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Why Startup Firms Should Invest In HR

Is it worth investing in HR? How would one benefit from it? The question is never given a thought when starting up a firm. A startup business owner would frequently seek to cultivate friendly, informal relationships, under the basis of trust and casual compliance. Here, the HR department plays an important role in managing people, workplace culture, and the environment. They also deal with common issues like compensation, performance management, organisation development, employee motivation, training, and others.
 
Finding, recruiting, and retaining top talent is no longer the only work that the HR department does; developing strategic policies, employee engagement, and standardizing the hierarchy are the other aspects that are covered by the department.

Let's look at what HRM can bring to your plate.

Recruitment To Retirement
Recruitment is the process of hiring the right talent within or outside of an organisation for a job opening. A business owner may not be aware of the standard hiring processes; an HR can provide guidance to ensure that the company extends offers to suitable candidates. Similarly, they can help in the smooth functioning of the exit and retirement process, allowing the owners to focus on business operations and profitability.

Training To Thriving
Training and development is an essential step in building a strong employer-employee relationship and is also a key job function of HR. They not only conduct induction but also thrives the employees to be aspiring leaders for supervisory and management roles. HR can create such learning and development modules using software applications.

Hiring a tech-savvy HR can simplify the entire HR process.

Salary & Settlement
Handling payroll is a tedious job. Payroll comprises of aspects like pay run, payslip & report generation, tax, and PF & ESIC. The HR department can help develop compensation structures along with procedures for full & final settlement. The department also conducts extensive surveys to maintain compensation costs in line with the organisation's current financial status and projected revenue.

Policies & Procedure
A business is formed on terms and conditions; hence, suitable policies and procedures must be in place for the people associated with it. These policies successfully recognize the limit between providing employees with proper guidance for appropriate behavior at work. Some policies are framed on the basis of law & order. HR ensures that the policies are in place to maintain equality, safety, and consistency in the workplace.

HR with a sound knowledge of latest technology can bring in a more tech-based
revolution in an organisation.

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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The HR department is an integral part of any organisation allowing business heads to focus on core goals and vision. Read more...
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Why Startup Firms Should Invest In HR | eHRMS Blog

4 Practical Strategies To Retain Employees

For an organisation, finding the right fit for a position is definitely a difficult task, but sustaining it is even harder. Especially, when different employees look at job perks with a different perspective. To make employees to stick around with an organisation, the employer will have to offer some good reasons. This means that retention strategies must be aimed at improving all aspects of the employee experience. Apart from a salary hike, here are some effective strategies to follow to keep top talents for a long haul.

 

Track Retention

The first thing to do about any management issue is to track what went wrong in your planning? Measure the retention rates and trace down which department needs better managers, which training session is not doing well, only then you can define your goals and plan of action for improving employee retention rates. Because, as the saying goes, employees don’t leave jobs, they leave bad managers. Conduct regular meetings with employees to keep a tab on performance and expectations.

 

Competitive Compensation Packages

Money may not be the most important factor for most employees leaving an organisation, but it definitely can impact their decision to stay longer. Offer competitive wage that covers perks, benefits and regular increments.

 

Mentorship Programs

One of the best ways to ensure a unique on-boarding process for a new employee is to team them with a mentor from day 1. In this approach, the team will have the essence of the experience and a pinch of new ideas from a fresh perspective. Also, provide them the right tools and support of the latest technologies to perform to the best of their ability. Offer to help them grow when they are trying to come out of their comfort zones to bring the best results. Reward not just top performers but the efforts made by everyone working on the project.
 

Prevent Burnout

Does your company culture expect employees to work for long hours to prove their efficiency? If yes, understand work will always be a priority but not at the cost of someone’s health and well-being. Encourage employees to take time off for vacation, and offer flexibility to arrive late if they were working late nights on an urgent project. Some companies also offer telecommuting to improve work-life balance. Preventing burnout is an essential consideration when thinking about employee retention strategies.

 

All of the above points can be implemented when you see a bad retention rate for your company. One thing you can do is hire right in the first place so you don’t have to worry about employees quitting soon. To focus on hiring and recruitment, HR must first simplify other time-consuming administrative tasks. And eHRMS can make that happen. Book a free demo to know more.

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For an organisation, finding the right fit for a position is definitely a difficult task, but sustaining it is even harder.
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4 Practical Strategies To Retain Employees

HR Strategies To Keep Employee Mental Health In Check

Most workplaces already follow performance management system to keep a regular track of employees’ productivity. While it is important to detect and resolve what is not working, it is wise to take such an approach which will not spoil the enthusiasm of a non-performing employee.

 

What happens when an employee is mentally unwell?

Many employees and managers tend to work well even while experiencing mental issues like depression and anxiety. And there are many others who happen to lose focus if they are facing some severe mental problem. A mentally unwell employee’s performance gets affected naturally. There might be a change in his/her behaviour and reactions to certain situations. There might be cases when an employee might burst out of mental stress or react in an unacceptable way. To avoid or control such situations, it is necessary for the Human Resource department of the organisation to have an action plan in place.

 

What can you do as an HR?

Talk Before you Act

Most workplace issues get resolved with an open discussion which would rule out any possibility of favouritism and disciplinary action. You often do not notice a mental problem until it becomes a visible issue on the floor. As an HR you can play the role of an in-house counsellor by implementing an open door policy to create a regular connection with all employees in your organisation. Maintaining a trustworthy and healthy relationship between HR and employees will ensure fewer burnouts and would encourage troubled employees to speak up more often.

 

Try Not To Judge

Some people refrain from admitting that they are experiencing mental issues for the fear of being isolated and ridiculed in public. Though making judgments and assumptions are part of human nature, it is best advised for an HR to show concern and communicate without judging the employee’s behaviour.

For instance, when you see too many errors in a report and feel it needs to be raised, instead of saying, “Why don’t you focus on your work?” try saying, “Listen, we need to have an error-free report, let me know if you need any help with that”.

 

Encourage Self Resolution

When mental issues affect performance, it is essential to encourage employees to develop their own solutions and strengthen their existing skills to overcome anxiety and depression in the workplace. A diversion from any normal behavior of an employee is a sign there is something you missed to take note of.  While you may not be able to fulfill each and every demand of the employee, you can attempt to satisfy their basic needs to ensure a sound mental condition. Focus on resolving the issue rather than playing the blame-game.

 

If you think your team is not close-knit enough to share each other’s issues, as an HR, you can arrange for them to attend peer support or an employee wellbeing workshop or presentation. With a proper understanding of handling workplace issues, you can guarantee a healthier and stronger group of professionals in your organisation.

 

If you are looking for solutions to time-consuming HR processes, get a quick eHRMS demo by registering here.

 

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HR Strategies To Keep Employee Mental Health In Check

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

The Impact of Employee Engagement on Employee Productivity

An organisation mainly hires a candidate keeping in mind a predefined set of tasks to be finished as per deadlines. Once they are hired, it is in the best interest of the companies to make sure the employees are actively engaged and not just filling up a vacant seat. Engaged employees perform better each day and feel a connection with the company they work for.

If you are willing to provide a better experience to the employees while they are still at your organisation, one thing that can definitely help is an HRMS software. The Employee Self Service (ESS) module in an HRMS is an essential tool to elevate how employees interact with the management, how employees get access to useful information, or how employees connect with the HR department.

Let us dive into how HRMS is redefining employee experience:

 

Data At the Fingertips
In the HRMS dashboard, an employee’s basic profile details like family, education, employment history, shift details, statutory details, and designation are filled and updated as and when required. An employee can easily check the dashboard to fetch details rather than enquiring with the HR.

 

Quick Actions
Employees planning for long leaves are often worried about their leaves being rejected. Gone are the days when we used email formats for leave application with the chances of getting missed by the managers most often. With HRMS, a simple leave request applied from the leave-dashboard is all it takes for an employee to apply for leave. Even managers can approve/reject with just a few clicks. An HRMS also includes a to-do list to set tasks of the day, important dates, or simply set a reminder for project milestones. The HR department can reach out to employees through the system for feedback or get any kind of quick action from them.

 

Effective Communication 
In any working environment, effective communication is the key to a smooth flow of processes. An HRMS is something which connects employees internally through a network, making it easier for them to deal with routine follow-ups and group discussions from the comfort of their desk. An interconnected communication channel between different departments is essential to take care of assigning tasks, reporting and sending analysis. An HRMS acts as a strong bridge between employees and HR for an uninterrupted flow of processes.

 

Speaks On Behalf of The Company
An HRMS also provides loan and advance ledger, loan request status, history related to loan applied/ rejected. Employees can visit the ‘loan and advance’ module to get information and status of their requests. Employees can keep a check on the company's loan agreement terms, interest rate and life cycle of their loan. The system facilitates to upload supporting documents through the module. Loan and Advance amounts are automatically reflected in the employee payroll slab, making it easier for HR also to generate monthly payroll. An HRMS also reflects any change in company policies with respect to work hours, dress code or holidays. 

 

In short, an HRMS represents your company on a shared platform in the organisation.

Do you like to bestow upon your employees the benefits of ESS?

Get the bigger picture with eHRMS. Book your Free Demo here.
 

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An organisation mainly hires a candidate keeping in mind a predefined set of tasks to be finished as per deadlines. Once they are hired, it is in the
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The Impact of Employee Engagement on Employee Productivity

Six Things to Know Before Buying A HRMS

When you are looking for the ‘Best HRMS software’ you will come across thousands of results making it difficult for you to choose the appropriate one. Every other software provider boasts about their product’s unique features and worthiness. But before jumping into conclusion you have to consider some important points regarding an HRMS software. Will the new software covers all aspects you are taking it for? Will it prove to be a burden in the long run? How much would it take to maintain it smoothly? All such doubts must be cleared before you say ‘YES’ to implement an HRMS.

So now we will look into some of the common questions and concerns regarding buying an HRMS software.

 

Business Needs
The first important thing you must know is your own ‘business’ and ‘organisation goals’. Sit down with your HR team to get key features required to digitise the entire HR process. Do these requirements overlap with the HR software you are eyeing right now? If yes, consider how it can help in the growth of the organisation.

Features
The important factor which can help you choose a product is definitely its features. You need to know if Product A is better than other software in the market. It will depend on the company’s experience in making software for large-scale business. Though no software is 100% bug-free, we should still check its reliability by investigating on the number of active installs and vendor’s existence in the industry.

 

Software Compatibility
The worst scenario is when you find out your new software does not work with your existing payroll system. To avoid making such disaster decisions, check in advance if there are any critical fixes required to integrate the new HRMS with your current payroll module and leave module. Take enough measures to make sure any customisation steps should not affect the compatibility of the HR software.

 

Contract Agreement
When you are given a contract document you may or may not understand all the legal jargons mentioned in that piece of paper. Do not fall into the hidden trap. Get the documents read by a good lawyer to avoid any future disagreements or major loss. You need to review proprietary and confidential aspects of the dealing before agreeing to shake hands with the vendor. Check if the vendor is authorised to safeguard your data and also their ownership rights for selling the software.

 

Hidden Costs
Whatever software features and magic the vendor vouch for how much will it all cost is the main question which arises. Clarify whether the charges are one-time or to annually paid, it is really worth for your organisation? Will it serve your purpose better than other HR software? What do the charge for implementation? Are there any hidden charges for upgrades and bug fixes? Also, try and find out if they can provide a proper training for all the people in your organisation. Do they charge for it too? And there might be many more questions regarding cost. It is better to ask and clear it out before implementing the software.

 

Support Policy
Your organisation’s workflow would largely be influenced by the quality of the HRMS implemented. So you must make sure they are no glitches in any process. For that, you will need a dedicated support system for the software, 24x7 support services are what you have to watch out for. Read between the lines to check if one dedicated person would be available anytime to resolve issues right away. Read their contract carefully to take note of their customer support timing for weekdays, weekends and during holidays.

 

Lastly, when you still feel puzzled about buying the best ‘HRMS’, go ahead and take a trial first! 

 

Book your free demo to know more about eHRMS - HR & Payroll Software.
 

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When you are looking for the ‘Best HRMS software’ you will come across thousands of results making it difficult for you to choose the appropriate one.
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Six Things to Know Before Buying A HRMS

The Best Way To Boost Work-Life Balance

Work-life balance is the most sought-after bonus every working individual craves for because after getting employed the most important thing you miss out on is the ‘Me’ time. Well, as an employer or an HR professional you must be feeling the need to find how you can make it happen without sacrificing precious productive hours of the employees. Whether you need to reduce absenteeism or retention rate, you can definitely contribute towards achieving the most desired goal of work-life balance.

 

Have you ever considered these useful tips?

 

The Funda of Flexible Hours
Many workplaces are already modifying the '9-to-5' model of office working hours by allowing employees to choose their own shift timings. Also, people working in different departments have different thought processes;  some are more productive in the morning hours, while some show increased creativity during the later hours. Whatever be the reason, it will be great if employers consider such flexible-shifts in their organisation. Employees will definitely be more motivated and content when given such perks as compared to feeling the crunch of the 9 to 5 cycle.

 

Telecommuting 
Multinational companies like Apple Inc. are pretty cool about their employees working from any location as long as work is getting done. You might ponder over the employee’s productivity at such times which is completely understandable, but there has been a positive outcome on the whole. Telecommuting benefits people who are stuck in some emergencies but are perfectly alright operating a system from their current location. By encouraging telecommuting, you are lending a helping hand to employees who have to stay at home to look after a sick child or a pet, be with old parents or have a doctor’s appointment.

 

Get Social. Get Proactive.
Mentors in our school encouraged extra-curricular activities to balance our skill set with both intellectual as well as sports-related learning. Similarly, we need the same thought process implemented at workplaces too. To keep things flowing at a steady pace, employees need an ice-breaker not just on Day 1 but throughout their tenure in the organization. Start by arranging some fun activities every Fridays like movie quiz, flash mob, cooking competition, truth & dare, etc. The benefit? Employees will look forward to 'office Fridays' and feel excited about what’s in for the Friday.

 

Healthy & Hearty Factor
An essential factor in work-life balance is giving priority to one’s health. Often long working hours leave very little time for employees to practice yoga or moderate exercises. However, as a responsible employer you should encourage fitness activities in the workplace by planning seminars and workshops within the organisation on the importance of health and fitness, or you can arrange anything like a Yoga Tuesday or a Zumba Session @5; even tying up with a nearby fitness center can help to promote a healthy lifestyle for your employees.

 

It is easier said than done. All these strategies may or may not work for your employees, but trying is better than not trying. As an employer, you can at first lead by example by taking smaller steps towards achieving work-life balance. Secondly, you can interact and find from employees what issues challenge them from achieving a balance between work and home.

 

There’s more you can do to ease corporate HR pressures.

Book a free trial to know how eHRMS can help you out.
 
 

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Work-life balance is the most sought-after bonus every working individual craves for because after getting employed the most important thing you miss
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