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June 12, 2017

Have you ever heard of a term called ‘Deep Learning’? Well, deep learning is a subfield of machine learning concerned with algorithms inspired by the structure and function of the brain called artificial neural networks.

Artificial Intelligence (AI) has come up with the concept of chatbots or computer algorithms that simulate a human conversation to hire new employees, act as an HR executive and answer questions, or personalize learning experience. So, hunting, recruiting, or streamlining employee assessment processes; machine learning and AI can make it easier for HR personnel to perform their jobs in a better way.

Let us see some scenarios where AI and AI professionals have worked together to hire new talent, manage various tasks, and improve employee satisfaction.

Algorithms help you to find the right job candidates

Searching and hiring capable candidate consumes time as well as resources. You have to do headhunting, which can be either through some job portal or social media. It is not necessary that you are going to get the best candidate through these processes.

Now, AI can take over the task of time and labor intensive tasks where it helps you searching online resumes, websites, and other social networks to get the best candidate for the required position.

Evaluate candidates to get the best job position for them

AI is smart enough to detect patterns quicker, which is considered to be more accurate than human beings. With the help of programs, you can easily correlate a candidate’s past experience and relevant skills to evaluate where they might fit best in the organization or vice versa.

Assess more candidates faster with machine learning

Working on piles of resumes on daily basis is not only time consuming but also a very tedious task. Now is the time for HR executives to spend their quality time on deciding HR strategies, improving company policies, or other job functions that needs more attention. AI programs help you in evaluating resumes of best employees and assist in identifying new candidates with similar traits and experience.

Not only this, at the time of in-person or virtual interviews (through video conferencing), AI can detect body language patterns and evaluate candidates on parameters, such as word choice.

Unbiased performance reviews by AI improves employee satisfaction

Performance review is considered as a crucial and challenging task. It is very important for an employee to get impartial reviews about the work being done during the year. AI algorithms works without emotions and helps in evaluating performance data without any personal bias in favor or against an employee.

AI examines past performance trends in different ways, such as individually, on the basis of teams, or departments and can predict future outcomes. It helps HR personnel to get a deep insight in terms of which area needs improvement or where there is a requirement of morale boost.


Artificial Intelligence has already taken over many responsibilities of the HR department, where there are high chances of human errors or personal bias. Based on data analytics, AI can make predictions fasters and more accurately. With AI in place, the HR personnel can focus on strategizing the growth of the organization through its people rather than focusing on cumbersome administrative tasks.

How can Machine Learning make HR better?


By HR-One Team
June 7, 2017

HR Analytics has become one of the most in demand feature in current times. It is currently being implemented in businesses across the globe. If you intend to grow your business and want a good return on investment, then you should try to use and integrate HR analytics to your business. Let’s have a look at some examples to understand how HR analytics can improve your business and generate more revenues for your company.

Helps in improving hiring decisions within the company

Recruiting is a very challenging process and many employers believe in that. With HR analytics in place, you can easily enhance your hiring processes. You can achieve it by collecting data from previous employees hiring sessions.

Here is an example. Let’s say that you interviewed around 10 candidates in the past to fulfill certain requirements. You found that six out of 10 candidates share similar characters that don’t match your company’s workplace culture. You can utilize this information and update the hiring system to automatically eliminate applicants who describe those same traits for any future vacancy.

It will definitely help in speeding up the recruitment process and provides you quality time to focus on right candidate suiting the requirement.

Easily track training data

It is very important that you have a program to hone existing skills and build new ones for your employees. This is a critical aspect to attract as well as retain the best talent. If you offer very little in the form of trainings, then the attrition rate is going to increase. This will result in lowering down employee’s morale. HR analytics can help in improving employee retention as well as workplace productivity.

Organizing in-house training programs prove that you are interested in helping your employees to reach up to the expected level and perform at best. It also encourages the employees to develop new skill sets.

HR analytics helps identifying the appropriate professional courses for all employees and measuring their progress. It also helps you determining the expenses incurred during the training course.

Once the percentage is detected in terms of number of employees participating in the training session and the money invested, you can easily make out whether it is cost effective for your business.

Identify retention rate

If you have high employee turnover, you must take it as an alert. It is crucial to evaluate the reason behind it. For the proper evaluation, you must analyze various factors, such as company’s culture, structure, remuneration, etc. It will help you gain the internal details like why employees are leaving the company and take immediate actions to decline the attrition rate.

HR analytics is the best way to get the desired data and find out the reason why employees are loyal or why they choose go for another opportunity. There can be many parameters, such as unmatched skillsets, underperformance, compensation issues, etc.

If you conduct regular interview at the time of leaving or staying in the company, you will be able to find out issues within your company that may affect employee’s morale.

With the help of HR analytics, you can save the cost of hiring and training new employees.


You can easily gain lots of benefits from HR analytics. If you gather valuable data by properly using HR analytics, then you have the potential to improve on your company’s expenditures, operations and much more. Do you agree that you can get benefit from HR analytics? Can you think of more use cases, specific to your organization in which HR analytics would help address such issues? We would love to hear about them from you!

How to Reap “Business Benefits” from HR Analytics


By HR-One Team
May 17, 2017

Human resources analytics or talent analytics uses sophisticated ways to mine the HR data. The main aim of HR analytics is to provide insights that measure progress towards business goals so that they can be achieved efficiently as well as swiftly. The key challenge of HR analytics is to verify the type of data to be captured and how to use it so that the organization gets an ideal return on investment (ROI) on its human capital.

There are multiple ways you can use to present the data in multiple formats. Now-a-days companies simply create a custom data warehouse for HR data and use business intelligence (BI) applications on top.

Let us have a look at the different formats in the form of reports that can benefit the HR department to fulfill its ambitions and achieve the desired goals.

Recruitment analytics is built on the competency acquisition analytics. This report mainly focuses on how to find the best talent for your organization.

Employee performance analytics might help you to monitor each person’s individual performance. This report will provide you an insight of employees performing well and vice-versa. For the ones who are not performing well, you can take corrective actions by identifying and providing trainings and other types of support. It is a more advanced way to take corrective measures than the conventional performance reviews.

Management analytics helps you analyze the various dimensions of the management team. For example, poor leadership that can cost time, money, and can even damage the rapport of your organization.

Corporate-culture analytics helps you identify the different culture that exists within your organization. It helps you promote a particular image for the betterment of the company. This is the best way to measure the behavior and hidden rules employees use within the organization. It helps you to detect the negative culture so that you can take corrective actions to eradicate it.

Employee-turnover analytics helps you predict future employee turnover rate. You can determine the primary reason behind employees’ decision to leave the organization.

Capacity analytics helps you identify the efficiency of employees when they are assigned a certain task and how motivated they are while performing it.

Competency acquisition analytics helps you measure your success rate of your organization by analyzing the skilled experts within the organization and the ways to hire more talented people for the success of the business.

Employee attendance analytics gives you a clear idea to measure the punctuality of employees. You can use this report to review the check-in and check-out time of all employees including the ones who are always few minutes late for work! This way you can define corrective measures to improve attendance at work.

Capability analytics allows you to determine the skills that the existing employees already have and secondly, the new expertise you require to grow your business.

Absence analytics allows you to handle on sickness patterns and also helps you to identify the number of works who are mostly absent from their work.


Embrace all the above-mentioned HR analytics techniques to improve your business operations, which will help you attain your business goals and simultaneously retain the talent!

10 HR Analytics Reports every HR must ponder upon!


By HR-One Team
May 12, 2017

For a novice, a gratuity is – “a gift of money, which is paid over and above salary due for long service”. In case of employment, it is a kind of benefit and is similar to a bonus. This means that it is a portion of your salary given by your employer, for a long service rendered towards the growth of the company.

The Payment of Gratuity Act was passed in the year 1972, where the Government made it mandatory for all the employers to pay gratuity to its employees if there are more than 10 employees in the company.

We bring to you the top Frequently Asked Questions on gratuity and its operation.

Question 1: Who is eligible for gratuity?

An employee who has completed five years of continuous service in the same organization is eligible to receive gratuity. The employee will get the gratuity on the termination of the employment after rendering continuous service for not less than five years.

Question 2: When do you get the gratuity?

Well, it is payable on…

  • Retirement
  • Resignation or termination
  • Death or disablement due to accident or disease
  • Retrenchment or layoff
  • Voluntary Retirement Scheme (VRS)

Tip: Check your ‘Full and Final Settlement’ papers to know whether you have received the gratuity amount.

Please note that the five years of continuous service is not applicable if employee’s service is terminated due to death or disablement. In this case, the heir or the nominee is eligible to receive the gratuity amount.

Question 3: What about temporary or contractual employees! Are they eligible to receive gratuity?

Yes. If they are considered as employees of the organization. But it does not include ‘apprentice’.

Question 4: If the period of service is 4.5 years or above. Will it be considered as 5 years?

You can get in touch with your Human Resources department for more details.

Question 5: What is the formula to calculate the Gratuity Benefit amount?

To calculate the gratuity benefit amount, there are two different formulas.

    a.In case of employees who are covered under Gratuity Act

Apply the following formula:

Gratuity = Last drawn salary * 15/26 * No. of completed years of service

Where, Last drawn salary = Basic Salary + Dearness Allowance (DA)

Then, the next doubt arises… once you have completed 5 years, what is the method to calculate the number of months? Well, any service that is more than 6 months is considered as one year. For example, if your tenure in the organization was 7 years 6 months, then to calculate gratuity your tenure will be taken as 8 years.

     b.In case of employees who are not covered under Gratuity Act

For employees who are not covered under the Gratuity Act (especially private company employees), the formulate to calculate gratuity amount is:

Gratuity = Average salary * ½  * No. Of years of Service

Where, Average salary = Basic Salary + Dearness Allowance + commission (as a percentage of turnover achieved by you, if any)

Question 6: What is the limit that is received as a Gratuity Benefit?

As per the latest update, the Central government has decided to increase the gratuity payment limit from the existing Rs. 10 lakh to Rs. 20 lakhs.

Question 7: Can you select a nominee for the gratuity?

Of course! You need to fill Form ‘F’ at the time of joining the company.


You must be seeking more clarifications, such as is gratuity taxable, what if the company is suffering from any financial loss, can they deny paying gratuity amount, etc. Try to Google more about it and you will find ample information available on the Internet.

FAQs on Gratuity Benefits


By HR-One Team
May 5, 2017

This is the first day of a new hire and is all excited to be assigned to a new project and meeting new colleagues. But, instead of getting a new project or an introduction with the team, the HR hands a pile of papers (legal and company onboarding forms) that needs to be completed prior to join a team. All his excitement goes out of the window.

It is very important to have a quality onboarding when you join the company and one should not undervalue the onboarding process. It is also essential for the companies to realize that how they can implement a paperless onboarding process to save time of all the stakeholders.

If a company adopts a paperless new hire and onboarding system, they can enjoy the following benefits.

Faster and more efficient way to handle data

Mostly new hires are eager to meet the team at the earliest and focus on their work. They are not keen in spending the time in filling up the endless pile of papers that often requires filling the same information over and over. Online filling of information takes much lesser time than manual filling.

If HR can handle all this paperwork in the cloud or in the HRMS software, then the new hires can complete the paperwork at their own convenient time. This way their initial days can be spent doing what they have been hired to do.

Thoroughly compatible with the HR data

When a new hire joins a team, the HR department needs to keep track of so many details. If a company is using a good paperless onboarding system, then there is no need to send reminders to the new hire. The system will provide alerts and reminders to both the new hire and the hiring manager to ensure that all the required information has been checked in to the system.

With advanced techniques, like digital signatures and secured cloud-based data storage, all the employee information will be stored in the secured location and will be in full compliance of the HR policies.


The days when the HR manager has to personally sit with the new hire to get all the documentation work done is over! On the other hand, now the new hires can complete all necessary paperwork remotely, as per their convenience, and can enjoy the new work fully.

Benefits of Making Employee On-Boarding Paperless


By HR-One Team
May 1, 2017

Companies have started digitizing most of their departments, such as financial department, marketing department, accounting department, etc. Do you think that these companies are ready for a digital transformation in the human resource (HR) department also?

Many companies are taking initiatives towards embracing the digital technology for the HR department. For example, over the past 10 to 15 years, they have started interacting with employees through social media, email, and more. But what more is required so that the HR can be fully transformed into a digital model?

Introduction of 6D model

Let us look at the Peter Diamandis’ 6D model of exponential technology that has six steps starting from digitalization to democratization. This model will help us understand the actual position of HR.

Digitalization is the first step where physical objects are converted into a machine language of bits and bytes (or 0 and 1). It enables using the computer power to modify, build, and distribute any product or service across the globe. For example, digital photography! With digital photography, you can distribute uncountable photos at a zero cost.

Deception is the second step where 3D printing was introduced since 1981. This step also includes robotics and artificial intelligence.

Disruptive comes at the third step where people start adopting technology. In this phase, AI plays a major role by performing every activity (be it recognizing human faces, writing financial reports, diagnosing cancer, etc.). It is better than a human in performing its activities more accurately. A few indicative examples are driverless cars and Internet of Things.

After disruption, comes the fourth phase known as Dematerialize. In this phase, technology starts coming free with mobile devices; for example, the flashlight, GPS system, and cameras. All these apps are freely available with smart phones and makes you free from holding physical objects.

Once you have dematerialized the product comes the fifth phase – Demonetization. It means after dematerialization; the physical object is available for free. You do not have to pay more for a mobile because it has a flashlight or GPS! Isn’t is great!

The last stage talks about Democratization. Here, the technologies themselves become cheaper. Cell phones are the best example. It is considered as the cheapest supercomputer which most of the people carry in their pockets.

HR tech position in the 6D model

Presently, HR tech is lying between phase 1 and 2 (digitalization and deception). Most organizations are comfortable sitting in the first place where they are still in the process of digitalizing their data. The HR data is considered as the secret data, which is not accessible to everyone. For example, compensation data might not be available for the performance management; the learning & development team is not allowed to access the hiring team’s data, so on and so forth. Therefore, companies are taking more time to transform into the digital world.


To embrace the digital wave, it is very important to change our mindsets. The data should be accessed across all walls round the globe. Instead of using the legacy applications, focus on investing digitalization of HR and moving it across the 6D model described above. Don’t get stuck at the first step! If you embrace the HRMS software that helps you move to step 3 and beyond of the 6D model, then you have a true opportunity to create disruptive success!

Are You Ready To Embrace The Digital HR Wave?


By HR-One Team
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.


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


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.


  • 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.


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!


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.


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?


By HR-One Team
February 17, 2017

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

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

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

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

Who benefits from an efficient performance management system?

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

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

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


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

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

Benefits of an Effective Performance Management System


By HR-One Team
December 14, 2016

Mobile has become a crucial part of our everyday lives. With rise of smartphones it’s not just a communications tool anymore – it’s helping in improving almost every part of our lives, including our careers. Nowadays mobile devices don’t just help people in working, but also in applying for new jobs. This has led to the rise of mobile recruiting, a trend that’s quickly gaining momentum among employers and employees both.

What is Mobile Recruiting?

When there was little-to-no technology in business, HR departments used to recruit using letters written on company’s letterheads. As technology started playing a part in businesses, the letters were replaced by phone calls and emails. Now in smartphone era this is changing to mobile recruiting as companies are utilizing new technologies built for today’s popular mobile platforms to recruit their desired candidates. From mobile career sites to social recruiting, there’re a whole lot of new technologies to make this trend wildly successful among companies and candidates. Let’s learn about how each of them works.

Mobile Apps

First of all there’re mobile apps of all popular job portals in Play Store and App Store. With help of such apps candidates can apply to any job posting easily without the need of a laptop.

Mobile Career Sites

These are ideal solutions for those who may not want to install the apps of job portals on their smartphones for any reason. Many popular job portals have come out with mobile versions of their sites, which can be used by candidates to look up job postings and apply for them from the mobile device itself. Such websites usually bypass the requirements of Resume and other attachments with help of social media sites and some other means to make application process easier.

Text Based Recruiting

HR departments are also using texting as a way to attract talent. Nowadays candidates often receive text messages from companies regarding opportunities relevant to their career as they become available.

Social Recruiting

With their growing popularity social media platforms like LinkedIn and Facebook have also emerged as major recruitment tools for companies. And since these platforms are used on mobile devices more often than on laptops or desktops, here again mobile comes in the picture.


With smartphone penetration destined to increase even more in next few years, mobile recruiting will turn out to be a major game changer for HR industry. It’ll allow quick communication and access to a very wide pool of talent, so companies and candidates both must prepare themselves for it.

Mobile Recruiting: What It Is and How It Works?


By HR-One Team
June 30, 2016

Just implementing a HRMS software is not the end of the story. It is the beginning, in fact.  The real success of a product is determined by the happiness of its users. Here are 5 questions every HR MUST ask its employees to check user acceptance and success of their HRMS software.

  • Do you think installation of HRMS has made your life easier? Is it simple to use?
    The sole job of the HRMS is to make the work-life easier for each employee. The menial and manual tasks of recording and reporting must be simplified. No one other than the user of the software knows about the bugs in the system. Ask your employees how it has helped them abridge the gaps in their daily operations?
  • How do you like being able to track you attendance, leaves and more through the software?
    HRMS allows the employees to keep a track of their attendance, holidays taken as well as their salary slip. It also helps them get a response to a leave request easily without any rush and push to the HR department. Ask them if they like the new way!
  • Is it easy for you to know about the upcoming company events and get a quicker response to your tickets through HRMS?
    There could have been many events which the employees must have missed only because they forgot to check the notice board. Has the system helped reduce this communication gap? Do their queries to the support team get prompt response now?  Ask your employees if the virtual helpdesk has helped reduce their headache for small things
  • Has it improved your connections with the fellow employees?
    HRM softwares often come with the features of showing the upcoming birthdays/ anniversaries of the fellow employees on the dashboard, allowing the user to send a wish. Also, every employee can know about the new recruitment made in any department of the company, making it easier to connect with the newbies. Ask if this has helped in breaking the barriers of communication.
  • Is your paper work reduced after the installation of the HRMS?
    HRM software must introduce your employees to new technology. If they are still working with same paper load than earlier, then it’s time to know that something is wrong!

Are Your Employees Happy with Your HRMS? 5 basic questions every HR should ask!


By HR-One Team