Effective Training Management Software By EmployWise

Without an effective Training Management Software to streamline the process, managing employee training from small to large–sized organizations, each with their own specific training and requirements is complex, costly and difficult. In addition, to this managing refresher training is undoubtedly a time-consuming and challenging task.

Today, the majority of Training Management Software is web-based and implemented on a major scale such as Microsoft’s .Net platform and Java EE. The advantages of web-based systems are many but the common and most important advantage is the idea of universal accessibility which is crucial for organizations that are located worldwide.

The Training Management Software at EmployWise which is also known as Training Management Systems includes several basic functionalities including Course Enrolment, Course Calendar, User Roles (student, instructor), Training tracking, Training reporting, Assessment and Records, Transcripts and Performance Records. This software helps in optimizing the skills of the employees in an organization. Our software also organizes and manages every aspect of employee training for effortless class scheduling, conflict checking, and wait listing. This module allows users to assign training requirements by job title, department, and facility to ensure that employees attain all skills required to perform their jobs.

The Training Management industry is an innovative and fast growing sector that includes commercial and open source vendors. A few vendors offer mediocre products and customize software according to meet the needs of an organization. Open source products are customizable and are a good option for organizations who are interested in getting tracking updates, tweaking and providing support.

This software streamlines and speeds the process of providing employees with the training they need and tracking the results. By making sure that employees are properly trained, they are more productive and managers get the most out of their time. The application ensures compliance with regulatory requirements, so organizations avoid the potential for costly fines.

At EmployWise we provide an online training program which would enable many new employees to participate on blogs and interactive discussion forums. The benefits of this are numerous. Not only would this enable a healthy interaction between fellow employees but it would also create in them a sense of participation, team work and understanding each other’s view point. This is also an excellent exercise in communication building. It is important to have no communication gaps between employees themselves as well as their superiors. Interaction with superiors will ensure open channels for communication between employees and their superiors Some of them could give a presentation for example, of whatever they have learned, thus enabling others to judge the effectiveness of the program. This would also be a good opportunity for the new employees to interact in teams and build on their leadership qualities and display their grasping ability.

EmployWise believes in building employee productivity in an innovative manner. Therefore quizzes and mini exams held online at the end of the training programme will test the efforts of the employee. The Training Management Software provided by EmployWise acts as an incentive or motivation for learning too. Online training could hence be a very powerful tool

To know more about HRM Software visit www.employwise.com

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EmployWise: Tips for providing mandatory HR training

Training for HR is mandatory in every company and it is important to educate the managers and supervisors on certain policy and procedures as well as legal matters.

Supposedly we take employee harassment of any sort as an example, usually people might hesitate or find it awkward to be a part of harassment related training session for a couple of hours, but then it depends on the trainer to do his/her homework well and come prepared with some real-life experiences to share. The point, which is to be kept in focus, is that for such unconventional topics the message has to be conveyed in a way different from usual training sessions.            

The following tips if followed can make the trainings on complex though important topics much more effective:

Trainings made alive through multi media: Instead of reading out the policies from a book, make them interesting through a blend of visual and multimedia aid. It is important to put the message across especially in trainings related to harassment, FMLA, ADA laws etc.

Real life examples of appropriate action: Real life examples leave a long lasting impact on the attendees; therefore to make the training effective such examples should be narrated more often. Showing the severe consequences of unacceptable behavior is critical to set an example amongst the employees. Moreover the trainer/front line manager should be able to portray that right steps were taken as an employer in the real life example they are stating.

Engage experienced trainers: Bring in people in-house or external with loads of experience to share experiences from their past work life. It’s better to train on topics that are crucial before waiting for them to become mandatory.

Apart from that the organisations can focus on arranging follow-up classes and provide handbooks with detailed policies and procedures for all attending the training. Such efforts taken by the employers depict the seriousness that they are putting in to make the employees aware of the necessary laws and regulations which influences the employees to give a respectable response

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 - The Golden Rule In Employee Retention

Every organization typically wants to retain its employees for as long as possible. However, employees stay with the employers who pay well and treat them fairly. There is only one sure-fire way and one golden rule to accomplish this and here are a couple of pointers:

1. Treat Your Employees As You Treat Yourself: This is the fundamental principle that you have to bear in mind in retaining your top talent and the rest is just supporting factors. You can do justice to your employees if you really know how to manage properly. Managing people is also not rocket science, in these days of inequality, it's best to treat your employees as you'd like to be treated. See things in their shoes – they won't like to be treated as expensive entry level personnel or secretaries if that's not what they're hired to do.
2. Maintain A Proper Performance Appraisal Management System: Employees need to be appreciated. Realizing that management values their work is the most important thing leaders can do. They would be more likely to continue working for that employer. Based on the accomplishments of employees' job responsibilities they should be getting a consistent pay increase. Appropriate rewards of course increase productivity and innovation. If you're increasing their salaries or if their pay-for-performance is just a couple of dollars, it's not worth it and it can back fire. So think of a concrete system and implement it. May sure you keep track of their performance and that your managers know how to manage it.
3. Employee Engagement: Reviewing and monitoring their employees, managers can easily recognize when the employees feel connected to their work and when they lose interest? Accordingly, they can make them engaged. An engaged employee will be enthusiastic about his work. As a result, productivity will be high and therefore you can maximize ROTI (Return on Talent Investment). Either rotating job responsibilities or having cross functional teams or getting a personal career growth system in place will make them engaged and afresh. You can also ask them what they need and what they want. They'll even be more engaged if they have a say in the matter.
4. Effective Training Management System: If you want to keep your employees up to date in their skills you have to create an effective training program for employees and also development opportunities such as tuition reimbursement programs for college courses, onsite training classes and personal skills development sessions. Otherwise, there is a chance to leave the jobs because of limited employment opportunities.

I know that you have more to add into this list. Leave us a comment below.

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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 - ‘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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