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May 14, 2018

Whether you are a decision maker, or if you want to convince your boss or peers as of why they need a payroll management software to make things better in the organization, you should definitely go ahead and read this article.

Payroll management software helps you configure salary structure, automate payroll inputs, manage statutory compliance and full and final settlements with ease. You can enjoy peace of mind with increased security of sensitive employee data while saving on costs, driving efficiency and ensuring employee satisfaction.

Following are the top five reasons why your organization shouldn’t be procrastinating on an automated payroll.

#1 Save hundred of hours

Keeping costs at a minimum makes great business sense. That’s the reason why businesses hire the best minds to get the job done. Payroll software will definitely save hundreds of hours for your business and get the job done with minimum resources. All that translates into savings that positively impacts the bottom line.

#2 Better Compliance

With payroll software, it’s easy to implement tax updates and policy changes at one go. It not only saves you time but a lot of compliance headaches. If you don’t want to be on the wrong side of the law, payroll software is definitely your friend.

#3 Easy Salary Structure and Payslip Creation

Creating salary structure and generating payslips is fast and easy with payroll management software. It’s also easier and faster to revise or update changes.

#4 Added Security

Obviously, it is tough to secure sensitive employee information when it’s lying on a stack of physical files or scattered at different places on the company server. With payroll software, you can ensure peace of mind with added security.

#5 Easy Forecasting & Reporting

Payroll software allows you to instantly view, control and report payroll expenses. You have all the financial data at your disposal to chart a graph or create forecast data for your management to make financial decisions.

If you feel that all the above benefits of payroll management software are good enough for your organization, then HR-One is a wise choice. It is highly recommended by experts because of its integrated, customizable and scalable payroll module.

What Can You Do With HR-One Payroll Module?

HR-One offers a feature rich and innovative payroll processing and management system. Some of its major features include:

  • Salary structure configuration: You can define and create salary structures with all its components as mandated by your organization in minutes.
  • Payroll automation: You can easily integrate payroll with leave and attendance module for tracking real-time attendance and accurately calculate pay days.
  • Calculate overtime with ease: HR-One makes payroll processing quick and simple by cutting down queries related to overtime calculations and pay.
  • Prepare bank advice: You can instantly generate bank advice reports from HR-One to ensure error-free and fast salary processing for your employees.
  • Rich Reporting: Generate real-time visual reports and insights to drive smart financial decisions.

 

Do you know that the days of manual payroll systems are over? Whether you have five employees or five thousand, payroll management software saves you a lot of money, time and headache. Let us be your partner of choice and streamline all your payroll processes with ease.

The Top 5 Reasons Your Business Need Payroll Software

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By HR-One Team
July 31, 2017

With upcoming technology trends and latest patterns, the Human Resource department is steadily moving away from merely managing database to embracing Artificial Intelligence programs. This shift is enabling HR professionals to engage with employees more freely and adapt career coaching and counseling, which can lead to more meaningful interactions within organizations.

There is still some doubts and confusions with regards to the adoption of technology. The main question that arises is ‘Is technology going to make HR less human?’

Well, HR is a profession where the HR experts are expected to be human when they are dealing with the workforce. However, it is not possible in large organizations and in this case technology has come as a life saver to rescue and enable the HR interacting with all employees on one-to-one basis via any mode, like emails or through chats.

Transformation of work culture

The outside world is getting transformed, while the world within the office premises is also following the same footsteps. For example, there was a time when Blackberry was in demand. Then came the iPhone, which changed the rules. This change enabled companies to encourage their employees to bring their own devices. Presently, something similar is happening when we talk about data. There are faster networks at home that are portable and personal.

Learn from customer experience

When it comes to employee engagement, it is very important to learn it from customer experience and think of ways where you can imbibe these experiences in your work culture, especially when it comes to employee engagement. HR personnel should start treating the employees as customers as they are ones with whom the HR executives interact quite frequently. There should be continuous onboarding programs, like it happens in organizations like Amazon. There should be a proper transfer of know-hows about the company to the new birdies as and when required.

Few companies are thinking of introducing chatbots that can help employees in getting the answer within seconds. For example, you ask the chatbot about the balance leave and the answer will immediately appear on the screen through the chatbot window. This means that employees do not have to leave their workstations to get the answer of similar questions.

Before bringing all these technological changes to either the existing platforms or building new ones, it is important to understand customers (in case of companies, they will be employees). And the technology with is built where employees are also engaged has to keep the following two pointers in mind.

Improve HR process efficiency

It is clear that once you acquire new technologies, it would enable meaningful conversations among the HR and employees. This can be easily achieved if there are optimized HR processes. In case of employee appraisal cycle which requires both the employee and the line manager to discuss about the progress over the last 365 days, but if there a possibility where the employee can directly fill in the progress details and puts it into software solution, then probably it will hardly take an hour for processing as well as generation a list of actionable points for the manager.

Introducing intelligent chatbots

It is important to understand how best one can use the chatbot. It is important that you can easily change the behavior that mostly happens if there is a change request in the business process. It is extremely intuitive, which doesn’t require any additional download.

Conclusion

Technology has not been introduced to replace the human touch but to help HR executives by ensuring them that they have ample amount of time and freedom to interact with employees in a more meaningful way via using these upcoming technologies.

Will technology make HR less human?

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By HR-One Team
July 26, 2017

The bonding of Human Resources with technology has come a long way and is getting stronger as time passes. Firstly, it started off with standard customized installations based on individual requirements, and now to cloud computing, followed by evolution of Big Data.

Let us have a look at the emerging trends in HR technology and its adoption.

  • Moving towards Mobile: Now a days more and more people are using their mobile devices to perform activities instead of using a desktop device. The key reason is that mobiles are powerful, ready-at-hand devices that provide the ability to instantly consume and submit information. Laptops feel clunky! It has now become a standard expectation that information will be available at this speed and ease! Therefore, it is necessary for the HR departments to keep up with this trend.
  • Working in the cloud: The Cloud based solutions have revolutionized all businesses. Why? Because, suddenly the monstrous capital costs of infrastructure, software, etc. have gone away and businesses can adopt a “pay as per use” model! This means also means that specialized product companies can amortize the cost of their software solutions by reaching out to a wider gamut of customers and bring in steady revenue. HR products are no exception! As and when technology or feature upgrades are available, the HR solutions are immediately upgraded and available to the organizations for use.
  • Introduction of big data: With increased digital transactions in every business, there is a spurt in data that is available. Can this data be used to analyze and help in making well-informed business decisions? Of course! That’s what Big Data really solves! It can help HR departments sift through tons of data, slice and dice it, analyze and reveal trends that will aid in arriving at business decisions that will help shape the success of the organization.

Conclusion

The field of human resources is a key field aiding in defining as well as driving many businesses processes required within an organization. If HR technology can be implemented efficiently, then it will be easier in making all the HR related processes as seamless as possible. It will also help in optimizing the cost to the company. Therefore, it is important that companies start adopting the above-mentioned emerging trends that can help them move forward on a consistent basis.

3 Emerging Trends in HR Technology

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By HR-One Team
January 18, 2017

If you’re an HR Manager, by now you might also have heard about the dawn of Artificial Intelligence in HR. This development seems concerning, right? At a time when usually neglected HR departments have started to receive some love from leadership teams, this AI thing has arrived to snatch away the jobs of HR professionals. It’s horrible.

Many HR managers think along these lines when they hear about HR and AI in same sentence. However, we think that AI in HR is going to play out like any other HR technology developed till now. And don’t get us wrong here – it’s certainly the biggest of all technologies developed for HR till date, but no technology can replace humans from “Human Resources.”

So, what does it mean for HR?

Automation (With Humans, For Humans)

As AI’s role will increase in HR, it’ll become smarter and also more easily available to majority of businesses in form of cloud based HRMS software. This will certainly lead to automation, but not to replace humans but to empower them. Yes – rather than replacing HR managers with robots or automated programs, AI will help them do their jobs in a better way by automating some mundane tasks they currently do. For example:

  1. Weeding Out Incompetent Candidates: By quickly sifting through large blocks of information AI will allow HR managers to make more accurate hiring decisions in less time. It will, for example, evaluate candidates on the basis of their educational record and help managers weed out incompetent candidates more easily and quickly.
  2. Ranking Candidates According to Their Competence: As its usage in HR will increase, AI will not just weed out the incompetents but also rank them in order of their competence. This may sound hard to believe, but as more and more HR managers will recruit the right candidates for their desired roles, cloud based HRMS software with AI functionality will become smarter by learning about various recruiting patterns. And then eventually one day it can start ranking candidates according to their competence for any particular roles.
  3. Suggesting Solutions Before Rise of Problems: AI won’t just change HR in recruiting – it’ll also help in devising solutions for serious problems before they arise. For example, it can help in detecting how engaged your employees are in their jobs by observing patterns in their activities. This can help in better management of human resource inside companies and more engaged work cultures before they become too much of a problem to affect the bottom lines of companies.

Final Thoughts

The result of all these things will be that you, the HR manager, will be able to focus more on the tasks that matter. You’ll also be able to do your work more accurately in less time. And that’s a great thing for men and machine both.

AI is The New Buzzword in HR Technology! What Does It Mean for HR?

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By HR-One Team
January 11, 2017

Artificial Intelligence (AI) is quickly changing lives in more ways than we had imagined. Businesses are also not untouched from it as it’s transforming industry after industry. But how much can it change the HR departments of businesses, which still continues to be largely human-driven? Can it be the next big thing in HR technology? Let’s figure out.

How AI is Transforming HR?

Before we decide whether AI is gonna be the next big thing in HR Technology or not, we need to understand what impact it’s already leaving on HR. Let’s see some of its use cases and how it’s transforming HR:

  1. Personalized Learning: People’s learning styles differ in many ways, so there must be different ways of training them. AI is making this possible and easier to do by helping HR professionals recognize the best ways of training their staff members depending on their personalities.
  2. Automation: A lot of HR related scheduling and re-scheduling is being automated with help of artificial intelligence.
  3. Better Recruitment Process: AI is helping in weeding out inappropriate candidates more quickly and accurately.
  4. Better Predictions: Things like reduction in employee engagement levels, a decline in turnover or any other HR related event can now be predicted more accurately, thanks to artificial intelligence.

AI in the Cloud: A Game Changer in the Making

Two months ago in September Microsoft CEO Satya Nadella opened new doors of possibilities in AI when he revealed that company is developing a cloud-based AI supercomputer to provide the power of artificial intelligence to small businesses even. This, as you may expect, will change things a lot for HR departments well. Cloud Based HRMS Software has already been improving HR from quite sometime. Now when AI also comes to the cloud, we can certainly expect some sort of integration to take place between these two technologies, which can result in better cloud HRIS with AI functionality built right into them.

So, Will AI Be The Next Big Thing in HR Technology?

Certainly. As explained above, as soon as power of AI comes to cloud HRMS solutions will also start integrating it into themselves. And this will revolutionize the field of HR more than ever, because AI is something that improves considerably as its usage increases. The more it’ll be used, the better and more accurate it’ll become. Cloud HR for small business will result in HRIS becoming smarter and more intelligent than ever. Therefore, artificial intelligence has a very good chance of becoming the next big thing in HR technology.

Is Artificial Intelligence the Next Big Thing in HR Technology?

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By HR-One Team
December 12, 2016

The technology is changing every face of life very quickly. After man and machine now this is the age of automation. Anything that can be automated is being automated with help of technology, and HR processes are not untouched from it. Every business person knows that recruitment is a tedious process. Fortunately, today a wide range of new software solutions, online services and systems are available to help HR professionals recruit their staff more easily. In this article we’re going to look at those solutions and how they work.

How Recruitment Can be Automated?

Software and online solutions available for automating recruitment provide many interesting features that can be utilized by HR professionals. For example, they can receive applications of candidates online and store them in an organized manner automatically. When it’s time to review them, the software can assign those applications to reviewers as well. The emails to desired candidates can also be sent by the software. In fact, this is just a glimpse of how many recruitment related tasks can be automated with technology nowadays.

Benefits of Automating Recruitment

There’re many benefits of this approach towards recruitment. By automating its processes you can:

  • Increase productivity of your HR staff, which can be utilized to achieve other critical things for your company’s culture;
  • Achieve precision in recruitment, which can save you money and time that would otherwise have been wasted in taxes, penalties or re-sending of documents due to some HR related errors during recruiting;
  • Bring security to your HR department by backing up your data online. In case of any mishaps, that data then can be recovered easily.

Needless to say that all of these benefits will result in more success for your business.

Conclusion

Automation of recruitment is no more a choice – it has become a necessity. You should implement it as soon as possible to maximize the profits of your business, otherwise you may get left behind in this competitive era.

Automating Recruitment With HR Technology: How it Works? A Complete Guide

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By HR-One Team
September 8, 2016

HR Technology is going beyond managing attendance and performance. Imagine the next level to be in the form of a smart app that not only gives time management tips to the employees, but also tells them what to eat at work! With the technology becoming more “consumerish” in nature, here are 10 disruptive trends that the HRs need to prepare for:

  1. Mobile is the new cool: The world is getting on to the mobile, and so is HR technology. Most of the HRMS softwares now come with a mobile app function that can be accessed anywhere, anytime.  When looking to upgrade existing HRMS software or buying a new one, companies must consider vendors that have mobile app as a core offering.
  1. HRMS says hello ERP: In the coming years, companies would need HRMS systems that integrate well with their existing ERPs. With functions like payroll, attendance etc., it is important that your HRMS is synced with other functions and data flow is smooth.
  1. Take to the cloud: Cloud technology has totally redefined HR systems, not just for the vendors, but for the users too. Making it a lot more cost effective, easy and scalable, cloud based systems have made HRMS accessible for startups and SMEs. With no upfront investments in infrastructure, companies can pick what they want to use on cloud based HRMS softwares. The best part? Most cloud based HRMS softwares come with a ready mobile app!
  1. Engagement a Key factor: Moving ahead of the run of the mill functions, companies are increasingly focusing on technology that helps them in keeping employees engaged. Features like real time employee feedback, internal chats, peer appreciation etc. are in hot demand and the HRMS softwares are rapidly becoming an important platform for keeping employees engaged and informed.
  1. Performance management is changing: Traditional performance review methods are now being replaced with short cycle reviews driven by real time monitoring and feedback. HRMS softwares are being used to define goals and track progress in real time. Employees can also give feedback and escalate challenges in a very transparent way. This is helping the HRs in reducing performance related grievances and is empowering the employees to have a clear, statistical view of their own progress.
  1. Learning Platforms: More and more companies are integrating training and skill upgrade programs with their HRMS systems. More companies are likely to run it like a 360-degree cycle that covers employee KRAs, identifies the trainings that employees need in sync with the KRAs, track training calendars and record as well. One challenge here is to bring in all the learning content into one place. HRMS vendors are now working to integrate performance and training in a more comprehensive way. 
  1. Stronger Predictive Analysis: Forecasting and analytics of attrition, hiring, budget etc, will become a core KRA for the HRs in near future. HRs will need these tools to come with very strong analytics. Things like identifying good and bad employees, training recommendations, succession planning etc. will be in great demand and tools with good analytics and prediction capabilities will get preference.

HR technology is a great enabler for the HRs. It is helping them to move to become a transformational HR from a transactional HR with ease. The future belongs to the strategic HR and HR technology will drive it.

7 Disruptive HR Technology Trends HRs need to Watch

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By HR-One Team
January 14, 2016

It is probably the most desirous thing amongst the HRs these days. A simple, lean, easy to use human resource management system (HRMS) is the new hottie in the HR circles. Here’s why.

Like any other industry, disruptive technology has changed the way organizations managed their employees. Manual registers gave way to sleek punch in systems long back, and written applications for almost everything, is now a thing of the past. Despite being around for almost seven years, HR technology continues to remain a heartthrob and sees a strong increase in demand, year on year.

Here are some reasons that drive this strong growth of HR technology:

Old is not gold: Legacy systems (read initial systems that came into market 7-10 years ago), are losing their charm. With new generation employees coming in, HRs need systems that are as smart and fast. This keeps the hunt for a good web based HRMS always on!

Cloud is SO reachable: Well, almost everything is on cloud these days and so are most of the HRMS tools. Being on cloud, makes these web based HRMS tools a lot more simple, scalable and less frustrating for the HR!

Simple is the new bold: To keep up the interaction and employee engagement, it is important for HRs to keep updating the interface of their HRMS. Clean dashboards, bright colours, engaging graphs are some of the elements of a web based HRMS tool that help in keeping employees hooked. There is a lot of emphasis on user interface and usability in the new age systems.

Go Mobile, Tab and more! With the world getting even closer, what do you do when more than 50% of your workforce keeps travelling? Take your HRMs to mobile, simple! The anytime, anywhere access freedom that comes with web based systems is one of the key factors behind higher HRMS adoption and usage amongst employees.

Smart, quick analytics: Creating accurate reports has been a pain area for HR departments. HRMS tools make their life easy by generating custom reports for everything (hire to retire). Be it employee movement, department level analytics or organizational data, HR managers can now create quick reports for complex operations like performance, talent management, reimbursements, payroll and more.

So stop thinking and go take a bite of the pie now! http://bit.ly/1PcH4Eo

What Makes HR-Technology as Lovable as Cupcakes?

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By HR-One Team
December 15, 2015

2015 was the year when HR said hello to technology and how! From suave tech platforms to smart dashboards, we saw a rapid adaption of technology in the day to day HR operations. As the calendar folds to a new year, let’s take a look at what will change between HR and Tech in 2016.

The Rise of SaaS:For a long time businesses lived with legacy HR applications only because they were integrated well the ERP systems. However, the rise of SaaS based HR management systems has totally disrupted this equation and is likely to go strong in 2016 too. Experts predict that the SaaS based HR applications are likely to double up in 2016 as more and more businesses would opt for simple, scalable solutions that fit perfectly into their existing systems.

HR On the Cloud: Cloud based HR solutions have begun to pick up. With a majority of HR management system vendors launching a cloud version of their product, this trend is likely to gain momentum in 2016. Cloud based HRMS solutions would mean greater functions and flexibilities at lesser cost.

From ‘I’ to “We”: Technology would play a vital role in breaking the silos and pushing integration into the HR operations. HR departments can expect to see a lot more collaboration and team work across the board. This would help in infusing transparency and a culture of mutual trust between employees and the employer.

Technology for the consumer: The next gen HR system are focusing a lot more on the end user. These employee enabling systems would again reinforce greater collaboration. Through employee self service programs employees would be empowered to set goals, share feedback and stay updated on all major updates. This would also reduce their dependency on the HR for day to day query resolution on things like leaves, attendance, polices etc.

Anytime, Anywhere: Mobile enables HR management systems mean greater flexibility to the users. Already the 3rd largest smartphone market in the world, India is likely to reach 314 million mobile internet users by 2017. In this scenario, it is a smart move for the HR management systems to think mobile!

2015 set the stage for HR and technology integration. In 2016, this would only get stronger and better. This alliance is likely to play a vital role in transforming the current HR landscape and make HR a more integrated and collaborative function.

Technology and HR: What is changing and why?

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By HR-One Team