27Sep

What’s Trending During Corporate Navratri 2022?

Navratri is a nine-day festival. People of all religions participate in the celebrations in different ways, from dancing with fervor to worshipping Goddess Durga.

This event commemorates the triumph of Goddess Durga, who triumphed over Mahishasur to aid in the restoration of dharma. It is the ultimate conflict between positive and negative energy.

Similarly, each employee’s loyalty, excitement, dedication, and workability contribute to the company’s rise to the top in its industry. Furthermore, the employer’s effort, patience, and devotion also contribute to the company’s identity.

The Festive Spirit is Breaking Down Barriers

A festive occasion or a gathering at the workplace is one of the few times when people let down their guard and are willing to mingle.

And, what’s better is an occasion than Navratri 2022?

The overall corporate environment is joyous and carefree around this time. It is ideal in the casual atmosphere, that HR professionals strive to develop workplace communication.

These celebrations assist in breaking down established hierarchies and organizational limits. It is an ideal networking opportunity for any company’s personnel.

Digital HRM platforms can help bring your entire team together! It can assist you in organizing CSR activities in which all your coworkers can participate. Additionally, it may aid in the development of empathy and the celebration of the true festive spirit.

The Secret to A Successful Corporate Navratri 2022

This celebration of this occasion is best defined by a spoonful of pleasure and admiration in a cupful of contentment!

During the third quarter of the year, corporations celebrate this holiday season. It captivates the young and the aged while deepening their roots. Kicking off their days of enthusiasm with Navratri, employees are exposed to our culture and traditional beliefs in colorful and brilliant ways.

ConfluxHR, a division of DBI360, is one such company that is fully immersed in Navratri celebrations. Every year, they commemorate the days with zeal. This year, they went above and beyond for their staff by experimenting with a novel event structure.

23Sep

Leadership Burnouts: Where Can An Hrms Play Its Part?

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?

19Sep

4 Methods for Tracking Employee Time and Attendance

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

Untold Benefits of Tracking Employee Attendance and Time

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

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

Everything About the Great Attrition Wave

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 or Acting According to Your Wage?

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

Promising Ways to Achieve Gender Inclusivity in the Workplace

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

Elements of an Ideal Work Environment

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.

28Jul

10 Most Common Challenges HRs face in 2022

The global HR Management scenario is coming up with ways to intrigue its employees for the coming year. Disruptive breakthroughs, new business models and radical thinking significantly impact the organization. Marketing is getting highly competitive, and good resources have ample opportunities. In such cases, heightening job satisfaction and fostering a great working environment is one of the most critical HR Challenges in 2022.

Latest HR Challenges

The corporate world’s evolution has brought ample new HR challenges for the HR wings. Managing the employees is no more about imposing disciplinary compliances on the organization. It is way beyond just policing employees. HR Management focuses on fostering a productive work environment, ensuring employee satisfaction, creating valuable opportunities for employees etc. Let us run through a few challenges of HR wings 2022.

1.   Prioritizing Employees’ Mental Health and Wellbeing:

Employees’ mental health and well-being are essential aspects of the corporate world. Since the difference between personal and professional life is blurring out with time, employees’ mental health is no longer the buzzword. A significant HR challenge is prioritizing human emotions at the workplace and keeping discipline intact.

2.    Embedding Accountability in Employees:

Accountable employees are assets of an organization. HR strives hard to embed a sense of accountability within the employees, rising in lockstep. Creating performance standards and weekly goals and using valuable key performance indicators. A flawless performance management and analysis system are great for teaching accountability to employees.

3.    Adapting To A Hybrid Working Model:

The hybrid working model is the future of the corporate world. Research has constantly shown how this model helps in achieving complete employee satisfaction. This working model allows the employees to split their work time up in the whole day per their choice. Hence, employees have no fixed work time under the hybrid working model.

4.    Automating The Unproductive Tasks:

Getting rid of the unproductive task is one of the primary challenges for HRs. Technology has been a boon for employees as it helps automate unproductive tasks and allows HRs to focus on crucial parts of their function. However, Conflux HR is one of the most effective HRMS software.

5.    Mapping Out Positive Change Management:

The change capability of an organization depends on the HR wing. HR leaders face many difficulties in mapping out the change. Moreover, transition at the workplace is often difficult for workers to accustom and HRs play an instrumental role in fostering positive feelings about the changes.

6.    Implementing Green Work Engagement:

A socially responsible workplace is the need of the hour. HR leaders are striving hard to reinforce a green workplace, including training on limited electricity, water, etc.

7.    Achieving A Diverse Yet Inclusive Work Environment:

HR leaders are mapping out ways to make their work extremely welcoming for all community employees. Diversity in gender, cast, creed, colour, religion, ethnicity, sexual orientation etc. should not interfere with the work process.

8.    Ensuring Productivity In Remote Work:

The post-covid corporate landscape has found ways with remote work in some way or the other. Hence, one of the most common HR challenges in 2022 is ensuring the best productivity in remote work.

9.    Grooming And Training Employees:

Learning and development are the only way an organization can grow exponentially. HR leaders are engaging employees in upskilling programs to level up the productivity of an employee several notches up.

10.  Talent Acquisition

Talent acquisition is also one of the popular HR challenges in 2022. Positioning the right fit through a proper interview process is one of the primary concerns of the human resource wing.

Final Words:

These modern-day challenges commonly come in the way of human resource leaders. However, these are not all because HR is a multi-dimensional job. Different organizations face varying challenges. Despite all these challenges, it won’t be wrong to say that our HR leaders are ahead of them. Above all, they are redefining workplace comfort and productivity with contemporary approaches.