How to choose best HR software for business betterment

With the rapid development of technology businesses changed the way of their work.  HR software comes in place than manual HR processes. HR software revolutionized HR department work that improves efficiency, productivity and effectiveness of business processes.

Choosing HR software could be a tricky decision as there are so many aspects to take into mind because many different products available in the market. So here we need to choose effective HR software that suite best to our business processes.

So here I discuss various features that must have in HR software:

Payroll and Attendance management

HR department without payroll and attendance management cannot streamline overall business processes. As we know absenteeism is main factor that decrease organization productivity. So payroll and Attendance management is main concern of every organization. So HRMS software must include proper management of employee’s leaves and payroll.  

Database

As we know that database is the main backbone of every organization to run its entire system. HRMS software must include updated database of workforce. With HR software approach this data can be edited, revised or added at any time. HR software must compatible to manage all records of employees in a proper way. 

Self service

HRMS software must include self-service feature for employees, information such as leave balance, salary slips and performance data should be available to individual employees through a secure login. HR systems effectively automate these processes and ensure that each employee gets the information they need and that the HR human resources department is armed to perform more efficiently and the overall productivity of the business increases.

Powerful reporting

Without reporting features, the HR management will not have enough data to move forward for business success. Attendance, performance, salaries, leaves and a lot of employee information must be easily available in the form of reports. This ensures them to base their future plans for the organization based on the data that is currently available.

So these features must be have in good HR systems, from all above perspective we can understand how HR software can enhance our business performance. Different HR software are available in the market that give HR data management in an effective and tremendous way. Here Alrasmyat’s HR software is the best software that can streamline your HR related processes in an effective an efficient way.

Innovative features that must be in Performance management software

With the rapid development of information technology businesses runs with full implementation of technology. Organizations move their manual working to automated systems which enhance their working capabilities in an effective way. Now organizations use different HRsoftware to perform daily tasks, which saves lot of time, provide security and backup of data from different locations when system crash. Even organizations use performance management software to enhance capabilities and skills by giving timely feedback and review. So if you want to use up-to-date performance management software than discuss following facts in your mind about the software you want to implement at your business.

Support efficient feedback communication

Performance management software is useful when it facilitates two way communications between executives and employees. When executives and employees exchange feedback frequently than it leads towards clarification on expectations, achievements and hurdles.

Support real-time reports

As ongoing performance management is about replacing yearly review based on formal rating. Performance management software should provide real-time reports about accomplishment and performance for making informal and instant discussions about achievements and areas need to improve.

Support 360 degree feedback

Now concept of peer feedback is discussed by many organization experts, predicts that it will become effective tool for building stronger work environment and improving leadership skill. 360 feedback assure employees self-awareness and helps them to achieve a balanced, unbiased overview of performance.

So, it’s up to you to conclude which is the best performance management software for your business should include. Above mention points can helps better to your business for implementing efficient performance management software.

PeopleQlik performance management software is the best one that fulfill above mentioned criteria effectively. PeopleQlik’s performance management software raise productivity of your organization and empowers you to arrange the performance of your workforce. It enhance your workers engagement by allowing them to know their aims, Acknowledge your employees accomplishments, Glowing performance valuation and suggest development strategies, Line up employee’s performance, Identify leadership talent and pinpoint abilities for succession, Inspire pay for performance culture by lining up merit increases and bonus spreading to those who perform and simplify letter designing technique to pre-define compensation letter against each position.

How Rapid development of technology have impact on HR department

The evolution of technology has changed the practices of business work. Rapid development of technology also alters the way of HR department to work. Even some of businesses cannot work without use of technological equipment’s. Technology also affects the ways of HR department to work innovatively and effectively.

Study shows that rapid involvement of technology make organizational work tremendous and productive.

Reasons why should we take HR technology in our business processes are:

·         Slow Hiring and onboarding

Without technology manages series of recruitment processes is not an easy task, it takes lot of time that leads to incompletion of recruitment within given amount of time. But if we use recruitment management software than our hiring, onboarding and other related process become efficient and less time taking.

·         Operational cost of maintaining HR department

As we know that maintaining HR department required large operational cost but when we use HR software for management than we don’t required enough money after implementation of software.

·         Meet growing needs of organization

As business expands gradually from country level to global level, existing paper-based manually processes will not able to meet the growing needs of businesses. Using effective software connects businesses globally and also removes all difficulties which we face when doing work manually.

·         Data storage and retrieval

HR manager process an extensive amount of paperwork and also need to maintain this record is vital need. Maintain large amount of documents and keep record of all is toughest task but when we use HR software than we can manage and retrieve any kind of data within few minutes efficiently. Also technology makes it possible for HR workforce to simply print any required document within few clicks.  

Performance Management

Without technology performance management of employees in a fair manner cannot be possible because executive may give better performance reward to that which he/she knows personally. But when we use performance management software than all record of employees work is visible to all, no one can change the records for their own benefits.  Technologies make it possible to give records in matrices and charts etc.

So by keep in mind all above aspects we need to acquire innovative HR software in our business processes. Here PeopleQlik provide different efficient modules like HR software, performance management software, recruitment management software etc. to make organizational work efficient and productive in an innovative way. 

Advantages of Payroll software that can boom your business productivity

Payroll software is the faultless mode to manage the employee records in unlimited category as per the obligation of users. This is software acts as the central hub of all functionality for HR executive. Furthermore, the work flow is simply user defined for the development in the functionality of HR process to offer active communication along with timely handling. 

How Is It Useful For HR Manager

·         Saves The Track Record Of Employee Database:

Thanks to the advance mode of technology that has made the lifespan of HR manager go easier. This software helps the HR to maintain the info about the employee from recruitment time to the leaving time of the business. It helps to compares the present and past performance of the worker to track out the best annual appraisal.

Helps The HR To Manage The Financial Status Of The Business:

It is highly important for a business to have a keen watch on the expense of business beyond salary and wage. So in this case, payroll software improves an effective role to the HR manger. It looks to the affair of taxpaying by the company for worker benefits. It even plays a vital role in the management of revenue. HR even accesses the salary in two different modes: processing and deduction easily with this software. The payroll department need to guarantee that the correct deduction is so that their must not be any complain related to pay.  The composite process of payroll due to constant update in governmental regulation may result into incorrect calculation. So to, overcome such problem, the business need to avail automated payroll software to get rid of the disturbance.

·         Time Management:

It was really confused to do the paper work in the past days for attendance and numbers of working hour. Time management software aids in tracking out the number of working hours as well as daily attendance under different kind such as “Time of Work”, “Leave Details”, “Absenteeism Records” and “Irregular Cutting”. This even helps in the display of the well-planned working within the office atmosphere.

·         Recruitment Management:

HR manger is the person who is accountable for selecting the top for the business. Frequently, the worst case reaches when a wrong applicant gets selected and soon after teaching they quit from the job wasting the business time and resource. The software acts as a database for all applicants who are have appeared or are in the waiting list. This even ease out the process of mailing the support or refusal in pattern such as merged or in-built letters. This helps to the rejection of any applicant too.

So if you want good management of blended workforce at workplace then PeopleQlik HR and payroll software best fits to your business because it provides Performance management, timesheet and attendance management software which can keep track your various employees in an effective way.

Tips for effective talent development in the digital age

The majority of leaders around the world are not developing talent because of lack of training and lack of interaction. In today’s fast-paced business climate, how can leaders slow down and invest in their workforces? What are the best ways to grow talent?

These are interesting questions and a dilemma that is gradually affecting leaders across businesses in various businesses and parts of the world. The realism is that leaders cannot slow down. The stress is way too high and business disruptions are no longer coming from the usual challengers or places. In a world of high connectivity, leaders are now called to work differently and, most essentially, to lead differently. And that is the path that will allow them to be successful in the digital economy.

Here are some tips for talent development in the digital age:

·         Recognize that “digital” is more than a buzzword

Workforces reflect the experience they have as consumers on their prospects in the workforce. They claim enhanced user experience, faster availability, ease of use, and greater movement in all company services that they consume.

Leaders moving the needle in talent development in a digital world are the ones who recognize that technology is an ally to achieve competitive benefit, to facilitate innovation, and to promote a learning culture within the business.

·         Embrace diversity as an investment

Learning is advanced when experiences among people are shared and cooperation is fostered. A diverse staff is a reflection of the diverse communities’ employees live in today, especially in the virtual world, and being able to bring such diversity into the workplace allows businesses to understand how to adapt their internal services to meet the requirements of an increasingly demanding employees. Younger generations learn differently from the way older generations learned in the past, and businesses that can understand and translate such alterations into more collaborative ways of evolving employees, where learning occurs with a purpose, are those better positioned to win in the digital world.

·         Listen and act on employee feedback

Listening to and acting on employee feedback continues to be a must-do for any business despite the internal and external factors that may impact and influence it.

In addition, learning should be seen as a continuous process. Any event becomes an opportunity to share, collaborate, teach, and learn, in a very fast, inclusive, and cost-effective way.

Manually manage series of employees talent management processes in one system is difficult task, HRsoftware is best approach because they provide flexibility and automation in our business processes. Here PeopleQlik talentmanagement software that ensures movement of brief information about employees and salaries to warm up the efficiency for HR and Employees.

Performance management is at the top of the people agenda at every organization

Performance management has been seen as a gradually bureaucratic process under the control of HR that isn’t adding value to the business longer. It might be handling performance but it’s not improving performance. But recently companies really started a sharp upturn in organizations’ making changes to their performance management systems. 

Let’s start by looking at the various factors that are pushing performance management to the top of the people agenda:

·         The workforce is evolving

 As employees, we’re looking for a diverse relationship with our employers, framed around opportunity, development and training. We’re less interested in measurement and grading.  They’re more digitally practicality and expect the technology that they use at home to be mirrored in their working lives. So our current and existing performance management solution want to be updated and modernized to make definite they’re fit to manage our future employees.
The nature of work has changed
It’s increasingly apparent that the work we do isn’t guarded by an annual cycle. More often than not, we don’t report into just one manager and, in the new digital age, we often work on global projects in cooperative networks, not just a single team. The conservative model of performance management with an yearly appraisal and rating from a single line executive no longer fits.

·         Technology allows measure performance differently

 Some organizations’ now use internal social media approaches to recognize individual’s efforts outside of the traditional cycle. Others have found ways to measure genuine value generation and map this into encouragements.

·         Maximizing productivity post-recession

Need of drive productivity across the workforce is more vital than ever. These days organizational distinctiveness is key to a competitive edge.  Employees are important to this, so the way performance is articulated and assessed is essential.

·         Embedding cultural change

Some sectors financial services, oil and gas, energy, utilities or mining for example  are under increasing pressure to change characteristics of their organizational culture.  Performance management can support this change by making sure that the desired behavior’s and goals are mapped into the performance management system. Risks can also be addressed through the process with clear significances for those who fail to live by them.

A strong performance management process is vital to ensure alignment. Transparent and efficient performance management solution assists managers to examine the performance of their workforce on daily basis. PeopleQlik performance management Software is the best that streamlines your business procedures and empowers your HR team to deal efficiently with these challenges.

Tips to ensure your transition to 360 reviews for better performance management

360-degree feedback is on the rise. Now more and more businesses are ditching their traditional annual review practices and adopting a quarterly 360 tactic as opposed to the traditional top-down only method.

Integrating more frequent 360-reviews into your performance review process needn't be hectic or overly complicated. Here are four tips to ensure your transition to 360 reviews is as unified and easy as possible.

1    Feedback anonymous or not

It’s significant to decide which practices integrate best with your business culture. Is your team likely to better reply to feedback if they know who provided it? Once you’ve decided how to run things, what’s even more vital is communicating whichever decision you make to your group. Confirming that people are both informed about and comfortable with new methods will make a huge variance in their willingness to engage with them. It can make all the difference between successful implementation and having practices in place that people aren’t relaxed enough to use and teams feedback is key to making 360’s effective.

2  Have a clear use for it

It’s important to be aware of how your 360-review will integrate and what value it will add. Maybe in existing review process you already cover role-specific skills, so you could familiarize it for more general topics, such as people’s integration into the team, their capability to meet limits or their communication skills. It’s key to communicate to your team what the reviews will be used for before implementing them so that everyone will be able to involve from the offset.                                              
Lead by model

If your business implementing 360-degree reviews using a feedback tool, once people are knowledgeable about the changes, the next step should be management implementing and using it. If people are firstly informed about innovative practices, then see them being effectively implemented into others’ workflows, they’ll likely be more relaxed, see the welfares and be encouraged to start giving feedback to those around them.
Follow Up

360-reviews can be an incredibly useful practice. Organizing feedback from multiple sources allows for a better rounded, often more precise view of things. Following up after reviews is a key practice, as it allows for conversation on how people can use feedback received to take the next steps and work towards evolving their skills and practices.

Different HR software available in the market regards to performance management includes 360 feedbacks for better performance measures. Here PeopleQlik performance management software that allows organizations to develop and design their own feedback template, select their evaluators, start the procedure and evaluate the received feedback.