Make The Employee Offboarding Process Smooth

An Automation checklist can be part of the employee off-boarding process for the HR department.
Create an Off-boarding Checklist for HR

  1. Obtaining the employee’s letter of resignation
  2. Providing written acceptance of resignation letter
  3. Scheduling employee to meet with HR for out-processing

Prepare the paperwork

  1. Processing outstanding employee reimbursements
  2. Confirming that employee doesn’t owe reimbursement for bonuses or paid time off
  3. Preparing tax and benefits documentation for the employee to take before they leave

Inventory Items Issued to the Employee

  1. Return company assets
  2. Remove personal effects
  3. Remove organize records, files, or training materials

3 great ideas to make the onboarding experience memorable:

1 Do Something Special for Your Employees

Several tech companies is giving their new hire employees to receive a personalized gift at their home a week before their first day. It reminds them that we’re excited for them, and gives a peek into our culture. The box full of happiness” contains a personalized note from each of the new employee’s interviewers, chocolate, and mug,

2 Make the first day feel memorable

Show them around the office, take the time to introduce them to everyone, and plan something exciting. Try to avoid boring them to death with long presentations. 
Just give them enough information to feel welcome. go somewhere special for lunch, go do a group activity, something everyone will get a kick out of. Taking this extra step will make your new hire feel valued on their first day. 

3 Help Them Understand

Help them understand key priorities on their first day. Even though it might seem like an overwhelming activity for onboarding, a brief overview of the following will help to solidify the expectations for their role
Show them the department/team’s goals and key performance indicators (KPIs),
Show them their own individual KPIs,
have their manager discuss their management style and approach,
Have a conversation about performance appraisal forms.
Give them an overview of their potential career path (what is the promotion criteria,
what is their next level-up, what resources do you provide to help them get there?)

How to calculate the ESI contribution?

It is a very basic and essential thing that every employer as well as employees in India must know about the Employees’ State Insurance Corporation, commonly abbreviated as ESIC.

The Employees State Insurance is basically self-financing social security and health insurance system made for employees working in India. As stated by the government of India on the esic.in a website, “the Employees’ State Insurance Corporation of India is a multidimensional social system tailored to provide socio-economic protection to the worker population and immediate dependent or family covered under the scheme.”

Before we go on to know more about ESI and important details about it like ESI employee contribution, eligibility and benefits, we must know more about the Employees’ State Insurance Act, and what it actually aims at covering.

The basics of Employees’ State Insurance Corporation and the ESI Scheme

ESI funds are managed by the Employees’ State Insurance Corporation (ESIC) mandated by the Employees’ State Insurance Act or ESI Act of 1948. The body works according to the rules and regulations of the Act and is administered by the Ministry of Labour and Employment, Government of India.

The ESI Act aims to provide health and financial benefits to employees in India, in cases of sickness, maternity, any kind of employment injuries, or even death, and certain other associated matters. Under the Act medical benefits are offered to employees insured, and their families.

In other words, it aims at providing employees with financial assistance and medical care in case of any injuries at the workplace or their incapacity to work due to the same. It also offers benefits of medical care to families and an insurance amount in case of the death of the employee at the workplace, or due to an accident.

Here are the kind of benefits offered by the Employees’ State Insurance Act, 1948.

  • Medical benefits
  • Sickness benefits
  • Maternity benefits
  • Disablement benefits
  • Dependants’ benefits
  • Funeral expenses
  • Rehabilitation allowance

ESI- Eligibility and Applicability

The ESI fund is applicable to all corporate bodies and establishments that have a workforce of at least 10 members and above. Although the ESI scheme mentions a list of areas tagged as ‘Notified Areas’ and the establishments located in these areas are covered by the ESIC.

The ESI funds are managed and maintained by the independent body known as Employees State Insurance Corporation. That being said, the ESI Act of 1948 mandates the basic regulations of ESIC and all important details like benefits, eligibility, applicability and all other related details.

If you are an employer, it is imperative for you to know about the ESIC scheme as the funds collected for ESI from employees involve both the employer and employee contributions.

Before moving onto ESIC employee contribution and other important details about the ESI scheme like ESIC employer contribution calculations, let us take a look at the kind of establishments that are covered under the ESIC act if there are more than 10 persons employed at the firm. This will make it more clear as to why you need the best payroll management system to manage the ESIC contributions of your firm and the ESIC contribution calculations.

  • Shops
  • Hotels and restaurants in the sales sector
  • Cinemas and preview theatres
  • Road motor transport establishments
  • Printing establishments
  • Manufacturing establishments
  • Private educational institutions
  • All kinds of factories
  • Medical institutions
  • IT firms
  • Corporate bodies
  • MNCs with working units established in India
  • Trustees and charitable organizations

The minimum number of employees that need to be registered to be covered under the Employees State Insurance Scheme, is either 10 or 20, depending on the state in which the business is located.

StateMinimum number of employees to be registered
Himachal Pradesh20
Jammu & Kashmir20
Jharkhand10
Kerala10
Madhya Pradesh20
Maharashtra20
Manipur20
Meghalaya20
Mizoram20
Nagaland20
Orissa10
Pondicherry10
Punjab10
Rajasthan10
Sikkim20
Tamil Nadu20
Tripura10
Uttar Pradesh20
Delhi10
Karnataka10
West Bengal10
Andhra Pradesh10
Arunachal Pradesh20
Assam20
Bihar10
Chhattisgarh10
Goa20
Gujrat10
Haryana10
Uttarakhand10
Chandigarh20
Daman and Diu20
Dadra and Nagar Haveli20
Andaman and Nicobar20
Lakshadweep20
Outside India20

A few points to remember about ESIC applicability

In regards to ESIC coverage and applicability, here are a few things that you must remember as an employer. Although here is a pro tip if your business is already covered under the ESIC scheme: Opt for the best payroll software for small business, if you have a small or medium sized business or go for the best cloud based HR and Payroll software if you have a large enterprise level business and make ESI insurance calculation seamless at your firm.

  • All establishments having more than 10 employees are required to register under the Employees’ State Insurance Act, mandatorily.
  • The employer has to register under the ESI Act within 15 days from the date the ESI scheme becomes applicable to the establishment.
  • Once a firm comes under the ESI Act, it continues to be under the Act even if:
  1. The number of employees at the firm falls below the prescribed limit to be covered under the ESI act.
  2. There are any changes in the operations or manufacturing activity of the establishment.

Employees State Insurance Contribution: Calculating the contributions and all other details

For ESI contribution calculate you must know about all the necessary details and regulations so that there are no errors made during the process. Although opting for an Employee Payroll Management Software or the Best HR Management Software in Bangalore will take care of the aspect seamlessly, here is all that you need to know about Employees’ State Insurance contribution.

Wage Limits

According to the recent amendments made to the ESI Act, 1948, the employees who have a gross salary of less than or equal to the amount 21000 rupees are entitled to be covered under the act. These employees who draw a gross salary of the amount 21000 rupees are eligible to receive all benefits under the ESI Act of 1948, if they work in an establishment with more than 10 or 20 employees (depending on the location).

In addition to this the ESI scheme consists of ‘contribution periods’ to help the HR team manage payroll when employee salaries change. That is, when an employee’s salary exceeds Rs. 21000, the employees and employer must continue to make contributions until the end of the contribution period.

Contribution PeriodCorresponding Benefit Period
1st of April to 30th of September1st of January to 30th of June of the following year
1st of October to 30th of March1st of July to 31st of December of the following year

Employees State Insurance Contribution

The ESI scheme is basically a self-funded insurance system where both the employee and the employer contribute towards an employee’s state insurance fund. The scheme being contributory in nature, has some specific mandates about ESIC employee contributions as well as the contributions of the employers.

The Government of India recently made some changes in the contribution of both:

  • ESIC Employee Contribution
  • ESIC Employer Contribution

towards the ESIC funds of an employee. The rate of contribution has been reduced for the first time in India, and the rates of contribution are applicable from July 2, 2019.

Earlier the total contribution towards the ESI funds were 6.5% of the gross salary of the employee. This was brought down to a total of 4% of the employee’s gross salary as contribution towards the fund, by the recent amendments.

Now, let us take a detailed look at the employer and ESIC employee contributions.

Earlier the employer’s contribution, towards the ESI fund of an employee was 4.75% of the gross salary of the employee, and the revised rates stand at 3.25%. The employees contribution was mandated at 1.75% earlier but it was then brought down to 0.75% through the enactment of the recent revisions. This is applicable for every wage period in respect to the gross salary of the employee.

Although employees with daily average wage of upto Rs. 137 would be exempted from their contributions towards the fund, employers will have to contribute towards the ESI funds of such employees.

Collection of the contributions

Every employer covered under the ESI act is liable to collect both the employer’s and employee’s contribution from the wages of the employees, at the specified and revised rates, and submit it to the Employees’ State Insurance Corporation within 15 days of the last day of the calendar month in which the contributions fall due.

Summing it up

Coming to co conclusion, we sincerely hope that this article clears all your doubts about the Employees’ State Insurance Act and answers all your questions about ESIC employee contributions and ESIC employer contribution calculate. If you run a business, it is ideal for you to go for an efficient employee payroll management system to make the calculations easier and the entire payroll management simple and seamless.

HR’s Guide to Pre-Boarding: 10 To-Dos Before an Employee’s First Day

The COVID-19 pandemic has severely impacted the field of jobs and the global economy overall. And courtesy to wildfire-like spread of the disease all across the world, there have been several new changes implemented and several drastic measures enforced at various offices. While all of these measures were aimed at improving operational efficiency and trying to restore normal work procedures, there are a few things that remain unchanged. For instance, an employee pre-boarding program that needs to be conducted by the HR department.

No matter how a company has been operating in light of the recent pandemic situation, it is very essential for HR to keep in mind the employee pre boarding best practices, so that the employee who is recruited has a good impression about the company he is about to join. And not just for impressions, but having a new employee first day agenda template helps in seamless and efficient recruitment and joining of the employee and makes the onboarding first day experience for the new employee pleasurable.

Be it for remote working or on-site recruitment of a new employee, having a solid plan can never be a bad thing for HRs in any company. No matter what kind of business it is, how small or big, and no matter the kind of protocols followed within the company, following a set of pre boarding best practices can be sustainable for the HR department in the long run.

Employee Pre Boarding: How to ensure success of the procedure?

Finding and selecting the perfect candidate is only a part of the whole job of employee recruitment. The complete process of recruitment is much more versatile and complex.

As much as a professional with the right credentials and field experience is necessary for a certain position, making sure that that they fit into the company culture is also a part of the HR department’s jobs.

What is employee pre boarding?

Although the trend in the job market sees a downward index due to the recent COVID-19 pandemic, employment opportunities for competent professionals and top talents in an industry will never fall short. This means that there is an increased competition among companies to acquire such talents. Persistent recruiters and attractive job offers are constantly placed in front of such talents.

But what happens when the professional accepts the offer and is scheduled to join after a week? What happens on the day their joining is scheduled?

This is where pre boarding comes in.

After all the formalities are over, and the candidate is scheduled to join on a certain date, the HR’s job does not end saying, ” See on your first day.”

The period between the initial acceptance of the job offer and the day of joining is the period known as pre boarding. During this period, the employee might have several questions and concerns about his new job and position.

Several companies are opting for the best workforce management software in Bangalore and the best HRMS Management Software in Bangalore to streamline the process of employee pre boarding engagement and keep complete track of new recruitments to ensure top notch employee experience even before they start.

And for every HR who is still doubtful about preboarding, it must be said, that employee pre boarding engagement matters. And there are a set of pre boarding practices that must be followed to ensure top class employee experience for the new recruits.

Let us take a look at the top 10 to-dos for the HR before an employee’s first day at the company.

10 Employee Pre-Boarding Best Practices that Every HR must follow

If you want to take an extra step and ensure a great on-boarding first day experience for newly recruited employees, here are top 10 pre boarding best practices that you can follow. The list below can be a really handy employee first day checklist for the HR of any company

  1. Personalized Welcome Mail

A professional and personalized welcome mail can be an impactful way to welcome an employee on their first day at job. It decreases the chances of an offer being rescinded by a new recruit.

One of the most popular pre boarding best practices, the best HR management software can help the HR do this seamlessly in case of all and any new recruits. Keeping in touch with the employee until their first day and on their first day is one of the most effective new employee first day agenda.

  1. Congratulating the employee

Pre boarding is a more fun version of employee on boarding first day. The key aim of pre boarding best practices is to ensure that the new employee feels welcomed and comfortable on their day of joining.

And to make someone feel welcomed and comfortable, congratulating them on their joining can be a great way. It also induces a sense of achievement that encourages better performance from the employee. The HR can request the team manager or supervisor to send a congratulatory email to the person who is joining. This provides them with a sense of belonging towards the team.

  1. Interactions with Existing Employees

When a new employee interacts with existing employees of a company on their on boarding fist day, the new recruit not only gets introduced to their teammates but also feels more comfortable and a part of the team. An introduction session with the teammates and managers, or an introductory call can create a friendly and comfortable atmosphere for the new employee.

One can also ask the members of the team to connect with the employee through company channels, or media platforms. Reaching out to the person through their LinkedIn profile can be a great new employee first day agenda.

  1. Provide them with necessary information about the company

Every employee has a range of questions and concerns about the company they are about to join. A good way to make them feel comfortable and confident about their decision of joining your company is by making sure that all their questions are answered even before they ask.

Providing them with accurate details and all relevant information about the company is one of the effective pre boarding best practices that helps in better workforce management and ensures that the employee cycle is managed in an effective way.

  1. Introduction to Company tools, technologies and work modules

While this might sound to be something that is a part of training, but one of the important on boarding first day strategies can be ensuring that the person joining gets an idea about the work module, tools and technologies of the company.

Be it a fresher or an experienced candidate or a remote worker, making them acquainted to the tools and technologies a d work module not only has a positive impact on the image of the company but also helps make the employee aware about any needs for improvements in their skill sets.

  1. Completing their profile

Completing the employee profile and gathering all necessary details and personal information of the employee is a must on the onboarding first day. This employee pre-boarding practice is not just about collecting information about the employee, but also creating their company email a d profile and helping them access all necessary data to get them started on their jobs.

Along with that, you must also ensure that they can check out their teams and communicate with the managers and teammates in a seamless manner.

  1. Pre boarding session

A short and engaging pre boarding session with some important and fun facts and an interactive session can be a great way to build rapport. A pre boarding video must be considered in this case.

  1. Paperworks

Another important part of the onboarding first-day procedure is completing all kinds of administrative paperwork including tax and health insurance forms. The paperwork can be done on a digital platform by using the best HR management software. Using such software the entire process of pre-boarding becomes seamless and is automatically synced into the company database and all of the HR platforms.

  1. Handbooks, benefits guide and personalized accessories

Deliver company handbooks and benefit guides to the employees on their day of joining or before. This helps them get acquainted to the benefits they can enjoy at the company. Providing them with personalized accessories like water bottles and bags can be another great way to welcome them.

  1. Employee first day agenda template

Having an employee first-day agenda template ready can make the pre-boarding process easier, simpler and more efficient. The best HRMS software in Bangalore can be a great way to develop and implement such a template whenever a new employee is joining.

All that being said, it is needless to mention that pre-boarding matters and pre-boarding best practices have a great impact on company reputation and the experience of an employee onboarding first day. Adopt these ten mentioned pre-boarding best practices and make sure that every new employee has the perfect experience at your company.

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 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.

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