HRMS – Injecting Automation

Connecting the Human Resource with a process-driven system either through an HR software tool or any systematic or well-defined methodology is today’s need of the industry. Various functions of an organization are getting optimized by utilizing software tools. HR professionals should also free up some of their time by automating some of their tasks and invest in an employee, which is said to be the asset of the organization.

Organizations are now considering HR with different perspectives. It can be more diligent and dynamic in contributing to the overall growth of the business if engaged well with a clear vision. HR is no more a traditional support function, but it is more of a business function now. It is the key to every task that can give astonishing market research and intelligence that can help to develop strategies and get the desired outputs. For the statement mentioned above, companies need a sophisticated and flexible HRMS tool that can transform the landscape of HR by collaborating the information and assignment at an easily accessible place for employees and managers. HRMS can assist organizations in making effective decisions and flattening the structure to get the desired outputs. HR can also contribute to various business intelligence, e.g., by enablement in providing data, Headcount, different trends, etc. For the management, the organization is in a better situation to predict outputs.

Automating the payroll and workforce management is an old trend in the industry. Now, businesses are optimizing this trend, and with the technical inputs, HR professionals are making their life more comfortable and faster. As HR Professionals or business, we improvise ourselves from an attendance register to cloud-based systems for handling remote teams and employees. Technology made our platform and device-independent. We started using web-based portals to access employee’s attendance, performance, and task success activity. We have optimized options like web-based or mobile-based applications to handle basic as well as critical HR functions starting from attendance management to performance appraisal and training and development.

 AI-based HRMS software is also available in the market, which is helping organizations in the process of recruitment and selection. Chatbot or AI-based screening software is getting used for preliminary assessment of candidates, which is saving time, money, and effort in the process of selecting the right fitment for the organization. This software is so convenient that they smartly pick-up the resumes and interact with the employees at their convenient time to collect the basic as well as critical details to analyze the essentials and fitments. Software companies come up with new features and facilities like video hiring, web conferencing, situational and psychometric quiz, etc. With these features, searching and inviting talents without geographical or any other constraint becomes more comfortable. Many software tools are available for Talent Management, Payroll Management, Benefits Administration, Learning Management, Grievance Management Systems, etc. These tools help to reduce the workload of the HR professionals and enabling them to focus more on the organization and people development.

And now, when companies have started shifting towards cloud-based HRMS Automation, effective utilization is the most concerned area. Currently, most of the companies are implementing HRMS automation for their basic needs of payroll processing, record keeping, etc. The question is whether companies should shift to HR Automation or not. They should, because we can sense the positivity of this transformation, but real apprehension is WHEN and HOW. While payroll management and talent management solutions are there, the overall set of HR services which is making life easier. 

The approach towards this system is still reactive, whereas the need of the hour is to get a proactive system in place to utilize the resources effectively. Companies are looking for solution providers that can offer a better and flexible product. And using the product can support in fulfilling the expectation for the betterment of the industry. Businesses are either outsourcing or opting for automation most of the HR functions by installing HRMS Software. They are doing this for better control over employee engagement and workforce management. As a business owner, you need to set your priorities before you take any of these two steps to enable HR as a critical function, contributing to the overall growth of the organization. The choice is yours. 

We can see the future of automated HRMS as more independent,  controlling, and facilitating. Also, the software tool will be efficiency booster, automated recruiting & other vital functions. Carrying out manually as of now and more flexible to support the business functions continuously. HRMS playing a philanthropic role is what we would like to see in the industry, with a ZERO error platform.

-By Anjani Kumar from Spectrum Talent Management

Spectrum Talent Management

5 Science-Backed Ways To Improve Employee Productivity

Business runs smoothly only when backed by a productive workforce, but unfortunately, employee efficiency often gets hindered by the stress and challenges of daily responsibilities. Over the years, productivity has become an important subject for corporate researchers, who have come up with simple to ingenious ways to help employees perform at their best. 

From minor details like interior design and color to workflow processes like when and how the employee takes breaks, organizing the workplace can influence the overall productivity of employees to a large extent. Even though the attitude and aptitude of employees are important, as per science, the workplace environment is an equally critical element determining employee efficiency.

Following are five simple, science-backed ways that can give a substantial boost to your employee productivity:

  1. Create the ideal office – Several studies have shown that positive changes incorporated in the interiors including windows, enhanced ventilation, and calming colors can enhance productivity. Working in closed spaces make people feel trapped and impedes their creativity, in turn, affecting their productivity. So, investing in an office space that evokes positive emotions will go a long way in enhancing the efficiency of your employees.
  1. Provide timely breaks – Breaks aren’t just important from a compliance viewpoint but are essential to enhance productivity as well. According to a study by Humanyze, when co-workers take their breaks together, it often reduces stress levels and leads to an increase in their individual productivity. The human brain works best when it gets optimum breaks, so regular intervals with engaging and inspiring conversations will act as a boon to your employees’ mental health.
  1. Experiment with seating arrangements – A simple change in a seating arrangement can act as a source of refreshment and boost creativity and collaboration. Research by an assistant professor at MIT named Christian Catalini demonstrated that the act of shuffling seating arrangement of the researchers led to marvellous breakthroughs. Therefore, just changing where your employees sit can have a considerable positive effect on their operations. 
  1. Encourage Physical Activities – Office work demands hours of sitting and working in front of computers every day. This can lead to laziness and fatigue among the employees and lower their energy levels. So, companies should encourage regular physical activities to give their employees an opportunity to move their bodies and experience a change in routine.  employee Activities like tournaments, yearly excursions, and team-building events will not only improve their physical health but also help employees perform well at work.
  1. Promote a culture of Fun and Leisure – Occasional fun and frolic in the workplace directly lead to a happy and healthy employee. Companies should indulge their employees in fun activities at regular intervals. Doing so will prevent boredom and exhaustion in employees and recharge their brand to resume work afresh.

The above factors have been tried and tested by researchers over the years and generated tangible positive effects. From enhanced productivity, self-motivation to improved teamwork, companies have enjoyed innumerable benefits by just experimenting with their workspace and encouraging engaging activities.

5 Ways to Engage Gen X & Y in your Workplace

Gen X and Y have become the most frequently used phrases in the corporate circle. Gen X is grouped together as people born between the 1960s to 1970s while Gen Y implies those born between the 1980s to 90s. Owing to their environment and upbringing, these demographic cohorts show greater love for independence and technology, making it important to understand their mindset to better engage and entertain them. 

According to a report by Deloitte, both Gen X & Y together account for 34% of the Indian population, making it a big chunk of the Indian workforce. Such a large number makes it paramount to develop strategies that fulfill their needs, in turn making them more productive for the company. The risk of not doing so is high employee turnover that occurs when employees feel disconnected from the company’s goals and vision.

So, below are five full-proof techniques that when employed, would go a long way in engaging Gen X and Y in your workplace.

  1. Recruit and Onboard Right: An organization should clearly convey the value proposition while recruiting candidates, especially Generation X & Y. These generations expect to be challenged and perform the type of work which interests, fulfills and excites them. So, it’s important to set the right expectations, define clear goals, and share organizational values that can motivate them.
  1. Keep your communication honest: As an employer, if you want to ensure an engaged Gen X & Y, consider creating a workplace culture that is open and encourages honest communications. Gen X & Y are attracted to a transparent workspace where they can communicate with their seniors about the company’s vision as well as their personal development. So, make sure to create a similar workplace.
  1. Foster a sense of belongingness: Companies should make Gen X & Y feel that they are a part of the organization and that their contribution matters to the company. These particular generations are known for valuing satisfaction as well as success and switch when they feel left out or undervalued.
  1. Offer work-life balance: Many studies have found a work-life balance to be the top priority for the newer generations. Quality time with family and friends is considered as important as performing well in their work. So, organizations should especially care to balance a hectic work schedule with appropriate leaves or celebrations during festivals.
  1. Create a fun environment: A fun and relaxed organizational cultures is one of the easiest methods to ensure happy and spirited employees, especially if they belong to Gen X and Y. It’s important for companies to engage their employees in fun activities regularly. Not doing so could lead to monotony in the workplace, compelling Gen X & Y to switch and move on to happier pastures,

As has been shown, companies need to improve their communication and culture to engage Gen X & Y and provide them with the best working experience. An environment with authentic leadership, workplace equity, and meaningful work experience would engage employees, in turn driving organizational growth.

9 Tried and Tested Methods to Improve Employee Retention

Employees are the biggest asset of any organization. So, it becomes absolutely crucial to take good care of one’s workforce so that they can work dedicatedly, which in turn enhances the reputation of their organization.  According to a study by SHRM, finding and training a replacement for an outgoing employee can cost as much as the equivalent of six to nine months of his salary. 

With the stakes of an employee leaving so high, it’s time companies started taking proactive measures to boost their employee retention. Below are ten tried and tested tips that companies can follow to ensure their employees stay and thrive:

  1. Emphasize on Hiring the Right Person

Pre-placement interviews enable to understand the adaptability of the talent beforehand. Carry out personality tests to evaluate whether or not a candidate has the right mental and social aptitude to be fit in your organization.

  1. Plan Proper Orientation and Induction

A new employee requires to understand how things work at a new place. Instead of leaving it all upon the employee, organizations should create a well-thought-of plan to align the employee mindset with the work culture. Carrying out induction programs help new employees feel less like an outsider and more like a part of the company that they join.

  1. Take feedback from your employees

Listening to employees and encouraging them to come up with feedback is very important for an organization. Feedbacks makes employees feel that their voice is heard and their opinions matter. But feedback should not be mistaken with criticism. The feedback system should be a  two-way road, where both employers and supervisors are transparent with each other. 

  1. Upgrade HR Policies

Dynamic employee-centric policies that adapt to the changing trends in the industry must be integrated into the organization. The more rigid and uncompromising the policies are, the more challenges your company will face in retaining employees.

  1. Appreciate Your staff

Everyone loves a pat on their back every now and then. Getting appreciated, be it from their supervisors or co-workers, offers a stimulating boost of self-confidence. This, in turn, makes employees loyal towards their organization and improved retention. 

  1. Have a growth plan for employees

Your employees will work efficiently if they are shown a clear path that leads to both professional and organizational success. It’s human nature to want to stay in an organization which cares about their individual growth and development.

  1. Lively working environment

For any organization to improve employee retention, creating a healthy and fun work environment should be the priority. Google is one such perfect example, which was ranked by Glassdoor in 2019 as one of the best companies offering a healthy work environment. So, make sure to include energy-boosting and engaging activities like tournaments, brainstorming sessions, and outdoor trips. Such activities provide a reprieve and improve their productivity, in turn boosting employee retention.

  1. Maintain Transparency and Trust

It is important that organizations remain transparent with their employees and ensure clarity regarding their performance and the expectations from them. It’s equally imperative to cultivate team spirit to strengthen interpersonal relationships and create a social framework that makes it hard to quit the company.

  1. Develop a standard training system

Training is the core activity that prepares employees as per their organization’s needs and ensures they work efficiently. So, develop an effective training regime with a properly planned structure that propels employees in the right direction, It will help you to ensure that they work in a manner that aligns with the company’s goals.  

From the above steps, it becomes abundantly clear that with the right methods, companies can not only retain their employees but even help them grow. Making employees feel valued, providing regular feedback, enabling work-life balance and offering growth opportunities. can go a long way in retaining employees and creating a productive work culture.

How to Make the most of Social Media to Boost Recruitment?

In the year 1921, Frigyes Karinthy introduced the theory of six degrees of separation. He explained how the chains of acquaintances can connect you with anyone on the planet using six or fewer connections.

Fortunately enough, social media has shrunk the gap even further and your prospective contact is only a click away.

As a matter of fact, people are scrolling their news feed almost all the time, so why not use it as an opportunity to seize your potential employees?

Here’s some insight on how to make the most of social media to boost recruitment:

  1.   Build an image

In order to kick start your recruitment journey through social media, it’s essential to build an image. Posts that speak about the company’s ideologies and practices are sure to create an impact on potential employees. Individuals with a shared set of passion and ideals will eventually merge into the hiring pool aspiring for jobs in the firm.

Adding to that, it is also important to understand that social media is not the place to build a sales pitch but to focus on the big picture of networking people.

  1.   Start a conversation

Unlike the recruitment portals that cater only to active job seekers, social media addresses both active and passive job seekers. These platforms are the best place for individuals keen to build communities and companies looking for their culture fit.

Hence, recruiters need to start and maintain running conversations with their audiences.

  1.   Work on the content

The biggest advantage of social media is that you can speak on a myriad of topics. Along with posting open job opportunities, companies can engage their followers on multiple subjects – be it world news, discussions trending in the industry, their policies or even employee recognition.

The more active and responsive you are, the better.

  1.   Involve employees

It is well known that employees are the biggest ambassadors of a company and getting them involved in social interactions not only creates validation but also enhances the outreach.

Companies should encourage their existing employees to post genuine feedback on social media platforms.

  1.   Understand the platform

Social media is a universe in itself and every planet in it has its uniqueness. Companies cannot follow the same tone or medium while posting on different platforms. While a video message from the leader will work well on Facebook, a motivational quote is best placed on Instagram. An article on the company’s performance trends can then follow on LinkedIn.

Unlike the traditional job hunt portals, deploying social media for recruiting will not only address the immediate hiring requirements but will build a talent cloud to use in times to come. 

All it takes is an investment of time.