HRIS - Human Resources Information System Software

10 Reasons Why EmployWise is the best HRIS

• HRIS that offers everything you will ever need: EmployWise is a complete Human Resources Information System Software (HRIS). Hire-to-Retire and everything in between covering the entire life-cycle of an employee. It's plug-n-play modules let you start with what you need now and add more modules as you grow.
• Just Click-n-Go-live: With EmployWise you are up and running in no time. That is why it is the best Human Resources Information System Software (HRIS) today. Just answer a few simple questions and upload data from your existing spreadsheets and you are ready to go. No expensive consultants to whom you have to explain things over and over again.
• Power-to-the-People: No other HRIS offers the ease-of-use like Employwise. Your employees will love how easy it is to use EmployWise. It gives them the ability to manage their own information and access team information when they need to. With EmployWise they no longer waste time chasing paper and people. And you always have the most recent and accurate data without the pain of data-entry.
• A Cloud-based HRIS: Anytime, Anywhere: EmployWise is liberating. People can work from anywhere, anytime. It is a cloud-based Human Resources Information System Software (HRIS). From office or home and while on the move. Weave together all your people into one system no matter which location they work in.
• An HRIS that Grows with you: Employwise is the only HRIS that grows with you. Whether you have 5 or 50,000 people, Employwise works and grows with you. Add modules as you need them and configure them to the simplest to very complex HR policies. And all of this without any time and money spent on "customisations".
• Buy a seat not a plane: Take as much as you need and pay only for what you take. No buying hardware and software, no hiring expensive implementation consulting, no AMCs year after year and no paying for customisations and upgrades. Employwise is the only HRIS where you have a simple and low subscription charge for each module you use. Your cash-flow and balance sheet will both love Employwise.
• A Dollar for a cent: When you subscribe to EmployWise you get the same system that a Fortune 500 company pays millions to buy. EmployWise is a Human Resources Information System that is built on best IBM technology and hosted on the IBM Cloud. And you get millions of dollars worth of technology for just a few dollars.
• Winning you Everyday: With no long term contracts holding you down Employwise needs to win your trust everyday - this is what drives our Customer Success team. We work tirelessly to build online knowledge resources and ensure all your questions are answered as quickly as possible. We will not stop until you love our product, and that is our commitment to you.
• You ask we build: When you take the HRIS solution that is Employwise, you also join a growing and vibrant community where members share ideas and tell us what more they need from EmployWise. Your suggestions make our product roadmap. If you need something more, just ask for it and we will put in on the roadmap.
• Getting Better Every Week: New feature releases every Monday, not once a year! As new and better ways of doing things come-up, EmployWise brings them to you through it's weekly new feature release program ensuring that things you haven't thought of and we haven't built will be in there soon too without your having to pay for them. EmployWise is also your best protection against technology obsolescence as we cover that for you too. And in case you are wondering, all of this is seamless and automatic without any "migration" migraines.

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Introduction to HRIS Software

The term HRIS (Human Resource Information System) is basically known as the human resource information system, which can also be called the human resource management system. It is defined as the connection of information technology and human resources through the HR management software. This system allows both the processes and human resource actions to transpire electronically. There are vast majorities of businesses who are using the HRIS software to handle their number of activities which are concerned with human resources, payroll and accounting. This software will help the company to manage its human resource expenditures in an effective manner and also allow them to control and manage without allocating massive resources.

The companies who are using the HRMS software are able to increase their productivity in an appropriate manner. There are also massive numbers of solutions provided to the companies who are using HR management software. The solution provided to these companies consists of payroll, recruiting, HR and training. The HRIS software is fully equipped with all the latest features, which will allow the companies to create and analyze human resource reports in an accurate and effective manner. This software will also help the companies to manage their workforce in an appropriate manner. By the help of this online HR software the human resource administrator will be able to save a lot of time which he used to waste on dealing with non-strategic human resource activity tasks.

The HR payroll software allows the companies to handle their human resource and payroll activities in an effective manner. This amazing software will help to maintain the financial records and salaries of the employees, which consist of bonuses, deductions and wages in an appropriate manner. It will also guarantee that all the employees of the company receive their salaries and bonuses in an accurate manner. Most companies use these types of software to calculate the salaries and manage their payroll systems effortlessly.

The HRMS software has become a vital need for every small and huge business. This software allows the business owners to stay connected with their business even if they are travelling or gone abroad. The 24/7 connectivity of this software allows the business owners to easily manage their business and human resource activities in an effective manner. The growth of the popularity in HRM has made many business owners attracted to it which has become a vital need of business in the trade world of today. There are many online HR software which available online, that can be purchased and used by both small and large scale companies.

The HRMS software is a useful application for the business today as it manages human resources data, sales, feedbacks, leads and the support of the customer which is gathered and used for the analyzing of the customer to meet their needs and demands. The things that should be kept in mind for the best selection of the HRM system are researching your alternatives, web based vs. Installed HRM systems and the customer service provided by the human resource management system available in the market for the help of small and large business companies.

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EmployWise - There’s more to Employee Engagement than Just Work!

As the days unfold, businesses and companies face tougher competition and hostile plateaus being set up by consumers who want more from a company. With costs to cut and consumers to impress, companies are torn between these two facets. But there seems to be a ray of hope, Employee engagement! 

Wait, employee engagement?? What’s different apart from engaging an employee by providing him a job in a company? Well actually there’s more, and most of all it could hold the ticket in combating the scenarios most companies find their place in. 

Employee engagement surpasses far beyond than just engaging an employee with his or her respective work, it’s trying to inculcate a model in which an employee can find himself more responsible towards the company’s growth and ideologies. 

We have chosen five models from five of the most successful companies to share their take on employee engagement.

1. Make it strategic - Intel Corporation: Intel sets the stage up by sharing a vision and motto that links employee performances to their business strategy. Intel calculates each employee’s annual bonus directly based on its annual results. This not only incurs a dash of enthusiasm but also establishes a sense of greater responsibility within each employee.
2. Make it personal: Hyatt Hotels & Resorts - Global issues like climate change and biodiversity are issues which each employee is aware of but is hard to implement as a company. Therefore Hyatt Hotels have harnessed the power bestowed in peer to peer influence and social networking to hook up more than 300 green teams worldwide. Employees make use of Facebook and other social websites to post photos and queries about how they can make a change to the environment.
3. Make it Flexible: WalMart - WalMart recognized the need for employee engagement and took a radical step by assigning their own employee engagement schemes to the employee’s itself. Now the employees itself have synthesized a scheme called My Sustainably Plan (MSP) in which more that 2 million associates over 28 countries participate. The scheme encourages employees to share their goals, whether personal or work related to receive feedback from others on how well that goal can be achieved.
4. Make it Easy: Google - Google, already widely known for pampering of employees with knick knacks, educates its employees on the benefits of simple actions like turning of computers at night. Micro kitchens set up around every workplace are designed to encourage the use of reusable dishes and flatware.
5. Make it Last: Cliff Bar - To make an employee engagement scheme a success its vital to pursue the model as an ongoing campaign. Cliff bar has within its model benefit packages like incentives for actions like purchasing a fuel-efficient cat and building eco friendly homes. Ongoing momentum is ensured in weekly staff meetings where employees share ideas for a greener living. 

A good engagement program is a sure shot way to recruit and retain an employee pool with good talent. But engaging employees and encouraging them incurs a strong trust to blossom which drives innovation and creativity ultimately aiding to the company’s growth.

Employwise is a complete HR Software for the life-cycle of an employee including Leave and Attendance software, Employee Database, Travel and Expense Management. Start your free trial for 30 days....

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EmployWise: Designing Effective Performance-linked Compensation Plans

Performance based compensation is the variable portion of the total compensation and is paid when performance criteria are met or exceeded. Companies often tie variable compensation to individual, team or company targets. Such compensation allows companies to influence employee behavior so that they meet the specific company objectives. Creating effective performance based compensation plans can be very tricky. Here are a few things to keep in mind when you designing rules for your variable compensation. 

1. Make the targets achievable – While it is important to set high standards for your employees, it is equally important to make the targets not too difficult to achieve. Many leaders make the mistake of setting the bar too high. If your employees feel that they simply cannot achieve the goals set by you, they may completely lose interest in working towards the targets.
2. Make the goals clear and measurable – Everyday, I see a road sign on my way to work. It says – ‘Do not over speed’. That’s it. The sign does not say anything else and there is no other sign on that entire stretch. I am always confused. What is the speed limit? How much speed is too much? Here, even if I slow down, I do not know if I achieved the goal of not over speeding. ‘Do not over speed’ is not a clear goal and is definitely not measurable. It seems merely a suggestion. Your company incentives should be clearly defined and should be tied to measurable goals. In the case above, a more appropriate sign would say ‘Do not drive over 40 MPH’.
3. Use criteria that your employees can control – You should connect the right people to the appropriate targets. For example, you should not keep company profitability a target for a sales person who sells your products. It is not up to the sales person to ensure company profitability. If you want to encourage your sales people to sell more profitable products over less profitable products, you need to set individual product sales targets or change the product mix. In this situation, do keep in mind that if all your employees start selling the more profitable product then the sales of the less profitable product will plummet.
4. Do not change your Plans too often – It is OK to tweak the compensation rules and the plan structure in the early days of the performance period. However do not adjust them in the middle of the cycle. You run the risk of confusing your employees or making them think that the management does not want to pay their incentives.
5. Calculate the rewards accurately and pay immediately – At the end of the performance review, you should be able to calculate and pay the incentive quickly. Many companies finish their performance year in December and do not pay their variable compensation till April or even May. While it may work for some, your top performers may get demotivated and disengaged with such a long delay in getting paid. If your incentive rules require you to do a ton of spreadsheet work and is becoming taxing on your HR, you should look into getting a quality compensation management solution. A good tool will reduce your overall time to calculate variable compensation substantially and will provide you with greater accuracy over manual calculations.

Remember not all incentives offered by you need to be monetary. While additional cash is a good reward, there are other cost-saving awards that can motivate your employees just as much. Many service based companies give reserved parking spots each month to the highest performer of the month. For high performing working parents, companies have started to offer flexible hours and work-from-home benefits. Such incentives cost very little and go a long way in creating a motivated and energized workforce. Other rewards such as faster laptops, latest phones, catered lunches and additional training can create a win-win situation for the employers and the employees. As the employee enjoys these awards, the employer gets a more productive and skilled workforce.

By keeping the above in mind, you can create a very efficient, effective and extremely manageable performance based compensation systems that will not only motivate your employees but also help you achieve your company goals successfully.

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EmployWise - Does HR Automation prove to be Beneficial?

The term HR automation means using computerized technology for managing the employee matters and issues for improving employee retention and reducing overhead costs. The Human Resource department in any organization handles different tasks which often lead to a very hectic process and increases the expenditure of the company. However, automation of the HR department helps the employees to work more efficiently in managing the various HR issues like hiring employees, monitoring the progress, managing the employee benefits, etc. It is very important for the HR department to streamline the activities that prove beneficial for the organization as well as build new HR strategies that will lead it into the future. In order to reduce the unnecessary workload of the HR department, automation of HR processes by implementing self-service applications is of high priority for any organization. Moreover, automation of human resources lets the organizations to gain productivity and profits along with saving time through precise time management.

The Organizational benefits of HR automation

The employee task automation process helps in improving overall organizational productivity. The time spent on each employee task can be automatically handled without investing much of the HR department’s time and effort. 

With the help of high tech automation the HR department can store and manage documents electronically in more efficient and secured way, hence reducing the human effort with less expenditure of valuable work time.

The HR department handling various crucial functions of an organization like hiring, training and managing other efforts for organizational productivity are always expected to be perfect in their work. The automation of HR department reduces the chances of errors which is very critical to any organization.

The HR department of any organization plays an important role in terms of saving cost expenditure. Controlling the administrative cost expenditure along with increasing the efficiency of the business process in the organization is a top priority for HR departments. Automation of the HR process gives an edge to the organization in qualitatively handling these challenges with technology enabled optimized human effort.

Employee satisfaction also plays an important role when we talk of workforce retention in the organization. Here also the HR department has a very critical role to play. However, the time spent by the HR department answering employee queries and providing details about different issues can be very hectic when the process is manual & not technology enabled. Automation of the HR department provides the organization an upper hand in saving time and effort in this regard without damaging the overall productivity.

Hence, organizations can control the overall time spent, work process management and employee retention by automating the HR department and guide the overall productivity of the organization with quality execution of the processes with less human effort.

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HR Information Systems: Is It Really Challenging The Business Acumen?

HR Information Systems – Is It Really Challenging The Business Acumen?

Irrespective of the current economic scenario, the demand for enhancing the workforce is increasing drastically, these days. While some organizations are heavily investing in HR Systems to have a better view of their transactional data, others are finding it difficult to have an insight through data available in HR Information Systems. This is making HR a weak link.

The Untouched Goldmine... Without having a defined data flow and specifications in place for the set of HR metrics, analytics and reporting, people seem to sit on an unexploited goldmine. This again challenges the internal benchmarking and raises questions regarding Business Acumen being practiced by HR in any organization.

The problems start arising when decision makers require accessing relevant data in a reliable and timely manner, the HR Department is not able to process the insights given by the HR Information Systems, thus making it difficult for senior executives to make business decisions. This not only creates a missing link in organizational information, but also enlarges the gap between profitability and people.

Top-Notch Organizations Using HR Data...

There are some top-notch organizations that keep themselves updated with workforce analytics and manage their HR processes with accurate data. This facilitates them to calculate the impact of HR interventions, focus on right HR measures, have the best upshots out of Business Acumen and create data-driven business cases.

So, this may not only require investing in the best technology, but also a change in behavior and culture of HR department. The more managers will start taking useful insights out of HR Information Systems, the better will HR approach updated data with a level of inquisition. This will ultimately result in larger groups of internal consumers procuring the process. So, if you also want to be one of the “World Class Organizations”, just make sure that you are not sitting on top of an untouched goldmine.

Employwise is a complete HR Software for the life-cycle of an employee including Leave and Attendance software, Employee Database, Travel and Expense Management. Start your 30-day free trial....

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HRIS: The best solution

With the growing challenges in the HR space today, human resource professionals are eager to incorporate automation tools, which provide them with best results at their fingertips & would also reduce the paperwork.

Even though, spreadsheet is the most commonly used means, but it has many drawbacks. The major drawback is to carry out large amount of functions and also the chances of errors are very high. Hence, HR professionals are looking to adopt automation tools that can accomplish wide range of tasks through a single click, in such cases HRIS system is the apt solution for solving the problems HR professionals are facing while using the current trend.

HRMS or HRIS provides one stop solution for all the HR related work areas, such as recruitment, training, employee performance, payroll, retirement and many more. HRIS system provides large data storage, where the HR executives can enjoy the convention of self-service access to the online records. HRIS, being secure, prevents unauthorized intervention & also provides the ability of exporting the spreadsheet data into the system.

HR automating systems are user friendly, and ensure accuracy and consistency of data in a related database. They are not expensive & allow the organization to choose a plan that best suits their workforce. Also, there is no need for an in-house IT team to set up equipment or load applications. It enables greater accuracy in computing data, is faster and easy to manage.

Unlike the traditional software base, HRIS are also available as web based systems, which enables the HR professionals to enjoy the benefits of online management system, which makes the life of the HR professionals easier enabling them to access data instantly anywhere anytime. With such a system in place, the HR can now work even more flawlessly and focus more on the strategic part rather than transactional part.

Employwise is a complete HR software for the life-cycle of an employee including Leave and Attendance software, Employee Database, Travel and Expense Management. Start your 30-day free trial....

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How To Manage Human Resource Of An Organization?

Without any doubt, it can be asserted that the Human resource department is one of the very vital departments of the organization. It truly is an important resource of an organization, as all the policies and practices of an organization are developed and implemented by the human resource. This is the reason the organizations need to take special care of the affairs regarding human resource.

To manage the HR activities of an organization, there must be an Employee Management Software, which could serve to be an HRIS system. Every organization maintains its own HRM software, so that all the details regarding human resources can be recorded and utilized as per requirement. A latest development in this regard is EmployWise.

Following are some of the features and benefits of EmployWise HR software.

Information:  

Information is the most valuable asset of an organization, and should not be in everybody’s access. EmployWise has an Employee Self-Service Portal, which serves to be a central hub for all the information regarding human resource, and this information is readily available to the HR department. This portal makes this software a very fine HRM solution, which presents the information in a useful way.  

Recruitment Management System:

The initial procedure in all the HR procedures is the recruitment procedure, and at times, it can be tough to carry out this activity, as it can be costly and time consuming. No need to worry more, because EmployWise can save your time and money, and can save you from inconvenience. This software can centralize all the recruitment procedure. Now you have a single place, where you can post all the advertisements, receive applications, respond to the applications, and store important information. Moreover, the existing employees of your organization can apply for the emerging posts in the company. 

Leave and Attendance Management System:

Employees are not present every day! They often take paid, casual, and sick leaves. The procedure of writing an application for leave, and then chasing the respective authority, has become outdated, and has no utility today. With EmployWise, the employees can submit their leave applications online, and the application is automatically forwarded to the respective authority. This saves a lot of time and energy, as all the procedure is simple and fast.   

Benefits Management System:

All the procedures regarding providing benefits to the employees can be merged into one system. When you need to pay the perks to your employees, just create a single file for the payroll system, and pay them.

Appraisal System:

Every employer needs to know about the performance of the employees, for which a comprehensive performance management system is required. EmployWise serves a platform where appraisal of the employees can be carried out. Targets can be set for the employees, performance can be recorded, and feedback can be provided ultimately. This feature can be linked with the Training module, so that employees can be trained accordingly.  

Paper free environment

Organizations today are fed up of all the huge heaps of paper, and want to maintain a paper free environment. This is done to reduce cost, save energy, and cut down inconvenience of preparing, storing, and retrieving documents. Fortunately, this can be done with the help of EmployWise.

EmployWise is an all-in-one solution for all the activities regarding human resource, right from recruitment to appraisal.

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HR Investments – To Develop Innovative & Productive Workforce

For any organization to achieve a competitive advantage over its competitors, it is crucial to make good investments in Human Resources. This not only facilitates organizations to produce skillful and productive employees, but also retains the loyalty in them. And if you are really looking forward to long term gains, then investing in human capital can really prove fruitful.

Investing In HR

When we say investing in HR, it should not only include compensation, benefits and vacation allotments, but also the factors that affect the organizational culture. This is a sure short way to gain a competitive advantage in the market.

Keeping a long term investment perspective for Human Resource in mind, the fundamental principle of “making investments to gain ROI” must be utilized by HR professionals while taking decisions.

How To Invest?

Senior managers and HR should always focus on developing functional systems. Every investment done in this respect should have corporate values and fundamental management in the big picture. For developing a corporate culture, organizations should bring various benefits programs into play like paid training, job stratification programs, adoption assistance etc. These kind of programs also facilitate in retaining the current talent pool.

To ensure that a program will provide a ROI, the best way is to have an idea about the financial impacts. Various organizations are also dependent on “Utility Theory” for determining the potential ROI of these HR investments and the economic value of human resource programs. A strong culture always boosts the loyalty, commitment and cohesiveness of the employees towards the organization, thus developing an innovative & productive workforce.

Employwise is a complete HR software for the life-cycle of an employee including Leave and Attendance software, Employee Database, Travel and Expense Management
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Challenges faced by HR in India

The nature of Human Resource Management System is dynamic and widely fragmented which makes it difficult to follow a certain pattern of function. Due to the lack of any set rules and regulations to follow, it is obvious for the industry to face challenges considering its tremendous growth in the past few years. Expert research teams including industry players have made an approximation of 21% growth in last 4 years in India. Following are a few day-to-day challenges that HR industry is struggling to overcome:   

Hesitation to outsource: Organizations continue to grow their business prospects, which lead to additional human chain and promotions and salary revisions. As projects pile up and organization face the changes and starts adapting to them, the workload exceeds all limits and there is genuine demand to outsource certain sections of work to an external expert service provider. Although outsourcing has become popular recently, still many companies need to break the barrier and bridge this gap by trusting the idea of outsourcing.

New roles of HR: The increasing pressure of clients, cost limits, productivity issues etc. demands high levels of talent. This cannot be accomplished by only hiring talented pool of employees from the market; there is a need to understand the implications of learning and development of employees to enhance the work output. HR no longer refers to just human resources and has become synonymous as an umbrella term for various other functions within the organization ranging from recruitment to finance, learning and development etc. The HR heads need to accept this challenge, gather knowledge and spread it in most effective way to various HR personnel in the company.

High attrition rate: Indian companies now have a global presence and many foreign investors have outsourced their business here because of the availability of talent at low costs. This has created many job opportunities and higher salary range especially in the IT and ITES sector. This has led to lower loyalty levels and employees switch companies more often for better opportunities. This is one of the biggest challenges faced by HR, as they need to match their compensation figures with the industry and provide extra benefits to their employees to retain them for a longer period of time.

Managing Soft Skills issue: Employees are hired by their level of technical skills to match the work. However, as most clients are out of India, there is a need to cater to the diversity. This poses a challenge for the HR to find an employee who is talented as well as have decent soft skills to communicate with oversees clients.

These are a few of the many challenges faced by HR and addressing these is an even bigger challenge as every company has a unique structure.

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Performance Management, Defined

Performance management starts as soon as an employee is hired and ends when he leaves the organization. Between the two careful planning and a well defined model for performance management is necessary for its smooth working. 

Develop clear job descriptions

The act of defining job descriptions and aligning its respective competencies embark the journey of performance management. Job descriptions should be clear and crisp with least ambiguities. It should aid to showcase the ultimate goal and provide a detailed path towards it.

Select appropriate people with an appropriate selection process

Every employee is unique taped with them is an even unique set of skill sets. It’s up to the manager to align the job requirements with the relevant skill sets embedded in an employee. This helps in creating an environment of high job satisfaction among employees. Negotiate requirements and accomplishments based performance standards, outcomes and measure.

The sole reason behind employees failing to achieve goals is that they are unaware and in the dark in terms of what actions they need to perform.

Provide effective orientation, education and training

The crucial task before an employee is assigned a particular task is to monitor and evaluate his or her skill set and find out if any skill gap exists. If the skill gap is too wide, relevant training should be administered to the employee to aid in better performance towards the competencies.

Provide on-going coaching and feedback

Feedback is a crucial entity which boosts the morale of the employees. Feedback systems should be incorporated and religiously followed. A healthy environment of feedbacks should be inculcated.

Conduct quarterly performance development discussions

When regular performance discussions are conducted it sets an involuntary habit of reviews and feed backs. It also constantly provides the employee an opportunity to review himself and map his progress.

Design effective compensation and recognition systems that reward people for their contributions

Providing compensation is commonly disregarded but the fact that rather than the money its value redeemed is far greater than the money itself. Therefore its essential to chalk out a mode which links performance to rewards.

Provide promotional/career development opportunities for staff

It’s the sole duty of the manager in improving or acquiring the skill sets bestowed on his employees. It provides the employee to become more effective and also brings a sense of worthiness to the company.

Assist with exit interviews to understand why employees leave the organization

When a high performer leaves the company, it’s crucial the company tries its best to understand the withdrawal of that employee from the company. This would provide key knowledge and provide many windows for improvements. This feedback will help the company to maintain a high level of retention in its employee pool.

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Keep Rewarding and Benefiting!

Performance management is no longer an annual event. It has become a continuous project, with or without performance management software. The need to evaluate employees regularly especially in terms of goal achievement has become vital for all companies be it big or small. Mentoring is also an integral part of any employee’s development and performance management plays a very important role in gauging the need and extent for coaching and guidance. However, performance management in India is still in an evolutionary stage facing multitudes of challenges.

One of the reasons for this is ineffective communication. Once the employees’ performance review against set goals is completed, the measurements and relevant feedback needs to be shared with the employees in a transparent manner so that there is a scope for improvement in the future. Instead of an annual performance review, feedback should be given on a monthly basis. At the same time, negative feedback should not be delayed but delivered simultaneously. Withholding such information leads to distrust and lowers confidence.

Often poor measurement metrics are developed and while goals are set, no relevant measure is put in place. Performance metrics should be chosen keeping in mind the company structure. Irrelevant mapping can result in distorted results. Also, care should be taken while analyzing the data as any error can disrupt the functioning of the program. Similarly, the old system of keeping scorecards on employees for targets achieved has to go as it has no relevance in the current scenario.

Performance management system also lacks alignment between individual performance, departmental performance and organizational goals.  The gap between companies’ strategic planning and performance review is also a challenge. Strategic planning focuses more on the process and implementation while almost no thought is given towards the employees’ performance and development planning. Organizations need to adjust their goal setting and planning after assessing the employees’ performance.

Adopting performance management as part of the company policies is critical for both the employees and the management. Often, it is not taken seriously by the employees which results in misplaced expectations by the management. Lack of commitment by the management also impacts the delivery of an effective performance management system.

Employee engagement also plays a pivotal role in performance management. The year round process should be conversational and timely and employees should be able to solicit information and feedback from anyone in the hierarchy, making the interface more open. Activities such as team lunch, family days, birthday celebrations, competitions and motivational emails are some of the other ways in which employee engagement can be fostered. Incentivizing top performers without penalizing non-performers can be another way to ensure full employee co-operation. Rewards could be in form of public acknowledgement, financial inducement, educational break, promotion or even a vacation. 

In case of India, there is an urgent need to reduce the element of favoritism and biasness during the performance review. Issues like these should be addressed before it puts a dent on employee morale and compromises the performance completely.

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Why Employwise?

If you are the head of a company, the burdens you have on your mind are mostly about running your business effectively, getting more and more clients, products or projects, saving expenses and making more and more profit; yet you have an even bigger and totally non-productive burden on your mind and that is managing the issues related to your employees. It is becoming more of a habit, that CEOs blindly follow the traditional ways of solving their issues, this specific issue is either not on their priority list or the best they do is hiring a good-looking HR. Only a few care to think differently and discover the possibility of an Online HR Software which can make things easier from hiring to database management and from training to firing. What I am talking about is a complete Human Resource Management System, which will help equally the leaders in your company, the HR and the employees.

Employwise provides a state of the art facility and the services being offered are really impressive. This HR Management Software is based on different disciplines, encapsulating employee information portal, recruitment management system, leave and attendance management system, timesheets management, compensation and benefits management system, travel and expense management system, performance management system, training management system and separation and succession planning. If you see, from hiring to retiring, this Human Resource Management Solution is complete and does not ignore one single aspect of an employee’s life-circle at a company.

It makes easy for your employees to reach company’s directory and take control of their own data after it is initiated; they would be able to update their spreadsheets and HR would not have to take this pain. The HR may integrate this amazing Online HR Software to your website and this will make the recruitment process easier than ever for candidates and managers. Not only this, but this Human Resource Management System also helps the HR with setting leaves types, rules and hierarchies as per the company’s guidelines.

This HR Management Software is user friendly, not only by its interface but by its availability as well; it can be used from anywhere. Just imagine of having direct access to your HR, employees and team leaders anywhere and anytime, because it can be used from office, home or even while they are on their way. This system provides many modules which are designed and conceived according to the needs of any company and you can just add as many modules as you need and manage your work-force with ease and convenience. This Human Resource Management Solution serves one of the greatest purposes: performance management. It enables your team leaders to identify in a jiffy as to which person or team is not performing as per the company’s standards and correct them easily. Its recruitment management system enables team leaders to find the required talent, within the organization, which is most suitable for their project. Above all, confidence sells, and this amazing HR management system is available for a full month’s free trial, so do not wait, just grab the opportunity.

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