Best human resource management software

Best human resource management software

Improve Your Employee Productivity With Reward & Recognition

An organisation wants a productive workforce, and employees want to be recognised for the efforts they invest. Increasing productivity involves how to incentivize employee performance. "Rewards & Recognition" program is one way of increasing employee productivity.

According to Inc., an average worker is productive for a total of 2 hours and 53 minutes out of 8 hours a day. Most of the employees are productive for only 37% of the day. Rewarding an employee for a job well done inspires them to work harder.
We will take a closer look at how companies can structure and implement a comprehensive reward and recognition program that increases long-term employee productivity.

Ensure Employees Know How To Earn Rewards: Employees who are left in the dark on selection criteria may perceive unfairness or bias when recipients are announced. They depict the process by which rewards and recognition are distributed (e:g which employees are eligible, who will receive what, who the decision-makers are), etc.

Employees who understand what they’re working towards are more likely to boost their performance. For example, if your company is launching a rewards-based wellness program, make sure your employees understand what they need to do to earn a reward with this program, whether it’s by going to the doctor, running five miles, or attending an event with coworkers, etc. When your employees understand what boxes to check to earn a reward.

Offering Unique Rewards: Offering a variety of unique and valuable rewards can encourage your employees to work harder and smarter. Every workplace has its own unique culture, so what your workforce seeks in a reward program may differ greatly from the wants of other organisation employees. Leaders should magnify the lifecycle of the rewarding process by publicly naming recipients. It’s a way to showcase top performers in a company via email, newsletter, or internal communications platform.

Recognise Small Achievements: Celebrating major wins are important, but a tunnel vision on big accomplishments may distract from recognising all the work that went into the smaller milestones. Smaller milestones are essential for achieving big wins. Your rewards and recognition program should consider offering up praise, perks, and recognition throughout the lifecycle of a project, not just at the finish line. This can make your employees feel supported and motivated at every step and will lead to a boost in productivity.

Create Personalised And Specific Recognition: In the recognition process, a personalised approach helps in better engagement of employees. Personal notes of appreciation and recognition announcements are a vital part of building a productive workplace culture. Try recognising hard-working employees with a personalised touch like a small handwritten letter or one-on-lunch with a member of the executive team. This type of experience will show your employees that you care about them and provide a greater incentive to go above and beyond. 

Your employee experience will continue to grow if you hire the right talent and provide them with a challenging and rewarding experience. Tracking the cost-benefit of each reward offered enables your company to invest in the incentives that impact employee productivity. The workforce will contribute to organisational goals without consuming too much of your budget. 

eHRMS by Neural IT is a cloud-based software helping simplify daily HR tasks. Digitize your HR function & let eHRMS empower HR’s to easily onboard new hires, track employee progress, and analyze data to support employee development and organization.

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We all strive to achieve success, and some perks on achieving it motivate us further. ‘Rewards & Recognition’ is one of the best ways to motivate.
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Improve Your Employee Productivity With Reward & Recognition

10 Important Recruitment Stats of 2019

We are halfway through 2019, so let’s take a look at some of the most important statistics about recruitment in news so far. 

The stats might help you make the best hiring decision for the next half of 2019. This data gives you an insight into the current hiring state. The gathered data is the result of research done by top industry leaders like LinkedIn, Glassdoor, Deloitte, PayScale, ERE, and Thomson Reuters.

Let’s dive into the stats of 2019

1. The “Hiring Funnel” from Talent Function Group LLC

The “hiring funnel” or yield model for every job helps recruiters understand how many total applications need to be generated to get a single hire. It depicts the success rate of the hiring process. Let's simplify it with an example; in an online job posting, on average, 1,000 individuals will see the post, 200 will begin the application process, 100 will complete the application, 75 of those 100 resumes will be screened, 25 resumes will be seen by the recruiting manager, 4 to 6 will be invited for an interview, 1 to 3 of them will be invited back for the final interview, 1 will be offered that job, and 80 percent of those receiving an offer will accept it.

2. According to the stats provided by ERE Recruiting Intelligence, 250 applicants on an average are attracted towards a  job opening.

3. LinkedIn stats states, the top trends shaping the future of recruiting and hiring are:

  • Data (50%)
  • Diversity (78%)
  • Artificial intelligence (35%)
  • New interviewing tools (58%)

4. The top factors influencing hiring decisions in an in-person interview according to Jobvite are:

  • Prior experience
  • Conversation skills
  • Knowledge of the industry
  • Cultural fit

5. Millennial Branding, a personal branding agency, says the top reasons for millennials to leave their company are that they receive a better job offer from another company (30%), their career goals weren’t aligned with their company (27 %), or they saw a lack of career opportunities within the company (13 %).

6. 69% of candidates would most like to see an improvement in employer response time. An employee would appreciate a response upfront from the recruiter, especially if the average response time is a couple of weeks.

7. Employer Branding is one of the important aspects considered by a candidate looking out for a job. As per Glassdoor, 69% of job seekers wouldn't take a job in a company with a bad reputation.

8. It's the age of millennials, and they cannot do without technology. Social Recruiting, as per Aberdeen Group 73% of millennials found their last position through social media.

9. MRI Network stated that more than half of millennials (53% ) say that career pathing has the most impact on their decision to stay with their employer.

10. Finally, one for women empowerment, an analysis of more than 20,000 firms in 91 countries found that companies with more female executives are more profitable.

Statistics provided by these top firms give us an insight into the best and worst ways to recruit, hire, and develop top talent. These stats, when used in combination with HR software, help HR professionals to simplify entire HR operations. The business of providing HR solutions is on the rise, and HR professionals can overcome any problem faced in their day-to-day HR activities using these solutions.

eHRMS by Neural IT is a cloud-based software helping simplify daily HR tasks. Digitize your HR function & let eHRMS empower HR’s to easily onboard new hires, track employee progress, and analyze data to support employee development and organization.

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Recruiters are constantly looking to revamp their hiring efforts. Here are the trends and insights for recruiting the best candidate.
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10 Important Recruitment Stats of 2019 | eHRMS

Importance of Feedback

What exactly is feedback? We hear this term all the time, but do we truly know what it is and why it is so important? Feedback shows a pathway for betterment. Effective feedback, both positive and negative, is widely used as a management device by professionals. Top performing companies remain on top as they consistently search for ways to make the best company even better. A focus based on true feedback, across the organisation including customers, employees, clients, etc. helps in continuous improvement.

1. Motivation: Feedback can actually motivate employees. They feel valued and appreciated by the feedback they get from their managers. Any feedback from clients, suppliers, stakeholders can be used to motivate and build better work relations. Feedback is often taken as criticism. Negative feedback helps to formulate better decisions to improve and increase performance.

2. A Tool for Continued Learning: Feedback helps in aligning goals, creating strategies, develop products, improve service and relationships, and much more. Continuous learning is the key to improvement. Invest time in learning and asking about an employee’s experience with your organisation. This investment can save time in the long run.
3. Elevates Engagement: Employees seek feedback; regular feedback is essential for their professional growth. Consistent communication between an employee and manager helps in higher engagement. Correct feedback can motivate staff to perform better and can be a tool for building and maintaining communication. A performance management program can help in promoting and improving employee engagement.

4. Improves Work Relationships: Feedback can open all communication channels in the workplace. It is useful in avoiding conflicts or tension between employees. Feedback is one way of getting things out in the open so that there would be no issues. Small issues can be resolved before they get a chance to grow into something bigger. If employees get feedback on their performance, they may improve on their job roles. An organisation needs a healthy open culture where employees can give and receive feedback on a regular basis.  

These best feedback practices can help you in work and life. Use these ways to be proactive in your organisation and make your workplace better and improve your skills. Promote feedback within your team and give time to get used to open-minded and new feedback friendly environment. Give time for a feedback session in your organisation. Include feedback sessions in your planning process.


eHRMS by Neural IT is a cloud-based software helping HR’s to simplify their daily tasks. Digitize your HR function & let eHRMS empower HR’s to easily onboard new hires, track employee progress, and analyze data to support employee development and organisation.

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Feedback is important for success at every organisational level. Learn ways of how feedback can help an employee and organisation.
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Importance of Feedback | eHRMS

5 Amazing Ways To Attract & Retain Millennial Talent

Millennials now make one-third of the total workforce in the world. Now more and more companies are interviewing and searching for millennials to join their thriving workforce. It is important for managers to change their management styles to attract and retain these young talents. As the labor market continues to improve, many young talents receive multiple job offers. So, how would you attract top talent to join your organisation?

Here are 5 ways How You Can Do It

1. Culture: A positive work environment can help instill a sense of community, create transparency, and encourage collaboration amongst your employees. They particularly want to be involved in the process of building and maintaining a good work culture. Get your Millennial employee involved in anything whether it may be planning company outings or company meetings.

2. Flexible Work Arrangements: Nowadays many organisation attracting top talent are encouraging flexibility as many Millennials want the ability to work from anywhere. Once upon a time, it was necessary to physically be at the office every day. Now work can be conducted from home with an internet connection. Today’s talent looks for a job that offers flexible work schedules. This kind of schedule increases productivity, boosts employee efficiency, reduces employee turnover and boosts morale.

3. Fast Career Progression: Millennials want quick growth in their employment. They expect to rise up the corporate ladder or how quickly they will get their desired salary amount. Regular feedback from managers, a casual conversation on their progress and performance are often valuable. The standard manager feedback such as “you need more time in the role to be promoted” or “keep doing what you’re doing” is not sufficient.

4. Personal Engagement Opportunities: Millennials are highly engaged by what they do. Allowing them to create and run their own committees, task forces makes them feel highly engaged in their work resulting in high productivity. Employers who execute this sense of community are successful in retaining and attracting millennials.

5. Work-life Unity:  This generation believes that their job is not just a career, but it’s their life too. In order to have a fulfilling life, millennials look for jobs that can be seamlessly integrated into their personal schedules. They want a happy work-life balance, as millennials care intensely about their work-life balance and feel that having a life outside of work is as important as having a job.

Even after following these tips, it may be worth evaluating how your millennial employee feels. Get personalised feedback by running an employee engagement survey in your organisation, include questions that ask for an employee’s age, and then easily filter the responses and see how many millennials responded to the survey.


eHRMS by Neural IT is a cloud-based software helping HR’s to simplify their daily tasks. Digitize your HR function & let eHRMS empower HR’s to easily onboard new hires, track employee progress, and analyze data to support employee development and organisation.

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For attracting Millennial talent, pay attention to what they expect from an employer like workplace, culture.
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5 Amazing Ways To Attract & Retain Millennial Talent | eHRMS

Challenges Faced By An HR & How To Solve Them

Managing people has always been a tricky task. The advancement in the digital age has both its pros and cons. With the launch of new and advanced Human Resource software, HR professionals are managing work excellently, but they are also facing challenges too. The digital age brings alerts and notifications to employees right at their fingertips, posing a bigger challenge to human resource professionals as to how to retain employees and the attrition rate.

Challenges And The Solution

1. Attracting Top Talent: For attracting the right individual, you need to be specific with the job requirement and the organisation. But as the job roles keep changing, the task becomes more difficult. Use a platform that is mostly used by your targeted talent depending upon their industry, skills, and job level. Attracting the right candidate means you don’t have to work more on the screening phase. When you screen the candidate, focus more on how fit the employee is with the organisation than the job role. 

2. A Culture Of Continuous Learning: Lack of growth opportunities makes employees quit their jobs. To keep employees committed and productive, employee engagement is the ultimate solution. But this only works when an employee is trained efficiently provided timely feedback, and given equal growth opportunities.

3. Leadership Development: Leadership development needs to be a critical and strategic initiative. An HR professional is expected to provide the essential structures and points of view to make the best selection and develop future leaders in an organisation.

4. Creating A Quality Employee Experience: It is not uncommon to find high staff turnover in fast-paced companies. They might manage to hire the best employees, keeping them around becomes the next obstacle. If the employees are satisfied with their job, workplace, and people, then there are fewer chances to consider other employers. Keeping the modern concept of employee experience in mind, an HR should focus on creating an employee experience that’s a notch above the competition. You can do this by arranging flexi-time, work from home arrangements, gym facilities, and online training. Build a culture that inspires and encourage your leaders and managers to lead by example.

5. Employee Health And Safety: Health at the workplace isn't only about hygiene and safety. In today's world, the psychological well being of employees can decrease due to high demand and limited time. Employees under pressure can often produce their best work, but a high level of stress cannot be sustained, which means that HR professionals need to keep a close watch on escalating workloads and stress. An open door policy to discuss working hours, unfair means, anxiety, and unfair expectations are critical. Training managers can help them recognize the benefits of a healthy mental state.

6. Managing And Embracing Technology For HR: Technology has permeated every human-related process. From interviews to on-boarding new recruits, from automating offer letters to analysing feedback, the fast-evolving technology continues to help HR professionals everywhere. Organisations use mobile-based apps to guide and implement change in their HR operations.

The best way to overcome the HR challenges is to communicate with the employees before, during, and after times of change. Provide training on hard and soft skills to make employees overcome the fear of change. Organise cultural awareness programs in your company so that employees can recognize the benefits of diversity like innovations, better ideas, and wider candidate reach. Provide training to the employees with a clear career progression to give an assurance to the employees about their job security and make them understand that the company values them and sees leadership potential in them.

eHRMS by Neural IT is a cloud-based software helping HR’s to simplify their daily tasks. Digitize your HR function & let eHRMS empower HR’s to easily onboard new hires, track employee progress, and analyze data to support employee development and organisation.

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Businesses are made of people. Recruiting, developing, motivating, inspiring, and rewarding good people is the most important thing about being an HR.
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Challenges Faced By An HR & How To Solve Them | eHRMS Blog

HR Business Partner: Opening New Career Fronts

When we talk about business and employee management for an organisation, ‘HR’ becomes a core part of the management to uplift the organisation to reach its management goals. The HR industry has been very elusive in understanding and making the right choice for the company.

The HR sector works for the compliance of a company and takes the lead role in managing the administration and filing of employee details. The need to have an HR wing rose with the necessity of employee laws, documentation and other complexities of employee management. With the passage of time, this industry is no longer restricted to just management functionalities but has outgrown into a more valuable higher asset of the company.

On the way to grow in the HR industry, a specific career path termed as 'HR Business Partner’ was coined and highly popularised by academic and consultant David Ulrich. He is well known for his modern HR function approach and has claimed, ‘ An HR Business Partner is the new development tool that helps the senior leadership to reach their organisational goals efficiently’.

But, what is an HR business partner? What is its role?

To summarise, the definition of an HR business partner is an experienced human resource professional who acts closely with the senior leaderboard of an organisation to develop a direct HR agenda that aims to support the organisational roles.

An 'HR Business Partner' plays a pivotal role in collaborating with executive leadership with the human resource department by being on the board of Directors.
The other roles include:

  • Developing HR agenda to reach organisational roles
  • Producing the aims and goals achievable by the organisation
  • Strategizing to fulfill the workforce and management needs
  • Developing schemes for smooth management of the organisation

The role is involved more in strategizing for the employer to reach their goals than to implement the devised strategies also looking into the internal needs of the organisation.

So if you're thinking of pursuing a role in HR Business Management front, but your current responsibilities and tasks are stopping you, then we have a solution for you to make you achieve your dreams of development effortlessly. What is the solution?

eHRMS- A modern tool designed by Neural IT to solve all the problems of today's HR and keep them away from trouble and heavy work, which in return saves time for your own personal and professional growth.  

Today, human resource management systems are designed and developed to be the  one-stop solution for all human resource responsibilities in an organisation with an intention to make an HR’s work more sustainable, smooth and without errors.
The basic features offered by the top software are just one click solutions such as:

  • Payroll generation with data accuracy
  • Easy employee activity management
  • Effective implementation of HR policies
  • 360-degree view of Employee data
  • Paperless, Cloud storage
  • Error Free Letter generation and reports
  • Paving way to HR productivity

With all such great benefits, most organisations provide lifetime support to assist your progress additionally continually adding features to enhance their current software. 

eHRMS by Neural IT eases an HR's work and also helps in increasing the transparency between the 'Employees and the Organisation'.

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On the way to grow in the HR industry, a specific career path termed as 'HR Business Partner’ was coined and highly popularised
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HR Business Partner: Opening New Career Fronts

The Unseen Gap Between Employer and Employees

The Employee Outlook


All Employees in an organisation are assigned certain responsibilities to be completed within a certain amount of time. There are times they feel like they are working day in and day out with limited resources and tools. The constant question ringing in their mind is, ”Am I at the right place? Am I utilising my skills well?”


Employees may or may not always see things beyond their own capabilities. Their desire to outperform every single task assigned may not be aligned with the organisation’s core objectives.


The Employer Outlook

Employers may or may not always see beyond their existing business potential as they are inclined towards the company’s overall reputation. They probably have a business plan in mind linked to certain company objectives. Their main motto is maximizing resources and tools crucial in achieving good profit.

They keep thinking often whether the employees are putting in enough effort to generate impressive results pointing towards business growth.


Employer and employees may not always think on the same track because their reason to join the organisation was different from Day 1. Here lies the gap that needs to be intervened at the right time and in the right way.


HR’s Role in Bridging the Gap

Define the Impact of Effort on Targets

When employees are aware of how their work quality is impacting the team’s combined targets, it is a major ego boost for them. This must be put into the employee’s conscience from the first day itself.


Invest in Peak Performers

When it comes to hiring top talents, go for the ones who fit your organisation's business goals. If he/ she has been hired for job A, you can also evaluate his skills for future needs. The main advantage in this is that you are utilising full capabilities of the employee if he turns out to be skilled in more than one field.


Create an Effective Work Environment

When organisations get to utilise those skill set of employees which are aligned with the business performance, change occurs. When performance expectations are clear, there is no room for a negative cycle of dialogues like, “This is not what I want..” or “This is not how it is done...”


HR professionals always face some challenges in meeting the demands of employees’ and employers’ while ensuring a smooth workflow.

If you are an HR looking for automated solutions to all HR processes, register here:

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All Employees in an organisation are assigned certain responsibilities to be completed within a certain amount of time. There are times they feel like
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The Unseen Gap Between Employer and Employees

The Best HR Practices For 2019

With the change in the year, a lot more changes rapidly, and that includes Human Resource strategies as well. From flexible work hours to gig economy, a lot has changed over the years at workplaces. Let us have a look at what HR practices would work best in 2019.


Employee Experience Than Employee Engagement
There is a good reason that most companies are focused on getting more and more customer reviews for their services or products. Customers are the torch-bearers to a better tomorrow. Consider treating your employees as your customers because they represent you not just inside the company but outside office premises as well and reflect your brand. A recent survey indicated 69% candidates would rather stay jobless than be associated with a company having a bad reputation. Organisations failing to offer engaging activities and powerful learning opportunities often struggle to retain the top talents.


The Gig Economy
In a gig economy, instead of full-time employees, companies hand over projects to freelancers or independent workers. It opens a new gateway to incorporate blended workforce benefits in achieving project deadlines. The challenge for human resources would be to help such blended teams to work in perfect harmony without losing the company culture. Freelancers would take up 40% of the total workforce by 2020. Relying on flexible work provisions would improve the employer’s market value for expanding the talent pool and retaining highly skilled employees.


Stronger Workplace Policies & Ethics
The human resource department is the first resort for employees who suffer discrimination at workplaces. As more and more corporate scandal reports are sprouting up, many organisations are refining their sexual harassment policies to protect their employees. As an HR, it is essential to show empathy towards such complaints and implement appropriate solutions.


The Digital Drift
The biggest innovation in the HR industry is actually the ‘Digitalisation of the HR processes’ which is here to stay for a long time. The Human Resource Management System (HRMS) automates everything from Payroll to Asset Management in a seamless way to reduce pressure on the HR department. The shift to the digital methods can create more room for the HR to incorporate latest in the training and development forte. With Learning Management System (LMS) integrated with the HR software, it becomes easier to conduct training sessions with less overhead cost. 


If you wish to simplify your HR process, Register Now to get the best quote for eHRMS.


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With the change in the year, a lot more changes rapidly, and that includes Human Resource strategies as well. From flexible work hours to gig economy,
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The Best HR Practices For 2019

7 Deadly HR Sins

What does a typical work day look like for an HR? Well, it might vary according to the size of the company but in general, the routine involves scheduling recruitment meetings, welcoming new joinees, managing attendance and payroll, hearing out to employee requests and grievances, staying abreast with latest work policies, and many more such tasks. Depending on the size of your staff and your company, they might be advertising open positions and recruiting new employees, onboarding new staff, managing payroll, and benefits, investigating complaints, writing and policing company policies, changing employees’ status forms, overseeing staff training and development, and much, much more. But the HR department is often doing some sins as part of their work. Let us look at some of them and what can be done to seem it less like a sin.


Not Treating Job-Seekers Well

Every person coming in contact with an HR has the potential to voice their opinion indirectly affecting the company’s reputation in a big way. You never know who will prove as a boon to your company’s progress and who might be trying to pull you down. They might be your future customers, too. It is essential to value job seekers You have to design your training and recruitment programs accordingly.

Being the Moral Police

80% of employees dislike being monitored from head-to-toe while at the workplace. No doubt, it is an HR’s responsibility to make sure employees adhere to company guidelines and policies but then too an HR must know where to pull the chords and where to be the moral police.

Being Incompetent

In most situations an employee expects the Human Resource department to resolve an issue in the workplace. But employees often find the HR to be incompetent and inadequately trained to handle employee conflicts. This happens mostly when an HR prefers to ignore the actual problem by sending flowery emails.

Being The Liar

It is a well-known fact that the HR department has access to confidential employee information and company policies. They are the direct point of contact for the management as well as the employees. Many employees feel the HR department can easily slip away by concealing the truth behind a situation. Though human resource is supposed to be more humane, it is often the part of their job to withhold certain information from employees.

Not Taking Action

Though HR department is linked to the recruitment process; it more often in the best interest of the managers to decide whether to keep an employee or fire them right away. While employees might see this as a sin by the HR; they actually have not much control to make hiring and firing decisions.

Favoring The Management

Most employees feel that the HR department would only favor management while dealing with employee grievances. They have the responsibility to keep the company safe from any legal hassle. So there are situations where an HR would not go against the management. And it is very rare to find employee interest coincide with company policies. These all things look like a sin to employees.

Forced Participation

To promote healthier work-life balance, there might be several feel-good events arranged in the office premises like a secret Santa or a  lucky pot. But the participation window must be kept open for employees to decide about their involvement. You obviously cannot force someone to enjoy a particular event.

Whether sin or not, Human Resource department spends hours to keep an organisation going strong. It is part of their job to keep certain things a certain way, an employees perception about HR is a sensitive topic which is changing over time.



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7 Deadly HR Sins
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7 Deadly HR Sins
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