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February 17, 2017

A good performance management system works towards the betterment of the overall organization performance including employees across the vertical. It includes activities such as goal settings, regular progress reviews, and frequent communication with employees for their development programs and rewarding achievements. Vital to an organization’s success, yet complex! Isn’t it?

The performance management is defined as a process that starts with inducting a new employee into a system and ends when the employee quits the organization.

The performance management system can motivate employees and increase their productivity by:

  • Providing regular feedbacks
  • Providing learning and development programs
  • Evaluating performance in a fair and equated manner
  • Recognizing and rewarding good performance
  • Providing maximum opportunities of career growth to the deserving employees.

Who benefits from an efficient performance management system?

  • Organization: To benefit, an organization should retain its talented employees. How? Well, a good performance management system helps an HR providing regular and transparent feedback to employees. The system will surely have a feature where employees can regularly share issues and blockades to achieve their goals. The organization can see early trends of what’s impacting their employees and take corrective actions. It helps the organization towards improved productivity, clear accountability, and higher revenues.
  • Managers: Managers need to know how to keep their employees motivated. How can they do that? Performance management systems show employee feedback directly as well as organization trends. Managers can look into trends, specifics and analyze what steps to take keep employee morale and motivation high.
  • Employees: Well, employees are the ones who can benefit the most from an effective performance management system. How? The system can help in setting goals for the employees. The performance appraisals feature can easily help employees identify gaps in their skillsets.

An effective performance management system bridges the gap by providing consistent feedback and coaching.

Employees can also enroll themselves for proper training and development programs that can help them coming to the level as what is expected out of them.


To summarize, an effective performance management system should help producing:

  • Aligned goals guiding employees in their daily work.
  • Engaging employees by creating a culture of shared accountability helping them in career growth and development.
  • Proper transparency ensuring all employees is getting proper roadmaps, feedback and development.

Benefits of an Effective Performance Management System


By HR-One Team
February 15, 2017

Recruiting the right candidate to work for an organization will either break or make your business. Hiring is a crucial process, which costs time and money. This article talks about three best and three worst ways to hire talent for an organization.

Best Ways:

Have multiple candidates selected for one job. Even if you feel that the individual is suitable for the position, try to interview at least two more candidates. Some companies do not hire a person until they interview at least 10 candidates. Let us put this way, the more candidates you interview, the more options you will have and the possibilities that you will get the right choice will definitely increase.

Interview candidates at different locations. It helps you to judge how their personality changes and adapts to the new environment. Candidates always try to give their best shot in the first meeting but during the subsequent meetings you will get to know their true nature and how much they were pretending in the first meeting.

Interview candidates by at least three different people. The more people interviewing makes a candidate comfortable about the work environment. It also helps the interviewers to understand the nature of the candidate.

Worst Ways:

Don’t focus too much on qualifications and pedigree. It’s good to have candidates who have the maximum overlap of qualifications and come from pedigree colleges. Such candidates are few and not necessarily the right choice for you. Just because of these attributes, it is not a sure that they will have the right attitude or soft skills. If you don’t broaden your horizon, you may be left with difficult options to choose from.

Interviews are not a one-way process. If your entire or majority of interview time is devoted to you asking the questions, then you have overlooked an important aspect of the hiring process i.e. allowing the candidate to ask questions. When a candidate asks questions, it gives you an opportunity to see how the candidate thinks, how he/she perceives about the job they are about to take on, how interested they really are in the organization and the opening, etc. Not allocated sufficient amount of time for candidate to ask questions will leave out critical information that could be key in making a hiring decision.

Keeping candidates in the dark about their interview results. You have candidates lined up for your openings. Many of them don’t fit the profile when you go through the interview process. Do you tell them that you will get back to them but don’t? Do you tell them curtly that they are not selected and just end the conversation?
Remember, word gets around about the hiring process of all organizations, including startups and small ones. Such behavior would convey a negative perception about your organization as too haughty or callous. This may put off potential candidates, who do not want to work in such an environment. It would be better to spend a few minutes explaining to the candidate why they are not selected in the interview and what is the possibility for future interviews in other positions.


Hiring is a two-way process. Not only does it let you know how much of a fit a candidate may be, it also lets the candidate and their social circle know how much of a fit your organization is for them to work with. You need to invest time in interviewing and selecting multiple candidates as well as giving an opportunity for them to learn about your organization and culture, albeit, inconspicuously.

Best And Worst Ways To Hire Talent


By HR-One Team
February 13, 2017

With the changing business environment, Human Resources too needs to adapt and align itself. Today, it is not enough for HR to just handle administrative tasks and recruitment. HR needs to be more lean and nimble to help organizations in growing at a fast pace. Some of the high impacts changes HR can undertake are given below.

Reducing Administrative effort

The Human Resource team members should have minimum involvement in collecting and managing administrative data. There are efficient Human Resource Management Systems that facilitate that. Freeing up the team members from such mundane tasks allows them to focus on analytical tasks, which are critical for helping the organization thrive.

Effective use of technology in Recruitment Process

Finding right candidates for the opening is critical to an organization’s success and at the same time a daunting challenge. Besides the technical skills, a candidate’s attitude and other soft skills play a significant role. Use of social media to analyze behavioral patterns will be a much more effective mechanism than trying to conduct tests of your own. Use of video based interviews can help free up time for both the candidate and the HR team members.

Create Employee Driven Environments

The HR team should help frame policies that invigorate the employees to drive the organization growth. This will free up critical HR team in enforcing and allow them to focus on analyzing the results of the policies and fine tune them to ensure that the environment motivates employees to drive growth. The other aspect is to provide employees with tools as well as rewards and recognition programs to channelize and fuel such activities.

Contribute towards Governance and Business Strategy

The HR can play a critical role in the company’s growth by contributing to the governance process and building business cases for the company’s strategic direction. This requires cultivating good relationship with the leadership as well as a good understanding of the business itself. Many organizations need support in areas of governance and HR can play a pivotal role here. Another outcome of this is that, due to involvement at this high level, it helps guide the downstream HR strategies and align them to the organization’s business strategies. This becomes more critical in the frequently changing business environment.


In today’s business environment, organizations need to be agile and ready to transform their business with changes in the environment. An HR team cannot afford to play the timeless, but rigid administrative role. It needs to come out of a data collection and tracking model into one where they are more involved in analytical functions with both leadership and employees. They play an essential role in analyzing with both leadership and employees and facilitating growth at all levels.

High Impacting HR Best Practices


By HR-One Team
February 10, 2017

Attrition is an obscure but one of the largest cost factors for organizations. This sounds quite upsetting because retaining employees is economical and easy than replacing them with new hires, especially when you have to replace highly potential employees and count the number of weeks or months of knowledge gaps to be bridged with the new hire.

Sometimes attrition is unavoidable as well as unpredictable. This is because of limited data as well as some human factors involved in attrition. But still there are chances for you to use certain statistical techniques that can predict and help in controlling attrition largely. One of the best ways is Data Analytics (which many companies are using religiously) rather than keeping track on exit interviews or working on surveys.

Root causes for attrition

It is crucial to become proactive so that you can save a good staffer from resigning. Firstly, it is important to understand and analyze the root causes that are triggering attrition rate within the organization. These root causes can be categorized as professional and personal. Following are some of the professional issues.

  • Dissatisfied with compensation, is the most prevalent reasons where employees simply quit their jobs for a better salary and perks from some other organization. Where many organizations slip up is salary correction. Some employees may not have started with higher base salaries and due to standard and limited increment ranges; their salaries develop a significant gap with what they can get in the market.
  • Lack of opportunity to rise, where employees seek promotion after several years of sincere work contributed towards the growth of the company. Not everyone can rise to the top, but, in today’s world, organizations need to have multiple smaller and flatter hierarchical teams. Empower their roles. Allow them to make a difference with their inputs. This will give opportunity to more people to rise as per potential and have greater satisfaction.
  • Many employees have strained relationships with managers, where they feel that their bosses do not respect them. This usually happens if the manager tries to micro manage or their actions express doubt on the integrity or capability of their team members. A manager should focus on mentoring, channeling their inputs and facilitating rather than dictating.
  • Employees may find their job responsibilities boring or simply do not enjoy the task assigned to them.
  • Inadequate facilities, where the infrastructure of the organization is not as per the expectations of employees.

Apart from these, there are some personal root causes also, such as marriage, spouse transfer, medical reasons, higher education, and relocate near to the family.

Organizations should collect information on the above-mentioned factors that can be processed by data analytical tools to predict which set of employees are susceptible to attrition and take corrective action to create a more satisfied pool of employees.


Collecting information on identified root causes of attrition makes it easy to analyze and come to a conclusion from the collected data. For example, organizations can use statistical techniques, such as predictive modeling and take necessary steps to retain the deserving employees.

How to control attrition through data analytics?


By HR-One Team
February 8, 2017

Wikipedia says – “Employee engagement is a property of the relationship between an organization and its employees. An “engaged employee” is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization’s reputation and interests.

Employee engagement is the result of a symbiotic relationship based on trust, integrity, commitment, and communication between an organization and its employees. It is an important approach that can help increasing business success, contributing to organizational as well as individual performance and for the productivity of both entities.

Employee engagement is about:

  • Employees having a role in the organization they are passionate about.
  • The organization also needs to provide an opportunity to transition the employees to role changes that support the employee’s professional and organization’s growth.
  • Employees contributing beyond normal responsibilities towards the success of the organization.
  • Having mutually agreed, clear and focused goals.
  • Receiving regular and constructive feedback from superiors and colleagues and work on them to achieve the desired results for the organization and one self.
  • The organization providing adequate rewards and recognition to employees for the contribution to the organization.

Engaged employees will always try to understand the culture and values of their organization. They will adapt themselves easily and the same gets reflected when they interact internally with their colleagues and externally while dealing with clients.

Employee engagement is not the same as employee satisfaction!

Unlike employee engagement, employee satisfaction is one-way road. It reflects how happy or content employees are within the organization and is not based on commitment, motivation, or emotional commitment. Some employees are satisfied by collecting their monthly paychecks and contributing as less as possible.

What employee engagement is NOT?

It is vital to understand that employee engagement does not include mechanical approach, where employer tries to manipulate employees’ commitment and emotions. If employees get to know about this approach, they can become disillusioned and cynical.

Tips to improve employee engagement

Employee engagement is linked to various factors of the organization, such as productivity, profitability, and employee retention. Therefore, it is necessary that all employees be engaged in work to achieve the desired results. But how to achieve these targets? Following are few tips:

  • Inform employees about the health of the organization and how they can contribute towards the betterment of it.
  • Communicating transparently with employees on time is crucial because delaying it can damage the employee engagement.
  • Involve staff by allowing them to share their own ideas about the planning they are doing to support organization strategies and its values.
  • Show how genuinely you are concerned about the employee’s opinion. You can use social media to build engagement.


Employee engagement is a two-way street. While an engaged employee is expected to drive an organization’s growth, and organization too has to engage in creating avenues and opportunities for its employees to exercise their potential.

Employee Engagement – It is more than what you think!


By HR-One Team
February 6, 2017

Budget 2017 has come with usage of technology in the form of digital payments, political funding, and infrastructure. But there is some tangible impact for the common man especially salaried class who has suffered a lot on government’s decision on demonetization.

The budget has come with announcements like taxation, service charges, rebates, revenues, etc. that are implemented from the coming financial year. All these will have impact on tangible and measurable change in how much you pay in taxes and surcharges. Let us take a look at what is going to impact salaried employees:

Revised Tax Slabs

Here comes good news for the salaried employees.

  • Individual earning up to Rs. 3 lakh annually will have zero tax liability.
  • Further, those who are earning between Rs. 3 lakhs and Rs. 5 lakhs will be taxed at a rate of 5% as compared to the previous rate of 10%. The tax liability will be halved immediately of the employees earning below Rs. 5 lakhs or even lesser, if the benefits are claimed.
  • Rebate under section 87A reduced to Rs. 2,500 from the earlier rebate of Rs. 5,000 and shall be applicable to individuals whose total taxable income is less than Rs 3.5 lakh.

Retirement Benefits

National Pension Scheme (NPS) offers tax saving at the time of investment and accumulation, but the withdrawal is taxable (expect for the tax-exempt portion), which means, that NPS defers the tax you have to pay today.

Moving to Cashless Transactions

In order to push for further digitization, the finance minister has imposed restrictions on cash transactions in excess of Rs. 3 lakh. In addition to this, cash donations exceeding Rs. 2,000 to charitable funds or institutions will not be eligible for deduction under section 80G.

Tax Filing Reforms

Now you don’t have to invest much time in filling up the tax form as a new form is being proposed for individuals with taxable income below Rs. 5 lakh. It will help you to understand the amount of tax you will save or pay more depending on your income category.

To promote compliance, it is proposed to charge a fine of Rs. 5,000 for late filing of income-tax returns by Dec. 31 of the assessment year, and Rs. 10,000 in all other cases. But low-income earners with income below Rs. 5 lakh will be charged a fine that would be restricted to Rs. 1,000.


There are definitely some savings on the tax front it is for very low-income strata. However, the middle-income strata (taxable income between 5 – 15 Lakhs) do not have as many benefits. The Government has chosen to allocate more funds towards populist schemes.

Budget 2017: What has it brought for salaried class?


By HR-One Team
February 3, 2017

This is the age of smartphones and apps. Therefore, no surprise that apps are starting to dominate a large part of HR technology as well. They’ve already started to appear in many HR related use cases. In this article we’ll take a look at 3 such examples where apps are helping HR managers do their jobs more effectively and efficiently:

#1. Mobile Performance Management

The days of annual appraisals are now numbered. With rise of cloud HRMS more real-time ways of performance management have started to appear, and mobile performance management is expected to give this trend even more boost. Many companies have introduced mobile apps to encourage continuous feedback among employees from their managers and even teammates. Social media has also taken a lead here as well, with colleagues giving recognition to each other on social media sites. These trends are making performance management a more ongoing process rather than something that would be done in the end of the year.

#2. Lifestyle Apps for Work-Life Balance

Work-life balance has always been a hot topic of debate. However, its acceptance as an important productivity booster among HR professionals has been increasing from last few years. Now companies have been realizing that overworked and stressed out employees can’t do any good to the company, no matter how many hours they put in. As a result, now HR departments of companies are investing in fitness trackers, lifestyle apps and other work-life balance apps for their employees. These apps alert employees when they need to slow down and also alert HR managers when employees spend too much time in front of their desks, which is a sign of disengagement.

#3. Mobile Culture Management

In most large enterprises misalignment between actual company culture and culture perceived by the leadership teams is not a big thing. Ensuring a consistent work culture in all offices of any large enterprise is a challenging task. The result is that often the perception of C-suite about culture of their company tends to be far from the reality.

Fortunately, mobile apps have started to help in managing this thing too. Today companies can conduct app-based surveys among their employees to get an idea about the culture of different company offices.


Though this trend is still in a nascent stage, its successful deployment in large enterprises like IBM, Deloitte ands GE suggests that it’s going to be a gamechanger. Therefore, you should also try the power of apps to improve your HR processes before you competitors do the same.

3 Ways Mobile Apps Are Taking Over and Improving HR


By HR-One Team
February 1, 2017

Hiring talented millennial when you’re a startup (or SMB) is a challenging task. As an entrepreneur you want to hire the best employees for your company, and you want to do that without spoiling the economies of company. But millennial, who constitute half of Indian workforce, are lured by one thing: the amount of salary they can ‘take home’ – something you can’t offer a lot of. The interests of employees and entrepreneurs often collide.

However, just like any other problem there’re solutions to this one as well. You can significantly increase the take home salary of your employees by allowing them to easily opt for tax benefits. Let’s see how it can help.

The Current State of Tax Benefits

Tax benefit programs are one of the most under-utilized things by millennials. There’re more than 20 million millennial workers in our country, but only 1 million avail tax benefit programs. Why? Because majority of millennial don’t like spending their time filling forms.

How Can This Help You As An Employer?

Now you may be wondering… how can this help me in hiring millennials without spending a lot of money? Well, it can. If you can make availing tax benefits easier for your employees, you can use that as a bargaining chip when hiring millennials. And the best part is that you don’t need to spend a lot of money to make it happen. Let’s see two examples:

  1. Making Reimbursements Easier: The process of reimbursing your employees for different kinds of facilities can be digitized entirely. You can build up an an app in which employees can upload pictures of their bills and integrate the app with your HRMS payroll software. This can make reimbursement procedure easier not only for your employees but also for your HR staff.
  2. Digital Meal Vouchers: If you issue meal vouchers to employees, the process of sending them out can also be digitized. You can develop a system that’ll keep all meal vouchers stored, and whenever there’s a need to send out one to any particular employee, it can be done online from the system. The employees may also be allowed to utilize them just like they utilize the cash credited to their e-wallets or credit/debit cards.

Similarly, every other employee benefit can be digitized and made easier to avail for your “smart workforce.” And when you’ve done that, you can cite these benefits to future employees at the time of hiring.


Making tax benefits easier to avail can help you in easily increasing the take home salary of your employees, which can make hiring talented millennials much easier. Therefore, you should think carefully about implementing some digitization in your tax benefit programs.

How Digitizing Tax Benefits Can Help You in Hiring Millennials


By HR-One Team
January 30, 2017

As a person in HR, have you ever faced any of the challenges given below?

  • Your responsibilities lie on giving a fair performance appraisal of an employee. But feedback indicates that there are biases despite your best efforts. How do you have a transparent feedback system?
  • The attrition rate is high. The CEO is asking for an explanation and expecting the trend to reverse. How do you do that and sustain it regardless of the challenges that come up for the organization?
  • How do you groom skill sets of your employees so that they can meet customers’ expectations?
  • Have you ever received a feedback from your employees that your systems are the biggest pain-points while entering or searching any information?

Wouldn’t you be interested in finding out if there is a way you can overcome these seemingly insurmountable challenges? Well, there is a way. You need to transform yourself from a traditional HR to a contemporary, data-driven HR. The more you take decisions based on facts and data, the more likely the outcomes match your intent.

At the very least, having centralized and connected HRMS will help definitely reduce a lot of pain points in the way you are managing your information today.

Below are some use cases where data-driven approach can be helpful to overcome the above-mentioned challenges.

  • Centralized and secured employee data that allows you to manage all HR administrative actions. This can help you easily search employees’ details and view organization hierarchy.
  • Introduce self-driven approach where employees directly update their personal and professional information. This also makes the information instantly available and accessible to anyone with the appropriate rights.
  • An automatic way to track time and attendance, which will eliminate the chances of having errors due to manual entries.
  • Check retention issues by looking at the data related to compensation data and employee satisfaction.
  • Gathering information through appropriate data-points to identify employees’ skill gaps and finding applicable training required for the employees.
  • Manage performance reviews of employees through data-points that can help in achieving unbiased reviews about employees across the vertical hierarchy.


When HR adopts appropriate data-driven approach, most of the challenges mentioned above will start getting resolved in a logical and scientific manner with least amount of effort.

How a Data Driven Approach can help HR?


By HR-One Team
January 27, 2017

As industries undergo changes over the years, Human Resources (HR) too needs to keep pace with the new challenges. Some of the biggest challenges faced by HR include:

  1. Onboarding employees
  2. Retaining and rewarding employees
  3. Leadership development

Onboarding Employees

The turnaround time for projects is getting shorter these days. New employees don’t have the luxury of time to learn about organization, its values, and about the project. Onboarding employees with the help of software that covers all areas independent of manual inputs help reduce the turnaround time for onboarding.

Retaining and Rewarding Employees

Employees are direct contributors to the productivity and outcome of a company. If employees are not motivated, their productivity will sag and hence the company outcome. To overcome this hazard, you should regularly try to track employees’ performance and productivity through a performance management software system. These include any initiatives taken, appreciation from customers, helping teammates, conducting training sessions, etc. Measuring on these parameters, you can reward employees and motivate them so that they can be retained in the organization for the betterment of the company. As an HR, you should take time to appreciate the deserving employees and they will reciprocate in a thousand ways.

Rewarding can also include pay increases, assigning projects that can increase an employee’s roles & responsibilities, and few other benefits like flexible timings or telecommuting to keep employees happy.

HR professionals should understand what helps motivating company employees, and try to implement them into compensation systems.

Richard Branson, Founder of Virgin, rightly said, “You shouldn’t be looking for people slipping up, you should be looking for all the good things people do and praising those.”

Leadership Development

Leadership is a key challenge for HR and therefore, it is very important for the HR teams to consider defining a succession plan where employees with the potential can fill key business leadership positions in the company. As companies grow and expand, developing leaders is also essential. Successful companies that work on leadership development are also working on employees’ retention. A great leader is one who will always take the team with him/her for the betterment of the company. Use training software to help cultivate leadership skills.


Of course, these are not the only priorities for HR. There are challenges in learning management, performance management, and compensation management, etc. Using updated technology and software design for HR processes, you can overcome all these challenges and provide organizations with the most business value.

Top three challenges for HR that can be solved by use of Technology


By HR-One Team
January 25, 2017

Technology is no more the sole property of IT departments – the role of technology and data in HR is increasing from a steady pace. This has led to the rise of many fancy technical and analytical terms in HR departments as well. Therefore, in order to survive through this cycle of change every HR Manager must be aware of these technical terms. So here we’re going to define five such terms for you:

Data Mining

Looking for needles in the haystack – that’s the crux of Data Mining. In this age of big data, gigantic amount of data is created every day. It’s not possible to analyze all of it even if whole population of earth is engaged in the herculean task. So, Data Mining aims to look for data that has some meaning (aka patterns) in huge amount of raw data, and then present that data with its patterns in a meaningful manner.

Machine Learning (ML)

This branch of Artificial Intelligence helps in making use of data analyzed from Data Mining. It focuses on developing computer programs and systems that can learn from the data patterns that emerged from Data Mining. The programs learn themselves, grow continuously and adapt themselves according to situations and requirements when continuously exposed to new data patterns.

Cost Modeling

This is the art and science of understanding HR-driven costs. It helps in understanding many things, including:

  • Hiring costs
  • The time required for an employee to reach full productivity
  • The ratio of salaries and individual productivity
  • Overall employee productivity
  • Employee turnover costs
  • And other HR related costs.

These costs are estimated on the basis of data by computer algorithms, and then utilized in financial planning and business models by executives.

Hiring Channel Mix Modeling

Recruiting is no more limited to advertisements and career sites alone – in last few years many more channels have also come into play, which include references, social media, recruitment consultants etc. In such a situation, there must be some way of identifying which channels are working the best. Hiring channel mix modeling is that way – by analyzing data related to every channel for some time it can tell you which channels work the best for your business.

People Analytics

Data can also help you predict various workplace problems in your office they become worse. People Analytics is aimed at doing just that. By analyzing all data related to your employees it can predict serious problems related to productivity, engagement, attrition and customer satisfaction before they become serious.

Final Thoughts

So, this was our short list of top 5 HR analytics terms every HR manager must know to survive. If you know any other such terms, please feel free to describe them in comments.

Five HR Analytics Terms Every HR Manager Must Know


By HR-One Team
January 23, 2017

There’s no doubt in the fact that financials matter a lot for any small business. And while large financial transactions often matter the most in any business, entrepreneurs and managers can’t ignore the importance of payroll as well. It’s a regular expenditure, and the motivation of your workforce depends on it. Therefore, you can’t afford to mess it up, especially if you’re a small business.

Proper management of payroll processing requires a good software solution. And while there’re separate payroll processing services and software products available in the market, having a dozen different software products/services managing your HR does nothing instead of making things complicated.

At this point you may be wondering, isn’t there a simplified yet expedited way of doing it? Well, there certainly is, and it’s called HR-One.

What is HR-One?

It’s a great HRMS software whose functionality can be extended with different modules. You need recruitment help? There’s a module. You need helpdesk? There’s a module. Similarly, they’ve a payroll processing module as well – so if you implement their software, you don’t need to rely on a separate HRMS payroll software.

So, now it’s clear that HR-One can act as your payroll processing software. Now let’s see what it can do for you.

Why HR-One: The Benefits

HR-One’s Payroll Management module can help you with virtually every task related to employee payments. Some of the tasks that it can help you perform efficiently and effectively include:

  • Tracking work hours,
  • Calculating compensation according to those hours, and;
  • Withholding all the taxes and deductions.

It has got many great features to help you do these things. For example, it allows you to:

  • Define multiple salary structures according to policies of your company;
  • Calculate and disburse salary along with its various components;
  • Create error free statutory compliance reports according to your industry.

These features are presented to you on foundation of such a great HRMS software that you can utilize each of them effortlessly.


Mistakes in payroll processing may turn out to be too costly for any business, so you must have a great software managing it for you. And not just any software, because you don’t want a complicated maze of different HRMS solutions as well.

For these reasons, HR-One can certainly be the best choice for your HRMS payroll software because it has got features to save you from both these problems. You should try it today to simplify and expedite your company’s payroll processing.

Simplify and Expedite Your Payroll Processing With HR-One


By HR-One Team