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May 25, 2015

Human Resource department is responsible for training its employees regularly. There are times when companies get tired about constantly hearing about the ‘importance of training programs’ and insist that they do not take the matter lightly. In fact, some will go a step further and show the frequency of training programs to put a rest to all the ‘you should offer excellent training programs to your employees’ statements. However, there is a difference between just offering lot of training programs and them actually being successful.

You can provide all the training in the world on every single day, but if it’s not designed to deliver successful results, then the purpose of training is lost instantly. Tapping the benefits of latest technology would also fail and can be costly if the end result of training is not successful. Companies should make an effort to combine the successful training technique with the capabilities of the best web based HRMS software to get the desired results. Let us see how to approach the training aspect to get the most out of it.

–          Analyzing the Problem

Training is usually a response to a problem area. Is there a new skill to be learnt to perform better in the project, do employees need extra training to get accustomed to a new technology, or do the employees have to be re-trained? Multiple questions on the same lines should be asked. Once the problem is analyzed and all possible training related questions are explored, accurate answers can be reached. One can figure out if training is actually required and what kind would be necessary. Unnecessarily providing training is as futile and damaging as offering no training at all. Spend substantial time on research as it will provide answers as well put across questions that you might have missed. Analyzing the problem fulfils the first step.

–          Designing an appropriate plan

Once the problem area is clearly analyzed, the next step is to develop a training plan that caters to solving the ‘problem’. The best payroll management software can assist in providing data that could help companies in this stage. This is where all the existing gaps are determined and experiences/requirements of trainees are considered. Based on the two, appropriate plan is designed. This is the stage where it is important to remember that not everyone requires the same plan in spite being on the same project team. The training plan should be developed around the varying degrees of expertise, qualifications and requirements of different employees. The training plans should stay away the ‘boring’ zone and focus on being fun, visual, interactive and engaging.

–          Implementing the Training Plan

Once the training plan is developed, one has to implement it. The schedule of training and further details can be intimated through web based HRMS software. Encourage employees to actively participate in the same. Identify the right time to implement your training plan. If the timing is wrong or if the concerned employees cannot make it for training, then even a well-designed plan will see immediate failure.

–          Evaluate the plan

Develop a feedback system or assessment methodology to evaluate the success of the implemented training plan. Ask trainees if they got any value through training, encourage suggestions for improvement that can be incorporated in future trainings and if they have any feedback for the trainer and his/her training techniques. On the other hand, take suggestions and feedback from the trainers too. Consider all points and incorporate those in future training plans.

Trainers and as well the team responsible for designing training plans should come up with creative ways to make training an interesting experience. Taking assistance of interesting visuals, anecdotes or stories would make greater impact and make the session more memorable. If the knowledge imparted in training is lost after trainees step out of the session due to incomprehensible concepts and explanation, then expect training sessions to fail. The best payroll management software is equipped with training management system that handles all aspects of training and development. Utilize them in the way that best suits your organization’s training needs.

Use HR Software to ensure a successful training program

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By HR-One Team
May 7, 2015

Training sessions. For the management they mean a time when their employees can learn something new. For the employees, it can mean a time-off from their usual work and spend some time with their colleagues trying to figure out a new solution. Whether they like it or not, the importance of training sessions cannot be questioned. Training is a crucial part of the launch but improper planning can jeopardize your HRMS project.

How to Avoid HRMS Project Overruns

Every company should keep a check on the costs of their web based HRMS software to avoid overruns. Each enterprise may face a difficulty of its own but these are some of the most common issues that companies face. Avoiding them would save you money and more importantly, time. Budgeting can be tricky and is not everyone’s cup of tea but it cannot be dodged. The following pointers may help you if you struggle to handle the financial aspect of the best HR software..

–          Not committing to a coherent training plan

Most companies do not plan well when it comes to allocating the budget and time required for training. It is very important that the concerned management sits down and spends time thinking over crucial questions such as how many employees should participate in the training session, what kind of equipment is required for the training, do they need to outsource trainers or not, how can the consultants help with designing the training module etc. Tending to all these matters initially would help you plan your budget smartly. Approaching the issue with ‘let’s handle them as and when problems crop up’ would be the end of your bulging pockets. Every aspect of training will cost you differently so it would be better if you had an idea of where you money would go. Don’t fall prey to not committing to a coherent training plan.

–          Miscalculating the required training time

The training time required for different stages of HRMS implementation would be different. If it’s a new project altogether, the training time would be quite considerable as the employees need to learn everything from scratch. They would need to learn numerous unfamiliar functionalities before one gets completely confident of using it. The total time required could amount or days or even weeks. Having a skilled trainer who understands the exact scope of the training schedule is of utmost importance. On the other hand, if it is just an upgrade or an addition of a new functionality, the training time required would be much lesser. You do not want to miscalculate the required training time and allocate funds inappropriately. Over-budgeting and under-budgeting both would be problematic in their own way, so avoid doing either of them. Only way that is possible is through critical planning prior implementation or going live.

–          Frequency of updates of different applications

One advantage of having the best HR software is that it has the ability to evolve with the ever-changing and demanding HR needs. This comes with one issue that the training requirements also change accordingly. Higher the frequency of updates, more the training sessions required. It would be wise to get in touch with your consultants and get an idea of how many updates you would require to keep the HRMS relevant. Too many updates can meddle with your budgets and throw the plans off the track. Do not compromise on upgrades, but at the same make sure you don’t go over-board unnecessarily.

These three problems can hound you at different stages of an HRMS project, either during implementation or upgrades. Don’t let them stick out a tongue at you and tease incessantly with a challenge to bring your project down. Get in touch with your vendors and ask as many questions as you want, even if you think it will annoy them. As long as you save some money, you can keep others happy by rewarding them later on. Ensure that your training sessions are well planned and budgeted for every project that rolls out of your company. Make the best of the web based HRMS software, which can be achieved only by designing effective training plans.

What budgeting problems that can Jeopardize your HRMS Training?

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By HR-One Team
October 30, 2014

Everybody is familiar with the concepts and functions of a Human Resource Management System (HRMS) and a Learning Management System (LMS). These two softwares form the basis of a lot of organizations, which help them achieve exceptional results and achieve the desired targets. Individually, these may be one of the powerful and integral parts of the system, but when they both are integrated, they form an even stronger team that become a force to reckon with. Is it essential? Let’s find out.

But before that, let’s take a quick recap into what element does. A business textbook defines HRMS as the processes that lie at the intersection of human resources and information technology. It overlooks and automates all the functions undertaken by the HR department, which were initially executed manually. Some of the best HRMS software agencies in India can help you decide the best HRMS solution for your organization and implement it accordingly. On the other hand, a Learning Management System (LMS) is a software application that is used for the administration, documentation, tracking, reporting and delivery of training programs. It handles training data, education and certification details, and even the requesting and approval of training through workflow. But inspite of its potential for training management, almost all LMS rely on its integration with HRMS. Though this is isn’t an easy process, it will enhance the employee training program and give better reporting capabilities and accurate data.

Here we will list reasons why you should consider integrating HRMS and LMS.

  1. It will reduce the chances of Dual Data Entry

For any training purpose, it is essential to fill out the details of the employee undergoing the program. His name, position, location, department etc will be required to be documented before the training program starts. Without the integration, these details will be entered twice, once in HRMS and these details are stored in an LMS as it is.  Furthermore, details such as manager and cost centre are helpful for routing the workflow and for costing purposes. So, integration will lessen the chances of duplicated data, the effort to enter the same details twice and save a lot of time in the process. The data integrity is improved as there will be only one source for all data.

  1. Data Discrepancies are greatly reduced with integration

Without the integration, there are a lot of cases data discrepancies that arise due to running reports from two different systems, i.e., HRMS and LMS. There can be clash between the legal name entered in HRMS and just the first name or a nickname or a different spelling if it is manually entered in the LMS system. The best HRMS Software agencies in India suggest that integrating both the systems will eliminate such clashes and discrepancies. Moreover, basic HR data points like job title, employee location are entered rarely in the LMS, which can get outdated as compared to HRMS. Integrating solves this issue too.

You can start the integration by comparing the fields stored in the LMS and core HRMS. Answer questions like what is the support structure will be used to troubleshoot if there are questions about the integrated data or will the integration run real-time, hourly, nightly or weekly basis or what is the expected integration frequency. Once this is done, make sure that there is a shared ‘key’ data like employee’s ID number. The whole process is to cut down on the repeated ‘key’ data, if it’s not shared, you don’t need to bother with it at all. When there is an influx of new employees, they might get into the induction program without requiring all the data filling steps. So, when the time comes for them to fill in all the necessary details, make sure that the integration can solve any issue that may arise. And the last and very important thing is keep in mind is the security. Make sure it’s not compromised during and after integration.

So, we see that integrating the 2 systems is a really good idea and one should seriously consider it. Consulting companies like HR One can guide you through this procedure, so that you do not get overwhelmed by it. Good luck with the integration!

Managing Training with HRMS

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By HR-One Team