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February 24, 2015

There are several aspects when the decision to move to HRMS is taken. While you may be excited about the prospects of the new technological change in your organization, it isn’t as easy as it sounds. Before you start groaning and complaining that life was easier before technology entered your life (surprisingly there are some who do that!), it is important to understand the key questions that can make the transition easier.

There are many who feel that just deciding whether or not some software, such as HR-One’s HRMS solution, is needed or not is the toughest decision to come to. To be honest, while taking the plunge is scary in itself, what follows once you step off the cliff can be equally arduous if you are not prepared for what comes next. Imagine jumping off the airplane minus your parachute. You would think that only a person who has gone bonkers can even imagine such a situation. Likewise, being unprepared after a new software is implemented can result in its quick demise in an organization. Then why some companies spend less time during the pre-installation stage is beyond anyone’s imagination.

There are numerous vendors who would promise to offer you the very best in the HRMS world. Now that you have decided to incorporate HRMS into your company, the next step would be shortlist the vendors and contact them. Asking them the right questions can save you a lot of time, trouble and effort. The best payroll management software companies in India suggest that the following analytical questions that need to be asked to any HRMS vendor. Asking questions is good, but asking the right ones makes all the difference. Read on to know more.

The Right Analytical Questions to Ask Your HRMS Vendor

– Can it perform this particular task?

Here ‘this particular task’ can refer to any specific functionality that you and your company may need. HRMS can perform any number of functions pertaining to the human resources department, but not every company is looking for the same functionalities. Identify the tasks and functions that you are looking to cater through HRMS and ask your vendor if they provide that functionality through the HRMS that they provide.

– What amount of data can it handle?

Understandably you would want to hear ‘big data’ as the answer to this question. However, you need to look beyond that. It would be beneficial for you to opt for HRMS solution that can take data from multiple sources through different routes. The data usually is structured as well as unstructured. While you may have structured data already in place; it is the unstructured data such as analytical reports, interview data, social media data etc that can make a huge difference. Ask your vendor if their HRMS solution can assist you with different kinds of data and how much of it can handle.

– What skills does my team require to maximize the potential of the software?

If you do not have an in-house team to understand the analytical aspect of the solution, then it may limit the benefits for you. The best payroll management software companies in India advise you to understand that skills required for using any software before installing it. Get in touch with your vendor to understand the same.

– What kind of analytical expertise do you as a vendor have to offer us?

The vendors’ role does not end by just installing the software. They need to offer analytical expertise post the installation too. Check with your vendor what kind of assistance do they offer post the installation and confirm if they have the expertise to offer better decision making methods so that you can have measurable results.

Taking the Plunge

Once you are satisfied with all the answers, you know what the next step is. Yes, you can finally take that technological plunge. With butterflies in your tummy and a nervous smile upon your face, you can now dream of having a wave of reformation in the way your HR department functions. HR-One’s HRMS solution promises to make significant contributions and positive changes to your organization.

So, when the question of ‘Do you want to make HRMS a part of your organization’ arises, all you have to do is say ‘I Do’ for a happily ever after story of your own.

Have you asked these critical questions to your HRMS Vendor?

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By HR-One Team
July 24, 2014

Human resources are seen as a key variable in an organization’s capacity to assemble and manage focal point and accordingly assume a discriminating part in business endeavors. Over the recent decades, human resource management has changed and get to be more perplexing – for the most part because of outer variables, for example, engineering, a developing nature’s domain and client requests, outside rivalry or the globalization of business. In any case it has never been more vital for the business holder to have a solid understanding of center human resource issues – and not just is it critical – its getting compulsory to proceed with achievement.

Whether an ambitious person outsources human resource capacities or not; there are some human resource issues better managed and saw by the business holder. The criticalness of preparing your employees is a human resource capacity ambitious people must invest time on – particularly when taking a gander at a future vision for your organization. It’s basic to guarantee that your employees are prepared to handle the mechanical and natural changes that are prone to affect your business. Employee preparing shouldn’t stop with your new contract introduction techniques. Authoritative preparing needs are progressing, especially in today’s economy.

Not just can a solid human resource comprehension be an exceptional wellspring of maintained playing point; however brilliant recruitment, approach execution, execution management and preparing can increase the value of any firm. Here is a gander at three human resource errands that you have to think about:

Situating Employees for Success with an Ongoing Needs Assessment Process

The most brilliant approaches to guarantee employees have the fundamental preparing to best position your business for long haul achievement is with a continuous needs evaluation process. This doesn’t need to be confused, however the procedure includes understanding where your association is presently, as far as employee aptitudes, and where it needs to be later on. Distinguishing crevices between employee’s present capacities and what they have to do now and later on is fundamental to stay with your aggressive. As you experience this investigation, consider the qualities and shortcomings in your organization. Normal territories for development in numerous organizations is helping administrators better oversee for execution. Numerous individuals are pushed into managerial positions in light of the fact that they’re actually great at their occupations; however they aren’t prepared as chiefs to help their subordinates attain crest execution.

This is one of the discriminating needs that business holders perceive in their staff – useful management preparing. This is steady with the way that a standout amongst the most discriminating issues confronting ambitious people with developing businesses is the essentialness of creating high-potential employees that can perform various parts under different phases of development.

Distinguish Training Issues with an Employee Development Plan

When you have evaluated your association’s preparation needs, you can distinguish which crevices are really preparing issues. An employee improvement arrangement will move your association closer to its long haul key objectives. Deliberately, it’s cunning to recognize the innovative and ecological elements that will impact your business’ capacity to stay aggressive. For instance, administration preparing could be an imperative segment of progression arranging. Programming preparing builds intensity as organizations robotize. This is a productive human resource exercise for business holders and sharpens their general abilities.

Organizations focused on employee preparing can understand the profits of enhanced employee fulfillment and maintenance. Keeping very prepared and roused employees overwhelmingly helps your organization’s prosperity and provides for your preference.

Adequately Communicating Policies and Practices with Employees

The business holder is frequently the one and only that can make a learning society in business. Start by plainly imparting your desire that employees ought to make the strides important to sharpen their abilities to stay on top of their callings or fields of work. Convey to your employees the particular preparing needs and focused on results you’ve made as a consequence of your needs examination.

It’s useful to give a robust introduction to your organization’s society, including your learning society, to any new employees you procure. Each effective preparing and development program likewise incorporates a part that addresses your present and future authority needs. Your employees are your standard business holding. Show others how it’s done, if employees see you focused on consistently sharpening your abilities, they’re prone to take after. Because of their little size, little businesses can need management limit and they can’t bear the cost of expensive help administrations like budgetary, human resource, lawful and so on. To be fruitful, they must create solid management groups and embrace a society of learning.

Building an extraordinary organization has a ton to do with how individuals cooperate and this is an alternate basic territory of human resources that business managers must dig into. Arrangements and practices can enhance the way your employees associate, while minimizing the staff hindrances that can result in issues.

By what means would you be able to verify your employees have clear desires and are dealt with reasonably as they work to help construct your organization? The response is the way you address key components of your work environment arrangements. Individuals like to have an acceptable understanding of their part in an organization and also the parts of others. Effective groups have decently characterized parts or positions and clear reporting structures that define who’s in control and how assignments are to be finished. Business people additionally need to impart a reasonable understanding of what is and what is not satisfactory conduct inside the organization.

Laying out principles helps superintendents with obligation issues and consistence. It’s likewise vital to state outcomes for infringement so employees recognize what’s in store and have reasonable cautioning of those desires. This is to a great degree vital on the grounds that an employee who feels they’ve been dealt with unjustifiably can make a lot of risk. Do your employees have an employee handbook or arrangement guide? Shouldn’t we think about preparing or structures for direction? Apparatuses like these are fundamental to dodge obligation, additionally diminish the time you go through managing individual issues rather than business matters. As the pioneer of the organization, it’s huge that you get included in these essential human resource capacities and frequently crucial to your prosperity. HR management software in India has revolutionized the basic HR trends into technological aspects. With Uneecops HR One HRMS solution you can flow with latest HR trends.

What are Critical HR tasks for Small and Mid-size Businesses?

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By HR-One Team