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.

October 4, 2017

Businesses have witnessed tremendous change in today’s fast paced digital business environment,  right from technological changes, new strategies and HR practices. A few years ago, working from home may have seemed like a distant dream. Today, it’s the future of work. As more companies embrace remote working practices, the benefits are quite evident. According to the State of Work Productivity Report, 65% of full-time employees think a remote work schedule would increase productivity. But how can HR department tackle this business development to its benefit?

HRMS can help the HR department with remote hiring in the following ways.

Empower your employees, wherever they are

Today’s employees expect instant and personalized service from their employer. With HRMS, you can streamline HR processes, raise a request through HR help desk, equip HR leaders with a 360-degree employee view. This means any queries or concerns can be put across on the platform in real-time. This eliminates the need of constantly keeping a tab on the status, consistent follow-up, calls etc.

Maintain a database for a quick look-up

Just like the regular employees, HRMS Software enables companies to maintain a database of all the skill sets that remote workers possess. Once you have maintained a log, you can approach them as when required. You can take a quick glance as which candidate can fulfill your requirements and you would want to work with. Although, it is always best to consider candidates with rich experiences who can get the job done with minimal supervisions, reminders, constant follow-ups, supervision or reminders.

Payroll convenience
In many organizations, almost 50 per cent of an HR department’s time is spent processing employee information and answering questions. This is where HRMS come into play. An efficient HRMS caters to their needs by automating core HR, benefits, and payroll processes. With HR-One HRMS, employees can easily manage their payroll details accurately such as view payslips, leave details, income tax report, generate annual salary statement, view loan statement, salary computation,  provident fund, employee state insurance and much more.

Engage employees from day one with HRMS

HRMS give employees the power to work, share, collaborate, and access HRMS from anywhere. It also saves time of remote employees and align them of any upcoming policies or announcements well in advance.

Our hyper-connected world is drastically changing—accelerating the volume and velocity of information and connections. This tectonic shift demands companies to invest in a robust software that can lead change. Digital is fueling the next wave of change as how to serve and empower your remote employees. HRMS gives companies a cost-effective lever to make real change on a massive scale. It frees companies from the physical boundaries and closes the gap between employee expectations and satisfaction. To do that, you will need to invest in an enterprise-ready software, shift your focus from legacy to “new” technology and deliver value fast.

Leading in The New: Remote Hiring Through HRMS


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 16, 2017

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.

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


By HR-One Team
June 14, 2017

Human Resource (HR) is a very crucial part of any organization. HR works for recruiting and retaining the most important resource of an organization – the people, who drives the company towards its success.

It is true for all businesses where there are multiple departments and dozens of staff. It becomes very important to take care of your staff members who are working really hard to move your business forward.

Slowly and steadily companies have started facilitating HR departments to use technology and become more efficient in all areas. Be it hiring new staff or managing the existing ones. There are few ways where technology can help you in handling company’s operations and make it better in all ways.

Let us have a look at them.

Online scheduling and video interviews

One of the biggest responsibilities and time-consuming task is recruitment and hunting for the best talent for the development of the organization. The HR representative has a very big role to perform these duties. It includes scrutinizing hundreds of resumes, sending out initial interview request emails, setting up the interviews. All these activities take place even before a candidate walks through the doors.

Now-a-days, video interview software is in demand. There is a good reason for it to be in demand. Well, it allows visual interaction, which does not require any logistics for organizing in-person interviews. Other benefits are online tests, screen sharing, virtual whiteboards, etc. that makes the interview process smoother.

Time and expense tracking software

There was a time when people use to work at the same time and in the same location. Now-a-days, it is a trend for teams to work and collaborate from remote locations across the globe. This makes it a very big challenge for the HR to track time, payroll, and other project costs. Time-tracking software have saved lives of many companies. These software help in managing people, like remote employees and external contractors by keeping a track of time being utilized for the office work.

The best way to resolve this issue is through a centralized system where people can easily log their working hours.

Objective and key results system

Earlier it used to be a one-man show where whatever managers say was taken as a final decision. But now there are so many upcoming technologies like data analytics that can help in evaluating employees’ performance. If you move towards data-driven approach, you will find that you are no longer dependent on human discretion and rely more on facts and figures.

One of the ways to evaluate employees is through Objective and Key Results (OKR) system that measures outcomes by predetermined methods.


The more you use technology, the more you feel that you are able to manage your work without any personal discretion. Technology is growing so fast that now with the help of data you will be able to come to a conclusion as how the employees are performing, where is the loophole, how to handle discrepancies (if any) within the team and move towards the goal of achieving more revenues.

Three ways you can use technology to streamline HR!


By HR-One Team
May 1, 2017

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

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

Introduction of 6D model

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

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

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

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

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

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

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

HR tech position in the 6D model

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


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

Are You Ready To Embrace The Digital HR Wave?


By HR-One Team
April 28, 2017

Human Resources (HRs) is one department that has to be on its toes – 24/7! The department has a lot on its plate to handle on a daily basis, like handling payroll, hiring talents, organizing and conducting trainings, defining policies on how to retain employees, etc.

Alas, the struggle is real and exists in all duties they have to perform! Isn’t it right?

You all will agree that the above-mentioned tasks are crucial for any organization. Each and every task has some standard queries that need to be answered.

Here is a list of some of the most common questions that HR needs to answer quite frequently.

  • “Can I get an experience letter?”
  • “How many vacations can I take in one go?”
  • “What are the medical benefits for my immediate family?”
  • “What is the notice period I need to serve at the time of putting on my papers?”

Most of the time, employees seek information on these queries over weekends, when you are thinking of relaxing or going for a movie or a date.

So, how can you handle these situations or provide answers to the questions when the demand arises.

To get away from these types of menial questions, go for a good Human Resource Management System (HRMS) tool! Be it requests for last three months’ pay stubs for income verification because an employee is planning to apply for a car loan. Or, they need to apply for a sick leave because they just got a call from their child’s school that their child is having a very high fever.

If you own a right HR tools, your life can become easier! So, if there is a tool that can:

  • Provide information about gross salary, deductions, overtime details, etc.
  • Provide information on leave travel allowance, house rental allowance, etc.
  • Provide a letter of residence that can be submitted to a bank at the time of applying for a home loan.
  • Provide access, to performance feedback.
  • And much more…

Then you can get some free time to focus on more tactical activities, and enjoy a cup of hot coffee or even think about taking a vacation!

What if these HRMS tools are accessible through mobile?

If everyone in the organization can access the HRMS tool through mobile, then sky is the limit. In this technological era, people expect everything to be easily available on mobile (like booking an appointment with your saloon, booking a ticket for a latest move, etc.). Making this information available on the mobile platforms also helps the employees get this information on the go!


It has become important for the HR departments to make sure that employees can easily access their own information. A new HR technology should be provided enabling employees to carry out self-service functions. It will help everyone in the organization from the ones who are seeking information to the one who have to provide it.

HRs! Do any of these common questions sound familiar?


By HR-One Team
April 14, 2017

No one is perfect but there is always a hope to achieve the desired results.

Performance review is an activity where you (as a manager) can help analyze an employee’s contribution in the past as well as going forward irrespective of whether they are perfect, inbetweeners, or underperformers. Performance reviews are an opportunity to analyze the employee’s capabilities, accomplishments, and any development needs or recommendations. But before preparing for reviews, there is time where some managers get anxious about performance review same as employees. This worry occurs, when they are not prepared due to lack of time or lack in performance evaluation skills despite of having enough data.

Recency Bias

Most people have a tendency to focus on “what’s happened lately” while evaluating something. The same happens in the performance review discussions also. Some managers tend to get influenced by what employees have done or achieved in the recent period instead of reviewing work done in the past 12 months. Don’t you think it’s unfair for the employees?

Vague and Quick Feedback

The most challenging part of the performance appraisal discussion is to provide a detailed feedback to the employees on their performance. Managers should be prepared to give constructive feedback. Sharing the feedback without citing evidences do no justice to employees’ contribution at any level. As a manager, it is your job to analyze their performance to help them grow. Come to the point and be ready with data supporting your evaluation about their work!

Treat Performance Review as an Annual Ritual

Many managers feel comfortable in conducting annual reviews instead of investing the time in ongoing reviews. Annual reviews cover reviews of 12 months’ performance whereas regular reviews focus on providing reviews at short intervals. A manager conducting an annual review can miss a chance to discuss the problematic issues raised 10 months prior to the review, and unable to help employees understand on how to improve the performance in those areas. Whereas, with regular reviews, managers get a chance to discuss performance goals and provide feedback on time helping employee’s performance on the fly.

Cautious about Giving Negative Feedback

Some managers are scared of providing negative feedback because it might heat up the performance review discussion. As a result, they avoid having a difficult discussion and try to share all goodies with employees. It is a good practice to share the areas of improvement and while doing so, ensure that you state the areas where you felt that there was a scope of improvement.

Not a Good Listener

Not listening is one of the common errors of performance appraisals. Both the parties – manager as well as employee should be a good listener in giving and taking the performance feedback. There is a possibility that both the parties have queries and concerns that can be further clarified or justified. If as a manager, you are dominating the conversation and evaluation, the employee feels undervalued and misunderstood.


All the above-mentioned mistakes can be rectified, if there is a proper performance management system. A good performance management system not only helps managers to share their feedbacks on regular basis but also help employees to bring themselves up to the expectations level. A good system can help in bridging the gap between the manager and the employee!

Are you making these 5 performance review mistakes?


By HR-One Team
April 13, 2017

With technology running at its fastest pace, it has become crucial that the Human Resources team should also evolve its strategic approach! It should help new hires to reach at the expected level at the earliest so that they start contributing value to the business.

It is believed that these new entries can be easily adjusted in the organization if they are satisfied with the work and salary, committed towards their work, and most importantly, able to perform well. Studies have found that if the organization adopts a well-planned onboarding approach, you will have a higher retention and employee engagement rate.

Retaining a new hire can be very challenging in the first 6 months. Insufficient or disorganized onboarding can lead to lack of performance by the new hire or even an early exit from the organization. Acquiring a new hire has a high cost associated with it and losing them in the first 6 months can lead to loss of investment as well as impact business.

Let us discuss few of these strategies that can be help retaining the new hires.

Well-planned Onboarding Process

If the organization is following a well-planned onboarding program, then the majority of employees will continue with the company for a longer period.

But what is well-planned onboarding? Well, it is all about planning, scheduling, and how you communicate about the organization’s policies and processes, mission and vision as well as the important skills and knowledge a new hire should have in order to perform well.

If the organization has a well-defined onboarding program, then the new birdies will have a clear picture about their role and goal. It also lays out clear-cut objectives and its measure.

Before embarking them on the job, help bring clarity to the new hires about the organization, their roles, responsibilities, and resources available for utilization.

Good Rapport of New Birdies and Managers

The onboarding process should help the new hire understand the organization and its culture. Other than the senior management and HR, it is essential that new hires have frequent interactions with their managers (especially during the initial ramp up period).

For new hires, managers are best positioned to provide clarity about KRAs and the parameters to measure a success. For this, managers themselves need to be oriented on what topics to discuss and how. For example, key business growth aspects, customers, and strategies. Accordingly, managers can allocate assignments to them and set the competencies that they are expected to demonstrate.

Tips to Make Onboarding Process More Exciting and Fruitful

  • Welcome new hires nicely and avoid inundating them with unnecessary and monotonous paper work. Instead, focus on making the entire experience more fun by engaging them.
  • Give some time-slot to the senior leaders or founders to have a brief introduction.
  • It will be really good, if you can prepare a detailed plan (ideally for 6 months) and share a checklist of various activities new hires must essentially know. Track the checklist with them to fine tune as and when required for other new hires.
  • Use interactive ways to explain the onboarding process, such as videos, links, or interesting graphics explaining the various aspects of the organization.
  • Organize formal training for the new hires so that they can match the speed of the existing employees.
  • Share formal and informal feedback with the new hires. It helps in keeping their performance on track. You can also provide suggestions while interacting with them.


If the organization has a well-planned onboarding approach, then it will help in increasing employee engagement, improve performance, and reduce attrition rates. There are tools, like HR-One HRMS that can help in achieving your goals and increasing the revenue of your organization.

86% of new hires make their decision to leave or stay within the first 6 months. Time to Rebuild your Onboarding Strategy!


By HR-One Team
January 30, 2017

As a person in HR, have you ever faced any of the challenges given below?

  • Your responsibilities lie on giving a fair performance appraisal of an employee. But feedback indicates that there are biases despite your best efforts. How do you have a transparent feedback system?
  • The attrition rate is high. The CEO is asking for an explanation and expecting the trend to reverse. How do you do that and sustain it regardless of the challenges that come up for the organization?
  • How do you groom skill sets of your employees so that they can meet customers’ expectations?
  • Have you ever received a feedback from your employees that your systems are the biggest pain-points while entering or searching any information?

Wouldn’t you be interested in finding out if there is a way you can overcome these seemingly insurmountable challenges? Well, there is a way. You need to transform yourself from a traditional HR to a contemporary, data-driven HR. The more you take decisions based on facts and data, the more likely the outcomes match your intent.

At the very least, having centralized and connected HRMS will help definitely reduce a lot of pain points in the way you are managing your information today.

Below are some use cases where data-driven approach can be helpful to overcome the above-mentioned challenges.

  • Centralized and secured employee data that allows you to manage all HR administrative actions. This can help you easily search employees’ details and view organization hierarchy.
  • Introduce self-driven approach where employees directly update their personal and professional information. This also makes the information instantly available and accessible to anyone with the appropriate rights.
  • An automatic way to track time and attendance, which will eliminate the chances of having errors due to manual entries.
  • Check retention issues by looking at the data related to compensation data and employee satisfaction.
  • Gathering information through appropriate data-points to identify employees’ skill gaps and finding applicable training required for the employees.
  • Manage performance reviews of employees through data-points that can help in achieving unbiased reviews about employees across the vertical hierarchy.


When HR adopts appropriate data-driven approach, most of the challenges mentioned above will start getting resolved in a logical and scientific manner with least amount of effort.

How a Data Driven Approach can help HR?


By HR-One Team
January 27, 2017

As industries undergo changes over the years, Human Resources (HR) too needs to keep pace with the new challenges. Some of the biggest challenges faced by HR include:

  1. Onboarding employees
  2. Retaining and rewarding employees
  3. Leadership development

Onboarding Employees

The turnaround time for projects is getting shorter these days. New employees don’t have the luxury of time to learn about organization, its values, and about the project. Onboarding employees with the help of software that covers all areas independent of manual inputs help reduce the turnaround time for onboarding.

Retaining and Rewarding Employees

Employees are direct contributors to the productivity and outcome of a company. If employees are not motivated, their productivity will sag and hence the company outcome. To overcome this hazard, you should regularly try to track employees’ performance and productivity through a performance management software system. These include any initiatives taken, appreciation from customers, helping teammates, conducting training sessions, etc. Measuring on these parameters, you can reward employees and motivate them so that they can be retained in the organization for the betterment of the company. As an HR, you should take time to appreciate the deserving employees and they will reciprocate in a thousand ways.

Rewarding can also include pay increases, assigning projects that can increase an employee’s roles & responsibilities, and few other benefits like flexible timings or telecommuting to keep employees happy.

HR professionals should understand what helps motivating company employees, and try to implement them into compensation systems.

Richard Branson, Founder of Virgin, rightly said, “You shouldn’t be looking for people slipping up, you should be looking for all the good things people do and praising those.”

Leadership Development

Leadership is a key challenge for HR and therefore, it is very important for the HR teams to consider defining a succession plan where employees with the potential can fill key business leadership positions in the company. As companies grow and expand, developing leaders is also essential. Successful companies that work on leadership development are also working on employees’ retention. A great leader is one who will always take the team with him/her for the betterment of the company. Use training software to help cultivate leadership skills.


Of course, these are not the only priorities for HR. There are challenges in learning management, performance management, and compensation management, etc. Using updated technology and software design for HR processes, you can overcome all these challenges and provide organizations with the most business value.

Top three challenges for HR that can be solved by use of Technology


By HR-One Team
January 16, 2017

Decision-making is a very complex process of a human thinking. There are various factors that might pitch in and can intervene with different results. As an HR professional, it is necessary for you to evaluate people, products, and services on regular basis. But what measures you should take to ensure that all decisions you will take are fair, non-stereotyped and unbiased?

Using the following techniques, you can make sure that your decisions are not one-dimensional or gender biased.

Select employees

Grab a cloud based hiring system that is easy to use and does not require much time for IT training. A good hiring management system will always be fair, simple, and transparent for everyone who are using it. These software systems allow objective decision-making and helping avoid personal opinions and biases from overshadowing the decision-making.

Identify employees’ skill gaps

A performance management system can help you understand your workforce in a better way. As an HR, you can use these types of tools to gather employees’ skill-sets related information. The information can be looked at as trends instead of going into each individual’s gaps and will help you identify what strategies to follow in order to cover those gaps. These types of systems will help you test, access, and maximize the potential of your employees. You can easily measure employees’ competencies within a defined period of time.

Train employees to keep them up to date

You identified the skill gaps. Great! How do you address the gaps? Use an effective Learning management system to easily track, manage, and distribute learning material (of any kind) to your employees and help them bridge those gaps as per your goals.

Retain and reward employees

If you have a centralized system where you can keep track of your employees’ performance in terms of initiatives taken, appreciations from customers, feedback from teammates, number of trainings conducted, then sky is the limit!

You can see trends that would not be available to you otherwise. You can co-relate data points to arrive at a decision. Keeping track to all this information will help you can taking unbiased decisions based on facts and rewarding employees accordingly.


Intrigued by what you read? This is just the tip of the iceberg! Once you move towards data-driven decision-making, you are at a completely different level! No more accusations of biases! No more wild hunches! The best part of the data driven approach? The take you the HR from focusing on data input collection to focusing on analysis and strategy for the organization. Wouldn’t you want that?

How a data driven HR can avoid biases in the work place?


By HR-One Team
December 21, 2016

There once was a time when technology in HR meant nothing instead of sending too many emails on a daily basis. Today things are very different – many new technologies are now coming to HR, and they’re literally changing the face of this human-centric department. HR technology continued to improve in 2016 and many trends were observed throughout the year. Let’s see top 5 of those trends at a glance:

#1. Employee Centric Apps

Wouldn’t it be great if your employees can easily keep in touch with your company even if they’re on leave? Think how much of a difference it can bring. Thanks to technology, It’s no longer a difficult thing to do. By utilizing some employee centric apps for business purposes HR managers are managing employees more effectively. This led to development and increased utilization of such apps in 2016 by HR departments.

#2. Predictive Analytics

Analytics are the talk of history – the future is about predictive analytics. And the good thing is that businesses have already realized it. In 2016 many businesses of all sizes tried to involve predictive analytics in as many operations as possible, including HR.

#3. Social Media

The use of social media to recruit and stay in touch with employees also continued to increase in 2016. LinkedIn remained a major resource among HR mangers to find and recruit talent, and Facebook also made its official foray into offices by launching its “Workplaces by FB” platform. All these tools and technologies have made social media an even more crucial tool for HR departments and employees both.

#4. Gamification

Work doesn’t feel like work when you’re playing with it. And same can be said about learning as well, because gamification techniques are helping HR managers train employees in a faster and more economic manner. Yes – this year some of the biggest corporate names in the world like Cognizant, Deloitte, Marriott, Aetna and many others utilized gamification techniques to train their employees.

#5. Real-Time Performance Management

It’s era of real-time – whatever can be tracked in real-time, is being tracked in real-time. Employee performance tracking and management has also followed this trend, and adoption of real-time employee monitoring solutions is increasing from a rapid pace in HR departments around the globe. Solutions like ActivTrack, Activity Monitor and Teramind grew considerably in 2016.


Though HR technology is improving, it’s still in a nascent stage. Majority of businesses have still not even heard about these technologies, let alone utilizing them. But the way their adoption is increasing we can say with certainty that in 2017 many more businesses will be using them. Therefore, you too should give them a try – who knows if they can serve any (or even many) of your purposes!

Top 5 HR Technology Trends Adopted by HR in 2016


By HR-One Team