hr weekly - hrone blog

HR Weekly.

Your weekly journal to everything HR

Get a free access to latest HR trends, blogs, best practises, templates, videos, HR tools & much more on HR-One blog.

Subscribe
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

[..]

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?

[..]

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?

[..]

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

[..]

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?

[..]

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

[..]

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

[..]

By HR-One Team
October 4, 2017

Businesses have witnessed tremendous change in today’s fast paced digital business environment,  right from technological changes, new strategies and HR practices. A few years ago, working from home may have seemed like a distant dream. Today, it’s the future of work. As more companies embrace remote working practices, the benefits are quite evident. According to the State of Work Productivity Report, 65% of full-time employees think a remote work schedule would increase productivity. But how can HR department tackle this business development to its benefit?

HRMS can help the HR department with remote hiring in the following ways.

Empower your employees, wherever they are

Today’s employees expect instant and personalized service from their employer. With HRMS, you can streamline HR processes, raise a request through HR help desk, equip HR leaders with a 360-degree employee view. This means any queries or concerns can be put across on the platform in real-time. This eliminates the need of constantly keeping a tab on the status, consistent follow-up, calls etc.

Maintain a database for a quick look-up

Just like the regular employees, HRMS Software enables companies to maintain a database of all the skill sets that remote workers possess. Once you have maintained a log, you can approach them as when required. You can take a quick glance as which candidate can fulfill your requirements and you would want to work with. Although, it is always best to consider candidates with rich experiences who can get the job done with minimal supervisions, reminders, constant follow-ups, supervision or reminders.

Payroll convenience
In many organizations, almost 50 per cent of an HR department’s time is spent processing employee information and answering questions. This is where HRMS come into play. An efficient HRMS caters to their needs by automating core HR, benefits, and payroll processes. With HR-One HRMS, employees can easily manage their payroll details accurately such as view payslips, leave details, income tax report, generate annual salary statement, view loan statement, salary computation,  provident fund, employee state insurance and much more.

Engage employees from day one with HRMS

HRMS give employees the power to work, share, collaborate, and access HRMS from anywhere. It also saves time of remote employees and align them of any upcoming policies or announcements well in advance.

Our hyper-connected world is drastically changing—accelerating the volume and velocity of information and connections. This tectonic shift demands companies to invest in a robust software that can lead change. Digital is fueling the next wave of change as how to serve and empower your remote employees. HRMS gives companies a cost-effective lever to make real change on a massive scale. It frees companies from the physical boundaries and closes the gap between employee expectations and satisfaction. To do that, you will need to invest in an enterprise-ready software, shift your focus from legacy to “new” technology and deliver value fast.

Leading in The New: Remote Hiring Through HRMS

[..]

By HR-One Team
October 3, 2017

We are living through a fundamental transformation in the way we communicate, work and collaborate. Automation and thinking machines are transforming human tasks and jobs. These momentous changes give a rise to huge organizational challenges at a time where the stakes are high and business leaders are juggling with unprecedented risks and a number of challenges. The digital revolution has ushered in a new world where competition is fierce for everyone. So, how can a HR leaders prepare for a future and and adapt to new realities of the world? To be prepared for the future, here are a few pointers where we can expect HR leaders to lead a change by 2020.

Careful monitoring of policies and processes

Technology has taken a giant leap with mobility. Communication is much faster than we can even think and react. Virtualization of work will become a norm and HR leaders must be proactive in managing this change. As a result, the people policy framework needs a careful review. So, by the time we reach 2020 policies and programs need to correspond to the ground reality of the dynamic environment.

Managing the people

Managing people takes a strategic importance as people being the most valuable assets that an organization holds. HR leaders play a great role as they are the front line leaders. They can better manage the people and shall have a huge impact on the success of the organization. This will bring down the ratio of attrition.

Change in perception, attitude and practices

HR managers will change their perception and attitudes to reach their ultimate goals. They will see from a different perspective and help bring the robust HRMS in place to streamline all business policies and practices.

Focus on creating a compelling employee experience

Companies are making deliberate attempts to create a compelling employee experience and foster a culture of wellness to health and well-being. So, making the workforce happier and improving their health goes a long way.

Critical thinking

According to the survey, critical thinker will still be the most valued skill set in the next few years. But what does critical thinking comprise? The answer is logic and reasoning to interrogate an issue or problem. This also means considering various solutions to the challenges and weighing up the pros and cons of each approach.

Plan For A Blended Workforce

The workforce of the future won’t be all full time employees. It will be a blend of full time employees as well as consultants, freelancers, part time employees, and other specialized talent, Forward-looking HR leaders should take action now to plan for a dynamic workforce and address issues such as; how do you on-board and manage their time or what types of training will they require to?

We can see new opportunities to prevail in the HR department. What are you doing to prepare for this? What new thing your organization has created to prepare for this transformation? Our HRMS software can help you transform your HR department in a better way and will help you stay clear of the path till the time you reach 2020.

The Role of HR To Undergo a Fundamental Change by 2020

[..]

By HR-One Team
September 21, 2017

The workforce today is dynamic and are willing to opt the smart technology that can simplify their operations and help them work smarter. So, along with their aspirations, their style of working is also changing. Gone are the days when the candidates looked mainly for the salary package and a few basic perks before joining the company. Though these factors still dominate even today, there are other factors too that fall into the the priority list of the candidates. The workforce these days are willing to go one step beyond as compared to the preceding counterparts.

Traversing through cities or continents, working from home seems like a norm now. This is exactly why there must be a robust technology in place to accommodate this change. While the flexibility and mobility offered by the business world prove to be extremely useful both for employers and employees, but this may also call complexity and create a big challenge for any organization to manage their talent on the go.

However with HRMS software, it is easier to track the progress of your employees who are mostly on the go or prefer working from home.  HRMS can efficiently handle all the functions that are critical time-wise and allow the employees to embrace mobility in their professional life.  Organizations are evaluating HRMS to enable and empower their mobile workforce. An employee can scan his personal records, punch in attendance, apply and get leaves approved, view his payslip, reports, and raise issue from anywhere, anytime.

In a fast paced employee-centric world, organizations are moving information to employees’ hands. As the world has gone mobile, HR-One HRMS offers a comprehensive mobility solution required to manage a remote workforce.

Does your HRMS address the needs of today’s workforce? Make sure to talk to us and drop us a line.

Managing Talent On the Go Through HRMS

[..]

By HR-One Team
September 20, 2017

The expectations and role of HR technology has shifted from manual tasks and process automation to boosting engagement, enhancing productivity, streamlining HR operations in the ultimate pursuit of business success. According to some intelligence, HR leaders are going beyond basic features and functionalities and is looking at the broader picture including user experience, business strategy and fostering relationships.

Here are the guiding steps you need to consider for a successful technology implementation.

Deep dive into the vendor’s website and read success stories

There are myriad of options available today when you look out for a HRMS solution. So, here are the following points in mind to make the right decision. Once you have decided which  software you intend to implement in your organization surf through all the information available on the software. Narrow down your budget, priorities and list down your motives, which impress you the most and you think will work best for your business. Once you have the list down the requirements, check through their website. Conduct a deep research, find if you can have a free trial or a demo.

Meeting pre-sales team and consultants from the vendor side

It is important to know with whom you are going to do the project and who will be executing on your project. In this regard, business leaders should meet pre-sales team members and associate who will be closely working on the project. This step helps you work closely with the vendor’s team members and can state the right expectations and support standpoint. On the other hand, it builds a strong relationship with your vendor who is your partner in the journey.

In depth exploration of functionalities from your vendor

To help HR leaders make the decision wisely and drive the maximum value out of HRMS investment, it’s always a good idea to engage your vendor in the discovery process. While your vendor must have presented the solution to your business challenge and goals, adding that layer of discovery becomes important to reveal new set of features and functions. You may find some great success stories and engagements when leaders involve the vendor and seek guidance proactively.

Map your pain points with vendors

To foster a great partnership, leaders must share their challenges openly and discuss business pain points with the vendors so that they can instill the exact features and functionalities into your HRMS. This step is critical as it helps clarify what feature should and should not be architected through technology and which business pain points can be infused in the software. An insight into the pain points is crucial to define your mission critical goals.

As the HR Technology landscape evolves, the time is now to transform HR by moving core HR solutions to the software they can depend on. To get ahead of the curve, HR leaders should put simplification on the agenda that reduce complexity and help leaders focus on what they are trying to achieve and what really matter.

Investing in HRMS: Here’s What You Need to Know

[..]

By HR-One Team
September 15, 2017

Organizations are increasingly being liberal when it comes to providing leaves to new fathers at the pace we never imagined before. A few months back, maternity leave, surrogacy leave and adoption leave has been extended. However, alongside this change, a lesser-talked but much wanted change was shaping up. For the first few weeks following birth, both mother and father need that time with their little bundle of joy. Just like maternity, paternity leaves hold importance too. Studies have demonstrated that father who are involved with their families are more psychological content. They lead a satisfactory life, longer life and better relationships with their partners.

Given all of these benefits, a majority of parents do take some time off following the birth. However, the ratio and leaves allocated to father are comparatively lesser as compared to mother.  The Central government has granted a paid leave of 15 days to its male employees for a decade now, but majority of private sector still dictate the same leave patterns for new dads. As of growing importance of paternity leaves, we still see several companies offering a few token days (five or 10) of leaves to new dads; others are evaluating and considering progressive policies for new dads.

According to a latest report, India is among the top 10 countries with the highest percentage of companies providing paternity and adoption leaves above the statutory requirement in the world. While big-giant players like Amazon, Virgin, Google, Facebook and Microsoft are updating their paternity leave policies and for good reasons too. At the same time, mid-size companies are still catching up the race.

While there might be some truth to the beliefs that paternity leaves might just be extended holidays for men, it might do us all some good if we also think from the other perspective as well. Let’s take a quick look as how it paternity leave benefits is not just good for dads, but also for kids.

A new academic study finds that men who take paternity leave develop a strong bonding with their kids and do better on some cognitive ability tasks. It will change the perception of dads and they will also gain enriching experience out of this.

Further, new fathers should be willing to take paternity leaves and should cast away their apprehensions of availing paternity leaves and asking for their rights to live this new chapter of their lives. Companies, who are still contemplating about updating their paternal leave policies can evaluate productivity, level of satisfaction and fulfillment for new fathers. At this time, when companies are focusing more on employee engagement and their satisfaction, supporting them during such an important time will create a path of trust, integrity, collaboration, loyalty and commitment.

Companies Manifesting Itself Firmly in Giving Time off to New Dads

[..]

By HR-One Team