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Part of the Team

The World of Learning conference is an annual highlight, not only for education professionals but for anyone with an interest in staff development. Among the themes of this year’s event at the NEC, one stood out:

An alarming number of people quit new jobs within the first week, and many more decide very quickly that their new company isn’t a long-term option. To quote the CIPD:
“Even when people stay for a year or more, it is often the case that their decision to leave sooner rather than later is taken in the first weeks of employment”

Sometimes people just don’t fit. It’s nobody’s fault, and the sooner a square peg is prised out of a round hole, the better it is for all concerned. But how many people walk away from something that could have developed into a rewarding personal and professional experience simply because they weren’t made to feel welcome?

Without a tailored induction, new employees can find themselves in a position where they never fully understand the business they’re working for or their role within it. They may never fully integrate into their team or the wider company, they may never reach the level of creativity or productivity they’re capable of, and as frustration mounts they may well put down their tools, switch off their computer and walk out of the door, never to return.

What are we hoping to gain from an employee induction? The best HR and training practitioners we’ve worked with all say the same thing.

That’s a lot easier to accomplish when the hiring process is seamless and transparently fair, and employee onboarding is swift. Jane’s recruitment software actively supports more efficient onboarding. To take one example, new employee records […]

Actual Reality

Three years ago, during a trip to Beijing, Facebook founder Mark Zuckerberg famously reached out to potential customers in China by conducting a public question and answer session entirely in Mandarin. Zuckerberg is by any standard a capable person, and having a Chinese speaking wife gave him a useful head start in learning this complex language, but his error-strewn effort was met with scorn. Unfair perhaps, but it was no surprise to see a public figure get a roasting for attempting something difficult and falling short.

This week Zuckerberg put his head above the parapet again, and once more he found himself under fire. His response to the damage caused to Puerto Rico by Hurricane Maria was to create a cartoon version of himself and take a virtual reality tour of the devastated island.

There’s ample evidence of Mark Zuckerberg’s philanthropy, but for many people this latest incident showed a disconnect from the reality of how people live their lives and cope with problems. Zuckerberg himself has expressed a preference for virtual reality over the real world problems we all have to face. Again, that certainly doesn’t make him a bad person but for most employers, even those at the cutting edge of technical development, dealing with these everyday problems is part of the routine. For employers who go out of their way to help their people resolve issues it’s not a chore but something to be proud of. Actual reality – working hard every day to create a positive, supportive environment where people can thrive – is actually pretty terrific.

At Jane Systems we’re proud to work hand in glove with public and private sector leaders who take every opportunity to make […]


Research published this week by Vorwerk suggests that thirty is a landmark age for employee restlessness. It’s understandable. Crossing into the fourth decade gives us plenty to think about, and any appraisal of our achievements, status and general well-being should naturally include a good hard look at what we do with each working day.
Vorwerk’s research paints a picture of general dissatisfaction with working life in Britain. Just 13% of responders said they enjoyed their jobs, while 9% went so far as to say they hated them. Those are unsettling figures, but are employees really that disenchanted or are they merely taking the opportunity to blow off steam without consequences? We all get days when we’d rather be elsewhere and we’ve all heard colleagues say they “hate” a job or an employer in the heat of the moment but then display ample evidence to the contrary. We may choose not to take everything said in surveys literally, but we’d be unwise to ignore negative findings altogether.

Talking to them is a good start, and encouraging them to communicate interactively in the workplace is even better. The lack of suitable skills training and career development is a major factor in employee dissatisfaction, and one way to deliver a career path that people will find satisfying is to put them in charge of their own development. The Jane Self-Service portal does exactly that, giving your people access to their own records and encouraging them to shape their own training programmes. Managers stay in control of the process, with a “big picture” view of staff activity and the authority to sign off on and contribute to development plans.

Hitting a landmark age – whether it’s […]

If It Matters To You, It Matters To Us

Jane Systems stays on the cutting edge of HR and payroll software service by asking customers what they think. When we ask you for feedback that includes any suggestions you have for ways that we can make your working lives easier and more productive. Today’s article is a summary of the feedback we’ve received in recent months. If you’re a Jane customer you may well recognise some of these points, and please feel free to add to them. If you’re not a Jane customer, we welcome any thoughts you’d like to share.

What are your biggest concerns as a HR manager?

I’m constantly trying to balance efficiency with concern for people’s welfare. It’s not easy.

No it isn’t, which is why HR management is such a specialised role, and it helps when you have specialised support. At Jane Systems we believe efficient systems can deliver a platform for greater interpersonal contact and cooperation

I seem to be seen as the “bad guy” when it comes to disciplinary issues. I don’t care about personal popularity but I don’t want employees to feel like they’re in an “us and them” situation with management.

Antagonism between staff and management can cause lasting damage. We believe a HR system should help you monitor potential disciplinary issues, flag up patterns that may become an issue and enable you to nip these problems in the bud. It’s not enough just to make a note of what’s wrong. Jane gives you the tools to put things right.

How do you believe GDPR will affect your day to day working life, and what steps are you taking to stay compliant?

It will affect us in a range […]