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Where Information Technology Impacts HRM

By
Melwin Joy
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0
Where Information Technology Impacts HRM

Information technology (IT) plays a major role in the business of all sectors. From gathering information to finding customers and solving major financial problems, the presence of IT can be felt anywhere.

Human resource management or HRM handles the activities related to finding people, recruitment, training, development, induction, or rewarding in an organization. The integration of IT into HRM enabled the companies to work with new vigor.

What used to be done with printed materials now is done by computers and technology that can penetrate the farthest corner to find talents for the organization.

IT connects the HRM solutions with the internet, mobile communication, and new media. It can improve its internal processes, uplift core competencies, find relevant markets, and elevate the organizational structure. Information technologies help the HRM department to

  • Identify solutions
  • Build new ideas
  • Find new markets

What information technology brings forth is innovation. An innovation that impacts and changes everything that existed till now – making them better. IT was able to impact the HRM in many ways and they are given below.

  1. Enhance management
  2. Better recruitment
  3. Data management
  4. Cost reduction
  5. Automation of HRM
  6. Accessibility and availability

Enhance Management

Human resource IT tools allow managers to work efficiently and informatively around their teams and procedures. They can measure performance, manage talents, analyze results, design strategies, and engage employees in organizational goals for better performance.

Better Recruitment

Information technology of the 21st century can be integrated with advanced technologies like artificial intelligence to grab hold of better and best talents from the internet. It facilitates effective recruitment for the organization. Processes like talent acquisitions, screening, interviews, selections, etc, can be simplified with advanced IT infrastructure.

Data Management

IT helps organizations to go paper-free in terms of data storage and accumulation. It can automate data collection, classification, storage, and much more. Performance data of employees can be critically analyzed by software that is dedicated to HRM. The IT tools ensure the issues, achievements, or requests go through the proper HR manager approvals and verifications.

Cost Reduction

IT tools go through the procedures in a systematic way. This process ensures the deletion of unwanted steps, reducing operational costs and improving work efficiency. Managers are accountable to the company in terms of business revenue generation. They can implement research methods to analyze the profit, yield, utilization, and performance of employees.

Automation of HRM

HRM can consist of many tasks that are monotonous, time-consuming, and repetitive. Advanced technologies can help the HR teams to automate such processes by creating workflows. It can eliminate paperwork, speed-up task executions, and boost efficiency.

Accessibility and Availability

Information technology can help to gain access the data and services at anytime, anywhere with the internet. While optimizing the work of HR managers and employees, IT-enabled HRM tools can also

  • Streamline workflows
  • Organize and manage employee data
  • Create detailed employee records
  • Social collaboration
  • Manage payroll, vacation, and bonuses

 

How To Create An Inclusive Work Culture In Your Company?

By
Melwin Joy
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0
How To Create An Inclusive Work Culture In Your Company

Diversity and inclusion must go hand in hand in the workplace. Much has been invested in hiring a diverse workforce, but it is imperative to create an inclusive work culture within the company so that everyone feels valued and supported, regardless of background, gender, or health.

By creating a truly inclusive work culture, your employees will be more engaged, more productive and stay longer in the company. There are multiple characteristics that define an inclusive work culture. Some of them are listed below.

  • Fell sense of belonging
  • Have a voice
  • Value recognition
  • Learning and developing opportunities
  • Improved collaboration
  • Access to resources

But how do you create an inclusive work culture in your organization. Fret not, for we have some suggestions for you. They are listed below.

  • Utilize inclusive language
  • Create safe space
  • Open to employee feedback
  • More holidays
  • Diversity training
  • Diversity training support groups
  • Policies against discrimination
  • Create employee resource groups
  • Develop mentorship programs

Let’s go through some of the above points.

Create Safe Space

Part of an inclusive work culture is caring for the comfort and safety of all employees, especially for underrepresented groups. For example, unisex comfort rooms or restrooms for transgender employees.

People with disabilities must have access to a safe and comfortable work environment so that they can perform their job duties properly. Inclusive workplaces can also be promoted by allowing employees to spend time with each other.

Host team lunches, office support groups, or networking events to connect with others who have shared experiences. These company events foster a safe and open environment that allows  employees to converse and discuss issues important to the community. Create a productive team environment where all employees can make creative contributions or offer solutions to problems.

Open to Employee Feedback

First, you need to understand the current state of the culture, what is working, what needs to be changed or improved, and what could be eliminated. Openness is critical to creating an inclusive workplace culture, which means listening to the employees.

Conduct face-to-face meetings and interviews, anonymous employee surveys and workshops to gather feedback. The goal is a clear and honest discussion.

Be prepared to receive negative and positive feedback on what is working from the ground up to middle and senior management. To get effective feedback, it’s important to be able to give feedback in a way that gets both parties on the same page. It is difficult to know all the norms and expectations of a certain group.

Avoid communication errors by avoiding indirect statements. Use direct statements. Discuss communication and collaboration preferences and work methods.

Diversity Training

The purpose of diversity training is to address prejudices and stereotypes within the organization. Effective training ranges from training employees to understanding different cultures, but also learning to work with others, considering different backgrounds and perspectives.

At the basic level, training includes awareness of different types of differences, understanding and evaluating employee differences, and sharing information and tips to improve employee communication skills to create a positive work environment. A deeper approach would be to teach employees how to respectfully interact with colleagues from different backgrounds or from someone else’s perspective.

Another option would be to focus on reducing prejudice and discrimination based on age, sex, race, ethnicity, sexual orientation, religion, physical and mental abilities, and economic status. Or you can also design your own training program to address various issues related to DEI, such as unconscious bias management and cross-cultural communication.

11 Human Resources Skillsets You Should Learn

By
Melwin Joy
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0
11 Human Resources Skillsets You Should Learn

HR professionals can improve their abilities and increase their competitiveness as job candidates by using human resources skills. There are countless potential HR skills that can be learned, and each one has a distinct benefit.

Human resources professional can improve in their careers and build more marketable talents by learning how to study and develop these capabilities.

So, what are the essential competencies for HR professionals?

Today’s HR professionals will need to possess a far larger, more complicated skill set in addition to the competencies generally associated with human resources managers, such as recruitment, screening, employee relations, and performance management. Here are some of the skillsets that HR professionals should have and learn if possible.

  1. Payroll administrations
  2. Empathy
  3. Technology information
  4. Organization
  5. Time management
  6. Business management and leadership
  7. Human capital development
  8. Communication and interpersonal skills
  9. Strategic thinking and planning
  10. Workplace culture development
  11. Effective human resource management

Let’s explore some of them and understand how they are important.

Payroll Administrations

HR professionals with payroll skills can be desirable job seekers. Payroll may include using payroll software, discussing salaries, benefits, and bonuses with employees, and releasing funds for payroll.

Salary is an important part of the company because rewarding employees helps to ensure their productivity and motivation. You can learn payroll  skills through direct experience with payroll tasks or through training programs and online courses.

Time Management

HR professionals need strong time management skills as they often schedule meetings, payroll, and other business critical tasks. Their time management helps ensure that every item gets the right amount of attention and deliver salaries on time.

HR professionals usually learn time management by meeting deadlines during their studies and through first-hand experience of the importance of time management in a professional environment.

Business Management and Leadership

Today’s HR professionals must be prepared to meet organizational challenges in companies of all sizes, from small private companies to non-profit organizations to large multinational corporations.

These challenges may include, but are not limited to, dealing with complex issues, diversity, and inclusion, understanding employment laws and employee rights, creating, and managing competitive compensation packages, and overseeing a healthy organizational culture while effectively managing human resources.

HR professionals must be able to develop an organization-wide leadership and training approach that develops skilled workers, creates creative teams, and creates effective problem-solvers at all levels of the organization.

Employees should see HR managers as  leaders of the organization who help lead the organization to success effectively and positively, keeping in mind the interests of both the employee and the employer.

Strategic Thinking and Planning

While people skills are important in HR, the ability to think strategically—and use that strategic thinking successfully to  shape and manage an organization—is just as important. HR managers must have a good understanding of how organizations can gain a sustainable competitive advantage by investing in people – both new hires and existing employees.

They must be well aware of the strategic needs of the organization at all levels and departments and  have the skills to find and retain people who meet those needs.

Human resources managers need to be careful planners because they have to juggle so many balls and are responsible for so many different tasks.

In addition to these planning skills, the successful HR professional is very comfortable making data-driven decisions based on metrics and analytics to drive and improve the effectiveness of recruiting, training, development, and retention across the organization.

 

Four Steps To Strategic HR Planning

By
Melwin Joy
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0
Four Steps To Strategic HR Planning

The importance human resource department plays in an organization is crucial to the growth of the business. They are typically in charge of finding the right talents that can drive growth.

It takes a lot of planning to get the right people for the right job. HR planning plays a strategic importance. Their decisions help the company to meet business needs and customer demands.

If you’re looking for a strategic HR planning procedure, then you are at the right place. Do you know what the four best strategic HR planning are? What is important for your organization? Here are the four points.

  1. Current capacity
  2. Forecasted requirements
  3. Talent development strategies
  4. Talent assessment

Read on to get a better idea of and importance of strategic HR planning in your business organization.

Current capacity

Every strategy starts with understanding what we have right now. By assessing the current staff status HR professionals can get a clear idea of what they are lacking in terms of resources. Each department has different requirements when it comes to talent.

This information can help them plan the acquisition, promotions, demotions, or firing. The HR can assess the staff with self-reviews, peer reviews, questionnaires, performance reviews, or a combination of all of the methods. This assessment helps in the HR planning process that comes next.

Forecasted Requirements

With the right list of resource inventory, HR professionals can forecast future needs. It answers some questions like:

  • Are the current resources enough?
  • Do the company need more resources?
  • Can efficiency and productivity be increased with training?
  • Do the company need to recruit more qualified people?

Based on the data and insights gathered, the HR team can prepare strategies like demand forecasting, supply forecasting, or a combination of both. They can prepare hiring plans based on this data.

Talent Development Strategies

HR planning is incomplete without talent development strategies. It is a crucial part of the strategic human resource management process, which includes the following.

  • Recruitment
  • Selection
  • Hiring
  • Training and development
  • Employee remuneration and administrations
  • Performance management
  • Employee relations

Each stage listed above needs to be planned strategically as it can directly affect the productivity of the organization. Rigorous and proper development strategies can help improve productivity, efficiency, culture, and professionalism in the company.

Talent Assessment

HR planning does not end even after the selection and training of the candidates. It also entails the talent assessment of all the new and present employees periodically. This continuous assessment helps the organization to ensure the highest standards of productivity and efficiency. As it is directly involved with the success of the business, this step is really crucial.

10 Essential HR Cost-Cutting Practices for Small Businesses

By
Imran Khan
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0
10 Essential HR Cost-Cutting Practices for Small Businesses

Want to save money on HR without sacrificing quality or performance? HR cost-cutting practices are strategies that businesses use to reduce the costs associated with HR functions and activities.

Common HR cost-cutting practices include reducing or eliminating HR staff, outsourcing HR functions, and automating HR processes.

Why are HR Cost-Cutting Practices Important for Small Businesses?

Small businesses often have limited resources and budgets, so they need to find ways to reduce HR costs. HR cost-cutting practices can help small businesses save money on HR expenses and free up funds to invest in other areas of the business.

What are Some Common HR Cost-Cutting Practices?

There are several HR cost-cutting practices that businesses can use. Some common HR cost-cutting practices include:

Reducing or Eliminating HR Staff

By reducing the number of HR staff, businesses can save on HR costs. This can be done by eliminating HR positions that are no longer needed or by reducing the hours or salaries of HR staff.

Outsourcing HR Functions

Outsourcing HR functions is another way to reduce HR costs. Businesses can outsource tasks such as payroll, benefits administration, and recruiting to save money on HR expenses.

Automating HR Processes

Automating HR processes can also help businesses save on HR costs. By using software to automate HR tasks, businesses can eliminate the need for manual processing of employee data, which can save time and money.

Implementing Self-service HR

Self-service HR is a cost-effective way for businesses to manage HR functions. By using online HR tools, businesses can allow employees to access and update their HR information, which can save on HR costs.

Reducing Benefits Costs

One of the biggest expenses for businesses is employee benefits. To reduce benefits costs, businesses can offer lower-cost health insurance plans, reduce or eliminate other types of benefits, or ask employees to pay a larger share of the cost of their benefits.

Cutting Training Costs

Training costs can also be a significant expense for businesses. To save on training costs, businesses can use less expensive methods of training, such as online learning or self-study.

Reducing Recruiting Costs

Recruiting can be a costly process, so businesses can save on recruiting costs by using less expensive methods of advertising and screening candidates.

Consolidating HR Functions

Consolidating HR functions is another way to reduce HR costs. By centralizing HR activities, businesses can eliminate duplicate or unnecessary HR positions and processes.

Reviewing HR Vendor Contracts

One way to reduce HR costs is to review HR vendor contracts. Businesses can renegotiate contracts with vendors to get better terms or prices, or they can switch to a different vendor that offers more affordable services.

Eliminating or Reducing HR Perks

Another way to cut HR costs is to eliminate or reduce HR perks, such as free or discounted gym memberships, transportation allowances, or meals.

Wrapping Up

Implementing HR cost-cutting practices can help small businesses save money on HR expenses. By reducing or eliminating HR staff, outsourcing HR functions, automating HR processes, and consolidating HR functions, businesses can reduce the costs associated with HR.

Top 14 Employee Management Software Solutions

By
Imran Khan
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0
Top 14 Employee Management Software Solutions

In any business, employee management is crucial to success. Employee management software is a tool that helps businesses automate and keep track of employee-related data.

This type of software can help with onboarding new employees, managing employee records, tracking employee productivity, and more.

14 Employee Management Software

There are many different types of employee management software on the market, so it’s important to choose one that fits the specific needs of your business. To help you make the best decision for your company, we’ve compiled a list of the top 14 employee management software solutions.

BambooHR

BambooHR is one of the leading HRIS platforms on the market. It’s simple to use and helps small businesses manage their employee data, onboard new employees, and stay compliant with labor laws.

Zenefits

Zenefits is another top-rated HR platform that offers a full suite of tools for managing employee data, benefits, and payroll. It’s easy to use and integrates with popular accounting software like QuickBooks and Xero.

Namely

Namely is an all-in-one HR platform that helps businesses with 50 or more employees manage employee data, benefits, and payroll. It’s easy to use and offers a great selection of features.

Gusto

Gusto is a popular online payroll service that also offers HR tools for managing employee data and benefits. It’s simple to use and integrates with accounting software like QuickBooks and Xero.

ADP Workforce Now

ADP Workforce Now is a comprehensive HR platform designed for businesses with 500 or more employees. It offers tools for managing employee data, onboarding, benefits, payroll, time tracking, and more.

People HR

People HR is an affordable HR platform designed for small businesses. It offers all the basics, including employee data management, onboarding, time tracking, and performance review tools.

iCIMS

iCIMS is an enterprise-level HR platform that offers a full suite of features for managing employee data, benefits, payroll, and compliance. It’s comprehensive and can be customized to fit the needs of any business.

Greenhouse

The greenhouse is an applicant tracking system (ATS) that helps businesses with 100 or more employees manage their hiring process. It offers tools for job postings, candidate screening, and interviews.

Workday HCM

Workday HCM is a comprehensive HR platform designed for businesses with 500 or more employees. It offers tools for managing employee data, benefits, payroll, talent management, and compliance.

Ultimate Software UltiPro

Ultimate Software UltiPro is an all-in-one HR platform that helps businesses with 500 or more employees manage employee data, benefits, payroll, and compliance. It’s easy to use and offers a great selection of features.

Zoho People

Zoho People is an affordable HR platform for small businesses. It offers all the basics, including employee data management, onboarding, time tracking, and performance review tools.

SAP SuccessFactors

SAP SuccessFactors is a comprehensive HR platform for businesses with 1,000 or more employees. It offers tools for managing employee data, benefits, payroll, talent management, and compliance.

Ceridian Dayforce

Ceridian Dayforce is an all-in-one HR platform that helps businesses with 500 or more employees manage employee data, benefits, payroll, and compliance. It’s easy to use and offers a great selection of features.

Oracle HCM Cloud

Oracle HCM Cloud is a comprehensive HR platform for businesses with 1,000 or more employees. It offers tools for managing employee data, benefits, payroll, talent management, and compliance.

Wrapping Up

There you have it—the 14 employee management software solutions. Be sure to consider your company’s needs when choosing a solution.

Best Employee Wellness Programs That Work

By
Melwin Joy
-
0
Best Employee Wellness Programs That Work

Employees are an integral part of any organization. Employers can incorporate many healthy practices in the organization that are beneficial to the employees. From healthcare treatments to employee wellness programs, businesses can help employees in multiple ways.

Let’s talk about the various employee wellness programs that a company can adopt or adapt into their system that works. Here are some samples of such programs.

  • Office fitness room
  • Remote working/flexible timing
  • Healthcare activities
  • Healthy food
  • Nap time
  • Parent coaching and support

6 Best Employee Wellness Programs

Let’s explore some of the above-mentioned employee wellness programs for better clarity.

Office fitness room

Fitness is a constant concern for all employees, especially who need time to commute to the office and those with heavy responsibilities. Having a fitness room in the office can make a world of difference.

It can inspire the employees to exercise a couple of hours every day. It helps them maintain their health and brings forth the energy and inspiration to work more.

Remote working/flexible timing

Remote working or working from home is the new normal since the pandemic attack globally. While it may not be possible to have everybody work remotely, most of the employees can avail this service on rotation.

Flexible timings of work help them settle their own affairs. This helps the employees to put forth 120 percent of their efforts during work timings with complete focus and dedication.

Healthcare activities

Employee wellness programs can consist of healthcare activities like yoga, dance classes, exercise sessions, and more. Each activity is aimed at the betterment of the body and soul of the employees. Even a 10-minute company-wide drill before starting work can fill the employees with the energy to work better.

Healthy food

To concentrate and work efficiently the employees need the energy that can support them all day. There are many cases where they skip food in between or have unhealthy food during work. Organizations can help them with healthy food supply and distribution. This helps the employer to ensure food safety and avoid many health issues.

Nap time

An after-lunch nap sounds good when at home, but not at the office – that is until now. Studies have proven that an after-lunch nap can help employees get ample energy to pull through the day full of energy. Nap time can help avoid sleepy conditions and help them concentrate better at work. Try it and see the magic.

Parent coaching and support

Parenting is part of the employee’s life whether the organization prefers it or not. Working parents face multiple challenges, which can affect their professional work. With the help of employee wellness programs can help them with parent coaching programs and support them. It helps them create a work-life balance where they can both be a parent and a professional at the same time.

Is Your HR Technology Evolving Rapidly?

By
Melwin Joy
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0
Is Your HR Technology Evolving Rapidly

A change is taking place. A shift in the development and implementation of HR tech solutions and services. The process of change used to be top-down, under the influence of organizations and supplier needs, it is now reforming bottom-up.

The needs of organizations are increasingly aligned with the needs of the human resources department. HR, in turn, is paying more and more attention to the needs of future and current employees due to the war on talent, the digitization of the workforce, and the increase in commitment in favor of retention.

A Little History

In the late 1990s, ERPHR functionalities (& HCM) started to develop. As a result of the first Millennials entering the labor market and the War on Talent, more functionalities focused on HR processes were developed, i.e. applicant tracking, performance management, and learning management systems.

These systems were not necessarily part of the original ERP, but they were compatible and could easily be implemented into the ERP or become part of a whole new HCM system to complete the Human Resource Management System (HRMS) which can be viewed as an ERP with Focus on HR. The main goal of these functions and systems is to support human resources management, nothing more and nothing less.

In 2014, the HR cloud also became mobile, and what is known as disruption occurred. The influence of the millennial generation entering the workforce shifted the focus from performance management to people management, and numerous HR tech vendors developed easy-to-use, standalone, cloud-based solutions to support very specific or rapidly evolving HR problems. It also became easy to provide an interface on a mobile device, creating an almost customized experience.

In addition, there are many tools and apps that can help you attract, develop, and retain employees that are compatible with all types of systems for monitoring or connection with the HRMS or as standalone tools.

Future of HR Technology

The future of HR technology is dependent on the technology that organizations adopt and adapt. Here are two technologies.

Gamification

Gamification is used to encourage candidates to leave their CVs or to facilitate the onboarding process. Learning and development could also benefit from this feature as it can be used to increase participation or learn from serious educational games.

Performance management will become familiar with the use of badges and HR analytics can benefit from the visual aspects.

Virtual Reality

Virtual reality will be the new normal to provide candidates with a vivid experience and a 360-degree view of the company and/or job. In learning and development, it can be used to teach in the workplace and practice instant learning. It could also contribute to the well-being and provide a short escape for employees working in a stressful environment.

Wrap Up

The advancement of technology is unstoppable in nature. For any organization to advance and take a step to the next level, technological adoption is mandatory. HR technology helps organizations to find the best candidates that can further the company ideals and produce better results.

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