Benefits of Using a HR Software Package

There are several human resources software packages available today each boasting of offering numerous benefits. However before we buy them we ask the question are they worthwhile spending money on or they are just marketing gimmicks to sell a product which is made by some Tech Savvy company? After all why should one invest heavily on a human resource software package, is it really beneficial? These are some of the questions that a company has to put up with while seeking reliable ways of streamlining its HR processes.

The world is changing and technology is now becoming the backbone of all leading organizations of today. A typical human resource package offers immense flexibility by helping manage employee or staff records, browse through personal information, keeping track of employee birthdays and anniversaries, track payroll, generate reports and even showcase promotions in a professional manner. Why mess around with tedious excel sheets and word documents when advanced human resource software packages can automatically generate reports for you, create templates for appointment and dismissal letters and more. The package can compile and sort out data the way you want it and when you want it. One can generate reports on a wide range of fields and also allow the user to archive old records date or employee name wise.

Some of the prime functional areas where human resources can avail benefits from are:

• Employee performance report generation
• Number of leaves an employee has taken on month to month basis (Attendance sheet)
• Employee trainings
• Benefits and statutory facts
• Uploading and removing of employee forms
• Payroll structure of each employee
• Employee contact information
• And more…

Most companies offer standard human resource software packages and further allow the user to customize it according to the company’s needs and requirements. Most other packages allow HR people to draft letters and also change the template as and when required. You can customize letters as well as memos to employees, businesses, and clients.

Looking at the depth of competition today, most human resource software packages come at affordable rates. The rate may shoot up or go down depending upon the functionality you require in the package and your usage.

If you are looking for professional HR software you can depend on EmployWise created by professionals in the field with in-depth knowledge of business HR requirements and more. Such products provide technology solutions that combine deep understanding of business processes across verticals with cutting edge information technology. Owing to their rich experience in the HR software domain and the trust they have built with major clients across the globe.

To know more about HR Software visit www.employwise.com or email info@employwise.com

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EmployWise - Human Resource Software

Benefits of Using a Human Resource Software Package

There are several human resources software packages available today each boasting of offering numerous benefits. However before we buy them we ask the question Are they worthwhile spending money on or they are just marketing gimmicks to sell a product which is made by some Tech Savy company? After all why should one invest heavily on a human resource software package, is it really beneficial? These are some of the questions that a company has to put up with while seeking reliable ways of streamlining its HR processes.

The world is changing and technology is now becoming the backbone of all leading organizations of today. A typical human resource package offers immense flexibility by helping manage employee or staff records, browse through personal information, keeping track of employee birthdays and anniversaries, track payroll, generate reports and even showcase promotions in a professional manner.

Why mess around with tedious excel sheets and word documents when advanced human resource software packages can automatically generate reports for you, create templates for appointment and dismissal letters and more. The package can compile and sort out data the way you want it and when you want it. One can generate reports on a wide range of fields and also allow the user to archive old records date or employee name wise.Some of the prime functional areas where human resources can avail benefits from are:- Employee performance report generation- Number of leaves an employee has taken on month to month basis (Attendance sheet)- Employee trainings- Benefits and statutory facts- Uploading and removing of employee forms- Payroll structure of each employee- Employee contact information- And more...

Most companies offer standard human resource software packages and further allow the user to customize it according to the company’s needs and requirements. Most other packages allow HR people to draft letters and also change the template as and when required. You can customize letters as well as memos to employees, businesses, and clients. Looking at the depth of competition today, most human resource software packages come at affordable rates. The rate may shoot up or go down depending upon the functionality you require in the package and your usage.

If you are looking for professional HR software you can depend on EmployWise created by professionals in the field with in-depth knowledge of business HR requirements and more. Such products provide technology solutions that combine deep understanding of business processes across verticals with cutting edge information technology. Owing to their rich experience in the HR software domain and the trust they have built with major clients across the globe.For more information on Human Resource Software visit EmployWise or email info@ employwise.com

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What is an HR Management software?

An HRM software is probably the most important software, which has the potential to contribute greatly to the development of business. It has contributed a lot to success of many business corporations, educational institutions, and non-profit organizations.

Human Resource software is a revolutionary software, which has the ultimate capability to meet the increased needs of present era with regard to human resource department. This software can reduce the manual labor in terms of time of work and amount of work done. Such software is designed with the ultimate purpose of making improvements in the human resource department. It is made with the basic premise that human resource department is the most important software in the organization (whichever the type of organization is), and can make business progress with leaps and bounds, if goes properly.

Functions of Online HR software:

A number of functions are performed by human resource software. All these functions are performed with total accuracy, so business managers can completely rely on the results and functions of these softwares. Some of the functions of a HRMS Solution are listed below:

Attendance:

If you use an online HR software, you do not need to have an attendance register in your organization, and rely on the signatures of the employees. Device attached with human resource software are used to track the attendance of the employees. Biometric attendance systems produces far better results than manual attendance systems, as manual signatures can be forged. On the other hand biometric system of the software records attendance with the help of thumb impression, which cannot be forged.

Payroll:

Salary calculations are also very easy with the help of an online HR software. You HR clerks will not need to perform hectic and bulky calculations of salary. It also introduces accuracy in the system of salary calculations. So it adds accuracy and also saves a lot of time, which can then be consumed on something more important such as designing jobs and making appraisal strategies.

Hiring:

The process of hiring has become very convenient with human resource software. This software easily handles online and offline recruitment procedures. It provides you with a space where resumes can be posted and then managers can track all the job applications.

Information database:

This software also acts as very effective HRIS solutions, as all the employees data can be very effectively with it. So if you have such a software, you do not need to manage any HRIS solutions.

Employwise is such a software which can effectively serve all the important functions of Human resource department.

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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: 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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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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