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March 3, 2016

Which one have you used the most

Recently there have been a lot of reports about how people who come late to work are more creative and optimistic. While the bosses can fret over these reports, we bring to you a list of some of the common, funny and weird excuses that people have used for being late to work.

Coming up with the perfect late for work excuses is a skill people use quite liberally and this list of excuses perfectly testifies this!

  • I got late because my dog refused to wake up! Now ain’t that cute!

I got late because my dog refused to wake up

  • I was stuck in lift. And how hard we tried to open it

I was stuck in lift. And how hard we tried to open it

  • The radio delayed its announcement of traffic jam. I was stuck in there already!

The radio delayed its announcement of traffic jam

  • The alarm didn’t ring: Oh yeah! Why, because my dog ate the clock!

The alarm didn’t ring

  • Tried taking a short cut, got stuck in wrong way.

Tried taking a short cut, got stuck in wrong way

  • Wore wrong shoes. Realized when was half way through L

Wore wrong shoes. Realized when was half way through L

  • Locked the car keys inside the car.

Locked the car keys inside the car

  • Had a flat tyre (again!) It was the left one this time.

Had a flat tyre

  • My kid locked the room from outside and refused to open it. Had to snuggle out of the window

My kid locked the room from outside and refused to open it

Have you used a unique excuse for getting late at work? Tell us about it!

Best Excuses for Coming Late to Work: Which One do You Use ;)


By HR-One Team
February 25, 2016

Annual reviews are quite a stressful exercise for everyone. From HR to the employees and the managers, everyone goes through the same grind. Here are some tips on how you can take a chill pill and beat out the appraisal blues…

It’s the time of the year again! After the annual accountings and planning, it’s time to do a performance review and give out appraisals. Exciting as it may sound, this activity brings jitters to all. Be it the HR, employees or the managers, anxiety pangs visit all!

Well, there is no fool-proof remedy to take all your anxiety away, here are some quick ways that would help you stay calm and cool during the appraisal roller-coaster.

Be Prepared: Do not walk into the room having no clue about anything. Appraisals are calendar events and you know beforehand when yours is happening. It is always good to ask your boss or the HR about what appraisal format would be followed and what you need to prepare for the same. And then you go prepared!

Do not fear feedback: We’d all love appraisal when we just talk about good points and next year’s plan. But wait, what about your personal growth? If not given, ask for feedback. There is just no need to panic when you hear “feedback”. It doesn’t mean that you did everything wrong. We all know that no one is perfect. It is always good to take advice from your seniors on your improvement areas and work on them.

You know what you did best: Unless have spent the whole year deleting emails and searching for friends on Facebook, you know it’s now going to be bad. One year is a long time for anyone to do a lot of great stuff. List out all your achievements, big or small. Be proud and confident about what you did right.

No room for surprises: Do not wait for the whole year to hear the feedback that your boss has. Keep asking them about your performance and what you can do better on a regular basis. If you do this, a lot of things that you’d hear in the meeting room would sound familiar!

Appraisal times are an exciting phase in any company. Everyone gets pumped up and there is loads of anticipation and anxiety about what the numbers are going to be like. All you need is – just be prepared well. If you know what to expect., if you know what you achieved, the whole process would be a lot more productive, and less stressful

Performance reviews may never be your favorite meeting of the year—they certainly won’t ever be mine. But if you know what to expect, go in with the right mindset, and try to eliminate surprises, you’ll find that they’re more productive—and enjoyable—than you ever thought possible.

4 Fool-Proof Ways to Beat Appraisal Anxiety


By HR-One Team
February 18, 2016

The Brand Guys
These are the self-appointed brand ambassadors of the company (even if the marketing hates it!) From clothes to pen to tissues, they carry everything with an..err..logo. They carry a sense of pride about their company and work. While, all of them may not be great performers, yet they are likely to nurture strong bond with the company and its people.

The Grumpies
From washrooms to the colour of the walls, they are always on a complaint mode. This type is an HR nightmare as they keep thronging their cabins with complaints. They have a very pragmatic association with the company, are not very social types and just keep themselves to their work, until they find the next thing to complain about. Their attitude is contagious and they can take people down with them in no time!

The Networkers
The most commonly found lot around. Right from day one, they get on to their network building spree. Work can ofcourse wait! They are the types who believe that intra- company connections are essential for survival. Sadly, the KRA misses that point!

The Snackies
They are the most frequent visitors to the cafeteria or the coffee machines. From meetings to calls to ideation, everything happens over a snack. Even during a super packed day, they always find time to snack up!

The Crushers
Oh you meet them everywhere! They are strong personas and do everything to make their presence felt. The attitude runs super high and they are ready to crush the competition and you (if you don’t agree with them) anywhere, anytime. Their strong will to succeed may take them to the top ranks (mostly), however they are not the most popular managers.

The Toughies
Yeah, these are the tough rocks, mostly found in senior positions. They know how to work with the system and in the system. Extremely calculative and cautious, this breed does not believe in taking risks and jump stone to stone very cautiously.

And of-course there are many more. Managing such a variety of people can be quite a task for the HRs. What do you do to synchronize your workforce in the right direction?

6 Most Popular Employee types


By HR-One Team
February 9, 2016

Being a boss is a two edged sword. One has to get the work done, keep people happy and meet the KRAs, all at the same time! Not to forget the constant feeling of being judged by your team and management after every win or loss! Everyone has a different opinion about what makes a great boss – and it is hard to determine how your teams view you because even their opinion keeps changing with each leave approved or a holiday denied! So how can you tell if you’re actually a good boss? This Boss Day, we bring to you these five signs to indicate that you are a great one! If you have none of these signs, we would pray for your teams; P

You are not a helicopter: You do not hover over your people all the time to check what they are doing. You trust your team and appreciate them even if they have a different way of doing things.

You are ‘fun’tastic: You know how to have fun with your team and make sure that they enjoy the work they do with you. Fun is not about just parties, it is about making people feel good about what they do, and you are good at this!

You are fair and realistic: You appreciate the people under you for their daily work and treat them well. You set realistic targets for them, and help the team achieve those. You are not biased and respect the differences that your team members have. Not everyone is alike; you realize this and appreciate your team members without drawing comparisons.

You talk: Communication is the key to unlock even the most complicated relations, including a boss and an employee. You communicate to your team clearly and keep them informed.

You are an inspirational leader: You possess the skill to transform your employees from individual contributors to great team players.

5 Signs That You Are a Great Boss


By HR-One Team
February 5, 2016

Bosses are often the most common reason for us to either love or leave our job. Have a good boss or not can make or break one’s career. In simpler terms, bosses are the threads that connect us to our workplace and help us weave our professional growth. This Boss Day, let’s take a look at the most lovable types of bosses that everyone would like to have.

Mentor Boss: Bosses that guide the team and help them grow as an individual. This type of a boss is a boon to have, especially in the early years of one’s career. They do not feel insecure about the growth of their team and believe in enabling their employees.

Team First: A boss who puts his team first and knows how to strike a balance between the needs of his employees and clients/ company. These bosses are always willing to communicate clearly about any issues regarding an employee or the company because they understand that a happy employee is a more productive employee.

Leads by example: This boss has no qualms about getting their hands dirty with the day to day work. They join their team with full force and work with them to complete tasks. They know every aspect of their functional area and set examples that their employees would love to follow!

Realistic risk taker: Great bosses understand the reality and are ready take an unpopular stand if it is in favor of their employees. They do not get carried away in the wake and think realistically about their team and organizational goals. They not only help their team set, but also achieves goals that are beneficial for both, employees, as well as the company.

Look beyond excel sheets: Anyone can meet the target numbers given in excel sheets. What distinguishes a great boss is that they look at the larger picture. They work with the team to help them achieve their personal goals in sync with the larger organizational objectives. They help the employees bond well with the company and look at things from a wider perspective.

Types of bosses we’d love to have


By HR-One Team
January 29, 2016

Happy employees, mean happy customers. Period. Here’s why a vibrant work culture is essential for your bottom line.

A company is much more than the products and services that it sells. It is also the hard work, dreams, and emotions of all the people who work to make these products and services customer worthy. Employees are the soul of any organization, they are the ones who make it and yet a lot of businesses overlook the need of creating a vibrant work culture.

While many see this as an “intangible” investment, the fact is that an organization that truly invests into building healthy employee relations and atmosphere, also reaps the long term benefits in many ways.

Happy People, Work Better, Stay Longer

A business thrives when its people are happy and excited about what they do. A team that syncs well always performs well. If your team feels connected to the workplace, they will do a lot more (than expected) to meet all milestones and realize dreams that you may have held for long.

People who feel great about their offices, always stay for longer. This is one of the most critical ROI that you can expect from your work culture investment. People who stay longer, understand the business well and play an important role in its growth. Therefore it is essential for a business to ensure that their teams discover happiness in whatever roles they play at work. A business must create opportunities for employees to boost their morale and keep up the excitement in different ways.

The First Impression Matters

The first impact that your company’s culture has on an employee, lasts for long. The process of a good work culture should begin right at the hiring stage. Apart from standard procedures, let the new employees know what values the company drives. Make them feel welcomed and encouraged. Causal chat sessions with oldies, a sneak peak into all the fun activities you do, can make a new joinee feel all the more excited about your organization. Educate them about the importance of the culture that you follow and encourage them to chime in.

The Real Fruit

If you have the right culture in place, a lot of other things naturally fall in the line. People feel motivated about what they do, which means they learn a lot more and grow as professionals. This infuses a sense of achievement all across the board. The experience, the learning, and the happiness, all reflects in the quality of the products and services that you deliver. Which naturally means a happy lineup of clients and happy bottom lines!

With new age technology and work norms coming into place, a lot has changed between the employee and the employer. A far cry from the traditional top down, bureaucratic approach, modern day offices need mechanisms to find the right people and keep them for longer. Investing in building the right work culture is essential for your business growth at large.

Remember that your employees are the best brand ambassadors that you could ever have. If they endorse you well, it is more than half the battle won for your business

Why work culture is critical to your business success?


By HR-One Team
January 21, 2016

Wish HR could predict this and much more. Well, this seems to be a reality now with advanced HR analytics coming in. Analytics within HRMS tools are now enabling the HRs to take informed, definitive decisions and burst the workplace ambiguity.

How often have you faced scenario when a team member walked up to you with a complaint and you had no data to verify it? How many times have you felt that you could have done better justice to an employee if you had the right data?

Managing people is not an easy task. It comes with a big baggage of emotions, expectations and melodrama. And more often than not, it is the HR that gets caught in a tricky situation.

Now, with the work places becoming even more complex (remote employees, travel, global locations, flexibility, culture), it has become even more challenging for the HRs to take definitive decisions at workplace.

Thank God for the web based HRMS tools that did cut short the melodrama and has made the whole scenario factual and data driven! Now from utilization to deployment, the HR can take better decisions, based on real data and numbers.

HR analytics goes much beyond than just collating vast amount of data. It is more about processing this data into meaningful insights and use these insights to seek answers to some of the most daunting questions an organization faces.

Here are some samples of what type of information you can derive from HR analytics:

  • What’s causing attrition? Can there be any preventive HR intervention?
  • Would the new tax friendly salary structure help in increasing retention?
  • Are the most engaged employees also the most productive ones?
  • Can we predict who will resign in next 3,6,9 months?

HR as a function always runs the risk of being biased or judgmental when taking definite decisions. HR analytics provided by HRMS softwares reduce this risk and make the decision taking more factual.

Another important area, where HR analytics are useful is employee engagement. HR keeps doing a lot of activities to drive engagement. But are all these activities successful? Analytics help HR in determining what would people value more on basis of behavioral data and thus ensure that all engagement driven activities deliver expected results.

HR analytics is transforming people management. Along with clear stats on productivity and production, it also helps managers understand their team members better and leverage their strengths. Employees, in turn feel motivated and better connected with the organization when they are presented with opportunities that best suit them.

HR analytics provides by cloud based HRMS tools create a win-win situation across the board. While the HRs are happy with the data that enables smarter, accurate decisions, people are happy because their expectations are addressed at the right time. And, if these two are happy, the organization smiles too!

Who is going to resign this month?


By HR-One Team
January 14, 2016

It is probably the most desirous thing amongst the HRs these days. A simple, lean, easy to use human resource management system (HRMS) is the new hottie in the HR circles. Here’s why.

Like any other industry, disruptive technology has changed the way organizations managed their employees. Manual registers gave way to sleek punch in systems long back, and written applications for almost everything, is now a thing of the past. Despite being around for almost seven years, HR technology continues to remain a heartthrob and sees a strong increase in demand, year on year.

Here are some reasons that drive this strong growth of HR technology:

Old is not gold: Legacy systems (read initial systems that came into market 7-10 years ago), are losing their charm. With new generation employees coming in, HRs need systems that are as smart and fast. This keeps the hunt for a good web based HRMS always on!

Cloud is SO reachable: Well, almost everything is on cloud these days and so are most of the HRMS tools. Being on cloud, makes these web based HRMS tools a lot more simple, scalable and less frustrating for the HR!

Simple is the new bold: To keep up the interaction and employee engagement, it is important for HRs to keep updating the interface of their HRMS. Clean dashboards, bright colours, engaging graphs are some of the elements of a web based HRMS tool that help in keeping employees hooked. There is a lot of emphasis on user interface and usability in the new age systems.

Go Mobile, Tab and more! With the world getting even closer, what do you do when more than 50% of your workforce keeps travelling? Take your HRMs to mobile, simple! The anytime, anywhere access freedom that comes with web based systems is one of the key factors behind higher HRMS adoption and usage amongst employees.

Smart, quick analytics: Creating accurate reports has been a pain area for HR departments. HRMS tools make their life easy by generating custom reports for everything (hire to retire). Be it employee movement, department level analytics or organizational data, HR managers can now create quick reports for complex operations like performance, talent management, reimbursements, payroll and more.

So stop thinking and go take a bite of the pie now!

What Makes HR-Technology as Lovable as Cupcakes?


By HR-One Team
January 5, 2016

Performance management is a very tricky space as it directly has a direct impact on an employee. At times, it becomes very challenging to set, measure and review performance in a clear, simple way.

In our year end survey, 60% of the HR managers listed Performance Management as a key challenge that they faced in 2015. While, almost a same number enlisted recruitment as a key challenge too, most agreed that Performance Management was a tough task as it had huge emotional impact on employees too.

Are you doing performance management right

Performance Management as a practice, is a complex. It has multiple connotations, too many stakeholders, and at times, in tangible KPIs. This is one area where things cannot be marked as black and white always. Here are some steps that you could consider to make this process a little less complex, a little less challenging:

    1. Automate the process: This is a big change which most organizations are adapting now. Look for a suitable human resource management system which has a robust performance management module. Go for a system that is simple to use for all employees and gives instant reports.
    1. KPIs and Goals: Set the KPIs and goals clearly. The best approach is to explain stuff and set expectations in a meeting. Once goals are defined, all KPIs should be transferred to the performance management system.
    1. Plan short term. Along with long term, year-end goals, define shorter goals for employees too. Something which they can also track month on month. Let the system generate a month end report indicating progress and lack areas.
    1. Frequent reviews: Don’t leave the reviews for the last minute. Give feedback frequently so that the employee knows what is expected from him and works accordingly. Set your performance management system in such a way that it gives auto alerts to employees when they are short or their goals or are about to achieve them.
    1. Keep them informed. Share all reports with the team members clearly. Since the data is shared through a performance management system, there is complete transparency and the employee would also know what he has missed or gained. This would help in avoiding any last minute surprises.
    1. Monitor. Monitor. Monitor. Last but not the least, stay on top of the system. Make sure that all employees, and management, follows the process and shares information through the system. This is the only way to build a transparent performance management process that doesn’t hurt!

Are you doing performance management right?


By HR-One Team
December 23, 2015

A human resource management system (HRMS) manages the most important asset of your organization, your people. Hence, you must ensure that you choose the right system, one that perfectly meets the need of your people!

If you are thinking about a human resource management system for your organization, here are some MUST have features that your HRMS should come with:

Employee Self Service: This is a key feature that is also the foundation of any good HRMS. The employee self service module enables people to see and do a lot things on their own. It reduces their general dependencies on the HR and also keeps them updated about all important announcements. This also saves a lot of time and effort for the HR and at the same time helps employees to interact with the organization in an interactive way.

Payroll and Statutory: Payroll and compliance are big pain areas for the HR. Tedious paper work and complex procedures make it extremely difficult to process payroll manually. A human resource management system with payroll ensures that all your data is tracked and that the processing is error free. It also ensures that tax and other statutory compliances are met for all roles across the organization. This module automates the entire payroll process and makes it extremely simple, quick and accurate.

Database: How many of your struggle with heaps of files to maintain employee records? How safe is your data? An HRMS maintains your complete database in a secure way. All of employees’ details and activities from hire to retire can be tracked easily.

Reimbursements: A robust human resource management software would also take care of all reimbursements and expenses incurred by any employee or organization. From travel bills to issue of assets, everything is visible in a single click.

Performance Management: Performance management is a tricky space as it has a direct impact on people. A good human resource management system makes the whole review and performance tracking system transparent and simple. With clear goals and metrics defined for each employee, it becomes easy for the employee and the managers to keep a track on progress and ratings. This helps in avoiding any year end surprises and also paves a clear progress path for the employees.

Does your HRM has these 5 things?


By HR-One Team
December 17, 2015

Well, there’s this super crazy rush in the HR fraternity to move their legacy systems to chic web apps and with most of your peers already flaunting their cloud apps, it becomes quite a pressure! So while you get ready for your sprint to a web based HRMS, here is some fuel, to add more fire to your HRMS hunt.

Here are five reasons why you should run to a web based HRMS right away!

Save time and money: Of course, this is the biggest bet. Switching to a web based HRMS software can save your time and costs by at least 50%, if not more. A web based HRMS also lowers your equipment and maintenance cost in terms of servers and IT staffing.

High on efficiency: Automating processes through a web based HRMS means that a single system can cater to multiple requests simultaneously. You can do a lot more with a single system, instead of running multiple standalone apps. Since the system requires minimal time to run requests, HR teams get more time at hand to deal with other important aspects of people management.

Fast and Flexible:Web based applications make processing of complex data simple and faster. Lengthy tasks like compensation planning, pay roll, reimbursements, trainings and more can be completed quickly and accurately. Also, the system gives you the flexibility to give users access per their defined roles. It can be customized to meet specific user roles and their requirements.

Anytime, anywhere: From mobile to all other gadgets like iPads and tablets, web based HRMS solutions can run from anywhere. This means you can look at all important reports and updates, right from your mobile, anywhere, anytime.

Consistency and Accuracy: Having information in one place means that there is no discrepancy in information communicated to employees. Everyone looks at the same documents and policies. This also helps in building transparency and trust. Moreover, since all requests like leave, attendance, payroll etc. are automated, the reports created are 100 % accurate and error free.

HR is a sensitive operation. Apart from dealing with processes that impact people directly, they also deal with employee expectations. Having a web based system in place gives them more freedom to pay attention to people management and create a happier work place. So get ready, and take the leap towards a faster, better and more friendly HR management with a web based HRMS software.

5 Reasons Why You Need a Web Based HRMS Right Away!


By HR-One Team
December 15, 2015

2015 was the year when HR said hello to technology and how! From suave tech platforms to smart dashboards, we saw a rapid adaption of technology in the day to day HR operations. As the calendar folds to a new year, let’s take a look at what will change between HR and Tech in 2016.

The Rise of SaaS:For a long time businesses lived with legacy HR applications only because they were integrated well the ERP systems. However, the rise of SaaS based HR management systems has totally disrupted this equation and is likely to go strong in 2016 too. Experts predict that the SaaS based HR applications are likely to double up in 2016 as more and more businesses would opt for simple, scalable solutions that fit perfectly into their existing systems.

HR On the Cloud: Cloud based HR solutions have begun to pick up. With a majority of HR management system vendors launching a cloud version of their product, this trend is likely to gain momentum in 2016. Cloud based HRMS solutions would mean greater functions and flexibilities at lesser cost.

From ‘I’ to “We”: Technology would play a vital role in breaking the silos and pushing integration into the HR operations. HR departments can expect to see a lot more collaboration and team work across the board. This would help in infusing transparency and a culture of mutual trust between employees and the employer.

Technology for the consumer: The next gen HR system are focusing a lot more on the end user. These employee enabling systems would again reinforce greater collaboration. Through employee self service programs employees would be empowered to set goals, share feedback and stay updated on all major updates. This would also reduce their dependency on the HR for day to day query resolution on things like leaves, attendance, polices etc.

Anytime, Anywhere: Mobile enables HR management systems mean greater flexibility to the users. Already the 3rd largest smartphone market in the world, India is likely to reach 314 million mobile internet users by 2017. In this scenario, it is a smart move for the HR management systems to think mobile!

2015 set the stage for HR and technology integration. In 2016, this would only get stronger and better. This alliance is likely to play a vital role in transforming the current HR landscape and make HR a more integrated and collaborative function.

Technology and HR: What is changing and why?


By HR-One Team