Archives 2021

How To Create A Timesheet In Excel?

Here is a simple process to follow to make a timesheet in Excel in a few moments to facilitate the tracking of working hours.

Step 1: Enter Titles And Dates

Start by naming each of the columns you will need. Write the following titles in the first cell of each of the columns in the first row: Date, Start of time slot, End of time slot, Unpaid break time, Total hours.

In the first column, under the heading “Date”, begin the dates that correspond to each day of the pay week to be processed. Then write the title “Total” at the bottom of this column.

Step 2: Customize The Format Of The Cells

Before automating the work hour calculations, be sure to customize the format of cells that contain hours. To do this, select all cells with hours, click “Custom” on the main menu at the top, then click “Hours.”

Step 3: Automate The Calculations

In order to automate the calculations of the working hours of your employees, enter the following calculation formula under the heading “Total hours”: = (C2-B2-D2).

Then click in the lower right corner of the cell, hold down the left mouse button, and drag the cursor to the bottom cells to apply the formula to the other days of the week.

To calculate the total number of working hours for the week, enter the following calculation formula in the cell following the last day of the week: = SUM (E2: E8), or = SUM (E2: E8) in the English version of Excel.

Step 4: Customize The Look Of Your Timesheet

To make your timesheet more complete, personalize it by adding the information needed for payroll processing such as employee name, employee number, pay period date, etc. You can also change the appearance of the sheet to make it easier to read.

You can then duplicate your template to use it for each of your employees.

Make sure your Excel timesheet template is complete and easy to read, but don’t spend hours customizing it. Keep it very simple.

If you use work planning software, be aware that most of them offer tools dedicated to the management of timesheets which greatly facilitate the task of managers.

The 5 Commandments Of Dismissal

Firing an employee can be as bad for an employer as it is for someone who loses their job.

Between the fear of ignoring one of the many laws that protect employees and the fear of hurting an employee, the employer is spoiled for choice as to the reasons for apprehending a dismissal situation.

What is more, any dismissal necessarily has repercussions on the whole team; it’s fair to say that firing an employee is a delicate intervention that concerns much more than just the fired person.

So is it possible to fire an employee and that it goes well? Here, we are convinced that it is. Here are the 10 commandments of dismissal according to us.

Apply As Much As For Hiring

Does your organization hire with trumpet and fanfare, but kick back with a kick in the butt? That says a lot about the values ​​of the managers in place.

The way you do things when you fire an employee will have a significant impact on how the manager and the company are perceived by the rest of the team, as well as by the person being fired.

The way in which layoffs are handled is a true reflection of a company’s values.

So put as much heart into it as you do when hiring. After all, a dismissal is just as bad for an employee, if not more so, than a hiring. After all, even people who are laid off are ambassadors.

Prioritize An Improvement Plan

Encourage the development of improvement plans when there are problems .

This way, the employee will have the opportunity to improve, and you can accompany them through this process. You can even offer support if the situation or the problem lends itself to it. Then follow up regularly and offer honest feedback along the way.

No To The Surprise Effect

The surprise effect is great for a birthday party or a promotion, but certainly not for firing an employee.

No employee should be surprised to be fired. Never.

The performance evaluations frequent and transparent are the key to avoid unpleasant surprises. In these recurring evaluations, employee and employer must be on the same wavelength as to the performance and progress of the employee in question.

It is also important to take comprehensive notes during each assessment and have them signed by the employee. Complete notes to the file allow you to faithfully remember the events discussed.

Prepare For The Meeting Carefully

Before the meeting, prepare the required documentation. You can give it to the employee at the very end with as much written explanation as possible. For example, attach to the envelope containing the dismissal letter the next steps to be followed (bring back the material, sign such and such a document, etc.). By offering as much written support as possible, you will cut down on verbal exchanges, and the meeting can end more quickly.

Choose The Best Time 

The best time to fire an employee is at the end of the day. Thus, you spare the person concerned the discomfort of having to leave under the prying eyes of colleagues.