Category Archives: HR Cheat Sheets

CHRO 2.0 Characteristics that HR leaders of the Future Need

Our world is going through a transformation. Old businesses are fading into the horizon while many new ones are arising. Shareholders and board members are looking for a CHRO with the necessary skills to guide a company in a business environment, where the only thing constant is change.

The changes in the business landscape is throwing up new challenges that require a CHRO to have the following characteristics:

  1. Track Record of Advising the CEO on Leadership Changes with Discretion

A CHRO has to collaborate with the CEO on topline leadership.

  • They should have experience in creating the blueprint of the leadership.
  • Hiring the right leaders or arranging their exits with discretion.
  1. HR should not be their only Experience

CHROs should think of themselves as strategy partners. They need to contribute towards the development of the organization-wide business plan and objectives.

  • They need to work closely with the CEO in creating the strategy blueprints.
  • In order to do this, having experience in a business vertical / horizontal has become a key factor.
  1. Transformation Experience

Change of pace has been increasing steadily with technology causing rapid changes in our society. Products and services are becoming obsolete in years instead of decades.

  • A CHRO must have experience in guiding the transformation of a company in new directions and ensuring leadership / team / business strategy changes to keep up with the pace of changes.
  1. Experience Working with a Multi-Geographical Global Workforce

Today’s organizations work with people from multiple cultures and even multiple geographical areas. This brings its own set of challenges in creating a cohesive and focused team.

  • The CHRO must have an understanding of how to create HR policies that respect laws of the respective countries, but still creating an over-arching culture for the organization as a whole.
  • Experience in creating policies must be inclusive of multiple cultures and aid in creating a harmonious and thriving atmosphere for employees, who may work with team members belonging to different cultures and geographical areas.
  • Experience in creating blueprints for training and sensitizing a global workforce on working cohesively in cross-cultural teams.
  1. Experience in Hiring and Retaining Talent for Knowledge-based Jobs

Knowledge based workers have been around for decades. What’s changed? The rate at which one area of knowledge is becoming obsolete and new areas of knowledge and skills are coming up is ever increasing.

  • A CHRO must have experience in rapid talent acquisition matching the knowledge requirements to meet organization’s business goals.
  • Experience in creating talent retention as well as talent development programs for niche knowledge areas.
  1. Use of Information and Technology to Arrive at Key Decisions

Today, with technology available on fingertips, a CHRO must be able to take advantage of the information accessible via technology to arrive at smarter decisions.

  • The CHRO must have Big Data skills – what data they need as well as tools they want to use to analyze the data for their business objectives.

Reading through these characteristics, one begins to realize that a CHRO cannot be visualized as a mere HR leader – they need to be architects of a company’s success strategy.

10 HR qualities to die for

Building up others and enhancing their lives, blooming up creativity, productivity, and profits makes good Human Resource (HR) personnel. An HR is considered as the core of human capital management.

Following are the 10 qualities and characteristics of successful Human Resource managers.

  1. Patience

Patience is a virtue! You need to understand that to achieve an expected output, one has to go through tough competition, which sometimes consumes time and energy.

  1. Willpower

HR managers with strong determination towards their goal will always stay focused to achieve desired results and be consistent in their efforts.

  1. Proactive

Foreseeing problems and seeking appropriate solutions are expected from HR managers. Good HR manager will never wait for things to happen. Instead, they will proactively take corrective actions.

  1. Communicator

HR managers need to communicate across the vertical as well as the horizontal of an organization, i.e., from top management down to all level of employees. An effective HR manager must be a strong communicator and influencer. It should be a two-way communication, where you listen to your fellow mates and try to hear what isn’t being said.

  1. Ethical

Human Resource profession comes with a great deal of moral, ethical, and legal responsibilities. Recruiting, compensating, training, and managing performance require a great deal of ethical ramifications. In a maze of all these complicated factors, everyone in a workplace look to an HR for guidance. Therefore, HR is always advised to stick to the defined ethical codes of conduct to guide their behaviors.

  1. Approachable

Efficient and effective HR managers would like to sit with the team so that they are easily approachable by their employees. They love to follow “open door policy”.

  1. Passionate

Great HR managers are always passionate about their work and their mission is to achieve desired results. They are passionate about talent – finding it, training it, involving it, and building it.

  1. Innovative

Extraordinary HR managers believe in designing creative and unique approaches to attract, manage, and develop talent so that they can stand out from others in the crowd. They are supporters, representatives, and inventers of world-class talent initiatives.

  1. Strategic

Outstanding HR managers strengthen the employer-employee relationship in a strategic way. However, there is more to achieve such as, formulating workforce strategy and determining functional processes required to meet organization goals. This means, that this profile requires expertise in every human resource discipline.

  1. Learner

Last, but not the least, extraordinary HR managers would never stop learning and building new skills-sets. They always try to find new ways to improve their own efficiency, and thereby, their organization’s success.

These are few of the many qualities that can make an HR manager successful. To be successful in this field, you must learn other traits, such as being humble, self-confident, optimistic, etc., and plan living out them every day.

10 Characteristics That Define The CHROs of Future

The importance of Chief Human Resources Officers (CHROs) is continuously increasing as CEOs are realizing the importance of having great talent in their workplace. This change of importance has in turn led to a change of expectations from CHROs. Therefore, if you want to survive in this role for a long time, there’re 10 characteristics you must have. Let’s take a look on them:

  1. Courage to deal in the boardroom: As CHRO you may often find the need of making it to the boardroom to communicate crucial HR issues to the board. You should have the courage to do that.
  2. Strategy building expertise: You should have the expertise in building talent strategies and sometimes other business strategies as well because you’ll be reporting directly to the CEO, most probably as a key adviser.
  3. Working with a diverse workforce: The workplaces have started becoming more and more global today as people from a diverse range of backgrounds come to work, so ability to work with people from different backgrounds is a must.
  4. Adaptability: Things that motivate people from a certain age group may not always motivate the people from another age group. You should have the ability to adapt to the motivations of people from different age groups.
  5. Understanding of operations: A good talent strategy is one that takes care of business operations as well. Therefore, you should also have a good understanding of your company’s operations to develop such strategies.
  6. Great communication skills: Most of the time your job will include communication, so great communication skills are a must to understand the points of others as well as communicate the points that you have.
  7. Organization capabilities: The ability to keep things organized is another ‘must have’ for employees. Whether it’s organizing files or time management – you’ll need great organization skills to survive in this role.
  8. Dual Focus: Employees and management both are two sides of a coin. Since you’ll be acting as a link between both, you should have the ability to focus on both sides.
  9. Conflict management: Everyone may not like working with everyone. Conflicts arise, and as CHRO you should have the ability to manage them.
  10. Change management: Change has become a reality of modern workplaces. Unfortunately, it’s not necessary that every change will be welcomed by the employees. You should have the ability to manage such cases.

3 Smart Steps for HRs to Simplify Payroll

Payroll, or employee compensation management, is a multi-layered process. It is not just about disbursing salaries on time, but also includes a whole lot of tax management and statutory compliances. Come the last week of a month and you would see HRs deep down in files to process the payroll on time, and error free. Here are our three suggested steps that will help you to ease the workload and simplify payroll management.

  1. Get the Policies Right: Indian payroll system is complex as it comprises of multiple benefits and reimbursement sections. However, it is important that you define your policies clearly. Segregating employees into different groups and then aligning compensations for each group can help ease the load. The basic frame work needs to be clear and scalable. You can also use an excel sheet based payroll calculator to compound your data. Here is a template that you can refer.
  1. Automate Attendance: If your employees are still signing the registers, then there is no way that you can track attendance accurately. Attendance is the basis of payroll calculation, so if you need your payroll done right, attendance needs to be captured without any errors. Automating attendance using an attendance management software can handle this for you. There are systems that even allow people travelling for business meetings to key in their attendance in time. Moreover, you get quick reports on leave and attendance of all your employees.
  1. Efficiency is the key: If your policies are clear and your attendance is automated, the next best thing to do is integrate these two with your payroll. You can use a payroll software to integrate different input channels and then run the payroll per the processes defined. Using a system makes the whole process a lot of efficient and reduces error rate.

Payroll requirements may change as your business grows. The best is to have a plan that is scalable and accommodates changing laws and employee size easily. In one of our next posts we will talk about how to choose the right payroll software for your business. Till then, happy pay-rolling!

Have you asked these critical questions to your HRMS Vendor?

There are several aspects when the decision to move to HRMS is taken. While you may be excited about the prospects of the new technological change in your organization, it isn’t as easy as it sounds. Before you start groaning and complaining that life was easier before technology entered your life (surprisingly there are some who do that!), it is important to understand the key questions that can make the transition easier.

There are many who feel that just deciding whether or not some software, such as HR-One’s HRMS solution, is needed or not is the toughest decision to come to. To be honest, while taking the plunge is scary in itself, what follows once you step off the cliff can be equally arduous if you are not prepared for what comes next. Imagine jumping off the airplane minus your parachute. You would think that only a person who has gone bonkers can even imagine such a situation. Likewise, being unprepared after a new software is implemented can result in its quick demise in an organization. Then why some companies spend less time during the pre-installation stage is beyond anyone’s imagination.

There are numerous vendors who would promise to offer you the very best in the HRMS world. Now that you have decided to incorporate HRMS into your company, the next step would be shortlist the vendors and contact them. Asking them the right questions can save you a lot of time, trouble and effort. The best payroll management software companies in India suggest that the following analytical questions that need to be asked to any HRMS vendor. Asking questions is good, but asking the right ones makes all the difference. Read on to know more.

The Right Analytical Questions to Ask Your HRMS Vendor

– Can it perform this particular task?

Here ‘this particular task’ can refer to any specific functionality that you and your company may need. HRMS can perform any number of functions pertaining to the human resources department, but not every company is looking for the same functionalities. Identify the tasks and functions that you are looking to cater through HRMS and ask your vendor if they provide that functionality through the HRMS that they provide.

– What amount of data can it handle?

Understandably you would want to hear ‘big data’ as the answer to this question. However, you need to look beyond that. It would be beneficial for you to opt for HRMS solution that can take data from multiple sources through different routes. The data usually is structured as well as unstructured. While you may have structured data already in place; it is the unstructured data such as analytical reports, interview data, social media data etc that can make a huge difference. Ask your vendor if their HRMS solution can assist you with different kinds of data and how much of it can handle.

– What skills does my team require to maximize the potential of the software?

If you do not have an in-house team to understand the analytical aspect of the solution, then it may limit the benefits for you. The best payroll management software companies in India advise you to understand that skills required for using any software before installing it. Get in touch with your vendor to understand the same.

– What kind of analytical expertise do you as a vendor have to offer us?

The vendors’ role does not end by just installing the software. They need to offer analytical expertise post the installation too. Check with your vendor what kind of assistance do they offer post the installation and confirm if they have the expertise to offer better decision making methods so that you can have measurable results.

Taking the Plunge

Once you are satisfied with all the answers, you know what the next step is. Yes, you can finally take that technological plunge. With butterflies in your tummy and a nervous smile upon your face, you can now dream of having a wave of reformation in the way your HR department functions. HR-One’s HRMS solution promises to make significant contributions and positive changes to your organization.

So, when the question of ‘Do you want to make HRMS a part of your organization’ arises, all you have to do is say ‘I Do’ for a happily ever after story of your own.

4 Mistakes That Most of us do when choosing HRIS

Of all the software being installed in companies, Human Resource information System or better known as HRIS is becoming more and more popular. It drastically lowers the administrative burden, increases efficiency of work, drives productivity, maximizes the employees’ morale and leads to higher profits. The positive implications can be seen almost instantaneously once the software is installed. Consult the list of best HRIS Softwares in India and see them nod in agreement.

HRIS assists in managing the employee information, tracking job applicants, configuring insightful reporting and communicating and/or interfacing with myriad other business departments. These are the very features that attract companies, large and small. If the HR system is effective and addresses the company’s problem accurately, then it can reduce overall costs of the company, can allocate resources well and pre-empt a lot of problems by identifying them beforehand. These are all the things that the companies see and rush to install it. But it is important not to make mistakes in this rush. These are four common mistakes that usually the companies end up making. Taking precautionary and avoiding these mistakes will go a long way in ensuring the effectiveness of the HRIS.

1)      Not handling the change effectively

It’s no accident or coincidence that this one statement seems to crop up again and again when one is talking about new technology and its installation. A lot of companies have faced major issues with this phase. One may shell out as much money as they want without having second thoughts but if they don’t accept and handle the change well, you can watch the money go down the drain. Proper training and induction program by the experts is a must soon after the installation is done. Make the transition procedure for all the employees, even those who can handle the change well. Keep all the communication channels open during this time. Consider all the options that can possibly ease the change it can have on different individuals.

2)      Inability to define, validate and support Data Quality

Keep one thing in mind – best results come when there accurate and detailed information is given. One needs to define their goals and objectives very clearly; the information should be validated and reliable and should be of use. Futile and redundant information will disrupt the efficiency. One will make misinformed business decisions based on poor quality data, directly hampering the company and its customers. Cross-check every bit of information that is passed through and ensure it’s defined well and relevant. Refer the list of best HRIS Softwares in India who can assist you in the same. They will help you establish clear procedures that define and validate the data entry so that it is understood by everybody.

3)      Not administering data security

The importance of data security need not be emphasised. Companies opting for a cloud-based HR solution will find it to be pretty cost efficient but there are chances of a breach in cloud-stored data which is a serious issue. It can put the company, its share-holders and customers at risk. One should administer data security with utmost care. If it’s cloud-based software then look into all the security it’ll offer for data in transit and at rest. Don’t overlook the necessity of a strong internal security system like proper password management and controls, antivirus and malware detection/eradication, user education and internal network monitoring in additional to the cloud.

4)      Overlooking legal procedures and requirements

This is one mistake that most companies are bound to make. It is very important to understand that legal aspects that are associated with data, different processes and the structure of HRIS. A lot of trouble can be negated if the legal ramifications are kept in mind right from the beginning. This is because all the data that the HR possesses is accountable for ensuring the regulations set by the state. Consult with legal experts to keep your data safe, directly safeguarding your company’s interests too. Negotiate all the clauses that are involved, making sure you are not liable for anything later on.

Considering all these points before installing is mandatory and avoiding all these mistakes will save you a lot trouble later on. If there is one thing you don’t need to sweat on, then it is these problems. Companies like  HR One can lend you a helping hand to ease your worries.