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August 28, 2017

Rapid and striking changes in technology have affected business in ways than we can’t even analyze, from globalization to workforce flexibility to robotics to transformation in human resources. If HR wants to continue play a critical role as it does, it must embrace technology to its core. With upcoming trends and latest patterns, the human resource department is swiftly moving away from the manual and tedious tasks to embracing robotics, cognitive computing and Artificial Intelligence programs. This shift is enabling HR professionals to engage more closely with employees and adapt HRMS software in their day to day operations, which can lead to more meaningful interactions within an organization.

There are many benefits that can be enjoyed after implementing a HRMS into an organization, such as:

Enable a Transparent, Paperless and Faster Hiring Process

Right from hiring request to offer letter, HRMS software helps you keep a track of all open positions and closures with stage wise statistics. It also helps hiring managers create new requests and track the progress on their requisition. Meanwhile, recruitment team can keep a track of TAT, progress and status of vacancies. While, other HR members can easily source and upload resumes from internal and external referrals, portals or an existing database.

Centralized and Accurate Employee Data Management

With an agile and smart technology platform, it is easy to maintain and track all employee records from different locations and departments. The software also eases the workflows for leave, attendance, help desk, and various user requests and approvals based on organizational structure. Moreover, each employee can easily scan information that is relevant to them.

Manage and Maintain All Financial Records Right From Hire to FnF

HRMS works best to simplify and expedite paid day calculation while meeting all statutory compliances. It also helps to manage and maintain all financial records seamlessly. Further, the software acts smarter as it defines multiple salary structures as per pay policies and generate auto salary breakup based on assigned salary structure. So, now HR department can be rest-assured of error free statutory calculations.

Plays a Critical Role in Performance Cycle

The HR software plays a critical role in gauging the performance of employees as per the set parameters. The system is also agile and transparent that ensures all users have clarity on role, goals and progress. It works by providing unbiased ratings for review and appraisals as per the fixed cycle.

Indepth-Analysis of HR-Critical Metrics

HRMS is a clean, simple, fast, and interactive software that gives you an in-depth analysis of all your data. It’s easy to read charts and tables generate instant and accurate insights. Further, you can create custom, dynamic reports to analyze data. HR leaders can share and view reports on basis of their given access rights.

Improved Security

HRMS can also improve your business’ security by reducing paperwork and associated security risks. Security has become a concern or at least a consideration for many businesses. By using this smart and agile software, you can reduce the cases of breach and limit your risks to minimum.

With HR software’s combination of speed, agility, transparency, automation and effectiveness, it’s no surprise that companies are actively implementing HRMS software in their workplace. HRMS can handle numerous tasks including recruitment, workforce, payroll, helpdesk, attendance and leave info, personal information and more. Is your business ready for a new HRMS system? Let’s connect, we can help you on the journey of transforming your HR department.

HR People: Why HRMS Software is All That You Need

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By HR-One Team
February 13, 2017

With the changing business environment, Human Resources too needs to adapt and align itself. Today, it is not enough for HR to just handle administrative tasks and recruitment. HR needs to be more lean and nimble to help organizations in growing at a fast pace. Some of the high impacts changes HR can undertake are given below.

Reducing Administrative effort

The Human Resource team members should have minimum involvement in collecting and managing administrative data. There are efficient Human Resource Management Systems that facilitate that. Freeing up the team members from such mundane tasks allows them to focus on analytical tasks, which are critical for helping the organization thrive.

Effective use of technology in Recruitment Process

Finding right candidates for the opening is critical to an organization’s success and at the same time a daunting challenge. Besides the technical skills, a candidate’s attitude and other soft skills play a significant role. Use of social media to analyze behavioral patterns will be a much more effective mechanism than trying to conduct tests of your own. Use of video based interviews can help free up time for both the candidate and the HR team members.

Create Employee Driven Environments

The HR team should help frame policies that invigorate the employees to drive the organization growth. This will free up critical HR team in enforcing and allow them to focus on analyzing the results of the policies and fine tune them to ensure that the environment motivates employees to drive growth. The other aspect is to provide employees with tools as well as rewards and recognition programs to channelize and fuel such activities.

Contribute towards Governance and Business Strategy

The HR can play a critical role in the company’s growth by contributing to the governance process and building business cases for the company’s strategic direction. This requires cultivating good relationship with the leadership as well as a good understanding of the business itself. Many organizations need support in areas of governance and HR can play a pivotal role here. Another outcome of this is that, due to involvement at this high level, it helps guide the downstream HR strategies and align them to the organization’s business strategies. This becomes more critical in the frequently changing business environment.

Conclusion

In today’s business environment, organizations need to be agile and ready to transform their business with changes in the environment. An HR team cannot afford to play the timeless, but rigid administrative role. It needs to come out of a data collection and tracking model into one where they are more involved in analytical functions with both leadership and employees. They play an essential role in analyzing with both leadership and employees and facilitating growth at all levels.

High Impacting HR Best Practices

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By HR-One Team
September 9, 2014

Numerous individuals believe that what employees need most from their employment is more money. Obviously, you have those where money is the most critical thing. In my numerous years encounter as a Human Resources proficient, I have found there are a few different things that were more essential than money. I build this with respect to my experience and acceptance by other Human Resources experts and their encounters, as well. There are numerous articles composed that substantiate this, also.

Employees put much of their time in the spot they work and performing their occupation. They need to be known for whom they are and what it is they do. Simply being distinguished by your employee ID number does not cut it – they need more. The developers of HR One, best hr software for small businesses, enlist a few expectations employees have from their company.

Characterized Job Expectations

Employees have notable desires when they have another occupation or if extra obligations are relegated. They expect their manager//employer to furnish them with what they anticipate from them. Things, for example, the hours they are required to work, clothing regulation, to what extent are the breaks/lunch, and who the key faculty are. The employer is in charge of giving the employee a duplicate of their present place of employment depiction so they know precisely what their occupation obligations are –

Trust

On numerous events, employers converse with and treat their employees much the same as a number. They don’t demonstrate any enthusiasm toward them; its about the company. The employer anticipates that their employees will be dependable and devoted to the organization, yet normally doesn’t know who the employee is with the exception of they are a warm body doing the work. I consider how the CEO or Senior Management Team would feel being dealt with the same way. We all know the response to that one.

Perceive how administration anticipates that employees will regard them. It is exceptionally hard to show admiration to somebody who does not demonstrate any appreciation to you. Employees need to be regarded. They have to realize that they are regarded for who they are and the occupation they do. All of administration needs to get to know their employees, converse with them with deference, and let them realize that they are esteemed. They are an essential piece of the organization and they have to be told that.

Trust is a paramount part of the employee–employer relationship. Administration needs to trust its employees and reveal to them they believe them. Employees need to trust their employer. There is a suggested trust. The employer believes the employee to accomplish the employment and to do it well. The employee assumes that the employer will furnish them with the devices and training required to do their employment.

Correspondence

Your employees search for you to speak with them. They have to realize what is happening inside the organization and in their specialty. Employees need to have the capacity to talk openly, make inquiries, and make proposals realizing that they will be listened to. It is essential to them that you hear them out, as well as you hear what they are stating and will give criticism.

Holding staff gatherings in any event month to month is an extraordinary approach to keep open lines of correspondence. It is a decent thought for Senior Management to lead Employee Forums month to month. This gives the employees the chance to talk unashamedly to administration without any apprehension of countering for saying what they think or are feeling. At this point, they may need to make proposals about thoughts they may have that will profit the organization. Employee Forums are an incredible approach to keep lines of correspondence open.

Training and Growth Opportunities

It is the employer’s obligation to verify that its employees are given the essential training so they can do their jobs. Offering on location training is an added advantage for the employees. It provides for them the chance to enhance their current aptitudes or learn new ones that can improve the employment they are presently performing. Offering to send your employees to offsite workshops to comprehend what is new and applicable to the occupation is beneficial. They can put to utilize what they have learned and offer the data with different colleagues that will profit from what they have learned.

At the point when people search for work and get contracted, a large portion of them want to stay with that organization for a decent time of time. They trust that they can develop inside the organization and get advertised from inside. Employers who empower inward development and pushing from inside create positive employee assurance. Blissful employees generate a beneficial and enthralled nature.

Recognition

Most employees do the absolute best occupation they can and they take pride in their work. All they need as an exchange is to be perceived and recognized for making a decent showing. A few employers are bad at perceiving their employees or their achievements and others make an extraordinary showing with it. Employees need to realize that the commitment they make to the organization has any kind of effect. Recognition can start with trying to say thank you for an occupation well done. Show increase by having an Employee Thank You Lunch. Present your employees with a Certificate of Appreciation for making an extraordinary showing. In the event that your employee(s) do something uncommon, you can recognize them by putting it in the company bulletin.

So you see it’s not only about the money. Employees need to be locked in. They want to be an integral of the company. Be imaginative – there are bunches of things you can do. The employees simply need to realize that they are increased in value.

What employees want from their jobs?

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By HR-One Team
August 12, 2014

Why are employees in a few organizations blissful to stay with the organization while others search for a change? The reason is that a few organizations know how to take great forethought of their employees and give a working environment that helps them hold their personality, while substantiating themselves and developing alongside the organization.

Here are a few of the best HR practices that assistance in the making of a profoundly fulfilled and inspired work power.

Work Environment

A sheltered and blissful working environment makes the employees like being there. Everyone is given imperativeness and gave the security that provides for them the inspiration and motivator to remain. This is typically accomplished through inner overviews to discover whether they are fulfilled and if not what they think needs to be changed.

Open Management

Employees dislike the inclination of being kept oblivious about what is occurring in the organization. They feel propelled and create energy just when the administration opens up to them and talks about the organization arrangements, deals, customers, contracts, objectives and destinations. This supports participative administration. Approaching them for plans on the most proficient method to enhance will get their innovative juices streaming. Being open about everything identified with the organization will help in building trust and propelling the employees. This open administration strategy could be worked on utilizing a few instruments.

Execution Incentives

Each great execution is acknowledged as a gesture of congratulations, rewards or giving some other payment for an occupation well done. Associations that strive to stay aware of the whittling down rate are generally those that think employees are “simply” doing their occupation. Regardless of the possibility that it is the employee’s occupation, finish in a calculable way calls for a motivator, and this goes far in boosting the staff spirit. These motivating forces could be executed at the single person and in addition the group level and it has been seen that this works ponders in getting the best out of the employees. Anyway it is essential to remember that these rewards ought not be given without a reason, unless it is a guarantee for yearly rewards or some such thing. Doing so will just diminish the apparent estimation of the rewards.

Execution Feedback

This is one the routines that is continuously trailed by numerous associations. Criticism is taken from the supervisor, as well as from different seniors and subordinates. Beforehand, gratefulness was just looked for from the quick supervisor or the administration, yet now associations comprehend the criticalness of gathering execution input from a few quarters. The presumption of everybody matters, particularly for somebody who is in an administration part at any level. Every individual in the group is in charge of giving helpful input. Such types of framework aides in distinguishing individuals, who can perform well as pioneers at more elevated amounts in the association. Indeed the senior level directors can utilize this framework further bolstering their good fortune, as an apparatus to enhance them.

Employee Evaluation

Each organization has an employee assessment framework set up. However, a decent framework joins singular execution to the objectives and necessities of the association. This works well when accomplishments are followed over a year. For a reasonable audit of every employee, the assessment, separated from being carried out by the manager, ought to be carried out by someone else at a more elevated amount, for whom the employee’s commitment is vital. Evaluations can additionally be gotten by different employees. This guarantees a reasonable and precise rating of every single employee.

Imparting of Knowledge

Learning offering is a great methodology that aides in the wellbeing of the employees and their work. Keep all the proficient data in focal databases that could be gotten to by every last employee. Case in point, if an employee is sent on some preparation, the learning that is gained by that employee could be put away in these databases for others to gain from it. Indeed imaginative plans that the administration considers fit for employees to see, might be put away here for all to see.

Expose Good Performances

Each organization has a few employees who beat others. Such exhibitions ought to be highlighted and showed where different employees can take a gander at them, for example, on the showcase sheets and intranet and so on. This will urge others to give their best. A legitimate framework ought to be set up to make an arrangement of high exhibitions at particular times in a year.

Communication

Effective associations sustain thoughts and they comprehend that employees who are really meeting expectations and know the business can give the best plans. The administration ought to have discourses with employees to get these thoughts out of them. There can additionally be recommendation boxes to catch these thoughts. Through this framework, supervisors can discover skilled employees and create them.

Rewards

While distinguishing of ability is very vital and must be brought about a noticeable improvement path than holding services and affirming to the entire world (the employees), the accomplishments of a kindred employee. There might be nothing preferable for an employee over the potent feeling from a resonating praise.

The Surprise Factor

Who doesn’t like amazement? Surprise meriting employees – when they are slightest expecting it. It could be a blessing testament or a little remunerate or something to that affect. This astonishment doesn’t need to be restricted to the best entertainers, yet it could be arbitrarily given to others as a propelling variable as well. Anybody could be given this shock reward.

HR-One HR Management Software developers suggest that these sound HR practices support the development of the association as employees after all assume a real part in the prosperity of an organization. Making an employee feel like a million dollars pays as the achievement of an association.

Best HR practices for successful companies

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By HR-One Team