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.

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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

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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....

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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.

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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.

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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.

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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.

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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.

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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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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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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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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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