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?

20Dec
Free HRMS Vs Paid HRMS

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

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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.

05Dec
Best HR Systems

The A to Z of Candidate Management With an HRMS

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What do you think a successful recruitment process looks like? May be accurate interview processes, proper data management and strategies to attract talent the right way. Seems like a great place to start the discussion.

Candidate management is one of the most promising strategies of recruitment management. It helps in building a healthy relationship with the applicants so that they can be used in the future responses. The task is a mixture of relationship management and data management. Candidate management traces the journey of an applicant to an employee.

A proper candidate management process attracts valuable candidates and ensures a fulfilling candidature experience.

What changes can an HRMS bring to the recruitment Process?

The entire talent acquisition process enjoys the advantage of candidate management process through an HRMS. Let us through some of the prominent differences that are substantially visible:

  • There is no haphazard approach:
    Things start falling apart when the approach towards candidates are haphazard. It degrades candidate’s interview experience. However, when you have a well-managed candidate data, you tend to get in touch with the candidate, give feedbacks, do follow ups on time.
  • You keep touch with the candidate:
    Candidate management system enables you to keep in touch with the applicants after each step of the hiring process. Northing can ever be a worse behavior than ghosting an applicant or not getting back to them with an apt response.
  • You allocate the right talent
    A dedicate recruitment management module in an HRMS helps you allocate the right talent for the positions. Leveraging technology for the candidate management helps you put the applicants in the interview pipeline and check their suitability.
  • Candidate management process becomes trackable
    Candidate management process is insanely hectic when it is not trackable. The best HR systems have a recruitment management module that enables employers and HRs to track the details and interview details of applicants, which ultimately saves several working hours.

Top Features of a Recruitment Management Module

When you have ample recruitment management tools around, which one should you settle for? Well, we bring you the checklist for an ideal recruitment management module in an HRMS.

  • Candidate database management
    Candidate database management features helps you to add candidates and other related details about him/er. It helps manage candidature details for future references.
  • Skillset management
    Skillsets are important points of consideration while assessing candidatures. Hence, skill set management helps in perfect resource allocation.
  • Interview scheduling
    The recruitment management module of an HRMS must enable recruiters to schedule interviews. Hence, it automates the process where the interviewer gets notified and replaces the hassle of multiple follow ups.
  • Automated feedbacking
    The manual feedbacking process takes a lot of time. However, with a dedicated recruitment process of an HRMS, the interviewer can automatically drop the feedback of the interview.

Final Words:

A seamless candidate management process is more about synchronizing the system and making it way more trackable. Moreover, you save several working hours which can be utilized for strategic functions of the HR wings.
Are you all set to experience seamless candidate management with the recruitment management module of ConfluxHR?

17Nov
Everything About an HRMS

Decoding Resource Utilization- The A to Z of it & More!

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Companies put all their effort into allocating the right resources. However, the valuable output depends on the employee’s contribution to the company (in billable tasks). Managing the same becomes a hectic task as a team starts growing.

Running a business is never a cakewalk. One of the significant challenges to thriving in the competition is scalability. Moreover, utilizing the strength of human resources is a mere trick, especially when you assign multiple projects to people.

Let us learn about resource utilization, its use, benefits, and the best way to go about it.

How are resource utilization and performance management related?

Resource utilization is a key indicator measuring each employee’s performance and efforts at each time. It is a crucial aspect of the business process which allows the project managers and the team leaders to foresee the availability of resources across various categories soon.

Resource utilization helps you use human resources in the best way to optimize overall business productivity. Undeniably, keeping track of the employee’s performance can be a boon to the overall productivity of an organization. Hence, the performance management process depends on resource utilization for optimized productivity.

What role does resource utilization play in performance management?

The resource allocation process is one of the most crucial aspects of performance optimization and management. The simple task of assigning tasks to employees becomes way more completed when the organization grows on a large scale.

How can an HRMS help in performance optimization?

Human resource management software can make resource management way easier than manual processes. They enhance the trackability of systems, be it documentation, performance tracking or attendance. Here are a few ways HRMS can enhance resource utilization, thereby taking several notches up organizational productivity!

  • Documentation is easy with an HRMS.

Documentation has a meaningful role to play when it comes to performance management. Enlisting the KPIs and noting the scores of the employee each passing month is only possible with an HRMS with a dedicated performance management system.

  • Satisfied employees with self-dependent HRMS

HRMS keeps the employees self-dependent regarding information and actions like leave application, resignation application etc. Hence, it increases the efficiency of employees and helps them perform better each passing day.

  • Formulates the resource management system

The control function of management cannot be focused on without performance management software. It formulates resource management by streamlining the process categorically. It redefines every bit of resource management with advanced technology.

  • Enhances visibility and trackability of operations

Most of the business operations are not trackable when done manually. An HRMS can make things way more visible and trackable. You can be better access to data and insights in general.

  • Helps in cost-cutting

HRMS can help you optimize the budget and cut the operational cost to a great extent. It also saves several annual hours of paperwork and other mundane activities, thereby freeing up HRs for other strategical tasks.

ConfluxHR is one of the most promising HRMS solution with reasonable ticket-size meant to make your business scalable and agile. Have you been looking for an intelligent human resource management solution? Then, book a demo now and let us show you around our product.

 

16Nov
Simplifying Layoffs using HRMS!

Lay Offs- The Better Way to Enhance Exit Experience

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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.

30Sep
Strategic Human Resource Planning for Your Business

An HR Strategy Can Make or Break Your Business

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Over the last two decades, the globalization of individual enterprises and capital markets has altered the corporate landscape. Many companies have expanded their activities worldwide.  They are doing this in response to the global competition. 

At the same time, global financial markets are putting pressure on corporations to innovate and cut costs. These changes pressure businesses to manage their assets as efficiently as possible, particularly their human assets.

Getting Down to Specifics

Strategic Human Resource Planning refers to a set of human resource practices. These practices aim to achieve the best employee performance possible to satisfy the firm’s overall goals.

HR strategy stresses the system of HR practices. The wide range of activities matters regarding employee performance, individual assessment, recruiting, or interview tactics, for example. 

It’s also vital to note that a HR plan works best when tailored to a certain job or collection of tasks. Few companies treat their clerical employees the same way they treat their senior executives. Each group is recruited differently and chosen based on different criteria. The also attend separate training programs and are compensated differently.

Finally, the finest HR strategies always focus on bringing the best out of workers. 

Typically, this entails requiring employees to:

  • Have something ready (Skills, Competencies, Abilities).
  • Experience something (Commitment, Engagement, Motivation).
  • Take action (Arrive, Be Productive, Serve Customers).

You will receive the best employee performance if your HR processes are properly established and implemented. Having everything in line will resonate best with the overall company performance.

Creating Your Own Human Resources Strategy 

Creating a Successful HR Plan necessitates these 5 steps:

  • Step 1: Research Your Industry
  • Step 2: Recognize Your Value Chain
  • Step 3: Identify Your Critical Processes
  • Step 4: Determine Your Key Personnel
  • Step 5: Create an HR Strategy

Conclusion 

There is no doubt that the HR strategy you implement should enable your organization’s employees to contribute to the greatest extent feasible while also improving the bottom line. By assisting employees in improving their skills, attitudes, and behavior and decreasing turnover, you are assisting your firm in meeting its ultimate goals, which include productivity, quality, and customer pleasure.

The many HR strategies from which to choose can also be viewed as workforce management philosophies. As an HR professional, you may translate these concepts into specific policies and practices to develop the necessary abilities, elicit the necessary behaviors, and attain the desired outcomes for your company’s specific business plan.

Of course, what is appropriate for one organization may not be appropriate for another. However, if you can develop a cohesive HR strategy, you will be able to demonstrate how strategic human resource planning can offer value to your company in this changing global environment.

A robust digital HRMS platform is all you need to excel at HR strategy formulation.

ConfluxHR’s comprehensive HR management platform opens up unprecedented possibilities. An organization can use the HRMS platform to recruit, onboard, and manage employee leave procedures. The Platform also helps the business to manage payroll and attendance in an efficient and error-free manner. Furthermore, the performance management feature helps ensure that your personnel are constantly upskilled!

Click Here to read more about ConfluxHR’s unique features, such as One-On-One Meeting Capabilities and Assessment Surveys.

27Sep
What's Trending During Corporate Navratri 2022?

What’s Trending During Corporate Navratri 2022?

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

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

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

The Festive Spirit is Breaking Down Barriers

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

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

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

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

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

The Secret to A Successful Corporate Navratri 2022

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

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

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

05Sep
Gender Inclusiveness at Workplace

Promising Ways to Achieve Gender Inclusivity in the Workplace

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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.

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