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May 3, 2017

Manufacturing industry is all set to rise at its height and it is grabbing attention from the investment companies. And, as this industry is growing at a fast pace, it requires human capital now more than ever.

Now, many small and large companies including manufacturing are realizing the importance of effective HR and its indispensable contribution towards business success! There are many challenges, like competition, product development, controlling the cost of the product, etc. Apart from these, the manufacturing industry has issues in the HR department also. At this time, when global market is developing dynamically, HR needs to focus on more critical activities than ever. And if HR can shake hands with the latest and upcoming technologies, then sky is the limit to achieve anything!

Manufacturing industry is the largest provider of employment and being the same it faces lot of challenges. Let us study these challenges and find out the solution for them.

Challenge #1: Hiring

The manufacturing industry has plethora of opportunities that requires special skillsets. The HR department face challenges in getting right candidates matching these skillsets. Manual hiring process is tiresome and often consumes times in redundant paperwork, manual tasks, and other processes. This might result in hiring wrong candidate for the specific position, or worse, missing out on the best!

If there is an HRMS that can help in screening, selection, and onboarding processes, then there is a possibility of hiring the right candidate for the job. This tool can help the HR department to capture candidate information and decision criteria consistently and accurately. Automated features even make the overall hiring process swifter, efficient, comprehensive, and less costly.

Challenge #2: Retention

The second most important challenge is retention. This is the most common issue faced by the HR, where people often leave to explore new and exciting opportunities. Reasons are, no growth or development of the employee in professional as well as personal front, poor pay package, lack of benefits, poor work environment.

If the HR departments adopt automated training tools that can schedule trainings periodically for these employees, then you can quench their thirst for professional growth!

Challenge #3: Competition

Challenge, whether it is global or local is good for the health of the company. It makes you aware about the latest and upcoming trends in the market. Because of this, the job of HR becomes even more essential and crucial. They have to be on their feet to come up with new ideas of how to make their company attractive for the top talent and innovators!

With so many Business Intelligence (BI) tools in the market, the HR department can easily analyze and determine the various trends getting introduced in the market. It will help them making strategies of how to survive and win the competition!

Conclusion

With the latest technologies, like data-driven solutions, manufacturers can focus on defining and developing strategies for the continuous improvement efforts for their workforce. The latest technologies also allow them to hire the right bunch of candidates for each position from the start. Eventually, they can measure the performance of their hires over a period of time.

How technology can help the manufacturing industry address HR challenges

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By HR-One Team
May 1, 2017

Companies have started digitizing most of their departments, such as financial department, marketing department, accounting department, etc. Do you think that these companies are ready for a digital transformation in the human resource (HR) department also?

Many companies are taking initiatives towards embracing the digital technology for the HR department. For example, over the past 10 to 15 years, they have started interacting with employees through social media, email, and more. But what more is required so that the HR can be fully transformed into a digital model?

Introduction of 6D model

Let us look at the Peter Diamandis’ 6D model of exponential technology that has six steps starting from digitalization to democratization. This model will help us understand the actual position of HR.

Digitalization is the first step where physical objects are converted into a machine language of bits and bytes (or 0 and 1). It enables using the computer power to modify, build, and distribute any product or service across the globe. For example, digital photography! With digital photography, you can distribute uncountable photos at a zero cost.

Deception is the second step where 3D printing was introduced since 1981. This step also includes robotics and artificial intelligence.

Disruptive comes at the third step where people start adopting technology. In this phase, AI plays a major role by performing every activity (be it recognizing human faces, writing financial reports, diagnosing cancer, etc.). It is better than a human in performing its activities more accurately. A few indicative examples are driverless cars and Internet of Things.

After disruption, comes the fourth phase known as Dematerialize. In this phase, technology starts coming free with mobile devices; for example, the flashlight, GPS system, and cameras. All these apps are freely available with smart phones and makes you free from holding physical objects.

Once you have dematerialized the product comes the fifth phase – Demonetization. It means after dematerialization; the physical object is available for free. You do not have to pay more for a mobile because it has a flashlight or GPS! Isn’t is great!

The last stage talks about Democratization. Here, the technologies themselves become cheaper. Cell phones are the best example. It is considered as the cheapest supercomputer which most of the people carry in their pockets.

HR tech position in the 6D model

Presently, HR tech is lying between phase 1 and 2 (digitalization and deception). Most organizations are comfortable sitting in the first place where they are still in the process of digitalizing their data. The HR data is considered as the secret data, which is not accessible to everyone. For example, compensation data might not be available for the performance management; the learning & development team is not allowed to access the hiring team’s data, so on and so forth. Therefore, companies are taking more time to transform into the digital world.

Conclusion

To embrace the digital wave, it is very important to change our mindsets. The data should be accessed across all walls round the globe. Instead of using the legacy applications, focus on investing digitalization of HR and moving it across the 6D model described above. Don’t get stuck at the first step! If you embrace the HRMS software that helps you move to step 3 and beyond of the 6D model, then you have a true opportunity to create disruptive success!

Are You Ready To Embrace The Digital HR Wave?

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By HR-One Team
April 28, 2017

Human Resources (HRs) is one department that has to be on its toes – 24/7! The department has a lot on its plate to handle on a daily basis, like handling payroll, hiring talents, organizing and conducting trainings, defining policies on how to retain employees, etc.

Alas, the struggle is real and exists in all duties they have to perform! Isn’t it right?

You all will agree that the above-mentioned tasks are crucial for any organization. Each and every task has some standard queries that need to be answered.

Here is a list of some of the most common questions that HR needs to answer quite frequently.

  • “Can I get an experience letter?”
  • “How many vacations can I take in one go?”
  • “What are the medical benefits for my immediate family?”
  • “What is the notice period I need to serve at the time of putting on my papers?”

Most of the time, employees seek information on these queries over weekends, when you are thinking of relaxing or going for a movie or a date.

So, how can you handle these situations or provide answers to the questions when the demand arises.

To get away from these types of menial questions, go for a good Human Resource Management System (HRMS) tool! Be it requests for last three months’ pay stubs for income verification because an employee is planning to apply for a car loan. Or, they need to apply for a sick leave because they just got a call from their child’s school that their child is having a very high fever.

If you own a right HR tools, your life can become easier! So, if there is a tool that can:

  • Provide information about gross salary, deductions, overtime details, etc.
  • Provide information on leave travel allowance, house rental allowance, etc.
  • Provide a letter of residence that can be submitted to a bank at the time of applying for a home loan.
  • Provide access, to performance feedback.
  • And much more…

Then you can get some free time to focus on more tactical activities, and enjoy a cup of hot coffee or even think about taking a vacation!

What if these HRMS tools are accessible through mobile?

If everyone in the organization can access the HRMS tool through mobile, then sky is the limit. In this technological era, people expect everything to be easily available on mobile (like booking an appointment with your saloon, booking a ticket for a latest move, etc.). Making this information available on the mobile platforms also helps the employees get this information on the go!

Conclusion

It has become important for the HR departments to make sure that employees can easily access their own information. A new HR technology should be provided enabling employees to carry out self-service functions. It will help everyone in the organization from the ones who are seeking information to the one who have to provide it.

HRs! Do any of these common questions sound familiar?

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By HR-One Team
April 26, 2017

Employees are seeking a work environment that can provide a great work experience to them. Companies find it increasingly difficult to hire great talent. To meet the expectation of the employees, HR has to innovate and make use of tools, such as HR-One that can help attract, retain, and motivate the employees.

Employees are the most valuable assets of the company and to make them more productive, it is very important that the HR teams have tools ensuring best employees are able to perform to their full potential. To meet this requirement, an effective HR System should have the following features:

Self-service apps: Employees are looking for apps that can help them saving time of sending emails back and forth. In other words, employees’ self-service, that allows them to view and update their information, communicate easily with their peers and HR professionals, and are able to view schedule information.

Continuous updates on performances: Gone are the days when employees use to wait for their yearly appraisals. Now employees have become smart and are looking for tools that can help them update their performance related information on continual basis. Further, managers can easily update this information into the system that can be used during performance discussions.

Idea generation tools: To fulfill their aspirations of making a difference employees need tools and mechanisms to facilitate direct contribution towards the growth of their organization. An HR System that can help them contribute their two cents would be a wow idea. It will help employees to get recognition and rewards for their valuable contribution as well as create growth opportunities for the organization.

Conclusion

If employees get all the above-mentioned features in the HR System then sky is the limit to transform HR from an administrative focus to an engaging and strategy focus, where the entire workforce from the top-bottom are contributing towards the success of the organization. Adoption of such tools and systems will become even more critical in the coming years as new generations of employees start working. Even today, the generation X wants everything immediately and wants the ability and platform to make a difference.

What employees want from HR systems?

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By HR-One Team
April 24, 2017

Year ending is a time when we all should raise a toast to celebrate our successes, learn from the mistakes, and define a roadmap for the next year!

Is it possible, to erase the performance review where nobody would evaluate anybody else? Instead of giving ranks or ratings to employees, there should be an end of year celebration for what we have achieved and a planning meeting for what is to be achieved.

Nobody likes to get a report card as we use to get in schools. Rather than providing ratings, such as above average, exceeds expectations, or needs improvements, it would be a good idea to have a positive conversation and encouraging employees in the form of gratitude for the work they have done over the past year.

During performance review discussions, an employee should be calm listener. You should listen to it all without coming to any conclusion and show that you are open to an honest feedback.

Whether you agree with what is being shared with you or can’t wait out to come out of the room when it’s over, here are few things you should not say during discussion.

  • But that is not my job description or it is not my responsibility.
  • You are evaluating me based on wrong goals.
  • I’m not paid to….
  • I need a bigger pay than what I have been offered.
  • I work harder than most of my colleagues.
  • You are wrong.
  • That mistake was not my fault.
  • I would like a transfer to a different department.
  • I think you’re being overly critical.
  • But that’s just who I am. You knew that when you hired me.
  • I quit!

Saying nothing is as bad as saying any of the above! If you feel that the feedback is unjustified then the best approach would be to say something like, “Thank-you for sharing the feedback. I need some time to consider it and maybe we can sit down again once I have studied it carefully.” Organizations, where Performance Management Systems are deployed, facilitate this line of interaction between the employee and their reviewer. In fact, if you use such software, make sure you have goal setting done and review it regularly with your reviewer, recording progress every time.

Conclusion

The extra time will help you to prepare your thoughts and put them into writing. Through a proper performance management system, you can channelize your performance review rebuttals to Human Resources.

Organizations that deploy good performance management review software can avoid the above-mentioned situations by showing the employee the review process, where it is in the pipeline and also facilitating the right kind of communication.

Don’t say these things at your Performance Review

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By HR-One Team
April 21, 2017

Payroll teams spend most of their time manually updating all the payroll related tasks, which is the most time consuming, monotonous, and expensive process.

What if these teams get an opportunity to use a system that can perform all payroll related activities anytime and anywhere? Not only this, the payroll system is scalable as well as user friendly. A system that ensures managing the end-to-end spectrum of payroll system with better control, flexibility, and accuracy. A good Human Resource Management System (HRMS) payroll system may help to revolutionize a workplace!

The payroll system often requires very little input from the employer, such as employee wage information and number of hours worked. After this, it handles all calculations on its own and performs withholdings automatically. The best part is most of the HRMS payroll software are automatically updated based on a tax law changes. It also helps notifying employers when to file different types of tax forms.

Selecting a payroll system

It is important that you choose a payroll system that suits best to your business needs. But what are the parameters that you should keep in mind when making a selection? An effective payroll system should have the following features.

  • A payroll system should have details of all employees and other details like number of hours they have worked on different tasks.
  • A payroll system should not only record number of hours the employees have worked but must be handle difficult operations, like taking care of government taxation.
  • There should be a feature of keeping detailed and correct records. Record-keeping helps in monitoring trends, like how much overtime is being paid.
  • An automated payroll system helps in organizing other tasks, such as helping employees to independently print pay stubs.

Conclusion

In today’s era where technology ecosystem is growing at an exponential pace, it is a time for the HR department to embrace new systems and tools managing employee engagement and communication, workplace culture etc. No matter which services you choose, the features should be customized to suit your business needs. An effective payroll system should be able to offer advantages in terms of time, cost, and accuracy.

An Integrated Payroll Solution can provide a seamless end-to-end experience

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By HR-One Team
April 19, 2017

Are you looking for a web-based recruitment management system that can handle all recruitment functions (from raising a request-to-hire till the successful candidate is onboarded into the job) efficiently and effectively? Well, HR-One Recruitment module will help you in making recruitment faster and more effective with reduced costs and impact of employee turnover. This module helps in making the hiring process transparent, quicker, and paperless. You can tailor dashboards as per your needs and make them more flexible, robust, responsive, and user-friendly.

Features and Benefits

  • Raise a request to recruit: This module gives you the flexibility of raising a request to hire a new candidate. It allows you to track the progress of the requisition. There is a pre-defined workflow that helps you in assigning the recruiters to fill the gap of hiring a right candidate for the right positions.
  • Get resumes from different sources: An open job position can be filled either internally or externally. HR-One enables you to get repository of resumes internally from sources like internal references, intranet based job portals, etc. On the other hand, you can also hire employees from outside. The examples of external sources are job portals, social media websites, and consultant portals.
  • Provide interview feedback: No feedback after an interview is catastrophic to the hiring process. HR-One provides you a feature in the recruitment workflow that helps you to share the interview feedback with all the relevant stakeholders simultaneously. You can also store and maintain the feedback of all candidates for future reference.

Benefits

  • The recruitment module automates and centralizes all applicant information with a user-friendly and searchable platform.
  • This module makes the entire recruitment process transparent and paperless.
  • The customized dashboards for hiring managers, recruitment managers and recruiters that makes this module extremely simple to use for each user.

Conclusion

If you believe in customization, transparency, storing information at the centralized location, then you should opt HR-One Recruitment module. This module is intuitive and provides the recruitment status to all the relevant stakeholders. Therefore, do not think twice and just go for it!

HR-One Recruitment Module: Key Features & Benefits!

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By HR-One Team
April 17, 2017

Digital transformation is a hot topic for companies across the globe! Therefore, many companies have started taking action to transform their businesses from traditional form to the digitized one. But are companies really thinking what will be the outcome if digital technology is not integrated into every aspect of their business?

Human Resources (HR) is a department that is responsible for finding, hiring, training, scheduling, rewarding and supporting employees. Unfortunately, many companies treat HR department digitization as a low priority and do not give much attention to it. As a result, Human Resource Management (HRM) is often overlooked when it comes to think about digitally transforming a company.

How HRM can benefit from digital transformation

Digital transformation is not only about handling backend processes but it is also about managing the most important resource – people.

  • The biggest benefit of digitalizing the HR department operations is to get an accurate information of all existing employees, which can further help in bringing transparency across the company. For example, if you have a tightly integrated talent management solution, you can easily attract the best people and train them on what’s needed in real-time.
  • In today’s mobility driven environment, employees need to interact with HR systems on the go. This makes information more real time, reduces latency in arriving at key decisions and creates a platform for use of analytics to further mine data for trends. It is a known fact, the easier it is to input information, the more it will be provided. The more information is available, the more rich and accurate will be the trends.

Conclusion

HR digitization will help move it from being reactive to become a strategic arm of the organization, helping analyze and propose key business strategies! Choose an appropriate HRM software solution and plan for HR digitization. It will be easy for you to hire the top talent, streamline onboarding processes, defining comprehensive learning strategies, setting up meaningful goals and linking them with performance, fairly compensating talented employees, and last but not the least improving career and development planning.

What??? HR is not a part of your Digital Transformation Journey!

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By HR-One Team
April 14, 2017

No one is perfect but there is always a hope to achieve the desired results.

Performance review is an activity where you (as a manager) can help analyze an employee’s contribution in the past as well as going forward irrespective of whether they are perfect, inbetweeners, or underperformers. Performance reviews are an opportunity to analyze the employee’s capabilities, accomplishments, and any development needs or recommendations. But before preparing for reviews, there is time where some managers get anxious about performance review same as employees. This worry occurs, when they are not prepared due to lack of time or lack in performance evaluation skills despite of having enough data.

Recency Bias

Most people have a tendency to focus on “what’s happened lately” while evaluating something. The same happens in the performance review discussions also. Some managers tend to get influenced by what employees have done or achieved in the recent period instead of reviewing work done in the past 12 months. Don’t you think it’s unfair for the employees?

Vague and Quick Feedback

The most challenging part of the performance appraisal discussion is to provide a detailed feedback to the employees on their performance. Managers should be prepared to give constructive feedback. Sharing the feedback without citing evidences do no justice to employees’ contribution at any level. As a manager, it is your job to analyze their performance to help them grow. Come to the point and be ready with data supporting your evaluation about their work!

Treat Performance Review as an Annual Ritual

Many managers feel comfortable in conducting annual reviews instead of investing the time in ongoing reviews. Annual reviews cover reviews of 12 months’ performance whereas regular reviews focus on providing reviews at short intervals. A manager conducting an annual review can miss a chance to discuss the problematic issues raised 10 months prior to the review, and unable to help employees understand on how to improve the performance in those areas. Whereas, with regular reviews, managers get a chance to discuss performance goals and provide feedback on time helping employee’s performance on the fly.

Cautious about Giving Negative Feedback

Some managers are scared of providing negative feedback because it might heat up the performance review discussion. As a result, they avoid having a difficult discussion and try to share all goodies with employees. It is a good practice to share the areas of improvement and while doing so, ensure that you state the areas where you felt that there was a scope of improvement.

Not a Good Listener

Not listening is one of the common errors of performance appraisals. Both the parties – manager as well as employee should be a good listener in giving and taking the performance feedback. There is a possibility that both the parties have queries and concerns that can be further clarified or justified. If as a manager, you are dominating the conversation and evaluation, the employee feels undervalued and misunderstood.

Conclusion

All the above-mentioned mistakes can be rectified, if there is a proper performance management system. A good performance management system not only helps managers to share their feedbacks on regular basis but also help employees to bring themselves up to the expectations level. A good system can help in bridging the gap between the manager and the employee!

Are you making these 5 performance review mistakes?

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By HR-One Team
April 13, 2017

With technology running at its fastest pace, it has become crucial that the Human Resources team should also evolve its strategic approach! It should help new hires to reach at the expected level at the earliest so that they start contributing value to the business.

It is believed that these new entries can be easily adjusted in the organization if they are satisfied with the work and salary, committed towards their work, and most importantly, able to perform well. Studies have found that if the organization adopts a well-planned onboarding approach, you will have a higher retention and employee engagement rate.

Retaining a new hire can be very challenging in the first 6 months. Insufficient or disorganized onboarding can lead to lack of performance by the new hire or even an early exit from the organization. Acquiring a new hire has a high cost associated with it and losing them in the first 6 months can lead to loss of investment as well as impact business.

Let us discuss few of these strategies that can be help retaining the new hires.

Well-planned Onboarding Process

If the organization is following a well-planned onboarding program, then the majority of employees will continue with the company for a longer period.

But what is well-planned onboarding? Well, it is all about planning, scheduling, and how you communicate about the organization’s policies and processes, mission and vision as well as the important skills and knowledge a new hire should have in order to perform well.

If the organization has a well-defined onboarding program, then the new birdies will have a clear picture about their role and goal. It also lays out clear-cut objectives and its measure.

Before embarking them on the job, help bring clarity to the new hires about the organization, their roles, responsibilities, and resources available for utilization.

Good Rapport of New Birdies and Managers

The onboarding process should help the new hire understand the organization and its culture. Other than the senior management and HR, it is essential that new hires have frequent interactions with their managers (especially during the initial ramp up period).

For new hires, managers are best positioned to provide clarity about KRAs and the parameters to measure a success. For this, managers themselves need to be oriented on what topics to discuss and how. For example, key business growth aspects, customers, and strategies. Accordingly, managers can allocate assignments to them and set the competencies that they are expected to demonstrate.

Tips to Make Onboarding Process More Exciting and Fruitful

  • Welcome new hires nicely and avoid inundating them with unnecessary and monotonous paper work. Instead, focus on making the entire experience more fun by engaging them.
  • Give some time-slot to the senior leaders or founders to have a brief introduction.
  • It will be really good, if you can prepare a detailed plan (ideally for 6 months) and share a checklist of various activities new hires must essentially know. Track the checklist with them to fine tune as and when required for other new hires.
  • Use interactive ways to explain the onboarding process, such as videos, links, or interesting graphics explaining the various aspects of the organization.
  • Organize formal training for the new hires so that they can match the speed of the existing employees.
  • Share formal and informal feedback with the new hires. It helps in keeping their performance on track. You can also provide suggestions while interacting with them.

Conclusion

If the organization has a well-planned onboarding approach, then it will help in increasing employee engagement, improve performance, and reduce attrition rates. There are tools, like HR-One HRMS that can help in achieving your goals and increasing the revenue of your organization.

86% of new hires make their decision to leave or stay within the first 6 months. Time to Rebuild your Onboarding Strategy!

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By HR-One Team
April 10, 2017

Human Resource (HR) analytics is growing at a very fast pace. Businesses are realizing the importance of big data and building HR analytics that can help organization to effectively measure employee performance. It also aids in setting up strategies for improving the hiring process, boosting employees’ satisfaction, identifying star performers, calculating compensations, as well as detecting deficiencies (if any) in the current system that can be improved for the betterment of the organization.

Benefits of better HR analytics

A good HR analytics will help the organization in:

  • recognizing strengths and weaknesses of the workforce.
  • predicting vacancies and leadership roles within the organization for the upcoming businesses.
  • tracking and analyzing critical skills.
  • measuring turnover in terms of number of successful deadlines met by the various teams.
  • integrating data from departments, such as HR and financial to study the factors impacting workforce and business performance.
  • understanding how to optimize staffing levels and comprehend the impact of hiring more employees.

It is vital to make decisions based on facts rather than your gut feelings. And to make decision based on facts, you need data.

Right HR analytics tools not only help managers to gain more knowledge about the current workforce performance, cost incurred or required to update them, and other services, but also think about other “what if” scenarios that might occur in the near future that can affect the business.

Let us see some examples on how different companies are performing with better HR analytics in different areas.

Recruitment

With the help of big data, big companies are able to identify employees that can be harmful for the companies, and try to reduce this population by scrutinizing them in the hiring process.

Productivity

Studies have shown that now-a-days the HR departments are looking at the metadata that employees use in the emails. It helps them understand the reason of why some people are more productive than others. This way they can focus on how to increase the productivity rather than coming up with some rules to decreasing the number of meetings held.

The big data also help sales companies, such as automobiles to study the pattern of unplanned leaves taken up by their employees and accordingly they can arrange for extra staff to make up the periods of absence.

Retention

Companies are collecting data from social websites to identify the employees that are of a high risk among their high-potential employees.

Conclusion

Each of the above-mentioned examples helps in understanding the opportunities the HR analytics can take to make decisions for the good of the company.

Better HR analytics can keep your company on the path of growth

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By HR-One Team
April 7, 2017

Performance management is very crucial for any businesses to survive in the marketplace and be successful amongst its competitors. It helps companies in identifying, recognizing, retaining, and rewarding the top performers to achieve sustainable growth.

To gain more and as per the latest trend, many companies are replacing their traditional annual performance review with frequent periodic reviews and feedbacks. Slowly and steadily these companies are trying to change or upgrade their performance review systems with new ways.

Selecting a good performance management system itself is a challenge. How you should start looking for an automated or digitized version for your performance management process? Following are some tips that you can consider prior to opting for a performance management system.

Involve all stakeholders to gather requirements

It is very important for you to define and document what all you are looking from a new performance management system after digitization and automation. And, to achieve this goal you should include all stakeholders involved in the process, like workers, bosses, customers, etc. What are the advantages and disadvantages of the current system and what are they expecting from the new system.

After gathering all the requirements, you should design your own performance management system. It is important because when you buy software without having any knowledge about the requirements, you are definitely going to set yourself up for failure.

Human resource data and analytics

Being a central process, the performance management process consists of abundance of data about each and every employee. This data is generated at frequent intervals that can be daily, monthly or yearly. The prospective solutions should help you to not only record this data but analyze it in an effective and efficient manner.

There are other factors also to be considered, such as capabilities of adding additional data sources from any third-party application. It should be compatible as well as easily integrated with these applications (like hiring process).

Intuitive and user-friendly system

It is very critical to understand that whether the provided solution is providing a greater experience to the prospective users.

You should involve as many stakeholders as possible to understand user experience requirements at the time of defining the solution. Involving them since beginning so that it can release pressure when the system is ready for usage can be very beneficial.

The most crucial part is to study how the performance management system is going to seamlessly interact with other existing as well as prospective systems.

Challenges you might face at the time of selecting the tool

After going through the above-mentioned points, you must have understood that there is a significant amount of work to be done internally before you digitize any process in general and in particular.

There are a lot of products (on premise HRMS software as well as cloud based HRMS software) in the market and selecting a right one is crucial to your success. To make a right choice, you should ask the following questions to yourselves.

  • What is the basic necessity to the buy software?
  • How the new solution can help me in bridging up the gap between my current and new system?
  • Which solution is best suited for my business and organization size?
  • Whether the new solution is seamlessly appropriate for my current process? Or, if there is any need to update my processes to meet the requirement?

Conclusion

You should try to evaluate the various Web-based HRMS as well as cloud-based HRMS software that are available in the market based on your company process and culture. Selecting a vendor (local or global) is also one of the factors that you should keep in mind prior to buying software.

Talented business leaders or HR personnel will always clearly state their expectations from the new system, evaluate the available solutions as per their requirements, and then select a tool matching all the points described in their checklist to be successful in the market.

A Quick Guide: How to Buy a Performance Management System?

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By HR-One Team