14Feb
ESS Features

Empower Your Employees with ESS Features

confluxhrHRMS

Employees are an organization’s most valuable asset. Organizations work hard to keep their employees happy and morale high. Today, every organization takes many initiatives to increase employee engagement.

It is critical to have people feel good about working for the organization in 2023 and beyond. The human resource management department is crucial in ensuring that the organization’s employees are happy and fulfilled.

HRMS With Employee Self Service Capabilities

The next generation of HR software was created with the employees in mind. ESS features make it easier for employees to complete simple jobs with a few clicks. ConfluxHR is an example of HR software that prioritizes employees.

The employee self-service portal attests to the platform’s goal of making jobs easier for employees. It also tries to improve transparency in human resource management practices.

The requirement for paperwork for straightforward actions like applying for business cards or vouchers is decreased thanks to the employee self-service site.

The employee logs into the platform to submit a request and enters the necessary information. The following are the primary advantages of the employee self-service portal:

All Personnel Information is Up-to-date

Employee information is frequently updated. For instance, an employee may have relocated, married, or changed their phone number. The ESS features can assist managers in keeping everything under control in the shortest amount of time feasible.

The ESS is improving administrative responsibilities. It has a self-service system available online. As a result, personnel information can be updated digitally.

This cuts down on administrative time. It also aids in keeping all personnel information up to date regularly.

Requests for Time Off Take Less Time

It is relatively uncommon for pleas for holidays to go unnoticed. Employees may get dissatisfied as a result of this. It may also lead to employees abusing your uncontrolled system.

Employee self-service, thankfully, provides a solution. You will no longer have to track down holiday requests using a digital interface. This is because everything is recorded in the system.

Both you and your staff will be kept up to date on their vacation. Everything is automatically updated and visible to both parties at all times. It’s an excellent approach to reducing your workload, minimizing stress, and keeping your employees happy.

Employee Self-service Reduces Costs

Administrative chores, as previously noted, can consume a significant amount of company time. Not only that, but they require resources and people to assist in dealing with unexpected situations.

One of the primary reasons for creating ESS was to reduce the amount of time spent on administrative activities. Business owners and staff must concentrate on more crucial areas of their professions.

Employee self-service eliminates the need for a full-time administrative assistant by allowing numerous previously time-consuming duties to be handled online by the appropriate employees.

Human Error is Less Likely

There are numerous advantages to converting your company’s systems from paper to digital. It dramatically decreases the possibility of human error, allowing for better accuracy. This is significant since human mistakes are unavoidable in many parts of life, including business.

While there is no way to eliminate it, we can take steps to reduce its impact. One of these measures is employee self-service solutions.

It is critical to collect, monitor, and update personnel data. However, when done manually, it is a process prone to human mistakes. Because it keeps all of this information digitally, ESS is an excellent solution to lessen the possibility of such issues.

Employee self-service capabilities allow your staff to view their information and make changes as needed. If they change their phone number or move, they log into their profile and make the necessary modifications.

The Way Forward

That’s all there is to it. This method of operation relieves the business owner of accountability and places it on the employee. Employees are responsible for keeping their information up to date. By doing so – and doing so digitally – they reduce the possibility of human error by using these ESS features.

So that was the employee self-service platform, which provides numerous benefits to the human resource management department and the employees.

30Jan
Human Resource Management System

8 Ways Human Resource Management System can Revolutionize Your HR Department

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Cloud technology has forced companies to look for software to boost efficiency and improve the accuracy of human resources operations.

The technology has made it possible to automate a company’s HR operations.

The advantages of a Human Resource Management System have led to improved performance across several areas, including hiring, interviews, paperwork, onboarding, payroll, attendance control, learning and development, compliance, workflow streaming, and relieving tasks.

Many free HR software programs are available, and the help of analytics and cloud-based HR software has raised staff performance transparency and boosted employee happiness.

Let’s examine how human resource management has changed because of HR software.

1. Hiring

The first step in the HR process is to decide how to hire the ideal candidate who fits the culture and environment of the company.

According to a report, online recruiting may shorten the hiring process by 25%. Consequently, 95% of the costs are saved. (1)

The efficient tracking of each candidate’s development has been made possible via cloud-based HR management software.

2. Process For Onboarding And Documenting

Many businesses have adopted cloud-based HR software to collect and retain data while onboarding personnel methodically and securely.

In addition to lowering the danger of information loss, this has enabled businesses to accumulate vital data that will help them learn and develop and offer information on their employees’ progress.

Although they now spend less time manually entering data, HR managers still devote up to 50% of their time to these responsibilities.

By accurately calculating salaries and PF amounts against employee designations, new HR systems can consolidate and automate the payroll system through e-payroll.

To avoid fines and maintain the efficient operation of the company, the payroll team can update HR systems with new policies, tax regulations, and deadlines regularly.

3. Management Of Attendance And Leaves

Thanks to a cloud-based e-attendance system, HR can compute employees’ overtime, additional days, and required working hours. It also helps in maintaining a record of employees’ attendance.

Employees who are paid by the hour or frequently put in extra work for the company outside of regular business hours may benefit from these solutions.

4. Data Management For Employees

Additionally, many web-based Human Resource Management System have brought together HR operations in one location to see personnel information, top skills, employee assessments and successes, and comments from peers.

5. Performance Monitoring

Replacing the outdated practice of assigning generic key performance indicators (KPIs) to everyone in a similar job. The performance appraisal team now has all records data linked into one location and machine learning at their disposal, making their work easier.

6. Reporting And Analysis

Companies can obtain real-time updates and analyses of employees’ performance, all thanks to HR software. When an organization’s culture changes, this would be incredibly beneficial for businesses to adapt accordingly.

Real-time updates will enable the HR manager to monitor the effect on people and notify the board of any benefits, difficulties, and the degree of success of new approaches.

7. Forming A Team

The HR division can plan and create exercises to strengthen teams using the available data. Additionally, it can identify the underlying causes of poor performance and improve teamwork abilities or employee morale.

Predictive analysis is one way that artificial intelligence will likely be used effectively. 32% of businesses claim to be prepared to start employing predictive analytics.

Regarding team development, AI may assess data from most people, teams, or organizations to forecast performance and suggest ways to improve individual contributors’ abilities.

8. Managing the Workforce

Integrating HR with the business’s goal will enable managers to enhance their planning and adopt a strategic approach to the organization’s future requirements.

Additionally, it would enable companies to spend money on staff training and development to build stronger teams and future leaders.

Consequently, decisions connected to human capital management should be strengthened. HR software assists in matching the right team with the appropriate project that fits their skill sets.

Furthermore, the program aids in streamlining all of their activities so that they may concentrate on essential jobs, boosting productivity.

Without an effective HRMS, no organization’s human resource management can compete in today’s market.

27Dec
Optimal Human Resources Management

The Four P’s to Avoid Employee Resignations

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The youthful generation, now entering the workforce, feels more empowered than ever to find a career they enjoy. Such a scenario implies that they will go from one job to the next until they discover their ideal fit.

Effective human resource management is required to ensure employee happiness and retention. In case of a resignation, employers must also manage the complete exit process of employee to reduce compliance issues and maintain consistent off-boarding of their valued employees.

The Shifting Tide of HR Trends in 2022 and Beyond

Technology has permitted a never-ending employment search for upcoming youthful employees. According to Statista, based on survey data collected in February 2022, the most significant reason for quitting a job in 2021 was insufficient compensation.

Lack of career advancement was also frequently stated as a reason for resignation. As a result, HR professionals constantly seek new ways to optimize human resource management and keep their eyes peeled for better chances in the periphery.

Here are the ‘Four Ps’ you can deploy to avoid the hassle of going through a tedious employee exit process:

Provide Opportunities in Terms of Growth

Check in with employees regularly to learn what aspects of their employment they like the most. Inquire about what else they’d like to know. Allow them to shadow you or others in the firm who can teach them desirable skills.

Opportunities for advancement and leadership responsibilities should be trumpeted into their ears. Make a clear route for them to follow with tactical steps they may take to acquire those responsibilities.

ConfluxHR may assist you in communicating successfully with your resources in this situation by providing enhanced tools for managing, administering and tracking learning and development programs, one-on-one dialogues, and so on.

Going further, according to Statista, as of 2021, 49% of job applicants regarded career growth possibilities, employer ethics, and values as other key factors in assuring job satisfaction.

Pay Your Employees Practically

Overall compensation was the most important criterion for job seekers accepting work in both 2021 and 2022. This percentage climbed dramatically throughout this period, with a 15% increase in respondents claiming this as their primary reason for accepting a job in 2022.

Furthermore, Statista stated that respondents in 2022 were less concerned with corporate location, company values, and job security than they were in 2021.

ConfluxHR’s Performance Management Module can help you manage employee performance and evaluation issues. You may give employees bonuses to encourage hard work. Compensating staff for extra effort done for the organization goes a long way in terms of employee loyalty.

Prioritize Employee Health First Policies

If your employee is happy and healthy, they will work hard for your company. Aside from including therapy and medication coverage in your benefits package, there are various other ways to encourage employees to live healthy lifestyles.

As part of a benefits package, you may include a gym membership. Allow staff to arrive late or depart early once a week to attend a yoga or group exercise class. Work with employees schedules to ensure that personal health initiatives are balanced with office hours.

Praise Employees for Excellent Work

Employees must understand that what they do for your company is important. If you don’t show them how they can make a difference, they’ll move somewhere that does. Make time during the day to congratulate the staff for their efforts. It may even start by saying, “You’re doing great today!”

Such practice reminds them of their fantastic job and explains how they’re an important part of the team. According to a survey done in India between December 2021 and January 2022, 44 per cent of full-time employees were satisfied with their current job.

It will foster empathy and understanding between the two roles.

Conclusion

Employees will become increasingly difficult to keep; since technology allows us access to vast amounts of data regarding employment. Your employer brand is on the front lines versus competing organizations that threaten to take better care of your talent than you.

Keep in mind the ‘Four Ps’ to keep your talent from going elsewhere. ConfluxHR, on the other hand, may also assist you with the employee leave process. Our HRMS Platform offers comprehensive human resource management services, from recruitment to employee exit process management.

Are you interested in learning more about how ConfluxHR can establish a systematic human resource management approach for your team?

Sign Up for the on-demand ConfluxHR live demo.

Also read: 10 Factors for an Employee Resignation

27Oct
Corporate Approaches Adhering the Rising Health Concerns For Employees

Rising Health Concerns of Human Resources- Ways To Go About It!

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Once in a blue moon, there comes a situation that knocks down every preparedness and norm! In the present times, Covid19 pandemic is one such situation. It challenges preparedness at all levels. Besides that, it also altered the norms forever and beyond.

Employee appeasement has always remained an unsolved puzzle for the corporate landscape. However, the pandemic has helped resolve some of it. Post Covid19, humanitarians have been speaking about the evident shift in human emotions. People want to feel cared for amidst all chaos.

Since human health has been vulnerable during the pandemic, people want their employer to show reasonable concern in every form. Therefore, the pandemic marked a clear shift in employee engagement and appeasement policies across the globe.

Let us help you with a few promising approaches to address employees’ rising health concerns.

1. Positive Behavioral patterns

Sick employees must feel a sense of positivity from the organization. Hence the TLs, managers, HRs, and everyone in the organization must empathize with the concerned employees.

2. Flexible work hours:

While sick, employees must be allowed flexible working hours to exercise their convenience. Flexible working hours are the need of the hour for employees suffering from health ailments. Hence, it can trigger a sense of fulfilment within the organization.

3. Treating Burn Out as a medical condition:

When WHO has recognized Burn Out as a medical condition, it is high time that the corporate world accepts it. It is a much better and quicker solution for employees to find a way out.

4. Maternity and Paternity Leave policies:

Maternity and paternity leave policies are another significant way to show concern for employees’ health and wellness. Being a parent is a major change, and everyone needs time to cope with it.

5. Health Insurance policies:

Employers must also invest some money in health insurance policies for their workforce. It ultimately builds and strengthens the trust of the employees in the employer.

The Way forward!

Remember, it is not showing concern for the employee’s health, but it is all about being concerned for them. All the above pointers give you a few ways to show employees your concerns. With an inclusive approach to shoulder the health burdens of employees, you can make your employees feel valued and cared for.

After all, good health is good business! Isn’t it?

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.

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.

28Jul
HR challenges and solutions

10 Most Common Challenges HRs face in 2022

confluxhrbest HRMS software, HR Challenges, HRMS

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.

27Jul
human resource management system

7 Ways HR Management is Way Different Than The Conventional One

confluxhrbest HRMS software

The HR Department we know, and love today is not the same as it used to be. The department was known to be an administrative wing. But today, it addresses many topics like the company’s management & employees’ grievances. The traditional HR department was not the powerhouse of the organization, but the contemporary HR Management has evolved to be the body that regulates the work environment and essential functionalities of the company. 

Traditional Vs. Contemporary HR Management

The differences between conventional and contemporary human resource management systems are many. Undeniably, the differences have just made things better. The work environment has been way smoother for the employees, and the workforce has been way more productive for the company, all thanks to the new era of HR Management. Let us discuss a few observable differences between conventional HR management and the new age HR management.

1.    The Central Focus:

The central focus of the HR Department has changed over the years. The traditional HR wing primarily focused on hiring resources, communicating expectations and employee orientation. On the contrary, today’s HR department focuses on more essential areas like acquisition, development, training, talent acquisition and retention etc.

2.    The Approach:

Just think of HR approaches a few years back; you will be reminded of routine and practices. Today’s HR Management is more about strategies, from goal setting to analysis of the work environment. HR Managers play a crucial role in shaping the company’s future and taking the organization in the right direction.

3.    Employee Management:

Another remarkable change is that the HR department is no more limited to creating company policies and policing employees. They invest their efforts aiming at a bigger picture where the employees’ grievances are paramount of importance. They ensure the best interest of each employee working in the organization.

4.    The Hiring Process:

Selective hiring is one of the most observable changes the HR landscape has ever witnessed. It is the people of the company that we place our bets on. You cannot just hire anyone just for the sake of hiring. Valuable hiring is all about finding the right fit for job roles. The modern hiring process includes character analysis of the candidates rather than just focussing on the work experience (which is also an important factor to consider)!

5.    Fair Appraisal Process:

The one-way hierarchical appraisal system fails as it has proven to have loopholes. However, the new age HR department believes in a fair appraisal policy that includes 360-degree appraisal.

6.    Training Employees:

Training employees and adding to their knowledge helps an organization grow exponentially. Developing relevant skills in individuals adds to the organization’s overall development. It ensures that your workforce is among the frontrunners!

7.    Ensuring A Satisfactory Exit Experience:

A smooth and satisfactory exit experience highlights the sportsmanship spirit of the organization. Exit experience used to be terrible for employees back in the old days. But today’s updated HR handbook guide will always suggest making the exit process easier. An organization becomes way more powerful when the ex-employees become its brand ambassadors.

The Bottom Line:

The change in the HR landscape appears much better, more comfortable, and happy as a change! The need of the hour for a better work environment and productivity. The combination of these good practices in an organization ensures the best advantage.

Employees’ synergy and team spirits can take organizations to heights and beyond!

Automate the paperwork using Conflux HR, one of the best HRMS software around, and get your HR department for some real work that can bring a change!

04May
Debunking popular myths about HRMS

5 Common HRMS Myths That Should Be Dispelled Right Away!

confluxhrHRMS

The fear of the unknown is always prevailing! Even business organizations are fearful of stepping out of the mundane drill to discover something new that might be better too. With the arrival of human resource management system, are on the horizon of technological advancement. Yet, there are a handful of organizations reluctant to change for the better. Besides fear, what plays its part is the myths! Let us decode the 5 popular HRMS myths that must be dispelled right away!

5 Popular HRMS Myths

“We always fear what we fail to understand” ~ Dan Brown

HRMS sync organizations with the newest technology and enables them to cater to a huge number of human resources. But there are a few myths around them that stop entrepreneurs from choosing one. Let’s debunk these popular myths and know intricate details about HRMS!

# It replaces human resources

We must be assured that technology is here to sort out things for us. It cannot ever replace a human resource’s contribution. It can be used productively to make the complex paper works easy, reducing the inefficiencies and flaws in the system. You cannot automate scrutinizing profiles and selecting the perfect fit. That’s a given!

# It doesn’t fit the company budget

A business has many costs, ranging from licensing to paying out employees. You can figure out if it is necessary to burden the budget to make the HR operations easy. However, you can ease out the HR operation and not laden the cost to the company with an efficient and budget-friendly HRMS system.

# You must be tech-savvy to use it

The fear of technology always lies in the application. However, the HRMS software is tactfully designed with a top-notch user interface to make it easier for newbies to find their way around it. While the software environment is an ever-changing space, the newer is always better than, the older versions. Hence, you need not be tech-savvy to use the HRMS system.

# It is best for large organizations

It used to be true when HRMS was hosted on-premises contributing to a lump sum of the cost to the company. These days we have modern cloud-based HRMS solutions that are inexpensive and provide several modules for various HR-related tasks. These HRMS solutions work well for small to large companies with 10-1000 employees to sync with the new-age automation tools.

# Data is not secure in HRMS

It’s the biggest myth about HRMS solutions. Contrarily data stored in the cloud servers are the most secure option for an organization. It is the best way to access data selectively and keep them organized. Encryption of data is also possible in the cloud-based storage system. Hence, you barely bear the chances of a data breach or data theft.

Bottom Line

Check out n number of superior products in the market, and you will always find nay-sayers for them. However, you can always incorporate the reviews and analyze their productivity. Hope you could understand what HRMS software is and how it largely contributes to making the growth trajectory smooth for an organization.

“Myths are nothing but outdated facts!”
& its high time to consume updated facts and act accordingly!