At HRM-Nordic, we are constantly striving to improve and are therefore continuously developing our HR system to make it even better and easier for our customers to use, and so that it continues to meet the company's daily needs.

We are currently working on a new user interface that aims to make our HR system even more user-friendly for our customers. The new interface includes an update to two of our modules as well as an update to the dashboard, making our HR system more accessible.

HRM Nordic is a modular HR system

HRM Nordic is a flexible, efficient and modular HR system that can be adapted to your company's needs and size. The modular structure allows you to freely choose the modules that benefit you the most, making it ideal for both small and medium-sized companies that want to create an overview of the employees in the company and manage the various HR processes in an easier and more manageable way.

Our HR system consists of a total of 6 modules, which the company can turn on and off as needed. The modules in HRM-Nordic are:

• HRM Nordic Puls (follow-up tool)
• HRM-Nordic MUS (development tool)
• HRM-Nordic Onboarding (Pre- and onboarding module)
• HRM-Nordic Masterdata (employee database)
• HRM-Nordic Recruitment (recruitment system)
• Whistleblower system

Here, the Whistleblower System is our newest module that makes it even easier to manage the latest whistleblowing scheme. You can read more about the different modules in our HR system here.

What will change with the new interface

With the new interface, we have worked on updating our development tool, the MUS concept in our follow-up tool and the dashboard to better meet and adapt to the needs of the company. Below you can read more about the new interface, which will be available in August.

The dashboard

In the dashboard of our HR system, we have updated the language profile with new language versions. Language is constantly evolving, with new words being added and old words disappearing. At HRM-Nordic, we believe it's important that the user interface reflects modern language and that the language is updated to fit the year 2021.

That's why we've updated the language profile on the dashboard with more than 100,000 lines. This makes the dashboard even more user-friendly and manageable for our customers.

HRM Nordic Pulse

HRM Nordic Pulse is our follow-up tool for online surveys and ongoing follow-up on various customized focus areas in the company. With the follow-up tool you can follow up on well-being, follow up on action areas related to climate or employee satisfaction or get feedback on customer satisfaction.

HRM Nordic Pulse helps you keep your finger on the pulse and follow the development of your different focus areas, so you can quickly implement new initiatives in case there is a decline in any of the areas.

On the new interface, we have updated our follow-up tool. This means, among other things, that it is now even easier to set up questions, get feedback and follow up on the different focus areas.

The MUS concept

The purpose of the employee development interview (EDI) is to take stock and discuss the employee's performance, results, well-being and professional as well as personal development. In addition, a goal must be set for the employee's competence development and future work tasks.

HRM-Nordic PDD is an online PDD system where you can set up agendas, create deadlines and create templates for the performance review. This can help ensure a better dialog during the performance review and make it easier to manage and keep track of performance review agreements.

In the new interface, we have updated the SDD concept in relation to setting up the agenda, preparation, conducting and following up on the performance review to ensure a better and more rewarding SDD for both the employee and the company.

If you have any questions about the new updates and what they will mean for you and your business, please feel free to contact us by email info@hrm-nordic.com or phone 70 26 32 25.

Have you set up the new whistleblowing scheme in your company? The roll-out of the EU Whistleblower Directive has just begun, and for state employees, the new system has already come into force. If you haven't already implemented a system for the new whistleblower scheme, HRM-Nordic can help.

As an integration to our HR system, we have created a new whistleblowing solution, which is a secure software solution that handles the receipt and processing of reports internally within the company. This makes it easier for you to set up the new whistleblowing scheme in your company and comply with the new legal requirements.

What is a whistleblowing scheme?

A whistleblower is a person who discloses illegal activities or wrongdoing in a private or public company or organization. The whistleblower is often an employee of the company who reports serious matters or violations of the law committed by the company or another employee, and is therefore exposed to the consequences of the disclosure.

Therefore, in 2019, the EU passed a directive requiring both public and private workplaces to establish a whistleblowing scheme. The purpose of the whistleblower scheme is to detect and bring violations of the law and other matters to light. This could be cases of sexual harassment, poor management, fraud, breaches of legislation or other cases of harassment.

At the same time, the EU has also made rules that the whistleblower's identity must be anonymous and that the whistleblower must be protected from retaliation from managers and colleagues. The whistleblower scheme will thus ensure that employees in the company or other stakeholders can reveal and report these offenses to the workplace or to the Danish Data Protection Agency anonymously and protected without having to fear losing their job as a consequence of the revelations.

In this way, the whistleblower scheme will help empower employees and other company representatives to take action, increasing the chances of action being taken in cases of sexual harassment, fraud, negligence and other serious matters or offenses.

Should your company have a whistleblower scheme?

Both public and private workplaces with more than 50 employees are obliged to establish an internal whistleblower scheme. The establishment of an internal whistleblower scheme also applies to municipalities and regions, regardless of the number of employees.

If the company has more than 250 employees, the whistleblower scheme must be established by December 17, 2021, whereas companies with 50-249 employees must have the whistleblower scheme in place by December 17, 2023.

Employers in the companies must also designate one or more persons to receive and handle reports from whistleblowers. In addition, a procedure for receiving, confirming and handling the reports must also be put in place.

If you are the owner of a private company with less than 50 employees, you are not required to have an internal whistleblowing scheme. However, companies are encouraged to set up a whistleblower scheme, as whistleblower schemes help prevent and reveal violations of the law and other serious matters. At the same time, the whistleblower scheme can also help create transparency and security among employees.

New whistleblowing solution from HRM-Nordic

Companies that are obliged to establish a whistleblower scheme are free to decide how they want to establish the whistleblower scheme in their company. However, it is important that the company has a secure reporting channel.

It can be beneficial to choose a whistleblowing IT system that can help you with the various processes involved in receiving and handling complaints and reports. In our HR system, we have created a new whistleblowing solution in the form of a whistleblower module that can handle all the processes in the company's whistleblowing system.

The whistleblower module is a system that enables you to report and report violations of the law and other matters. In the system, you can set up templates with your whistleblowing policy, receive reports, process reports, communicate with the whistleblower and send confirmation of receipt of the report to the whistleblower.

The whistleblowing system can also be integrated with HRM-Nordic's HR system, making it easy for employees, board members and other company representatives to report cases of harassment and violations of the law.

The new whistleblower module is ready as of October 1st this year and meets the requirements of the General Data Protection Regulation (GDPR). The module is designed in such a way that it is not possible to see who made the report or when it was made. This ensures 100% anonymity and optimal protection of the whistleblower's identity.

Get a whistleblowing solution in your HR system

With the whistleblowing solution from HRM-Nordic, you get a system that handles the entire whistleblowing scheme. This makes it even easier to establish the whistleblowing scheme in your company and also ensures that you comply with the new legislation when it comes into force.

If you are interested in learning more about our whistleblowing system, or if you want to order the new whistleblower module for your HR system when it is ready on October 1st, please contact us at 70 26 32 25 or send us an email at info@hrm-nordic.com.

Onboarding new employees is important to ensure they feel welcomed in their new workplace. However, it's just as important to give your current employees a good offboarding once their employment ends.

Your former employees are some of the most important ambassadors for your company's employer brand. A good and professional offboarding can therefore help ensure a happy former employee who will speak positively about their employment with your company. And who will recommend your company to new potential employees.

It is therefore important to end the employee's employment with a good and well-thought-out offboarding. This can help ensure mutual respect between employer and employee - even after the employee leaves.

Plan the different processes in offboarding

Whether the employee has been terminated, retired or resigned, it's a good idea to start planning the offboarding process. After all, what will the employee's last days with the company be like once they've resigned?

However, just like onboarding, when offboarding an employee, there can be many different processes and administrative tasks to complete. It can therefore be a challenge to maintain an overview. Here's where HRM Nordic Onboarding help you structure the different tasks in the offboarding process.

The HRM-Nordic Onboarding module can be used in the offboarding process to, among other things, create plans with the various tasks that management, the HR department and the departing employee must complete during the notice period and a deadline for these. In addition, the module can be used to follow up on tasks, call for final interviews with the employee and structure the process of transferring work tasks.

Finally, the Onboarding module from HRM-Nordic can be used in connection with the offboarding process to send an official announcement to the employees in the company about the employee's departure. It can also be used to ensure the handover of phones, laptops, keys and any access cards and codes upon departure.

Ensure a good handover of tasks

If a new employee has been hired to take over the tasks of the departing employee, it is important that there is a good transfer of knowledge about customers and business partners as well as the transfer of tasks to this person. If a successor has not yet been found, it is important that documents are prepared with all relevant knowledge about customers, work areas and job descriptions. This is stored until a new employee is found.

In some companies, where a deputy has not yet been found, it may be the other employees in the company who will be responsible for the tasks. In this case, HRM Nordic's Onboarding module can be used to assign and delegate tasks and responsibilities to employees.

When an employee resigns, there may also be a lot of tasks that need to be accomplished and completed. It can be a good idea for you as a manager to offer help and support and make sure to delegate tasks to other employees so that the employee doesn't drown in tasks during the notice period.

Conduct interviews and get feedback from the employee

The notice period is important to ensure a good transfer of knowledge and tasks to the person who will take over the departing employee's tasks. However, the notice period can also be used to gain knowledge about how the employee's time with the company has been and what the reason is for the employee resigning, if that's the case.

When the employee has been terminated or resigned, they are more likely to receive honest feedback because they no longer have anything to lose. Therefore, it's a good idea to use this opportunity to hear the employee's honest opinion on working with management and colleagues.

Many companies choose to discuss this in a final meeting shortly before the employee leaves, but you can also choose to have short follow-up conversations with the employee during the notice period. Whichever way you choose to do this, however, it's important that you create a safe atmosphere where the employee can speak honestly.

Make sure to delete employee data

When an employee leaves the company, remember to remove the employee's access and change passwords on various IT systems and programs. In addition, it's important that all employee data on the departing employee is deleted once the employee has left the company and the data is no longer needed.

I HRM-Nordic Master Data you can set a departure date for the employee in question and receive a reminder to remember to delete the employee's data. This way, you avoid having unnecessary data on former employees in your database and ensure GDPR compliance.

Give the employee one last recognition

Offboarding should be a positive experience for both the company and the employee leaving the workplace. Therefore, offboarding should ideally end with all tasks and deadlines completed and both parties can say goodbye with a good feeling and mutual respect.

To give the employee a good offboarding and goodbye, it can also be a good idea to thank the employee and give them a final recognition for their achievements in the company. This can help ensure that the employee leaves happy and with a good final impression of the company.

We help you make the offboarding process easier

Saying goodbye to an employee? With our various HR solutions and modules, we can help you streamline and create an overview of the different processes in the offboarding process. This way, you can spend time creating a valuable and memorable departure for the departing employee.

Contact us at info@hrm-nordic.com or on 70 26 32 25 to learn more about how we can help you make employee offboarding more efficient and ensure a smooth and professional offboarding of your employees.

When a new employee joins a company or organization, it's important to ensure a good onboarding process to make them feel welcome in their new workplace. However, more companies are increasingly turning to digital recruitment, and with the pandemic and many employees working from home, the subsequent onboarding process is also taking place virtually.

However, a virtual onboarding process requires something extra from the management, the team and the new employee who is being introduced to a new workplace and new tasks remotely. When onboarding takes place virtually, it requires an even sharper structure to maintain an overview of the different onboarding processes. At the same time, it can be difficult for the new employee to settle into the new workplace when all contact with management and other team members takes place virtually.

Therefore, it is important that you as a manager, together with the HR department, make sure to plan the onboarding process to fit the virtual space and give the employee a good start-up phase in the company remotely.

Get a handle on the different processes in virtual onboarding

Once the right candidate for the position has been found and the contract has been signed, the new employee needs to be onboarded into the company and the team. During the onboarding process, there are often many administrative tasks and processes that need to be completed, which can make it difficult to keep track of everything.

Especially when onboarding is virtual, it can be difficult to keep track of who is responsible for which tasks. With HRM-Nordic Onboarding you can easily structure the different tasks in the pre- and onboarding process and assign different tasks to different people in the company.

In this way, HRM-Nordic Onboarding can be used in connection with preboarding, for example, to ensure that the employee is created in the system and that a computer and other IT equipment is ordered and set up for the new employee to use at the home office.

The module can also be used in the onboarding process itself to create and distribute tasks to create an overview of who is responsible for sending introductory material and who is responsible for following up that everything is working as it should in the home office. It's also possible to set deadlines for tasks so that all processes are completed on time both before and after the new employee has started.

Tips for creating a good virtual onboarding process

As mentioned, virtual onboarding requires extra effort from management to ensure that the new employee gets a good introduction to the company, culture and tasks, as well as to the other employees in the team.

In addition to getting a handle on and structuring the different processes in the onboarding process, here are some other tips that can help ensure a good virtual onboarding process for the new employee.

Welcome with flowers

Even if the new employee doesn't have to physically come into the workplace, it's still a good idea to send flowers and a small greeting to the employee's home address to say welcome. This way, the new employee feels welcomed despite the fact that they'll be working from home alone at their home office for the next while.

Give a good introduction to the company and employees

It can be difficult for the new employee to get an insight into the company culture and get to know the other employees in the company when everyone is working from home. Therefore, it's a good idea for you as a manager to arrange a virtual meeting where you give the new employee a good introduction to the company and where the other employees in the team can introduce themselves and their work areas.

Here, the HR department can help the manager create an agenda for the virtual meeting and a template with a number of points that the team members can use as a starting point when introducing themselves to the new employee. Both the agenda and the template can be distributed to the team members through the company's HR system.

Hold regular virtual meetings

In addition to holding a virtual start-up meeting shortly after the new employee is hired, it's also important to hold frequent virtual meetings and conversations. This includes 1:1 conversations between the new employee and their manager, but also between team members.

With 1:1 conversations, you as a manager have the opportunity to follow up on the new employee and ensure that the employee has a good onboarding and thrives in the new job. Through the conversations, you can discuss work tasks as well as the employee's well-being.

Virtual meetings between employees can be held as a virtual coffee meeting, where employees have the opportunity to talk informally about things other than work tasks. This gives the new employee more opportunity to get to know the other employees.

Select permanent mentors

As a new employee, the first time will often be a big upheaval, and there are many things to remember about the company, employees, IT systems and work tasks. To ensure that the new employee has a good onboarding experience, it may be a good idea to appoint 1-2 mentors to whom the new employee can ask questions.

Mentors will often be colleagues who are familiar with the company and the work tasks, and will help and provide feedback on the new employee's work tasks. Mentors are also tasked with following up on the employee and giving the employee greater insight into the company's values and goals.

We help you with remote onboarding

If you have hired a new employee who needs remote onboarding, we can help. With HRM-Nordic Onboarding, you can create structure and an overview of all the different processes in both pre- and onboarding, ensuring that the new employee has a good virtual start in the company.

Contact us at 70 26 32 25 or send us an email at info@hrm-nordic.com, if you're interested in learning more about how our onboarding module can help your company onboard new employees.

Ongoing wellbeing surveys have become a necessity. Covid-19 and the lockdown of large parts of Denmark has put companies, schools and organizations under great pressure. For most people, this has meant a big adjustment, where working from home and homeschooling have become part of many people's everyday lives.

However, prolonged repatriation and social isolation can have a significant impact on both employee wellbeing and mental health. As a leader of a company, organization or school where employees, teachers and students are repatriated or working from home, you should also have an increased focus on promoting wellbeing during this difficult time.

Here you can HRM-Nordic Pulse be a great tool for getting ongoing feedback and measuring the wellbeing of people who work at home or are deployed.

Get continuous feedback on wellbeing via SMS with HRM-Nordic Pulse

HRM Nordic Pulse is a tool that makes it possible to conduct online surveys and get feedback on different focus areas such as wellbeing. With the tool, you can set up and send out questions to the people involved that can help provide greater clarity on how they are thriving.

The questions can be sent out via email or SMS, making it even easier to get feedback on the questions - especially with employees or students who may not have an email, but will often have a phone on them.

In the SMS sent to the recipient, there will be a link to the questions. Each question is answered on a scale. When all the people have answered the questions, you will receive a report of the answers, which you can use to continuously follow up on wellbeing.

In this way, the tool allows you to easily and quickly get ongoing feedback from employees, so you can keep your finger on the pulse and closely monitor the development of employee well-being. Du kan læse meget mere om værktøjet her.

Follow up on well-being on an ongoing basis

You can use the ongoing feedback you receive to follow up on employee wellbeing on an ongoing basis. Based on the questions that employees have answered, you can create a dialog with the people involved about what's going well, what's going less well and what can be done to improve wellbeing.

By conducting regular well-being surveys and engaging directly with employees, it's possible to address unhappiness faster and create new initiatives aimed at increasing well-being in the company, organization or schools.

HRM-Nordic Pulse can thus be used to improve communication between employees, managers and students with ongoing well-being surveys to monitor the well-being and mental health of those who are deployed or working from home.

At the same time, the tool can help management gain knowledge about how the Corona crisis affects the well-being and mental health of employees and students, which can be used to take concrete actions to improve well-being.

Tips to increase well-being and the psychological work environment

There are several ways in which a company, organization or school can improve wellbeing. As a starting point, it's a good idea to look at the feedback that management has received from employees and, based on that, start a dialog with employees about what could help them improve their wellbeing.

Below are 9 general tips on how to improve wellbeing and mental health in the workplace:

• Make clear statements and ground rules about how you handle the Corona situation and how you comply with the guidelines.
• Recognize employees for their efforts - both those who work at home and those who are furloughed.
• Follow up with employees to talk about how the day went, what went well and what didn't go so well, and finish with a good story of the day to end the workday on a high note.
• Make sure to provide the necessary support to employees who need it and intervene at signs of overload, stress or unhappiness.
• Help employees set the boundaries between work and play if they need it.
• Make sure all employees know what their role is and what tasks are their responsibility.
• Maintain an ongoing dialog with employees through phone and video meetings.
• Make sure you have a close dialog with employees regarding new initiatives, challenges, experience sharing and the like.
• Focus on creating a close collaboration between employees and management to create a good psychological work environment.

Get free feedback on employee and student wellbeing

Covid-19 has changed everyday life for many people. Both employees in companies, employees in organizations and students in school classes have had to adapt to the new reality. However, these changes can have a huge impact on wellbeing.

At HRM-Nordic, we therefore offer organizations and schools with repatriated employees the opportunity to use our HRM-Nordic Pulse tool to get feedback on well-being and mental health free of charge. Du kan læse mere om, hvordan det foregår her.

If you're interested in learning more about our follow-up tool or have questions about how you can use it in your business, you're also welcome to call us at 70 26 32 25 or contact us via email at info@hrm-nordic.com.

In addition to regular well-being surveys, an APV well-being survey is important and mandatory. Read more about it at APV - easy and effective in 3 steps (hrsolutions-as.com).

Covid-19 has created significant changes in most people's everyday lives, and many companies have had to adapt and send employees back to work from home. However, when all employees are spread across different geographical locations, it places greater demands on management in terms of managing and developing employees.

A good performance review builds trust and creates a good dialog between manager and employee. It helps create a space where you can talk about the employee's work tasks, well-being and development in a safe environment. This is why the appraisal interview is most often conducted face-to-face.

Now that remote working and remote management have become part of many companies' everyday life, it can mean that the performance review conversation with employees has to take place online instead. Here are some tips on how to conduct a successful online performance review with your employees.

Think about communication

Most companies have experienced great success with remote working, and many managers have managed to create good online communication with employees. However, as a manager, you should be aware that some of the communication is lost when it is pulled online and is no longer face-to-face.

To ensure that the performance review is successful, even if it takes place online, it's important that you think about the way you communicate to each employee. Pay particular attention to language and tone of voice when talking to your employees and be aware of the signals you are sending.

When the communication is written, you may want to make use of the communication options offered by digital channels. For example, you can use emoticons, images, memes and the like when making meeting appointments or following up on tasks and goals. By utilizing the possibilities of online communication, you can make communication more personal and present.

Get the technical stuff sorted before the online appraisal

When you as a manager are conducting appraisals with your employees online, it's crucial that you have the technical setup in place. If the camera is blurry, the video stutters or the sound disappears, it can have consequences for the dialog and the flow of the conversation.

Both employee and manager should therefore make sure that the camera and microphone are set up so that both audio and video work optimally before the appraisal interview begins. If you need to be able to see each other's screens, it's also important to ensure that you can both see and share the screen view.

Once you have the technical setup in place, you can concentrate on the conversation itself and have a better and more fluid dialog that isn't interrupted by technical issues.

Use an HR system for preparation and overview

Preparation is crucial for a successful appraisal - whether it takes place online or in person. It's a good idea to use an HR system to prepare for the appraisal and keep an overview.

Med HRM-Nordic MUS you can create your own templates for the performance review and send out a preparation form to the employee and an agenda for the review. In the tool, you can also set up reminders and deadlines for the interview, get the employee's consent to hold the interview and keep track of how far the employee is in the process of filling out the preparation form.

HRM-Nordic SDD is thus a great tool for managing, handling and preparing for SDD interviews so that both parties are well prepared before the interview.

Conduct the performance review in a calm environment

To create the best conditions for a successful online appraisal, it's important that the interview is held in a calm and undisturbed environment. In face-to-face appraisals, the conversation is typically held in a meeting room or office where both parties can speak undisturbed. When the appraisal is online and both parties are located in different geographical locations, there are not the same opportunities.

When you and your employees are conducting appraisals online, make sure you choose a time when both parties can talk without being interrupted or disturbed. When there are no small children making noise in the background or other distractions in the environment, you can better immerse yourself in the conversation.

Online conversations often take less time than face-to-face meetings, but make sure you set aside enough time for the meeting so you don't have to interrupt your conversation in the middle because one of you has another appointment.

Start from the physical appraisal interview

Even if the appraisal takes place online, it should still be based on the elements from the face-to-face conversation that help make the appraisal successful. A good appraisal should be constructive, trust-building, individualized and forward-looking.

Make sure to praise and acknowledge the employee for achievements and results they've accomplished, as well as provide constructive feedback on any opportunities for improvement and development. As mentioned above, some communication is lost when it takes place online, so it's important that you as a manager think carefully about your communication and send clear signals to the employee to join the conversation. Also, make sure to give the employee time to speak and listen to what they have to say.

The performance review is a great opportunity to build trust between you as a manager and the employee. That's why it's also important that you make sure to give the employee a good experience by listening and asking good questions that focus on the employee's motivation, well-being and future development.

Follow up on the online appraisal interview

Online appraisals require more effort from both employee and employer than face-to-face appraisals. But if both parties are well prepared, the technical setup is in place, and the limitations of online communication are taken into account, the online appraisal can be a success.

However, to ensure that future online performance reviews are successful, it's a good idea to get feedback on the review from the employee. Ask the employee how they think the conversation went, both in terms of preparation, the technical aspect and the conversation itself. That way, you'll know what worked and what might need to be changed or improved for next time.

In addition, it's important that you follow up on the agreements you and the employee have made regarding the employee's future development opportunities. This will also ensure that the employee feels that the appraisal has been fruitful and successful. In the tool HRM-Nordic MUS you can set up reminders so you remember to follow up on your performance review.

Vil du høre mere om, hvilke moduler og værktøjer vi tilbyder i HR systemet fra HRM-Nordic, er du velkommen til at kontakte os på 70 26 32 25 or via our contact form.

Do you need some HR tools for the performance review? Visit the HR Solutions | We deliver solutions for people (hrsolutions-as.com)

Even though teleworking was already an integral part of many companies before Corona, the Corona crisis has nevertheless helped to push the establishment of home offices and teleworking in most companies. During the lockdown of Denmark in the spring, home offices were put to the test, and for many companies, it exceeded all expectations.

With the government's new restrictions, many companies are once again forced to send employees to work from home, and while some have seen the benefits of remote working, there are still some companies that see remote working and virtual collaboration as a stopgap solution. This may be due to the fact that remote working places high demands on employees, but especially on management.

Remote work puts new demands on remote management

Remote work requires remote management, and as many discovered in the spring, there can be many challenges associated with remote management. Remote management places new and greater demands on management in terms of collaboration, sparring, communication, employee well-being and coordination of work tasks. Below we give you some tips on what you can do to succeed with remote management.

Stay on top of technology

One of the decisive factors for successful remote working and remote management is that the technology to be used is in place. This applies to virtual communication, where you need to ensure that both audio and video work when virtual meetings are held. As a manager, you also need to ensure that employees have access to all the necessary systems that allow them to work from home.

Remember good communication

When managing remotely, it's important to set expectations with employees about how much communication will take place when they are sent back to their home office. As a manager, it's up to you to take the lead and decide how virtual communication should take place and how often.

Since virtual communication is different from face-to-face communication, it's also important to pay attention to tone of voice and language in phone calls and emails to maintain good communication despite the distance.

Pay attention to social and well-being

A major challenge of remote management and remote working is the loss of social contact in the office. To prevent the lack of social interaction in the office from affecting employee wellbeing, it's a good idea to regularly monitor whether employees are happy working remotely. In addition, as a manager, you should cultivate social and community by holding video meetings and communicating with employees through virtual forms of communication more often than you might otherwise do.

Follow up on work tasks

Telecommuting can often make it difficult to coordinate tasks on a daily basis. Therefore, it's important that you as a manager regularly follow up on tasks and results. You can do this by holding short meetings or by following up on employees' tasks and results through status reporting.

Get help in the HR department

If you're a larger company with multiple departments, remote working can present even greater challenges in terms of collaboration and task coordination. This is where it can be a good idea to enlist the help of your HR department.

The HR department usually has a greater overview of employees, their skills and areas of work. If you as a manager need an employee to perform a specific task, the HR department can often help you find a qualified employee to do the job - regardless of which department the employee works in.

Therefore, it's a good idea to collaborate and stay in close contact with your HR department when working remotely. This way, you save a lot of time and resources on finding the right employee and can focus on managing employees remotely.

Get a better overview of your employees with an HR system

An HR system can also be particularly beneficial for remote working and remote management. In the HR system's employee database, you can find information about all employees in the company. Among other things, you can get an overview of employees' work areas, skills and education, which can make it easier for you to find the right employee for a specific task.

At HRM-Nordic, our HR system can help your company create an overview of your employees and plan and delegate tasks to employees at the home office. Our HR system can also be used in connection with recruitment and follow-up on well-being, courses and the like.

Finally, our HR system can also be used for onboarding new employees, which can help you keep track of the onboarding process and ensure that the new employee has a smooth start-up process - even when all employees are sent back to the home office.

If you're interested in learning more about how we can help your company succeed with remote management by setting up an HR system, please call us on 70 26 32 25 or contact us via email to info@hrsolutions.dk.

At MyHRsol we now offer digital signature in our contract module. We continuously receive many good suggestions for new modules from our users, which we implement when we think it will benefit the majority of our users. In recent months, we have implemented a number of these improvements. Among other things, this means that you can now sign important documents and contracts with MyHRsol E-signing. The new module is a signature module that makes it even easier to sign employment contracts and other important documents with a digital signature. (more…)