Tag Archives: Helps

How AI Helps HR Predict the Next Move and Make Intelligence Decisions?

If you’re an HR Manager, there are chances you’ve heard about Artificial Intelligence in HR. It seems that everywhere we turn our heads on, we are learning more about AI. An ongoing debate is whether AI is here to replace HR at the workplace. AI is certainly one of the biggest of all technologies developed for HR till date, but AI is not here to replace humans but to empower them. Yes, rather than replacing the human resource with robots or automated programs, AI will simplify the way HR functions.

Let us explore how AI is becoming a game changer in human resources.

Reveal New Insights for Potential Candidates

By quickly sifting through the large blocks of information, AI tools can dive intelligently into social sites, career portals, knowledge sharing platforms, journals and other platforms to update information related to specific candidates. This information is often used for skill validation. With this information, employers can understand their work patterns, interests, level of engagement and what potential opportunities that candidates are looking forward in the future.

Work as HR Assistant and Streamline Employee Onboarding

AI tool works as virtual assistants in the employee onboarding process. It can help create new employee profiles seamlessly and educate new staff about organization policies, insurance, benefits, and values.  When you replace some of the mundane tasks of HR, they can focus more on what they are their best: nurturing, cultivating, retaining and working with talent.

Predict Probable Issues Before They Strike

AI won’t just enable HR in recruiting, it’ll help devise solutions for problems before they arise. For example, it will give you an insight how engaged are your employees by observing patterns in their activities. This can help in better management of human resource and more engaged work culture where employees feel valued and empowered.

Happier Workplace

The quicker an organization embrace AI, the easier it will be for them to scale and be ready for the digital era. Businesses who have employed AI-based technology in their HRMS software have seen striking results such as increase in employee productivity, happier workplace and employee retention.

Post Offer Acceptance

There’s usually a gray area exists where a candidate accepts a job offer. This high chance of uncertainty reaches it peak normally after two weeks from the date a candidate has given notice at his previous organization to the time they are expected to join your organization. AI could fill this gap by engaging and following up with the candidate to increase the acceptance ratio of your desired candidates.

Artificial intelligence can shift human tasks to more strategic tasks that matter. HR people will be able to do work more precisely in less time, have bigger-picture thinking and can free time for innovation and strategic HR tasks. The key thing is to remain flexible and open to embrace new technology.

Should your organization face ongoing challenges like dealing with new-generation of employees, employee onboarding, weeding out incompetent candidates, studying their social imprint, automating manual tasks and many more, we can help you on the journey of transforming your HR department.

Here is how HRs are getting creative with Virtual Reality

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

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

How it has been implemented?

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


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

Get In-depth Analysis of All Your HR Data with HR-One!

Analytics can help all departments in an organization including the Human Resource department. It helps in optimizing the performance of an organization, forecasting as well as reporting. But how does it care of all the above-mentioned parameters.

Let us have a look at how the data is created and then analyzed to improve organization’s performance.

Create data

Is there any system that can assist you in creating consistent records of all employees in your organization? Can it guide you in building HR module defining and supporting your organization’s structures and policies?

Well, with HR-One HRMS, you can easily do so! It helps you in creating data, such as personal as well as professional details of all your employees. Not only this, it provides access of this information within a well-defined workflow.

You can have data points of the organization, departments, and employees across all levels – horizontally as well as vertically.

How is it helpful for the organization?

Analyzing these data points can help you in various situations. For example,

  • The entire HR process will become transparent, paperless, and swifter. We all agree that HR is always flooded with thousands of applications for various positions. But with HR-One HRMS, you can easily raise a request for the upcoming requirements within the team and then analyze candidate information and fitment with their requisition.
  • With the help of HR analytics, you can easily gather employees’ information, such as attendance, leave, expenses incurred on behalf of the company, etc. It helps you in studying the pattern and modifying or updating the current HR policies.
  • Not only this, with HR analytics you can study and analyze employees’ health data.

Generate reports

Do you want to create customized reports as per the requirement of modules? Here is the solution! With HR-One HRMS, you can create and publish custom reports for various modules. For example, hiring, in-house expenses incurred, tracking employees’ attendance, etc. Without any worry, you can generate reports of different levels.

What types of reports can you generate?

Here are a few reports that you can easily generate using HR-One HRMS.

Module reports

Create graphical reports for all your data – be it for workforce or payroll. The best part is that you can extract the information at organization level, department level, as well as employee level.


Are you looking for customized dashboards? Well, HR-One HRMS provides you this feature. It shows real-time data of all modules in the form of graphs and charts.

Statutory Reports

This module helps in generating important statutory reports related to payroll and finance. It’s very simple! Just pick up the template matching your business requirements and start generating reports.


With HR-One HRMS you not only gather data related to your employees but also get a detailed insight about various data points of your organization. This is all done with the help of analytics that helps the HR department in taking strategic decisions.

How Use of Technology Can Improve Candidate’s HR Experience?

Technology is becoming an integral part of the recruitment process. Therefore, it is important to familiarize yourself and your recruitment team about the full benefits of the various methods of technology. As a recruiter, you are always expected to stay ahead of the competition and attract the best talent of the industry. That’s easier said than done! With shortage of candidates who are good matches for your profiles, the factor of interview experience plays a critical role in winning over the ideal candidate.

Following are the top technological parameters that an HR manager should keep in mind to improve candidate’s experience during an interview process.

Centralized Systems

Candidate might go for an interview in different departments or in different geographical location for the same organization. Filling all the information again and again can be tedious and time-consuming process. If there is a centralized system, where information about past interviews and feedbacks is already available, it can help create better experience for the candidate. The organization can build upon the information they already have instead of starting from scratch.

Mobile Friendly Platforms

Mobile phones have changed one’s life so much that candidates feel comfortable in looking for job opportunities as well as applying through them. Candidate spent more time on their phones than on their personal computers today. Having a mobile friendly job opportunity section will improve the experience of the candidate who today expects to do everything from their phone. You are more likely to get responses from candidates if they are able to access your job opportunity section via mobile.

Social Media

The majority of the online community (running into billions) spends a significant amount of time on social media apps like Facebook, LinkedIn, and Twitter. It is very likely that your potential candidates are also one of them. These social media apps also provide tools to reach out to these potential candidates. As a recruiter, you must build your organization’s social profile and use these tools to create a connection with the potential candidates. In fact, social media platforms like LinkedIn are geared towards bringing potential hirers and candidates together on their platform. So, if you are not there then you are losing out to your competition.

Video Interview

Not all the candidates are available locally for interviews. Organizations cannot afford to invite too many candidates to fly down to their offices for the interview. Depending entirely on telephonic rounds does not allow for the visual elements of an interview. How about inviting your candidate for a video interview? Video interviews have opened the doors for all deserving candidates to apply for jobs across the world and justify why they are the best fit for a particular position.

Video interviews have also given opportunities to employers to find a best fit from the global pool of talented people.

Online Assessments

For certain job profiles, it is possible to do the first round of assessment through questionnaire. These questionnaires would be more about collecting information about the candidate, their profile, and experience rather than any kind of tests. In such cases, it is better to offer online assessments to help with the process of elimination rather than calling people in large numbers to your office.


Using technology effectively in the process of recruitment helps improve candidate’s experience, reduces cost, and most of all reduces the effort for both candidate and HR.

Why work culture is critical to your business success?

Happy employees, mean happy customers. Period. Here’s why a vibrant work culture is essential for your bottom line.

A company is much more than the products and services that it sells. It is also the hard work, dreams, and emotions of all the people who work to make these products and services customer worthy. Employees are the soul of any organization, they are the ones who make it and yet a lot of businesses overlook the need of creating a vibrant work culture.

While many see this as an “intangible” investment, the fact is that an organization that truly invests into building healthy employee relations and atmosphere, also reaps the long term benefits in many ways.

Happy People, Work Better, Stay Longer

A business thrives when its people are happy and excited about what they do. A team that syncs well always performs well. If your team feels connected to the workplace, they will do a lot more (than expected) to meet all milestones and realize dreams that you may have held for long.

People who feel great about their offices, always stay for longer. This is one of the most critical ROI that you can expect from your work culture investment. People who stay longer, understand the business well and play an important role in its growth. Therefore it is essential for a business to ensure that their teams discover happiness in whatever roles they play at work. A business must create opportunities for employees to boost their morale and keep up the excitement in different ways.

The First Impression Matters

The first impact that your company’s culture has on an employee, lasts for long. The process of a good work culture should begin right at the hiring stage. Apart from standard procedures, let the new employees know what values the company drives. Make them feel welcomed and encouraged. Causal chat sessions with oldies, a sneak peak into all the fun activities you do, can make a new joinee feel all the more excited about your organization. Educate them about the importance of the culture that you follow and encourage them to chime in.

The Real Fruit

If you have the right culture in place, a lot of other things naturally fall in the line. People feel motivated about what they do, which means they learn a lot more and grow as professionals. This infuses a sense of achievement all across the board. The experience, the learning, and the happiness, all reflects in the quality of the products and services that you deliver. Which naturally means a happy lineup of clients and happy bottom lines!

With new age technology and work norms coming into place, a lot has changed between the employee and the employer. A far cry from the traditional top down, bureaucratic approach, modern day offices need mechanisms to find the right people and keep them for longer. Investing in building the right work culture is essential for your business growth at large.

Remember that your employees are the best brand ambassadors that you could ever have. If they endorse you well, it is more than half the battle won for your business

How HRMS Softwares can help to Keep the expenses low?

It is rightly said that the most important asset for any company lies in its employees. Through time companies should weed out those who seem unfit for the company or those who are not doing their job well, but at the same time it is equally important for them to retain those who make significant difference in the company. Senior management and HR team should aim to keep the expenses low with web based HRMS software.

With shifting and promising economies, employees won’t think twice to go in a direction that would best favor them. Just because some employees have been with your company for decades does not mean they wouldn’t go to greener pastures if it appeals to them. But this may have a negative impact on the company. It is said that replacing an employees costs twice the salary of the exiting one. It might seem less, but when you consider a number of employees, the figures can add up quickly and create quite a dent.Keeping the financials aside, losing a skilled, knowledgeable, competent employees can affect the productivity and performance quality. This further translates into poor customer satisfaction and loyalty. With so much at stake, how can companies keep turnover low? Read on.

– Make changes in the hiring procedures

When a problem is nipped in the bud itself, there is no way it has the nourishment to grow big. Making hiring mistakes cost a great deal of loss and money for every company, with small businesses feeling the pinch even more. Look at existing processes and figure out if there are any loopholes. Create stringent methods, raise hiring standards and develop tight evaluations. Sieve all those candidates you deem unfit and select only those who will add immense value to your organization.

– Keep the existing employees satisfied and happy

Happy employees seldom look elsewhere for happiness. Hence, prioritize employees’ happiness above anything else. Keep in mind that it is a continuous process – management cannot assume that just because employees look happy right now and are comfortable with the work-culture the work is done. Companies should constantly adopt practices that will enhance the experience for existing employees at every point of their career. Listen to your staff, take note of their grievances and address them, and implement their suggestions if you think it’ll help the organization in a positive manner. Unless there is an active initiative approach from the company’s end, even the best HR softwares in India have a chance of falling short.

– Invest in active result-oriented training programs

A good training program has the potential to define the course of action taken by an employee. It will either give them the confidence to perform the required tasks efficiently, or the motivate them to actually quit the job and move on to better opportunities. It may sound irrational but it holds true for many people. Candidates are promised adequate training sessions so that they can address their shortcomings, hone their skills and understand the project and organizational processes better. If this aspect is missing it won’t be too long when they start feeling out of place, dissatisfied and eventually move.

– Recognizing risks

There are several signs left can indicate an unhappy employee such as unachieved KPIs, low attendance etc. Web based HRMS software will show such red flags through data and analysis. Identifying such risks and forestalling it will work in the favor of companies. Taking action before it completely disgruntles employees will prevent from many of them of even thinking about quitting. Preempting such strikes is advised.

You will be faced with certain scenarios where it becomes absolutely necessary for you to let go of some employees if they are not matching up to the required standards. Even though it equates to a loss it proves beneficial in the long run. Look at the big picture and take the right steps. Following that, the best HR softwares in India can be employed to get the desired results. Keeping turnover low can be challenging at times, but nothing that your organization cannot handle.

How HR Software helps you to manage Payroll easily?

There must have been times when the employers must have thought when it would have been easier if money wasn’t involved in a business. Not because they don’t want to pay their employees, but because the whole payroll process seems like such a daunting task. Probably everyone says a silent prayer for everyone who is a part of the payroll department just because they seem to do something super complicated with a smile upon their face. You may never know if the smile is just a facade or not. Nevertheless, HR-One’s HRMS ensures that the smiles are genuine, but there are still some who question its necessity.

For those who feel that the best payroll management software in India is an investment that your company can live without, let us approach this issue in a different way. Instead of listing down the benefits and advantages that HRMS can add to the payroll department, let us look how it would be if there was no HRMS at all.

A look at some potential cases without HRMS in the picture

Case 1: The managers will be clueless about most employee records

The payroll department is primarily responsible for ensuring the salaries and related expenditures such as reimbursements, transport allowance etc are taken care of. Beyond that, there is no transparency involved when it comes to employee records. There may be cases of incorrect calculation of leaves taken by an employee or someone can forget documenting the clearing of reimbursement. The employee can either be paid more or less than required. In either scenario, the manager won’t be able to solve the discrepancy as he would be clueless about the employees’ records. Trying to track everything at that time can be a huge nightmare. Days of work and productivity can be lost in the process. Pulling your hair out seems like the best option but there is something better. Bring HRMS into the scenario and this problem almost gets eliminated. The manager can access every required data through HRMS and errors can be a thing of the past. HRMS guarantees to maintain the integrity of the payroll system and maintain an accurate process.

Case 2: There will be an absence of a centralized database

The payroll team is also responsible considering various factors such as bonuses and increments before releasing the salaries. Usually employees get a hike at the beginning of the financial year; there will be cases throughout the year when the employees would be eligible for bonuses as well as increments. It may be because they finished a course or training module or any other criteria as set by the company. If these factors are not integrated with the payroll, there will definitely be some discrepancies on pay day. HRMS can again step in to rescue your from this issue. The employees as well as the managers can keep a tab on the miscellaneous factors that contribute to the payroll and thus the correct salaries can be rolled out every single time.

Case 3: Your international growth will be significantly slowed down

HR-One offers one of the best payroll management software in India which considers the global scale as well. Every company wants to expand and step into international waters as well. However, every country has its own payroll and taxation rules. Tell your payroll department that and it won’t be long when the team gets lean. Getting an overall headcount can seem like a herculean task. So, how can you make your payroll department’s life easy while keeping up your dream of getting your business global? That’s right, bring in HRMS. It will help you deal with international laws and regulations with ease, in a fraction of the time that would be required.

Now that you have seen the picture without one of the most important software solutions that you can have, it shouldn’t take long for you to take your next step. Don’t spend too long and let your payroll department heave a sigh of relief. HRMS and the payroll department can co-exist in harmony. Though they can exist independently too, it would be a rough road for the payroll department to traverse. Ideally, they make a better team together and a great team is what separates one successful business from the next.

All work and no play, makes Jack a dull employee

The most recent buzzword for the HR managers is “engagement,” and they are moving up their ‘sleeves to figure out better approaches to perceive employee diligent work assemble association and on occasion arrange a get-together to have a fabulous time.

A latest overview including workforce from commercial enterprises like vitality, assembling and expert administrations discovered more employees are selecting to change occupations. With “Turnover” turning into an essential sympathy toward organizations so questioning the HR Managers to know their strategies for employee engagement was a need. The most pervasive plan was vocation development and opportunity progression and the following was organization society friendship.

HR One HRMS gives you an answer for employee maintenance – the Training Module and Performance Management. As the most well known plan for employee engagement is profession advancement, so at present organizations are laying accentuation on improving employees’ aptitudes through the preparation methods and performance management. HR One Training Administration Module helps to overseeing and streamlining the whole preparing procedure and HR One Performance Management helps in checking their deliberations and squaring it in a fitting way.

The Performance Management System (PMS) Module serves to record the key achievements of the employee as per their formative strategies. These performance records encourage to screen and dissect the performance and are available by both managers and employees. On the premise of the dissection the managers could choose about the approaches to improve the general capacities of an association and employees’. The Training Administration Module is a stage gave to both the manager and employees to addition bits of knowledge into key improvement needs through employee profile reports and scorecards, ability hole investigation could be directed for individual employees engaging ideal use of human capital, more prominent employee engagement and powerful progression arranging.

An alternate mainstream technique was arranging get-togethers, playing back road meet-ups or an occasion party. These not just give employees’ approaches to have a ton of fun and standardize yet about likewise an opportunity to managers to unwind and blend up with the employees’. As it is said “All work and no play makes Jack a dull kid” so a profession improvement alongside some fun is a decent strategy for ’employee engagement’.