How to Build a Recruitment Process

One of the most expensive and most tiresome jobs in a company is the Recruitment Process of employees. It requires a lot of time and lot of money for the hiring process to be completed. Well yes, it might seem to you that just with a simple HR team and by following a few steps would make the process easier. Unfortunately, that’s not true. Each and every company has their own specific guidelines while hiring employees because the companies work differently from each other. With the implementation of an Employee Onboarding Software, you would lessen the hassle in this procedure in different ways.

Building a Recruitment Process:

Generally, recruitment processes require a flowchart which describes several steps of recruitment. The steps vary from company to company since it depends on the number of employees or the business forms of that organization. These processes can be hugely strenuous to build considering the constant change and development that your company goes through. Even if there is a change in the employees of the HR department, the whole procedure might require a reconstruction. But Bizex is such an Employee Onboarding Software where these regular hassles of recruitment processes are omitted. Introducing an Employee Onboarding Software means you are reducing workload as well as saving both money and time.

Steps involved to Build a Recruitment Process:

  • You should know the purpose of Hiring –

You cant hire a perfect employee unless you know the actual purpose of hiring. The needs have to be cleared first since its the base of your hiring process. You need to be clear about the position and its roles in your company. Accordingly, you would have to select the employee and find out the parts where he or she is lacking. All of these procedures would seem much easier when you are using an Employee Onboarding Software like Bizex. Its automated processes will do it all for you so that filtration becomes easier and effective.

  • You should prepare a Job Title and Description –

It becomes essential for the HR team to assign Job Titles and give a proper description for those positions. The description should have the required transparency for the employee to understand what is he being hired for. You should also give a vivid description of the returns that the employee is entitled to. With an Employee Onboarding Software, the clarity of this procedure remains intact. The specifications remain clear and constant for the employees and the HR team as well.

  • You need to develop your Recruitment Process –

Once you are done with the initial two steps you would actually be ready for the starting the recruitment process. With online and offline promotions of the required positions, you can convince potential candidates to apply. Bizex Employee Onboarding Software helps you channel the candidates who have applied. This proper segregation helps you lose a lot of strenuous jobs and work more efficiently with your recruitment processes.

Following this, the HR team needs to prepare an efficient flowchart for the recruitment procedures. The flowchart should cover all parameters of your recruitment. It should also have split ways so that you don’t need to worry when the interview goes sideways other than your expectation.

  • You should review the Applicants –

With each job position, you attract a lot of potential candidates. It becomes hard to choose one since you might be seeing a multiple number of candidates eligible for the same post. In these cases, the previous roles of the candidates and the experiences they had would play an essential role. The screening of previous experiences and roles help you to understand whether the candidate is eligible for your present specifications. An Employee Onboarding Software like Bizex helps you conduct phone screening procedures before an interview. This eventually narrows down the candidate list and helps the HR team choose more efficiently.

  • You start with you Interviews –

After the above mentioned crucial steps have been conducted successfully, you should be ready for conducting interviews. When you have followed the previous steps, you have made sure that most of the candidates in the interview round would be eligible for this job. But for further filtration, you would have to follow a few parameters during the interview. Parameters like a comfortable environment, a multiple perspective judgement and candidates material review would help you conduct a better interview. Employee Onboarding Software like Bizex helps you schedule and organise interviews for potential candidates. It relieves the HR team from the stress of hectic paperwork and reviewing systems making the interview scheduling much easier.

  • You should always go through the References before hiring –

Following all the above-mentioned steps would be enough for you to conduct a proper interview. But after the interviews are done and before hiring someone for your required positions, you should always have a look at the Reference. The References would help you with the important data like the circumstances due to which the candidate left his previous job or the strong and weak points of the candidate etc. Employee Onboarding Softwares like Bizex helps you sort out the selected candidates in a proper way. This also helps you have a look over all the provided information of the candidate in a detailed manner. So finding out any information about any hired candidate would no more be an issue.

Concluding Facts:

Building a recruitment process can seem to be strenuous for most of the HR teams. If the important parameters which are mentioned above, have been properly followed this job would seem much easier. Bizex Employee Onboarding Software gives you a proper recruitment process where the you don’t need to worry about them all by yourself.

It is a cloud-based Employee Onboarding Software which reduces the workload of the designated HR team. The interviewing systems and paperless onboarding experience that you get from this software are state-of-the-art. With functionalities like Multi-Channel Sourcing, Applicant Database Management, Interview Scheduling system and Employee Onboarding, this software increases the efficiency of hiring procedures.

Bizex will be the ultimate Employee Onboarding Software which provides a 360° cloud-based HRM suite for employee engagement. It simplifies the whole employee recruitment process by providing a better HR and employee relationship right from the beginning of their work tenure.

Performance Management Trend of 2020

In this era of technology and advancement, HR systems are being upgraded too. The HR team generally goes through a lot of strenuous procedures during the whole hiring process. But with the introduction of Performance Management Softwares, this whole process gets much more simplified and efficient. Bizex, being one of the best in the market helps the HR understand the efficiency and performance of their employees and eventually also evaluates it to take necessary steps. Since meeting goals and analyzing workers efficiency becomes imperative for any HR, this software ensures that these parameters are well maintained. The software guarantees that with all the evaluated data the HR gets better growth, by maintaining their company goals and hiring decisions. Moving forward with the features that are on offer from a Performance Management Software like Bizex.

Unique Features on offer:

  • Project Management –

Just like an efficient Performance Management Software, Bizex ensures that your Projects are well managed. The planning and collaboration of companies play an important role in the performance part. The software ensures that the projects are well managed. Important tasks like Expense vs Revenue Analytics, Task scheduling, Employee contribution reports and Realtime collaboration would be done with a breeze while using this tool.

  • Attendance Management –

Employee attendance is an essential part to regulate and evaluate your Company’s turnover. Employees who are offering less amount of regularity for the company can cause big issues in the whole work system. Bizex performance management software confirms that the real-time attendance of the employees is maintained through Bio-Metrics and QR codes. It also provides solutions for Multiple-Shift patterns and Overtime or Late Entries of the employees. You can even track employees by accurate GPS tracking and get personified attendance reports.

  • Recruitment & On-Boarding –

This performance management software lets the HR avoid unnecessary paperwork hassles and makes the whole recruitment process fully automated. Bizex reduces the company’s talent acquisition cost and also provides the HR with a centralized candidate database. Applicant tracking system and an integrated career page on the website make it even more efficient as an all-in-one HR Suite.

  • HR Letters

Bizex provides you with an array of preset letters for your employees. This allows you to build a better company and employee relationship with legally sound and informative HR letters. Now with the help of this performance management software, providing company policies and personalised letters would be an ease.

  • Leave Management –

Bizex, allows the HR to improve employee satisfaction and transparency with better Leave Management programmes. The strenuous job of leave administration and employee follow-ups are completely taken care of. Using this software you can set your leave rules, set up your leave ledgers and set up your holiday list. This software also allows you the functionalities of Approval based leave submission and carry forward the balance-leaves for particular employees.

  • Payroll Management –

Bizex performance management software provides you with a self-efficient payroll management system. The user interface of this software makes it extremely easy to use and self-explanatory for both the employer and the employees. It offers intuitive features like Custom salary levels, Statutory compliances, Payroll settings, payslip self-service and Payroll register. With such efficient payroll management, the software becomes extremely helpful while managing the salaries of your employees.

  • Performance Analytics

While dealing with a number of employees, Bizex makes sure that personified performance reports are maintained for every employee of your company. These analytics help the HR analyze the workforce in a proper way. With features like Success Planning and Individual Development Goals, this software ensures that the performance of employees benefits the employer as well as the employees. This Performance Management Software also provides strategic planning for the betterment in the career graph of the employees.

  • Asset Management –

This software provides you with an efficient asset management system by optimizing the asset location and asset lifecycle across every device. Asset allocation and asset tracking allow you to ensure that your assets are being safely handled. You get to know about the specific location and assigned person’s name regarding each asset. With lifecycle analytics, you get to know about the performance and depreciation of each asset.

  • Exit Management –

Just like the recruitment procedures, the exit management of the employees can be hectic too. Performance Management Softwares again relieves you from the extra hassle by providing automated online procedures. The employees can give you an online resignation to reduce unnecessary paperwork from both ends. Bizex also provides exit interviews and full and final settlements for the employees during this process. The attrition analytics and F&F settlements are also maintained in this software.

Concluding Facts of Bizex –

With the functionalities of a Performance Management Software like Bizex it becomes evident that using this tool will change your workforce entirely in an efficient way. With the attributes on offer, this software would provide the HR with far better features than the traditional HR management system. The data that is collected by the software and efficient analysis of the same, results in better employee performance. As a HR, you would not only be able to increase your workforce but also ensure a better career graph for your hired employees.

With an array of amazing features a Performance Management Software like Bizex also provides you with an array of benefits like – Process of consistent feedback, Empowerment of the employees, Individual recognition of employees, Reduction of Biases, Meaningful interaction procedures with the employees and many more. With such benefits, influencing employees on the HR’s terms becomes a lot easier.

While hiring an employee no matter how experienced he is, the most problematic and tiresome procedure becomes the performance management part. It is very essential for every HR because hiring employees is considered to be a long term investment. To train and guide the person properly a lot of time, money and manpower are lost. Performance Management Software reduces the risks oriented in this process so that optimum levels of output can be achieved by the HR. Bizex excels in all these fields and gives you the ultimate HRM software for assisting the multitude of teams. This Software would be the ultimate solution for the HR, who is struggling with the traditional HR Management procedures of the company with its very User-Friendly Mobile and Web interface.

How HR Software adoption will enhance your organizational operation

Standing at this juncture of the 21st century, we cannot deny the importance and influence of the digital impact in all the sectors of business across the globe. With every passing day, we are made to witness the impact of digitization in newer ways and sectors. Under contemporary circumstances, no business can thrive without upgrading themselves to the technological advancements accordingly. They will simply perish amidst such break-neck competition.

Innumerable companies, irrespective of their geographical location, have resorted to automate their HR management systems, to maintain their presence in the business world. HR management is an indispensable part of every prospering business house.  Starting from hiring new employees to the proper maintenance of the existing staff, maintaining appropriate training options for the relevant employees to the maintenance of the laws and policies of the company, everything comes under the jurisdiction of the HR management. Therefore, adapting to the latest HR software immensely helps the companies to improve their employee record management, talent management, and maximum optimization in the hiring practices.

The nature of the job of the HR department has been thought of as a highly manual one. But, the scenario is fast changing. Amidst such digital trends, most of the advanced business houses are adopting new HR software for maximum benefit. Such adaptation has encouraged the making of several free HRM software to keep the business houses running smoothly on a global scale.

The automated HR software has changed the working scenario and pattern on a magnum scale. The easy availability of several free HRM software has influenced the process further. Such automation techniques have relieved a large section of the HR workforce from performing multiple tedious manual labours. The work system has sped up to a large extent. The saved time can be utilized for further business planning and strategizing for future growth. With the proper and efficient implementation of the HR software management systems, there has been a considerable reduction in a lot of paper shuffling and hectic paper works. Free HRM software has further intensified the process.

The major benefits of adapting HR software are listed below:

  • Improved productivity because of fast processing and deft data sharing techniques
  • Reduced employee turnover because of higher employee engagement
  • Considerable reduction in printing and storage costs related to paper-based activities
  • Freedom from risk compliance or violations of the company policy
  • Enhanced organizational growth with effective and smart hiring techniques at the best optimized operational cost
  • A drastic drop in human errors during data entry and loss/misplacement of vital documents
  • Effective collaboration with other stakeholders for hiring, training the relevant staff and retainment of the skilled labor
  • Better time management for HR data analysis for careful observation of future prospects of business for better growth and advancement

The adoption of automated business strategies through the implementation of HR software poses multiple avenues of business growth. Free HRM software or paid HR software, none of them are entirely risk-free. An efficient and skilled workforce is required for initializing the process of automating the HR process through the proper implementation of HR software. If there remains any problem in the process, it may cause serious errors. Adopting to automated strategies can reduce several types of mistakes.

Non-automation of the laborious and repetitive tasks may lead to lost efficiency. A lot of time in the HR department is spent on unproductive manual tasks. Maintenance of complicated calculations of the staff payrolls based on their work hours, calculation of the number of leaves of individual employees all these are pretty prone to human errors. Implementation of any HR software, be it a free HRM software, minimizes the possibilities of such human errors. Moreover, the automated  HR process smoothens the hiring experience for the new candidates. Despite the workload of several other managerial tasks, it never misses to notify or communicate with the newly joined workforce for passing relevant information.

Popular Processes for HR Automation

The efficiency of any human resource department is based on their performance of multiple managerial duties. All the sectors of the department may not necessarily be required to be automated. Before implementing any HR software, careful analysis is essential as to which works and processes actually need automation. The associated costs of implementing any HR software, even that of a free HRM software is huge. Therefore, to prevent such unnecessary outflow of money, such analyses are necessary.

One of the most popular manual processes of the HR department is employee onboarding. It involves the collection of several documents for verification; sorting out the tool accessibilities of the newer members of the workforce; raise of device requests and many more.

The Employee Onboarding app is a popular HR software that performs these tasks without any sort of tedious harassment or hazard. Implementation of this HR software can speed up the managerial procedure of the HR department manifold.

Tracking and maintaining the timesheets of the employees in a manual way is the most inefficient technique for any business under the current scenario. With the advent of several free HRM software, these processes have been vastly automated. This has minimalized the risk of human error and spared the workforce to perform such tedious tasks.

The hectic calculation of the number of leaves for every individual employee is manually quite confusing. It is more so because the payment is directly dependent on this factor. The manual checking of the leave balance, getting managerial approval and maintaining a proper record of the leaves for future calculation of payroll pose severe threats of man-made errors. The automated technology of the leave management process performs all these tasks in an error-free way. Only the correct implementation and adaptation of the correct HR software is the key to steal the show.

One of the most dynamic of the HR duties is the personal performance management of each employee. Based on the statistical tracking and accurate analysis of each employee by deftly aligning it with the business scenario, is surely a tedious process if done manually. For perfect synchronization and better streamlining, implementation of any free HRM software or any paid HR software is advisable. It keeps the process devoid of any prejudice and bias-free which is helpful for both the parties.

For better employee engagement, exit interviews are crucial. But the procedure is utterly time-consuming and tedious in a manual way. By implementing HR software and automating the process results in better identification of the potential problems of the employees and the organization as a whole; retrieving necessary data for employee retention in a much simpler way can be guaranteed.

Major Features of good HR software:

Under the current circumstances, we are well aware of the fact that technological advancement in terms of creating new software techniques, has become the order of the day. The HR software systems are no exception. Be it among the several free HRM software or any HR software in general, the competition is tough. But certain key factors are vital for such automation.

  • Actionable insight is necessary for speeding up the process of decision-making with interactive dashboards and impactful reports
  • Omni-channel access is essential for better HR management
  • Fast API integration is essential for synchronization of the relevant data
  • Risk mitigation gives a clear view during the audit by making the system tamper-proof
  • The automated alert system is essential for better time management of the employees
  • Maintenance of the dynamic workflow of the HR process in perfect synchronization with every single HR process

Considering the current market analysis, there are plenty of tools for HR analytics. But all such tools differ in the types of operation and tasks they can perform. No business house can implement all these tools together neither there is any such need. Careful and keen observant analyses are essential for the selection of the right tools for optimization of the business process. The nature of the business tasks that require to be automated, the target of the business by such automation, and the IT capacity that the business possesses—these are the key factors that require consideration before the implementation of any HR software. Careful focus is required to observe the functionalities of the program, the cost factor, the scalability of the software under the current business scenario, and the reception of active and punctual support to handle any emergency. The needs of the business are required to be analyzed first before observing the functions of the digitized HR tools.

To keep pace with the changing scenarios of the business world across the globe, there are multiple free HRM software currently available in the market. But, as discussed earlier, for obtaining a maximum benefit, observation before implementation, is the principal key that has to be followed. No business can thrive and prosper well without automation in the current era, but which sectors can forego the process and which cannot, need to be segregated first based on bias-free priorities.



How to measure recruiting performance

Over 70% of hiring managers claimed that recruiting departments need to focus on more data-driven in order to improve long-term business impact. This increases the need for recruitment metrics. The procedure of the companies is mainly based on those metrics which must be greater. According to PwC, on average HR makes up to 28% of the total operating expenses of a company. With no wonder, nowadays companies are asking their recruiting departments to calculate metrics and demonstrate their ROI increasingly because there is huge money at stake. For the company professionals who are specialized to acquire talents, a guide is required on recruiting metrics that provide a comprehensive overview to optimize, measure, and demonstrate the business value of the recruiting procedures. There are various measures for the right metrics for recruitment, one of the important one is the Applicant Tracking System. Bizex has that recruitment system

APPLICANT TRACKING SYSTEM

An applicant tracking system is used by the companies in order to organize candidates for hiring and recruitment purposes. These systems help business firms to collect information, organize prospects based on the experience of the applicant, skillset, and filter them. More than 500 Companies are currently using this applicant tracking system. Besides the excellent capacity of these systems for storing candidate information, some of the best Application Tracking Systems can track all communications with candidates. As a result of this, the whole procedure becomes very easy for searching and filtering the resumes and other candidate information, the time spent on filling decreases and lastly, all companies get the desired employees for the best position


How do Applicant Tracking Systems Work?

Applicant tracking systems allow the simplification of the recruiting process by using automated intelligence for the screening of the best and most qualified candidates. As many firms have positions open in order to attract hundreds or even thousands of candidates not having the necessary qualifications, the Applicant Tracking System saves time for both the companies as well as the recruiters which would be otherwise spent manually striking out the unnecessary candidates. Candidates always search for application processes that are easy and user-friendly.

A good applicant tracking systems allow people to easily apply for a position with the help of any device. They do not need to log in. As a result, the companies derive their profit from a larger pool of applicants, who have ranked automatically on the basis of skills and experience. During the recruitment process, a user can easily submit feedback and notes about a candidate with the help of an applicant tracking system. Many of these systems also allow for collaboration from a mobile device so that it becomes easy for busy recruiters and hiring managers. Some applicant tracking systems use the latest technology in their systems like natural language processing and artificial intelligence in order to screen and sort candidates’ resumes. What these systems actually do is scan resumes, look for keyword matches, and use other algorithms for data analysis. Some of the applicant tracking systems also integrate with job boards, streamlining job postings.

If you want to know the secrets behind:

  • Organizations that have a standard onboarding process and experience 54% greater new hire productivity overall.
  • Companies whose onboarding programs have increased retention by 25%.
  • Companies whose onboarding programs improve employee performance by up to 11%.


Then it is the employee onboarding software.

It is not the obvious benefit of employee onboarding software that holds organizations back from implementing programs that work. It is the required time, money, and manpower that keep leaders and their new hires from a highly engaging first few weeks on the job. That’s where the onboarding software helps.
Employee Onboarding software is a technology that helps employers have a smooth transition for new hires. Many a time, employee onboarding software features a digital dashboard that shows talent acquisition teams to smoothly communicate with one another and track the progress of each hire while they move through the employee onboarding stage of employment. This includes I-9 verification, integrations for payroll, compliance insight and tools, and benefits administration. Some employee onboarding software also acts as a linkage between the organization’s applicant tracking system and performance management system in order to provide a seamless transition in the new hire’s employment history.

Recruiting metrics are measurements that give insights into the value and effectiveness of the recruiting process. These metrics capture the time and money spent on certain practices along with the conversion rates of the various steps of the recruiting funnel. With the help of the information of the working of various functions and also about their underperformance, recruiting metrics are vital to know certain portions where process improvements are needed and justifying investments to specific recruiting functions.
The potential list of all the metrics a company can collect is long. Jibe has found the top 10 metrics that talent acquisition professionals apply in order to assess the success of their recruiting process include

  • 57% – Source of hire
  • 50% – Time to hire
  • 42% – Applicants per hire
  • 41% – Cost per hire
  • 41% – Candidate experience
  • 38% – Retention
  • 37% – Offer acceptance per hire
  • 36% – Quality of hire
  •  36% – Vacancies vs. positions filled
  •  25% – Diversity

Recruiting metrics also involves conversion rates across the recruiting funnel. Overall, more or less about 1% of candidates are hired.

  • Lever’s data of average conversion rates states:
  • 17% – Candidate to screening conversion rate
  • 32% – Screening to interview conversion rate
  • 31% – Interview to offer conversion rate
  • 69% – Offer acceptance rate
  • 1.2% – Candidate to hired conversion rate


Here, we will focus on 4 key recruiting metrics:

  1. Source of hire
  2. Time to fill
  3. Cost per hire
  4. Quality of hire

Bizex is one such organization that offers you this kind of ideal recruiting process.

THE SOURCE OF HIRE
Source of hire is the recruiting metric showing where the background history of the new employees.

Silkroad’s data shows the most common sources of hire include:

  • 31% – Job board or aggregator
  • 22% – Employee referral
  • 11% – Internal hire
  • 11% – Company career site
  • 10% – Agency

Source of hire data will offer you certain insights in certain portions to reduce costs, to allocate the marketing and advertising budget, and on choosing the correct recruiting programs and tools to invest in.

Time to fill in the number of days between the approval of a job requisition and the day of acceptance of an offer by the candidate. Time to fill in the metric to calculate the efficiency of the recruiting process. SHRM’s latest survey finds out that the average time to fill is 41 days. Because of a tighter talent market and increased hiring volume in this current year, a pressure is created to the recruiting teams for reducing their time to fill.
iCIMS has divided the time spent on the hiring process as:

  • 15% – Applied
  • 23% – HR Screening
  • 37% – Hiring Manager Review
  • 23% – Interviewing
  • 2% – Hired

Source of hire data will offer you certain insights in certain portions to reduce costs, to allocate the marketing and advertising budget, and on choosing the correct recruiting programs and tools to invest in.

Time to fill in the number of days between the approval of a job requisition and the day of acceptance of an offer by the candidate. Time to fill in the metric to calculate the efficiency of the recruiting process. SHRM’s latest survey finds out that the average time to fill is 41 days. Because of a tighter talent market and increased hiring volume in this current year, a pressure is created to the recruiting teams for reducing their time to fill.


iCIMS has divided the time spent on the hiring process as:
This means 63% of the recruiting cycle is totally under your control for streamlining or automating. Time to fill is the easiest recruiting metric in order to improve because there are loads of recruiting software tools that might help you to automate parts of your recruiting workflow. Reduction in the time to fill has the added benefit of creating a competitive recruiting advantage if one can reach out and provide offers to candidates faster than contemporary competitors.

Cost per hire is a measure of the cost-effectiveness and efficiency of the recruiting process. Having an adequate amount of data on your cost per hire is essential to identify areas for improvement and help plan your recruiting budget. Here is a quick formula of how to calculate your cost per hire to have maximum optimization of your recruiting process.

Cost per hire formula

SHRM’s formula for cost per hire is the sum total of all recruiting costs divided by the number of hires in a given time period:

•  (total internal recruiting costs + external recruiting costs) / (total # of hires in a given time frame)
Internal recruiting costs

Internal recruiting costs are the money spent on internal staff and organizational costs of the recruitment function. These include:

  • Recruiter salaries
  • Employee referral bonuses
  • Interview costs (# of hours X hourly salary of an interviewer or hiring manager)
  • Fixed costs such as physical infrastructure (e.g., office rental)

External recruiting costs

External recruiting costs are the money spent on external vendors or out-of-office costs including:

  • Agency fees
  • Advertising costs (e.g., job boards)
  • Technology costs (e.g., recruiting software)
  • Career fair / recruiting event costs

Thus, through all these brief methods recruitment process can be well measured in a proper way and can help certain organizations to achieve the right and time effective procedures for efficient employees. Unnecessary stages must be eliminated. Resume screening and unnecessary call phases must be started just after getting the first candidates. The hiring teams must be well organized to work dedicatedly and efficiently. Bizex is a lead in this procedure. It must be kept in mind that the business value is reflected in the recruiting process.

Best HR software for Your Small Business

If the small business’s HR software has only spreadsheets and paperwork stashed in a corner then there must be some effective tricks missing in the handling of business. At first, the informal approach might work but with time, the valuable time and low-value administrative tasks get eaten up with the growth of the business. In addition to that 2013

OfficeMax survey found that small business owners wasted more than four billion hours each year on admin in total whereas 41% of them sapped their passion and energy in order to run their companies based on the poor HR software. The only solution is to invest in a good HR software solution, which will help you stay organized and handle common HR tasks like payroll, recordkeeping, and employee performance management. The starting prices are as cheap as just a few dollars per month. It increases a little bit of the number of employees the company has. The investment to good HR software can quickly be adjusted by saving you with a few more hours of precious time.

Bizex

Bizex provides a good HR software solution at affordable prices to small businesses. Bizex is one such HRM software that is designed to assist a multitude of teams, big and small spread across various industries in India. The web & the mobile interface is so much user- friendly that it escalates faster implementation and adoption across all levels of the organisations. It also assists organizations from hiring resources to reduce attrition rates that are a few of the USPs of Bizex HRM. full-featured HR management platform will offer some combination of the following features:

  • Recruitment & On-Boarding
  • HR Letters
  • Attendance Management
  • Live Tracking
  • Leave Management
  • Payroll
  • Performance Analytics
  • Document Management system
  • Asset Management
  • Exit Management
  • Expense Management

Besides Bizex the other HR software is:

BambooHR

BambooHR has a strong component of record-keeping that includes support for electronic signatures that avoids the hustle of the tedious task of getting signed paperwork, keeping paper copies, and records. That too lets you track job applicants, conduct performance reviews, approve time-off requests and create “custom workflows” in order to manage approval processes inside the company along with other things. BambooHR is one such HRsoftware that is purposely aimed at small businesses. That boasts a roster of clients which features many well -known companies like Asana, Quora, Vimeo, Disqus, SoundCloud, etc

Zoho People

It is beneficial to those companies who do not have many employees as it permits free usage to five employees and the prices increase with the number increases in employees like other Hr software. The unique characteristics of this HR software are that its self-service

Feature which makes it quite impressive. These are:

  • It allows you to modify personal information
  • It shows you attendance reports
  • It adds jobs and logs time
  • It claims medical reimbursements
  • It helps you to view benefits
  • Collaborate through feeds
  • Exports personal data
  • It helps to view leave reports and balances
  • It raises travel requests
  • It views all approvals and permissions
  • Provides access to announcements

Namely

Namely is targetted towards mid-sized companies having an employee strength ranging from 15 employees to a few thousand. Thus, it does not provide a good solution for a true micro-business, but it’s a great option for companies having ambitious growth plans and who want a solution that is very scalable. Namely claims that 75% of its clients say the software has increased employee engagement, and 72% say that the software made employees more productive. That is because of the fact that it is formulated in such a way to look and feel like the social networks used by the people. Thus, it is easier for the employees to use this system and collaborate with colleagues for a better HRM system. Its ability to integrate the software is another powerful feature. As a large number of other companies

Gusto

With the help of Gusto, the whole recruitment process can be converted into a more efficient, paperless process. Everything like sending out offer letters to new employees, getting them onboarded, having them sign up for benefits and payroll can all be done online. Things like manage time-off requests, conduct employee surveys, create organizational charts and so can also be done. The other offers provided by Gusto are payroll and benefits admin modules, integrating with popular accounting software, time tracking apps, and many other things.

Zenefits

The HRM module of the Zenefits platform covers things like hiring and onboarding, reporting, employee record-keeping, etc. Apart from all these powerful features it also includes a wider range of features like time tracking, payroll processing, regulatory compliance, and benefits admin. The company has a “mobile-first mindset” and offering to its employees’ iOS and

Android apps for everything ranging from checking insurance details to clocking everything proving it to be a good option for the employees who spend a lot of time on the road. It, therefore, becomes work on the go.

CakeHR

CakeHR started its journey as a small Latvian start-up in the year 2011 and has expanded with time to serve clients in more than 1,000 cities. That includes quite a famous name, an e-commerce firm Paperless Post. It provides a wide range of online yet simple services that are easy to access such as vacation tracking, reporting, a shared company calendar, mobile apps, and integration with popular apps like Slack and Google Apps. A performance review module that is based on 360-degree feedback will be coming shortly.

Cezanne

Cezanne can be a complex and full-featured HR software solution. It is generally aimed at mid-sized companies than small businesses, making it complex to handle for a small business firm. The best part of it is to help the growing firms with easy access to handle powerful

HR software suite making the HRM tasks manageable in an unimaginable way. The presence of the People module, for instance, one can do everything from managing work shifts to logging health and safety incidents, recording and tracking disciplinary processes, and many such things. Meanwhile, the Career & Succession module enables you to put together strategic plans for your future staffing needs, potential successors and map key roles, etc. With these few examples—providing with a comprehensive solution for any business with the required size and budget to justifying it.

WebHR

Similar to Zoho, WebHR offers you an affordable free plan for up to five employees, with An increase in the monthly rates based on the number of employees you have after that. The slogan “From Hire to Retire” is totally a battle cry of the company —the WebHR offers is

A pretty comprehensive formula, covers a step by step analysis of the employee’s life at your company, from hiring to the retirement. The social-media-style feature to boost employee communication through messaging, forums, status updates, etc builds interest in the employees. And a lot of benefits can be done online for the employees through the system, such as applying for leave or travel authorization, submitting a reimbursement request, and even tendering their resignation.

BreatheHR


BreatheHR is a UK-based company that lets you bring a lot of disparate data together into easy-to-use dashboards for both firms as well as your employees. For example, an employee could view a dashboard which shows the number of days off they’ve booked and the number they have left, their sickness record, any training they’ve completed or requested, their key objectives and deliverables, and any one-to-one meetings they have scheduled with their manager in the same HRM software itself. And they can also click a button in order to take action in each of these fields: request training, request a one-to-one meeting, etc. on the same page itself. It too has many of the other common features like record-keeping and reporting and offers a 14-day free trial at first.

JazzHR

Unlike other HR software solution that provides complex and wide-ranging services, this

HRM software gives you an exact specialized version of what is actually required. JazzHR is one such HR software providing you with a more specialized offering. It focuses primarily on the recruitment aspect of HR, which provides a real depth of features in that niche area. Job postings can be created and automatically can be posted to multiple job boards, and then the applications can be tracked and the desired ones can be chosen, like which ones to advance or reject. After that, the software can be used to record the interviews and compare candidates in a systematic way, before researching compensation, making offers, and much more, all from within one particular software.

Apart from all these HR software in the market,  Bizex stands out. Bizex is ideal if the recruitment process is of primary focus otherwise for a wide range of HR solutions any of the other solutions will be better. Get hold of the important features that are ideal for your company and choose the right HR

software for an efficient HRM. In no time the benefits can be understood. Even HRM outsourcing is good but expensive than HR software solutions.

9 Employee Retention Strategies that Actually Work

Employees serve to be the mainframe of any business organization. The operative functionality and success of a business highly reliant on the employees working within the enterprise. That being said, in a highly competitive and cut throat market, employee retention strategies are a very crucial part of maintaining operational efficiency and keeping the employee turnover costs low. Not only the cost and financial aspects make the retention of employees crucial, but also losing employees working in your organization can have several ramifications and serious impacts on your business.


Why is Employee Retention essential?
Losing an employee can turn out to be hugely impactful for businesses. No matter the size of the business, the industry of operation, or the total turnover of a business, losing an employee has both financial and operational ramifications on a business. To be more precise and simpler, replacing an employee is costly for any kind of business, and employee turnover costs can hugely impact the finances of an enterprise. This makes employee retention extremely essential for all enterprises, anywhere across the world.

While losing a top talent working in your company can affect the performance of your business, it also has an impact on the working environment and employees’ psychologies. High employee turnover can severely damage employee morale and disrupt the entire momentum and healthy communication prevalent within an organization. A high rate of employee attrition can be a real issue for any employer. Several businesses have therefore paid serious attention to employee retention through several advanced techniques and employee retention strategies, through various forms of appraisals, offers, techniques, employee engagement activities, and a lot more.

When focusing on the financial ramifications of losing an employee, studies have shown that the total cost of losing an employee can be as costly as up to 1.5 to 2 times the employee’s annual salary. A study in 2017 found that turnover costs employers $15,000 per worker. According to the Society for Human Resource Management (SHRM), employers will spend up to “the equivalent six to nine months of an employee’s salary in order to find and train their replacement.

Along with all that, the stress of finding a suitable and competent replacement for a certain job position or work profile can be an extremely difficult as well as time-consuming task, not mentioning the huge costs as stated earlier in the article, and suggested by several studies.

All these make employee engagement activities to retain employees an essential for all kinds and sizes of businesses. Job satisfaction and a good working environment, with security and improved employee benefits, can be essential to employee retention.

What is Employee Retention basically?  Employee Retention is basically a plan or set of steps that are done to reduce the employee turnover rate. It is a set of policies, programs, and strategies that are designed to attract employees and retain them within the organization. To retain competent and qualified employees, employers design various employee retention strategies through the implementation of specific plans, policies and programs, and employee engagement activities. These activities and plans are based on the specific needs of the employee who is to be retained.

Employee Retention is basically a plan or set of steps that are done to reduce the employee turnover rate. It is a set of policies, programs, and strategies that are designed to attract employees and retain them within the organization. To retain competent and qualified employees, employers design various employee retention strategies through the implementation of specific plans, policies and programs, and employee engagement activities. These activities and plans are based on the specific needs of the employee who is to be retained.

All that being said, an employer might often wonder as to how to create the most effective and efficient employee retention strategies that can produce good results. With extensive research, analysis, and recommendations from experts, we have compiled a list of the 9 best ways to retain an employee. The list contains the best strategies and employee engagement activities that can be actually useful and work effectively for employee retention.

9 Ways to Retain Employees Effectively

Employee retention is at the top of the priority list of any employer. With the huge impact and ramifications of losing a valuable employee, it is no surprise that all enterprises focus on employee retention techniques and strategies not only to manage the financial aspect through the decrease of the employee turnover costs along with improving employee morale and the working environment within the organization.
According to a Work Institute study covering 250,000 US employees, companies need a proactive strategy for retaining employees.  The research suggests that more than three out of four employees who left an organization in 2019 could have been retained.
According to Glint data, employees are six times more likely to consider leaving their organization if they do not rate their manager highly, compared with those who do. The report suggested that 11% of employees could not be retained due to manager behavior. Career development (22%), and work-life balance (12%) are the two other major causes of employee attrition. Let’s take a look at the nine effective and essential ways to retain valuable employees within your organization.
1. Optimizing the hiring process
2. Employee benefits and perks
3. Employee compensation and additional incentives
4. Effective training and development programs for employees and managers
5. Proper workplace communication and feedback
6. Annual performance reviews, recognition and rewards systems
7. Work-life balance
8. Recognizing the employee psychology behind their desire to leave or stay
9. Crisis management, and dealing with change through flexible working arrangements

1. Optimizing the hiring process

The hiring process is extremely crucial to employee retention. If a certain employee is not suitable for a certain job profile, the employee would obviously want to leave the company due to poor job satisfaction and the difficulties that the person might be facing. Having a good HR team who can handle and execute the hiring of competent and skilled professionals can be a great way to retain employees in the long run. A job description that clearly describes the expected qualifications, skills, and experience of the position is essential.

Bizex is a software that has been created and developed for assisting business teams of various sizes across the country. It effectively encourages the implementation and assistance to the hiring team, irrespective of the level or type of business. Bizex has greatly simplified HR challenges to a large extent and can be used effectively to optimize the hiring process for employee retention.
2. Employee benefits and perks

Another extremely important point on the list of employee engagement activities is this one. Paid time off for volunteering, adequate compensation for overtime, offering meals and snacks, special packages and group discounts for employees can be great ways to boost employee morale and effectively inspire employees to stay in your organization.

3. Employee compensation and additional incentives

The market is a highly competitive labor market in every industry that calls for adequate and appropriate employee compensation along with complete and attractive incentive packages that can effectively influence an employee and boost their morale and make their stay at your firm more attractive and satisfying. Timely salaries, bonuses, paid time off, health benefits and retirement plans can be the most important things to pay attention to. Every employee should have a full understanding of the benefits

4. Effective training and development programs for employees and managers

It is a priority to invest in your employees’ professional development and enhance opportunities for them to grow and develop while working at your firm. Such training and development programs are important in employee engagement activities.

Along with employees, managers or leaders must also be well-trained to effectively help retain employees and create a sustainable work environment as well as team coordination and a sense of unity within a certain team of employees.

5. Proper workplace communication and feedback

Keeping a well-established form of connection and open lines of communication within the organization is extremely essential and a practice that can help in employee retention. Employees must be able to directly communicate with the managerial team and put forward their ideas, views, grievances, and concerns. Such forms of employee engagement activities can be a very effective way to enhance and improve employee retention.

6. Annual performance reviews, recognition and rewards systems

Regular and timely interaction through employee engagement activities like annual performance review and rewards programs can be a great way to enhance and effectively execute employee retention programs. A recognition of the performances and a rewards system along with a discussion about the short and long-term goals of the company can greatly boost employee morale and increase the chances of their retention.

7. Work-life balance

One of the crucial parts of employee retention is creating a work-life balance in the life of employees. A work culture that encourages and rewards around-the-clock availability, or expecting employees to work regular long hours can be a major cause of employee attrition. Avoiding such cultures and helping employees create a balance and enabling personal time for employees is a great way to retain employees effectively.

8. Recognizing the employee psychology behind their desire to leave or stay

Addressing the issues and grievances faced by employees and identifying why certain employees stay or leave your firm can be essential in effectively developing working staff retention strategies.

9. Crisis management, and dealing with change through flexible working arrangements

Crisis management plans are important in dealing with employee attrition and effectively retaining employees during emergency situations or exceptional cases. Flexible work arrangements and other employee engagement activities during such circumstances or transition periods can be a great way to effectively manage such situations. All that being said, the above employee engagement activities and the programs and plans can be effective and highly efficient employee retention strategies that can be effectively used to retain employees at your enterprise.

UPCOMING TRENDS AND CHALLENGES IN HUMAN RESOURCE MANAGEMENT

The strategic functioning in the management of humans has led to the effective development of varied trends. The main purpose of it is to maximize the productivity of employees. The HR software scrutinizes the day to day functioning of employees, management and tracking labours. HR software manages employee data thus, keeping an account of all the workers in the organization. That helps in future recruitment as well as in allocating various jobs. Better budget planning, time management and planning is done through HR software for both HR staff as well as the managers as a result of automation. Considering automation in various organizations, Human Resource Management will have to undergo several trends in its system as well as challenges.

Considering the trends Human Resource Management is facing at present

Artificial Intelligence – Through the recent development in Artificial Intelligence technology, Human Resource Management will have a considerable impact by means of automation. It will play a significant role in the management of Human Resource in 2020 as it has been a hot topic for discussion. Mainly, the recruiting procedure will have a significant impact on Artificial Intelligence. Ben Eubanks, an HR industry analyst and influencer has even pointed out, “Our new research shows that AI tools are better than humans at analyzing employee surveys”

Business houses even think that Artificial Intelligence technology can analyse, compile employee data faster than HR professionals. That technology will be encrypted in HR software.

Even using Artificial Intelligence will be beneficial as it will discourage error in evaluating. Human biases related to the collecting various data will be reduced even if it is unintentional. “As we work to develop AI systems we can trust,” IBM added, “it’s critical to develop and train these systems with data that is unbiased and to develop algorithms that can be easily explained.” Artificial Intelligence will consider merit-based selection and will discard conscious as well as unconscious biases ranging from application submission to performance reviews. 

The IBM Watson Career Coach is an example of a tool in the HR software that provides support to the employees. The one fearing for their jobs being lost after the introduction of Artificial Intelligence, don’t worry! Eubanks stated that the work environment which has Artificial Intelligence will still require human skills. He mentions in his book (“Artificial Intelligence for HR”), “five key skills that kept surfacing over and over again as critical differentiators in the ‘humans versus machines’ future we’re inevitably moving towards.”

These skills — 5 C’s as Eubanks calls them — are:

  • Creativity
  • Curiosity
  • Collaboration
  • Compassion
  • Critical thinking

Human beings can be replaced only to a certain extent as described by Eubank if companies follow the 5 C’s. “Every time work has been automated in the past,” he says, “the resulting jobs and tasks have been more human in nature as we automate the less human aspects. These core human skills are important today, but they’ll matter even more in the future.” Thus, Eubanks says, “There’s a clear demand for humans in these [HR] processes to take action, support stakeholders and so on. So even if AI is making advances, humans still have a critical role to play.”

Robotic Process Automation

Robotic process automation (RPA) deals with robotic languages like machine learning, natural language processing (NPL) and chatbots. Chatbots News Daily foretells that HR software will use it 50% more by 2022. Chatbots are implemented by many vendors in the HR software to meet employee inquiries. In dealing with the common questions for chatbots, in a Forbes article, Jeremy Nunn, who has a Doctorate of Information Technology, says that common queries for chatbots include “questions related to payment, holiday leaves, social benefits and their [employees’] general rights.” Nunn adds, “These bots can act as self-service platforms that allow the HR personnel to focus on responding to more complex and urgent questions that warrant their

attention.” Having common chatbots to answer questions in the HR software alleviates the burden on the HR department.

In 2017, Multinational firm EY deployed a Watson-based cognitive chatbot named Goldie which had an overwhelming response from its international employee base of 250,000. Also, the voice-activated features in the chatbots reduce the requirements of employees as they answer all the queries. “Voice search and AI assistants like Alexa or Google [are] starting to be a core functionality within HCM,” says Matt Charney of Recruiting Daily. Deloitte says that more than 50% of HR software has robotics in their system.  Deloitte suggests that “RPA tools are best suited for processes with repeatable, predictable interactions with IT applications can improve the efficiency of these processes and the effectiveness of services without changing the underlying systems.”

CHALLENGES

● The challenges faced by the companies are to deal with the Employment laws and the problems of audits, lawsuits etc,

● There are a lot of changes in management within an organisation. The employees have to face a decrease in morale and motivation when the company undergoes certain kinds of change.

● A recent survey shows that the majority of companies are doing average jobs in implementing leadership management programs.

● Another HR problem is that there is no proper training for the lower-level employees and there is not enough resource available to do a proper training course.

● Business is dynamic and in order to adapt with the changing technology the employees must adapt to the environment which is constantly evolving. Also, to face competitors, innovation must be adopted.

● The structure of employee compensation must be made according to the training taxes, benefits and the other expenses which will range from 1.5 to 3 times the salary of the employee. The business firm also has to face those businesses of similar size and those having big payrolls.

● Many businesses in recent years have to deal with The Affordable Care Act. With the rising healthcare costs, companies are not willing to pay it for their employees.

● Hiring is an important aspect of a business which requires both time and money. It is problematic to carry out the whole recruitment process during the running of the business but choosing the right talent is an important challenge. Also, it is difficult to understand with accuracy the talents of the employees unless they have worked with the company for a period of time.

● Talented employees have a fierce race as for a start-up firm employee turnover can have a negative impact on the growth of the business. Sometimes the start-ups fail to provide the expensive benefits as that of their large rival companies like insurance plans, retirement benefits etc, A human resources management system (HRMS) or human resources information system (HRIS) is a form of HR software that is a combination of various systems and procedures that involves a business process, human resources and data. The HR software is used to store employee data, manage payrolls, attendance records, benefits administration, recruitment process. The sole purpose of HR software is for the welfare of people. Managing employees is time – consuming irrespective of the size of the firm.

HR software also takes care to develop intelligent management for HR needs. High ranking employees can get benefitted from the HR solutions in the HR software. The morale of the employees should never be underestimated because of the importance of human resources. Human resource management includes hiring, recruiting and managing employees. It involves an

HR software also takes care to develop intelligent management for HR needs. High ranking employees can get benefitted from the HR solutions in the HR software. The morale of the employees should never be underestimated because of the importance of human resources. Human resource management includes hiring, recruiting and managing employees. It involves an increase in drive of the employees towards the functioning of their goals. A good human resource involves pieces of organization, organizational culture and administering health and safety. With an understanding of the elements of HR management, the business process could effectively be structured by business managers. The HR software consists of:

(1) The talent available for recruitment
(2) Capabilities available in the organization
(3) Leadership Pipeline available
(4) Potentialities in the organization to create capabilities.

These are essential to make or buy decisions in an organization. Business through analytics and cultural support is influenced by human resource management. The human resource management system eliminates all kinds of paperwork related to the organization. Thus, helps in processes related to salary, employee information, hiring and more.

The HR software stores all kinds of employee data in one place and creates documents based on this information. The human resource managers do not need to go through all kinds of stock plans, employee ratings and any other documents, it can be automated through HR software. It keeps all the information in a well- structured space and structures the administrative task. HR managers want to improve the work environment. It involves the linking of business with strategic goals. Better risk management, improved decision -making, reduced business costs, improved HR efficiency.

Tracking employee histories, skills, abilities, accomplishments and salaries can be done through HR software. A good HR software will streamline processes, keep a business complaint, consolidate information and prevent important deadlines missed. As a result, the teams and staff are better connected and better managed without the additional effort of the manager. All that being said, human Resource Management is a highly dynamic and transforming field in modern times.

How to Evaluate HRMS Software Before Purchasing

Considering the current scenario, the impact and influence of digitization cannot be denied. In almost every sector the effects of digital upheaval can be widely witnessed. No business can flourish well without digital support in the 21st century. There are several software options currently available for deft handling of HR of any company. But not all HRMS softwareis equally helpful for every business. Considering the nature and demands of the business, the HRMS software needs to be selected.

Although the features provided by the HRMS software varies from application to application, certain basic features are prevalent in them. We will discuss the facts and figures of varied types of HRMS software in the current essay.

#1. Database for Employees

This is one of the most common features of any HRMS software. Certain basic information of the employees needs to be confidentially stored in the company database. Maintenance of employee database is a vital factor of every HR sector, irrespective of the nature of the business.

#2. Payroll Details

The inclusion of the payroll details is a challenging find among the various HRMS software. The software possessing such a feature is always preferable over the ones which do not offer it. The efficient maintenance of the HR details including the payroll details saves a considerable amount of time and also minimalizing the risks of potential human error. This sort of HRMS module possessing the payment details is a complicated one but is far more integrated than the other modules available. Errors caused by the improper entry work can be largely checked by implementing this sort of techniques.

#3. Maintenance of Timesheet

HRMS software possessing the timesheet feature enables the employees to keep an impeccable record of the service hours of every individual employee without fail. The higher authorities and officials can easily manage the performance and project details of the workforce. Human error can largely be minimalised in this way, thereby easing out the business tactics for a smoother sail.

#4. Management of Recruitment Record

Digital recruitment management record-keeping module enhances the prospects of creating online resumes, having easy access to important data of prospective employees. Both the processes of application and recruitment has been simplified with this HRMS software module. It also enables better search methods offering career benefits as well as better business growth. Better quality modules also possess the quality of scheduling interviews automatically for candidates with better prospects and also send interview reminders to both the parties.

#5. Self Service Facilities for Employees

This feature of any HRMS software gives access to the employee database for necessary additions and alterations of employee data. It is also termed as Employee Self Service or in short ESS.  Easy download of payslips, online submission of any leave of absence can be done without any hazard. This is a very vital factor of any HRMS softwareproviding much less wastage of time for managerial tasks of the HR sector.  The management team can focus better on their business growth strategies rather than keeping themselves engaged in tedious record-keeping.

#6. Self Service of the Managers

 Managerial self-service is another essential factor for any HRMS software. Apart from managing the employees’ leave requests and payroll details, this module also encourages the acceptance or rejection of any claim or details of increment. Easy access and management are assured with such digital implementation.

#7. Alerts through emails

Although small, but this is definitely an important feature of any HRMS module. This time-saving feature improves better communication between the management and the employees. Any high-quality HRMS software module will automatically send notification emails reminding of the interview schedule, important claim or application submission reminders, etc. By opting out an email alert, a business cannot survive and grow in the contemporary era.

#8. Managing Performance Appraisal

The performance appraisal module of HRMS software allows all the members of the managerial team, both senior and junior, to submit a performance feedback record. It becomes easier for the HR management team to take the vital decision regarding the pay structure of the employees and performance-based rewards to be awarded to the deserving candidates. The competencies of each of the employees are well-judged and justified in this sort of strong digital system. The performances can be well-reviewed this way creating more room for improvement both for the workforce as well as the company. This sort of HRMS software module gives satisfactory results that are highly favoured by all the business houses across the globe.

#9. Module for Timesheet Management

This sort of HRMS software module keeps an error-free and accurate timeline-based task record of the employees. The process of such record-keeping is much simpler and easier when compared to the tedious manual technique. It keeps an impeccable record of every individual employee’s task assignment beginning and ending. The software involves time-tracking feature, enabling easy monitoring of the routine work hours, day-offs, leaves, overtime as well as the payroll of every individual employee. The users can easily acquire the necessary breakdowns of the tasks conducted by every employee and the cost incurred for the service. These sorts of automated reports negate the possibility of human error to a large extent. The efficient HRMS software generates and monitors a detailed account of the employee timesheet that is helpful both for the local employees as well as for the employees located and performing elsewhere. Such online connectivity through various types of digital advancement has simplified the business procedure.

10. Module for Personnel Administration

The HRMS software possessing personnel administration module focuses primarily on the overall improvement of the HR sector of business.  It enables the management for maximum utilization of the available resources in the best possible ways. It is beneficial for both the business as well as the workforce of the business. Any company cannot thrive well with a weak human resource sector. The employee team will deliver satisfactory results for the company only if they feel honoured and loved by the company they are working for. Such honours may be monetary or otherwise. This sort of HRMS software ensures effective management and configuration of the work-related setting structure of the employees, monitoring all the employee activities inside the office alongside.

Such complicated and vast data management has become extremely time-saving with the advancement of technology and the advent of several types of HRMS modules. To keep pace with the trend of the time, companies are embracing these techniques for further growth and enhancement.

#11. HRMS ESS

ESS or Employee Self Service is a major factor of any good HRMS software. It is a specially designed dashboard for storing and preserving employee data, that is open to additions and alterations by designated employees as per requirement. The core of the solution is framed with the employee database. All the daily routine tasks of the workforce team are manageable from a single web-based online platform. Such signs of progress have also simplified the procedure of data archiving. Maintenances of updated work information has become a matter of seconds in today’s digitally advanced systems.

With this sort of module, the employees can update their resume with ease as and when required. Proper managerial techniques have to be aptly digitized for better business prospects in today’s era.

There are multiple benefits of HRMS. Delivery of improved services is guaranteed in a cost-effective and time-saving manner. The punctuality of services improves with better accuracy. Better implementation of analytical tactics makes more room for further development and expansion in both career and business prospects. The employees are satisfied better with this sort of a digitized process which is largely error-free and more perfect, minimalising any sort of payment disorders or disputes and also causes wise and tactful reduction of personal prejudices. The automation of routine procedures and tasks saves a lot of time for better focusing on more important managerial decisions.

The replacement of HRMS software is time-consuming and most of the time expensive. Therefore, the needs and prospects of the business should be carefully analysed before installing the new system. For better alignment of processes and applications, newer systems have to be installed. If the configuration deteriorates and the module becomes outdated to meet the needs of the company, then the replacement becomes compulsory. Further, if the needs of the business change, then the requirements change too. Then also digital replacement is essential. Negative responses and feedback about any particular software also enhance the possibility of replacing the same. If the software meets the basic requirements of the company except for certain specific needs, then a third-party consultation is advisable for complementing and fulfilling any particular need.

Although using an outdated or inappropriate HRMS software can give rise to several problems, but finding a suitable replacement can be challenging. It is advisable to consider all the important aspects, needs, and demands of the business before implementing replaced modules. If the purpose can be served by changing only certain aspects of a particular module, then it is advisable to consider the process to avoid unnecessary expenditure.

The Future of Payroll Trends

Under the current business scenario, no one can deny the importance of payroll or pay package in the world of business. Both from the perspective of the employer and the employee, payroll is a very significant factor. It is one of the principal areas of business that require prime focus. The companies can face consequences resulting in heavy penalties because of glitches in the payroll techniques and applications. With the passage of time, the nature of the payroll has also transformed its nature to keep pace with the digital upheaval. Several payroll software has been developed to address the issue with ease.

Optimization of the payroll process with a maximum reduction of human error is a matter of major concern for the smooth sail of any business. It is the duty and responsibility of every business owner to remain alive in the business, to upgrade their technology as per the contemporary demands of the business on a global scale and platform. Considering the current digital trend, it can be said that thepayroll softwareis the future of business, worldwide, making the aspect people-centric, more than it already is. The companies must possess skilled and trained employees for better support of the business resulting in their rewards and better pay packages.

Digitization has enabled business owners for better recruitment and retention. Technology has increased the scopes for both recruitment and opportunities which is beneficial for both the employers and the employees. So, the competition has increased manifold. Punctual and consistent delivery of the necessary pay checks is one of the best ways for retaining a productive and skilled workforce. It keeps the work team engaged, focused, and motivated. Payroll software manages the issue well.

There are several companies working worldwide to improve technology and software aspects regarding payroll issues. Just because a business owner can lay his hands upon umpteen number of technologies and payroll software nowadays, just does not mean that all of them will prove to be equally good for that particular company. A careful and thorough study and research are essential for implementing the best payroll software which proves to be helpful both for the company as well as for the employees.

This essay delves deeply into the discussion about the future of the payroll trends. When observed carefully, the following aspects can be observed in the contemporary payroll software trends

#1. GDPR-Compliant Automated Payroll Systems

Today, businesses possess the opportunity to flourish on a global platform. The digital trend has made the entire world connect together creating a community across the globe. The geographical restrictions that were prevalent in the previous times have taken a backseat in the contemporary era of the internet and websites. The companies can recruit talents from all over the world.

Under such circumstances, GDPR or General Data Protection Regulation comes into the picture. It is a legal assurance that all the information, personal or otherwise, that requires to be collected from any employee at the time of recruitment by the company, will remain in safe hands. The company will be penalized if there is any breach in following this law. All the information gathered by the company is strictly confidential and is supposed to be treated likewise.

The GDPR-Compliant automated payroll software ensures the confidentiality of sensitive personal information of the employees. Every single confidential data will be preserved with utmost care using the highest degree of cybersecurity available, to minimise the risk of any breach.

#2. Transparency in Payment

Despite all strikes and protests, the equality of payment is still a matter of worldwide concern. A foreign survey has revealed that for every $1 earning of a male is equivalent to $0.79 for females. Such dichotomy is still in force in most of the countries. For a particular amount of production, a male earns more than a female. The ideal payment scale should not judge an employee by his/her age, gender or race but productivity and efficiency should be the only concern. The contemporary business houses are trying to detect ways for reducing, rather eliminating such phallocentric payroll measures.

The best way to address this issue is to showcase the pay scale for better transparency. This will open the routes of accepting feedback from the team members regarding the optimization of the productivity and enhancement of future business prospects. A single person can’t address all the possible issues alone. Therefore, open discussion with the team members is a great way to improve the payroll skills of the company.

Availability of performance-based perks and awards is a highly advisable technique for effective reduction of any sort of unintentional prejudices. Careful investment in software for better detection of employee performance is helpful in this regard. Such lucrative benefits encourage the workforce for better performance and production. Implementation of tactful payroll software can iron things out to a considerable extent.

#3. Technologically Advanced HR System

One of the chief aspects of the successful and smooth running of any business is a technologically advanced and well-managed HR system. This aspect cannot exclude payroll software factors. Acquiring and setting up such infrastructure is not that expensive when it is compared to the returns it can bring in the future. Systematic and accurate track of the business hours invested by each employee is essential to determine the success of the business. Tedious manual recording of leaves and absences of the employees was prone to human error. But, today’s technically advanced systems have eliminated such risks to a large extent.

Such advanced HR systems also encourage proper in-house customized training programs for deserving employees for better production.

#4. Implementing Automated Payroll Software

The importance of digitization cannot be denied in today’s world. Therefore, resorting to the advanced trend of minimizing manual labour for calculating the work hours, leaves, and absences of the staff is more favourable. Implementation of automated payroll software for performing such calculative tasks has simplified HR management to a large extent. These technologically advanced techniques possess the quality to calculate the daily/hourly/monthly wage for every single employee in a jiffy. Human error is minimized to a great extent by exercising such payroll software and is largely time-saving.

#5. Gig Worker Rise

The potential of any new worker can be judged only after a considerable time has elapsed after employment. This is a time-taking and expensive phase for any business. Therefore, the concept of gig workers has become popular in the current days. The gig workers work for a company temporarily just to serve the purpose of any particular project or projects. The payment of such gig workers is proportional to the amount of time invested in the completion of any particular project. The payroll software can deftly handle such temporary inconsistencies of the workforce.

Employing an efficient gig worker ensures successful and punctual completion of any project cost-effectively. This is because the gig workers do not get paid like the full-time employee and not every project requires the luxury of a full-time worker. Employing efficient gig workers can steal the show. If the company feels the talent of any particular gig worker to be appropriate for long-term issues of the company, he/she can be recruited on a full-time basis. Payroll software ensures better monitoring and management of these issues.

#6. Programs Specifically Designed for Financial Wellness

Instituting certain financial wellness programs is always beneficial for any business. It establishes a healthy bond between the employees and the HR management, creating payroll transparency in the process. These programs generally guide the company’s employees to gain a firm financial footing taking care of their career prospects at the same time. Payroll software plays a key role here. They give a clearer picture of incomes and expenditures both for the company as well as for the employees. This, as a result, highlights the scope of better future financial planning.

Such programs boost the self-confidence and loyalty of the employees for the company and also improves the efficiency of payroll software. The reduction of finance-related stress among the employees gets reflected in the positive performance of the business. such programs also guide the employees about their post-retirement plan.

#7. Cloud-Based Payroll Software

Keeping the current digital trend under consideration, the cloud-based automated payroll system is the order of the day. Such a system efficiently and effectively increases the flexibility and efficiency of the HR sector and the business as a whole. The advent of payroll software has solved a lot of manual troubles, inconsistencies and inconveniences. Scaling is easy under this technology. Therefore, careful investment in this sector can prove to be a master stroke for the business in the future.

From the above discussion, it has been clarified that adapting to the change of the times and contemporary trends is the key to survive in the market. Digitally advanced payroll software systems is an essential implementation in today’s world. A business cannot thrive well with a weak HR management team and infrastructure. Therefore, the implementation and adaptation of payroll software are of the utmost necessity for the business to succeed in the contemporary world.

6 Simple HR Challenges and How Bizex Solves Them Right Away

Standing at this juncture of the 21st century, digitization is the key concept of any business across the globe. With every passing day, we are witnessing the digital upheaval reaching new heights. Each and every single entity requires to make a signature mark for themselves. Therefore the cut-throat competition is getting tougher in due course. Such challenges and competition are no longer limited to any particular sector of business. It is dominant in advertising, human resources, outsourcing, in-house management, etc. The challenges faced by the HR department a of any business house needs special mention. There are certain typical types of HR challenges. For smaller business houses, the more important tension factors in this competitive market include cash flow, revenue growth. But more or less, every company face one or more issues with Human Resource Management. Combating HR challenges has become the order of the day in the contemporary global business scenario.

Human Resource Management requires a specific skill. Critical analysis of the aspects can resolve the HR challenges before it gets too serious. The sectors that come under the purview of the HR department include

● Analysis and designing of job

● Monitoring the performance of the workforce

● Efficient planning of work and workforce

● Developmental and training facilities of the team members

● Perks, compensation, and benefits allocated for the workforce

● Handling of legal obligations

The small business ventures typically lack a reliable and commendable HR sector. But that does not lessen the number of challenges generally faced by the sector. Be it big or small, all business houses must possess a skilled workforce in order to combat the obstacles in an efficient manner.

In this essay, we will discuss some of the most popularHR challenges and their solutions.

#1. Following the legal norms

Every business owner is supposed to abide by the legal terms. As per the up-gradation of the laws, the legal norms of the company is also required to be upgraded as per the requirement to eliminate the risk of facing a tough HR challenge. If the newer laws are not implemented accordingly, the business may face lawsuits, negative remarks at the audit or even total liquidation of the company. In order to avoid such consequences, all the business companies, irrespective of the size of the business, must abide by the legal terms and norms of the nation and state.

#2. Necessary Managerial Changes

When a business expands, the growth can be observed in the structure, strategies as well as the in-house rules and procedures of the business. The implementation of such changes in the regular course of the business process creates a trying time for most of the employees. Studies have revealed that during such a transformational phase, a lot of companies face challenges related to lower production rates. It is best to make the team members understand the importance of such a transformation. A clarified account of the needs of the business is essential to reduce the risk of HR challenges. A board meeting might be advisable to prepare the workforce to work efficiently and effectively especially during such a weaker phase for long-term benefit in the future.

#3. Development of Leadership

One of the most common HR challenges includes the lack of efficient leadership development. Implementation of efficient leadership management staff has become a cause of major concern for around one-third of the business houses that are under circulation. The companies are basically doing an average performance in this sector.

Proper motivation and active engagement are essential for developing leadership skills among the workforce team. This prepares the team to partake in important responsibilities for better business prospects to lessen the risk of prospective future HR challenges. Creating proper room and opportunities for the resource team members to exercise their skills and capacities is an essential factor for accomplishing targeted business growth. This provision highlights the strengths and weaknesses of each of the individual members and gives them scope for further improvement according to the business needs.

#4. Training and Development of the Workforce

This is another very popular HR challenge. The development and training facilities of the employees of the junior grade often pose a problem for the business house. Several businesses lack the proper infrastructure or resources to conduct such training facilities aggravating the nature of HR challengesalready faced by the businesses. Such training provisions become difficult for front-office executives to undertake because of their busy work schedules.

But, to keep pace with the rapidly-changing technology, businesses need to keep themselves updated to prevent themselves from becoming obsolete. This is a severe HR challenge to make the entire workforce adapt to the changing techniques according to the needs and demands of the business.

The training programs of the workforce can be arranged through online modes or from senior-level executives. To possess a talented and skilled workforce team, effective investment is required in the sector. A competent team can deftly handle HR challenges in a more efficient manner. They become comfortable with the initiatives when a clear target and goal is set in front of them. Such steps give them the opportunity to understand the importance of their training and their application.

#5. Compensation and Benefits for the Employees

Proper structuring of best packages for the employees is a tough HR challengein today’s competitive market. It becomes more difficult for the smaller business houses because their competition lies not only with the small-scale business houses but also with larger corporations.

At any stage, salary is the most important factor for any employee of any business house be it big or small. But for the business perspective, along with the employee’s salary, training factor, tax implications all these factors are also taken into consideration. All such complicated factors combined may pose difficult HR challenges for the business.

Performance-based employee reward is a system to lower the salary package. Moreover, other perks and benefits might include bonus plans, the offering of bonds, shares or incentive packages. Such techniques are profitable both for the employee as well as for the business.

Small businesses with less than 50 employees, generously offer healthcare opportunities for their employees. It is also helpful for offset cost factors as well as it is eligible for tax credits.

Other important and popular perks enjoyed by the workforce of the current era include

● Ample time for a vacation

● Opportunities for free snacks

● Healthcare and wellness facilities

● Conveyance benefits

#6. Recruitment and Retention of Skilled Management Team

To run the business smoothly, attracting and hiring the proper talented members is of utmost necessity. It becomes a tough challenge for any HR team whatsoever. This procedure involves a huge investment of time and money. Moreover, the talent of a candidate remains unknown until and unless he/she gets a proper opportunity to exercise the necessary skill. This again is dependent on time factor. It is a tricky HR challenge for any business.

Employing experienced staffing companies is advisable in this case. They know the requirements of the company and can provide a solution with little risk thereby focusing on tough HR challenges with ease. It is more or less a safe bet for hiring the required talent. It is far less time-consuming than any manual labour and also cost-effective. It does not even hamper the sale of the business.

Setting high standards at the workplace creates a positive aura for the business minimising the risk of HR challenges and threats. Moreover, incorporating all the employees of every rank to follow the decorum creates a positive work culture. This improves business production. Although the employees belong to different socio-economic strata but despite such diversities, once unity is developed between the team members, the results get reflected in the performance of the business.

Bizex is a software that has been created and developed for assisting business teams of various sizes across the country. This is an interface used for website and mobile. Bizex encourages the implementation and assistance irrespective of the level of business. It is one of the most user-friendly interfaces of India, designed to solve HR challenges in a far less complicated manner.

Over 300 business houses have so far used this business software for better management of HR challenges. This high-tech software solution is designed for mobile-enabled team members. Starting from recording the attendance of the team members in a geo-tagged process to ensure the smooth running of the business works, Bizex has simplified the HR challengesto a large extent.

The facilities provided by Bizex for addressing the common HR challengesinclude

Attendance based on geofencing technology

Self-service portal for the employees

Efficient management and handling of the tasks

Effective data sync technology across multiple devices

Acceleration in the decision-making process

By removing unnecessary paperwork and manual workload, Bizex has proved to be bliss by cost-effectively automating the business process and eliminating the risk of several complex HR challenges. An entire centralized database devoted to the workforce with an active tracking system for the employees integrates and encourages both career and business growth healthily. Handling HR challenges has become an issue of far lesser concern with the advent of Bizex.

It is important to understand the nature of the HR challenges in order to eliminate them tactfully. The better the understanding of the problems, the better the designing of the policies for the benefit of the employees as well as for the healthy growth of the business. A planned approach is a primary necessity to outrank the competitors by efficiently handling and solving the HR challenges.

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