Are you taking your first steps in the HR profession and looking for advice? Or are you an experienced HR professional who likes to keep your finger on the pulse? In this FAQ you will find answers to all your questions.


What does your paycheck say?
What is a Dimona declaration?
What is a cafeteria plan?
How is holiday pay calculated?
Why are fringe benefits more interesting than a raise?
Is my bicycle allowance taxed?
How does the mobility budget differ from the mobility allowance?
What is the role of your payroll provider?
Why is transparency in your wage policy important?
What are the do's and don'ts when an employee requests a raise?
What is voluntary overtime and how do you compensate it?


What are best practices for remote onboarding?

As is the case with other remote processes, remote onboarding cannot imitate normal onboarding. A different approach is therefore necessary, with extra attention for the human element in the online context.

  1. Make use of digital tools
    The digital tools are there for the taking, make the best use of them. Video in particular can help you create a virtual connection, both for official meetings and for communicating the company culture.
  2. Keep it brief and light
    Provide breaks and moments to really get to know each other. Digital meetings ask more of us and therefore require a different approach. Keep it short and fun. For example, take a 15-minute walk together or have lunch together on video.
  3. Check back
    Check if your new employees understand everything, are not overwhelmed by all the information, or if they already feel somewhat at home. If not, ask where the pain points are and see what can be done just a little better. This is new for both parties, try to grow together with the challenges you are facing.
  4. Postpone it
    If you cannot guarantee that your new employees will be able to go on-the-job because projects are cancelled, they will not get a clear picture of exactly what is expected of them. It is therefore better to postpone the onboarding. But postponement is not a cancellation. Those new employees will start working for you eventually, so start involving them in the company right now.
What are the most important steps of the onboarding process?

Onboarding goes beyond extra support on the first day or week. Pre-boarding and regular follow-ups are also part of a good onboarding process.

  • Pre-boarding: Keep in touch with new employees from the moment they are hired. It's important that your new employee immediately feels like part of the team and knows where they stand.
  • Onboarding: Provide a thorough introduction to the company, the team and the role. This will help your new hire get up to speed faster.
  • Follow-up: Schedule a formal call after one month, after 3 months, after 6 months and after one year to discuss performance and progress.
How does an SME benefit from a well-planned onboarding process?
  • Your new employees integrate 79% easier when you introduce them to the company during their onboarding. They get an overview of your organisation and your product or service from all possible angles.
  • Their attitude towards their employer willbe78% more positive if you provide a first meeting with the manager during the onboarding process.
  • You increase their engagement by 78% if you involve them in everything from the first day. This gives them a sense of belonging and commitment to the company.
  • You help new employees become productive faster. In companies with structured onboarding processes, employees can start working at their full potential 51% faster.

Team management

Why is an organisational chart useful for your team management?

Since the organisational chart maps out the structure of an organisation, it also usually forms the basis for a company's HR processes. In that context, it is first and foremost a guideline for employees. Thanks to that structure, they can better assess who they should contact when there are difficulties. Getting to the right person quickly helps to solve problems quickly. Moreover, the organisational chart makes teams aware of their rights, obligations and expectations.

What is the difference between the appraisal review and the performance review?

Both have a different purpose and therefore require a different approach. Therefore, keep them well separated.

  • The purpose of an appraisal review is to assess the performance of an employee. The result of such a conversation is the basis for making decisions about, for example, salary increases.
  • The purpose of a performance review is to discuss the development and growth of an employee. There are no consequences attached to this type of conversation.
What does the OKR method entail?

OKR stands for Objectives & Key Results. Andy Grove devised this framework to link achievable objectives to measurable results.

The method wants to get the whole company moving in the same direction. In other words, it wants to help teams align. How? By accurately applying those objectives and results to all levels of the organisation. Individual goals are thus linked to team goals which, in turn, are in line with what the company is striving for.

HR analytics

What are HR analytics?

If you combine information about the 'human capital' - the human resources - with other relevant figures, and look for connections between them using statistical methods, then you are talking about HR analytics. You can look for insights into salary evolution, diversity, absenteeism and so on. Analysing these relationships will help you to improve your HR policy, so that your employees perform better, function better and stay in your company for a longer period time.

What types of absenteeism can you identify?
  • White absenteeism: the illness makes it impossible for the employee to perform his/her work.
  • Grey absenteeism: the employee is indeed sick with, for example, a headache or a cold. The decision whether or not to go to work is strongly influenced by the employee himself and his doctor.
  • Black absenteeism: this is no signs of any illness, but the employee decides not to come to work anyway. Black absenteeism is sometimes called fraudulent absenteeism.
  • Pink absenteeism: occurs when a sick employee still comes to work. This can cause colleagues to get infected too. Moreover, the employee cannot rest and therefore cannot recover.
How do you calculate and interpret the Bradford Factor?

The Bradford Factor is calculated using the following formula: B = S² x D

B = the Bradford score

S = the number of different sickness periods for a particular employee in the past year

D = the total number of days of illness for a particular employee in the past year

Generally speaking, the higher the Bradford Factor, the more damaging it is to your organisation. Frequent short periods of absence are more difficult to cope with than long periods of absence.

But it is best to take this with a grain of salt. The assumptions implied by the score are not always correct and can be influenced by all sorts of factors. Interpret the Bradford Factor therefore carefully, critically and humanly. Investigate underlying concerns when a high score occurs and enter into a dialogue with the employee in question. Good leadership starts with well-founded and open communication.