Affordable Resource Scheduling Software

Schedule Company Resources Efficiently.

Has this ever happened to you or someone you know? You arrange a meeting in the board room at 10:15 am. When you get there at 10:10 to begin setting things up, you are surprised to discover that the accounting department began their hour-long meeting at 10:00 am. Now you have to scramble to find an alternative meeting room. By the time you find one, the people you invited have been waiting around for 10 minutes, and now your meeting will necessarily be shorter because of the time you lost fixing this scheduling problem. These kind of embarrassing and inefficient situations play out daily in many companies.

Many companies never implement basic resourcing scheduling software because it’s often extremely expensive and difficult to use. But now, thanks to OrgScheduler Pro, you can take control of resource scheduling, and at $39.99, cost is no longer an issue.

OrgScheduler Pro is affordable software that can be used by any small business, non-profit, or office to more efficiently utilize the resources in their organization. A resource is anything that the organization values. It could be a person, a car or van, a conference room, bed, or even a television or computer.

OrgScheduler Pro is built upon the familiar Microsoft Outlook interface so it’s easy to begin using it immediately. It even allows importing/exporting schedule information from Outlook. Send appointments, custom reminders and invitations to customers and employees by SMS or e-mail. Calendars can be formatted by your local time/date settings.

View the availability of resources by Day, Week, Month, Quarter, Year, or Work Days. Design and print attractive reports and schedules.

OrgScheduler is not developed by MakeSchedules.com, but based on customer feedback we feel comfortable telling you about it. We have listed this software on our website for years, and the only feedback we’ve had is “thank you for telling us about it.” For the price, OrgScheduler Pro can’t be beat. We also will earn a very modest commission if you purchase OrgScheduler Pro, so keep that in mind. However, we’re quite confident that you’ll like OrgScheduler software for managing your organization’s resources.

Time Matters

Small and growing businesses depend on attracting and retaining quality personnel, but the cost of standard employee “perks” such as health insurance, fitness club memberships or a pension, may be out of reach for smaller enterprises. Does this mean that small businesses have to settle for that employee whose primary qualification is breathing? Not necessarily.

People judge two things as almost equivalent: money and time. Small businesses have the elasticity to offer new hires flextime, job sharing or an alternate schedule that many large corporations can’t. Time perks don’t increase overhead expenses and can create a winning situation for employer and employee alike. Flextime can help startups build a great team of motivated employees and may help retain valuable human resources when other, more highly capitalized companies come a-courting.

YOUR MONEY AND YOUR LIFE

Men and women today are seeking a way to balance work and life, and flextime or job sharing allows employees to schedule around family or personal priorities without sacrificing job time. Single parents especially appreciate this kind of scheduling, as it allows them to work full or close-to-full time and then be home when their children return from school. Scheduling that allows parents more time in which to interact with their children helps maintain strong family ties, which studies have shown over the long run results in an employee with a better attitude who is more productive. It may also help cut down on child-related absences, many of which are a child’s way of dealing with abandonment issues.

And what about those recurring appointments: dentist, doctor, or other professional? A flexible schedule allows employees to book time during what would be the professional’s normal workday without taking time off. In short, a flexible schedule can result in lowered absenteeism, which should make any employer happy.

EMPLOYER BENEFITS

Flextime can maximize productivity by ensuring that periods with the greatest workflow are adequately staffed while minimizing the total number of people employed. For example, if the greatest amount of business takes place during traditional lunch breaks(11 am to 1 pm), staggering start times for some staffers from 8 am to 10 am or noon ensures that there will always be someone ready to take customers who won’t have to interrupt a transaction to go to lunch.

Flextime also decreases the need for overtime. Certain businesses (printing comes to mind) are deadline-driven and highly dependent on receiving correct information or files from customers. If the sales staff has made a deadline promise but production discovers

that the files submitted don’t work, production either has to work overtime if the customer submits corrected files late in the day, or the deadline is missed so there is no overtime, a solution that antagonizes the customer and potentially loses future business.

A flextime schedule, however, will also ensure that someone will be around after hours to receive files, produce product or at least set up the job so early risers can produce the job and meet the customer’s needs. Business no longer an 8 to 5 proposition, so staffing should reflect changes in the workplace in a way that is cost efficient, maximizes customer satisfaction and employee satisfaction as well.

Flextime may help decrease tardiness. Even the most conscientious employee may arrive late more than once due to rush hour traffic tie-ups that extend an already-lengthy commute time. Altering an employee’s start time allows them to miss rush hour traffic, and can cut commute time by several minutes per day.

THE DOWNSIDE….

There are some downsides to offering flexible schedules to employees. The primary one: the personality of the employer is the greatest challenge. Other potential problem areas relate to employee training and accountability.

Employees participating in a flextime program will need to have initial training that is adequate to allow them to work independently for part of the day. This means the person doing the training must know their job thoroughly and have the communication skills necessary to perform a top-notch teaching job. If an organization lacks personnel capable of performing training, the owner may want to develop and implement a training program. If the business owner is similarly handicapped, then offering flexible schedules may not be an option.

Flextime requires employees to be capable of self-management and be trustworthy. Although traditional schedules permit employees to waste considerable amounts of time in many cases, socializing with their immediate supervisors, flextime increases opportunity for chatting on the phone, shopping on the internet, or using company time for activities other than work. Clearly stating and measuring objectives and work output for employees working unsupervised would build accountability into the system and create incentives not to cheat.

Finally, employers with control issues will find that flextime makes him or her as anxious as a basketful of kittens at a canary farm. Every hour an employee is left alone and unsupervised creates discomfort, and the owner begins to obsess that “something bad” is going on regardless of evidence to the contrary. Flextime does involve creating a system of accountability and improving communication within the workplace. Employers who can’t “let go” often find communication difficult. These same people obtain internal rewards from micromanaging people in their charge. Offering employees the ability to self-manage would, literally, drive these people crazy.

Flextime, job sharing or allowing for an alternate schedule may not be a panacea for a struggling business, but offering employees the opportunity to manage their own time can improve morale, work output and quality, and ultimately the company’s bottom line.

Employers are Considering the “Grump Factor”

By Lauri Brown

You are sitting at your desk, reading your email and open the latest missive from your boss. Once again the bonehead has come up with a new direction for your company. You clear your throat and ask the person next to you “Have you seen what the idiot has sent us now?.” In the cafeteria you sit with your co-workers grossing about how stupid this company is. But this doesn’t just happen today. Everyday you find yourself at odds with the management. And while you have always been a “good soldier” and done exactly what was asked of you, you can’t help but let your feelings be known.

Or perhaps you are the more silent type. Sighing, rolling your eyes, and simply showing through your body language that you are greatly put upon.

You might think that if you are really good at your job, and you do everything that has been asked of you that you will remain, in the eyes of your employer, a valuable member of the team.

However, in these times of cutbacks, more and more employers are considering the “grump factor.” Simply put, the grump factor is a measure of how difficult it is to deal with an employee. How grumpy you are.

Recently a Fortune 500 company had to make a 20% cut in their workforce. The management chose the people that were going to be laid off. Every single employee was a hard worker, in fact some off them were the best at what they did. Each employee tried to figure out why THEY were chosen? What was the reason that the more incompetent employees were left standing while they were let go? Was it that they earned more money? Was it a personal vendetta against them? Was it sexism or ageism? Each employee failed to look at where the blame lay. Which was at their own feet. In a discussion with the management they stated that they used the “grump factor.” Employees that had a bad attitude were considered expendable.

Obviously when it comes time to downsize many factors are considered. But more and more employers want to work with people who are easy to deal with.(use mr rogers here) Employees who love what they do, and show others that they love it. I am not talking about a saccharin sweet phony attitude, I mean a sincere joy.

When Barbara Walters is asked by young people “What do I have to do to get ahead?”

She tells them “Don’t complain, don’t whine. Just make yourself so good that they cannot let you go. And don’t be afraid to get the coffee if they ask you to get the coffee.”

Not sure if you’re being perceived as a grump, take this simple test.

Do you find yourself very easily identifying problems with your company and/or co workers?

Do you share that information with others? (including family, friends , co-workers)

Do you discount possible solutions as unworkable?

Is your criticism a validation of your over all perspective?

Do you often hear others with similar complaints?

Do you lend a willing ear to their complaints?

Do you sigh, roll your eyes or otherwise display your negative feelings using body language or tone of voice?

Are your creating less because of your displeasure?

Are you late to work or meetings?

Do you resent helping others finish their work?

Are you waiting for a change to happen?

Has anyone pointed out your negative behavior?

Do you have “good reasons” to be unhappy at work?

This is a family. You spend more time here than you do at home. Low maintenance easy

1. I like to have people who are low maintenance easy to get along with each other

2. All residents have gone through med school

3. all have high test scores

4. all have good letters from their hospitals

How to overcome being a grump

Begin with a simple act of gratitude. No matter what your religious or secular background you need to find a daily way to express your gratitude for what you have. Start a “gratitude journal”

About The Author
Laurie Brown is an international speaker, trainer and consultant who works to help people improve their sales, service and presentation skills. She is the author of The Teleprompter Manual, for Executives, Politicians, Broadcasters and Speakers. Laurie can be contacted at 1-877.999.3433, or at [email protected]

Hot Legal Topic: Monitoring the Activities of Employees.

By Richard A. Hall

While a number of topics are currently being discussed in the United States, one of the most controversial is that of the right to privacy. This hot button issue is made more complex in a post 9-11 environment. We struggle to find and maintain a balance between personal rights and public safety.

Most people would vigorously defend the right to privacy, feeling that the accessibility of too much personal information is not only an invasion, but morally wrong, and unconstitutional. After all, prior to September 11th, the United States had not been subjected to the overt terrorism that had plagued other countries.

The events of September 11th pervaded our false sense of security and caused us truly question if the enemy was in a far off country or our next door neighbor. In our post 09/11 world, the government’s responsibility to protect Americans has taken on new meaning. In an aggressive effort to protect us from the threat within, the government has adopted a “by any means necessary” approach even if that means listening in to phone calls, reading emails, reviewing library records or scouring through websites. The recent foiled plot of airline bombings in Britain is an example of how invasion of privacy can in fact keep us safe. The individuals stopped for this heinous crime were discovered first by a tip but second from police monitoring private activity which included phone calls.

In the instance where a terrorism plot is averted because of the invasion of privacy there can be no argument to the validity of the practice. Yet, we also know that innocent people have had their privacy invaded when they did not pose a threat to national security.

The national debate over privacy has repercussions on a smaller level as well. Corporations and employees struggle with privacy issues in the workplace. Companies also are seeking to protect themselves from a different kind of terrorism – that of legal and financial exposure caused by the actions of its employees, whether innocent or intentionally malicious.

Privacy is legally protected by the Constitution of the United States, and at the very core of America’s existence. As politicians, voters and special interest groups debate these constitutional issues, employees and employers seek to understand the rules of engagement within business.

Does an employee have privacy rights at work? How far can employers go in monitoring the activities of employees to ensure that they are protected from liability?

Employers not only have a right to monitor the activities of employees but a responsibility. Computer activity, including e-mails and phone calls can be monitored by the employer. In fact, some degree of monitoring is recommended. Emails are discoverable in legal action exposing employers to a great degree of risk. Even if the employer has a policy that expressly states that personal emails are allowable, the company still has a right to monitor individual emails.

Phone calls, except those placed on designated “for personal use” phones, can also be monitored. Call center and customer service employees are routinely monitored for quality assurance and training. There are however, federal and state regulations which must be adhered to which in many locations including notifying parties that the call is being monitored. Most employees will need to place or receive a personal call from work at some point in time. However, as a best practice, employees should use pay phones or cell phones when they must conduct personal business during the work day.

As we seek to balance privacy and protection on a national stage, we will undoubtedly make adjustments on a more personal level. We have already become accustomed to much of our lives being monitored through security cameras, electronic tracking and internet use so it is possible that what is now viewed as invasion will simply become normal. In the interim, it is wise to assume that what happens in Vegas, may not stay in Vegas!

About The Author

Richard A. Hall is founder and President/CEO of LexTech, Inc., a legal information consulting company. Mr. Hall has a unique breadth of experience which has enabled him to meld technology and sophisticated statistical analysis to produce a technology driven analytical model of the practice of law. As a busy civil trial attorney, he was responsible for the design and implementation of a LAN based litigation database and fully automated document production system for a mid-sized civil defence firm. He developed a task based billing model built on extensive statistical analysis of hundreds of litigated civil matters. In 1994, Mr. Hall invented linguistic modeling software which automatically reads, applies budget codes, budget codes and analyzes legal bill content. He also served as California Director and lecturer for a nationwide bar review. Mr. Hall continues to practice law and perform pro bono services for several Northern California judicial districts.

Giving Gifts to Employees: Ideas for appropriate gifts.

By Adriana Copaceanu

Giving gifts to your co-workers or your employees can be a tricky business. You want to give something that is they will really enjoy but doesn’t break your piggy bank. You want to give something that suits the individual’s tastes but doesn’t suggest anything politically. Here are some simple suggestions that for the most part can be given to either sex and to anyone of almost any age which we think will help you in your gift giving search.

Everyone uses a memo pad even if the memo is only to themselves. Pick ones that reflect their hobbies or show the type of work they do.

People are always looking for a paperclip for all those papers we still have. If you give a magnetic paperclip holder, they’ll always have their own paperclips. They can also play and make funny shapes when someone on the phone has put them on hold. Occasionally everyone has to take work home or get away from the desk to write or proofread what they wrote on the computer. Give them a lap desk. They have some lap desks that have a pillow on the part that fits on your legs. Some of them also have storage underneath the board.

Baskets full of things are always good. Fill them up with an assortment of coffee sample packages, cocoa, jams and jellies, cookies and snacks, specialty teas, cheeses and meats.

Did you ever plan on stopping on the way home from work to pick up something but forgot the one item that you really needed? We all have. But now, you can get door hanger note pads that say “Do Not Forget”. They hang on your office door knob or the your desk drawer. You write things on them as you think of them during the day. When you leave, the list is there for you to rip off the sheet and head to the car.

We all sit in rush hour traffic each day. An audio book on cassettes will take their mind away from the traffic.

The truth is, we are all clock watchers. Find a small, attractive desk clock. Just don’t give it to the person who is late every morning.

We don’t always plan ahead. Most of us forget our umbrella on the day that it rains buckets. With the new mini-umbrella, you gave them, that won’t be a problem. Mini-umbrellas fit nicely inside a purse, briefcase, or desk drawer.

Everyone loves those yellow little sticky notes. You can give a more decorated stack that’s printed with flowers, sailboats, mountains, or whatever hobby best suits the recipient.

Did you ever receive a card that a guy had in his wallet until it was dog-eared. It looked pretty sad, didn’t it? Anyone who hands out their business card would appreciate a silver or gold cardholder case.

Find the guy who took pictures of the last company functions; Christmas party, company picnic, company exhibit booth. Get all the pictures of the recipient and his co-workers and fill up a photo cube to place on a co-workers desk. Enclose a note that he can change out the photos for members of his family if he wants.

We have mail and not everyone has a secretary to open it. A letter opener that reflects the hobby of the recipient will be a welcome gift.
Adriana Copaceanu provides people with creative gift ideas that don’t blow the bank. Gift Baskets for Baby, Birthday and Beyond, are just some gift ideas you’ll find at her site. Need a gift NOW? Take a look at Gifts 911Article Copyright By Author. All Rights Reserved.