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.

September 13, 2017

The role of HR is undergoing a phenomenal change as things are becoming agile day by day. Technology is changing the way we work, communicate, perceive and above all how we live. Work-life balance has gained all new meaning. In an era where the talent has gone digital, Digital HR plays a key role in supporting when business is growing and going through a major transformation. According to recent reports published by firms businesses are gradually relying on advanced technology to improve employee experience, engage employees, make data-driven decisions, acquire, retain the best talent and streamline HR processes. This is a time for valiant decisions, new strategies and to introduce an advance technology for HR professionals.

Mature, Trusted and Robust

Thanks to the modern HRMS entering the space, you can get easy to use, feature-packed software that can ease down the way you do business. By bringing some amazing new technology and functionality to market, HRMS is a great tool for  learning and development, performance and talent management, new-age recruiting, online learning, leave management, employee engagement and employee communications. Further, with HRMS employees are more in control of their careers and professional life, which create measurable impact on various business matrices.

Automated processes

As with many business processes, a large part of HR function is data entry and reporting. Without an integrated ERP system, you probably have to struggle more to pull data from numerous sources which is time consuming. This is time that can best spent on more strategic and decision-making tasks.

An ERP once configured will be more accessible. This makes it easier to enter and pull data together into reports. Since large parts of daily tasks can be automated, you can get real-time data without any delay and undesired efforts.

Enhanced sharing of information and collaboration

HR is a central function of any business and HR people needs to collaborate and share information when necessary.  Without HRMS, this likely means you will have to dive deep into chunks of paper and compile it into a useable format. With an advanced HRMS,  data is stored in a central location, which means that data from different sources can be shared faster and effortlessly. This also ensures that the right data is shared, thus making it simpler for other teams to work and collaborate together.

Management gains a clearer picture 

It can be peculiarly challenging to gain a quick  picture of your employee resources, especially when it comes to identifying shortfalls ( e.g., employees who are constantly absent or late, etc.) and where improvements can be made. If you spot a candidate is consistently coming late, you can move quickly to address this.

Digital HR frees up HR managers’ time, enabling them to play a strategic role. With our HRMS Software, HR leaders can explore innovative ways to recruit high potential talent, engage and retain top talent, give best development opportunities and digitize their HR functions.

The New Digital World Of Work: Journey to Digital HR


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.


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


By HR-One Team
January 2, 2017

Every year comes with a new promise, new hopes and some changes! The workplace trends indicate changes that are based on surveys, having conversations with human resource executives and employees, involving consultant companies, etc.

Looking ahead to 2017, following are the top workplace trends that will impact how companies involve their candidates and try to structure their workforce.

Improved candidate experience

Companies are conducting interviews of several thousand candidates every year.  Bad candidate experience can also lower the brand image of the company affecting sales. If nothing else, bad word of mouth reduces the talent pool. In 2017, HR departments need to work on improving transparency and communication on the selection process.

Increased ratio of Freelancers

In today’s world, the turnaround time to start and finish a project of any kind has reduced over the years. Add the rapidly changing and evolving technologies to this mix and you will realize why companies are increasingly hiring freelancers who fulfill immediate specialist needs. Yes, in 2017, HR will need to focus on how to handle a larger chunk of their workforce as freelancers and how to manage the blend and harmony between them and the employees.

Improved employee retention

Employee experience and healthy retention programs are also important factors for any organization’s success. These are HR’s top issues, which affects the productivity of the company. In order to enhance experience and retain its employees, companies should invest in trainings, improving workspace, and introducing more reward programs.

Performance Reviews that are far more frequent

As an employee, you always want to get a feedback about what you are doing good and what you can do better. Getting it frequently means you can actually work on improving rather than waiting a whole year and just have it used as a measure for deciding revisions to compensation packages. Millennials and Gen Z don’t have the patience to wait for a year. They might just switch over to an organization that is more responsive. HR, across organizations need to establish and initiate the process of sharing employee feedback continuously.

Attract top talent through creative benefits packages

Currently, fair compensation is the most important for all employees. Besides, regular pay the other important employee benefits are healthcare coverage and work flexibility. To lower these costs and avoid flexible working hours where employees start job hunting, companies are introducing some new benefits, such as education and student loans, wellness programs, discounted gym membership, etc.

Introducing casual office attire and workplace culture

The year 2017 is going to be more the year of casual dressing as compare to the year 2016. When employers think about their employees’ well-being, the comfort level gets the priority.


2017 is going to be an important year when Gen Z starts creating an impact on the workplace with their feedback. They will also shape the workplace culture as did the millennials when they started. Above trends should be on any HR’s top list of priorities in 2017.

Workplace trends to watch out for in 2017


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
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


By HR-One Team