Top 8 Features of ConfluxHR HR Software

ConfluxHR is a SaaS-based HR software designed to make HR procedures more straightforward and efficient. For HR departments, the software is aimed at providing a complete solution.

ConfluxHR has you equipped with services ranging from hiring and skill management to employee monitoring and exit process management. This blog will examine ConfluxHR’s many modules and how they may help your business.

Recruitment Management and Applicant Tracking

ConfluxHR’s recruitment module aids businesses in streamlining the hiring procedure. Recruiters can use it to handle applications, track candidates during the hiring process, and evaluate applications.

Also, this module has options for scheduling interviews and emailing candidates. This module makes it simple for businesses to find, evaluate, and hire outstanding talent.

Additionally, it helps businesses to automate the hiring of new personnel. This module enables new hires to access pertinent training materials, complete paperwork online, and learn business policies and procedures.

Organizations may track the development of the onboarding process with the aid of the recruitment management module and ensure that new hires have a great experience right away.

Attendance Management Module

ConfluxHR’s attendance management module enables businesses to monitor employee time and attendance. Employees can use this module to clock in and out, note their breaks, and request time off.

Additionally, the module has functions like reports on attendance and tracking of overtime. Organizations may ensure that their staff members are working successfully and efficiently with the aid of this module.

Leave Management Module

The Leave Management module of our HR software aids businesses in efficiently managing employee leaves. Employees can apply for leaves with this system, managers can approve or deny requests, and HR administrators can track and manage leaves on a single platform.

Employees can use the module to apply for various leaves, including maternity, paternity, and yearly leaves, as well as other types of leave that are specific to the organization’s policy.

Workers can also examine the status of their leave requests, their leave history, and current leave balances. Managers can also view leave calendars to avoid scheduling conflicts and guarantee appropriate staffing during times of high demand.

The leave and attendance management modules work hand in hand while giving HR managers immediate access to information on employee leave balances, usage, and trends.

This aids HR managers in making efficient resource allocation and planning decisions and ensuring that company and legal requirements are met.

Learning and Development Management Module

Employers can provide their staff members with options for training and development thanks to ConfluxHR’s learning and development module. Organizations can use this module to design, manage, and monitor staff training programs.

Performance metrics and skill evaluations are also included in the module. Organizations can boost their employees’ performance overall and increase their skills and knowledge with the aid of this module.

Performance Management Module

ConfluxHR’s performance management feature enables businesses to monitor and control employee performance. Managers can use this module to create objectives, offer criticism, and evaluate employee performance.

Performance dashboards, 360-degree feedback, and performance reports are also included in the module. Organizations can discover performance difficulties, deal with them, and aid in the personal development of their staff members with the help of this module.

Payroll Management Module

Our HR Software enables businesses to control employee pay and benefits. Organizations can use this module to process payroll, compute taxes, and administer employee benefits including retirement and health plans.

Additionally, the module has functions like compliance reporting and employee self-service. Organizations may make sure that their employees are paid correctly and on time using this module. Additionally, it guarantees that they get the benefits they are entitled to.

Exit Process Management Module

ConfluxHR’s Exit Process Management Module is intended to assist businesses in managing the offboarding of departing employees. The module enables enterprises to start the employee leave process.

It involves assembling an exit checklist with all the procedures and paperwork required for a seamless transition. Also, it offers resources for conducting exit interviews, which can give employers important information about why a worker left.

The module enables businesses to design unique exit interview forms that may be completed online by the employee or in person by management. The responses are then compiled and analyzed, giving employers helpful information on increasing employee engagement and retention.

Module for Employee Self-Service (ESS)

With the help of ConfluxHR’s Employee Self-Service Portal (ESS), staff members may access and take care of HR-related activities and personal information. Thanks to the system’s architecture, employees can complete various HR-related tasks using the ESS’s user-friendly interface without help from HR specialists.

Employees can access their data via the ESS, including contact information, salary information, and benefits information. Also, they may examine their pay stubs, request time off, and update their personal information, including their address and emergency contacts.

Employees can also manage their performance-related duties with the ESS, including defining and monitoring goals, submitting performance reviews, and gaining access to resources for training and development.

One of the significant advantages of the ESS is that it gives employees the freedom to take charge of their HR-related responsibilities, which can lessen the administrative workload on HR professionals.

The ESS can also enhance communication and openness between employees and the HR department by giving employees immediate access to their personal information and HR-related duties.

By granting workers more control over their work-related duties and information, the ESS can also improve employee engagement and happiness. Employees can easily access their HR-related duties and information thanks to the ESS’s seamless 24/7 accessibility.

In conclusion, our HR software provides a complete solution for managing business HR operations. Using ConfluxHR’s many modules, businesses may do the following:

  • Automate Onboarding
  • Track Time & Attendance
  • Manage Performance
  • Offer Training and Development
  • Control Employee Benefits and Compensation
  • Manage the Exit Process of Employees
  • Provide Them With Self Service Access

Organizations can use ConfluxHR’s HR software to streamline their HR procedures, lower administrative burdens, and increase worker productivity and satisfaction.


10 Factors for an Employee Resignation

Good managers understand how costly staff turnover can be. They work hard to keep their organization’s costs to a minimum. You can only retain some employees, no matter how nicely they are treated. Thus, every organization necessitates a robust leave management system.

On the other hand, some employees are welcome to depart, and maintaining a proper employee exit process may aid in long-term compliance management for an organization. The cost of employee turnover is high.

Apart from the obvious financial costs of replacing them, an employee exit process might have a detrimental influence on the morale of their coworkers. This might wreak even greater havoc on their workers. Given the significant expense of finding, hiring, and training employees, it is critical to prioritize employee retention initiatives.

Do You Need Help Retaining Your Top Employees?

Here are ten frequent reasons why employees leave their employment, as well as tips on reducing employee turnover.

Employees Believe They are Underappreciated and Undervalued

It would be best to inform employees regularly that their contributions are valued. Appreciation does not have to be extravagant rewards or monetary incentives; it can be as essential as verbal praise and pleasant feedback.

Inadequate Communication About Compensation

Fair remuneration is an essential aspect of lowering turnover. However, it is equally crucial to be upfront regarding wage increases and to provide an explanation if one is rejected.

Employees will feel more respected by their company if they are supplied with clear information and transparency regarding salary.

Inadequate Work-life Balance, Vacation Time, and Flexibility

Employees are no longer expected to be linked to their desks from 9 to 5. With many people working remotely during the epidemic and juggling work and home lives, employees are looking for organizations that offer more flexibility regarding work schedules, locations, and hours.

A leave management system is necessary to avoid this discrepancy.

Without Proper Communication, Management Changes and Restructures Will Occur

Businesses that need to plan for and convey organizational changes risk losing essential staff. Coaching employees most affected by the change is part of change management to sustain morale and ensure a smooth transition.

While you may have some of the necessary information, the more you can provide, the better!

Outdated Machinery and Equipment

Outdated or difficult-to-use products may encourage personnel to flee, whether warehousing equipment or computers. Business technology is now critical to how businesses run, from optimizing processes to maintaining communication while working remotely.

Updating workers unhappy with obsolete technology may cost more in the long run than replacing the tools.

Unrealistic Goals and Performance Targets

Setting realistic performance targets is critical for employee morale and your company’s financial goals. These objectives should be reasonable and well-planned. Employee retention will improve if managers recognize and reward their staff when they meet or exceed their goals.

After all, each employee’s achievement contributes to the company’s success.

A Lack of a Clear Path to Advancement in One’s Career

Closely related to performance objectives is giving employees a clear picture of what an internal promotion for their position looks like and what they can do to get there. This is a tried-and-true method of retaining staff while keeping them motivated.

With clear guidance, they may feel safe and seek advancement elsewhere. Companies can reduce turnover by providing a path for employees to advance within the organization.

They Believe Their managers are Unsupportive

People abandon bosses rather than jobs. Bad managers are one of the most significant contributors to employee turnover. If your organization needs help with employee retention, try educating your managers on how to solicit feedback, confess mistakes, and tailor their management style to the person.

The Company’s Branding Is Weak

Employees care more than ever about their company’s ideals and reputation. Company branding is how the general public perceives your firm and what workers can expect if they choose to work for you.

Being active about social issues, supporting working parents in the company, or marketing amenities like a gym membership or free lunches are all examples of branding.

The goal of employer branding is to attract applicants who share these values. That said, it’s critical that these beliefs are genuine, or prospective employees may feel misled and decide to quit.

Employees are not feeling challenged.

A bored employee will likely look for a new, more challenging position elsewhere. While any work requires some repetition, giving staff more difficult duties is an excellent approach to keep them. It shows that you believe in them and encourages them to be creative and continue to grow.


Companies invest a lot of time, energy, and money in attracting and hiring the appropriate people. Therefore it pays to prioritize the employee exit process and employee retention methods in your organization!

How your employees feel about working for you is vital to the health of your organization.

Start managing your HR seamlessly and making them feel valued by requesting a free ConfluxHR demo today. ConfluxHR’s exit management module aids in the systematic resignation of an employee.

Also read: An Overview of Leave Types In A HR Management Software.


Supporting the New Moms at Work- Maternity leave Rules & More

While talking about the maternity journey and the work, we are not trying to bring men down. The pressure of being a parent is a tough journey, irrespective of gender aspect. However, mothers’ journey is more of a physical one and coping with the work while balancing motherhood requires a lot of support.

We, as a society, have started appreciating working moms. This itself is an indicator of the progress that we have been able to make so far. However, how much do we contribute to this progress? A maternity leave policy is one such appreciable move.

Attributes of Mom-Friendly Work Environment

Adhering to the rules led down by the government, organizations strictly follow the maternity leave policies. However, there are several other ways companies can support new moms to become accustomed to the truckloads of changes in their lives.

Strong maternity leave programs

Strong maternity leave programs help mothers take care of themselves and build loyalty for the company. Maternity leave rules in India for private companies are there to support working moms. It allows moms to adjust to the sudden change in their lives and take things at their pace.

Allowing utmost flexibility to the employee

Being a mom and working a full-time job is not a cakewalk. One can only tackle both if organizations allow flexible working hours. It need not be a documented process, but it’s that tiny bit that an organization can do to support working moms.

Childcare benefits to the employees

Childcare benefits can bring a huge impact on employees in both emotional and financial ways. Childcare perks reduce new moms’ strain on the child’s overall well-being.

Celebration of the achievement

Organizations must celebrate the achievements of new parents right from the birth of a child. A small cake-cutting gathering in the workplace cheers up the employees’ zeal.

Making the environment accommodable

New moms might find it difficult to accommodate workplaces. Organizations must try to make the environment comfortable and adjustable for new moms so that they can give their best shots.

Final Words

That’s how you can make a working mother feel cared for and comforted at the workplace. Striking the right balance while juggling motherhood and full-time work can sometimes get into nerves. However, a little support from the workplace can make a world of difference in the confidence of new working mothers.

All the above listed ways can uplift the spirits of new mothers. Moreover, a great leave management system can make the leaves way more trackable for the HRs.

So, how can your organization support motherhood?


An Overview of Leave Types In A HR Management Software

From working in a setup where the center of power was with the employer to watch the shift of power to the employee, we have come a long way. The human resource management norms went for a toss in the last few years.

Businesses started taking employees seriously and taking care of every little grievance. Moreover, the leave management system plays an enormous role in employee engagement and retention.

Companies exhibit their progressive aspect by cultivating a great work environment for the employees to feel appreciated and energetic. Let us discuss a few leave types that every employer must know about to map out the leave management approach in their organization.

Types of leaves

The law body of the nation has minimal interference in the leave management scenario at work. However, they have outlined the specifics of the leave policy, which has been accepted by employers widely.
Let us go through the popular types of leaves that employers prefer to offer!

1. Privilege leave (PL)

Privilege Leave (sometimes known as Earned Leaves) is the type of leave employees earn by being present during the working days. In some parts of the world, these leaves are also called Flexi. To avail of these leaves, employees must plan and inform their reporting managers ahead of time. The best part of the leave type is it can be carried forward to the next financial year.

2. Casual Leave (CL)

Some companies provide casual leave apart from earned leaves. Such type of leaves compensates for unforeseen situations and of utmost emergency. CL is mandatory in many states. Moreover, some employers combine the entitlements of Casual leave and Sick leave to simplify the leave policy.

3. Sick leave (SL)

Sick Leaves are also known as medical leaves, which are extended to employees on the grounds of sickness and accidental cases. Sick Leaves are mandatory as per the law. However, employees often tend to misuse SL. Therefore, employers seek a medical certificate to validate the leave.

4. Maternity Leave (ML)

The Act of Maternity Benefit 1961 mandates that employers provide 26 weeks of paid leave to women who have worked for at least 80 days and are expecting a delivery date. Maternity Benefits is a central government act applicable to an individual’s first two children.

5. Compensatory Leave (Comp-Off)

Comp-Off is a leave that is entitled to employees in case of emergency. Employees who have been working on the weekends or holidays to hand over the deliverables on priority can claim a comp-off on a workday.

6. Marriage Leave

Some companies provide special leave for employees during the marriage. The employer can provide marriage leave from anywhere between 1-15 days. Moreover, the HR department can ask for the marriage invitation card or a marriage certificate as proof of leave approval.

7. Paternity leave

Paternity leave is extended to employees who are expecting to be fathers. It is a leave for fathers to take care of their newborn and the mother. The employer can grant the leave for a specific time from the date of birth of the child.

8. Bereavement Leave

Bereavement leave is extended to an employee who has lost a family member or a loved one to death. It is the leave to participate in the person’s last rites and grieve. This kind of leave is called compassionate leave in some parts of the world.

**Fun fact: Some companies also allow bereavement to leave for the death of an employee’s pet!

9. Leave without Pay (LWP)

At times employees run out of balance leaves of all types but still seek time off. Those leaves are categorized as Leave without Pay (LWP). During payroll processing, employers deduct salaries for the number of LWPs in a month.

The Way Forward

Every organization must have a static and progressive leave management policy. Often employees assess the affluence of a company from the leave policy. If you have aimed at retaining employees for a longer period, you must have a progressive leave policy for your employees so that they feel valued.



Lay Offs- The Better Way to Enhance Exit Experience

How can the elephant of the name escape our attention regarding resource management? A layoff is a buzzword today, and the A-listers have extended enormous contributions exemplifying the sudden layoffs. Undeniably, we know the employees’ side of the story. Here is an overview of the other side.

Detaching work associated with an employee is not an easy option either way. It is an unpleasant situation with a series of formalities making it even more awkward. However, HR Managers can make this process super healthy and approachable.

How can haphazard offboarding make it worse?

The dangers of haphazard offboarding can have multiple repercussions. Determining the offboarding checklist is one of the most crucial aspects of the operational readiness of an organization. However, your employees must be aware of those steps after creating strong offboarding policies.

  • A haphazard process can often lead to awkward situations.
  • Manual management can often lead to skipping document formalities.
  • Poor timing and miscommunication often muddle the image of the organization.

Ultimately, it not only harms the brand image of the organization, but it also hampers the operational flow. Businesses often focus on other resource management processes and ignore exit management’s importance.

How can an HRMS help you manage your Exit Process superiorly?

HRMS has several benefits in terms of resource management. However, in this section, we will highlight the benefits of HRMS concerning the offboarding process.HRMS streamlines the offboarding process in the remote work culture

  • HRMS streamlines the offboarding process in the remote work culture
  • It standardizes the offboarding process
  • It makes the process efficient
  • It protects the brand of the employer
  • It simplifies the adherence to compliance

HRMS can save several working hours for your business. Besides, it can make every process of resource management super-easy. Exit management has a series of formalities. You can manage your long offboarding checklist at a go with an HRMS.

ConfluxHR is one of the most acclaimed HRMS solutions that can help you in all resource management processes. It leverages technology to help you optimize the business process and save your annual working hours to a great extent.


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.