HR Weekly.

Your weekly journal to everything HR

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

January 31, 2018

Employees of all levels face difficult business decisions at eall times. The success or failure of both the organisation and its employees hinges on the quality of decision making. To make sound decisions, it’s important to understand the human decision-making process; but more importantly a strong database to feed-off from, which enhances decision making quality.

One of the biggest challenges for companies around the globe is maintaining and updating the huge repository of data, bearing in mind that data is constantly evolving. This is where an employee database comes to the rescue.

Employee Database Software

An employee database system at its core consists of crucial work-related and important personal information about an employee. But make no mistake, over the years the software has evolved to something far more than simply an online repository of employee information. It has evolved into a systematic source of abundant, up-to-date employee information that business leaders can position to make strategic talent based decisions and improve overall business efficiency and performance.

We have highlighted a number of benefits of an Employee Database Software to help you get a head-start towards a more productive business environment.

Benefit #1 Employee Assessments Made Easy

One of the biggest challenges for the HR workforce is to be able to engage and retain high-performing employees. With the information easily available in one place, business leaders are able to conduct employee assessments, with feedback garnered throughout an organization. This creates a more comprehensive picture of the employees’ successes or failures which objectively and accurately measures the real performance of their employees. This comprehensive data then can be analysed by business leader to better understand which employees are performing well, and which need more work.

Benefit #2 Help with Company-wide Collaboration

Today’s Employee Database Software goes far beyond the basic HR hire date and salary information. Most software includes an employee directory—a centralized database of all employee information visible throughout the organisation. This added information helps promote a culture of enhanced communication and greater collaboration within and between teams. With this amazing self-service HRMS software, employee have the option to enter data regarding specific skills, languages, certifications and projects-in-progress that other team members can use to build teams with appropriate competencies for collaboration on projects.

A common problem in a lot of organisations today is the deep rooted hierarchical structures that hinder communication between high-performing “specialists”. An Employee Database Software cuts through these differences and share best practices across the board.

Benefit #3 Reliable Information

Since most of the information provided on an Employee Database Software is entered by the employees themselves. The chances of an error are likely to be very low. What’s more, because the software can be accessed by an employee anytime and anywhere, this gives the employee the option to update the information as and when they choose and correct information that may be incorrect.

Benefit #4  Enhanced Security and Confidentiality

Date Security of employee sensitive information is essential to the application of an Employee Database Software. With a number of recent employee data leaks, cyber-security is increasingly vital for organisations – with governments coming down heavily with stringent regulations. The simplicity of an Employee Database Software means an employee can not only set specific private information from public viewing but can also ensure that this information is kept private from anyone other than him / herself. After all, you don’t want your Bank account details to be of public interest.

Final Thoughts

Selecting and implementing the right Employee Database Software can be a defining factor behind the future growth and success for your company. Although, it is possible to take care of HR functions manually, an automated system can help to elevate productivity levels and can change the way that your company is perceived in the modern marketplace.

Employee Database Software – The Real Driver Behind Employee Engagement and Happiness


By HR-One Team
December 18, 2017

According to a news report, the ability to work flexibly is the number one priority for job seekers across the globe. Nearly 40 per cent global candidates rate ‘schedule flexibility’ as one of the top three factors in making career decisions, as per the findings.

With the workforce comprising all age groups, time has come to think deeply about giving flexibility to employees. Such plans are usually created for senior level in certain organizations, but companies need to evaluate to extend the benefits of flexibility at all levels. Today, employees want to know the companies they work for are being valued upon. They don’t want to work chained to their desks or forced to do work extra hours. And, they expect more trust and workplace security and flexibility in return.

Yet packed to-do lists and arduous commutes make few employees believe that their organization is not concerned with their social, physical, personal and emotional welfare. This is a significant issue that is prevailing and should be addressed soon.

Offering more flexibility is one of the best ways to help employees reach work-life balance. However, some may believe that flexible working is akin to allowing employees to do their job from home, it’s really about trusting employees and empowering them to do, how, when and where they work.

Making Workplace Flexibility a Reality-INFOGRAPHIC

If you’re planning to offer flexible working options to your employees, here are a few tips which you can keep on handy:

Flexibility on the basis of work style and preferences

Flexible work arrangements may vary and come in various forms. For example, companies can set different work-from-home arrangements and guidelines. Or, they can develop and create more flexible work arrangements as per the individual work styles and preferences. Flexible work can also scale in a multiple ways. Like, you can test your initiative in one department, then switch to others if it’s successful; or you can do a company-wide rollout from the beginning.

Get your leaders on board

The most important step to instill a flexible work environment is to get leaders and managers on the same page. To foster a great working environment, both leaders and managers should trust their employees and maintain open and frequent communication, irrespective of their location and how their employees work.

Communicating clear goals and requirements

There must be a clear communication of goals and requirements. By keeping a track of goals and requirements, leaders can rest assured that all critical tasks are completed, no matter where employees are working.  By this, leaders can also measure productivity, track  day-to-day tasks and requirements, and rate employees’ overall performance, once these flexible options are rolled out.

Give employees the right platform 

Give employees access to the right tools and platform such as self service HRMS. The module that indicates your personal stats like leave balance, attendance, performance, attendance correction, expense claims, investment declaration and more. Within this platform, employees should be able to access everything they need to know and avoid any hassle of communicating and approaching the concerned team frequently.

Instilling a culture where managers and employees are equally flexible across the board can help us move forward towards a future of work . And, as employees feel the autonomy, trust and care shown by their managers, employees will feel they are integral to the organization and they have the freedom to give their best to organization growth and success.

Making Workplace Flexibility a Reality


By HR-One Team
August 30, 2017

A lot has been said and researched about implementing payroll management software in any organization to streamline the entire payroll process. Right from saving time, minimizing errors, boosting productivity and making the process more efficient and transparent are amongst the few benefits. We may believe the employers and management will surely recommend payroll management software, but the great news is that even employees can greatly benefit from it. As it has been truly said, technology doesn’t differentiate between people. So, here we proceed with how the employees can benefit from the implementation of payroll management software in your organization.

High Trust and Confidentiality 

Any information pertaining to payroll and other monetary related information is now easily accessible. Employees can easily access any records without any delay. Moreover, there is an extreme confidentiality in maintaining the records as only the immediate manager, concerned official, and concerned employee will have the authorization to view the details. There is no fear of people gauging at your personal payroll records. Further, there is no need to take special permission to view your record.

Available at All Times

This software gives a great flexibility to all those remote employees or who work in different shifts. This is extremely important to them as they can access their information anytime they feel like. Further, holidays, weekends or leaves do not affect your viewing the payroll details. Even, when you are on the move you can access any details. Thus   24 X 7 availability of any payroll information reduces the dependence on the payroll department.

Track Working Hours Efficiently

Everyone in your organization can track time on any device, wherever they go. A payroll management software makes it easy.  Keeping a manual tab can invite costly mistakes and errors. So, the best way to track employee hours is to start saving time and avoid costly errors by automatically calculating total hours worked. Further, if there is any discrepancy, it can be brought to the notice of the concerned official immediately so that there is no inaccuracy in the issued paycheck go.

Payroll Process Is Faster, Transparent and Simple

Gone are the days when an employee had to keep a constant touch with the payroll team in case of any confusion, discrepancy or error. With the payroll software in place, it has speed up the things. The process is faster, agile and remarkably simple. The employee can send and raise query anytime without the hassle of taking an appointment with the payroll team. This gives great flexibility to access the response when you want, irrespective of the location. There is a level of transparency too, which nurtures a strong sense of trust between the organization and the employees.

Keeping things transparent and enabling your employees to do certain things will go a long way in keeping their morale high and in turn can help in retaining talent and boosting productivity.. One area where this can be achieved is through the payroll management. Companies like HR-One can help you get more details about the same.

How Payroll Management Software Benefit Your Employees?


By HR-One Team
August 10, 2017

For the new-age workplace money isn’t only the driver of job satisfaction. And in that spirit, many organizations have realized that employees value other things more than just the monetary benefits. There are various studies and statistics that indicate while salary remains the important drive to attract job candidates – it isn’t the only thing to keep an employee inspired. So, what keeps an employee engaged and happy?

And, as Dale Carnegie says “People rarely succeed unless they have fun in what they are doing”. Here are some ideas to think about.

Flexibility for Balancing Work and Life

Technology is making things easier by which employees are available around the clock. As an employer, one should put the thinking hat and imagine what is the best thing that can be done to maintain a successful balance between personal and professional life. Flexibility at work is another key feature today’s employees consider over salary. It helps build a positive ambiance, energizes the workplace, keeps the workforce motivated, fosters positive vibes and team bonding.

Make Your Workplace Smart

Employees are intrinsically motivated to share their ideas, thoughts and collaborate freely when they have the platform where they can contribute and speak freely. The forum or an intranet communication platform. By using the right platform, you can improve communication, foster trust and productivity.

Enable Employees to Access Their Information Online

Employees are generally satisfied if they can extract information on need basis using the intuitive and secure self-service system.  Equip them with the software to diminish the manual efforts of keeping tabs on online attendance marking, employee self-service, payroll, or financial related queries. This in turn mitigates any confusion and improves engagement and experience with the organization. In addition to this, they seek the software where they can update their own personal details, apply leaves, manage leaves, track their assets, and is available 24/7 whenever they need it.

Recognize and Celebrate

It’s on the behavioural side that people want positive feedback, recognition they put forth in extra efforts, acknowledgment of great work.  Make them understand their inputs and efforts are valued. Prioritize employee recognition and you can ensure a positive and productive workplace. Recognition should not be confined to the team only, one should use a proper channel to help spread the word to peers and colleagues. People who feel appreciated are more positive about their organization and their ability to contribute. People with positive self-esteem are potentially your highly-motivated employees with greater efficiency and indeed best working professionals.

There is a consistent effort required to foster a culture of reward, engagement and recognition. However, the investment is worth it. Happier employees are more motivated and higher employee engagement is often linked with significant productivity gains along with employer branding. If you wish to foster a great culture in your organization too, you can pursue all the above steps and give us a call to give you a demo of our HRMS which will make your workplace smart.

How to Make Employees Feel Valued?


By HR-One Team
August 1, 2017

After a big bonanza of the 7th Pay Commission for government employees, another good news which is expected to benefit over 4 crore employees across India is catching the eyeballs. The Union Cabinet has approved the new Wage Code Bill which marks the major initiative of the Government in amalgamating four labour related laws. This move is being viewed as one of the bold steps taken by the Labour Ministry to set a minimum wage a statutory right for all employees.

At present, the minimum wages fixed by the center and states are applicable to workers getting up to Rs 18,000 pay monthly. The bill, which is likely to be introduced in Parliament during the ongoing monsoon session will conclude on August 11.

Also until now, the central government was the decision authority for fixing wages in their own sphere while states were primarily responsible for fixing their areas leading to non-uniformity. The lack of methodology to fix the wages of workers was adding to the complexity. This wage code bill might solve these problems to an extent.

Here are a few things the Code On Wages talks about:

The ministry has taken major steps by consolidating four labour laws such as — the Minimum Wages Act, 1948; the Payment of Wages Act, 1936; the Payment of Bonus Act, 1965; and the Equal Remuneration Act, 1976.

It aims at reducing disparity in minimum wages for all industries and workers irrespective of scheduled industries or establishments.

The bill seeks to empower even those employees getting a monthly pay of higher than Rs. 18,000 to a minimum wage.

The center will also revise the minimum wages periodically to ensure that the wages stay relevant with the time.

All states have to adhere to the minimum wage fixed by the center

The state government will have the power to provide higher minimum wage apart from the one fixed by the central government

The move will be popular among those unskilled workers who are not fairly paid and are in an urgent need of wage revision.

However, with set of benefits, there comes a challenge. The good news is that the Indian Government is in its full swing to bring about changes in labour law system in our country. But with this uniform and minimum wages across India, we can expect a more effective, transparent law system across all industries. However, initially all will not be smooth sailing. A policy change is sure to have some initial troubles. On one hand, this move will be a great step to higher productivity leading to the maximum satisfaction of both skilled and unskilled workers.

New Wage Code Bill To Benefit Over 4 Cr. Employees Across India


By HR-One Team
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
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
April 26, 2017

Employees are seeking a work environment that can provide a great work experience to them. Companies find it increasingly difficult to hire great talent. To meet the expectation of the employees, HR has to innovate and make use of tools, such as HR-One that can help attract, retain, and motivate the employees.

Employees are the most valuable assets of the company and to make them more productive, it is very important that the HR teams have tools ensuring best employees are able to perform to their full potential. To meet this requirement, an effective HR System should have the following features:

Self-service apps: Employees are looking for apps that can help them saving time of sending emails back and forth. In other words, employees’ self-service, that allows them to view and update their information, communicate easily with their peers and HR professionals, and are able to view schedule information.

Continuous updates on performances: Gone are the days when employees use to wait for their yearly appraisals. Now employees have become smart and are looking for tools that can help them update their performance related information on continual basis. Further, managers can easily update this information into the system that can be used during performance discussions.

Idea generation tools: To fulfill their aspirations of making a difference employees need tools and mechanisms to facilitate direct contribution towards the growth of their organization. An HR System that can help them contribute their two cents would be a wow idea. It will help employees to get recognition and rewards for their valuable contribution as well as create growth opportunities for the organization.


If employees get all the above-mentioned features in the HR System then sky is the limit to transform HR from an administrative focus to an engaging and strategy focus, where the entire workforce from the top-bottom are contributing towards the success of the organization. Adoption of such tools and systems will become even more critical in the coming years as new generations of employees start working. Even today, the generation X wants everything immediately and wants the ability and platform to make a difference.

What employees want from HR systems?


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.


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?


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.


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?


By HR-One Team
December 19, 2016

Employees quit their job for many reasons, such as shifting home, stay with children, going back to studies, etc. But majority of reasons why employees quit jobs are related to their employers. It can be any element, such as work culture, work environment, remuneration, rewards & recognition, etc.

Below are the critical reasons why employees quit their jobs:

Visibility of career path

An employee expects a proper career path for the professional growth. They seek help on how they can grow in the organization. It is important that they have a good relationship with their employers because employers give direction and feedback, do one-to-one meetings, and help employees connecting to the larger organization. Unless employer discusses the growth path with employees, it’s near impossible to be a part of that growth.

Recognition of job performance

Employees look forward for genuine appreciation and recognition, which can act as an icing on the cake for employees’ retention. A lack of recognition can affect many factors, such as work culture, motivation rate, etc. It can become one of the deciding factors in the employee’s decision to leave the organization. Employers should always try to make recognition to retain the best talent of the organization.

Opportunities to skills and abilities

Employees look for opportunities, where they can use their skill sets and abilities and feel a sense of pride, accomplishment, and self-confidence. They feel motivated that they got a chance to participate in activities they are good at. If they’re unable to develop and grow their skills, they’ll find a workplace where they can. As an employer, ensure that you are having regular discussions with your employees and you are aware about their hopes and dreams.


Paying attention to these factors will definitely help you retain most wanted employees. If not, then employers should be ready for more exit interviews and farewell speeches. It is expensive to hire a new employee. If put in necessary efforts, you can easily retain good employees and increase the productivity of the organization.

How to retain employees: Reasons why employees quit


By HR-One Team
December 16, 2016

Workplace stress has always remained a topic of debate. An uneasy topic of debate actually, because though most managers understand its downsides, they don’t do anything about it for another reason, which we’re going to discuss here shortly. As a result of this ignorance, the condition of workplace stress remains alarming in most corporations. Recently a study done by TimesJobs revealed some very concerning things about stress at workplaces, which are given below:

  1. 90% employees say that they want to take part in corporate stress management programs;
  2. However, 80% also said that no such programs are available in their corporations;
  3. And finally, due to lack of such programs, 60% are so fed up with their jobs that they want to quit.

In a nutshell, this study says that most employees are stressed out at workplaces, and at least 60% of them are so stressed out that they want to quit their jobs. They want to take part in stress management programs, but unfortunately, there’re none of them in most companies.

But there’s one more nugget of wisdom in this study: the situation is particularly bad in small organizations.  50% employees of small organizations said that they were stressed out in their work life, while 30% employees of large enterprises said so. In short, they’re small business who suffer the most from this situation.

Now, if you’re a small business, this study should be an eye opener to you. However, there’s a reason managers choose not to cure this thing. That is because stress can also help in boosting productivity. And this is true actually – limited stress can not only stimulate the focus, but also creativity and productivity. However, there’s a line between that limited and excessive stress that must be known by the managers. Not knowing that line can be very costly.

Now, all of this leaves us with these questions:

  • Where’s that line between limited and excessive stress, and:
  • How do we know when we’re crossing that line and our employees are becoming stressed out?

Well, the only way to know that is by working with your employees on stress management programs. The good news is that as this TimesJobs study revealed, most employees are willing to work with their employers on such programs so you won’t have much problem in implementing them. With employees in such a supporting mood, you should not waste this opportunity and implement stress management programs in your organization as soon as possible.

Your Employees Want to Leave: New Study Reveals Concerning Findings About Workplace Stress


By HR-One Team