5 Benefits Of Hiring Remote Workers

The rise of the remote employee is something experts have been predicting for years. Many companies are now hopping on board to reap the benefits of hiring a distributed team. With the prominence of technology and limitless potential of communication tools, it’s easier than ever to hire the best workers for your company regardless of their location. Aside from the benefits of working out of the comfort of your home, employees and employers alike have a lot to gain from this new direction the workforce is taking.

Remote workers feel more productive

Employees that work from home are just as, if not more, productive than their cubicle-contained counterparts. Don’t believe me? A survey of Global Workplace Analytics shows that 24% of remote workers were able to accomplish more tasks in an allotted amount of time than a traditional office employee. While there are definitely distractions for remote workers, they do not have to deal with last-minute meetings, break room chats, or other unavoidable office procedures. There is also a level of accountability that remote workers feel that encourages them to be more productive than they would be in an office environment. Often times this involves employees working hours that are most beneficial to their workflow, which allows them to recognize how and when they are most productive.

Money savings

With office space and real estate being the most prominent saving, companies with distributed teams can save an average of $10,000 per year, per employee by allowing them to work from home. Money spent on real estate can be reallocated towards paying for technology and communication tools to keep employees connected throughout the day. These tools will still cost significantly less than a brick and mortar office and improve employee connectivity and office culture. Things like office supplies, furniture, and utilities are also huge expenses that become significantly lessened when working with a remote team.

Not only are the businesses saving money, but the employees are cutting costs as well. Without having to pay for transportation, gas, or increased car maintenance, remote workers can save over $4,000 a year compared to employees who work in an office.

Improved employee health and well-being

Long commutes have also been linked to increased employee stress and are a leading cause of workers leaving or relocating their job prematurely to find a more convenient place to work. Not to mention, commuting has negative health implications caused by excessive sitting, heightened anxiety and decreased moods which can all impede workplace culture and overall employee happiness. After all, happier employees are more productive than unhappy employees. Loss of productivity is a huge detriment to the company’s morale and overall bottom line regarding sales, growth and employee turnaround.

Access to a global talent pool

When you’re employee search isn’t limited to one area, the talent pool opens exponentially. Companies with distributed teams have access to the best workers in the world. Their location does not have to affect the hiring process, and employers avoid costly relocation fees for the company and the worker. With start-ups and smaller companies, this is a huge benefit. Choosing the right people for your team is imperative in the early stages and limiting your search to one geographic region severely limits your access to high quality, talented candidates.

Remote teams have lower employee turnover

Employee turnover is an enormous cost to employers. The average price to replace a lost employee will cost approximately 20 percent of that employee’s salary. Not mention time spent training, onboarding and giving them time to learn the ways and culture of the company.

In a recent survey, 95% of employees claim telework has had a positive impact on employee retention and their willingness to stay in their positions.

Remote work may not work for everyone, and it’s essential to build a team that values independence, productivity, and self-discipline. You want to create a self-sufficient squad who will be able to lead a project and meet deadlines with ease, no micromanaging required. For the right companies and with the right strategies and procedures in place, there is no reason that remote work shouldn’t work to reap companies the slew of benefits of hiring a fully distributed team.

How Online HR Software is Useful for SMBs

I recently came across this post on why SMBs need a solution such as online HR software to manage their workforces which raised some interesting points, and decided to elaborate on them to come up with a more complete picture of why this is so. SMBs or small and medium businesses are characterized so mainly because of the strength of their workforce – a workforce of less than 100 constitutes a small business and anything from that to a thousand can be characterized as a medium business. Now, the thing about these SMBs is that they do not have a lot of resources, both in terms of capital and manpower, to be dedicated to all aspects of workforce management.

Managers and executives are more focused on improving the bottom line and growing the organization than on hiring more resources for HRM and focusing on employees and their grievances. They view HRM as just another business function that needs to be there for the smooth running of the organization rather than as a strategic function that is contributing to the success of the business. Indeed, in some small and medium businesses, line managers themselves double up as HR executives, and there are no formally designated HRM business functions. And they are also not to be faulted, after all, they have everyday survival issues to consider before they can increase spending on employees.

This is where online HR software comes in. Here is why it is useful:

Simplifies Decision-Making

One of the most important aspects of HRM is decision-making. HR professionals have to constantly and consistently make decisions like whom and how many to hire, whom and when to promote, whether the organization is over-staffed or under-staffed, and so on. Without a thorough analysis of the data available at hand, which is cumbersome and time-consuming, many SMBs don’t follow a rigorous approach to get there. They take decisions on an ad hoc basis, which might harm the organization going forward. In not repeating this mistake, and in making data collection and analysis easier and simpler, HR software is very useful. Decisions can now be taken in a logical and data-driven manner, which make them more likely to be helpful. Also, when you have data at your fingertips, it becomes easier to be transparent and resolve employee grievances faster.

Needs Fewer Resources

SMBs are characterized by their small workforce. It is often simply a matter of not being able to hire more resources as they cannot afford them. However, the professionalism of the operation should not be compromised upon, or the whole purpose of the exercise is defeated. In balancing both, that is, achieving professionalism with lesser workforce, HR software will be very useful. The software sets up the whole process and automates many of the tasks involved so that the whole organization’s workforce can be managed by less than three resources. In fact, this writer is evidence of a single HR representative handling an organization of upwards of hundred employees.

Take time-consuming tasks in recruitment and performance management. There is no need to do things again and again – when you program the software once, you have it set for eternity unless you change the settings again. So, next time you have to prepare job descriptions or hand out offer letters, there is no need to start from the scratch – just use the templates or have them automatically set and filled for you. All in all, all those tasks that were unwieldy and needed a big HR team to handle, you can now do with a fraction of it.

Easily Scalable

One of the disadvantages of going for long and cranky on-premise deployments of HR software is that scaling up can be difficult. When the workforce is upgraded, and you need upgraded software, you again need to go through with the whole deployment process again. Another disadvantage is that you will not be able to choose the modules you want, and since the cost of the entire package might prohibit from SMBs from deploying it at all.

Both these issues can be resolved with online HR software. With online software, scaling up is a simple matter of clicking a few buttons. As and when you need to add more employees, you talk to your vendor and he will simply increase your employee limit to whichever level you want. Thereby facilitating the addition of new employee’s into the system easily and instantly.

Also, with online software, you have the benefits of the modular architecture, which means that vendors have the flexibility to offer the solution to you in packages. Take training and development for example. Not all small and medium businesses focus on training and development in the formal way – whatever training happens, happens on-the-job, since they have no time or the resources. When there is no formal training, why would they need the training module offered by vendors? Why should they not have the benefits of the software if they can’t pay for what’s unnecessary for them? Since the online solution is built in modules, users can choose which ones they want to deploy, and the ones which they don’t need, and therefore save money. It is for this reason that many vendors offer their online solutions in different packages, with each one consisting of what is essential for organizations to run their HRM functions as per the demands of the situation.

Knowledge and Document Management

One of the great things about online HR software is that it also doubles up as other solutions. When you deploy this software, no more would you need other solutions such as document management software or knowledge management software. HR software includes modules that will help you with this and more. One of the important tasks of HRM is to collect and store employee documents like their previous experience letters, their education certificates, and so on. For too long, organizations have been doing this the time-consuming and tedious way of paper documents and storage containers. While some have upgraded to soft copies of the same, these soft copies are stored in folders in employee systems rather than by using any software. This creates problems in storage and retrieval, not to mention the issues that can result from giving individuals access to important organizational data.

Since investing in a standalone document management solution might not be possible for everyone, they will find the document management capabilities of the HR solution really useful. The solution allows HR professionals to store and retrieve documents, and it also allows them to automate certain document-related tasks. All the documents and knowledge are now stored centrally, with the right people being able to access it on demand whenever necessary. These documents are protected, and an audit trail is established, so that there is no scope for mismanagement of data.

Extension through Integration

Just as they need an HR solution to manage their workforce, organizations would also need other solutions to manage other aspects of their business. Also, sometimes, they might need more than what the HR solution is able to offer them. Take the example of CRM software for the first case – many SMBs use online CRM software to manage their sales and marketing efforts. For the second case, take the example of survey software – organizations would like to survey their employees at the end of the year or for performance appraisal sakes, and their HR solutions might not come with these capabilities.

However, it is also a bad idea to use standalone solutions, since people and teams need to collaborate with one another, and standalone solutions are a pain for collaboration. Either they don’t work well with other applications, or there needs to be a lot of effort put in manually transferring data from one solution to another.

To avoid all of this, you have integration. Rather than using standalone applications, it is a good idea to integrate these applications together, and extend the scope of the core application to handle all these tasks so that you have one central hub to manage everything instead of multiple solutions to manage multiple tasks. Integration not only helps collaboration but also eliminates silos and process inefficiencies.

To conclude, small and medium businesses might not need all the features of the complete solution that they might not be able to afford. Therefore, a solution like online HR solution will give them everything they need at a more affordable price than they otherwise will have to pay.

Top Four Trends in Payroll Management for 2017

Payroll Management in corporate and small businesses over the past few years have rapidly adapted to and kept in pace with the evolving world around technology and its innovations. Long gone are those days when employee wages were calculated manually. Payroll process automation using pre-defined software and templates is increasingly being used by businesses across various domains. HR is now capitalizing its workforce to focus on business critical activities that speeds-up the organization’s corporate value and market position. Technology has a major role in this modernization and the transformation is not seen to cease anytime soon. Below are the top four trends for payroll in 2017.

  • Integrated standalone business units

Outsourcing has always had a demanding market value among organizations that set cost-cutting and improved operation functionalities as a priority. The shift towards process outsourcing has had vendors extend their service offering by providing solutions for entire business units, allowing added benefits to gain a competitive advantage. In Human Resources, recruitment, talent management, payroll and other standalone processes have been united into a single entity to enable greater visibility with the top management and allow sole ownership of entire HR database. Integrating Payroll and HR outsourcing can lead to efficient business practices through centralized systems that give easy access to all data and information through one common service provider. Integrated processes expand business opportunities through the efficient use of workforce that has been unchained from tedious tasks. Unified systems increase the chances of error-free operation and more engagement towards strategic tasks.  This practice has been and will still continue to impact business development.

  •  Acquainting to cloud-based services

A few years ago, businesses were aiming for the cloud, but in 2017, most of them are already there and have completely shifted their operations and database to the cloud. Payroll is one such business function that is increasingly being accessed through the cloud. Payroll operations survey conducted by Deloitte in 2014 revealed that 14% of respondents were already using cloud-based payroll management systems and about 26% of them considered this a possibility in the near future. This trend is increasingly being considered while strategizing business operations to improve efficiency and accuracy. It needs less maintenance and a smaller investment in infrastructure. Data records can be accessed anywhere at individual convenience. Going on the cloud has many benefits as opposed to conventional on-premise installations and can effortlessly keep pace with the innovations around technology through automated updates and simplified interfaces.

  • Mobility through smart applications

Payroll applications on mobile devices are massively being promoted among managers and HR leads and are the most sought after trend. It carries huge potential to increase employee engagement and business capabilities. Who would not want to be able to access data when on the go? Employees or managers who are traveling around the cloud would want to easily have access to their records and be able to modify and save data as well. Technology developers are investing in such applications that provide user interfaces where employers can edit, upload and track payroll and employees can view pays slips, monitor work timings, leave records, raise queries and communicate through emails, all from a single hand-held device. Mobile applications can maintain transparency throughout the organization via a common user portal.

  • New compliances for data security

Unlike conventional in-house practices, contemporary process around payroll management involves a lot of file sharing and data transfer. The need to protect and bring into place data security compliances will definitely be one of the top concerns CHROs and managers consider while adapting to new technologies. Payroll management processing handles critical business and employee details that must be dealt with great care. Catering to this, the EU has established the GDPR (General Data Protection Regulation) that empowers all its citizens to prepare for a data-driven world and the regulations needed to safeguard all forms of data. Since its approval earlier in 2016, it has been greatly influencing large and small companies to consider data security with high importance. The regulation imposes severe data subject rights and breach penalties that mandatorily obliges all businesses to adapt to data protection right away, as all the compliances under GDPR will be in effect from May 2018.

Using HR Managers to Revitalize a Stale Business Plan

It could be argued that there is no more important factor in the success of a business than the treatment of employees. Positive employees who feel valued in their position within the company are happier and significantly more productive than undervalued, demotivated employees. It’s not rocket science. In fact, to throw some numbers into the mix: motivated employees are on average 12% more productive at work, compared to a 10% decline in the productivity of their unhappy counterparts.

Scale a 12% increase in productivity per employee, across a team… or a department, or an entire organization and imagine how much more successful your business could be. Or, imagine how detrimental an organization of employees that are 10% less productive would be to company profits. There’s a reason why the culture of incredible employee perks has emerged. Because not only are valued employees more productive, but they are also more likely to stay at their current company.

So, who has the most significant role to play in the motivation of a workforce? And who can you rely on when happiness, productivity and talent retention are called into question?

Enter, the HR Manager

HR Managers are the most powerful tool at your disposal to renew a stale or toxic business environment. Aside from the general management of employees, salaries, benefits and organizational development, part of their job is to be on the lookout for potential business threats – both externally and internally. This will include monitoring sudden drops in productivity and the factors behind it. In this day and age, it is rare to find a company that will operate efficiently without an HR manager, particularly within businesses where large organizational changes are underway, like the rapid expansion a start-up needs to scale up.

Talent Retention and Acquisition

A business needs employees who won’t just deliver the work, but will fit with the overall business environment and culture. The hiring process isn’t just a matter of filling a position, but identifying talent that has the potential to deliver and advance in the given role. Your HR Manager is key in designing the interview process, tailoring the environment and questions asked to find the best talent – in line with your brand voice, values, and business expectations.

Creating a Positive Company Culture

Creating a strong, effective and consistent company culture is key to business performance. Educating your employees on your business goals through the HR Manager will allow employees to engage with your business at a deeper level.  Doing this will dramatically change the business environment, because employees have clear set aims that they can work towards. Experienced HR Managers, with proven track records will be able to implement in-house processes that can, and will transform your business. A good HR Manager will develop a workforce that feels valued, motivated, challenged and that recognizes its role in the overall growth of the business.

Developing Interpersonal Communicative Skills

HR Managers are first and foremost ‘people people’, with the ability to communicate effectively within the business. Approachable HR Managers are key in developing an environment where employees feel they are able to voice their concerns. Enabling employees to speak out around interpersonal or work-related issues will create a culture of trust that will spread to all aspects of business communication. Often, poor communication is one of the key impediments to business productivity, but can be resolved through thought-out processes and strong HR management.

Allowing Your HR Managers to Work Effectively

The roles and responsibilities of an HR Manager far outweigh those of a typical worker. Though they might not be responsible for the creation or deliverance of the product, they are pivotal in overall running of the business. Managing phone and travel expenses, personnel requirements, and the calculation of provisions for holiday leave will all likely fall under the remit of an HR Manager. But, as a business grows, these calculations become more numerous and challenging. Regardless of how organized your HR Managers feel they are, businesses can no longer rely on dated Excel spreadsheets to accurately manage essential, and sensitive business information. Spreadsheets are easily deleted or overwritten, which would have a profound impact on a larger business.

Giving your HR managers the tools they need to perform effectively in their role is crucial  – don’t be the cog that stops the machine. Invest in sophisticated HR planning software that gives the HR Manager a platform from which they can make executive business decisions with an incredible level of accuracy – without fear that their data will be lost. These decisions save time and money as well as laying a strong foundation for future growth.

Driving Change within the Organization

While HR Managers are hugely responsible for the overall culture of business communication, they must have the confidence to challenge senior management decisions – as well as the access to the leadership team to understand and inform strategy. Your HR Managers have the skills and experience to immediately identify if there are any changes planned to the business that could negatively affect your employees’ wellbeing and productivity. In addition, it is essential that these communication channels to management remain open, so that they know they are able to develop and contribute to a strategy. While managers can plot an overall business plan, an HR Manager is invaluable in creating an effective strategy utilizing the talents and skillset of the existing workforce.

Finding a HR Manager that can successfully demonstrate and deliver these aspects is one thing, but finding one that understands and employs your business’ values will drive your business to greater heights than previously imagined.

The Advantages of Utilizing Staffing Organizations for Your Pursuit of Employment

Staffing Organizations are progressively prevalent. An ever-increasing number of organizations are depending on the ability of an enlistment office for filling empty positions and undertakings. In any case, additionally, an ever increasing number of competitors are discovering their way to these offices!

In this article, you will find how an enrollment office functions, you will learn distinctive sorts of enlistment and the advantages of enrollment offices on the off chance that you are searching for another employment.

What is a Staffing office?

Staffing organization searches for a reasonable contender for empty positions with at least one organizations. In light of an expected set of responsibilities they look for appropriate applicants through their site, organize, work fairs, work locales, and online networking.

At the point when a selection representative has found a potential applicant then he/she will screen the resume, inspiration letter and other important data about the hopeful. In the event that there is a potential match between the applicant’s profile and the set of working responsibilities, the enrollment specialist will arrange a meeting to examine the attitudes and necessities of the person involve.

In the event that this meeting is effective, the hopeful can be welcome to a meeting with the customer. In the interim, the selection representative is painstakingly checking the application procedure. On the off chance that the customer considers the applicant fitting for the empty position, he or she may land the position.

Diverse sorts of Staffing Agencies

There are diverse sorts of Staffing agencies. Normal sorts are enrollment and determination, extend sourcing and break enlistment. These sorts of enlistment contrast extensively. Your own cravings and desire will decide the sort that will be most reasonable for you.

Enlistment and Choice

Enlistment and choice is a kind of enrollment where an enrollment organization is searching for the possibility to fill in stable situations with a customer. The work of the enrollment office arrives at an end once a competitor begins working with his or her new business.

Enlistment and choice are especially fascinating on the off chance that you are searching for a changeless occupation (at a specific organization) in a particular industry. Enlistment and determination are intriguing for organizations that have too little time or assets to look for new representatives themselves.

Extend Sourcing

Extend Sourcing has a few names, among which outsourcing, sourcing, contracting, extend work, optional to give some examples. Be that as it may, what is venture sourcing precisely?

Extend Sourcing is a kind of enrollment where an organization is looking for a contender to take a shot at transitory activities with various customers. You will be for all time utilized by the venture sourcing organization.

Extend Sourcing is especially intriguing for businesses or potentially independent specialists with particular information who need to pick up a considerable measure of involvement in various ventures. By joining a venture sourcing organization they will have the capacity to chip away at impermanent (generally medium and long haul) ventures for different customers.

Extend Sourcing is fascinating for organizations in light of the fact that thusly they can briefly “employ” master learning while the duty regarding the pros stays with the venture sourcing organization. Extend sourcing subsequently offers ideal adaptability for organizations that are rapidly needing particular information.


Interval work concentrates on here and now extends. Temping offices are looking for the benefit of different organizations for representatives who can rapidly fill in here and now extends. These can be work assignments to:

  • Replace a lasting worker;
  • Handle a brief increment in work;
  • Deal with outstanding work.

Between time work contrasts generally from venture sourcing in light of the fact that:

  • Interim is, for the most part, focusing on the quick usage of here and now extends. Extend Sourcing centers around medium and long-haul ventures.
  • Interim is concentrating for the most part on filling general opportunities that require constrained specific learning. Extend Sourcing centers primarily around the execution of tasks that requires exceptionally specific learning.
  • Temping organizations are having a “transitory” association with employment searchers. At the point when your occupation is done, your association with the temping office will arrive at an end also. Extend sourcing will offer you a lasting work with the venture sourcing organization. Along these lines, you will presumably get more individual consideration and better conditions contrasted with interval work.

How do You Recruit Good Quality Manpower

Recruitment is a process of finding and selecting manpower for an organization that fills the requirements and are willing to work. Recruitment is the process of inviting applicants that are most suitable for a given job, followed by their selection and then finally appointing the ones who are most suitable and willing to work. The complete process of recruitment is carried by the HRM or Human Resource management of that organization. Recruitment is basically having the right men at the right job.

Every organization looks for such candidates to work with them, who are capable, willing and efficient. The recruitment process is the most important function carried out by the Human Resource manager. The HR manager of the organization has to ensure the entry of only that manpower which is open to learning and is self-driven.

According to Edwin B. Flippo, “Recruitment is the process of searching for the potential candidates for employment and stimulating them to apply for job vacancies in the organization”.

According to Yoder “recruitment is a process to discover sources of manpower to best meet the requirements of staffing schedule. It also involves employing effective measures for attracting that manpower in adequate numbers to facilitate effective selection in order to get an efficient workforce”.


What is the purpose of Recruitment and its importance?

The recruitment is carried out to search for the best employable candidates available. It is carried out so that the maximum number of applicants applies for the vacant job position thereby helping the HR managers make a better selection from the attracted talent pool which fits the job role description. Recruitment is about saving time, money and efforts of the organization to recruit the most suitable employable candidate who fulfills the requirements of the vacant job position. Good recruitment always ensures quality manpower over quantity and this reflects in the productivity of the business. It is a process of selecting the best from a resume database by employers.

Steps for Recruitment process:

*Assess the manpower need in the organization to know exactly how many and on what positions do you need the human resource.
*Preparing the job description for the vacant position to help understand what qualifications and skills are to be searched for.
*A team of recruitment is made by the HR manager so that only those people from the organization recruits or selects the applicants who have knowledge about the vacant job position. This will help the HRM hire a better employable candidate.
*The analysis of sources by which the applicants will be invited to apply for the vacant positions in the organization. It could be an internal or external source (discussed in detail below).
*Conducting and managing the recruitment procedures by the HRM or recruitment team.
*Selecting only the most relevant manpower amongst all the job applicants to get the most suitable employee.
*After the applicant is selected, the applicant is thus appointed by either conducting final round of interview or on job selection, depending on what recruitment method is planned.
*Once the candidate is hired or recruited, the induction program is conducted.


How to recruit good quality manpower?

There are two sources of recruitment.

1. Internal source.

2. External source.

Every organization has the choice of choosing candidates from these two kinds of sources, for its recruitment process. Let’s discuss each in detail.


INTERNAL SOURCE: When a job position is vacant in the organization, the employees working in the organization are well informed. When hiring is done from the available manpower who are already employed then the available candidates within the organization are called the internal source for recruitment. Candidates when available inside the organization are called the internal sources. These are:

*Promotions of the existing staff by evaluating them and assessing their suitability better than hiring the new outsiders. Their strengthens and weaknesses are very well known by the employer.
*Transfers of employees form a place to another depending on their requirement at different places. This saves cost and also acts as a morale booster.
*Retired managers when re-hired for a short time period to perform duties or tasks.
*Internal advertisements to hire within the pre-existing staff who are most suitable and are interested too.


EXTERNAL SOURCE: when candidates are not available for a job position vacant and the applicants are searched outside the organization it is called the external sources. It is searching for the candidates for a vacant job position from outside the organization. These are

*Hiring through Recruitment agencies or consultants for the vacant positions where they act as company representatives and help the organization select the best candidates and in return charge commission.
*Campus selection/ recruitment is done through universities and colleges, this helps the organization find the young blood and fresher’s for their vacant job opening.
*References for the suitable employable candidates given by the existing employee or the retired employee.
*Media channels like newspapers, magazines, social media to attract the desired applicants in masses.

Careful need assessment of the required manpower should be done. If the manpower requirement is more the go for an external source to recruit the best quality manpower and if the manpower requirement is less, the internal source is a better option.

HR Management Trend: Time To Roll Into 2017 With An HR Software

The HR software industry is growing faster than ever before. Despite limited budgets and IT resources, demand for automated human resource tools have increased exponentially in every sector. 57% of organizations are planning to make major HR software purchase in the next 18 months, as reported by Deloitte’s Bersin division. Cloud HR software vendors are providing excellent solutions to help small and midsize businesses in centralizing their HR data, streamlining processes and making workflows more efficient.

When it comes to human resource department, small and midsize businesses want to automate each of their processes or move to an upgraded and more efficient system.In past few years, small businesses have been impacted by the need to build a competitive workforce and manage the complete lifecycle of employees efficiently. No doubt, HR software industry has evolved itself to meet strategic demands of these organizations. Yet, these businesses are facing several challenges.

Challenges for Small & Midsize Businesses

Limited HR Staff

Due to limited resources, there is a lack of sufficient HR staff in a small organization. A handful of team members struggles to manage HR responsibilities while overseeing multiple cross-functional processes. A single HR person may be responsible for managing recruitment, leave, attendance, payroll, appraisals, disciplinary issues and more – all at the same time.

This could overburden HR team, cause stress for the team members, and even result in disordered management of human resource processes. Introducing an automated HR software is a better way to deal with HR workload, save resources, and run human resource management processes efficiently.

Compliance Issues & Complex Record Keeping

A human resource team deals with multiple issues on daily basis. Enforcing HR compliance is another important process that HR professionals need to intervene into.For each business, it is necessary to maintain taxation, insurance, labor law and health care documents in place.

With limited HR staff, managing multiple human resource processes could result in frequent data errors, recurrent employee records, and an unsystematic file management.These mistakes can cause processing delays and legal fines especially when it comes to compliance issues. A highly-functional online HR tool can reduce the errors and help HR in maintaining the records quickly and efficiently.

Identify Employee Performance Gaps

In absence of formal performance management system in SMBs, identifying real reasons behind performance gaps of the team members become difficult for managers and HR. Unclear work expectations, lack of training, knowledge gaps, low engagement and unawareness of organizational objectives cause low employee productivity. Organizations need efficient online HR tools that can continuously track the performance of individuals, capture their achievements, allows managers to review their goals periodically, support skill development, and do a lot more.

High Employee Turnover

No clarity of work expectations, the absence of regular feedback, inadequate pay and lack of career development opportunities lead to a disengaged workforce. Having unsatisfied, unhappy and disengaged employees at work reduces overall employee morale in an organization. And may become a reason for high employee attrition.

Since organizations are always competing to hire high-performing employees, retaining top talent becomes a critical task. Recruiting, hiring, onboarding and retention, all these painful areas for HR can be simplified with a reliable HR software.

The Takeaway

To alleviate HR burden on a small to mid-size business and to get high returns on investment, there is a need for HR automation.

Having a cloud HR software in place can help you with:

– A centralized employee database

– Reduce employee queries and speed up HR processes

– Clearly aligned employee goals with organizational objectives

– Transparency and timely employee appraisals

– Identification & recognition of top performers

– Leadership pipeline for succession planning

– Statutory compliance regulations as per government norms

– Hassle-free employee time tracking and leave management

– Efficient streamlining of recruitment processes

– Reports and analytics for better decision-making

By automating human resource processes, small organizations can reduce HR workload, save resources, empower managers with the ability to make informed decisions, attract and retain top talent. HR software for small business not only manages people-related processes efficiently but also improves overall business profitability.

Employee Management System: Why Your Business Needs One?

Implementing an employee management system is similar to move mountains for a business and this holds true when it comes to managing a remote workforce. Unfortunately, we have been fast outgrowing on common resorts of workforce management and this includes task management tools, emails, etc.

And as they say, optimization has become a survival instinct for businesses today. So for a business to optimize its workforce, it becomes imperative to invest in a robust and dependable workforce management system rather than relying on some standalone or archaic tool.

Why should you have such a system?

Imagine a scenario where every bit of essential data pertaining to your most important assets i.e. employees is available on a single system that is accessible 24 x 7 at lightning speed, all from a unified dashboard. This is what a good employee management system offers, a centralized hub for all your critical HR and payroll data.


Streamlined admin tasks

By arming your HR and admin team with a robust workforce management system, you enable them to make automated payroll computations, generate payslips at the click of a button and manage timesheets on the go. Simply put, a cloud-based employee management software is fully capable of automating as well as digitize all your manual data work seamlessly. Talk about a surge in productivity for your human resources department.

Do you want to know the availability of a particular employee without ringing up the respective department? No worries, as employee management system makes that a cakewalk saving time and efforts for managers and team heads.

Yes, a workforce management system can make all the difference for your business. You can save time for your HR department that would otherwise go in executing tedious admin tasks manually. Automating key human resources management processes such as payroll and timesheets only takes a few clicks with an automated employee management software. The time saved can be invested in focusing on business growth and fine-tuning key strategies.


Assured data security

Another convincing reason to invest in an online employee management system is that you get assured data security in return. Often, there are times when critical documents tend to be lost or misplaced in transition. Further, there are times when your important employee data is lost in a fire breakout or gets totaled in some natural calamity. You can aid your business to avoid this apocalypse by storing all this data on a cloud-based employee management solution.


How to implement such a solution?

For any business, introducing admin changes is undoubtedly a startling process. Usually, it infers taking away valuable time from important chores to deal with indispensable tasks of transferring, sorting, reporting and organizing huge volume of data.

Nevertheless, things are quite frictionless when it comes to implementing a new web-based business process system, in this case, a workforce management system. The most pivotal thing to adopting such a system is to get your employees trained well beforehand for using the same. Lastly, yet importantly, introduce the system gradually when switching from a manual system.



Hence, it can be concluded that a well-chosen and robust employee management system is sure to serve as a valuable asset for your business. It is not only beneficial to an organization and its management but is also a boon to its employees. Often, a company fails to leverage its human capital to the fullest because of poor workforce management practices. This is the prime reason why a workforce management system is your perfect comrade for addressing all the pain points of employee management.

Are you using any web-based system for managing your employees? If yes, then how do you find using it and if not, then would you like to go for it in the future? Feel free to share your thoughts in the comments below.

7 Reasons Attendance Management System Is HR’s Best Buddy

According to a recent report, a majority of businesses are already riding high on automated and cloud-based software solutions. Whereas an overtly increasing number of businesses are in the process of shifting their payroll operations to cloud-based business process solutions.


So what is that is forcing businesses to shun manual leave and attendance management systems? Here are seven reasons why more and more number of companies are opting for automated leave management software and time tracking solutions.


  • Saves cost

Attendance management system saves both money and time by eliminating erroneous time tracking, buddy punching, overpayment, and absenteeism tracking processes. A business can save up to thousands per employee if they have automated leave management software and time tracking system in place.


  • Improved accuracy

Automated time and attendance management software ensure to log inaccurate time records providing error-free timesheets. Thus, it curbs the costly and inevitable errors that pop-up when managing data manually. The result is a redundant free and accurate paycheck.


  • Saves time

For HR personnel, it is certainly time-consuming to manually manage process time cards and timesheets, calculate overtime, create schedules and process payroll. Automated attendance management system frees up the precious admin time, which is often spent in tracking employee work hours, attendance, etc.


  • Ensures compliance with company policies and regulations

It can consume years to detect costly attendance or tax blunder. Note that erroneous time/attendance records can cost the company dearly over the long run. Further, non-compliance to employment or tax regulations can attract huge penalties and a bad repute to an organization. This is where an automated employee management and leave management software can save the day for a company by automating key HR, company and tax processes. No more missing on tax returns deadlines.


  • Managing flexible work-hours no more a hassle

In today’s cutthroat business ecosystem, there is a good chance for your company to have people working in various geographies, remote locations, from home, etc. Time and attendance management system allow companies to track work hours of employees reporting in from different geographies easily. Employees, on the other hand, get the liberty to report in and out using their smartphones on the go. Most importantly, all the data is available on a centralized and unified hub making it easier for the HR department to access the same as and when required from any location.


  • Hassle-free shift and schedule management

Bid farewell to those manual and cumbersome schedules. Yes, with just a few clicks, HR personnel can create and manage schedules and assign tasks or projects whilst keeping a tab of all the work shifts. A time management software allows to efficiently forecast budgets, available human capital and workloads by the department.


  • Detailed HR MIS reports on the go

Want to have a quick look at all unplanned and planned absences or leave patterns, be it by group or department? You can very much do that with just a few clicks, since an automated leave management software allows its users to generate insightful and detailed yet intuitive HR MIS reports on absences, leaves, etc. besides pay details, job details, etc.



So if your HR department is still stuck with manual salary/tax calculations navigating through tons of spreadsheets or multiple systems at the end of every month, then it’s time to break-up with your traditional employee management system or technique and make way for automated payroll and attendance management system. This would also pave the way for a more intelligent, faster and advanced human capital management solution, which not only saves time but also a decent amount of money.

Successfully Managing a Remote Team


While organizations have different definitions of success and productivity, a clear trend in the workforce highlights the positive effects of allowing contractors and employees to work remotely. Working offsite, either full- or part-time, offers certain advantages not experienced by workers in a conventional office setting, including a higher level of work/life balance, enhanced worker morale and increased productivity. A number of highly successful companies promote remote work given these unique benefits, but managing remote teams presents challenges to even the best leading personnel.

To combat the difficulties inherent in managing a remote workforce, here are four tips any manager can implement easily.

Utilize the Right Tools

There is no question that the influx of technology has increased the ability of workers to perform tasks outside the confines of a brick and mortar office location. However, not every web-based application or software program is a perfect fit for every organization with a remote workforce. Utilizing the tools that fall in line with organizational culture, priorities and work processes is a key component to successfully managing remote teams. As an example, this intuitive tool offers an easy way for both management and workers to track and record hours worked and wages paid. Managers can also integrate smart message applications, phone or video conferencing software and assignment/task management systems to keep a remote team connected efficiently.

Get Creative with Communication

Remote teams are no different than on-site staff in that they need communication not only to accomplish tasks effectively but to also feel part of the bigger picture. Written communication is often the go-to for managers and workers in remote teams, but every once in a while it is helpful to get creative with communication efforts. Creating opportunities for face-to-face interactions helps boost morale and affords management and employees the chance to pick up on cues not readily apparent in verbal or written communications. Video conferencing offers a solution to managers with remote teams dispersed over a large geographical area, while invitations to visit the office work well for workers who live relatively close to the office.

Be Clear on Desired Outcomes

Miscommunication is a pain point for a number of employees who work offsite and the individuals who manage them. One of the simplest ways to ensure remote teams are less likely to misinterpret assignments or scope of work is to lay out expectations before a new project or task begins. Remote workers are far more likely to meet deadlines and deliver results in line with organizational objectives when expectations are clear from the start.

Keep Morale in Mind

Oftentimes, remote teams are left to work autonomously which has the potential to lead to a feeling of isolation or disenchantment with the work being performed. Managers of remote teams can help keep productivity up and work flowing in by managing the morale of remote employees on a regular basis. Making time for one-on-one communication or in-person meetings allows management the opportunity to understand where a remote worker stands in terms of satisfaction on the job and the work being completed. Keeping morale up is crucial to the ongoing success of any remote team.

Managers take on certain challenges when working with remote teams, regardless of the size of the business or scope of the work being done. However, utilizing the right technology tools and having a commitment to ongoing communication help diffuse remote team difficulties. Spelling out the desired results of a project or task and keeping employees and contractors also works to the benefit of remote team managers, in the short and long run.