Five Reasons Why HRIS is So Popular Today

It’s been several times discussed in international news, magazines and even in business journals that HR Management Software is the future of human resource management in business.For sure, it is so and therefore, a vast majority of people affirms this statement too; but what makes HRMS software so popular? Here are the five drivers that are the evidence of the popularity and growth of HR Software.

1. Long Age: First of all, traditional human resource management was replaced by ERP programmes that provide nearly all features to support a vast organization’s business activity, including human resource. However, the increasing needs of the human resource, has led people to choose HRM Software. When we compare the age of HRM software with that of ERP programme we find that HRM software enjoys greater customer loyalty for longer period.
2. Improved Interface with a Variety of Customization Options: One of the top roadblocksin adopting any new thing, especially in organizations is resistance to change. Organizations fear that the new software (while shifting from ERP to HR Software) will not be accepted by the workforce for being difficult to use.Considering this thing, nearly all HRIS Software developers have designed a very user-friendly interface with a wide variety of customization options. A perfect example of such improved software is EmployWise.
3. No Up-gradation required: Another obstacle for organizations to adopt any new software solution is actually the hectic job of system up-gradation and conversion from previous to new software. However, this has been made much easier with a cloud HR solution. Organizations just need an internet connection to access allof their database of human resource. Therefore, HR Management Software has flourished much and earned much fame.
4. AIO (All-in-One) HR System: Organizations always prefer a consolidated system performing all major functions instead of having many systems for each different function. So, another reason for the popularity and desirability of HRM Software is that it provides universe of features and HR functions. Consequently, the organizations are not required to choose separate software applications for HRIS, learning and recruitment.
5. Talent Hunting: A new tendency has been noticed in various organizations about the usage of HRMS software that the organizational efficiency is not the primary concern, while most of the organizations prefer it for hunting and recruiting new and better talent. Because HR software assists organizations in hunting new and better talent, it is another reason why most organizations desire for a separate HR Software.

These are just a few reasons of popularity of HRM software. You may be able to understand the benefits and importance of HRMS Software the best when you use them yourself. So start using HR Software, such as EmployWise to explore more and more benefits associated with it.

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EmployWise - Key Elements to Become Proactive At Work

We deal with two kinds of people in our daily life, Active & Passive. People within the first category look at the future, predict outcomes and prepare for consequences, while others react to the events happening around them. People within the first category also prefer making conscious decisions as part of a long term plan and such people, being proactive are the most valuable for a company.

Being practical and positive is a practice where people develop the capability to manage situations by causing things to happen their way. Such people do not need others to hand them an instruction manual to do their job, they simply start gathering information, predict outcomes and strive hard to get positive results. They constantly move forward and make things work.

Being Proactive At Work

Being involved in the office or staying away from everything is entirely up to you. . There are some scenarios, when you need to make decisions immediately, but apart from that, it is crucial for you to be flexible and adapt to the changing environment. Being upbeat at the workplace not only provides you the edge over others but also makes you strong and not to forget your managers can always trust with any task that needs to be done. Here are few points that could help you to become more proactive at workplace.

• Anticipate Problems: Your first step towards being proactive requires you to adapt the capability of anticipating problems, opportunities and events. Understanding work, recognizing daily practices, gathering information and coming up with different scenarios can always assist you in this matter.
• Foresee Obstacles & Finding Solutions: Initially, as you start with anticipating potential obstacles, your next step is to find several ways to overcome them. This will always help you in future and one can avoid such obstacles from becoming a roadblock.
• Planning For Future: This would always keep you one step ahead and will help you predict the long term consequences. In this scenario, you can always focus on your current actions that can ensure success in future.
• Active Participation: Getting involved in activities, taking initiatives and becoming a part of the solution again boosts your proactive capabilities.
• Effective Actions: Taking timely and effective action, being decisive and willing to take up the responsibility to produce good quality results is a quality of a proactive person. You should always stand behind your decisions and take the ownership of your performance.

These are just a few things that can be done in the workplace. Apart from this, you should be able to take thoughtful steps and develop the capability of choosing the appropriate path.

Employwise is a complete Human Resource 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....

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EmployWise - How HR Analytics Contributes Towards Improving Performance?

If you think that HR Analytics is just another management view, then you are absolutely mistaken. The latest trends state that HR analytics are massively contributing by driving insights to action. These days, organizations are bringing these analytics into play for effectively managing and improving performance.

When workforce investments affect operational costs...

This new trend is helping organizations in improving profitability by balancing the lowest effective headcount and efficient workforce cost control along with ensuring delivery of services in a satisfactory manner. If executives and line managers wish to have a view of top and bottom performing employees, HR analytics can assist them at every step.

This not only allows them to retain their key talent pool, but also addresses various looming gaps that affect the development of organization. If there is a need for event-based and scheduled alerts (push technology), then this analytics solution can proactively send these alerts via email, text messages or even personalized dashboards.

When HR Analytics Addresses Information Needs...

Organizations can dig into issues using HR analytics and use the analytical workflow to gain insight on various matters and then accordingly take an action. But there are various aspects, when HR analytics can be of a great assistance, for example:

1. To develop a strategic workforce plan, analytical workflow can provide an insight on current headcount level, turnover trends and even projected turnovers, so as to forecast the capacity of different teams.
2.  These workflows provide a high level metrics of newly hired candidates, average time and cost of hiring, best candidate source and much more. Specialists can always use this information to have a view of the recruiting pipeline and can develop a recruitment plan.
3. Effectiveness of learning programs, organizational skill maps, development plans, employee potentials and much more. All these analytics can be brought to play while developing workforce capabilities and increasing employee engagement.

These days, various business intelligence software applications are easily available for HR departments that tend to improve work performance and assist people with Business Acumen, as well.

Employwise is an Online 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 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: 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: 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.

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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.

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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....

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

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

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

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

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

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

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

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

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EmployWise - Does HR Automation prove to be Beneficial?

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

The Organizational benefits of HR automation

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

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

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

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

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

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

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

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

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

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

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

Top-Notch Organizations Using HR Data...

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

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

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

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Challenges faced by HR in India

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

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

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

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

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

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

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