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July 24, 2017

Work-From-Home (WFH) is one of the main debate topics lately. WFH as well as flexible working hours are the two major retention tools for working mothers and even other employees. Time is changing very fast, and it has become necessary for the companies to build a transparent culture within, which includes trusting employees to work whenever they want. It is definitely going to improve the productivity of employees.

Most of the companies still do not believe in a formal WFH policy. The senior management too is not comfortable with this idea. On the other hand, majority of employees are keen on having such a policy.

Why employers think that WFH culture is not successful?

There are a lot of companies that still follows the traditional work culture. They believe that the following reasons make them feel that the oldies are the best policy.

  • Productive and performance doesn’t match: Employers feel that the productivity of the employees gets hampered when they work from home. Tracking mechanism to handle workforce becomes difficult.
  • Limited logistics do not allow WFH culture: There are situations (especially in the IT field) where employees are not able to contribute much in the WFH culture because of the limited logistics. Examples of such scenarios are in the supply chain management, health care and hospitality industry.
  • Unable to control employees: Employers feel that they are unable to control employees if the WFH culture is followed within the organization.

Employers do get benefits of WFH culture

Let’s see the benefits.

  • Reduced overhead: If employees work from home, then it helps employers reduce overhead expenditure. For example, there is limited need of office equipment, employers can even instruct employees to use their own phones and home computers. There are other savings, like electricity, office supplies, etc.
  • Increased Productivity: The employees who work from home are more productive as compare to the ones who work in a traditional office environment.
  • Higher Morale: Employees who have flexible working hours have higher morale and fulfill their duties sincerely. Not only this, they enjoy their job responsibilities more. This further improves the quality of work and productivity.


After going through the above-mentioned points, you will be able to understand that employees often value flexible working schedules. It gives them work-life balance. On the other hand, it is also beneficial for employers, such as high-rate of retention, lower operations cost, etc.

So, what are you waiting for! Think out the ways how you can implement Work-From-Home culture in your organization and bring smiles to all faces.

Implementing work-from-home option. Are you ready?


By HR-One Team
July 21, 2017

“Mohan completed his B-Tech in the year, 2015. Today, he is working as a customer care executive in one of the mobile companies. After six months of fruitless job-hunting, he opted for this meager job to earn his bread and butter. Whatever he learnt had gone to waste because he is unable to utilize his capabilities in the giant IT companies.” Well, this is not a unique story. There are hundreds of youth like Mohan, who have completed their educations but are not able to find employment matching with their skills.

Here is a list of the few trends recently being followed in the big-shot companies.

  • Indian IT segment is facing major slowdown. One of the top-notch IT companies has sacked approximately thousands of its employees.
  • There is a Global slowdown, which is affecting Indian IT industry’s growth also.
  • Hiring is getting slow, which might lead to add challenges for the adult population in finding jobs.

This trend is due to overall global slowdown, automation, and lack of talented professional experts in the market.

These are the indications for the ones who are not ready or scared of upgrading their skills. If you do not upgrade yourself as per the demand in the market, you will be out of the business. To overcome this issue, there is only one way left –re-skilling oneself to be on the top of the demand list.

New trend being followed by companies

The next trend of the IT industry is shifting the focus from the labor-intensive employees to proposing skilled employees in the upcoming fields of business in technology like data-analytics and cloud computing.

Various companies have started introducing skilling programs for their junior and middle staff so that they can stay competitive in the industry. These companies are trying to upgrade their employees in the most demanding technologies, like BigData, Cloud Computing, Business Intelligence, Artificial Intelligence, etc.

What is Human Resource’s contribution?

The HR staff and senior management are concentrating on upgrading the skillsets of their existing staff so that these employees are can easily handle complex and crucial projects. This process will gradually assist companies to retain the deserving and loyal employees as well as save cost and time to hire newbies from outside.

  • HR’s new focus – Upgrading the skillsets rather than recruiting

HR department is focusing at a faster pace to train and upgrade existing workforce. This training includes how employees should work on more crucial and complex projects. There are times when few positions are flagged-off for hiring and re-assigned to HR team for an internal action. The main focus of HR is to identify employees from the existing workforce and upgrading them instead of hiring from outside.

  • The change management

It is not necessary that everyone in the company is flexible. Therefore, it becomes difficult for the HR to bring in the change, like reskilling. This change might become scary for some of the employees and they will be under the pressure. It is important for the new ones and existing employees (especially in the technology world) to accept the change and show high-level of learning capability and willingness. In this case, HR has to come up with different traits to experiment for the entire workforce.

  • Developing advanced skills

Everyday new technology is getting introduced in the market. Therefore, it is important to have niche skills. These skills combine the understanding of domain, technology, and consulting which is demanded at a high-rate. It is not necessary that you get these high-end skills at the lower level and, that is why, providing training will be a biggest game changer.


At this time when the IT sector is slowing down at a higher speed, it is time to look within the organization and start reskilling the existing employees at a fast speed. On the other hand, it is vital for the employees to come out of their comfort zone and be ready for the up-skilling programs being introduced by HR and senior management.

Hey, HRs! Focus on Re-skilling and not Recruitment


By HR-One Team
July 19, 2017

Gender equality is very important and can only be achieved when people across the organization gets access and enjoy the same resources, opportunities, rewards, regardless of gender. It is essential for the workplace to not just include women but also go above and beyond towards being sensitive to their needs.

Here are few points that one should keep in mind to create a better workplace for women employees.

Work-Life Balance

Make sure that you help women employees balance their home and personal life with the pressure of the workplace. To bring better work-life balance, it will be appreciated if you introduce benefits, such as work-from-home and part-time work options for women employees.

Empower Leadership

Leadership is an inbuilt quality in women. You can see the live example of how women lead household chores, as if they are born to handle it perfectly. It is very essential that the senior management should start recognizing women’s talent and grant them equal opportunities to grow in leadership roles.

Fair Credit

Women have a habit to downplay their accomplishments. In addition to that, male employees have a habit to parade their work openly and celebrate their victory at work. It will be really good, if a fair credit is given to all the deserving female employees so that they are motivated towards making their organization successful.

Assign Mentorship Programs

There are not enough women in senior management to mentor all newbies and existing employees. Companies should promote programs where they assign mentorship projects to senior female employees to showcase as well as share their capabilities and experiences with other employees.

Equal Opportunities for Both

To make female workers strong, it is necessary that they should be treated as equal as men. For example, they should be given same targets and goals as their male counterparts. It will make them more stronger and give them a chance to prove that they not behind anyone in doing any kind of work.


Do not underestimate the power of working women! If given a chance, these women can do anything to make an organization successful. Warren Buffet once admitted that his success could be partially attributed to the fact that he was competing with only half the population, i.e., only men! It cannot be denied that women are breaking through the glass ceiling in various spheres in the last few decades. To say that there is parity would be a gross overstatement. There is much to be done before we can achieve such a balance! A better workplace will definitely contribute towards bringing that balance.

How a better workplace can be created for women employees?


By HR-One Team
July 18, 2017

What is the most important key element that companies of all sizes seek in achieving and maintaining goodwill, high revenues, and growth? Well, it is – handling the workforce of your organization.

However, as per the recent studies, the Human Resources department spends most of its time in handling meager routine administrative work. Because of this, they are unable to focus on crucial and high-value work, such as charting down plans for the existing workforce, coming out with strategic ways of recruiting, jotting down plans for organizational development, and compensation.

One way of transforming the traditional work-culture is automation through an efficient Human Resource Management System (HRMS) solution. There are so many HRMS vendors that offering tools for the HR department and helping it in strategic decision-making, which is very essential in today’s highly charged business environment.

What are you expecting from HRMS vendors?

HR’s mission critical is absorbing the talented candidates, training them, offering them best compensations, and coming out with best schemes to retain them. There are HRMS vendors that offer powerful tools helping you to understand your workforce’s main skills, talents, and experience.

Here are some special features that you can expect in your HRMS system.

Employee central

If you have employee central feature, then you can easily manage your workforce locally as well as globally. In addition to this, the tool should be able to handle core data simultaneously with talent and crucial business processes for better vision, strategic decision making, and, last but not the least, better business performance.

Expense handling

You will definitely be thankful, if you get a tool that can easily manage all your official expenses. For example, expenditure incurred for organizing a training or throwing a new year’s bash for the staff. Also, it allows you to create multiple reports to be submitted to the senior management.

Managing leaves

Are you spending lot of time in managing employees’ leaves? The tool should allow you to set automated leave requests and create multiple leave policies as per company’s rules.

Timesheet management

Managing timesheet was never considered an easy task! But if you get a tool that provides you various features to manage this task in a better way through web portal or mobile interface, then life will become very easy for you.

Managing and tracking assets

It is necessary that there is a proper track of all the assets being issued to each and every employee of the organization till the time they are in use. The HR department will be very relieved if they get the asset management feature to state and update the current status of all the existing assets.


When you start hunting HRMS tools in India, you will get so many of them that provide employee self-service feature allowing you to focus on critical activities like taking strategic decisions. While opting one, you should ensure that it has the capability of handling above-mentioned features effectively and efficiently enabling HR staff to serve employees in a better way.

HR-One Features that will Make Your Workplace Smart


By HR-One Team
July 14, 2017

How do you react to a system that can offer you the complete employee lifecycle starting from recruitment to exit management? Furthermore, this software solution is simple to use and secure cloud-based platform? It will be like an icing on the cake!

The cloud based HRMS software solutions helps HR personnel tracking who’s who, where they’re based, what they do, and how they do their assigned tasks. It means that all these tasks can be handled by a single software solution negating the need for separate spreadsheets for different operations taking place in the organization.

Areas where Cloud based HRMS software can help transform your business

  • It allows you to have a centralized location of all employee data via HR database, which is the considered as the hub for all other vital functionality.
  • Employees can extract information on need basis using the intuitive and secure self-service system. The best part is that it is available 24/7. In addition to this, they are free to use the solution to update their own personal details, apply leaves, request training, and much more. A complete cloud-based employee interface is available at your service whenever you need it!
  • To take a good decision, it is important that you have the right information. Especially, when the decisions are people related. To make a better decision, your HR system should provide the data you need. A cloud-based HRMS software is always up-to-date and offers quick and easy access to the required data at the click of a button. Based on your requirement you can easily extract the data – whether you want to use pre-defined reports and chart templates or you are interested in customizing your own reports. The choice is all yours!
  • A good cloud-based HRMS software will always have a module that can easily handle leaves of all employees. A leave management system should have the capability of directly sending a leave request to the particular manager for the approval.
  • A streamlined process in the software solution should allow the HR executives to post requisitions, accept online applications and manage the entire recruitment process.
  • You can smoothly handle the performance management via using different tools ranging from traditional reviews through competencies, 360-degree feedback, quarterly feedback or much more. It should have the feature of customizing performance management forms giving you the flexibility of capturing whatever information you need.


A good cloud HRMS means that with a single solution, you are able to manage all your workforce efficiently. And the best part is that the information is stored at a centralized server, which makes it easy to share information with employees where ever they are.

What about having a central view of all employees and HR data?


By HR-One Team
July 12, 2017

Gen Z! What is it? Well, the ideal answer to this question will be – Gen Z or Generation Z, sometimes, also known as ‘iGeneration’ or ‘iGen’ refers to the generation that is familiar with devices like iPads. This generation lies in the era of 1996 and 2016.

When you talk about work, what are the expectations of Gen Z?

Gen Z wants their managers to be good listeners as well as value their ideas. They are the ones who strongly believe that the workplace should highlight the advantages of ideas rather than for the number of years an employee has stayed in the organization.

This generation gives high importance to in-person communication rather any type of social interaction taking place in the form of All Hands Meet. They are the true believers of soft skills and interpersonal relationships.

The iGeneration comes with a mindset of commencing their own business sometime in the lifetime. In other words, people with this mentality are the ones you would like to have in your team because they believe in implementing ideas to make the business flourishing. You should think about how you might integrate that attitude into your process.

Is Gen Z committed towards a long-term?

Mostly, Generation Z has a belief that three years or less is the reasonable amount of time they should spend at their first job.

Now, the real question is how one should retain Gen Z?

When it comes to retaining Gen Z, it is you who need to be trained a bit differently than what you’re used to! Let us share some tips that should help you in retaining this generation as well as keep your business running in a healthy way once they enter the workforce.

  • There should be a freedom in the workplace. One of the core values that Gen Z believes in is freedom! To achieve this goal, what are the steps that you should take? Well, you can start seeking help from your staff in preparing training courses that follow the rule of ‘train whenever or train wherever’ functionality.
  • This generation is tech savvy and is grown-up using iPads and smartphones. Therefore, it is important that you learn how to leverage these technologies in the office, wherever it is possible.
  • Take help of Millennials to train Generation Z! The Millennials are the closest group to Gen Z and hence, would be more comfortable to communicate with them. The former can easily play the role of the mentor for the later and can have better in-person communication. For this, make sure that you organize proper management and training skills to the Millennials.
  • The iGen wants to learn entrepreneurship, so you can make them feel that they are entrepreneurs. You can achieve this by offering options, like taking online professional development courses, attending conferences, and getting proper knowledge of your niche. If you make them feel that they are moving forward, then they will definitely help you to move forward.


To achieve the best results, you should make sure that you are few steps ahead of this generation in terms of what all steps are required to be taken to keep them happy. Once you start thinking this way, it is for sure that the iGeneration will be there to help you out in achieving the desired results for the best of the business!

Retain your Gen Z workforce with these tips


By HR-One Team
July 10, 2017

After Goods and Services Tax (GST) came into limelight, HR must work hard in terms of rethinking and bringing new guidelines that can satisfy both employee and employer.

GST is a tax reform that is expected to transform the Indian economy and catapult its growth. Its main objective is to streamline India’s complicated indirect taxes being levied by Union and State Governments. Adopting changes like these is never easy. Everyone including small and large business entities are busy in understanding GST and complying with its regime. Even the Human Resources departments are engaged in determining the impact GST has on financial benefits for their employees under various categories across the board.

Every new thing has got teething issues and so do implementing GST! Let us see some of these issues that you might face at the time of implementing this unique tax system.

Corporate gifts

In India, there is a tradition that most of the employers follow – distributing gifts among their staff on special occasions. For example, Diwali is one of the festivals where companies distribute gifts to its workforce. There are other occasions also, like birthdays, long tenure, farewell, etc. where employers gift something either in cash or kind to their employees. Now, all these varieties of gifts will come under GST.

GST needs to be paid if the gift’s worth increases beyond rupees fifty thousand for a particular financial year. So, how will it be calculated? Well, if the combined value of the gifts exceeds rupees fifty thousand, then GST will be applied on the value beyond rupees fifty thousand. However, GST will be applied on the total value of an individual gift if it is worth more than rupees fifty thousand.

So, what is an additional work for HR? HR and all the related departments need to track the value of each and every gift given to its employees in the given financial year in order to determine how much GST needs to be applied.

Company sponsored transportation and other subsidized facilities

Now a day, most of the companies provide pick-up and drop facility to its employee. If it is provided as a benefit in the employee’s contract, GST will not be applicable in such a case. On the other hand, if it is not mentioned in the employment contract, then it will be determined as a service provided by the employer to its employee, which will attract GST.

The HR people have to be on their toes with active brains to come out with new ideas in order to modify their contract with the transport vendors. The contracts can be modified to mention that the transportation services are a direct offering to the staff by the vendors and they are merely a mediator for recovering invoices on behalf of the vendors from the employees.

Subsidized or company sponsored food facility

Companies do offer food to its workforce at subsidized rates or completely sponsored. There are special occasions, such as festivals when companies offer delicious food to its employees. In such scenarios, GST has to be paid on the sum being paid to the food vendor.

However, there is a way out from it! The company can claim the credit only when it is treated as an outward supply at an open market price for its employees. There is a requirement of amendment in the existing contract where companies have to show that food is being supplied directly to the staff by the food vendors and the company is just an entity assisting in recovering the invoices from the staff.

Transactions remain unaffected by GST

There is some good news also! Besides the employer-employee transactions mentioned so far, there are some areas yet to be covered by GST. Listed below are a few transactions that are not impacted as yet by GST.

  • Medical insurance and health checkups
  • Assets provided by the company, such as computing devices, mobiles, etc.
  • Reimbursements towards mobile
  • Benefits towards relocation
  • Insurance towards personal
  • Long service award
  • Company vehicle
  • Temporary accommodation
  • Leasing of house
  • Employee referrals


Irrespective of the case, it is important that HR has to foresee all processes as well as all transactions that are going to be affected by GST. Also, the HR and senior management have to proactively look into other unnoticed areas to refine and streamline existing process more.

Nascent stages of introducing any new change, especially a change as radical as GST required a lot of transparency in communication and responsiveness to questions and concerns. It is important that the HR department provides communication to the stakeholders that include employees for all changes being introduced.

Impact of GST from employee employer perspective


By HR-One Team
July 7, 2017

When we regret something, then the first question that pops up in our mind is – what went wrong? The Regret Attrition metrics is all about understanding of what went wrong. In a layman’s term, a regretted attrition refers to the employees that the organization truly regrets upon losing. Actually, it refers to the voluntarily attrition by highly talented and key contributors impacting the business of the company. This excludes the employees who are asked to leave the organization due to poor performance, or some other reason.

Sometimes, employers get uneasy when asked to admit that things didn’t go right, which often lead them to measure all attrition together and not breaking the numbers into more specific categories, such as Regret Attrition and Unregretted Attrition.

Quite often the senior management gets to know about the key employees, when they are about to quit the organization. It is very important that the organization keeps a track of losing the valuable resources or high potential employees. Regret Attrition is one of the HR metrics that helps in tracking these details. But, companies are following a trend where they summarize the regret attrition of the entire company all-together, which is not a good idea. It will not benefit anyone, as it will not have any micro level details. Instead, there should be a detailed study to see how this attrition is affecting the company.

Let us throw some light on how to handle key resources and classify them as ‘Regret Attrition’ at the time of exit.

  • Always try to make Regretted exits a part of analytics dashboard.
  • There should be a way where managers are able to mark ‘really regretted’ for the employees for whom they actually feel regretted. There should be an option for them to provide a remark of why they have been marked as ‘really regretted’. Do not judge the reasons. Just note them for future purpose.
  • When you have got a good sum of ‘really regretted’ exits (try to come up with some number that you will consider), explore the reasons, and then generate a list containing top reasons classified as ‘really regretted’.
  • Once this exercise is done thoroughly, you will get a list containing major reasons. This list will help managers to select any one of the reasons in the future.
  • This exercise will help you in the long run. After sometime you will have a tangible list of the ‘really regretted’ reasons that should fall into the ‘really regretted’ section. It will also help you in getting data-points where you need to take actions.


This is an easy as well as simple technique that will definitely help you in a long run. It will help you to design some solution targeting retention techniques. This is the way that should help you to find out who is the crucial resource for the organization!

The Importance of Regretted Attrition in HR Analytics


By HR-One Team
July 6, 2017

If you get the right tool, your life will become easier! It is true in every field, be it constructing a house, building a road, or managing your office expense claims. If you get a right budgeting tool, you can easily manage expense claims of your organization in a more effective and efficient way.

Keeping this in mind, you can try using the expense module of HR-One. This module helps you in managing all your expenses in an easier way. You can define the various expense policies and types of expenses on your own, which further can be claimed by employees of your organization. This module is very well integrated with the payroll module. Once the manager approves the expense sheet submitted, it is automatically transferred to the payroll module for smooth reimbursement.

The HR-One Expense Module has got the following in-built features.

Managing Payments

When employees apply for various types of claims, such as travel expenditure incurred for any official trip, the immediate superior gets a notification of the same for approval or rejection. Once the expense request is approved or rejected, either the particular amount is reimbursed to the employee or a notification is sent to the employee with the reason why it has been rejected.

Setting-up Policies

You can define expense policies at various levels, such as employee level, department level, business unit level. Based on the role, you can easily set a maximum claim limit. There is an additional feature where the tool easily tracks and reports exception scenarios.


Employees have a right to submit their claims. The system maintains detailed record of all submitted, approved, pending and rejected claims. These details can be used at the time of detailing out the financials of the company during a particular tenure.


The HR-One Expense Software is highly intuitive and user-friendly tool. It helps tracking and managing all the expenditure claims raised by employees as well as the disbursements against them given by an organization. It allows you to easily manage all your petty expenses, like conveyance, ordering coffee for the client, etc. Not only this, you can easily manage all your travel itineraries in a more process oriented way and manage all the bookings through a centralized travel desk.

Manage and Track your Expenses with HR-One Expense Module


By HR-One Team
July 5, 2017

When it comes to a discussion on virtual reality (VR), the first point comes in our mind is how it is involved with entertainment. Few examples are, Pokemon, Zombie-Shooting games, Car Chase games, etc.

It is true that VR has a lot of entertainment value. But, if we look forward many companies are discovering its potential to revolutionize hiring and training activities. These companies have discovered that VR is more than a gimmick. In other words, it is a very useful tool for the human resources as well.

How it has been implemented?

  • It’s very delightful as well as inspiring that consulting firms like PwC are using VR technology. They came up with the idea of ‘you visit’ VR video. This video was uploaded to the management consultancy’s US website. It helps potential candidates with a tour of its new Boston office, providing them an idea of how the office environment looks like as well as share some vision of the company’s culture.
  • Applicants can get 360-degree VR tour around the company like, employee workspaces, lounge, gym, breakout areas, conference rooms, training rooms. It makes them feel what it is like to be an employee and experience the corporate culture directly. This is a new as well as positive approach taken by HR departments of many organizations.
  • Using VR technology, the HR experts try to take their candidates to a place where they cannot go otherwise. For example, General Mills, General Electric has discovered a new way to take an advantage of VR in its recruiting activities. With the help of VR headset, all the interested candidates can take a journey to the bottom of the sea and see the company’s oil and gas recovery machines.
  • Some companies have combined the traditional training with the virtual training. For example, Lincoln Electric offers all its trainees a chance to practice on a VR arc-welding trainer in addition to the traditional hands-on training. This combined approach helps in improving communications that results in high certification rates.


There are endless ways of how HR departments are moving towards embracing virtual reality. There are so many companies that have already started using VR to attract and recruit top talent as well as impart trainings to its existing employees. The above-mentioned instances might be helpful to come up with more innovative ideas of how HR departments can use VR to overcome their everyday challenges.

Here is how HRs are getting creative with Virtual Reality


By HR-One Team
June 28, 2017

Research indicates that workers have three prime needs: Interesting work, recognition for doing a good job, and being let in on things that are going on in the company.” – Zig Ziglar

To achieve more success in business, it becomes critical that the HR tries to retain top talent and improve workforce productivity. How can the HR attain this goal?  Well, here are some key points to ponder that can help the organization to be in a success zone.

HR Rule #1 – Bring Flexible Working Hours
Bring Flexible Working Hours

HR Rule #2 – Periodical Reviews For Employees’ Goals

Periodical Reviews For Employees’ Goals

HR Rule #3 – Emphasis On Skill Development

Emphasis On Skill Development

HR Rule #4 – Share Meaningful Feedback With Employees

Share Meaningful Feedback With Employees

HR Rule #5 – Identify And Reward Top Performers

Identify And Reward Top Performers

5 Golden Rules For HR to Retain & Engage Employees


By HR-One Team
June 26, 2017

The Human Resources department is the lifeline of any business! It is involved in so many activities, like recruitment, retaining employees, training employees, handling employee benefits, ensuring rules and regulations being followed within the organization, etc. Thus, it’s very important for organizations to realize that the HR department and their processes are very much required for its better growth. Because, if an organization has the strong HR leadership and HR practices, then it would result in better performing employees.

With better technology in place, organizations can improve HR Management. If you have opted for the right HR technology, it will result in improved efficiency, motivated employees, as well as better compliance.

Choosing the right kind of software for your organization is a very tedious task. There are several factors that you should consider before investing in any of the software to automate the HR processes. There are lots of benefits of automating HR functions, such as no need to manual track the attendance, you do not have to sit long for performance reviews, there is no need to calculate compensation manually, etc. The HR software will definitely bring down the operational cost in terms of less number of working hours.

It is crucial that you ponder the following points in mind, when looking for the HR Technology.

  • Able to track employee information – A good HR Technology package will allow you to enter unlimited information of employees. The package should have standard fields, such as hiring date, job title, etc. It should also allow you add any additional field, if required. Also, you should be able to upload any artifacts to the employee’s profile.
  • Access rights based on roles and privileges – There should be a security settings feature allowing you to provide appropriate access to appropriate employees. For example, the front-line manager will have different access rights as compare to the team members in the same hierarchy.
  • On-cloud platform and Native Mobile App – Cloud based systems give a higher ROI because they are more budget friendly in terms of maintenance and updates. And the icing on the cake would be its compliance with the mobile devices. It will help your team to access and utilize data from anywhere and anytime.
  • Robust reporting – Reports are important for any organization because it ensures compliance and helps in a smarter, better, and faster way to take data driven decisions. Thus, a good HR Technology platform should always have robust reporting functions.
  • Communication via different channels – There should be some kind of communication tool integrated with the HR Technology solution. If the tool has the ability to email, text, and message your staff members in a secured way, then it will definitely improve communication and accountability across your organization.


There are many vendors that are providing all the above-mentioned features helping any Small and Medium Enterprise to achieve its business goals in an efficient way. If the product is cloud based and is designed on latest technology platform, then it can make things happening smoothly. Therefore, it is necessary for you to take the trial of the technology before investing in it.

Tips to keep in mind when selecting any HR SaaS Technology


By HR-One Team