Following HR Policies with the Right HRMS

Screening piles of resumes, gathering and maintaining employee details and documenting each and everything else, is the typical work of a HR personnel in any organization. They have the responsibility of sustaining company reputation in the eyes of the employees and side-by-side engaging them for establishing a healthy workplace culture.

In the midst of all the core HR responsibilities, strictly following company regulations and policies is of most importance. By not following any of them, organizations might fall into some serious legal issues and subsequent heavy penalties. Thus, an organization must abide by all the HR regulations to avoid any kind of government accusation or claims by the employees.   

Furthermore, HR policies must not be vague and should be clearly understood by all to avoid any kind of confusion among the employees. The doubtfulness might also affect the management-employee relationship that is not good for any organization. To keep everyone updated with correct information, HRMS provides a perfect alternative.

Surprised how adopting a Human Resource Management System can help? Well take a good look at the following points.

To ensure smooth flow of the organizational processes and complying with day-to-day challenges, an HRMS System might come handy.

HR Managers can be benefited in the following aspects when a HRMS is used:

Adhering to HR Policies and Regulations Irrespective of the Location:

Government has mandated some HR rules and policies that have to be followed by employers. Different states and countries have different HR regulations so in the event of having multi-location offices, employers have to take care of and comply with each location’s rules. But this makes it a challenging task for the HR professionals to follow and manage all the policies. In order to be sure that everything gets into place properly, all the policy rules can be entered in an HRMS. Then it is the responsibility of HRMS to apply the regulations wherever applicable by directing employees to follow the rules properly.

Cut Short the Time and Costs Included:

Companies have different provisions for compensation, working age, working hours and factors like that. To keep an account of each aspect is quite hectic and require HR professionals to invest more cost and time. By adopting a well-developed HRMS with all the required details pre-fed, the HR professionals don’t have to invest productive time in gathering information and feeding into the system. 

Avoid Legal Actions & Risks Involved:

If the system, that your organization posses, follow all the demanding HR regulations and policies then you can minimize the inconveniences caused due to legal actions taken. Moreover, this will help in making a good image of the organization as clients and investors prefer those companies who strictly follow all the HR protocols.

In this manner, an effective HRMS will help an organization in following all complicated government rules and policies. It will then eventually eliminate the doubts caused due to difference in written and applied policies.

What Kills HR Productivity??

As the roles of HR keep evolving in the organizational set-up, a clear fact is that HR is made to be directly related to strategic business planning and initiatives. 

A recent survey on what consumes maximum HR professionals’ time versus what must consume it revealed that the major threat to HR productivity is managing employees that includes solving their queries, resolving issues, maintaining discipline, and employee recognition. About 71% HR professionals admitted that their maximum time is utilized in handling these employee issues and queries. 

Other areas that eat up their time include recruitment and company compliance matters.  

Seasoned HR professionals have a more strategic role to play in the company rather than investing it in routine tasks. Their scope is beyond manual employee documentation or payroll processing or taking regular employee trainings. Moreover, these professionals also want to be in the roles of overseeing and managing workplace culture and involving in strategic workforce planning and other related activities. 

Though it is believed that HR people are well-trained, maximum HR respondents revealed that they take trainings at regular intervals as well as try updating themselves with weekly HR updates.

Thus, the findings have clearly emphasized the need to analyze the gap between the functions HRs are involved in and what are the ones they actually need to be instrumental in.  

These mundane HR tasks can be regarded as the productivity killers for seasoned HR professionals as they consume their maximum time and deter them from focusing towards more strategic roles. However, using all-automated HRIS software can scale down these functions and free the department from tedious manual tasks. 

The major functions include employee management, recruitment, managing timesheets, updating employee information, Leave And Attendance Management, performance management, etc. TeamWise can be an answer to all those HR professionals who are looking forward to improve their performance and enhance role within the organization. By getting adaptive to the technology and shifting routine tasks to the system can help witness a new age HR that is more strategic and has more power!

Dropping Employee Performance: Whose Fault Is It?

Has it ever happened that you are so contended with your great hiring and just waiting for the teams to thank you with positive feedback that you acquired a wonderful resource, but to your surprise, you get negative feedback from the team and the performance of that candidate is in negative numbers. 

Alas! Bad luck…But this might have happened to every one of you once in your career. You get to regret your decisions some time later, even being cent percent sure about the respective candidate at the time of joining. 

Though, underperformers are everywhere, but the worst case scenario is when smart candidates start to underperform. There are many reasons that contribute in deteriorated performance of these individuals.

 Some of the major contributing factors are listed here:

Unclear Goals or Deliverables: Many employees struggle so hard, but still fail to clearly understand what is expected of them. This cannot be completely their fault as their managers may give them vague or incomplete description of what exactly they want from these individuals.

Mistakenly Misjudged: Famous saying, ‘don’t judge someone through the cover’, same applies here. Sometimes, hiring managers just judge the candidate through the skills and qualifications written on the resume. They might overlook the other skills gap in front of the confidence shown by the candidate. 

Not the Right Fit: “Fit” is the keyword for today’s dynamic corporate scenario. It is probably most difficult to determine if a job candidate will be the right fit for the organization or not. Moreover, the success (or failure) of an individual very much depends on how he/she gels with company interests, goals and objectives.

Unhealthy Relations with Manager: This is the number one reason for any employee to underperform. Usually, managers fail to understand that their approach “one size fits all” does not work while managing different individuals.  Poor rapport with the supervisor or manager generally lowers down employee morale and will to perform. 

Being Underpaid: While many believe they don’t, but, compensations DO matter! Every employee wishes to be fairly and competitively paid. While an employee is in his/her learning phase, he/she may work being less paid, but a good performer cannot work in considerably less salary as per industry standards.

These are the major reasons why smart Employees underperform. To have a consistently higher performance from employees, organizations need to put some hard efforts in these areas and try to keep the zeal and enthusiasm intact within the employees. 

Is Your Organization Facing Leave Sickness??

Unscheduled employee absences and leaves paralyze the organizational workflow and disrupts the whole work environment. Thus, to reduce the impact of these unplanned absences, organizations must have well-written and specified policies that restrict employees from de-railing the healthy and dynamic working environment.

Change Your Recruitment Strategy- Go for the Winning Athlete!

Being a recruiter, you get to meet a considerably large variety of professionals engaged in job search. Some are Frustrated with their current JOBS, some may have been kicked out and many of them may be top performers, but have become victim of volatile economy. 

As the Hiring Manager, your job is to find out that talented candidate who not only possesses the drive and determination required to fulfill requirements of dynamic business environments, but can also withstand toughest of business situations and who is ready to walk that extra mile.

Thus, what today’s businesses need is such a smart Recruitment Management System that can found those JOB Seekers who have the passion to excel in their respective fields. So, when you sit for interviewing next candidate, search out the ones who have passion with work wisdom and can shine out as the winning athlete, not only those who have years of experience with some big companies and who demand bundles of money.

Tips to Handle Gen X and Gen Y Workforce!

For HR of any company, this is definitely one of the most terrifying topics to talk on… Making Agreements Between Gen X and Gen Y!

American workforce is divided in four generation groups- veterans, baby boomers and Gen X and Gen Y. Managing all four or rather say balancing them all is a delicate task to do and HR are often in a dilemma how to bring all 4 to consensus.

The former two are the peaceful and easy to handle guys..but the pain in the neck are Gen X and Gen Y employees! From recurring conflicts to reluctance for settling on less..they show it ALL. Gen X people hate to be in everyone’s eyes all the time as they see it as interference while the latter appreciates the attention.

This is definitely an exhausting task and for managing such multigenerational workforce, you need bring in innovative strategies and tactics. If you are at these odds, here we are with some tricky tips to help you maintain harmony within the organization:

Tactful Communication: 

Gen X likes to communicate informally, and like to be set free to work with a loyal plus independent approach without any unnecessary interference. On the other hand, gen Y likes to be more formal with systematic feedback and processing.

Knowledge Sharing System:

Both generations are well-versed with technology; bring them together on same platform like HR Software where they can share their personal information as well as knowledge and insights with each other, BUT, in a HARMONIOUS manner.

Team Building:

Bring in same teams! Conflicts will be followed by innovative ideas and strategies that can really work for the company. Positive results will lead to great PARTNERSHIPS!

Diversified Training:

Since both have different temperament and approach towards their work and work culture, train them accordingly. However, you can later train them in similar manner once they learn what to do.

As of now, the two generations make up approximately 50% of entire workforce that is expected to increase in the coming time. Thus, both need to work collaboratively for getting better business insights and achieve new heights.