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April 21, 2017

Payroll teams spend most of their time manually updating all the payroll related tasks, which is the most time consuming, monotonous, and expensive process.

What if these teams get an opportunity to use a system that can perform all payroll related activities anytime and anywhere? Not only this, the payroll system is scalable as well as user friendly. A system that ensures managing the end-to-end spectrum of payroll system with better control, flexibility, and accuracy. A good Human Resource Management System (HRMS) payroll system may help to revolutionize a workplace!

The payroll system often requires very little input from the employer, such as employee wage information and number of hours worked. After this, it handles all calculations on its own and performs withholdings automatically. The best part is most of the HRMS payroll software are automatically updated based on a tax law changes. It also helps notifying employers when to file different types of tax forms.

Selecting a payroll system

It is important that you choose a payroll system that suits best to your business needs. But what are the parameters that you should keep in mind when making a selection? An effective payroll system should have the following features.

  • A payroll system should have details of all employees and other details like number of hours they have worked on different tasks.
  • A payroll system should not only record number of hours the employees have worked but must be handle difficult operations, like taking care of government taxation.
  • There should be a feature of keeping detailed and correct records. Record-keeping helps in monitoring trends, like how much overtime is being paid.
  • An automated payroll system helps in organizing other tasks, such as helping employees to independently print pay stubs.

Conclusion

In today’s era where technology ecosystem is growing at an exponential pace, it is a time for the HR department to embrace new systems and tools managing employee engagement and communication, workplace culture etc. No matter which services you choose, the features should be customized to suit your business needs. An effective payroll system should be able to offer advantages in terms of time, cost, and accuracy.

An Integrated Payroll Solution can provide a seamless end-to-end experience

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By HR-One Team
April 19, 2017

Are you looking for a web-based recruitment management system that can handle all recruitment functions (from raising a request-to-hire till the successful candidate is onboarded into the job) efficiently and effectively? Well, HR-One Recruitment module will help you in making recruitment faster and more effective with reduced costs and impact of employee turnover. This module helps in making the hiring process transparent, quicker, and paperless. You can tailor dashboards as per your needs and make them more flexible, robust, responsive, and user-friendly.

Features and Benefits

  • Raise a request to recruit: This module gives you the flexibility of raising a request to hire a new candidate. It allows you to track the progress of the requisition. There is a pre-defined workflow that helps you in assigning the recruiters to fill the gap of hiring a right candidate for the right positions.
  • Get resumes from different sources: An open job position can be filled either internally or externally. HR-One enables you to get repository of resumes internally from sources like internal references, intranet based job portals, etc. On the other hand, you can also hire employees from outside. The examples of external sources are job portals, social media websites, and consultant portals.
  • Provide interview feedback: No feedback after an interview is catastrophic to the hiring process. HR-One provides you a feature in the recruitment workflow that helps you to share the interview feedback with all the relevant stakeholders simultaneously. You can also store and maintain the feedback of all candidates for future reference.

Benefits

  • The recruitment module automates and centralizes all applicant information with a user-friendly and searchable platform.
  • This module makes the entire recruitment process transparent and paperless.
  • The customized dashboards for hiring managers, recruitment managers and recruiters that makes this module extremely simple to use for each user.

Conclusion

If you believe in customization, transparency, storing information at the centralized location, then you should opt HR-One Recruitment module. This module is intuitive and provides the recruitment status to all the relevant stakeholders. Therefore, do not think twice and just go for it!

HR-One Recruitment Module: Key Features & Benefits!

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By HR-One Team
April 17, 2017

Digital transformation is a hot topic for companies across the globe! Therefore, many companies have started taking action to transform their businesses from traditional form to the digitized one. But are companies really thinking what will be the outcome if digital technology is not integrated into every aspect of their business?

Human Resources (HR) is a department that is responsible for finding, hiring, training, scheduling, rewarding and supporting employees. Unfortunately, many companies treat HR department digitization as a low priority and do not give much attention to it. As a result, Human Resource Management (HRM) is often overlooked when it comes to think about digitally transforming a company.

How HRM can benefit from digital transformation

Digital transformation is not only about handling backend processes but it is also about managing the most important resource – people.

  • The biggest benefit of digitalizing the HR department operations is to get an accurate information of all existing employees, which can further help in bringing transparency across the company. For example, if you have a tightly integrated talent management solution, you can easily attract the best people and train them on what’s needed in real-time.
  • In today’s mobility driven environment, employees need to interact with HR systems on the go. This makes information more real time, reduces latency in arriving at key decisions and creates a platform for use of analytics to further mine data for trends. It is a known fact, the easier it is to input information, the more it will be provided. The more information is available, the more rich and accurate will be the trends.

Conclusion

HR digitization will help move it from being reactive to become a strategic arm of the organization, helping analyze and propose key business strategies! Choose an appropriate HRM software solution and plan for HR digitization. It will be easy for you to hire the top talent, streamline onboarding processes, defining comprehensive learning strategies, setting up meaningful goals and linking them with performance, fairly compensating talented employees, and last but not the least improving career and development planning.

What??? HR is not a part of your Digital Transformation Journey!

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By HR-One Team
April 14, 2017

No one is perfect but there is always a hope to achieve the desired results.

Performance review is an activity where you (as a manager) can help analyze an employee’s contribution in the past as well as going forward irrespective of whether they are perfect, inbetweeners, or underperformers. Performance reviews are an opportunity to analyze the employee’s capabilities, accomplishments, and any development needs or recommendations. But before preparing for reviews, there is time where some managers get anxious about performance review same as employees. This worry occurs, when they are not prepared due to lack of time or lack in performance evaluation skills despite of having enough data.

Recency Bias

Most people have a tendency to focus on “what’s happened lately” while evaluating something. The same happens in the performance review discussions also. Some managers tend to get influenced by what employees have done or achieved in the recent period instead of reviewing work done in the past 12 months. Don’t you think it’s unfair for the employees?

Vague and Quick Feedback

The most challenging part of the performance appraisal discussion is to provide a detailed feedback to the employees on their performance. Managers should be prepared to give constructive feedback. Sharing the feedback without citing evidences do no justice to employees’ contribution at any level. As a manager, it is your job to analyze their performance to help them grow. Come to the point and be ready with data supporting your evaluation about their work!

Treat Performance Review as an Annual Ritual

Many managers feel comfortable in conducting annual reviews instead of investing the time in ongoing reviews. Annual reviews cover reviews of 12 months’ performance whereas regular reviews focus on providing reviews at short intervals. A manager conducting an annual review can miss a chance to discuss the problematic issues raised 10 months prior to the review, and unable to help employees understand on how to improve the performance in those areas. Whereas, with regular reviews, managers get a chance to discuss performance goals and provide feedback on time helping employee’s performance on the fly.

Cautious about Giving Negative Feedback

Some managers are scared of providing negative feedback because it might heat up the performance review discussion. As a result, they avoid having a difficult discussion and try to share all goodies with employees. It is a good practice to share the areas of improvement and while doing so, ensure that you state the areas where you felt that there was a scope of improvement.

Not a Good Listener

Not listening is one of the common errors of performance appraisals. Both the parties – manager as well as employee should be a good listener in giving and taking the performance feedback. There is a possibility that both the parties have queries and concerns that can be further clarified or justified. If as a manager, you are dominating the conversation and evaluation, the employee feels undervalued and misunderstood.

Conclusion

All the above-mentioned mistakes can be rectified, if there is a proper performance management system. A good performance management system not only helps managers to share their feedbacks on regular basis but also help employees to bring themselves up to the expectations level. A good system can help in bridging the gap between the manager and the employee!

Are you making these 5 performance review mistakes?

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By HR-One Team
April 13, 2017

With technology running at its fastest pace, it has become crucial that the Human Resources team should also evolve its strategic approach! It should help new hires to reach at the expected level at the earliest so that they start contributing value to the business.

It is believed that these new entries can be easily adjusted in the organization if they are satisfied with the work and salary, committed towards their work, and most importantly, able to perform well. Studies have found that if the organization adopts a well-planned onboarding approach, you will have a higher retention and employee engagement rate.

Retaining a new hire can be very challenging in the first 6 months. Insufficient or disorganized onboarding can lead to lack of performance by the new hire or even an early exit from the organization. Acquiring a new hire has a high cost associated with it and losing them in the first 6 months can lead to loss of investment as well as impact business.

Let us discuss few of these strategies that can be help retaining the new hires.

Well-planned Onboarding Process

If the organization is following a well-planned onboarding program, then the majority of employees will continue with the company for a longer period.

But what is well-planned onboarding? Well, it is all about planning, scheduling, and how you communicate about the organization’s policies and processes, mission and vision as well as the important skills and knowledge a new hire should have in order to perform well.

If the organization has a well-defined onboarding program, then the new birdies will have a clear picture about their role and goal. It also lays out clear-cut objectives and its measure.

Before embarking them on the job, help bring clarity to the new hires about the organization, their roles, responsibilities, and resources available for utilization.

Good Rapport of New Birdies and Managers

The onboarding process should help the new hire understand the organization and its culture. Other than the senior management and HR, it is essential that new hires have frequent interactions with their managers (especially during the initial ramp up period).

For new hires, managers are best positioned to provide clarity about KRAs and the parameters to measure a success. For this, managers themselves need to be oriented on what topics to discuss and how. For example, key business growth aspects, customers, and strategies. Accordingly, managers can allocate assignments to them and set the competencies that they are expected to demonstrate.

Tips to Make Onboarding Process More Exciting and Fruitful

  • Welcome new hires nicely and avoid inundating them with unnecessary and monotonous paper work. Instead, focus on making the entire experience more fun by engaging them.
  • Give some time-slot to the senior leaders or founders to have a brief introduction.
  • It will be really good, if you can prepare a detailed plan (ideally for 6 months) and share a checklist of various activities new hires must essentially know. Track the checklist with them to fine tune as and when required for other new hires.
  • Use interactive ways to explain the onboarding process, such as videos, links, or interesting graphics explaining the various aspects of the organization.
  • Organize formal training for the new hires so that they can match the speed of the existing employees.
  • Share formal and informal feedback with the new hires. It helps in keeping their performance on track. You can also provide suggestions while interacting with them.

Conclusion

If the organization has a well-planned onboarding approach, then it will help in increasing employee engagement, improve performance, and reduce attrition rates. There are tools, like HR-One HRMS that can help in achieving your goals and increasing the revenue of your organization.

86% of new hires make their decision to leave or stay within the first 6 months. Time to Rebuild your Onboarding Strategy!

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By HR-One Team
April 10, 2017

Human Resource (HR) analytics is growing at a very fast pace. Businesses are realizing the importance of big data and building HR analytics that can help organization to effectively measure employee performance. It also aids in setting up strategies for improving the hiring process, boosting employees’ satisfaction, identifying star performers, calculating compensations, as well as detecting deficiencies (if any) in the current system that can be improved for the betterment of the organization.

Benefits of better HR analytics

A good HR analytics will help the organization in:

  • recognizing strengths and weaknesses of the workforce.
  • predicting vacancies and leadership roles within the organization for the upcoming businesses.
  • tracking and analyzing critical skills.
  • measuring turnover in terms of number of successful deadlines met by the various teams.
  • integrating data from departments, such as HR and financial to study the factors impacting workforce and business performance.
  • understanding how to optimize staffing levels and comprehend the impact of hiring more employees.

It is vital to make decisions based on facts rather than your gut feelings. And to make decision based on facts, you need data.

Right HR analytics tools not only help managers to gain more knowledge about the current workforce performance, cost incurred or required to update them, and other services, but also think about other “what if” scenarios that might occur in the near future that can affect the business.

Let us see some examples on how different companies are performing with better HR analytics in different areas.

Recruitment

With the help of big data, big companies are able to identify employees that can be harmful for the companies, and try to reduce this population by scrutinizing them in the hiring process.

Productivity

Studies have shown that now-a-days the HR departments are looking at the metadata that employees use in the emails. It helps them understand the reason of why some people are more productive than others. This way they can focus on how to increase the productivity rather than coming up with some rules to decreasing the number of meetings held.

The big data also help sales companies, such as automobiles to study the pattern of unplanned leaves taken up by their employees and accordingly they can arrange for extra staff to make up the periods of absence.

Retention

Companies are collecting data from social websites to identify the employees that are of a high risk among their high-potential employees.

Conclusion

Each of the above-mentioned examples helps in understanding the opportunities the HR analytics can take to make decisions for the good of the company.

Better HR analytics can keep your company on the path of growth

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By HR-One Team
April 7, 2017

Performance management is very crucial for any businesses to survive in the marketplace and be successful amongst its competitors. It helps companies in identifying, recognizing, retaining, and rewarding the top performers to achieve sustainable growth.

To gain more and as per the latest trend, many companies are replacing their traditional annual performance review with frequent periodic reviews and feedbacks. Slowly and steadily these companies are trying to change or upgrade their performance review systems with new ways.

Selecting a good performance management system itself is a challenge. How you should start looking for an automated or digitized version for your performance management process? Following are some tips that you can consider prior to opting for a performance management system.

Involve all stakeholders to gather requirements

It is very important for you to define and document what all you are looking from a new performance management system after digitization and automation. And, to achieve this goal you should include all stakeholders involved in the process, like workers, bosses, customers, etc. What are the advantages and disadvantages of the current system and what are they expecting from the new system.

After gathering all the requirements, you should design your own performance management system. It is important because when you buy software without having any knowledge about the requirements, you are definitely going to set yourself up for failure.

Human resource data and analytics

Being a central process, the performance management process consists of abundance of data about each and every employee. This data is generated at frequent intervals that can be daily, monthly or yearly. The prospective solutions should help you to not only record this data but analyze it in an effective and efficient manner.

There are other factors also to be considered, such as capabilities of adding additional data sources from any third-party application. It should be compatible as well as easily integrated with these applications (like hiring process).

Intuitive and user-friendly system

It is very critical to understand that whether the provided solution is providing a greater experience to the prospective users.

You should involve as many stakeholders as possible to understand user experience requirements at the time of defining the solution. Involving them since beginning so that it can release pressure when the system is ready for usage can be very beneficial.

The most crucial part is to study how the performance management system is going to seamlessly interact with other existing as well as prospective systems.

Challenges you might face at the time of selecting the tool

After going through the above-mentioned points, you must have understood that there is a significant amount of work to be done internally before you digitize any process in general and in particular.

There are a lot of products (on premise HRMS software as well as cloud based HRMS software) in the market and selecting a right one is crucial to your success. To make a right choice, you should ask the following questions to yourselves.

  • What is the basic necessity to the buy software?
  • How the new solution can help me in bridging up the gap between my current and new system?
  • Which solution is best suited for my business and organization size?
  • Whether the new solution is seamlessly appropriate for my current process? Or, if there is any need to update my processes to meet the requirement?

Conclusion

You should try to evaluate the various Web-based HRMS as well as cloud-based HRMS software that are available in the market based on your company process and culture. Selecting a vendor (local or global) is also one of the factors that you should keep in mind prior to buying software.

Talented business leaders or HR personnel will always clearly state their expectations from the new system, evaluate the available solutions as per their requirements, and then select a tool matching all the points described in their checklist to be successful in the market.

A Quick Guide: How to Buy a Performance Management System?

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By HR-One Team
April 5, 2017

What is analytics? How does it impact the various departments, such as HR in the organization? Can it help in optimizing organization performance, forecasting, and reporting? If yes, how?

These are the few questions that can come to your mind whenever anyone talks about Data Analytics or Big Data.

Let us see how the data is created and then analyzed for the betterment of the organization.

Create data

What if you get a system that can help you in creating a consistent record of each and every employee of your organization? And further, it can help you in creating Human Resource (HR) module defining and supporting your organization’s structures and policies.

Well, with the help of HR-One HRMS, you can do so! You can create data (such as personal details and professional details) of all your employees and provide access of this information within a well-defined workflow. It will help you in having data points about the organization, departments and employees across all levels – be it horizontally or vertically.

How will it help?

The analysis of these data points can be helpful for various scenarios. Some of them are described below.

  • The HR can get a transparent, paperless and a quicker hiring process. It is a known fact that HR can be flooded with applications for a position. Hiring managers can raise a request for the upcoming requirements in the team and can analyze candidate information and fitment with their requisition.
  • HR analytics, such can help you to gather information about all employees, such as attendance, leave, travel request, or any expense incurred on behalf of the company and study the pattern based on these parameters to modify or update any existing company policy.
  • HR analytics is helping companies to study and analyze their health data. For example, it helps in evaluating the effectiveness of their defined programs, determine the gaps in these programs or employee benefits, and improve these programs.

Conclusion

A good HRMS tool with in-built Analytics (like HR-One) not only deals in gathering data related to employees but also helps provide insight into various data points of the organization via analytics so that HR can take strategic decisions.

Create & Analyze: Bring your data to life with HR-One

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By HR-One Team
April 3, 2017

Receiving is good, but giving is better – this seems to be true in case of workplaces and recognition. This may sound a little confusing, but a recent study conducted by OC Tanner on almost 3,500 employees suggests that employees who give recognition to their colleagues feel more confident at work. The participants included employees working for more than 18 years in companies with workforce of 500+ from various countries worldwide, including India, Australia, US, UK, Canada, Germany and Singapore.

Given below are the key findings from study:

  • Around 90% of participants who gave recognition to colleagues said that their work has seen considerable improvement and innovation during last year;
  • 89% said that giving recognition helps in fostering a good company culture;
  • 79% said that the person who gives recognition to colleagues also feels encouraged and morally obliged to work harder;
  • And finally, 75% participants said that giving recognition made them feel that they should stay longer in the company.

These’re very important findings, which can help leaders solve a wide range of problems that often plague the companies. There’s often a lot of talk about Performance Management HR Software System and innovative appraisal strategies among HR managers, but small things like this can also make a lot of difference. Challenges related to employee engagement, company culture, morale and attrition – all can be tackled nicely by taking advantage of this one simple strategy. All you need to do is to foster a recognition culture in your workplace.

A recognition culture is one in which recognition and encouragement are not given by leadership teams alone but also by everyone working in the organization. Colleagues working in the same teams and nearly similar positions also recognize the achievements of their teammates. And if you can foster such a great culture in your company by continuously reminding and encouraging your employees to recognize the work of others, you can certainly build a great organization.

Recognition Culture: The Sure-Fire Way of Boosting Employee Confidence

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By HR-One Team
March 31, 2017

 “No, I will not be able to do this assignment.” Some employees think that if they say No to their boss or colleague, it will ruin their rapport. Others are unwilling to say No because of fear of losing jobs or losing professional status in the workplace.

But employees must understand that saying No is not at all bad. The only thing is to learn how to cultivate the art of saying NO.

Consequences of creating a Yes culture

Managers always want to allocate crucial assignments to the most talented employees. But, the managers should try to put themselves in these brilliant employees’ shoes, who are already overloaded with work. These valued employees find themselves overburdened with the piles of work leading them to hunt for a less stressful work environment. Unrealistic expectations can result in poor quality work, unexpected delays and dissatisfied customer and eventually lost resources.

How one should avoid these types of potential problems?

It is very important to inculcate a culture in the workplace where employees can say NO. Employees should be encouraged to be transparent about their work pressure before taking a new work assignment.

Tony Blair (former prime minister of the UK) says – “The art of leadership is saying No, not saying Yes. It is very easy to say YES.”

It is crucial to convey a message across the vertical – do not look at the effects of saying No but look at the consequences of creating a “Yes” culture across the organization, which might result to poor performance, low job satisfaction, and even effect health.

Benefits of saying No

Saying No has also got benefits. Some of them are listed below.

  • Help employees to focus on their current assignment to complete it effectively and efficiently than juggling with multiple projects and not giving quality output.
  • Let employees feel that the organization respect their decisions because employees are at the position to inform whether they are capable of handling new assignments.
  • Encourage employees to set boundaries so that they can enjoy their personal lives without any obligations.
  • Help employees to be happier and most satisfied, which they can learn by saying No to the new work if they are unable to handle the current work pressure. Training employees to say No to work assignments is a way to release stress and make them positive towards their work as well as workplace.

Conclusion

Encouraging your employees to say No when they cannot meet an expectation will help them to overcome their fear of rejection and they will not feel trapped or guilty anymore. This will result in higher quality work, on-time delivery (with realistic deadlines) and a higher customer satisfaction rate.

Why you should encourage your employees to say No?

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By HR-One Team
March 30, 2017

Disengaged employees are the ones who are not enthusiastic and committed towards their work or their workplace. These employees are less involved in an organization’s activities and can drag down the performance of the organization as a whole. They may also be the candidates for leaving the organization.

The growth of an organization not only depends on its market value but it also depends on its employees and their productivity. A good leader will always try to make active plans to find disengaged employees and motivate them towards the growth of the business.

Following are a few signs to identify disengaged employees or team-members:

Frequent excuses

Team leader – “You had to complete this module by end of day and now you are saying that you are not able to finish it off.”

Team member – “There was some problem in my computer and therefore I was not able to meet the deadline. Also, my module was dependent on other member’s module and I did not get any feedback from him.”

Disengaged employees frequently give excuses to run away from work and try to play blame games. You can easily distinguish them from genuine impediments because they will specify impediments only when someone follows up with them on the missed deadlines.

Do not believe asking questions

Team leader – “You have been assigned this module, which you have to deliver in five working days. Do you have any questions or concerns?”

Team member – “None”

Disengaged employees blindly accept the task assigned to them and do not ask questions, such as purpose, target audience, and significance of the project. They do not enquire about scope of work or raise concerns if a deadline is too aggressive. They work in “I don’t care” mode, which can be considered as the first sign of disengagement.

Complaining mode

Team member – “I am unable to do my work, because my workstation is in a place where there is too much noise.”

Disengaged employees are always in complaining mode and they are never satisfied with anything. They mostly do not agree with one thing or the other.

Lack of enthusiasm

Team leader – “You will be glad to know that we have won the bid and have got the opportunity to work on this challenging project. For you, this project will definitely help learn new technologies in depth.”

Team member – “Hmm”

Disengaged employees are not necessarily happy about a situation and tend to lack enthusiasm for it.

Conclusion

There are few more examples, such as gossip, know-it-all, no initiative, irresponsible, distracted, and no growth. It is easy to spot the disengaged employees. They do not care about whether the company succeeds or fails. These are the people who instead of helping the organization grow, drag it down. It is possible that these employees are disengaged because of an expectation mismatch. Corrective action should be taken to address this so that they do not spread their disengagement to others in the team.

How to identify a disengaged employee?

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By HR-One Team
February 20, 2017

Corporate perks (originated from a work perquisite, which means allowance in any form) have become one of the tools for the corporate world that can be used to attract prospective candidates and retain existing employees. It is a way to entice them with attractive perks. But do these corporate perks help the companies in the long run? Do the prospective as well as existing employees get enticed with this sweet candy?

Perks can be offered in many ways or forms. For example, providing a free meal to employees, free pick-up and drop facility, giving paid leaves, and offering interest free loans.

Ideally, a company’s perks should fit into its cultural framework. Since organizational cultures may not be the same, offering a perk found to be popular in one company may not have the same result in another company.

Give employees what they expect

While companies believe that perks are a great way to attract talent, do employees also reciprocate the same belief? If you ask current or prospective employees about what attracts them towards a company, the foremost would be their believing and agreeing with the company’s cultural values, vision and mission. Surprisingly, few companies realize how important it is for employees to relate to this. Obviously, the next most important factor becomes opportunities to grow and a satisfying compensation.

Employees treat perks as secondary things and do not think about them when talked about their expectations.

What Sandwich Generation wants?

The Sandwich generation considers work-life balance as their top-priority. They are sandwiched because they take care of their parents along with their kids. Therefore, they look for workplaces where they get flexible working hours that allow them to fulfill their personal responsibilities also.

This generation has built a rapport of being result oriented and problem solvers looking for work opportunities where their feedback and opinions are welcomed.

What Generation Y wants?

Gen Y or millennials want to work with great leaders and love challenging tasks along with their opportunity to grow in their career. This results in job-hopping when their expectations are not met.

Millennials are not attracted to fun environments. They value good compensation and work that motivates them. Like the Sandwich Generation, they too want work-life balance.

Conclusion

Perks are offered to attract the top talent into the organization. Companies would be better off reviewing their workplace culture and ensuring it matches the expectations expressed by the employees. Offer work-life balance, work that is interesting, growth opportunity and not the least – good compensation.

How effective are corporate perks?

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By HR-One Team