the employee’s salary and paid to the PRSA provider (this is covered on the face of the payslip). 6. Retirement Date in Contract – There is no mandatory retirement age set down in law. If a retirement age is included in an employment contract employers must be able to demonstrate that they have objectively justified the age giving consideration to the following: promoting access to employment for younger people, ensuring a mix of generations of staff so as to promote the exchange of experience and new ideas, efficient planning of staff departure/recruitment, Safety (workplace or public), avoiding dispute’s about the employee’s fitness for work over a certain age, avoiding the need to dismiss employee’s on the ground that they are no longer capable of doing the job which may be humiliating for the employee concerned. The overriding concern from those in attendance at the conference was that by having a compulsory retirement age you may be creating a scenario where you must retire at 65 but may not be eligible to receive your state pension until 67 or 68 leaving an income gap. 7. PAYE Modernisation – Revenue are moving towards “Real time” reporting which will mean that each monthly return will have the ability to report each employee’s earnings, tax etc. This form of reporting will reportedly remove the need for P30’s, P45’s, P46’s, P60’s and P35’s.   Collins McNicholas’ Payroll Services Team provides a comprehensive payroll service to multinationals, SMEs, start-ups and public sector organisations, running weekly, fortnightly and monthly payroll for our clients nationwide. For further information on our payroll services contact me (Fiona Collery) at 071 9142411 or visit our payroll information page here   Fiona Collery, Payroll Manager (FCCA) Collins McNicholas Recruitment & HR Services Group Phone: 071...

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Becoming Better Leaders by taking a “Whole-person” Approach

Guest Blog: the following article was written by Michelle Hammond, Ph.D., University of Limerick. When did you first learn about leadership? Chances are you knew something about leadership long before entering the workplace by observing parents or teachers, taking on leadership experiences in school and sport, and even through planning activities with siblings or friends.  Leadership happens everywhere and so we should not limit our opportunities to develop leadership to experiences and training programs at work. Although definitions vary, I consider leadership to be a relational process geared towards bringing people to achieve a common goal.  Anytime you are relating to people and trying to work together to achieve something shared you’re engaged in leadership. Taking a whole-person approach involves considering connections across all areas, or domains, of our lives. There are at least three major benefits to considering a whole-person approach to leader development.  First, we gain synergies by examining transferable skills across the connections we identify.  I recently heard a great story of a leader who had been given feedback that she should work on being less emotionally reactive and defensive when her employees approach her with issues or setbacks.  She noticed a connection in her “over-reaction” to her teenage sons and took the opportunity to practice being more composed both at work and at home. This practice both sped up her development and created improvements in her relationships at work and at home (i.e. it was both more efficient and effective). In addition to transferable skills, taking a multi-domain approach helps us to grow from the ways in which areas of our lives are different. These disconnections...

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And the President of the United States 2017 – 2021 is Donald Trump!

Although there was no clear favorite throughout the campaign, America has made its decision for this presidential term! This time of year always brings about great discussion, be it at home in the sitting room or out having a coffee, about what the ideal president would look like. Alongside the president needing to have the skills, capabilities and knowledge to operate effectively within the role, there are also key personality traits which we would hope the president would possess. As the list could be endless, I decided to choose the top four traits i.e. jigsaw pieces I think are critical to operate effectively in this position……IF we could build an Ideal Presidential Personality Profile. Before we get into the nitty gritty of what these traits look like, let’s start of by defining what a personality trait is. They are defined as distinguishing qualities or characteristics that are the embodiment of an individual and would determine one’s patterns of behaviour, temperament and emotion. On the other hand, skills are the learned capacity to carry out specific tasks. The Four Qualities are: Charisma Charisma can be defined in many ways, however, it is frequently referred to as a rare quality of leaders to command a room and inspire individual’s enthusiasm and devotion with their sheer magnetism. This friendly and pleasant demeanor can soften even the toughest critic. Even if you’re not described as a ‘people person,’ flashing a friendly smile during discussions can have great benefits, especially if you are president. Persuasiveness In order to successfully do any leadership role, never mind lead a country, people have to believe in the individual...

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Overeducated Staff & Matching Skills to Job Needs

There was an interesting article published by the Irish Times last Friday on problems surrounding an overeducated workforce. Collins McNicholas’ HR Services Consultant, Caroline Ward, was quoted in the article, emphasizing the importance of factors beyond education level when recruiting staff, such as motivation, attitude, and culture fit. Check out the article here:...

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Recruitment & Assessment – Is it all about playing the game?

In recent years there has been an increase in what is termed “gamification” in the assessment process.  This refers to using gaming technology and themes traditionally associated with computer or video games to form an assessment during the recruitment process.  This can involve building simulated online versions of the potential work environment, developing interactive games and trying to incorporate “fun” into the assessment process.  A recent article in “Assessment & Development Matters” pointed to the Marriott Hotel Group, L’Oreal and several other multinational highly respected graduate and high volume employers as favouring this method of assessment for recruitment. It might be fun and engaging but is it effective? Why use gaming technology as part of the assessment process? Organisational brand can be promoted throughout the assessment “game”. High potential to provide a realistic preview of the role for candidates by providing an interactive simulation of the work environment. Assessments can be completed remotely and with limited supervision. It’s “fun”! What are the potential risks? Bias toward younger candidates or those interested in gaming as a hobby. May create a distance between candidates and the hiring company by limiting real communication. Possibility of losing sight of the role’s competencies in the midst of creating a visually impressive tool. Further testing required to prove the process works. For further information on Psychometric Assessments, contact Caroline Ward on 09064 78104 or email...

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Are you a secret Fireman?

Personality inventories can be a useful tool when considering a career change or exploring options for development in your job.  Exploring your preferences (or dislikes) in the areas of Negotiation and Sales, Leadership, Communication, Working to Targets, or Working under Pressure, for example, could help you to decide the next career move most suited to your personality and style. FIREMAN Communication Working under pressure Resilience Caring      SALES Communication Working to Stretching Goals Negotiation/Sales Socially Confident   QUALITY CONTROL INSPECTOR Attention to Detail Rule Following Variety Seeking   For more information on personality inventories and assessment generally please see the Assessment Centre information pages on our website: http://www.collinsmcnicholas.ie/jobseekers/psychometric-testing-assessment-centres/ http://www.collinsmcnicholas.ie/employers-about-us/psychometric-testing/psychometric-testing-landing-page/   Caroline Ward HR Services Consultant Collins McNicholas Recruitment & HR Services...

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