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December 18, 2017

According to a news report, the ability to work flexibly is the number one priority for job seekers across the globe. Nearly 40 per cent global candidates rate ‘schedule flexibility’ as one of the top three factors in making career decisions, as per the findings.

With the workforce comprising all age groups, time has come to think deeply about giving flexibility to employees. Such plans are usually created for senior level in certain organizations, but companies need to evaluate to extend the benefits of flexibility at all levels. Today, employees want to know the companies they work for are being valued upon. They don’t want to work chained to their desks or forced to do work extra hours. And, they expect more trust and workplace security and flexibility in return.

Yet packed to-do lists and arduous commutes make few employees believe that their organization is not concerned with their social, physical, personal and emotional welfare. This is a significant issue that is prevailing and should be addressed soon.

Offering more flexibility is one of the best ways to help employees reach work-life balance. However, some may believe that flexible working is akin to allowing employees to do their job from home, it’s really about trusting employees and empowering them to do, how, when and where they work.

Making Workplace Flexibility a Reality-INFOGRAPHIC

If you’re planning to offer flexible working options to your employees, here are a few tips which you can keep on handy:

Flexibility on the basis of work style and preferences

Flexible work arrangements may vary and come in various forms. For example, companies can set different work-from-home arrangements and guidelines. Or, they can develop and create more flexible work arrangements as per the individual work styles and preferences. Flexible work can also scale in a multiple ways. Like, you can test your initiative in one department, then switch to others if it’s successful; or you can do a company-wide rollout from the beginning.

Get your leaders on board

The most important step to instill a flexible work environment is to get leaders and managers on the same page. To foster a great working environment, both leaders and managers should trust their employees and maintain open and frequent communication, irrespective of their location and how their employees work.

Communicating clear goals and requirements

There must be a clear communication of goals and requirements. By keeping a track of goals and requirements, leaders can rest assured that all critical tasks are completed, no matter where employees are working.  By this, leaders can also measure productivity, track  day-to-day tasks and requirements, and rate employees’ overall performance, once these flexible options are rolled out.

Give employees the right platform 

Give employees access to the right tools and platform such as self service HRMS. The module that indicates your personal stats like leave balance, attendance, performance, attendance correction, expense claims, investment declaration and more. Within this platform, employees should be able to access everything they need to know and avoid any hassle of communicating and approaching the concerned team frequently.

Instilling a culture where managers and employees are equally flexible across the board can help us move forward towards a future of work . And, as employees feel the autonomy, trust and care shown by their managers, employees will feel they are integral to the organization and they have the freedom to give their best to organization growth and success.

Making Workplace Flexibility a Reality

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By HR-One Team
December 5, 2017

In such a digitally linked world, when the whole world is transforming at an unbelievable pace, it becomes more important to adapt to changes. It won’t be far before 2018 sweeps in with its own list of emerging trends and technologies Let’s have a look at how the change is knocking at HR’s end.

  •   New-Age Recruiting

One of the most important tasks in an HRs profile is recruiting employees, what if you have to scan through every file manually and interview all of them? In a digitally advanced world, the use of mobiles, social networks and other tools has increased, recruiters have been using these modules to  streamline profiling of candidates for a while now. Facebook, Twitter, LinkedIn are a few potential examples.

  • Time Keeping Made Easier

As an HR manager, you are basically the person who has to maintain records of every employee leave and timings. You can use HR-One’s modules designed to help you define leave policies and types, company holidays etc. You can also track your employees work progress,  review it and evaluate their performances for more competent environment in your organization.

  • Compensations and Programs

 To simplify the hectic and monotonous task of preparing pay slips, taking care of travel incentives and defining expense policies you can try HRMS . It not only make things easier but is extremely efficient, reliable and streamlined.

  • Say adieu to all Employee Concerns

From handling intra office disputes to answering their queries regarding payments and leaves, it all falls on the HR manager. You can actually set up a HELPDESK with the help of  HRMS and take care of the employee concerns without having to go through the trouble of doing it all in person. One can always leave a query or concern at the helpdesk and you can take care of it without going through it manually.

Cutting short the work pressure without compromising with the quality of work done sounds reasonable, doesn’t it? It can’t get any easier and affordable.  So, the time is now to invest in a robust, scalable, and high-performing HRMS software. You will probably land up to the world of efficiency, agility, high performance, productivity and a great working environment.

Change is beckoning at HR’s end

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By HR-One Team
November 30, 2017

Management of employees’ attendance has come a long way from obsolete physical punching to card-based swiping and fingerprint scanning in recent times. But as the technology is evolving, there’s an even better way to manage the attendance of employees in an organization – Geo-attendance.

Geo-attendance aims to simplify the process of attendance tracking in an organization. Based on the GPS technology, the software tracks the location of the employee and if  the employee is present in the designated area (called Geo-fence) at the designated time, then the attendance is marked.

Let’s look at some of the advantages of using the Geo-Attendance over the traditional way of marking attendance:

 Remote workers can easily mark their attendance

As opposed to fingerprint or card based attendance tracking system, there is no need for any infrastructure in this technology. An application can be installed on the employee’s smartphone which can be used to mark the attendance.

This is especially beneficial for tracking the attendance of field employees who work in remote locations and where attendance infrastructure is difficult to deploy. The organization will mark the Geo-fence for the employee and when the employee enters or leaves the premises (Geo-fence), his attendance will be taken care of automatically.

High level of customization is possible

Since there is no infrastructure and everything is done using a special application or web browser, it is easier for companies to make dynamic plans for employees. For example, an organization can set special shifts for an employee based on the location and whenever the employee reaches that location, the company will be notified and attendance will be marked.

Better insight  enables better decision making

During office hours, Geo-attendance can enable the organization to track all its employees and make decisions accordingly. This information can be accessed in real-time and hence is very useful specifically for the sales team. In an emergency situation, the organization can take a better and more informed decision with this data.

Positive employee experience

It is an easier and more comfortable way of marking attendance for the employees too, since they just have to enter in the Geo-fence instead of going to a particular machine and physically mark the attendance. Also, this technique is more reliable and hence ensures the employee that their attendance is properly recorded.

Easy integration with other modules

Geo-attendance systems can be easily integrated with the payroll system and leave modules of an organization leading to a smooth process of automatic payroll management. Similarly, other employee-related modules can be linked to it if required.

Efficient attendance tracking is crucial for all the organizations. Poor attendance maintenance can lead to inefficiency, loss of productivity and loss of clients for the organization which will ultimately hamper its growth and productivity. Hence, it is crucial to deploy the latest and best technology available for attendance management and that, in this case, will be Geo-Attendance system.

Geo Attendance your way to smart attendance

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By HR-One Team
November 28, 2017

Handling and maintaining the payroll of an organization is a complex procedure. It is certainly not an easy one as it involves a lot of processes and tasks which have to be carried out efficiently and in a timely manner.  Some of these task include executing manual data entry, calculating wages, withholding taxes and deductions.  Such tasks take up too much time and become tedious to execute.

For a company with a good employee strength, manual handling of payroll becomes a major concern and leads to various complexities. So, is it possible to make your payroll process smoother, accurate, and easier?  With automation, you can  systematize such chores that involve a lot of mundane work and increase probability of errors and risks.

Let’s find out how automation can ease the roll of payroll process and can be a valuable asset to your organization.

Safety of the employee records

A key benefit of automating the payroll process is that most of the automation software systems provide the option to back up your data as well. They offer the  flexibility to keep the employee information safe either with their cloud-based solution or an off-site backup solution. This is in contrast with the manual payroll where the data is stored physically or in the form of different files in an unorganized manner.

Improved recordkeeping with less clutter

Automation software systems make it easy for HR professionals to feed data to the system about new recruits or update data about older ones without creating any fuss. The process is significantly streamlined and since the data has to be fed to the system just once, the task of repetitive data input is eliminated.

Minimal human interaction and mistakes

In contrast to a manual payroll processing, the automated software system needs minimal human interaction . This greatly reduces the risk of miscalculations. Human interaction is needed just to feed data about various aspects once in a while.

Helps in Time Management

A major advantage of the automated system is the ease with which it calculates the working periods, leaves, etc. If an employee uses swipe cards or badges which are scanned, the data can be directly transferred to these systems and they can automatically calculate the total number of hours worked and accordingly generate the payslip. The important part is the accuracy with which these systems can calculate and manage all of these.

Managing statutory compliances needs

Another pain point for the HR professionals is the calculation of the payment amount for each employee and taking care of various deductions and statutory compliances at the same time. This is the process which has no scope of errors or else employees can raise a complaint or there can be other repercussions. Also, since it involves a lot of calculations various aspects has to be kept into mind. Automated software systems do this job with and take the minimal amount of time in doing so.

Hence, in conclusion, automation can drastically improve this aspect of the HR work in a company which is typically a very time-consuming process. If you’re interested, HR-One offers a payroll  management software which takes care of all of these aspects discussed and reduce the workload of HR professionals.

Automation: The Key to easy Payroll processes

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By HR-One Team
November 15, 2017

Every business leader is well versed with the benefits of employee engagement.  Employee engagement has emerged as a critical driver of business success in today’s dynamic marketplace. However, getting employees engaged involves more than a strong leadership, recognition, rewards, workplace atmosphere; although these factors help. At the same time, high levels of engagement promote great working culture, happy employees, less attrition rates, customer loyalty and improve organizational performance.

If you’re a business leader ready to instill an effective culture of engagement in your business, here are five steps to get you started.

Invest in digital processes to enhance the employee experience

Carefully examine as how experiences at every stage of the employee lifecycle could be improved upon, which includes recruitment, time office, onboarding, performance lifecycle, and learning and development. Employees expect one comprehensive portal by which they can   manage their own dashboard, view and update certain fields and records, and can raise tickets to respective departments hassle-free.

Recognize and reward high performance

It makes sense to bestow financial rewards to employees’ for their outstanding performances, but employees will be more engaged if they receive greater motivation than monetary benefits. HR leaders should also consider whether each employee’s performance goals are aligned with the values of the organization. And when every person’s role is aligned to a company objective, everyone understands that their role is vital to the company’s mission.

Maintain a focus on career growth and development.

No one wants to feel stagnant in their job. Employees should always feel good that they’re working toward something greater—such as a they are adding some value in their profession and enhancing their skills.. And they should be able to examine where their development plan is reaching.

Consistently, timely communication

Include every person on the team to keep them on the same page. Involve your team and communicate with them about current workflows to avoid duplication of effort. This enables team members to focus their efforts in the right direction as needed.

Competitive Pay and Benefits

While pay and benefits are not the prime indicators of employee engagement, but they are a critical component of employee engagement. A reasonable working conditions, competitive compensation and perks go a long way to motivate and engage employees.

These are just a few ideas that we can use to foster a culture of engagement. It may seem like a daunting task to engage your employees, but it is crucial to spend some quality time to think on these pointers. The more engaged people are the more dynamic, loyal and productive. Include some of these in your organization- you’ll be probably be surprised to know the outcomes.

5 Easy Steps to Foster a Culture of Engagement

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By HR-One Team
November 10, 2017

Mobile has become an integral part of the connected business. From healthcare and financial services, to entertainment and education, there is a greater need to have a strong mobility strategy in place. And while companies have embraced mobility conceptually – there is a need to infuse the technology into their everyday operations and fill the gaps remaining. How should your organization structure and harness enterprise-level mobility to the next level?

Mobile HRMS- Infusing mobile technology with HRMS

Given that HRMS is becoming prevalent and an integral part of business, it only makes sense that the two should be combined. Mobile HRMS is easy to use, easy to deploy, works on multiple devices and can be fully customized to accommodate your unique business needs. If that’s not enough, here are a few compelling reasons to choose Mobile HRMS for your HR team and your dynamic workforce.

The diversified workforce expect it

If you don’t believe us, just think how they’re being recruited. How they cleared assessment tests? More and more hiring process is happening online and not confined to a distance. Even a video-call has surfaced the traditional face to face interview. So, now we can ascertain that millennial workforce are dynamic and they are highly mobile-focused. They want to gain an insight into their personal records and data freely. Mobile HRMS therefore is a new frontier that enables employees to view a full set of personal records, payroll data, salary slips, earnings, deductions, taxes and other values at a glance.

Anytime-anywhere HR

Mobile HRMS does wonder by greatly reducing the burden of HR team. With Mobile HRMS, employees no longer has to ‘speak to HR’ – for basic and daily enquiries, as the answers are readily-available and on-screen.

Invaluable business benefits

Imagine your workforce tapping their devices to perform daily tasks such as approvals, downloading salary slips, applying expense related request, or running analytics. For example, an on-the-go sales manager can quickly and easily preview metrics, key performance indicators (KPIs) and the status of their team over their preferred smartphone while on the way to a client meeting.

Expert answers, anytime, anywhere

Using a Mobile HRMS gives you a whole new range of capabilities. Not only can your employees contact you where and when they choose, but you can track, manage and respond to every case with HRMS. A mobile HRMS facilitates instant, simple escalation, with issues routed straight to the concerned person, regardless of location. Further, you can implement round-the-clock cover for ad-hoc and urgent queries and respond timely – no more losing issues as they change from one channel to another.

We live in an increasingly mobile world. Our laptops, smartphones and tablets are quickly becoming like our wallets and keys: must carry at all times. A Mobile HRMS that goes anywhere and works on any device makes for a more effective and more successful team. The end result is that mobile HRMS is changing the face of business, often in ways that may not have been considered earlier. If you are considering an implementation or upgrade to Mobile HRMS, or wish to understand how to reap its benefits in your organization, reach out to one of our experts. 

Mobile HRMS: Why Your Business Needs A Mobile Strategy

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By HR-One Team
November 8, 2017

Whether you are in a retail, pharma, oil and gas, mall management, education, food and beverages or any other industry; tracking employee time, allocating vacation, extracting personal records and maintaining statutory compliances through spreadsheets could be a major challenge for your HR department. And, while spreadsheets can be useful in some areas of business, using it for calculating manual hours, payroll, admin and HR functions can invite unwanted headaches for HR leaders.

Therefore, one of the best investments an organization can make is to deploy a cloud based HRMS software solution that can help with better agile workplace planning, overall employee satisfaction and workplace productivity.

So, let’s explore what would this new world of HR management look like? Imagine this-

●    Staying focused on your goals instead of minor things, confusion and hassles
●    Less paperwork and more accurate records
●    Staying compliant
●    Reports that help you understand your employees and make smarter hiring decisions
●    Reduce the time, effort and headcount associated with administering benefits programs
●    Software for you and your employees that are a joy to use

All these benefits can be framed into reality when you own a robust HRMS software solution like HR-One. And, here’s a breakdown of some of the benefits of HRMS that you may want to know about.

Streamlined payroll process
Streamline your payroll processes and manage it efficiently without any additional investment on infrastructure. Being easy to navigate, HRMS helps employers reduce human intervention and enrich the employee experience seamlessly. Further, there is a vast reduction in time, efforts and money spent on payroll administration. Now, it’s easy to gauge why HR managers prefer HRMS over spreadsheets.

Employee Self Service
Employee Self Service (ESS) a module in HRMS provides employees with complete access to their records and payroll details. It allows easy access to administrative tasks like applying a leave, reviewing timesheet, downloading salary slips, requesting compensatory off and submitting reimbursement slips. This helps management to avoid cost and efforts related to manual data input, updating and maintaining records.

Analytics and Reporting
HRMS provides HR and finance executives consistent and integrated insights into payroll, employee data and attrition trend. This helps organization analyze attrition rates, and take specific actions to mitigate the ratio of attrition and other employees related issues.

Leave Management System
HRMS is designed to scale easily from SMEs to large enterprises. By automating your leave approval process, you can curtail unexcused absences and HR overheads. Further, this module gives a comprehensive view related to time leaves and avoid any instances of confusion and conflict.

Time and Attendance
Time and attendance module in HRMS helps track time and attendance of every employee. HR-One HRMS can be easily integrated with leading biometric solutions for scanning and recording employees’ in-time and out-time. It also helps to manage shifts, vacations, and leave. On the contrary, with spreadsheets managing time and attendance on remote employees, part-time and full-time employees was a hassle.

Is your organization still relying on managing HR data with spreadsheets? Then, it’s time for a change and switch it over to a robust, scalable and enterprise-ready cloud based HRMS. The world has moved to the cloud, so should your payroll, finance, admin and customer care processes should too.

Managing HR Operations with Spreadsheets: Is there a Better Way?

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By HR-One Team
November 3, 2017

When a business is growing and expanding, it needs to keep a watch when employees come in and go. Almost every organization’s journey from a SME to large organization speaks similar story. Administration of employee attendance requires several mundane tasks to be completed and loads of paperwork to deal with. So, there requires a discipline in the way an organization operates and log attendance.

The modern-day workforce is dispersed as many would be working out of remote locations and   availing flexi-working arrangements. In such a complex business environment, how can a company keep a check which attendance tracking mechanism is the best? In this scenario, poor attendance can mean loss of productivity, loss of potential opportunity, all of which affect a company’s bottom line. So, whether you are using manual systems (pen-paper, spreadsheets), basic biometric systems, web-based LMS, or card reader (magentic/bar-code) automating the entire workforce management process is critical in managing data better and derive useful insights from it.

There are several attendance tracking software available for this purpose. HR-One HRMS is one such solution that automates your complete HR processes and is available on the cloud, ready to deploy.

The attendance tracking software also empowers employees to mark and correct their attendance, without the need of any hardware based time-tracking devices. However, to prevent any misuse, you can allow attendance to be marked only with a specific login IP address for each employee.

Reduce the reliance on HR team

The attendance tracking software enables employees to access their information as per their ease or through their smart devices which reduces dependency on the HR Department and results in employee empowerment and satisfied employees.

Further, employee self-service system lends a lot of clarity both to the employee and to the HR team as there is a less confusion and conflict. Since the rules are clearly stated, there would be specific details to prevailing deductions taken for a particular day, if any.

Easily Integrated

Most attendance tracking software works seamlessly with any kind of hardware like biometric device (fingerprint or facial canner), smart cards etc.  The integration is seamless, effortless and quick. It brings about a huge change and a difference in the way you log attendance.

HR can focus on more strategic tasks

This software solution enables HR to focus more on strategic policies and planning when manual and regular work gets automated such as attendance, leave (vacation), restricted holidays, and payroll etc.  The results are smarter system that gives a precise picture of employee attendance.

Managing the millennial workforce is never easy.  HR-One attendance tracking software goes a long way in easing HR’s burden of manual processes and heaps of paperwork. It  can also be used to capture shift timings and update data from anywhere and anytime.

How is Your Business Tracking Attendance?

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By HR-One Team
November 2, 2017

Every company wants to maintain its competitive positioning by making sure its attrition rates, expense, and payroll costs are not too high while always looking for ways to increase workforce productivity and profits. Sometimes, that’s easier said than done. However, if your business has deployed a cloud-based business management software, the possibilities are limitless. Today’s workforce are highly-dynamic and different from yesteryear and leading companies know well that in order to keep growing sustainably they must modernize themselves and streamline HR, payroll, and operational processes. And, with the right cloud-based HRMS, companies can achieve a lot more.

Here are a few ways companies can remain nimble and boost workforce productivity and profits:

A Year-Availability (24/7 365 Days)

In today’s highly competitive business landscape, not having access to data whenever you need it, equals lost opportunity, decrease customer satisfaction and profits. The right cloud application is available no matter where your customer, finance, admin, payroll and HR managers are. Irrespective of their locations, they can gain access to data in real-time, respond to employee queries, vacation and other leave management requests.

Rapid Innovations

When it comes to an on-premises HRMS, any upgrade could be a major one—entailing significant time and expense. In contrast, the cloud HRMS offers huge reductions in deployment time and provides easy, instant access to updates and innovation. As a result, your business can achieve the maximum benefits much more quickly. On an average, cloud based HRMS solutions take little time to configure and adapt over time. So, if we compare on-premise to cloud-based HRMS, we can safely land to a cloud-based HRMS solution.

Reduced costs

While HR has traditionally trusted on IT team to maintain their on-premises HR systems, mature and robust cloud-based HR solutions are changing that perception. Cloud-based solutions are easy to configure and scale as the business demands. Further, there is a less reliance on employees to deploy, manage, and support them.

Compliance Ready

Compliance with confidentiality regulations is crucial for any organization. The most personal information an organization holds about its workforce is stored within the HR functions such as bank details, home addresses, salary slips, perhaps information about medical conditions. If any organization is storing this information on excel and spreadsheets it is quite vulnerable to be used inappropriately. A cloud-based HRMS like HR-One HRMS works by helping drive business outcomes by storing personal records in a secure manner and minimizing compliance risk. Further, you can depend on this powerful and a proven cloud platform that is robust,  high-performing, secure, scalable, and mobile — allowing you to adhere to organization’s compliance rules closely.

Change is a constant in today’s global marketplace. However, moving your core HR applications to the cloud is a major undertaking. Without strategic guidance and right partner, you may not be able to leverage the full potential of cloud based HRMS.

Top Four Reasons to Switch to a Cloud Based HRMS

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By HR-One Team
October 13, 2017

Today, organizations are facing increased challenges to handle the dynamic regulatory landscape and statutory compliance in HR. Functions such as tax compliance, payroll processing, financial and accounting is complex, time-intensive and requires full business confidentiality. There are numerous laws and regulations governing the employment relationship that HR professionals must adhere to avoid an unwelcome spiral of compliance audits. Therefore, dealing with statutory compliance requires companies to be well-versed with the various legislations. But, how can a business confidently navigate the compliance landscape if it relies on manual data entry and spreadsheets?

In today’s demanding regulatory environment, companies are evaluating an enterprise-ready HRMS to increase efficiency, reduce risk and be compliant to the constantly evolving landscape of statutory and labour laws. But before we discuss the potential benefits of HRMS for payroll management and compliance, let’s quickly discuss some of of the payroll management challenges that companies confront.

Some of the Payroll challenges

  • Data entry errors result in incorrect payments and unnecessary confusion and delay
  • Incorrect payroll calculations lead to additional work, inconvenience, and penalties
  • Unable to manage payroll records effectively. This may delay employee salaries, tax payments, business reporting and more

Incompetency of existing payroll processing software

  • Doesn’t go well with our company unique needs
  • Doesn’t integrate with other HR tools, consequently increasing the time in payroll processing – (Employee, department, designation , location wise……)
  • Doesn’t automatically update as per statutory changes
  • Untimely filing of tax return — preparation and filing and important payroll reports
  • Unable to comply with financial and tax regulations, and in local statutory requirements

“A more strategic HR role requires smarter HRMS”

Keeping a track of all compliance, regulations and payroll processing with HRMS

Payroll is a highly regulated discipline filled with compliance complexities. A robust and enterprise-ready HRMS provides the foundation to ensure that regulatory requirements and governance is handled effectively. A payroll software such as HR-One is designed to meet the growing payroll needs of a business. It supports accurate payroll calculations, payslip calculations, and manage payroll taxes and provide information and reminders about any compliance needs.

Among the many benefits of using this software, HR professionals will have the option to be more proactive in their risk mitigation strategies. This is the key differentiator between working with spreadsheets and working with a robust HRMS. With the automated system, businesses have more time to identify compliance gaps and fill them with confidence and timely.

Today’s HR departments have the capabilities and access to the advanced system at the table in helping businesses grow, stay competitive, and mitigate compliance risk and payroll errors. Instead of relying on spreadsheets and outdated software, businesses can approach HR compliance with confidence and ultimately proceed with their ongoing operations with HRMS.

How to Remain Statutory Compliant and Avoid Last Minute Payroll Hassles?

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By HR-One Team
October 11, 2017

In times like these, where the world is changing at an unbelievable pace and organizations are changing the way they engage with the candidates, it becomes imperative to be observant and learned from the world around you. As we race towards the new era, now is a good time to introspect and check what we have yet to capitalize on. It won’t be far before 2018 sweeps in with its own list of emerging trends and technologies that we have decided to move it to the sidelines. Let’s view these events which brings with them some valuable learnings.

Embracing Change

The first one is simple to comprehend and is a no- brainer. If you aren’t adaptive you will not welcome change. The only way to stay ahead of your competition and business strategy is to go with the change. The digital world has permeated almost every aspect of our lives and we are living in truly amazing times as the pace of technology change continues to accelerate, bringing ever-faster impact to the ways in which we work, learn, engage, communicate and live. This may be not new to you as we have heard it often but this change is no longer just a technological change—it’s a cultural one. And something we can’t afford to ignore.

Integrate Digital Platforms in Alignment with Your Vision

Today’s digital platforms are the dominant innovation and collaboration channel.  Software such as HRMS and BI provide powerful capabilities and solutions for better collaboration, process automation, deeper data analytics, and operational excellence. So, choose the right platform that would help you attain the speed, scalability, security and growth required in digital transformation. Keep in mind that the core objective of transformation is to enable businesses to operate smarter, and in modern ways that benefit customers and the bottom line.

Bring the Right Experts on the Table

Pick your partners carefully. Digital transformation is a not a one-day project. Your business may need experts across the board which includes technical evangelists, enterprise architects, business analysts,  creative specialists and operational experts. Digital change will involve new forms of challenges,  thus look for a strategic partner who can drive your digital transformation initiatives. A partner who will guide you through the entire journey and help you make the informed decision about the right products and services.

Raise Digital Spending to Increase Gains

On an average, companies are currently spending, 12% of their current revenues on digital initiatives.  But, in our view, spending needs to rise even higher. In fact, spending is expected to increase to 16.5% by 2020. Deploying HRMS software to automate payroll, expense, travel, performance and HR processes could actually turn the economics of the back office. For example, how the Mankind Group used and deployed HR-One HRMS to outmaneuver the competition and streamline their operations and processes.

The message is clear: The cost, efficiency and revenue pay-off is much higher at organizations that embrace digitization. We believe it is imperative for industry players to not only reduce costs with digital but to also drive value from it. The greatest benefit of living in this era is that you have the power to use these emerging technologies and customize it as per your exact business demands to see your business going forward and scaling new heights. Willing to talk to us as how to converge in the digital era? Talk to us.

Ushering in a Digital Era

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By HR-One Team
October 6, 2017

Thinking machines are not anymore a concept in the science fictions now. Indeed, it is a watershed moment in the recruitment industry. The decisive technology is packed with tons of amazing features that are completely revamping the recruitment industry landscape that was inflicted with many traditional hiring and onboarding practices.

AI represents technology that simplifies the way we do and perform our jobs at our fingertips. Recruitment is no more a monotonous and repetitive job with AI as activities like making phone calls to shortlisting candidates and replying the applicants through emails can be seamlessly done with this new-age technology.

Beyond assisting the recruiters in the preliminary rounds, AI is enabling HR leaders to evaluate the right candidate over analytical skills and other professional traits. So, now we can gauge why almost all the industry verticals are in the spree of adopting AI in their business and HR functions to manage their targets. Hence, AI is becoming a game changer in the talent acquisition sector and has started creating ripples in the field of HR functions. Let’s find out how-

Screening, interviewing, engaging and recruiting the talent

Recruiters on an average spend most of their time in screening, scheduling and interviewing the candidates, where automation can play a key role. In the current scenario, most of us have experienced the inefficiency of corporate job boards, where we sometimes have to wait for long after submitting the resume. Automation through AI can figure out the potential right fit and can engage them soon. The future is not far when the technology helps us of the comprehensive recruiting steps.

Intelligent machines and smart HR softwares like HR-One HRMS and other softwares are fostering quality hiring in tech-savvy enterprises.They are addressing the real pain-point of recruiters and delivering custom made messages to the potential candidates. Besides, being neutral to religion, caste, color, gender, and race; AI is empowering the HR managers to pick up the potential candidates through various job portals and bring the best talent in the organization.

Post offer acceptance and on-boarding

There is always an uncertainty in the time between the offer acceptance and the joining date of the candidate. AI can play a substantial role in engaging and following up with the potential employee to reduce the chance of rejection. It can keep the candidate informed and can answer to the general queries and so on.

While most organizations have exhaustive on-boarding programs to make the new joiners familiar with the company’s culture, processes, vision and policies. It is generally seen that 80% employees forget most of the information shared in a few days itself. With the use of AI, the on-boarding experience can be made more interactive and engaging by providing a 360 degree view of company’s culture, processes and policies.

Enabling Personalized Learning Programs

We know that everyone has different learning styles. AI enables personalized learning programs . It culls out employee information smartly with skill set, experience, behaviors and learning patterns. It can further scale, track or analyze career development programs for each individual as well.

Managing Employee Relations

Employees usually carry both set of queries both complex and modest. Sometimes, it could be simple queries on leaves balance, payslips, insurance or other queries which may not require intensive discussions from the HR team. AI can respond to the most common HR queries in real-time.

Taking HR functions in a different dimension

AI can derive meaningful insights through a large amount of data. It can predict employee engagement trends, employee performance patterns, and give a sneak-peak in organizational productivity and efficiency and other probable issues way before it strikes an organization. The advanced technology also helps in predicting attrition, enabling organizations to take actions before time.

The Road to Enterprise AI

The onset of AI in talent acquisition has completely transformed the recruitment process. The new system of recruitment not only saves the time, money and efforts of the organization, but also leverages them to select the best suitable candidate for your business. In this age of digital transformation, the role of humans will evolve into a much broader and strategic role powered by insights and artificial intelligence. If you would like to have a one-on-one conversations with us about AI and next-gen software HRMS, we’re just a call away.

How AI Is Becoming a Game Changer in the Recruitment Industry

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By HR-One Team