Employee Management Software: The Most Simple Way to Manage Personnel

Employee management software is intended to enhance productivity in the working environment and build the proficiency of an association’s HR department. This Online HR Software contain the ability to remove employee paper trails, time sheets, pay stubs, recover resumes, and leave balances, benefits, and employee reviews. EMS software is utilized as an online database with the ability of automated time sheets, and pay stub distribution. This product supports communication, tracking, administration, and accountability.

These Human Resource Management Solutions authorize HR departments to improve and oversee employee data by a click of a button. This helps build the productivity of correspondence and administration between the HR division and other employees on the grounds that the system is quick, simple to utilize, and displays information in an agreeable and organized way. This Employee Management Software likewise has following capacities that make it simple to track employee's responsibility, for example, timesheets and attendance.

It requires less capital investment including right from the software to consumer support solutions. HRMS software lessens the relative expenses as well as trims down the time and exertion utilization. The routine works and monotonous assignments expend heaps of time of the HR office and divert focus on business development activities and systems. The software performs the everyday routine tasks in more productive and feasible way like arranging the payroll, work time, internet recruiting, preparing modules, application system and trailing of overall business development.

One big benefit of such employee management software is the savings in cost. This product can possibly lessen regulatory and management expenses and builds information precision! Utilizing this amazing software solution reduces the errors, confusion and volume of information produced by duplicate information inputs.

These software are also adaptable with regards to mapping out your business methods. Features that improve employee management service and project management include online electronic time sheet, configurable business roles and report, incorporated access to computerized employee information, ad -hoc reporting capacities for proactive report improvement, and era of email distribution records by task, office, contract, area, or other user characterized classification.

People having project oriented businesses must have some sort of time and billing system. If you have big projects and need more employees on it, using these Human Resource Management Solutions to track their progress can provide you with a great deal of awareness into the progress of your projects that can make your business more profitable.

Read More

Human Resource Management Software: its multiple benefits

Human resource management is being considered as one of the prime aspects of business administration these days because satisfied employees are the assets of a business in its growth and sustenance. Human Resource Management Software is a tool for streamlining almost all HR activities in an organization with multifaceted functionalities.

As a whole, online HR Software works more vividly than a mere online repository presently. With research and constant development, HRM software is now rendering its role as a centralized resource of updated and multifunctional employee data so that with its help data analysis of HR operation gets easier as well as strategic talent decisions and general business efficiency and performance gets abruptly improved. Let’s check here how this Online HR Software works.

HRMS solutions

HRMS stands for Human Resource management solution and it is an all-encompassing responsibility including employee details data, leave and attendance data, records of compensation and benefits, hiring record, etc. HRM software keeps track of all these issues and maintains a repository of employee tracking program, which can be considered as authentic performance appraisal tool for extracting realistic HRMS solutions.

Performance Management System

Performance management system is a critical issue of calculating incentive and payroll management. This performance analysis support program helps in offering employee benefits which is reimbursed based on individual performance. The process includes setting up goals, creating reviews, providing feedback and offering due appraisal and offering training for all employees under one system: nowadays a Human Resource Management Software manages the entire analysis and extracts best and accurate data related to performance management.

Employee Management System

                                                              

Employee management system is the backbone of HR management of a company and it has multiple key areas. Some of the premium responsibilities of business management are taken care of like recruitment programs, employee compensation and benefits program, employee welfare programs, compensation and benefits, etc. with the help of human resource management software analysis.

HRIS Management

HRM software deals with multiple activities like payroll administration, time and attendance module, benefits administration module, etc. for supporting efficient and employee supportive HR Management implementation. HRIS software not only takes care of business data development/analysis but also takes due care of data displaying employee growth and sustenance rate of employees in an organization. Furthermore this software system keeps coordination with insurance, compensation, profit sharing and retirement related issues in an organization.

If you are looking for streamlining the HR management of your company without any major man power recruitment, the most compatible and cost effective solution is using Employwise: this HRM software will keep your human resource management flawless, efficient, and best result oriented.

Read More

HR Automation - Your Strategic Step Forward

Organisations now have to be more proactive in terms of its approach towards its employees, their aspirations and meeting their expectations.

With the opening up of economies and employees having more exposure to international trends, it is sometimes a challenge to meet their expectations. Large multinational companies bring with them global practices that are efficient and scalable and allow these companies to quickly scale up as per the requirements. There is a reason why these companies have managed to run successful businesses not only within their own countries but also beyond their boundaries. 

So what is it that they have that makes them so successful and robust and that they have the caliber to challenge local players. It is their ability to quickly align themselves, re-structure, re-organize, re-think, re-schedule and meet the ongoing challenges. And all this is possible because they are not dependent on people but on processes. These organisations have now become process centric. Given the large geography that these organisations now operate in, it is practically not possible to be people dependent and not having a robust system in place. Be it establishing their inventory control mechanism or the quality control or for that matter putting up a process for Finance control etc. Anything and everything is now process dependent.

But what is a process if its not adhered to, and that’s where the technology comes to salvage the situation. Technology allows an error free, controlled flow of processes that can be tweaked as per the requirements and allows interventions when required The Need for HR Automation While organisations can continue to work in the way that they traditionally have been working but there are some serious benefits that organisations can derive when they choose to automate the HR processes. It has been observed that a lot HR people’s time is spent on transactional HR activities that practically add no value to an organisation.

A simple processes like leave and attendance, if not automated consumes a lot of time. HR professionals will have to handle queries relating to leave balances, leave entitlements, policy clarifications, reimbursements management in person.

Similarly, in more complicated processes like performance management, training and development, it takes more time for HR to collate the data than to actually make sense out of it. Adding to it are the task of chasing managers for a timely completion of appraisals while handling other processes manually. And once the appraisals are finally done, HR ends up with huge heap of paper appraisals with lots of texts written in free hand and then it has to make sense out of the overall developmental needs of the organisation. It’s simply not aligned and it’s simply not scalable!

If automated, HR will simply control the flow and not push the processes in the organisation. HR acts as an enabler to a process that is supposed to happen rather than loose sleep over something that is beyond its physical control.

Automating a process not only saves the precious time but also makes it error free. If you’re interested in learning about what Key Traits you should be looking out for in an HR software or HR automation process, we invite you to join us on www.employwise.com

Read More

EmployWise: Anointing the Bruise of Performance Appraisal

Performance appraisals induce strong tremors as aftershocks which have known to cause cracks in the mental state of employee’s. These cracks soon transcend and escalate into wide gorges, which cause rifts between the employee and his company.

Majority of the company’s employ an appraisal model, irrespective of its effectiveness and even its implementation. But no matter its finesse in execution, the truth remains that the factor of subjectivity will play spoilsport in maintaining an impartial and unbiased appraisal review.

The factor of subjectivity is bred in our human nature, and the outcome is directly proportional to the vibes between the manager conducting the review and the employee being reviewed.

Companies have learnt to pause recruitment drives post immediately after their performance appraisal, as they are expecting resignations form employee’s, who have fallen victim to the cracks from their appraisals.Therefore it’s essential to practice damage control which perhaps may mend and prevent the loss of an employee which may cause a talent deficit in the organization.The best antidote is to invoke a fair feedback system immune to character assassinations of managers due to the rage of employee’s.

Indian corporate has established a dogma which is far fetched from the fact of introducing these feedback systems. This is due because, feedbacks systems turn volatile as they need to find balances between being negative or constructive irrespective of it being the truth. And the skill of diplomacy is not something everyone bags.

The best remedy is to create an anonymous feedback system which confines the feedbacks in an enclosure as options given and to provide a quality and fair canvas to the employee’s. Prominent measures need to be taken by the HR to provide testament to the worthiness of the feedback which may in turn be a reassurance to the employee’s.

Job satisfaction has a direct impact upon the manager and employee relationship, its the prime ingredient in cooking up resignations and causing alarming talent deficits. Good performers fall victim to subjectivity and often cause a large void in the talent pool of the company upon their withdrawal.

Upon introspection it can be noted that the performance of an employee is a complex equation harnessing the variables such as motivational factors, training, expected outcomes, resources, delegates and the extent of empowerment. If an employee fails to meet the relevant and required competencies it’s rather absurd to blame the employee unless it is a case of voluntary underachievement.

The crucial litmus test of an organization in an employee’s mind lies in the way the company treats its departing employees. Therefore the outcome of this test is what defines the rate of corrosion in the employee pool.

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....

Read More

EmployWise: Performance Appraisal, the Necessary Evil

Performance appraisal has always been deemed as part of performance management, due to the fact that it was the only window a company could employ to understand the performance and manage resources bestowed on its employees.

But rather than posing itself as part of performance management, the fact remains that’s its only a tool to manage performance.

Performance appraisal is known for its inflammable nature, which might turn relationship between the manager and his subordinates into ashes. It proved a hostile environment for talent recognition and earned itself a contemplation to extinguish it completely from the pages of performance management.

But recognizing talent remains a crucial aspect in a company’s step towards its growth, it’s imperative to seek out an employee’s forte and reference it with the competencies required. Therefore it’s apt to label performance appraisal as necessary evil.

In retrospect, a survey done among fifty firms concluded that all of them adopted some model of performance management, while it had worked for some but others had to rethink their model or to discard the appraisal system. Performance management lays out the canvas to paint a more efficient organization. It sets the goals and provides the talent and workforce requirements with a great deal of specificity.

The success of the model adopted relies on the way it’s sold in the company. The theme is to be objective. Goals need to be transparent and clear and should be conveyed to the employee’s without any degree of ambiguity. Lately conventional review systems are being discarded and a more employee friendly reviews are being conducted. It’s religiously followed and the cycle continues every year. It helps the employee to understand their strengths and aids the company to align these strengths towards the betterment of the organization.

When a working model has been discovered, the company switches gear and takes off in stealth mode towards the destination of growth. When competencies and employee strengths are aligned, a profound sense of worthiness blooms within the workforce which yields more productivity and harvests a better profit for the company.

Therefore rather than criticizing and curbing the appraisal system it’s advisable to make it in a way that covers all the facets of performance management system such as goal setting, performance feedback and goal based appraisals.

Read More

EmployWise: Performance Appraisal Software

Performance Appraisals can briefly be summed up as a periodic formal interaction between a subordinate and supervisor in the form of an interview, in which the performance of the subordinate is examined and discussed, with the aim of identifying and improving on weaknesses and at the same time building on strengths and other skills.

While this can often transform into a dreaded exercise involving plenty of paperwork, we at EmployWise provide a Performance Appraisal Software that can transform this process into a simpler and systematic one that yields better results. 

An effective employee performance appraisal system is one in which the goals of the employee are aligned with those of the company through a standard system of goal setting.

EmployWise provides a complete employee life-cycle management solution. Winner of the 2008 Beacon Award, it works on the simple premise of maximizing ROTI-Return on Talent Investment. We at EmployWise have created a Performance Management module which provides a flexible and efficient performance management system that allows employee and manager a self service enabled performance evaluation system while reducing the burden of mountains of paperwork from the shoulders of HR. Appraisal forms and reviews can be filed and obtained online. It also manages all computations and aggregations therefore saving the organization of the time involved in compiling company-wide performance data. The performance management module performs the task of creating, executing and analyzing a systematic, transparent and confidential performance appraisal process. As an automated, employee self service system, it provides the flexibility to choose from KRA, competence or Balance Scorecard method based management systems.

Employee performance is a crucial element of any organization. And performance appraisals act as the yardstick for determining individual performances at a macro level and also focus on identifying individual weaknesses.

The performance management module also enables systematic, efficient, regular and frequent reviews and candid and constructive feedback to the employee. The combination of the Performance Management module with the Learning and Development module creates a comprehensive employee capability development system.

All employees and managers of the organization can be ensured of complete confidentiality throughout the entire process and the EmployWise module enables employees to keep track of their career growth within the organization. It enables the mapping of role KRAs and KPIs as well as role competencies and also allows managers to get complete and easy access to KRAs to maintain consistent and good performances from employees.

Read More

EmployWise: Altering Performance Management into a Process of Nurturing Talent

Performance management and nurturing talent are both very critical aspects for an organization’s quality of performance and growth. The term performance management can be defined as the specific approach for getting successful results in organizations by improving the capabilities and skill set of the individuals.

However, the process of performance management in the current business environment does not solve the requirements of the current market trends. Basically, performance management is all about managing the workforce as a whole for ensuring maximum output for the organizations. The most critical part this procedure lags is the effort for nurturing of individual talent.

There are reasons why performance management procedure doesn’t prove to be fruitful in today’s business environment and one of the main reasons is the consistent transformation of the industrial workforce into knowledge workforce. The process of performance management only follows one way which has been decided upon by the management but individual nurturing provides room for multiple ways to approach various organizational situations. Moreover, the performance management is only directed upon maximizing product output and does not concentrate on competitive environment. Lack of creativity, collaboration, self-motivation and autonomy over important decisions are some other areas where the idea of management directed performance management process fails in the current market.

Practical Ways for transforming Performance Management into Talent Development

1. Organizations need to rethink on their limited ways of nurturing talents which is executed once a while. In the current environment knowledge enabled workforce and tasks, talent nurturing should be of highest priority and newer executable ideas should be repeatedly implemented in close intervals of time.
2. Encouragement and motivation are the two important factors for allowing existing talents to nurture within the organization. However, these two factors are successfully established when employees are allowed to have enough autonomy to express their new ideas in multiple dimensions of organizational work.
3. When it comes to enabling the workforce to function in a qualitative manner, training them with new arriving skills and creating an environment that allows them to share their knowledge is very essential. Organizations must invest with a strategic and ambitious manner in improving the training structures and communication channels between the employees.
4. Encouraging employees to play a proactive role in the organizations should be supported by a perfect reviewing of the talent and planning succession of positions accordingly. An effective and organized way of judging the eligible talent for various organizational roles encourages the whole workforce to dedicate healthy amount of their time in developing their knowledge based skill consistently.

Adding value to the ways that an organization functions depends upon how well the environment to nurture the employee talent is leveraged. Additionally, deserving talent should be awarded with more responsible positions and allowed to share their new and creative ideas consistently. An organization can only be successful when there is a steady flow of knowledge based talent who find its work environment further more useful to evolve with their skills.

Read More

EmployWise - The Rise of Employee Self-service portals

HR being the resourceful department first used employee self-service portals as a cost cutting method.  With the surge in technology, these SSPs are emerging as the new generation tools and proving to be contributors to productivity and greater employee satisfaction.

The SSPs  within the human resource framework allows the automation of the ever growing administrative tasks like payroll, benefits administration, corporate information, employee data base and training material. It points the Human Resource team in the direction of becoming a strategic and focal point within an organization.  These SSPs provide direct access to the employees to important information and eliminate the unnecessary HR processes that increase time and add to delays in these transactions.  This in turn frees up the HR team to work on value-added tasks like talent management, succession planning, staff development, performance and retention strategies and compensation & benefits policies.

A well-structured HRIS would allow employees to access the information through a completely web-based model using a web browser. The other kind of data that HR would be able to upload would be performance appraisal documents, all employee emails, employee handbooks containing update HR policies and guides.  Without these self-help portals, HRIS would only be useful for the HR team who would still need to labour to get these across to all employees.  With an EIP the onus to keep up to date with the happenings in the company, lies with the employees.

The automation of these regular administrative processes reduces the turnaround time for each transaction, saves on valuable man-hours being spent on a rote task, increases awareness and satisfaction both for employees and management and saves on the cost of possibly outsourcing these tasks.  HR leaders would be able to invest time in putting together metrics to accurately assess the cost savings and effectiveness of this self-help portal to justify its existence within the HR realm.

The automation of these processes eliminates mundane paperwork, streamlines routing and approval processes, enhances tracking and compilation of data for HRIS and replaces the old time consuming data management processes. With such accurate data in place the possibility of error is largely reduced and hence the stream of calls to the HR team to rectify such errors also becomes a forgotten story.

In addition to the lowering of administrative dependency on HR, it’s is putting the employees in the driver’s seat.  They feel a sense of empowerment as their vital information and details along with accurate business information is at their fingertips and is available to them to peruse whenever they are free to do so.  These portals also increase the sense of responsibility on the part of the employees with whom the onus lies to keep their personal information updated and also to keep abreast with the latest happenings in the company.  Since first hand and precise information is readily available, divergent information and rumors are kept at bay, leading to an increase in employee satisfaction and retention.

Self-service portals within the HR realm are highly recommended and would be desirable for many organizations.  HR is a crucial function and all the transactions, like other critical business transactions, require supporting data, are time bound and are part of a larger framework that support organizational goals.  The software on these portals must be easy to understand and use, keeping employees motivated and spurred on to keep it constantly on their radar.  Companies can think of allowing access of this self-service portal via mobile devices too.  This will empower the users even further and will reduce the time taken for information to be available to all concerned.  These Self Service Portals make for effective collaboration between the company’s processes and its most valuable resource – the human resource.

Read More

EmployWise - Streamlining the Process of Performance Management

Every company’s Holy Grail has been increasing efficiency, productivity and quality. The gold rush has always been in automating processes which result in achieving their targets. Automation provides a steady and constant outcome irrespective of most factors which can affect employees. Since automation has engulfed most processes in companies, is time to look at automating processes linked with managing human resources.

Considerable success has been felt lately with the automation of talent management, which involves recruiting, employee performance, learning management, compensation and succession planning. All these entities in the past were performed by HR pro’s and supervisors. Until recently automated software can perform the above tasks with minimal flaw and a significant increase in productivity. It also decreases the time taken by a landslide.

Organizational Alignment

Automating performance management software aids in providing an alignment in the workforce by tethering employee goals with required competencies to provide a streamlined path towards achieving company’s objectives. Employees can also link their individual skills with the company’s goal and visualize how they affect the company’s targets.

Supervisors are provided with complete details about how each employee is achieving his set targets and are given regular updates on progress. Overall, they tend to provide an increase in employee engagement and deliver higher performance.

Bench Strength and New Leadership

The importance of setting bench marks is to be aware of the required competencies and available resources instilled as skills among employees. Automation fits rightly in just doing so it could provide a common forum listing all the objectives and the required skill sets needed to achieve the objectives.

Employees can regularly refer to this forum and make adjustments to achieve the set goals.

Quality Employee Feedback

To provide moral support in order to ensure employees always remain focused, providing accurate feedback is crucial. Feedback provides a platform which not only boosts the morale of the employees but also provide relevant information based on how they are performing. Employees can use this information to alter the efforts so as to increase their efficiency and earn a good feedback.

Feedback systems are saturated and highly subjective when performed by supervisors. It is a highly time consuming process, but complex algorithms can be employed in automation to provide a worthy feedback and cut down immensely on the time taken.

Skill Training

Automating sets clear and precise goals and conveys the relevant competencies required. Supervisors and employees can visualize skill gaps and can deploy necessary measures to provide a bridge that can overcome those skill gaps. Tools can even provide managers the available resources such as training programs available which an employee can take.

Optimizing performance management process by automating it is one of the great ways to achieve it.

Read More

EmployWise: RIP Best Practices?

In a world dominated by Facebook and LinkedIn, there is no doubt that the Human Resource department, as we know it, needs to evolve. HR mainly comprises of two important objectives – personnel management and business execution. Personnel management has become completely automated, as a result of which, the services that needed face-to-face interactions earlier are now online anywhere and anytime thanks to web-based HRMS which offers ‘self-service tools’. Business execution has also become a round-the-year continuous process as it is easy to map individual goals and align it with the company’s strategic goals with the help of an effective employee management system.

HR, as we know it, is dying a slow death? No instead, it is slowly becoming a more powerful, significant and strategic unit for any company as the various processes are getting streamlined and updated data is available to the HR manager 24/7 for informed decision-making process to drive employee as well as company growth.

High-performing companies can now free their Human Resource team from transactional functions to focus on processes that support business execution like re-planning company goals, organization design, career progression, succession planning and goal alignment. These areas have been traditionally neglected in India till now but with the benefit of HR software, managers can accurately plan the training, development and coaching activities. They will also get more time to monitor employees through continuous activities and three sixty degrees feedback which can assist in identifying the right candidates for rewards and promotions.

One of my previous blogs dealt with the importance of applying technology in HR functions and I will say it again- “Technology has made it impossible for the Human Resource Manager to function the same way it did ten years back”. But technology in itself is not enough. It needs to be driven by the HR manager to make it more relevant and effective. Chuck Palahnuik, American journalist, once said, “right now, getting killed would be redundant”. I don’t know about him but it certainly holds true for HR in India right now.

Read More

EmployWise - Nothing suits me like a suit!

While many companies are turning to a more relaxed, casual work environment, a majority of companies in India have a strict dress code policy although there is very little employee acceptability for such enforced rules. Clothes have a way of reflecting a person’s personality traits and at the same time there is a definite psychological influence on the wearer as well as the audience.

Harvey Specter and Don Draper; two powerful men with good looks and important clients have a knack for closing business deals by their sheer presence. What else do they have in common? A love for suits! The two best dressed men of our times have a fetish for impeccable designer suits and not just because the dress code is so. Even Barney Stintson, America’s favorite lady killer chose his suit over a hot girl. Suits, the epitome of power dressing symbolizes confidence, success and ambition, all at one go.  In India, power dressing is reserved for once-in-a-month events like big-client meetings, conferences and ofcourse job interviews.

While many companies are turning to a more relaxed, casual work environment, a majority of companies in India have a strict dress code policy although there is very little employee acceptability for such enforced rules. Clothes have a way of reflecting a person’s personality traits and at the same time there is a definite psychological influence on the wearer as well as the audience.

Appropriate dress codes are important in a workplace as they reflect the company’s intention to stay focused on serious about their business. A compulsory dress code helps in enhancing and maintaining the company’s public perception and image.  This holds true especially when there is a lot of consumer interface like in banks, educational institutes, retail or consultancies. There is no direct link between dress code and productivity, but surveys point to the fact that casual clothes have a negative influence on the employee’s attitude and energy level. Many firms in India are flexible in their formal dress code attire and do not insist on female employees wearing suits, trousers and shirt or formal skirts. Indian formals (i.e sari and kurti) are also equally acceptable as long as they are not accessorized.. Quite a few firms in India even give out extremely detailed dress codes defining the appropriate heel size for shoes, necktie style or the acceptable jewelry designs. These restrictive policies do not work well in India as employees refuse to accept these given parameters most of the time. 

To avoid the hornet’s nest many companies just ask their employees to ‘dress professionally’. Then there are firms that encourage their employees’ uniqueness by simply asking them to ‘wear something’ like Google India does. Infact until a few years ago, employees of IT firms, dotcoms and even advertising firms could walk in to the office in tank tops, shorts and flip-flops. While such casual clothing attitude does encourage informality and a heightened level of casualness, employers should be proactive in creating and circulating a list of non-acceptable cloth items also. Specific dress code standards should be set up so that employees can differentiate between relaxed, casual and informal dressing styles. Also, the employer needs to lay equal stress on neatness and orderliness as things like unpolished shoes, dirty nails, uncombed hair are also a big no-no in the work-place but in India these things are pointedly ignored as they are too personal in nature.   

It is imperative to have a definite dress code in the office so that employees know what is expected from them and what is not acceptable. It should not follow a specific fashion trend but instead focus on the business environment as it should be appropriate. The employer needs to remember that the employees need to be comfortable in what they wear or productivity will suffer.

EmployWise is the only HR Software delivered in the HR SaaS Software model that provides total employee life-cycle management capabilities. Start your free trial for 30 days....

Read More

Employwise: One stop solution for your HR Management

HR management is perhaps the most intricate aspect of business management and it encompasses lots of organizational functionalities like development, wellness, safety, benefits, employee motivation, administration, communication, and training. However with changed dynamics of business management, HRM is now expected to support efficiently and prolifically to the general accomplishment of the organization's aims and business objectives.

HRM now plays a pivotal role in strategic directions, metrics and measurements for demonstrating a roadmap of business success by using its human resource asset. The supportive use of Employwise, Online HR Software, helps an organization to reach at the success base, and coordinates the overall HR solutions concerning an organization. It has a unique plug and play module which you can shape up according to your business requirement.

Employwise is effective for vast employee network no matter wherefrom they are working. Its HR support is extended for offshore and onshore employees with the support of comprehensive HR Management Software.

As a unique Employee Management Software, Employwise helps an organization to gain the ultimate trust of its employees. With this efficient interactive platform employees can be more assured and served well.

With Employwise an organization can streamline their recruitment management system in a better way. You can work with better efficiency in the selection process of your workforce and will get better productivity at quick turnaround time.

Employwise is a cost efficient online HR system solution that is equally helpful for strategic planning for HRIS solutions. The uniqueness of this management solution provider software is its adaptability and its easy customization with a specific company infrastructure. Here as a user you have no liability to buy and pay for any hardware or software. You can take the modules you need and accordingly you have to pay for it. It is a non-expensive way to take care and implement well planned HRM strategies for overall growth of your business.

Payroll management is one of the vital jobs of HR management, and it is intricate too. With the supportive HRMS Software from Employwise you will be able to manage attendance, the calculation and integration of leave and leave related benefits and payroll issue with optimum transparency and with right control without employing extra effort on them.

If HR management is a multifaceted responsibility, Employwise is a multifunctional solution provider. With new updates available every year and user friendly product features, it is easy- to-implement software platform for all sorts of business environments. In one word it’s worth investment as a comprehensive HR management solution.

Read More

EmployWise - ‘APPS’olutely HR

The face of the Human Resources department has changed significantly and it is now being seen more as a contributor to the profitability of an organization.  Organizations have made a paradigm shift towards viewing HR as an innovative business partner, which will help in building the core competence of the organization leading to sustainable growth.  The reason for this change is the competitive pressure in an extremely volatile business market place, where everyone is competing to better their sales, increase profits and grab the best talent in the market.

To have a crucial department like Human Resources as a purely administrative body seems like a waste of the sea of talent and scope available within this realm. Most of the administrative tasks that HR was earlier ‘expected’ to perform are just as easily outsourced or better still digitized to save costs and better utilize the human potential.  With this change of focus in mind, companies are investing in Apps for HR to make life easier and faster paced for all in question.

Let’s take a look at some of these Apps and Software deliverables.

Managing Employee Information:

The Employee Information Portal is the Employee Self-service management software. It is a central location for all employees to be able to view and update their personal data for accurate records.  This centralized portal allows employees to apply for leave, view current leave balances, review attendance records and other benefits attached to their employment.

This helps the HR teams by:

• Reducing the administrative hassle of updating every minute detail for an employee
• Recording of accurate data and eliminating duplicate entries
• Saves money on outsourcing and protects the confidential data of employees

Managing Learning and Development:

Training Management Software helps the HR team drive change and help employees pick up new skills or sharpen the existing ones.  This software helps to deliver training programs with a focus on enhancing employee performance and efficiency.

Managing Exit and Succession Planning:

Managing exits and planning towards replacements of exiting employees and having a clear stance of how an employee will move up the corporate ladder, are indispensable and crucial functions for HR.  This has a direct bearing on how employees and others view the company’s culture.  Exiting employees must be able provide their reasons for leaving in a non-threatening environment and their employment payment claims must be settled quickly and efficiently.  The outgoing employee must be given as much respect as the person chosen to fill the vacant position.  Also a consistently well performing employee must know that reward will come in the form of a step up and or an increase in earning.  Both Exit handling and succession planning are delicate subjects that must be managed with kid gloves.

Despite the importance of this feature it is provided by a very small percentage(34%) of human resource management software as suggested by a software research team. EmployWise is one of those few providing this feature.

Benefits of Exit Management are:

• Accurate and efficient handling of payment of outgoing employees
• Free up the human resource team to deal with more strategic initiatives
• Promote a culture of openness and the feeling of being valued

Software solutions for HR that integrate cohesively with the business and other software within the company, create a robust armor that protects the interests of the business and gives a boost to employee performance. The overall and combined efforts of HR and other business practices create a collaborative network leading to sustainable growth and increased financial returns. With so much technology around, it is ‘apps’olutely certain that HR will remain a value added function rather than just to support or provide administrative help.

Read More

EmployWise - 5 Key Factors to Increase Employee Motivation

Employee motivation is a tricky subject for most managers and organization heads. Yet it is imperative for them to handle employee motivation diligently since it forms the core for organizational success. Employee Motivation essentially means developing effective ways to recognize and applaud the contributions of your employees whereby they are encouraged to perform better and contribute more productively to their organization.

According to entrepreneur.com, employee motivation is “using both tangible and intangible rewards to keep employees enthusiastic, loyal and interested in continued improvement”.

One way organizational heads can improve the level of employee motivation in their organization is by first ensuring that there is a definite structure or setup that is well implemented within their organization for understanding, assessing, measuring and rewarding employee activities and achievements.

J P Maroney, the founder of People Builders has listed down five success keys to effective employee motivation. According to him, the key factors for employee motivation are satisfaction, appreciation, recognition, inspiration and compensation.

Satisfaction: When employees are happy at work, they are always motivated and productive than those employees who are unhappy with their work. Therefore, organizations must increase and innovate ways to keep their employees happy. There are different ways to improve satisfaction at work. Organizations must understand what the workforce needs – may be flexible hours, rewards and recognition scheme, opportunities for career growth, open-door policy or anything else – and “satisfy” these needs. This way, when you have satisfied employees, you are also likely to have satisfied customers.

Appreciation: Employees like to be recognized for their efforts and their contributions to the organization. Therefore, managers and organization heads must make honest attempts and take every opportunity to openly praise and appreciate their employees. Appreciation is an effective morale booster. The more frequent it is, the better it motivates employees. A pat on the back, a few encouraging words, a thank you note, a mention in a meeting, a write up in a weekly newsletter are all simple ways to convey to your employees that you care for them and hold high their services to your organization.

Recognition: Employees like to learn that their work in the organization is taken note of, and that they are considered as assets of the organization. Managers and organization heads must honor this innate employee attribute and have a sound rewards and recognition system in place. They must find ways interesting ways to motivate their employees to perform a task and when the said task has been accomplished successfully, it must also be rewarded appropriately.

Work and non-work related contests, in-house rewards for various contributions and even recognizing their contributions outside of work will increase employee motivation by leaps and bounds. 

Inspiration: Employees always look up to their seniors and the organization head for inspiration. But more importantly they also look for inspiration in their organizations and the values it stands for. Keeping this in mind, organizations looking for improved employee motivation must have a strong mission statement and the heads of the organization must sincerely abide by these values and missions. When leaders lead form the front, employees will be inspired to follow them. Employees will be happy to work for an organization that is true to its beliefs and works towards realizing its dreams. Since every employee aspires the same, he will take inspiration from the organization itself. Inspired employees are also motivated and loyal.

Compensation: Monetary rewards or tangible rewards are one of the important factors of employee motivation. Therefore, organizations can use this means well to their benefit. Performance bonuses, promotional raises, salary hike, enabling profit sharing, giving gifts and distributing reward coupons are some of the effective means of compensation.

Employwise is a complete HR Management 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....

Read More

An all-in-one solution for HR

In today’s competitive business environment, you need to have an HR management software, which will aid you in all matters regarding HR. A human resource management software lets you manage all affairs regarding human resource such as hiring, leave management, workplace management, employee benefits, and travelling of employees.

If you are having problems regarding human resource affairs, then all you need is an online HR software, which will help you in this regard and make you at ease with your human resource. This software will let you solve all your problems regarding HR. You must have a look at some of the features of these employee management software, so that you are able to pick the right choice.

 The software has an Employee Self-Service Portal, which contains all the information related to employees, such as name, post, job description, salary, and fringe benefits. All this information is available to the human resource department. This portal is the basis of all the other functions of the human resource department, and the HR department can use it very effectively to make a complete HR system. So this means that this software serves to be an excellent choice among all the HRIS software.

It is not easy to perform the recruitment process. Hiring the right type of employees is always crucial to the success of business, as all the intellectual and operational activities are done by the employees, not by machines. The cost of this process can also escalate as well. This software is very good at assisting you in the recruitment process. This software provides you a place to post new jobs, look for the CVs received, short list them, and then call them for interviews.

Work place time management is also very easy now. With these software, you can automate the process of managing your time. You do not need to look the attendance record of all the employees, as this software lets all the employees post their attendance automatically. This lets you manage this laborious task in an efficient way.

This software lets you manage all the employee benefits in a single system. When you are at the end of the financial interval, you can create a file which contains all the related data, and in this way, you are able to pay your employees in no time.

HRIS solutions are very essential in today’s business environment, and should be selected after having a proper look at all the features of the software. They are all-in-one software, which meets all the needs of the human resource department.

Read More

EmployWise: Mobilizing Working Possibilities

A desire for increased productivity and a more connected company culture has prompted companies like Yahoo!, Best Buy, Bank of America and Zappos to scale back their flexible work arrangements. 

A decision like this would definitely impact the women workforce, but it is naive to believe that it would have no impact on today’s aspirational men. In fact the report presents some findings which actually expound all these beliefs and more.

I was going through Harvard Business Review last week when I came across this article by Anna Beninger and Nancy Carter of the Catalyst research team. Catalyst is an international nonprofit organization with an aim to expand opportunities for women and create more inclusive workplaces.

The finding from their latest report - Catalyst's flexibility research couldn’t have come at a better time. A desire for increased productivity and a more connected company culture has prompted companies like Yahoo!, Best Buy, Bank of America and Zappos to scale back their flexible work arrangements. 

A decision like this would definitely impact the women workforce, but it is naive to believe that it would have no impact on today’s aspirational men. In fact the report presents some findings which actually expound all these beliefs and more. Catalyst quizzed 726 MBA graduates around the world working full-time in both for-profit and non-profit firms across industries —about their experiences with, and perceptions of, flexible working arrangements. The responses were astounding. 81 percent of those surveyed reported that they were currently working at a firm that offers flexible work arrangements of some kind. In addition to telecommuting, this includes flexible arrival or departure, flexi time, compressed work weeks, reduced work/part-time, and job sharing. Flexible work options are in fact the rule, and not the exception, at organizations today. Their research also revealed that women and men were using flexible work options like flexi time and flexible arrival and departure to the same extent throughout their careers.

However, the study did confirm that women were significantly more likely than men to telecommute i.e. work outside of the office over the course of their careers. So while men and women are equally likely to use some flexi work options, women are more likely to telecommute. But women pay for that. Lack of access to flexible working arrangements damages high potential employees' career aspirations, and is especially harmful to women's aspirations, thus impacting the number of women raising their hands for stretch assignments and promotions. The report also discovered that women working at a firm without flexi work options were more likely to downsize their aspirations. According to Catalyst, flexibility is not just about being flexible with time. It is also about being strategic, which requires employers and employees to be open and creative in questioning the process of how work should be done, and why.

In a scenario where virtual meeting is possible from any place, any time, it is hard to imagine a company doing away with work-from-home. Needless to say, offering flexible working arrangements is critical for organizations intending to maximize their talent pool with high potential employees and become employers of choice. In fact a 2011 study by nonprofit Human Resources Association World at Work found that companies with stronger cultures of flexibility experienced lower turnover and increased employee satisfaction, motivation and engagement. 

Employwise is a complete HR System 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....

Read More

EmployWise | Empowering Skills - Developing the Indian Youth

Skill is the ability and capacity acquired through systematic effort for smoothly carrying out complex activities in an organized environment for overall profit. Strong technical skills help to understand the technological complexities which enhance efficiency in work and helps in saving money as well as time. Moreover, it takes less time for correcting the mistakes of people with organizational skills and helps in reducing frustration and stress during work which is very important for managing businesses. With the help of skills it becomes easier to win trust of the client and associate with them more prominently from the organization’s point of view.

It has become very necessary for India to train its youth and enable them to obtain skills that could be utilized to sustain the economic growth of the country. However, in India employers often need to spend extra effort and time in teaching unskilled human resources. The major problem regarding skill development in India is lack of good industry standard communication, awareness and knowledge on modern technological implementations. As India is poised to become a global economic power and huge industrial investments are following into the Indian market certain areas of concern still prevail which needs to be taken care of.

One of the major problems that India is facing in empowering the youth with skills which is due to the lack of efficient leadership. Though successive Indian governments have come up with many innovative programs to enable the skill building procedure they still lag behind. Government needs to leverage the process of skill building in such a way that it becomes accessible for all the sections of the society.

In a highly populated country like ours, the strength of workforce required to support huge industrial initiatives is tremendous but the quality aspect is always missing. One of the reasons behind the missing quality of the workforce is lack of inclusion of skill specific training along with education. Additionally, formal education may be the basic requirement to make India literate but to make it prosperous skill specific training should be encouraged aggressively.

The role of private sectors and the civil society is equally accountable as that of the government in generating a skilled workforce for the country. Private sectors should take initiatives to provide trainings through various private establishments and should work in collaboration with the government to spread awareness regarding skill specific training.

Empowering the Indian youth with industry specific skills is very crucial for the economic development of the country. With the collaborative efforts of the leaders, private sectors and civil society India can plunge into a highly modernized future supported by well skilled workforce in the various industrial organizations.

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....

Read More