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  • PRODUCT DEMONSTRATION

    Our range of HR products are best appreciated in person. Let our team explain the wonders of how EDS Innoventions can take your HR system to the next level.

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Blog Posts (13)

  • The Covid19 Pandemic Has Changed Businesses Forever

    A post-pandemic scenario for Philippine business and HR Just like the 9/11 terrorist attack that has changed security measures forever, Covid19 will have a long and lasting impact on companies and the way the businesses are conducted long after quarantines are lifted. Not only a health crisis, Covid19 is a business re-shaper as well. This blog does not aim to identify which industries will thrive or wither. Rather, to provide the possible operational norms in a post-pandemic era. There will be a perpetual scare of a resurgence of the virus. Even if the curve is "flattened" and lockdowns are lifted, medical experts predict that seasonal outbreaks may occur in the future. Furthermore, new strains or variants of this virus may emerge to wreak havoc once again. Therefore, for businesses to adapt to this new reality, the following may be embraced: 1) Whenever possible, Work-From-Home (WFH) practices will further expand in adoption. Aside from the obvious virus avoidance benefits, remote working reduces stress and enhances the mental health of workers. Considering the horrendous traffic situation of Metro-Manila and other major cities in the Philippines, WFH will be given serious consideration. Some companies may adopt a mixed WFH and work-on-site policy. HR practitioners will explore and implement attendance capture for remote employees and will gravitate towards web-based tools for attendance and payroll administration, recruitment and performance management. WFH is here to stay. 2) Continuous observance of hygienic practices. In the post-covid scenario, people will continue, to some degree, with social distancing, frequent handwashing, sneezing and coughing etiquette. In the office setting, employers may opt for contactless biometrics (attendance capture), automatic door openers and other implements that eliminate touching of common surfaces. 3) Customer Interaction. Similar to WFH, customers may prefer remote delivery of services or products if possible. Direct person-to-person interaction will be kept to a bare minimum and will be used only if absolutely necessary. Video conferences and on-line communication will be the new norm. 4) Emergency Preparedness. Contingency plans and backup systems will be strengthened and enacted. Business Continuity Plans (BCP) will be the new catchphrase. These plans are designed not only for epidemics/pandemics but for other contingencies as well (earthquake, fire, flood, typhoon, etc.). The silver lining of this covid19 pandemic is that businesses are forced to modernize by integrating new tools and practices. New operational efficiencies may be achieved, as employers explore new ways of delivering quality products and services. Welcome to our new world! Check out our innovative tools for the post-covid environment: For attendance capturing of remote (work-from-home) employees: https://www.eds.com.ph/gps-app For contactless, hygienic biometrics: https://www.eds.com.ph/truface For attendance and payroll calculation: https://www.eds.com.ph/hros For online filing and approving of leaves, OT and OB: https://www.eds.com.ph/eds-web-portal For online recruitment: https://www.eds.com.ph/recruitment For online performance management: https://www.eds.com.ph/performance-assessment

  • How is Attendance Calculated in the EDS System?

    Attendance Basic Concepts The EDS HR System (AMPS and HROS) uses a powerful algorithm that allows unlimited flexibility in terms of work schedules. Recognizing that companies in various industries have vastly different shifts and scheduling requirements, EDS created a universal logic that can be applied in all scenarios without the need for reprogramming. For example, some companies within the food industry require employees to log-IN and OUT more than 8 times per day. This is because of the "broken" nature of their work schedules that cater to peak hours. Also, many of these companies require break time tracking that identifies employees who have exceeded break time limits. This adds to the complexity of attendance calculation. The following logic can accommodate all of these. What is the EDS way of Computing Attendance? Attendance is calculated using the "overlapping" concept - the work schedule is overlapped with the employee's time logs. Only the overlapped part will be the credited hours. Please see the diagram below: The figure above depicts attendance for a regular day-shift work schedule. Although the employee reported departed at 7:15 PM, his credited hours would only be up to 5 PM only. This is because there is no overlap between 5 PM and 7:15 PM. OVERTIME For overtime to be calculated, the authorized users must encode an OT authorization. Shown below: The overtime is now credited because an overlap has occurred between the OT Authorization (5 PM to 7 PM) and his time logs. His credited OT would be 2 hours. TARDY Applying the same concept, we have the diagram below: The red areas above represent the tardy. Since the overlap occurred after the start of the work schedule, the un-overlapped portion is considered tardy (late arrival). Note that tardiness can occur multiple times during a day. UNDERTIME Whereas tardy is defined as late arrival, undertime is an early departure. This means that an employee departed BEFORE the end of his shift or work schedule. The diagram for Undertime is similar to the tardy diagram above except that the employee logs out before the end of the shift. "BROKEN" WORK SCHEDULE Restaurant employees, teachers, etc., do not have the regular work shift as shown above. Due to the nature of their work, the hours and in-between rest periods can be irregular. Nonetheless, the System is capable of attendance calculation by using the "overlapping" concept. CONCLUSION: Although simple in concept, the attendance calculation logic presented above is the most flexible that can be universally applied to all possible work schedules and shifts. Unlimited time pairs both for work schedules and employee time logs can be accommodated.

  • THE FLEXITIME WORK SCHEDULE

    Basic Concept FLEXITIME (also called “Sliding” work schedules) is when there is no fixed work schedule and employees render work at any time. The rendered work must meet the required number of hours per day (Ex: 8 hrs/day) else the employee will be deducted. This type usually assigned to management or supervisory level employees (not for Rank-and-File). Note: The required number of hours is a setting at the EDS HRIS that may be varied depending on the client's needs. Benefits: The FLEXITIME feature may improve morale of employees since they may report to work on their preferred work schedule. On the HR side, the FLEXITIME capability eliminates the need for re-assigning of work schedules on a daily basis. SCENARIO 1: NO TIME LIMITS FLEXITIME CALCULATION RULES: Excess work over required hours are disregarded. Shortfall under the required hours is tagged as Under Time (UT), however this can be configured to output a Tardy result. Please see Advanced Features below. COMPATIBILITY WITH LUNCH BREAK (Non-Paid) Unpaid Lunch Breaks, will be excluded in towards meeting the required hours. FLEXITIME "WINDOW": Although there is no fixed work schedule, management may assign LIMITS to the earliest allowed time an employee may Log-IN and the latest allowed time an employee may log-OUT of the system. This limit is called the "window" of the Flexitime Work Schedule. Ex: If the "Window" is set to 6AM to 10PM, work rendered outside this time-range will be disregarded. FLEXITIME ADVANCED FEATURES: Tardy Output: If preferred, the FLEXITIME feature can be configured to calculate a Tardy output if an employee reports to work beyond a pre-set cutoff time. Overtime Output: To be configured in the System. The Overtime hours must be first authorized and the System will overlap with the timelogs. For more information, please contact our Sales Engineers at our Sales Hotlines: (02)913.5787 or (02)913.8669

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  • HROS | EDS Innoventions

    HUMAN RESOURCE OPTIMIZATION SYSTEM BEYOND ORDINARY HRIS, IT'S AN OPTIMIZATION SYSTEM. A PRODUCT THAT IS THE FRUIT OF DECADES OF EXPERIENCE IN THE HR FIELD. AN ONLINE PAYROLL SOLUTION PERFECTLY DESIGNED FOR THE PHILIPPINE ENVIRONMENT THAT COMBINES ATTENDANCE MANAGEMENT, HRIS, AND PAYROLL INTO ONE PACKAGE. SCHEDULE A DEMO Check out some of our unique capabilities: FLEXITIME WORK SCHEDULES STANDARD FEATURE Automatic calculation of "sliding" work schedules with or without time limits. Read More COMPLEX WORK SCHEDULES STANDARD FEATURE Powerful algorithm that allows unlimited flexibility in terms of work schedules. Universal logic that can be applied to ALL work schedules. Read More CONFIGURABLE ANALYTICS STANDARD FEATURE Drag-and-drop dashboard configuration, drop-down chart type selection, variable parameters: Date Range, Employee, etc. Inquire "REAL-TIME" HOLIDAYS STANDARD FEATURE Capable of complex calculations that occur when work schedules cross-over ordinary days to holidays during night shifts. Read More TARDY TRANSMUTATION STANDARD FEATURE Automatically convert tardy values to pre-assigned value. For example a 31 minute tardy converts to 60 minutes. Configurable values. Inquire ATTENDANCE WORKSHEET STANDARD FEATURE Efficient review and editing of attendance items. Instantly see re-calculations. A definite labor and time saver. Inquire FAIR LEAVE CHARGING STANDARD FEATURE The System automatically adjusts its Leave Charging logic to adopt to "compressed" work schedules. This ex Read More OVER-BREAK MONITORING STANDARD FEATURE Automatically deduct minutes beyond allotted break. Inquire AUDIT TRAIL STANDARD FEATURE All logins, editing of data including the user's name, time and date are automatically recorded. A must for future investigations. Inquire General Features: Payroll System General Features: Unlimited Number of Users (for Enterprise and Ultimate Editions only) Unlimited Number of Departments•Unlimited Number of Positions Unlimited Number of Employee Types Weekly, Semi-Monthly, Monthly pay Frequency Daily Rate or Monthly Rate type Allows multiple changes Daily Rate updates within a Payroll Period ​ Incomes: Unlimited Number of Other Income (Bonuses and Earnings) Unlimited Number of Leave Types Maintains Vacation Leave Filing and Approval Maintains Sick Leave Filing and Approval Maintains Emergency Leave Filing and Approval Unlimited number of User Defined Leaves Tracking of remaining balances and usage of all Leaves DE MINIMIS Calculation (pro-rated to attendance) 13th Month Computation Free updates of TAXABLE, SSS, PHILHEALTH, HDMF tables via patch (within Warranty Period) User specified frequency of Recurring Income ​ Deductions: Unlimited Number of Loan Types Unlimited Number of Deduction Types Maintains Loan amortization and balances User specified frequency of Recurring Loan and Deductions Undertime and Absences deductions ​ Government: FREE Import updates for Phil Health Table FREE Import update SSS Table FREE Import update Pag-ibig HDMF Table FREE Import update TAX Tables Periodic Payroll Reports: Periodic Payroll Register Periodic Payroll Register by Department Periodic Payroll Register by Position Periodic Payroll Register by Payment Methods Periodic Payroll Register Detailed Earnings / Deduction / Loans Adjustment ​ Monthly Reports: Monthly Payroll Register Monthly Payroll Register by Department Monthly Payroll Register by Position Monthly Payroll Register by Cost Center Monthly Payroll Register by Custom Groupings Monthly Witholding Tax Monthly Witholding Tax with Deductibles Monthly Earnings and Deductions Summary SSS Premium Remittances 1 SSS Premium Remittances 2 SSS Salary Loans PHIC Premium Remittance 1 PHIC Premium Remittance 2 HDMF Premium Remittance 1 HDMF Premium Remittance 2 HDMF M1-1 Month-To-Date Earnings Summary Month-To-Date Deductions Summary Quarterly Reports: SSS R-3 Report PHIC RF-1 Report ​ Yearly Reports: Employee 2316 (W2) BIR 1601 C – New BIR Alphalist – No Previous Employer BIR Alphalist – With Previous Employer BIR Alphalist – Terminated Employees Annual Tax Summary Annual Tax Summary with Deductibles YTD Annualized Tax YTD Payroll Register YTD Payroll Register (Detailed) Year-To-Date Earnings Summary Year-To-Date Deductions Summary Optional Modules for Integration into HROS: Optional EDS TruFace Contactless, hygienic face recognition. Automatically uploads time logs to HROS. Read More Optional EDS FingerID Industry proven, HR Assist capabilities. Multiple models to choose from. Read More Optional EDS GPS App Managers can accurately determine WHEN and WHERE field workers login or logout. Read More Optional EDS Employee's Web Portal Reduce encoding, go paperless! Employees apply for Leaves, OT and OB online. Approval is done online as well. Read More Optional EDS CloudBio Uniquely designed for automatic, real-time consolidation of time logs and other data from multiple work sites. Read More Optional EDS Recruitment Streamlines the entire onboarding process—from submission of application forms, screening of applications to final onboarding of new hires. Read More OPTIONS/PRICING: Subscription: P 200/employee/month (Attendance + Payroll) P 300/employee/month (Incl. Employee's Web Portal)​ 2. Outright Purchase: P 123,379.20 (Attendance + Payroll) FREE P 5,000.00 SUBSCRIPTION CREDITS TEST DRIVE OUR TECHNOLOGY TODAY. SCHEDULE A DEMO

  • HROS: How to Assign Adjustments | EDS Innoventions

    Help Center How to Assign Salary Adjustments to Individual Employee in HROS Step 1 : In the main page, Click Adjustment Step 2 : Select an employee and then click Assign New Step 3 : Fill up the informations Like this and then Click Save Click OK Click the Details on the right if you want to EDIT or DELETE the Adjustment.

  • Performance Assessment | EDS Innoventions

    EDS EDS Performance Assessment SCHEDULE A DEMO What is the EDS Performance Assessment Module? Monitoring employee performance is critical to the success of any company (or school). The EDS Performance Assessment module is a web-based tool that makes this process efficient and ensures employees align with company goals. Designed for maximum flexibility, many of the items can be configured to suit the specific performance criteria for monitoring. ​ ​ Objectives: ​ ​ To provide a tool to gather data that can assist in making informed decisions regarding promotion, job changes, and termination. To identify the strengths and weaknesses vis-a-vis the goals and responsibilities of a job. To identify specific areas for improvement, to aid in developing a plan aimed at enhancing these areas. What assessment methodology is used? 360-degree feedback (also known as multi-rater feedback, multi-source feedback, or multi-source assessment) is a process through which feedback from an employee's subordinates, colleagues, and supervisor(s), as well as a self-evaluation by the employee themselves, are gathered. 360-degree feedback is so named because it solicits feedback regarding an employee's behavior from a variety of points of view (subordinate, peers, and supervisory). ​ Although multi-sourced, not all feedback has equal weight. Feedback from direct superiors usually has the greater weight while self-evaluation has the least. ​ If implemented properly, the 360-degree evaluation method becomes a valuable management tool enabling companies to achieve higher levels of growth. TEST DRIVE OUR TECHNOLOGY TODAY SCHEDULE A DEMO

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