24Feb
Employee Skill Development

Role of Technology in Employee Skill Development

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India’s workplace scenario is undergoing rapid change. Retaining and upskilling employees are essential to employee retention and organizational success.

Businesses in all sectors should give skill development priority. Those who do so have a better chance of remaining competitive. Skill development is essential for the following reasons:

  • Keeping the Best Talent
  • Increasing Involvement & Output

Employee Skill Development Through Reskilling & Upskilling

Training employees to gain additional skills or enhance existing ones is referred to as reskilling and upskilling. Nonetheless, these abilities must be pertinent to their present or anticipated job duties.

Companies can give employees a chance to develop professionally. They can show their dedication to skill development by doing this. Such an action significantly influences employee engagement and retention.

What is Employee Skill Development?

Employers must make their workers feel supported and respected. Long-term retention rates are higher for employees who the company recognizes. Moreover, employee skill development can help a business flourish.

Employees can efficiently perform the following as they pick up new abilities and knowledge:

  • Tackle challenges
  • Improve Their Methods
  • Boost operational effectiveness
  • Better Prepare for Market Change or Disruptions

Businesses that engage in employee training are better positioned to navigate the shifting business landscape. They also have a higher probability of emerging as industry leaders.

The Need for Employee Skill Development

Novel technologies and business concepts are being developed. As a result, there is frequently a need for more skilled workers who can successfully operate them.

One advantage of reskilling and upskilling is that it allows you to cover significant skill shortages in your staff. Businesses may ensure the talent they require to stay ahead of the curve by investing in their employees’ development.

Furthermore, it can assist businesses in addressing the skills crisis that several industries are currently experiencing.

Do you wish to manage employee skill development systematically and efficiently?

Companies can take advantage of technology that combines performance management with practical learning and development. Businesses can use HR Software to do the following:

  • Implement Focused Training Programs
  • Set & Track Goals and Objectives
  • Provide Performance Feedback
  • Identify Skill Gaps

Furthermore, HR software can offer insights into employee performance and development. It can help companies find areas where they can improve.

HR software may give workers a fun and dynamic learning environment. The training procedure is more entertaining and efficient thanks to such technologies. As a result, technology can be used to manage employee growth successfully.

Businesses can implement targeted training opportunities, provide ongoing performance feedback, and foster a culture of lifelong learning by utilizing technology.

A comprehensive HR Software – ConfluxHR aids organizations in streamlining their HR procedures. By using our HRMS, businesses can improve productivity and employee engagement.

ConfluxHR’s learning and development management module is one of its standout features. It is intended to enhance employee skill development in an organized way for businesses.

The seamless integration of the L&D and Performance Management Module enables businesses to monitor and assess worker performance concerning their goals.

ConfluxHR gives companies the ability to achieve the following through the integration of these two modules:

  • Identifying Skills Gaps
  • Create Focused Training Initiatives
  • Assist Staff in Enhancing Performance
  • Achieving Overall Career Objectives

The learning and development management module of ConfluxHR also includes the following features:

  • Monitor Employee Progress
  • Give Feedback & Support
  • Honour and Reward Accomplishments
  • Develop a Culture of Ongoing Learning & Development

All of the following are essential for employee engagement and retention.

Moreover, ConfluxHR’s learning and development management module is designed to be flexible and adaptable. It enables businesses to provide training programs that are accessible and engaging. The module includes a variety of learning tools and resources.

The flexibility and adaptability of the module also enable businesses to create training programs that are engaging and accessible for employees, creating a culture of continuous learning and improvement that benefits both the employees and the company as a whole.

21Feb
HR Software for statutory compliance

Role of HR Software in Ensuring Payroll Statutory Compliance in India

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In human labor, statutory compliance refers to the legal guidelines that an organization must adhere to while paying its employees. Every country has a plethora of state and federal employment rules that organizations must follow.

A considerable sum of time and money is spent ensuring all compliance requirements are followed. Some of the compliances include, but are not limited to, the following:

  • Wages
  • Professional Taxes
  • Maternity Leave and so on…

Statutory compliance is one of the most significant HR hazards in the workplace because it concerns employment legislation and procedures. As a result, employers must be well-versed in the statutory compliances linked with employment legislation and labor standards.

Why is Statutory Compliance and Regulation Required?

Both small and large businesses must conform to legislative compliances to protect their businesses from legal wranglings. An in-depth knowledge of compliance is needed to reduce the risks related to non-compliance.

In today’s cutthroat business ecology, it can be exceedingly difficult for organizations to meet statutory compliances without a strong payroll or HR management system.

When it comes to India, there is a myriad of regulatory regulations that firms must follow in order to avoid legal impediments. If a corporation fails to comply with the required legislative compliances, it may face severe penalties. In the worst-case scenario, it might cost you your entire company.

Payroll Statutory Compliances in India

Following are some basic regulatory standards to which Indian enterprises must adhere:

The Minimum Wage Act

This rule requires establishing minimum wage rates for both unskilled and skilled laborers. It ensures remuneration for the laborers’ basic survival needs and their medical, educational, and other needs.

The act applies to the minimum pay to workers in several states, subject to state legislative conformity. ConfluxHR HRMS includes a provision for mapping this difficult necessity with multi-location and geographic support.

Furthermore, overtime wages are a statutory necessity under the Factory Act and the Payment of Wages Act. Construction and manufacturing are examples of industries included.

TDS Deduction

If an employee’s compensation exceeds the amount exempt from taxes, every employer is required under Section 192 of the IT (Income Tax) Act 1961 to consider a TDS deduction from that employee’s pay. Employers must also keep Forms 16 and 24Q on file.

Investments, travel, child education, HRA, Special allowance, and medical allowances, among other compensation components, impact TDS deduction.

PF & ESI Deduction

Employees can get financial and medical benefits for themselves and their families through the ESIC-regulated ESI fund if their monthly salary is 15,000 INR or less.

A mandatory contribution fund known as PF (Provident Fund) is set up for an employee’s retirement or immediate family in the case of their passing.

Gratuity

This is the sum of money given to employees by their employers when they quit their positions after five years of service.

Professional Tax

A state-based tax on employment or professional services. It is one of the mandatory deductions that must be made from an employee’s annual revenue before determining their tax.

Role of an HR Software in Statutory Compliance

An HR software with Employee Tax Calculation feature can be a valuable tool in assisting firms in India with statutory payroll compliances.

These are some examples of how it can help:

Accurate and Timely Tax Computation

The Employee Tax Calculation function calculates the employee’s tax due automatically based on India’s updated tax rules and regulations.

Reports on Statutory Compliance

ConfluxHR’s HRMS creates statutory compliance reports for employee taxes such as Form 16, Form 24Q, and Form 26AS.

Integration with Other Human Resources Components

ConfluxHR’s HRMS with Employee Tax Calculation feature interfaces with other HR modules such as attendance, leave management, and employee self-service, allowing HR teams to efficiently compute and process taxes based on correct attendance and leave data.

Cloud-Based and Secure

ConfluxHR’s HRMS is cloud-based, meaning employee data and tax information are stored securely in the cloud. This reduces the risk of data loss, theft, or damage caused by physical storage devices.

The Employee Tax calculator can help organizations in India manage their payroll statutory compliances more efficiently and accurately, ensuring compliance with the country’s latest tax laws and regulations.

You can manage your selections for ESI and PF, professional tax, salary, and TDS deduction using the HR software. It also automatically determines salaries after all appropriate deductions.

Contact us here for more information on how our SaaS-based HR software can assist your company in meeting a variety of HR and statutory compliances. You can also contact us via www.confluxhr.com or by email at enquiry@confluxhr.com.

 

20Feb
HR Software for Employee Tax Calculations

Role of HR Software in Ensuring Accurate Employee Tax Calculations

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Employee tax management may be a complex and time-consuming operation. Beyond 2023, HR Software are critical in ensuring accurate and timely tax calculations for employees. These HR software operate by leveraging digital tax calculators.

Thus, look for an HRMS that has taxation capabilities. On opting for an HR software offering automatic employee tax calculations, you can conduct the following tasks with ease:

  • Manage your tax-related operations
  • Compute taxes and deduction
  • Generate tax challans
  • Issue paychecks
  • Generate tax reports

ConfluxHR, for example, includes various employee tax management capabilities. Using ConfluxHR, you can take care of the following tasks:

  • Tax challan generation
  • Advance tax calculations
  • Employee self-service (ESS) data entry, and more

ESS assists employees with self-investment declarations. Self declarations make the tax calculation process quick and simple. It removes the possibility of human error and saves HR professionals time.

Benefits of Using Digital Tax Calculators Available With HR Software

Such systematic tasks ensure that employee taxes are calculated precisely and consistently. It also prevents employees from being under or over-taxed. Listed below are a few of the benefits of signing up with an HR software with employee tax calculation features:

Updates in Real Time

HRMS platforms can deliver real-time updates on tax legislation and modifications. It does so by utilising digital tax calculators. This means payroll experts are always up to date on tax law changes.

Such a feature lowers the risk of compliance difficulties and ensures that employees are properly taxed.

Integration with Payroll Module

HRMS platforms can integrate the functionality of digital tax calculators with the payroll management module, making it easier for firms to calculate and pay taxes. This ensures that employees receive their tax compliant paychecks on time.

Self-Service for Employees

Employees can access and manage their tax information through a self-service portal on HRMS platforms. The digital tax calculators, included with the HRMS, give employees control over their tax information. It also guarantees that it is up to date.

ESS portals reduce the workload of both employees and small business owners. This improves transparency and confidence.

Furthermore, allowing employees to examine their payslips and other tax-related information gives them greater insight into the process. It also aids in the development of trust in the organisation and its professional standards.

Maintain Compliance

A good HRMS assures compliance with local tax laws and regulations. An HRMS enables firms to do the following seamlessly:

  • Manage employee information
  • Track attendance and leave
  • Compute payroll and deductions

The HRMS can also be programmed to collect, calculate and deduct income tax automatically. It guarantees conformity with government laws. The technology can notify the employer of any forthcoming deadlines, among other features.

Human errors could lead to noncompliance and legal difficulties. However, by automating data entry and calculations, the system can lessen the likelihood of human errors.

The Way Forward

To summarise, an HR Software is critical for every firm. It enables them to undertake the following at ease:

  • Effective management of personnel information
  • Tracking of attendance and leave
  • Computation of pay and deductions

This saves time and reduces the risk of compliance issues. It also helps to improve employee satisfaction and engagement.

An HR Software can also help with employee compliance by automating repetitive tasks. It also assists with compliance with rules and regulations. It can also help to boost employee management, communication and engagement.

16Feb
Digital Skills for HR Management

4 Crucial Digital Skills Every HR Professional Should Possess

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It is only natural for stakeholders to expect the HR department to be extremely tech-savvy in a completely digital environment. After all, why should the HR department be left out of the digitalization of entire companies?

Indeed, it is reasonable to assume that many people do not identify the HR function with digitalization.

HR management is considered last when it comes to digital upgrades. As a result, the entire department is still reliant on physical labor. Manual labor is monotonous and prone to errors.

Factors Influencing the Digital Revolution for Human Resources Professionals

Unrelenting global pressure is driving a digital HR transformation. During the COVID outbreak, the way we work changed with necessity. Thus, it will continue to change how we work and live our professional lives.

Some companies with big real estate assets anticipate a return to the office. However, a vast majority of employees prefer remote or hybrid work options.

Companies that work hard to modernize their HR digitally will enjoy this large shift in talent. Workers have refined their objectives and are not afraid to employ their options.

Traditional HR operations use face-to-face interactions, filing cabinets, and paperwork. Payroll, attendance systems, performance management, application management, and onboarding require significant documentation.

Leadership, culture, and how people work are all critical components of a successful HR digital transformation. This entire workplace transformation is effectively supported by technology and improved process efficiency.

The benefits of digital transformation in HR include the following:

  • Improved employee experience
  • Simpler corporate operations
  • Enhanced data-driven decision-making, and more.

Using digital technologies can help businesses save time and money.

They can use technology to improve communication, increase productivity, attract top talent, allow employees to work from anywhere, give information that may influence corporate decisions, and much more.

The Advantages of Using HR Technology in Your Business

HR can ensure that the technology and practices adopted prioritize people and culture. When HR leads the digital transformation project, incorporating leadership and engaging every employee, they can also ensure that all embrace changes.

Any organization’s human resources (HR) department is critical. It is in charge of the people side of the organization. It includes recruitment, hiring, training, performance management & HR management processes.

However, in today’s digital age, the human resources function has evolved, as have the talents needed to succeed in this profession. As a result, we will examine how digital skills are required for modern-day HR practitioners.

Data Analysis

The usage of big data and analytics is increasing. Human resource specialists must be able to analyze and comprehend data. They must be familiar with technologies such as Excel, Google Sheets, and data visualization software.

These technologies enable HR professionals to do the following:

  • track and employee performance management
  • spot HR trends
  • make data-driven choices.

This ability is especially crucial for HR professionals who work in larger firms with a large amount of data to examine.

HR Software, aka HR Management Solutions (HRMS)

HRMS software is used to manage HR-related functions. Employee information tracking, time and attendance, payroll, and benefits administration can be managed using an HRMS.

HR professionals should be comfortable using HR tools to automate core HR operations.

One method of learning an HRMS is implementing it at your workplace and gaining hands-on experience. However, it is critical to have a concept of which HRMS may be most compatible.

As a result, we recommend that you begin with a free trial, evaluate the platform, and then adopt it. You can try ConfluxHR HRMS for free right here!

Manage and Conduct Digital Interviews

The ability to interview the ideal candidate from anywhere in the world makes such a tool nothing short of a powerful tool in the hands of an experienced recruiter. However, it is also a technique that candidates routinely use to trick the interviewing system.

As a result, it is a crucial tool that every HR must understand how to use, and even more critically, it is an important skill that every HR must acquire. A digital interview can help you overcome uncertainty and serve as an icebreaker for initial contact.

As a result, you will be able to concentrate more on the skills rather than deciding whether a candidate’s bad performance is due to anxiety or a lack of enough talent.

The components of remote interviewing are the following:

  • Sending calendar invites
  • Sending meeting links
  • Adding attendees
  • Conducting the online interview
  • Fairly judging the candidate’s application for the role

Management of Remote Workers

With the advent of remote work, managers must be adept at remote HR management utilizing digital tools.

They must be proficient in using the following:

  • Video conferencing technologies
  • Cloud-based collaboration platforms
  • Remote project management systems and more.

They should also be able to monitor and track the performance and productivity of remote employees.

Digital capabilities are now required for modern-day HR workers. As is obvious, all of this is far easier said than done. However, having competent software to aid you along all stages of this procedure makes an effort much easier.

HR professionals can help their firms thrive in the digital age. They can do so by developing these abilities. They can attract and retain outstanding people using these tools.

 

14Feb
ESS Features

Empower Your Employees with ESS Features

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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.

02Feb
Exit Management Process

Streamlining The Exit Process with A Promising Exit Management Process

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In the resentment of losing resources, we often forget that a great exit experience is a trump card for the organization. Why? It gives you immense valuable brand recognition through the mouth of words. Let us understand it better and dive into the approaches that can enhance the exit experiences of employees.

Why Should You Care About the Exit Experience at All?

Exit experiences shape the most vital part of your ex-employees perception of your work culture. Being genuinely good to employees while exiting is a great virtue and shines out finely. It shows a genuine respect of the organization towards the employees’ contributions and work.

It leaves an extraordinary impact on the minds of the ex-employees. Hence, these start passing on recommendations for you, and you also benefit from the mouth of a word.

How Can an Exit Management System Help?

Exit management systems in HR software contribute constructively to the process. It bridges the hassle of multiple follow-ups for the formalities to be completed. Moreover, it also drives away the awkwardness of curbing the work association. Hence, the awkward exchange of words is replaced with a neat and helpful feature.

Hence, HR software can redefine the fanatic exit experience at your workplace. It lubricates the process from all levels, making it easier to get off the exit formalities without much hassle.

An Insight Into The Ideal Exit Experience

A strategic EI approach can provide valuable insight into the mindset of the employees, and the challenges they face, reveal the problems at work and shed light on the areas of gaps. Most of the time, exit interviews fail the purpose of highlighting an action item for the organization. Let us run through a few tips that can help you make the exit experience much more valuable than ever.

  • Questions related to human resource management.
  • Questions to understand the employees’ perception of work.
  • Gain an insight into the leadership style of the reporting managers.
  • Learn about the HR benchmarks of other firms.
  • Fostering innovation by being open to ideas
  • Create a real marketer for the firm by enriching people’s exit experiences.

Tips for a Promising Exit Process

Being an HR, one would know about exit formalities. Hence, let us talk about the less-popular facts that can work in your favor. Run through the below pointers to find them out:

  1. Try being genuinely harmonious to employees during their last working days.
  2. Choose an HR Software that simplifies the exit formalities for HRs and employees.
  3. Try to learn from your exiting employees about the lacunae as per their opinion.
  4. Never discourage opinions; be ready to know the truth about your loopholes.
  5. Ensure a smooth exit experience on a good note.

Takeaways

Exit experiences have a personal impression on the overall experience at work. You might have a great experience while working in a company, but a horror exit experience might pollute your goodwill for the firm.

Likewise, great exit experiences take the business a long way.

29Dec
HRMS for Remote

Remote Work Management With an HRMS

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Remote work has been a thing lately. Post-pandemic, remote work has become the ideal approach in the corporate world. However, we do not address the challenges of resource management that come along with it.

Remote work became the new normal in 2020 when the world’s pandemic hit. Standing in the shoes of an HR, working from home seems to be a hectic deal. HRs’ role has become more critical than ever, with the responsibility of managing employees and enhancing productivity with the work-from-home culture.

Hence, in such a chaotic state, all an HR needs is an assisting system that can take care of all the mundane tasks with utmost accuracy, and what’s better than dedicated HR software?

Integral features of an HRMS

The new age workforce management system needs agile software that can help HRs handle a multitude of mundane activities at go. Hence, an ideal HRMS that might be a helping hand for HRs needs some exclusive elements of remote team management.
So let us run through a few exceptional elements of remote workforce management.

Employee self-service:

Employees must feel independent rather than reaching out to HR at the drop of a hat. ESS is a feature that reduces HRs manual tasks. From raising requests for one-to-one meetings to downloading pay slips, employees can handle their issues to quite an extent.

Compliance management

Every workplace must abide by compliances and regulations. An HRMS offers a holistic grasp of these aspects and makes it imperative in a remote work setup. You get the software to monitor your employee and internal operations.

Payroll Management

Payroll is one of the most hectic parts of HRs responsibilities. A dedicated HRMS can help HRs generate a pay register with a click. It makes their work much simple and automates the process. It frees HRs from tedious manual operations so they can focus more on the strategic part of HR operations.

Real-time insights

HR dashboards with real-time insights are a great tool for managing the remote workforce. With vital details like employees on leave, male-female ratio, workplace surveys, etc., it aids HRs to be informed of the significant highlights.

Performance Management

If an organization wants to grow exponentially, it is imperative to identify people’s strengths, weaknesses, and performances. Hence, a diligent performance management tool is influential in analyzing employee contributions and optimizing them with the right guidance.

The Bottom line

If you want to thrive in the new age corporate landscape, you must find ways around remote work culture. A dedicated human resource software solution can help you achieve the best productivity from remote workforces.
All the above pointers suggest how HR software can optimize productivity from a remotely working team of resources.

So, when have you thought of opting for an HRMS solution to make remote working more productive than ever?

28Dec
Employee Experience Guide

The Contemporary Employee Experience Guide: What changed and what hasn’t!

confluxhrHRMS

The shift of power from the employer to the employee has called for several changes. Hence, the company’s success is measured using different metrics. A company is as successful as satisfied its employees are. Employee experience matters the most!

The contemporary corporate scenario is all about taking care of the employees like a family and optimizing their best productivity. Therefore, excellent employee experience is readily available these days. However, you can stand out as a business owner in the competitive market by having the best work culture, benefits, etc.

Employee Experience Changes From Old To New

Things have enormously changed in the modern work culture. The old and new corporate landscapes are almost similar in no possible way. Let us trace the differences and see where the whole range of employee experience has begun.

Change in priorities of the employees

Employees used to prioritize money in the earlier corporate world. These days, they are looking for a pleasing and enriching work experience. More than money, employees prioritize the quality of life at work

Enriching employee experience for retention

The beginning of employee satisfaction narrative started with employee retention methodologies. Enriching employee experience became popular when it was a great retention policy. Employees gave amazing responses to workplaces with pleasing environments, superior work cultures, and other benefits.

HRs going by the analytics

Many employee satisfaction surveys have shown the interest areas of employees across the globe. HRs started going by analytics and conducting such surveys using human resource software solutions to figure out everything employees aspired to at the workplace.

Hybrid work culture post-pandemic

The pandemic was the high time for corporate giants to adapt to hybrid work culture. However, employees started getting bored with the work culture. Using employee management software proved to be of some help, but HRs had to rethink the engagement of the employees.

The Bottom line

If you have yet to start to think seriously about your company’s employee benefits and employee experience, then it is high time you do it. Having an agile team of resources can help you climb heights and beyond.

The trend shift has handed over HRs with the most critical task of enriching employee experience like never before. As an HR, you start from the tiniest bit, like implementing HR software at the workplace.

After all, we always bet on the resources! Don’t we?

20Dec
Free HRMS Vs Paid HRMS

Free HRMS vs. Paid HRMS- Difference, Benefits, and More

confluxhrHRMS

When running a business, you might be wearing several hats and juggling various tasks. One of the most challenging tasks amidst all of them is HR systems and processes. When mundane HR tasks get on your nerves, you can manage them using a human resource software solution.

However, the most challenging part is not deciding whether to prefer an HRMS. It lies in deciding whether to go for a free HRMS or a paid one. Now that you have landed here, let us run through the exciting insights showing the highs and lows of choosing a free and paid human resources software solution.

Comparative Study of Free and Paid HRMS

We are always eager to jump for anything that might be free. However, there are always two sides to a coin. Here is a pros and cons analysis for a better insight into the matter.

Investment:

You can manage some portions of your hectic HR-related tasks. ROI is one of the essential aspects of corporate budgeting approaches, and you get it completely. However, a paid HRMS will cost you some amount periodic

HR process upgradation:

The best part about using a human resource software solution is that you are on your way to streamlining the HR management process as per the latest technology. Hence, you can always be a step ahead and opt for futuristic solutions to problems with the software.

Data safety:

Free HRMS software is not a safe platform to put all your employee data out when you are up for using a software solution and vast and precious data storage. On the contrary, a paid HRMS software solution provider takes responsibility for data security (often). You must look into the SaaS agreement to get all such clarity.

Dependability:

Since the service is not chargeable, you might not charge the service providers for any issue. One fine day, the software might not function well too. However, a paid subscription for the software might ensure robust functioning.

Is free HRMS worth your time?

It can be a great try if you are new to the business software solution market. Moreover, free HRMS helps business owners understand their requirements from software.

On the other hand, if you are looking forward to automating the Human resource process and switching to a scalable and futuristic solution, you must go for a paid one. Paid software is the way more reliable, secure, and dependable solution.

So, which way have you thought of going and why? Let us know in the comment section below.

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?

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