Our mission at Managetrix is to simplify human resource management and make it more understandable and easy to do. Human resource professionals and business owners, managers, payroll departments, and employees are frequently faced with complex topics like recruiting, attendance, payroll, workplace policies, employee classification, performance management and regulatory compliance. The information they can use must then be clear and accurate, useful and have reliable evidence.
These editorial guidelines outline the methods used by Managetrix in researching, creating, reviewing, updating, and maintaining the content. They are for articles, guides, educational resources, software related content, comparisons, explainers, research based content and other informational content that is published through Managetrix owned platform.
Our Editorial Mission
Managetrix makes workforce management easier for businesses with technology and valuable HR information. We fulfill this mission by assisting readers to:
- Know the HR terminology, processes and concepts of the workplace.
- Make informed workforce-management decisions.
- Know about employee management, performance, recruitment and leave policies and practices of payroll.
- Stay on top of changes that impact HR teams and employers.
- Gain an understanding of HR technology and automation.
- Discuss sensitive HR issues in an effective and non-jargon way.
- Implement effective HR policies in their organizations.
We put the people first in our content. There is a relationship between search visibility and accuracy, usefulness, clarity, and reader trust; the latter takes precedence over the former.
Who We Write For
The users of Managetrix are primarily HR, HR manager, director, small and medium business owners, operations manager, payroll, recruiters and staff of the talent acquisition teams, administrative professional and employees.
Since Managetrix is offered in various markets, it is important to establish precisely when the info is relevant to a certain country, state, jurisdiction, worker category, or business type. No interpretation or guidance should be offered in a way that it is considered to be universal in scope.
Our Core Editorial Principles
All Managetrix materials should adhere to the 5 basic standards.
Accuracy
It’s more important to be accurate than fast. Any claim involving employment regulation, payroll, taxation, worker classification, compensation, leave or benefits, statutory obligations, and compliance issues requires substantiation with credible sources prior to publication.
Never use statistics, regulations, dates, thresholds, legal requirements, product capabilities, or research findings because they are on another website. Information should be linked to the source if possible or to an authoritative source.
Practical Usefulness
Our content ought to allow readers to do something, not just give them a definition. If relevant, articles should explain:
- How a process works
- Why it matters
- Who it applies to
- Common mistakes
- Examples
- Calculations
- Implementation considerations
- Advantages and limitations
- Important exceptions
- Practical next steps
Readers should leave a Managetrix article with a better understanding of the subject matter than before they read.
Clarity
HR jargon can get very confusing. Wherever possible, we use simple language and define special words where they are needed.
Technical terms should be used when necessary for accuracy but should always be explained in context. Our aim is to reduce the complexities into comprehensive subjects without compromising accuracy.
Evidence
Factual statements that are pivotal should be backed up by reliable evidence. Research can involve various government agencies, legislation, and regulatory bodies, official government publications, tax authorities, labour departments, academic research, recognised professional bodies, official product documentation, and primary company sources, depending on the topic.
As a general rule, secondary publications should be used for informative purposes only, and not include information on which important claims of regulations and statistics are based if that information is available from a primary source.
Independence
Magnetrix produces educational material that educates the reader and provides them with information, not advertises a product, as an unbiased source of information. Since the site is an HR software information platform, it may mention specific workflows it believes are best supported for HR technology and its product.
It is acceptable to not alter factual conclusions for the purposes of portraying Managetrix in a more favorable light.
Our Research Standards
The contributors should know a topic, not just copy and paste pages from the top search results. Research should include several sound or reliable sources; the type of source to be used would vary according to the subject.
Payroll and Taxation
The information used for payroll or tax purposes should be compared with the latest payroll and tax guidance from tax authorities and relevant laws. With tax rates, contribution limits, filing requirements, minimum wages, and other such numbers, they can all fluctuate from year to year. If a figure is specific to a tax year or jurisdiction, then explicitly state the year or place the figure is applied to.
HR Statistics
Statistics should be from the organization which conducted the research where possible. While editors are obliged to try to find the original report, they can look for it in the report or get it from a chain of websites quoting each other.
The statistics should give ample background information to determine who, when, what, and where was studied. We don’t use numbers that look spectacular, but we can’t be sure of where they are coming from.
Source Hierarchy
Management tends to prefer one of the several sources when the sources present the same material in different ways, in the following order:
- Legislation, regulations and official government documents.
- The regulatory and tax authorities.
- To carry out original research and primary documentation.
- Academic or professional recognized organizations.
- Established research institutions
- Official company or product documentation
- Reputable industry publications
- High-quality secondary sources
The top result on a search engine is not necessarily the best.
Legal, Compliance, Tax and Payroll Content
Sometimes the HR content runs into the editorial material involving aspects that have legal or financial implications, which is then given a higher standard of editorial. This encompasses employment law, payroll compliance and taxation, employee vs contractor, minimum wage, overtime, termination, final pay, leave requirements, workplace discrimination, employee benefits, employee record keeping, data protection and workplace safety.
Such information should clearly differentiate between general education and professional advice. If there are any differences in requirements between jurisdictions then these should be mentioned if relevant. Managerial content should not be used as a replacement for the legal, accounting, tax, payroll and other professional advice of a qualified attorney, accountant, tax professional, payroll specialist, or other professional with whom the reader has a working relationship.
Subject Matter Review
Content will be subject to a further editorial or specialist review, especially when covering employment regulations and practices, payroll taxation, labour law, worker classification and benefits.
When a reviewer is cited, he or she examines aspects of the review that fall within his or her area of specialisation, including factual accuracy, clarity, terminology, source quality, and misleading statements. Review does not make general education information personal advice.
Articles are attributed as appropriate. Professional background, education, past human resource experience, writing experience and areas of expertise may be included in author profiles. Authors are expected to stick to their field, and to employ appropriate specialist or primary sources in writing out of it.
Our Editing Process
There are several steps in the process of having Managetrix content go through:
Topic Evaluation: We determine if a topic is beneficial to HR, companies, managers, employees, and individuals reviewing HR workforce management technology.
Research: Writers consult reliable sources, up-to-date information, terminology, applicable regulations, and considerations.
Writing: Articles written for clarity, originality, usefulness, and reader intent.
Editorial Review: Editors might review factual consistency, the order of information, grammar, readability, search intent, quality of sources, statements that contain no supporting evidence, internal consistency, tone, repetition, and potentially misleading statements.
Additional review may be given to higher-risk HR, payroll, legal, tax, or compliance content.
Content is published, formatted, linked, and attributed appropriately when applicable with author and update details.
Content Update and Corrections
HR information is constantly changing. Rules, tax brackets, employment laws, technology, software functionality all can change. Managetrix reserves the right to revise or update its content as new laws, regulations, or official guidance is published. The statistics are updated, new software functionality is introduced, additional context is added, errors are identified, additional explanation is provided, or readers are hoping for greater clarity.
The date may be updated due to significant changes to the text, minor changes to formatting or grammar may alter the date. Avoid just updating and resurfacing older content with a different date.
If the factual error is identified, we strive to correct the error as soon as possible. We may correct a statement, update a source, add context, update information, clarify a statement or add a correction or editor’s note depending on the subject. We do not knowingly post inaccurate information online to the detriment of traffic or rankings. The reader should correct any errors he sees and send them the URL of the article, the information and evidence if any.
Reviews and Recommendations
Recommendations are to be backed by a statement of rationale. Writers need to give reasons for conclusions, and not use words like best or perfect.
There can be factors like intended user, company size, use case, type of functionality required, its complexity, cost, implementation requirements and limitations. Each business is unique and may require a different solution to meet their requirements.
Originality and Expertise
Managetrix hopes for original editorial work. Writers should not plagiarize or closely paraphrase someone else’s work without giving proper credit to that source, and they should not use another author’s work as their own, make up case studies, pretend to find some research that has not been conducted, or misrepresent sources. For brief quotations less than 35 words or one paragraph, put quotation marks on both ends and cite the source.
We also do not make up fictional authors and reviewers, credentials or experiences, or qualifications to give it a greater appearance of authority. Biographical information must be accurate and reflect the contributor’s true background. If a specialist’s skill is needed, then a true review is preferred or a source providing authoritative information.
Experience Based Content
Content may include product demonstrations, observations of internal workflows, testing HR software, examples, screenshots, original calculations, expert commentary, user feedback, and internal knowledge about the products, where applicable.
Observations must be based on experience, and not on universal facts. The one-size-fits-all approach doesn’t work for every business.
This is a collection of statistics, examples, calculations and templates.
Key statistics should be scrutinized to establish their source, date of publication, the method used, the sample population, the geographic scope of the data, and whether the figures still seem relevant to the original context. We steer clear of statistics from sources that are not credited or from poor-quality aggregators or websites that do not give a link to the original research.
Managetrix publishes sample calculations, employee communications, HR templates, phrases for performance review, payroll examples, policies, and checklists. Unless otherwise noted, these are examples for education only. Enterprises must tailor them to their policies, staffing, relevant legislation, employment contracts, jurisdiction, and needs.
Reader Feedback
Managetrix content can be improved through the reading process. If you find any factual error, expired law, incorrect statistics, broken source, missing context, product description out of date, or product description that no longer accurately describes the product, please feel free to contact us.
Readers should include the web page address and as much detail as they can when reporting a problem to the editorial team to review.
Our Commitment
When it comes to reliable HR technology, Managetrix thinks reliable HR information should play a part. We believe our editing practice is simple:
Research carefully. Explain clearly. Verify important claims. Make amendments with changed facts.
Our goal with any information, from explaining payroll automation, attendance management, employee records, recruitments, and workforce analytics, to performance management, labor regulations, and HR technology is to give information that will be understood and used responsibly.
These editorial standards will be updated as the world of work and Managetrix evolve.