People Management

All good things must come to an end

All good things must come to an end!

What an experience!!

I don’t know where to start…  3 months pass too quickly!! In a week i go  back to France, my maltese adventure will end, but Malta was one of the best experiences of my life.

I met many  lovely people.. And I’m so sad to leave now. My head is full of wonderful memories.

When I arrived in Malta, I wanted to improve my english which now is not so bad.

I think it was an experience I would never regret, I met people and had moments I will never forget..

During my 3 months I spent all my weekends  visiting wonderful places like Paradise Bay, Ramla Bay,Marsaxlokk, Comino, Gozo, and also making  BBQ’s on roof top or at the beach with my friends.Sometimes I also went to Paceville when I felt the dance fever lol, in fact in Malta you can’t get bored there is so much to do!!

Learning English with the Maltese accent is a little bit complicated. You only need to know a few maltese words to be  fully integrated:

  • Mela
  • Le lele
  • Yees yess yess
  • Oh Madonna!!!
  • Iva

Regarding maltese people, they are  very welcoming, and kind. I really fell in love about with their lifestyle because they live simply and also they are very family people.

What about my internship in Quad?

What a company!! Lol

From my point of view, Quad Consultancy is one of the best companies to complete an internship. Why? Because it is a very dynamic company that listens to its trainees, each suggestion or reflection is taken into account by the company but also they are very flexible.

At Quad Consultancy, I learned a lot in 3 months I have seen the entire recruitment process .Client appointments, sourcing , contact with candidates, participation in job interviews etc. The more days passed more I had responsibilities, I really appreciated it . What is also special about Quad is its working atmosphere that is very relaxed and joyful, we laugh a lot thanks to Marc and his famous jokes lol

To conclude this was a very rewarding experience that I will never forget, I want to thank the entire Quad team and also my tutors, we had a lot of fun 😉

This is not a goodbye but a see you later.;-)

Lindsay

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Toutes bonnes ont une fin!

Quelle expérience!!

Je ne sais pas par ou commencer… Les 3 mois sont passés super vite, dans une semaine je retourne en France, mon aventure Maltaise touche à sa fin. Mon séjour à Malte a été l’une des meilleures expérience de ma vie. J’ai rencontré tellement de personnes formidables… Je suis triste de partir maintenant, mais ce qui est sûr, c’est que ma tête est remplie de merveilleux souvenirs. Mais peut-être ce n’est qu’un au revoir 😉

L’un des buts de mon séjour à Malte était d’améliorer mon Anglais et maintenant je pense qu’il n’est pas trop mal 😉

Je pense que c’est une expérience que je ne regretterais jamais, j’ai vécu des moments et rencontré des personnes que je n’oublierais pas…

Pendant mes 3 mois ici, j’ai passé la plupart des mes week-ends à visiter des lieux magnifiques tel que Comino, Gozo, Marsaxlokk, Ramla Bay, Paradise Bay, mais aussi j’ai fais pas mal de barbecues sur les rooftop ou en face de la mer, ce fut des moments agréables. Quand la fièvre du Samedi soir me prenais, j’allais à Paceville pour danser jusqu’au bout de la nuit  lol, à Malte il est impossible de s’ennuyer il y a tellement de choses à faire c’est incroyable.

Mon expérience Maltaise

Apprendre l’Anglais avec les Maltais c’est un peu compliqué. Pour être complètement intégré il faut savoir quelques mots tel que :

  • Mela
  • Lé lé lé
  • Yes yeees yees
  • Oh Madonna!!!
  • Iva

Les Maltais sont vraiment des personnes très accueillantes et chaleureuses, en cas de besoin les Maltais seront toujours là pour donner leur aide. J’ai beaucoup aimé leur style de vie, ils vivent très simplement et ça j’ai beaucoup aimé.

Qu’en est- il de Quad Consultancy?

Quelle entreprise!!!

De mon point de vue Quad est l’une des meilleures entreprises pour réaliser un stage. Pourquoi? C’est une entreprise très dynamique, qui est très ouverte d’esprit, mais aussi elle considère les stagiaires comme des éléments à part entière de l’entreprise, toute suggestion ou remarque effectuées par les stagiaires seront pris en compte.

Chez Quad j’ai beaucoup appris, pendant les 3 mois j’ai pu voir l’ensemble du processus de recrutement rendez-vous client, sourcing, prise de contact avec les candidats, participation aux entretiens d’embauche etc. j’ai vraiment apprécié qu’au fil des jours mes responsabilités aient augmentées.

Mais ce qui est spécial chez Quad c’est l’ambiance de travail qui est très décontractée et toujours dans la bonne humeur, on a beaucoup ri notamment grâce aux fameuses blagues de Mark.

Pour conclure c’était une expérience très enrichissante que je n’oublierais jamais. Je tiens à remercier l’ensemble de l’équipe et mes tuteurs de m’avoir accueillie, on s’est beaucoup amusés.

A bientot

Lindsay

From Dijon to Malta

Dear Readers,

Well, here we are, this is my first note on Quad’s blog, I hope you’ll find it as interesting as my predecessors’ ones. Before saying anything else let me introduce myself : my name is Guilhem, I’m 20 years old, I come from the city of Dijon in Burgundy… land of fine wine and of the world known mustard. I’m currently in the process of completing a Bachelor’s Degree at the University of Grenoble-Alpes. In order to do so a three month internship abroad was mandatory. Since I’m looking into continuing my studies in the area of Human Resources next year, I might as well try to gain more experience in that field.

At first I really concentrated my internship research on the United States, but as weeks were going by I oriented myself to closer destinations. I really wanted to practice my English, to perfect it, and, since I love Summer, the sun, and so on, Malta seemed to be the destination that filled all the criterias.

To say the truth, before arriving on the Island I really didn’t know much about it except that a lot of young people go in the Summer to party and to try to get a tan.

I was really happy to be accepted at Quad Consultancy. The interview I had with them, really made me think it would be the right place to learn more about HR and about the Maltese culture. And I’ve got to say, I was right… Well, even if it’s been a short time since my arrival when typing this, I sincerely think it will only continue getting better and better as the weeks go on.

It’s only been a couple weeks since I arrived, and I can already say that I love the weather, even though it has been a little foggy in the mornings, the sun always comes out at some point and it’s very nice. For what I have seen in my first days on the Island, Malta seems to be the result of a mix of Italian, Arabic and English cultures, they also have their own weird language, but don’t worry, the majority of Maltese have a very decent level of English (better than French people !). I’m renting an apartment in Lija with friends (a bit far from the dynamic zone) but I had the opportunity to walk down Sliema’s seashore, and it was very nice.

I’m eager to know more about Malta and about Maltese culture to share it with you.

Guilhem

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Chers Lecteurs,

Voici ma première contribution au blog de Quad Consultancy, en espérant que vous trouviez cette note aussi intéressante que celles de mes prédécesseurs. Avant d’aller plus loin je vais me présenter : je me prénomme Guilhem, j’ai 20 ans et je viens de Dijon en Bourgogne. Je suis en fin de troisième année de Licence Management à l’Université de Grenoble-Alpes. La dernière étape pour valider mon année était de réaliser un stage de trois mois à l’étranger. J’envisage de poursuivre mes études dans les Ressources-Humaines l’an prochain, c’est pour ça que j’ai essayé de trouver un stage dans ce domaine. J’ai commencé par concentrer mes recherches sur les Etats-Unis, mais les semaines passaient sans que je ne reçoive de réponse positive, c’est ainsi que je me suis donc tourné vers des destinations plus proches. J’avais vraiment envie de mettre en pratique mon anglais, pour le perfectionner, et amoureux du soleil et de la chaleur je me suis donc naturellement tourné vers Malte.
Honnêtement avant d’arriver sur l’île je ne savais pas vraiment à quoi m’attendre, à part que beaucoup de jeunes y vont pour festoyer et se dorer la pillule.

Je suis vraiment heureux d’avoir été accepté chez Quad Consultancy. L’entretien que j’ai eu avec eux m’a laissé penser que ca serait l’endroit idéal où je pourrai à la fois en apprendre plus sur les Ressources Humaines, et apprendre à mieux connaître la culture maltaise. Même si je ne suis pas ici depuis longtemps je n’ai pas l’impression de m’être trompé, et je pense que ca ne fera que s’améliorer.

Je ne suis que là depuis deux semaines mais je peux déjà dire que j’adore le temps, malgré la brume matinale et le vent. Le soleil trouve toujours un moyen de montrer le bout de son nez. Du peu que j’ai vu, Malte semble être un mélange de culture arabe, anglaise et italienne. Les locaux parlent également un langage un peu bizarre, mais pas d’inquiétude ils parlent presque tous l’anglais (mieux que nous en tout cas). Je loue un appartement en collocation avec des amis, c’est un peu loin de la zone dynamique de l’île mais ca ne m’a pas empêché d’aller marcher le long de la mer à Sliema.

J’ai vraiment envie de mieux connaître Malte et la culture maltaise. Je me ferai un plaisir de le partager avec vous.

Guilhem

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Estimados lectores,

Ya está mi primera intervención en el blog de Quad, espero que será tan interesante como las de mis predecesores. Discúlpenme si hay errores, todavía tengo mucho a aprender en castellano. Pero bueno, lo importante es que me entienden, ¿o no? Antes de decir más, tengo que presentarme : me llamo Guilhem, tengo 20 años, vengo de Dijon en Borgoña… ciudad famosa por sus vinos y su mundialmente conocida mostaza. Llegué ahora en el último año de mi diplomatura de gestión en la Universidad de Grenoble-Alpes, para validarla tengo que lograr una práctica de tres meses fuera de Francia. El año que sigue querría hacer una licenciatura en RR.HH, por eso intenté encontrar una pasantía en ese sector. Empecé a buscar ella en los EE.UU, pero después de semanas sin ninguna respuesta positiva orienté mis búsquedas en destinaciones más cercanas.
Quería estar en lugar donde hay sol, calor y donde -además de todo- se habla inglés. Y en Europa no hay un montón de lugares de ese tipo… naturalmente empecé a buscar en Malta.

Honestamente, antes de llegar acá no sabía qué esperar, sabía que cada verano estudiantes europeos de todos lados se juntan en la isla para festejar y broncear.
Estoy muy alegre de ser seleccionado como pasante por Quad Consultancy. La entrevista que tuve con ellos fue muy interesante, y me dio la impresión que sería la empresa perfecta para aprender y desarrollar mi conocimiento de los RR.HH y para aprender más de la cultura de Malta y de su pueblo. Aunque no estoy acá desde mucho tiempo tengo la impresión que no me he engañado.

Hace solamente dos semanas que estoy acá, pero ya puedo decir que me encanta el tiempo mediterráneo, aunque la niebla matinal y el viento que hay de vez en cuando. Malta es de lo que vi una mezcla entre cultura árabe, italiana e inglés. La gente habla tiene una idioma extraño pero la mayoría de ellos tienen un nivel de inglés alto (mejor que los franceses jaja!). Alquilo un departamento con amigos en una ciudad fuera de la zona dinámica, pero no me impide de caminar a lo largo del mar en Sliema y de ir de joda como quiero.

Tengo muchísimas ganas de conocer más es lugarcito y de aprender más de la cultura maltés. Será un placer compartir todo con ustedes.

Guille

France to Malta

Hello ! My name is Sabrina, I’m 26 years old and I come from Dijon, in France.

I finished my studies not so long ago, and now I’m an occupational psychologist doing an internship in Malta.

Why this additional recruitment internship? I already have some professional experience in the fields of professional orientation and insertion, and I wanted to discover the “other side” of this job and diversify my skills, especially improve my level of English. I also wanted to discover another country with a different culture and history. I love to travel so much, so I’m always motivated and happy to meet people with a different vision of life, it’s really rewarding.

Why Malta ? Malta is a historic island with a strong culture which attracted me. It is also a place where many people are fluent in English, and there are a lot of job opportunities.

I have been in Malta for 3 weeks now, the first week was spent discovering and visiting different places in this country. For example, I went to the historic city like Mdina which I fell in love with, and the 3 old cities (Cospicua, Senglea, Vittoriosa) located in front of Valletta. I also spent time in more peaceful places like Gozo with its beautiful beaches and high cliffs, it was really great to see it.

People here are really friendly, they are less stressed than in France (except on the road) and it feels good to be in Maltese mode 🙂 You can also meet a lot of people who come from different countries, it’s really rewarding.

So I started my internship within Quad Consultancy 1 week ago and I’m really happy to be part of this team. My colleagues are attentive and really caring with the trainees. I’m staying for 5 months so I know that I could really evolve my skills with different recruitment tasks and responsibilities.

In summary I have a really good first impression of Malta : it is a mix between many countries like Italy, Maghreb, England, France… You can also see it in the Maltese language and culture, and this is what makes this country so attractive to me.

 

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Bonjour ! Je m’appelle Sabrina, j’ai 26 ans et je viens de Dijon, en France. J’ai terminé mes études il n’y a pas longtemps, et maintenant je suis Psychologue du travail en stage à Malte.

Pourquoi ce stage supplémentaire ? J’ai déjà de l’expérience professionnelle dans le domaine de l’orientation et de l’insertion professionnelle, et je voulais découvrir “l’autre” côté de ce métier et diversifier mes compétences, surtout augmenter mon niveau d’Anglais. Je voulais aussi découvrir un nouveau pays avec une culture et une histoire différente. J’adore tellement voyager, alors je suis toujours motivée et contente de rencontrer des personnes avec une vision de la vie différente, c’est tellement enrichissant.

Pourquoi Malte ? Malte est une île historique avec une forte culture qui m’a attirée. C’est aussi un endroit dont beaucoup de Maltais sont bilingues en Anglais, et il y a beaucoup d’opportunités professionnelles.

Cela fait 3 semaines que je suis à Malte maintenant, la première semaine à été consacrée à la découverte et visite des différents endroits de ce pays. Par exemple, je suis allée aux villes historiques comme Mdina dont je suis tombée amoureuse, et les 3 vieilles villes (Cospicua, Senglea, Vittoriosa) situées en face de la Valette. J’ai aussi passé du temps dans des endroits plus tranquilles comme Gozo avec ses belles plages et hautes falaises, c’était vraiment super de voir tout ça.

Les gens ici sont vraiment amicaux, ils sont moins stressés qu’en France (à part sur la route) et ça fait du bien d’être sur un mode Maltais Vous pouvez aussi rencontrer beaucoup de personnes qui viennent de différents pays, c’est vraiment enrichissant.

Donc j’ai commencé mon stage au sein de Quad Consultancy il y a 1 semaine et je suis vraiment contente de faire partie de cette équipe. Mes collègues sont à l’écoute et vraiment bienveillants avec les stagiaires. Je reste pour 5 mois donc je sais que mes compétences évolueront avec différentes tâches et responsabilités en recrutement.

En conclusion j’ai vraiment une bonne première impression de Malte : c’est vraiment un mélange de plusieurs pays comme l’Italie, le Magrheb, l’Angleterre, la France… Vous pouvez aussi le voir dans la langue Maltaise et la culture, et c’est ce qui fait que ce pays m’attire tellement.

 

Let Us Deal With Your Headaches

As a business leader or manager, your job is to focus on the smooth running of your organisation.

This usually causes many unnecessary headaches to any business – irrespective of the industry it operates in. At Quad Consultancy, we fully understand your difficulties.

For this reason, we have assimilated a group of top-end professionals from various disciplines to help you run your business efficiently.

We’re here to make your life easier. Let us deal with your headaches.

Contact us at [email protected] for more details.

Employee Retention

Employee retention is one of the major challenges every business faces the world over. Our Managing Director was recently invited by the Malta Employers’ Association to talk about this subject on their weekly TV programme.

During this brief programme, the speakers discussed the reasons why people leave organisations, and why they stay on.

Also, if you’d like to know more about employee retention strategies, please feel free to contact us at i[email protected].

How To Be A Bad Boss Effectively

by Mark J Galea

In my (wait a minute. Pause. Stop. I’m 41….so shall I describe my life as long, longish, or short, or relatively short?) professional life, I came across a number of books, articles and papers advising people how to be good or become better managers.

Every single piece of literature under this category aims at converting The Evil Witch/Queen into a whiter-than-white Snow White. I guess, that this creates a gap in the market. So how about addressing those people who want to play the villains at work? Someone needs to acknowledge and address these poor souls, right?

For this reason, I decided to come up with the Bad Boss’s Manual. Political correctness dictates that ignored minorities (or are bad bosses in the majority?) be accepted and embraced. By writing this manual, I feel that not only will they feel embraced, but they will also enjoy a reference guide….a sort of a satanic bible 🙂

Out of respect for generations X, Y and Z who lack enough patience to read articles but have enough time to “invest” in social media, I hereby present you with some brief points to help you become an even worse boss. These are my tips:

1) Empathy is for wusses: You are employed to get a job done. You were given a team to help you achieve YOUR goals….and bonus at the end of the year. Tough luck if they don’t like your style. The door is always open for them to leave and for their substitutes to come through. “Shape up or ship out”: THAT should be your mantra.

2) Terrorise your subordinates: The more your underlings fear you, the more productive they are. This also comes with the added benefit that no one will dare badmouth you. Ever. Not in private. Not in public. Actually, they will praise you with others (both inside and outside the company), and make sure that you get to know they did so. What could possibly give you better gratification than your underlings’ praise? On the flipside, look at how the “kind bosses” get criticised and denigrated in public (both openly and behind their back). Idiots!

3) Divide and conquer: Make sure that you have – at the very least – two factions in your team. Play to their weaknesses and make sure that you can effectively manipulate the weak and insecure team members. In such a scenario, your people will be elbowing each other to curry favour with you. To be in your good books. And while you’re at it, do encourage your underlings to spy on each other and report back to you (1984 style). Reward these loyal servants accordingly. Who can deny that this is a scenario that any manager dreams of?

4) Do your best to lose their trust: If your team fears you already, mistrust is a great bonus! You will become unpredictable in their eyes and THAT’S the one thing they clearly want to avoid. The last thing you want is for your underlings to feel safe. Remember that safe = complacent.

5) Make it clear that you play the political game, and that you have your own agendas: Nothing will make your people feel more insecure and terrorised than the fear of being left out of your grand plan. Actually, they will fight each other out for the leading role of your scheme. They will happily volunteer to do the dirty work for you. They will fight each other to the death like gladiators to climb the beanstalk and steal the magic harp from the giant. Make them play the political game like a video game: kill the ogres to score points. The more they kill, the higher the score…….Which gives me an idea. How about actually creating a leaderboard? No one would want to be at the bottom of the table, right? Muwahhhaaaahaaaaahaa.

6) Badmouth your underlings with other team members AND other managers: If you want to make sure that your underlings will treat you like a deity, you must prevent them from trusting you. Gossip as much as you can….and while you’re at it, make sure to add some of your spice. Go on. Spill the beans. Let them suffer and beg for your kindness.

7) Make sure they don’t trust you: Remember that trust also leads to complacency. If you earn the reputation of bad mouthing people, no one would want to fall victim of your rants. And what’s the best way for them to prevent this? By working hard to be in your good books….and to stay there.

8) Be angry all the time: No one likes to deal with angry people, and this would keep your underlings off your back. Would they dare bothering you with their personal problems? Of course not! Would they come up with some lame excuse for failing in their tasks? Unthinkable. Better still, no one likes to cross an angry manager. Who would be stupid enough to volunteer to fall victim of your wrath? No one should be that stupid, right? And if someone is that stupid, then they shouldn’t be on your team. This is an extremely effective way of getting things done, and achieve your goals.

9) Bark orders at your underlings: Nicities are for softies. Ditch any flowery language and make good use of your voice to show your people that you’re the boss. When ordering them around, make sure to bark your orders thus ensuring that your team is badgered into submission.

10) Be as unfair as possible: Make it clear that you have your own pets. That some animals are more equal than the others. Fairness is for the weak. You must also make sure to be unfair when rewarding your loyal servants. Kick logic and common sense out of the window. Make them crave and work hard for your favours. Convince them to turn their bitter disappointments (when you decide not to give them their rewards) into an even bigger strife for your favours.

11) Avoid consistency at all costs: Consistency makes you predictable; and you don’t want that, do you? Make sure that your underlings are constantly guessing what you’re scheming and that they can never be in a position to predict how you’re going to act. Spice this up by doing things in a diametrically opposed way to what you preach. Avoid acting like this all the time though, otherwise, you’d become consistent. After all, the element of surprise will keep your team motivated to follow your orders to the letter. You also need to master the art of dishonouring promises. Do it tactfully, and you’ll be laughing.

12) Clarity is a weakness: If you want to keep your team under control, make sure that your orders, instructions, and communication are as vague and convoluted as possible. This will inevitably make your underlings come to you asking for direction thus strengthening your power and forging their dependence on you.

13) Denigrate and ridicule your team in public: Make sure that you ridicule different individuals at least once a day. Quash their dreams. Make them understand that they are not worthy…..and keep on reminding them that there IS a reason (or more than one) why YOU are THE manager, and THEY are your servants. THEY are a means to an end. YOUR end. You’ll be amazed by the results you will achieve.

14) Take and keep complete control: Team members are like characters in a video game. You are the player holding the controller. Make sure that you dictate every single step. Every single move. There should be no room for individualism and personal ideas. YOU are the manager and YOU know best. Their role is to do what you say. To follow your instructions. You have no other option but to micromanage your underlings. You’re the only one who knows how every single task has to be carried out  😉

15) You know best: How dare they come up with ideas? How dare they suggest something that’s different to your way of doing things? How dare they question your you?There’s no room for suggestions or any form of discussion. This is yet another reason why micromanagement is the name of the game. Surely IF they were THAT good, THEY’d be managers, right?

16) Make them work hard for you: You will not tolerate anyone who dares to turn up late. It is also unacceptable for you that anyone dares to leave on time. Any “reasons” which – let’s face it – in reality, are excuses should be rubbished straight away. Make it clear that you expect your team to be at work early and leave as late as possible. You shouldn’t be happy to meet deadlines. Impress your bosses by finishing tasks before agreed deadlines. Needless to say, it’s OK for you to leave before any of your underlings.

17) Take all the credit for your underlings’ performance: This is precisely the reason why you need to hold the game controller. How can you claim success if you don’t have complete control? Make sure that your own bosses, your peers and your underlings know that your team’s excellent performance is SOLELY down to your input. If the company ever gets to lose you, there will be no tomorrow! They might as well shut down when you walk out the door.

18) Fire an employee every month: This will definitely keep them on their toes! Fire someone for the stupidest (and most illogical) of reasons, and you will see the team’s productivity soar. Keep this going every month, and you will be unstoppable. And remember: unstoppable = untouchable 😉

19) Hire underachievers: The more unemployable (for others) job candidates are, the more attractive they are for you. You will be the only one who gave them a job after weeks, months or years of searching. They will be forever grateful and will never, ever think of disobeying your orders. Furthermore, not a single one of these underlings will ever even think of dethroning you to take your job.

20) Surround yourself with yesmen: You already have to deal fellow managers and your bosses. Unfortunately, they don’t always do as you say. So why should you allow your underlings to add to the grief and frustration? You are the boss and their sole function is to march to your orders. Make sure that they clearly understand their place in your kingdom. Oops! I mean….department.

I will now leave you with this parting shot: always keep in mind that your decisions are irrevocable and final because, without a shadow of any doubt, you are always unquestionably right!

What Are You Waiting For?

by Mark J Galea

Many employers are outsourcing their payroll service to third parties, and here are some of the reasons why:

Free up time – Payroll computation is a time-consuming process. Outsourcing payroll can free up staff time to pursue more important value-added and revenue-generating activities, thus boosting productivity.

Reduce costs and boost productivity – In addition to the Payroll Administrator’s salary, as an employer you need to pay NI contributions; statutory bonuses and other entitlements; leave and sick leave (over 1 month of unproductive hours paid to an employee). The direct costs of processing payroll can be greatly reduced by outsourcing this function. In addition to enjoying great savings on the cost of employment, you will save the opportunity cost (not to mention once again the lack of productivity) spent on time dedicated to hiring any possible replacements for long absences and backfills. When, you also factor in other expenses related to the investment and maintenance of hardware and software (yearly updates, license renewals, maintenance agreements etc), you will realise that the saving you make by outsourcing payroll is actually much bigger.

Ensure confidentiality – By outsourcing this function, you are reducing the number of people within your company who are privy to information related to pay packages, pay rises, and other information that can easily be leaked to other parties within the company.

Ensure continuity – If your Payroll Administrator falls ill, or needs to take leave around the end of the month, the timely issuance of employee’s pays and salaries will disrupt other operations (it’s usually Finance that takes the hit). Pays and salaries need to go out on time in order not to demoralise your employees. When outsourcing your payroll function, you are protecting your business from these risks.

Alleviate the pain – In-house payroll is a headache at best and a nightmare at worst. By outsourcing this function, you will eliminate a tiresome source of regular pain.

Avoid technology headaches – A constant question is whether they have the latest version of their payroll software and the most recent tax and NI bands installed on their computer. Using the wrong tax computations will result in penalties and big employee dissatisfaction.

Leverage outside payroll expertise – Most business professionals tend to be so focussed on meeting targets set by ambitious budgets, that they tend to overlook constantly changing regulations (both statutory and those issued by the EU), yearly changes in NI categories, and frequent changes in tax bands.

Losing the Payroll Administrator – If your Payroll Administrator gets a new job, you will have to spend considerable time and money looking for a resource that is getting scarcer due to a number of different reasons. Consequently, salaries for Payroll Administrators are shooting up. Using an outside service eliminates that business risk.

Outsource payroll

Payroll nightmare?

If you know at least one person who takes care of payroll, then you’re probably familiar with all the annoying stories of disgruntled people they have to deal with every day.

Going out for a Friday drink with a friend of mine, who’s a Finance professional, means one thing – listening to her frustrations over payroll, accounts and the constant backlog she has to deal with.

As much as I can imagine payroll being a routine job, to say the least, I still cannot understand why is it such a headache for most companies! At the end of the day, if you’re running a business, you also have to pay your employees and somebody has to deal with this crucial process. If you get the employees’ pay wrong, you’re most definitely asking for trouble.

Working at Quad Consultancy gave me an excellent opportunity to do a bit of research to see why they claim that by outsourcing payroll, people’s life can be made easier.

As it turned out, it’s not payroll itself that is a nightmare but rather the way the companies decide to go about it. If like my friend, you work for a small or medium-sized company, then most likely you don’t have a separate payroll department. It’s either HR or  Finance who ends up doing it, and…guess what? Because of deadlines and other urgent matters, payroll sometimes ends up being seen as a “side job”…and additional task…a nuisance!

They both seem to be thinking that accountants are there for numbers and HR to… well, deal with people. Unfortunately, payroll needs a bit of both and hiring a payroll administrator equals additional cost to your business.

I can imagine how the time to run the payroll function is a cost, but when you add the initial investment in the software, and the yearly costs of software updates, and maintenance agreements, plus the employee’s leave, sick leave, bonuses, NI and other costs, then the natural question is: “is it REALLY worth it?”

And let’s not talk about the headaches of payroll administrators needing to take sick leave at the end of the month. What about replacing them when they leave? Now THAT is a nightmare!

But it CAN get worse! Have you considered the issue of confidentiality? How many times have companies experienced leaks of information about salaries and – horror of horrors – those EVIL performance bonuses?

So, it seems like I got a pretty straightforward answer to my question about payroll being a company’s nightmare.

What’s the solution to your payroll problem?

OUTSOURCE!

I’m neither a business owner nor a frustrated employee dealing with payroll. However, I cannot understand why anyone would want to go through so much hassle and expense. It’s just easier to leave it to professionals who will take a headache away at a CHEAPER cost!

Why would you waste time and money on payroll when you can free up the time and boost the productivity by investing in skills they will actually want to learn and use at work? Outsourcing will definitely work out cheaper than hiring a payroll administrator, training them and then watching them leave because they got bored of doing the same thing month in month out…or because they were offered more by someone else. REMEMBER, a good, reliable Payroll Administrator comes at a cost. A huge one indeed!

Now I’m off to meet my friend, and guess what I’m going to be talking to her about! Yes, you’re right. I’m going to talk to her about payroll outsourcing… Maybe in a few weeks, we’ll be able to talk about boys, clothes, hangovers, gossip and other interesting stuff…

Should You Make Yourself Indispensable?

by Ian Sammut Dacoutros

Keeping your cards close to your chest guarantees your survival as an individual, right? This idea may have been popular a long time ago but in this age of knowledge and information, it is a big no no.

If you as an individual, a Manager, or an entrepreneur choose to keep your knowledge to yourself, you are essentially slowing down – or even hampering your own and your organisation’s growth and development. If you have employees keeping knowledge from you then it’s even worse.

What happens if these employees want to leave the organisation or if they have an issue with the organisation? Can they effectively hold the organisation at ransom with their knowledge?

Knowledge management is a very wide term and several people define it differently. The main differences come from an exact answer to the question: What exactly is knowledge? Even without this though management in organisations are focusing and investing more and more in it.

Essentially knowledge management is a process that organisations undertake to generate value from the knowledge in and around their organisation. They look both at the knowledge held in their people and the knowledge held outside through their customers.

The ultimate aim is to get this knowledge together and use it throughout the organisation so that the whole organisation will have access to all its knowledge, all the time. Imagine a company where the sales team know all the complaints the company has received and how they were resolved, the sales team could be helped so that the complaints would reduce.

Unfortunately in the age where there is an app for everything many organisations are being fooled into thinking that by simply buying a system all their knowledge problems will be solved, then after spending a hefty amount the project fails because the solution is not the system. A worker can have all the best tools but if they do not have the skill to use them or the training then tools are useless.

In the next article we will discuss what exactly knowledge is and the different types of knowledge.

Jobs in Financial Services – The Reality

by Cyril Chanson

Advertising many positions on the web, I realised the significance of financial job offers. Wanting to further my knowledges I researched it and you could find my research below. I hope it would be useful.

 

What are “Financial Services”?

First of all, before digging into the topic, I thought that it is relevant to explain what financial services means. In fact, this term gathers all services offered to consumers and companies from a broad range of organizations such as insurance companies, banks, investment companies. The proposed services include corporate services, financial planning opportunities and money management, as well as providing information.

The financial services has several functions such as enabling exchange of goods and services in the economy, mobilizing savings and transforming risk, just to mention a few purposes.

Malta, thanks to its location in the Mediterranean, is an interesting place for doing business. It became more fruitful since the country became an EU member and has enjoyed the benefits from this market.

 

How has the financial industry in Malta changed since joining the EU?

Since Malta became an EU member in 2004, Malta has accelerated its growth in all sectors of its financial services industry. Malta’s legal and regulatory framework met EU standards in 2004 which encouraged financial advisors to invest in a strong economy and framework. A few years later Malta adopted the Euro in 2008 and this step has made the financial services sector grow much faster.

The introduction of passporting rights has provided companies the chance to establish branches on the island, and thus many opportunities have opened up between Malta and the EU. In these days, the financial industry benefits from the EU international market of over 500 Million people and 28 countries.

Malta has set an objective to become the European financial centre and has achieved a lot towards that goal.

 

What has helped the financial market to flourish?

I was wondering how Malta could be so attractive to foreigners’ investors. After some research and questions I was able to highlight several assets. Malta owns a stable macroeconomic environment in which every streetlight are in the green. The current legal situation remains to be focused on attracting investors by the government and the status-quo is maintained. Malta is viewed as a safe country and stable one, which make the country interesting when a CEO is looking to it. The politic system is predictable and extremist parties do not have a place in it. For a financial perspective, the investors like nothing more than predictability continuity, which can be fully offered by Malta.

In January 2015 the minimum wage set up at 720 euro per month which corresponds to 50% of original EU 12 states.

The booming of Malta’s financial centre has happened due to its pro-business attitude, excellent regulation and competitive cost of doing business. The successive Maltese governments have gone about concluding double taxation treaties with 70 countries. This policy encourages trade not only with important trading partners but also with emerging countries.

The location of Malta in the Mediterranean Sea helps the island benefit from the Islamic finance as it has stronger links with North African countries such as Libya, Tunisia and Egypt. Financial companies from these countries who locate their subsidiary in Malta benefit from the EU market and an attractive and efficient tax structures.

Indeed Malta’s labour costs are comparative to the newer EU member states and lower than other established members of EU. Malta labour costs offer greater value for money than two thirds of those in the Western European countries.

 

What are the consequences on the labour market?

At a glance, the financial service market contributes to GDP up to 13% with more than 10,000 employees. In Malta, the GDP has being increasing at over 3% per annum compared to the EU average of 1.3%.

This growth is not predicted to decrease due to positive actions by the government to encourage the sector to prosper. For instance, the annual expansion of Malta’s financial sector stands at 25% meaning many new positions are appearing into the work market.

Furthermore, ranked the third lowest unemployment rate of the EU with 5.1% -behind Germany and the Czech Republic- Maltese workplace is highly active. For a decade, focus has been made by the government on the academic front. More than 60% of Maltese students are going to further education, although it is an English speaking nation, people are also trained to different professional such as Italian, Arabic, Spanish or French.

With a low unemployment rate, companies and especially HR firms are faced with the shortage of candidates; they have to find highly qualified people to fit their positions. In fact, integrating the EU has facilitated the mobility of EU workers; employers now have access to a much larger pool of workers than before. Actually, to attract further foreign talent Government offers 15% off on flat tax rate to highly qualified persons into key positions within those industries.

 

Why are professional HR firms better placed at handling this growth?

I interviewed Simon Casolini Operations and Recruitment Manager for Quad Consultancy’s Malta branch  in order to further my knowledge about the move appearing in the Financial Service field.

In fact the work market is currently changing, the global rapid growth from the EU’s companies in the Financial Sector in Malta has created a lot of new positions but the pool of candidates isn’t big enough.

 

Outcomes from my interview

First of all, the sector has seen much more movements than previously, many new positions have emerged and wages have been incressing steadily for the last 3 years. Indeed, applicants are in a stronger position nowadays than they were in the past.

At the same time, the requirements, including experiences and qualifications has been going down due to the scarcity of talent. For example, where companies previously sought candidates with a specific degree and 5 years’ experience, they are now seeking people with a related degree and 3 years’ experience. Companies are reducing their requirements due to a lack of employees.

By reducing requirements, moves have been observed in terms of certifications related to the financial service. In this field, background in banking, accountancy as well as financial compliance is needed by companies without degree; certifications in those fields would be of advantage for candidates.

A good candidate with a moderate experience has now several advantages that applicants had not before. The wages have been going up and applicants have more opportunities within several companies.

Nowadays, employees are exposed to more duties and areas of competence compared to the past when they spent much more time focused on functions in one or two areas. Therefore, they are increasing their employability skills and general responsibilites.

This new trend is interrelated with the growing of Head-hunting. Moving people has become an issue especially because the market is small and people physically know each other and companies provided services.

It is at this stage that the professional Consultant comes into the process. By “professional Consultant”, I mean HR professionals who are able to fit position on behalf of companies. The professional Consultant has various assets such as a great database of candidates which can serve the demand effectively and professionals who are very well connected. Using a reputable HR firms allows companies to save time and money, such as advertising expenses and CV screening.

As the professional Consultant, having a very strong network of valid candidates, knowledge of their background and professional expectations is a great benefit. HR firms are able to offer an efficient and effective way of helping the client to find perfect fit, and providing their manpower needs.

They make sure the candidate understands what the company is looking for, going deeper than just the job description, giving them the background required about the company and ensuring that they have the right cultural fit. Therefore candidates are better prepared, and both of candidates and clients are reducing the risk.