26Sep
Appreciate Your HR Department on the HR Professional Day 2022

Appreciate Your HR Department on the HR Professional Day 2022

confluxhrHR Challenges

Working in human resources can be challenging. All of the critical duties that the HR department performs contribute to the business’s continued success. While some people dislike the HR department, it is critical and necessary. They are sometimes underappreciated for their efforts.

Human Resource Professional Day is dedicated to a day in the life of an HR professional. It aims to change people’s perspectives toward the HR department. It intends to teach them why their job is important to any business.

Things You Can Do to Appreciate Your HR Department

HR Professional Day is a fantastic opportunity to express your genuine gratitude to your HR department. The misconception that workers are the only ones who require participation is fading. Employee engagement is one of the goals of HR department; it is also essential for the department itself.

HR Professional Day is an excellent opportunity to establish a recognition program.

Individuals are compelled to appreciate their peers frequently and sincerely when they receive complete recognition.

Everyone in this hybrid setting, including your HR team, wants to be recognized for the job they accomplish daily. Using this day to build employee resilience and mental health benefits any firm.

It reduces employee burnout and impacts long-term job satisfaction and motivation.

Here are a few things you can do without thanking your human resources department.

  • Recognize and Thank Your Human Resources Department
  • Social media can be used to celebrate the HR professional day (For example, you can use the hashtag #HRProfessionalDay to alert your contacts and followers that you are commemorating this day.)
  • Allow for an unexpected day off (Your employees may use the extra time to focus on their health, spend time with family, or relax away from the “company.”)
  • Make your HR team’s taste buds pleased (after all, who doesn’t like a free lunch?).
  • Create a reward system.
  • Employees can be endorsed on LinkedIn.
  • Create a virtual hall of fame.

The Way Forward

Apart from a traditional strategy, if you want to make a long-term difference in your HR department, you must invest in the best HR platforms that manage your business’s core HR processes. It will improve the HR department’s efficiency and agility in their daily work.

It can automate all of the essential goals of HR department, saving your firm over 5000 business hours. It allows the HR department to make error-free decisions. The human resources department already has a lot on hand. ConfluxHR, on the other hand, can handle all of its problems.

ConlfuxHR is a one-stop shop for all HR issues, ranging from error-free payroll management and managing onboarding processes to exit procedures.

 So, what are you waiting for?

 Sign up now!

23Sep
Leadership Burnouts- Role of HRMS to Tackle Them

Leadership Burnouts: Where Can An Hrms Play Its Part?

confluxhrBest HRMS Software

You push others for better performance and be the bad cop for your subordinates. Besides that, all the bad work is yours, and all the good work is the team’s credit! Sometimes, all of this and more can take a toll on your daily productivity.

As a leader, there is no limit to the number of efforts you got to give. You are the innate force that pushes your team to outperform. So, at times you must become a bad cop for your subordinates. Not just this, but as a leader, you barely get any appreciation for your work.

The recurring attempt to stand strong and face it all with a dash of savage attitude can, at times, run out of the store. Undeniably, leadership can be a scary and stressful place.

Fun Fact (Not funny, though!)*

WHO recognizes ‘Burn Out’ as a medical condition. It can occur when someone is exposed to long-term stressful jobs. Besides sapping your energy, Burn Out conditions can reduce your productivity too.

Where does HRMS stand in the scenario?

Leadership burnout can lead to a massive breakdown in an organization’s workflow. If you fear failure and do not want that to happen at the first place, use an HRMS. HRMS can help you in the following ways:

  • Effective performance management
  • Accurate Attendance and leave management
  • Easy Training and development of employees

Every little task that gets off your way eventually stops you from getting ‘Burnt-Out.’

A Few Ways To Combat Burn Outs

Clueless regarding how to get out of leadership burnout? Use HRMS tools to half your work and ensure that you abide by the below pointers.

  • Let the passion not turn to poison. After all, a genius knows when to stop. Never overwork abnormally.
  • Reduce micro-managing and let your delegates take over. You cannot put your mind on everything. Rather let your delegates be accountable for tasks in bits and pieces.
  • Use your time wisely and seek breaks whenever you feel the need for relaxation. Aim to have achievements outside your task.
  • Get the basics into place- the sleeping pattern, diet, and regular workout.
  • Assess your situation and work towards solutions. Ask yourself questions to have a profitable self-assessment session. No denial.

Final Words

Leaders bring the spirit of work and coordination in a team. Hence, a burn out leader can bring innumerable losses to the organization. Take half the task off your way by using a promising HRMS.

‘And lastly, your definition for CEO might be anything from the businessy dictionary, but we know that a CEO is Chief Energy Officer, the positivity nurturer!’ What’s say?

21Sep
No Moonlighting- IT contracts, employee ethics and more

Is Moonlighting Clear Cheating? An Ultimate Way Forward!

confluxhrHR Challenges

We are so well acquainted with people working in the IT sector and having their share of side hustles. It doesn’t even seem debatable. As if it was always like that, and there is no big deal about it. However, the giants of the IT sector do not seem to be cordial about it!

It was just a tweet by the Chairperson of Wipro, Rishad Premji, and the debate caught fire. Sparked off by the tweet, the news channels also brought panels and encouraged open discussion on the same. Here is a glimpse of the tweet that fired an intense discussion and highlighted varied opinions.

The years of the pandemic have led to rising concerns about employee health. Hence, the IT sectors have been walking on the edge of adapting to the remote working culture.

According to Gartner, 30% of the Indian workforce will work remotely by the end of 2022. While there is a substantial encouragement for remote work culture in the corporate landscape, it also leads to various repercussions.

The debate might go on forever but let us bring you various perspectives of looking at the debate!

The rising concern of IT Employers!

As per the employers, it is simple. Hiring employees to work for their organization is not just defined by the working hours. It constitutes ideologies, ideas, and implementation. The erosion of valuable information is the constant fear of employers.

However, Sidharth Rawat, the co-founder of Exly, has recently expressed his opinions on a creative platform.

He said, “In my opinion, people who moonlight are awesome managers. Freelancing is not for everyone. It is just for a section of employees who can outperform for others and juggle more work.”

Besides that, the burnt-out employees take up external work and hamper the workflow in the organization with their unproductivity.

Hence, the real reluctance boils down to two or three pointers on fingertips- unproductivity, erosion of valuable data and clash of interest.

Trust breaches and lack of ethics in employees often lead to the greatest disaster within an organization!

The unsatiated quest for growth for IT employees!

It wouldn’t be wrong to say- Gen Z employees are greedy for growth. They are ever-evolving and unsatisfied and always look forward to upgrading themselves in every possible way. Undeniably, they are the change makers, the revolutionizers and pace setters!

The employees want to make the best use of their potential without hampering the work ethics in the full-time workplace. With an additional room to figure out new career possibilities, employees also get some additional income that aids them in upgrading their lifestyle as per their vision.

They believe that exercising their possibilities is no offence to any organization. Anyways, it is profitable if employees handle dual employment without being unproductive.

Dual lives and both equally larger than life! 

The legal aspect!

Section 60 of the Factories Act does not allow workers to be employed in two factories. However, the act does not cover the IT professionals and people working in administrative functions. All the laws in the act are meant for workers, not employees in the IT profession.

Moonlighting is not cheating as per the law, and the employer cannot take legal action against the act.

The Way Forward!

As an employer, you can only focus on arranging and conducting training sessions on what gigs employees can choose for two-timing. They must understand that the conflict of interest between their employers can put them in a legal hustle. Above all, employers can also focus on employee engagement which is ultimately the way forward to solve most of it.

As an employee, you must have business ethics and draw your lines per your second gig. It is better not to work simultaneously for both gigs with the same conflict of interest. Above all, you must choose to juggle external tasks only if you are a great multitasker.

After all, it is simply not fair to be less productive for your primary employer!

19Sep
4 Methods for Tracking Employee Attendance and Time

4 Methods for Tracking Employee Time and Attendance

confluxhrBest HRMS Software

Tracking time and attendance data for your workers can help your firm process payroll flawlessly and provide error-free invoices for clients.

Furthermore, you can comply with your region’s labor rules and stay on top of everything your staff are working on.

Listed below are a few methods for tracking employee attendance and time.

1.    Time and Attendance Management System

Time-tracking software includes numerous useful features. Every employee receives an account with a username and password. When they log in, the time is recorded in the system.

Within the software, there are several ways to track time. You can keep it simple by having your staff indicate when they take breaks. You can even utilize a more elaborate system in which they must record toilet breaks, lunchtime, and any other type of break you allow.

This allows you to carefully track how, why, and when your staff take breaks. However, remember that individuals who work in a fast-paced atmosphere frequently neglect to use the app’s features. Alternatively, they may choose the incorrect option, either purposefully or unintentionally.

2.    Biometric Technology

Devices are frequently installed at the workplace reception desk so that employees can scan their biometrics when entering and exiting the building. Track employee time and calculate your employees’ total number of working hours seamlessly.

It is more precise and does not allow for shady dealings or deception. Employees are not permitted to switch keycards or enter incorrect data. However, this approach is expensive and is not suitable for small firms.

3.    Systems Integration

Integrating the time and attendance management system with biometrics at the gate is fantastic. Employee time and attendance tracking can save a company a lot of money.

Using biometrics only solves a portion of the problem. The flexibility to exchange data with other applications is critical when looking for the best ways to track employee hours.

Tracking employee time and attendance is essential for payroll, time off, and regulatory purposes. Ideally, data sharing and integration should be frictionless, thanks to breakthrough wireless technology.

4.    Spreadsheets

Some small businesses may be hesitant to rapidly shift to the Cloud or an online system to track employee time. Including hours in a spreadsheet may be the most efficient method, but it will necessitate workarounds for engaging with governing agencies or other firms.

Managers typically include a list of all the projects on which their workers work. Employees also indicate the amount of time they spend on various jobs.

Do you need effective Employee Time and Attendance Tracking Software?

Creating a centralized data monitoring system makes it easier for employees and management to keep track of work hours. By selecting the appropriate solution, your firm may have time and attendance that is quick, straightforward, and trouble-free.

ConfluxHR is a comprehensive HRMS Platform that enables the efficient management of employee time and attendance tracking as well as payroll management.

Also read: Untold Benefits of Tracking Employee Attendance and Time

16Sep
Benefits of Tracking Employee Attendance and Time

Untold Benefits of Tracking Employee Attendance and Time

confluxhrBest HRMS Software

Tracking employee attendance and time assists businesses in efficiently scheduling their work and meeting deadlines. Managers can also get a clear image of employee deliverables. When done right, it is possible to retain outstanding staff while focusing on enhancing customer service. 

Such an ecosystem boosts employee productivity while also lowering costs for your company.  

When it comes to easy ways to track employee attendance, HRMS platforms are leading the way. The automation of core business operations significantly influences firms of all sizes. 

The following are some advantages to tracking your workforce’s time and attendance data:  

  • Simplify payroll operations and avoid errors with readily available payroll data.  
  • Ensure equitable workload distribution, avoids burnout, and lower unplanned absenteeism  
  • Maintain organizational compliance with meticulously documented and structured data  
  • Determine which areas of your organization want development.  
  • Take prompt action in areas that require improvement and additional resources.  
  • Recognize employee data independent of the workplace.
  • Track remote employee working hours without being bound to a certain place.
  • Track employee absences and sickness at the stroke of a button.  
  • Data enables you to precisely forecast the costs of future projects  

We can see why timesheets are important by looking at these benefits.  

However, did you realize that firms squander INR 2.25 LPA on non-productive tasks?  

You can save time on payroll calculations by switching to an automated time management service. Your business can utilize the extra time available to accelerate your business processes.  

Do you have trouble hunting for missing documents and validating timesheets? You can access all of your papers remotely and at any time using a digital HRMS platform.  

Do you need a way to motivate staff to arrive on time for a meeting? You can ensure that the team arrives on time for any occasion by automating meeting scheduling.  

Do You Want to Save 5000 Hours Per Year For Your Company?

ConfluxHR‘s comprehensive HRMS Platform can help your company avoid the same fate. Our platform provides recruitment, training, performance, exit management services, and adequate time and attendance management. 

Request a Demo to receive free services for your company. 

15Sep
3 Ways To Sustain Workplace Equity in Your Organization

3 Ways to Sustain Workplace Equity in Your Organization

confluxhrBest HRMS Software

Organizations require diversity, equity, and inclusion in the workplace. Individuals with unique thought processes must give their contributions to truly diverse teams of individuals. A diverse team comprises individuals with distinctive ways of thinking, sexual preference, race, ethnicity, etc.

An Inclusive Workplace is more than simply a setting; it is a lifelong commitment.  

It defines the organization’s attitude toward its employees. An inclusive workplace guarantees that each member has a deep and lasting sense of respect, value, purpose, and meaningful contribution to the organization’s goals.

Here are three imperatives for pushing inclusiveness to the top of an organization’s priority list:

Embracing Diversity Starts from the Top

Leadership is the foundation of a successful diversity plan. For this mindset to permeate the entire organization, ‘they’ must fully embrace and harness the power of diversity. Diversity of ideas, experiences, expertise, backgrounds and sexual orientation contributes to the versatility of the workplace.

Build a Culture of Psychological Safety

A psychologically safe workplace significantly impacts employees’ performance and mental well-being. It also significantly impacts the organization’s performance, health, resilience, and ability to bounce back in difficult circumstances.

Organizations with more psychologically safe settings value loyal employees. As a result, employees remain steady and devoted to the organization even during times of severe crisis and struggle.

There Can Be No Inclusion Without Equality

Workplace equity cannot occur unless every varied member of a diverse workforce feels equal with their colleagues at work. Confidence in one’s equality is the starting point for an inclusive workplace.

The Way Forward

With existing unequal representation, the LGBTQIA+ community must harness the strength of unity to prosper in the corporate sector. The willingness to express strengths and weaknesses individually allows employees to level up their performance at the workplace.

The advantages of an LGBTQ+ inclusive workplace go beyond what we can imagine. In an inclusive work environment, employees of various sexual orientations and gender expressions start feeling comfortable and validated. Businesses gain from LGBTQ+ inclusive workplaces in terms of productivity and profitability.

Wouldn’t you like to move to gender inclusiveness with a free HRMS solution?

HRMS software powered by modern technology assists businesses at various levels. The human resource departments, empowered with an HRMS, make correct judgments and fair appraisals based on accurate performance analysis.

ConfluxHR is securely backed by cutting-edge technologies to provide objective statistics on employee skill sets and growth. This reduces subconscious biases and enhances the general work culture of the organization.

So, what are you waiting for?

Visit ConfluxHR.com today.

13Sep
The Great attrition Wave- Reasons, Factors & The Way Forward

Everything About the Great Attrition Wave

confluxhrBest HRMS Software

Do you feel the reshuffle? The very transfer of power from the employer to the employee! The talent acquisition on employment chessboard is very much a strategic process!

Sometimes, all the HR processes might get into nerve! Whereas the most irritating aspect of the HR process is post-analysis of resignation. Over the past years, it has become irrelevant. What do you think has changed?

All recruiters and HRs must realize they are on the verge of undergoing a meaningful change. The hiring and human resource management process is at the heart of a revolution.

Resignation is the ultimate consequence of a prolonged episode of recurring unhappiness!

Factors Contributing to the Attrition Wave

The great attrition wave is a noticeable change in the corporate landscape. Great businesses have been struggling to find a promising solution to the problem. Let us run through a few obvious factors contributing to this great.

1. The Arrival of the Unwanted Stagnancy

A monotonous life is less lived. Being familiar with mundaneness is one of the most challenging aspects of adulting. Employees must get opportunities to do something different each day.

2. The Need for Workplace Validation

Employee validation is one of the primary factors impacting workplace satisfaction. Thus, organizations must take dedicated steps to recognize employees’ efforts. As a result, they must feel happy and valuable at the workplace.

3. Cluttered Communication

You can chalk out a way for introverts to communicate the essentials. An HRMS can contribute to the process. They can request SKIP meetings and one-to-one sessions without conveying them to anyone.

4. Hints of No Growth Soon

The urge for growth is ever-growing. Learning and development is the only way to grow at an organizational level. Unfortunately, employees often quit if there is no room for growth at the workplace.

5. Biased Work Environment

8 out of every 10 women resigning from a firm will have an issue that has something to do with workplace bias. How can we be this sure about it? Well, stats suggest that. So, what do you make out of it? An inclusive work environment is the best way to go forward. From pay disparity to workplace norms, HRs must ensure equality in every possible way.

Coping Up the Right Way!

The growing number of resignations and the fragility of job commitments are worrisome. Moreover, it is a serious concern for corporate firms across the globe.

Employees often look for more flexibility and better growth opportunity. Thus, they often look forward to upgrading their work life with a better environment and pay. But, there is a way to cope with it.

Here’s what companies can do:

  • Appreciate employees for good work
  • Introduce challenges to prevent Stagnancy
  • Focus on burnt-out employees and allow them a day-off
  • Encourage rapport between colleagues
  • Assuring them the job security
  • Learn from your exit interviews

Real desperation to upgrade is what resignation is all about. Yet, the ideal way of dealing with it is not letting desperation take birth in the first place!

12Sep
Quiet Quitting

Quiet Quitting or Acting According to Your Wage?

confluxhrBest HRMS Software

Quiet quitting is a trending phrase on everybody’s lips and on social media timelines. Quitting quietly, though, implies various things to different individuals. Its definition may differ down the generations, but in 2022, quiet quitting has evolved into a trend, if not an argument.

Quiet Quitting work is generally defined as performing the bare minimum at work to get by.

In most cases, it is the consequence of an employee unwilling to work additional hours after their shift concludes or doing something not included in their original offer letter. It is used by those who believe they are not getting compensated or acknowledged for the additional effort they put in at different levels.

What Do Millennials and Gen Z believe?

The concept of quiet quitting has always been around but there hasn’t been a name for it. The idea is gaining traction on social media as Gen Z and Millennials push back against the expectations of being handsomely rewarded.

Many people on social media have suggested that people do it for one of two primary reasons: to “act their wage,” or only perform things for which they are paid, or to protect themselves.

Quiet quitting is resistance to “hustle-culture”, the mentality of working extra hours and pushing over and beyond for your job. You keep assuming that you will be appreciated for it soon but you barely know when the time may come.

Hence, quiet quitting implies simply completing your job as described in your job description and doing nothing additional; in order to preserve your work-life balance.

What are your thoughts? Are Your Employees Quitting 9-5 or Acting Their Wage?

Employee fatigue and frustration are linked to quiet quitting. It could be due to the management’s actions or the employees’ dissatisfaction.

Are you looking for a solution to quiet quitting?

A comprehensive HRM Solution may be able to fix your issue.

ConfluxHR is an all-in-one HRMS platform with a solid architecture for streamlining all key HR business activities. There is no friction in the operation of a streamlined system. As a result, it is best to go forth with a solid HRM solution.

Our advanced HRMS enables you to easily manage employee payroll administration, appraisal management after a thorough performance evaluation, arranging and managing skill training activities, and controlling personalized exit procedures.

05Sep
Gender Inclusiveness at Workplace

Promising Ways to Achieve Gender Inclusivity in the Workplace

confluxhrBest HRMS Software

A gender-inclusive workplace is ultimately the way forward to a sustainable organization. Above all, we always knew that diversity is the mix, but inclusion is all about making the mix work in our favor! 

Gender inclusivity is not all about identifying but providing each team member with equal workplace opportunities, irrespective of gender.

Why is gender diversity important at workplace?

Gender inclusivity in the workplace is the step toward a non-violent and safe workplace. Above all, several types of research have shown that gender inclusion is excellent for a flourishing economy.

Each time we fail to achieve it, we pay the price. Ultimately, it is a fundamental human right. Now that we know why to opt for gender inclusive environment for work, let us run through a few ways to help us achieve it.

5 ways of achieving a gender-inclusive workplace

1.    Craft-based Job descriptions:

A job description can bring a world of difference in achieving Gender inclusiveness. It can be a tiny step towards a big goal. The gender language creates an impact on the reader. Frame your job descriptions so that it welcomes excellent sources irrespective of gender.

2.    Flexible workplace:

Take proactive measures to understand and resolve gender-related issues. Menstrual, maternal, and paternal leave are all part of a gender-inclusive work environment. A workplace must be flexible for people of all genders to feel comfortable and give their best contributions.

3.    Implementation of fair compensation practices:

Women earn only 82% of men’s salary. If you look forward to being a sustainable organization that attracts candidates rightly, you must compensate employees fairly. Every organization must opt for a very formal approach to determine the compensation band of employees.

4.    Learn from exit interviews:

Almost 64% of working women leave an organization because of gender bias. Since it is one of the most prominent malpractices in the corporate arena, we can always take a lesson from the exit interviews. After all, mistakes are the best ways to learn.

5.    Set a diverse interview panel:

Though, merit must be the only ground in selecting the interview panel. However, a diverse interview panel leaves a comforting and positive impression on the candidates’ minds.

The Bottom Line

These are the few promising ways to achieve a gender inclusivity work environment. After all, that is the way forward to a sustainable workplace. On the verge of discarding the conventional, the modern corporate world is paving the way towards an ultra-inclusive and comfortable working world for the candidates.

17Aug
ideal work environments

Elements of an Ideal Work Environment

confluxhrBest HRMS Software

Just think of a workplace where you happily spend your time working for a product or service you firmly believe in. You have the freedom to express your opinions and access the organization’s status quo. You are appreciated, appraised, and respected. Above all, your productivity is continuously hiking to heights and beyond! 

Gone are the days when your career success is measured with your current CTC. More surprisingly, having a work environment that suits your personal and professional requirements is one of the pivotal elements of a successful career. Hence, HRs across the globe have been walking on the edge to achieve the best working environment in the organization. An ideal work environment has become the most common priority of employees across the globe.

Top 10 Attributes of an Ideal Work Environment

The sizzling hiring market is on the verge of a much-required shift! The power has shifted from employer to employee. Talent is moving swiftly, and attrition is breaking out like a pandemic. The only way to employee retention is a positive working environment. We have drilled down the pivotal factors of an ideal work environment to help you have a deeper understanding of an ideal work environment.

1.    Employee Engagement:

One of the most critical points of retaining employees is employee engagement. It is quite an essential piece of the employee satisfaction puzzle that keeps them motivated and committed to the employers.

2.    Positive Goals:

The workplace’s goals should align with everyone’s growth, harmony, and the company’s objective. It must consequentially benefit employees and contribute to the team’s professional development.

3.    Open Communication:

Open communication is one of the significant keys to organizational success. Organization must encourage employees to express their feedback and thoughts transparently for smooth communication.

4.    Positive Methods of Reinforcement:

Levelling up productivity is all about positive reinforcement. It includes regular feedback on work, providing employees ample opportunities to expand their contributions, and inspiring them to speak up about their challenges.

5.    Emphasis on Employees’ Health:

Ultimately, post-pandemic situations have already indicated the importance of employee health. Physically and mentally burnt-out people always look for a workplace with an empathetic corner for employees and their wellbeing.

6.    Unity And Teamwork:

All the members of the team must be trained to work unitedly. The collaborative approach to solving a problem increases work satisfaction exponentially.

7.    Appreciation For Hard Work:

Recognition and appreciation of hard work play a significant role in employee satisfaction. Expressing gratitude over social media and using a corporate gamification system can be tactical tools for employee appreciation.

8.    Equality Assurance:

People must sense equality in the workplace. A workplace should be unbiased and give all employees equal rewards, opportunities, and resources without fail.

9.    Remuneration:

After all, money is one of the significant differentiators for every employee. Hence, employees must get a fair share of increment in their remuneration to feel motivated towards performing better.

10. Welcoming The Diversity:

An ideal workplace welcomes all sorts of people to sit together and have a great time working together towards a common goal for the organization’s benefit. There might be considerable dissimilarities in thoughts, gender, caste, creed, religion, colour, ethnicity etc. But a workplace should be unadulteratedly equal for all the employees.

Final Words:

Employees always crave professional development. It is neither all money nor all workplace satisfaction; it’s a grey area. But a magnetic workplace is all about the proper evaluation and appreciation of talents in a workplace. An approximate blend of all these attributes brings about the most productive workplace.

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