hrmantra -- hr software -- be the leader

Be the leader - HRSOFTWARE @HRMANTRA

HRMantra is the world's most powerful HR & payroll software helping automate the most complicated  hire to retire HR processes rapidly using its off-the-shelf ready to use parameterised features.

Established in the year 2000, company has invested more than 700 Man years in R&D to help give the customers more than 10 times ROI and help achieve anormous time saving for its employee driven processes.

HRMantra is available on both On-Premise and Cloud models and has a fully integrated Mobile App for the Self Services driven functions.

We are committed to keep continously innovating rapidly in order to give the best services and deliver excellence in every aspect of HR Automation. 

                                    

HRMantra is the world's 1st HR software to have a mobile version working on any cellphone having any browser. We have received the top 10 mobile app award from NASSCOM & IAMAI for the same. Employees can do their main self service functions like applying leave, OD, OT, attendance regularisation and all kinds of helpdesk thru their cell phones and approving it thru SMS i.e. SMS based workflows. This frees the employee from being depended on using a PC for HR work and thus truly any and all employees including workers become truly online!

HRMantra's homepage can be fully configured by all users to personalize to their liking. For e.g. they can decide the placing of the sections; expand or collapse each section or even change the skin color and how they would like to be welcomed
It has fully flexible escalation matrices in all modules using powerful formula builders with time based triggering features.You can send email & SMSes to select approvers. In case the escalation flow is changed, you can redistribute it in 1 click


TAGS:
#HR Payroll Outsourcing #HRIS Software #Pay per use Software Solutions #SaaS Service Provider India #Mobile HR Software #SaaS Software Solutions in India #On Demand Software #HR Payroll software india #HR Software Outsource India#HR Payroll Software #Payroll software #HR software #leading hr software

2015 Payroll Tax Rates - INDIA

The Master Note for Year End 2015 is already available:

2137336 - Union Budget 2015-16 - Changes to Income Tax

Announcement of changes in Income Tax as per Union Budget 2015

--------------------------------------------------------------------------------------------

Following are the changes that have been announced:

1. Surcharge of 12% for people having income more than 1 Crore from financial
year 2015-16.

2. Transport allowance exemption hiked to Rs 1,600, from Rs 800 per
month.

3. Changes under Section 80CCD: The limit has increased from 1,00,000 to
Rs.1,50,000.

4. Changes under Section 80CCC: Section 01 sub section 01 from 1,00,000 to Rs
1,50,000 for certain Pension Funds.

5. Changes under Section 80C: As per the Sukanya Samridhi Account, a minimum
amount of Rs 1,000 has to be deposited each year for the girl child account.
A maximum Rs 1,50,000 can be invested in each financial year. The amount
deposited in this account shall be eligible for deduction under Sec 80C. The
interest payments shall be fully exempt from tax. Sec 10(11 A). This change is
applicable from the financial year 2014-15.

6. Changes under Section 80G: 100 % deduction for contribution to Swachch
Bharat and Clean Ganga schemes and National Fund for Control of Drug abuse.

7. Changes to Section 80D: The limit for non senior citizens remains
Rs.15,000 in this category. Limit under the same categoty for senior citizens
will be Rs. 30,000. Also, individuals who are more than 80 years old shall be
allowed a deduction for medical expenses of up to Rs 30,000 from their total
income.

8. Changes under Section 80DDB: Deduction towards medical treatment for
senior citizens suffering from specified diseases has been raised from Rs 60,000
to Rs 80,000. If actual expenses incurred for treatment are lower, such lower
amount shall be allowed as a deduction.

9. Changes to Section 80DD and 80U (Higher Income Tax Deductions for the
differently abled): In order to provide tax benefit to those who are differently
abled or those caring for dependents who may be differently abled, under Section
80DD and Under Section 80U, where disability is 40% or more but less than 80%
the deduction limit has been raised from Rs 50,000 to Rs 75,000. And in case of
more than 80% disability deduction allowed has been raised from Rs 1,00,000 to
Rs 1,25,000.



TAGS:
#HRMS Software #ESS Employee Self Service #Pay per use Software #HR Software Solutions India
#HR Payroll Outsourcing #HRIS Software #Pay per use Software Solutions #SaaS Service Provider India #Mobile HR Software #SaaS Software Solutions in India #On Demand Software #HR Payroll software india #HR Software Outsource India#HR Payroll Software #Payroll software #HR software #leading hr software

Empower Ideas hrmantra hrsoftware

Empower Ideas, Empower People @HRMantra - hr software

f you need HR software or payroll software for India or other related human resources services or products, turn confidently to HRMantra. This company is an industry leader in online payroll software, online HR software and much more. In fact, it’s no exaggeration to say that the HR systems software from HRMantra takes the place of at least four other kinds of software -- plus it has a report designer that lets you see the status of the most important aspects of your operation. As a business reviewer, I look at many different kinds of businesses each month. HRMantra and the HR systems software the company provides impress me because it is a strong and versatile product from a strong and stable company that will surely be serving clients for many, many years to come. Human resources software isn’t all the same, and this product does the job simply and effectively. Handling payroll in HR is one of the most complicated and time-consuming tasks for the personnel department, but payroll outsourcing software are often expensive and not very user-friendly. The HRMS payroll software from HRMantra is easy to use and gets the job done quickly and accurately. HR payroll software has never been this good. The top HR outsourcing company India can be most proud of is surely HRMantra. While some other companies may provide adequate solutions, no other is a leader in this type of software and also provides the complete mobile HR software solution you need. What could be better than a complete, modern solution that meets today’s need for flexibility? Please don’t make the mistake of working with another HR and payroll software provider. The clear choice for companies in India and around the world is HRMantra, a company that will value your business while providing the level of quality and expert assistance you have the right to demand. Why not contact them to see what they can do for you and your company?


contact us:
HRMantra Software Pvt Ltd
 65-70, ground floor, Kesar Residency,
Behind Bhagwati Hotel,
Charkop Market, Kandivali (West),
Mumbai-400 067, India.

 Tel: + 91 22-28608888

 Mob: 9167747781 / 9167747782
 Email: sales@hrmantra.com


#tags :

#HRMS Software #ESS Employee Self Service #Pay per use Software #HR Software Solutions India
#HR Payroll Outsourcing #HRIS Software #Pay per use Software Solutions #SaaS Service Provider India #Mobile HR Software #SaaS Software Solutions in India #On Demand Software #HR Payroll software india #HR Software Outsource India#HR Payroll Software #Payroll software #HR software #leading hr software

hrmantra productive

hrmantra productive

Be productive,be smart with HRMantra - hrsoftware

In todays globalized market, competitive business depend on recruiting, retaining and motivating the right talent. HRMantra offers you customized HR software created by using cutting edge technology.HRMantra is a leading HR Software Solutions provider and HR Software Outsource Company in India. HRMantra HRMS Software takes care of staffing, induction, HRIS, attendance, leave, payroll, training, appraisals and all such activities from a new candidate entry till employee exit.

As organizations become more and more systems driven, the industrial worker whose loyalty is to technology rather then to the employer or the organization. It therefore becomes important for top management to not only view HRM as a strategic option but also as a vital part of the total management strategy the level of the person. Keeping this in mind HRMantra offers state of the art HRMS Software, HR Payroll Outsourcing solutions, Mobile HR Software,On demand Software,HRIS Software,Pay per use Software apart from offering SaaS Software Solutions in India.

HRMantra has been developed using ASP.NET technologies. The backend is SQL Server or Oracle. We have incorporated multithreading technologies to speed up the responses. It has a detailed help module and in addition, we offer full training and support. HRMantra is a solution that has been developed for all types of companies It can be easily upgraded for all types of companies as per your growing requirements.

HRMantra is very user friendly and is adaptable to any kind of industry, products,process or service.Today we are considered as a major provider of Pay per use Software Solutions and SaaS Software Solutions in India.We continuously evolve software and ‘outdated’ is a word, our clients will never hear. More specifically it will save lots of man-hours spent in doing mundane activities and money in the process. HRMantra can either be installed on your server or preferably used directly from our server as a service . In fact it is one of the 1st HR software from India to be offered as a ESS Employee self service.

The beauty of our integrated software is that you do not have to worry about multiple data entries, multiple master creations or data migration hassles. Naturally,our mission is to become world's No. 1 HR & Payroll software provider.




HRMantra.com has:

1) Mobile driven ESS

2) SMS based work flows

3) Been Tightly Integrated

4) Parametric Features



tags:
#HRMS Software #ESS Employee Self Service #Pay per use Software #HR Software Solutions India
#HR Payroll Outsourcing #HRIS Software #Pay per use Software Solutions #SaaS Service Provider India #Mobile HR Software #SaaS Software Solutions in India #On Demand Software #HR Payroll software india #HR Software Outsource India#HR Payroll Software #Payroll software #HR software #leading hr software

hrmantra excellence

excellence is the power for us HRMantra.com

To succeed in today’s era, your entire business will depend on recruiting, retaining and motivating the right leader. HRMantra helps you in the same. HRMantra manages staffing, induction, HRIS, attendance, leave, payroll, training, appraisals i.e. all such HRMS activities from candidate entry till employee exit.

The beauty of opting for our integrated software is that you do not need to worry about multiple data entries, multiple master creations or data migration hassles. In fact HRMantra replaces at least 4 applications and has an inbuilt report designer. HRMantra is very user friendly and is adaptable to any kind of industry: products, process or service.

 Being constantly evolving software, ‘obsolete’ is a word, our clients will never hear. More specifically it will save 1000s of man-hours in doing mundane activities and lots of money in the process. It will help you in obtaining quality certifications like ISO, QS, SOX and P-CMM that require systems driven firms and audit your intellectual assets at the same time. HRMantra can either be installed on your server or preferably used directly from our server as a service (SaaS). It is in fact the 1st and leading HR software from India to be offered as a service.

REQUEST FOR A FREE ONLINE DEMONSTRATION, CALL:
022-33688000 / 9167747781

Email:- chintan@hrmantra.com / aniket@hrmantra.com

Specialties: HRMantra.com has:

1) Mobile driven ESS

2) SMS based work flows

3) Been Tightly Integrated

4) Parametric Features



tags://
#HRMS Software #ESS Employee Self Service #Pay per use Software #HR Software Solutions India
#HR Payroll Outsourcing #HRIS Software #Pay per use Software Solutions #SaaS Service Provider India #Mobile HR Software #SaaS Software Solutions in India #On Demand Software #HR Payroll software india #HR Software Outsource India#HR Payroll Software #Payroll software #HR software  #leading hr software

hrmantra

Grow Higher with a better #system

HRMantra helps in keeping an all round tab on the performance of your employees by getting them appraised in an unbiased manner by their bosses, their subordinates, their clients, their peer group, the HRD and the employee himself. These performance reviews are online, can be customized to each position and done whenever required. The performance chart of the appraised employees can be viewed through 3D customizable dashboards. This will help you in monitoring in which direction your employee’s performance is moving in terms of Readiness, Final Rating and Potential. You will also quickly know percentage of pending appraisals as also eligibility for appraisals department wise. You can do inter year analysis of performance to check which employees performances have degraded or improved dramatically compared to last year. You can create any number of appraisal levels like self, HOD, peer groups or sub-ordinates giving you the options to set 180 or 360 degree appraisal system. Each of the appraisal levels can have different weightages and select whether one appraisal level can see the other person’s evaluation or not. You can create competencies matrix and map it to a role giving different weightages to each competency. Similarly create the key result areas (KRA’s) at any organizational hierarchy level and for each such department for a certain KRA you may have many key performance indicators or measures. You can create goal setting with the help of KRA’s and there is also a balanced score card with its 4 perspectives. In order to identify training needs of an employee at the time of appraisals, create a competency development method and decide its options. The KRA form can be opened for the employee to see and set KRA’s by self. You may have different appraisal formats for different organizational hierarchies and user levels so as to get an accurate performance evaluation. In the final appraisal form, the appraisal committee can review the scores of the appraisee and the appraisers. After checking their scores they can give recommendations and also decide what kind of training programs he needs to undergo to be able to handle his next job assignments properly. You can also do succession planning with the help of color-coding theory. There are lots of readymade reports for quick analysis.  Tags: HRMS Software  ESS Employee Self Service  Pay per use Software  HR Software Solutions India  HR Payroll Outsourcing  HRIS Software  Pay per use Software Solutions  SaaS Service Provider India  Mobile HR Software  SaaS Software Solutions in India  On Demand Software  HR Payroll software india  HR Software Outsource India HR Payroll Software  Payroll software  HR software

we make it possible for you @HRMantra

HRMantra is the world's 1st HR software to have a mobile version working on any cellphone having any browser. We have received the top 10 mobile app award from NASSCOM & IAMAI for the same. Employees can do their main self service functions like applying leave, OD, OT, attendance regularisation and all kinds of helpdesk thru their cell phones and approving it thru SMS i.e. SMS based workflows. This frees the employee from being depended on using a PC for HR work and thus truly any and all employees including workers become truly online! HRMantra's homepage can be fully configured by all users to personalize to their liking. For e.g. they can decide the placing of the sections; expand or collapse each section or even change the skin color and how they would like to be welcomed In HRMantra, you can create any number of hierarchies helping you to create any kind of analysis on employee groups like company, location, department, division, grade, designation, SBU, profit center etc basis From the common homepage, you can easily set the ESS, MSS & HR self service. So the employees need to look at just 1 page for all their ESS functions HRMantra has customizable 3 D real time updatable Business Intelligence dashboards in each module. It has over 35 chart types and 16 color palletes. It has fully flexible escalation matrices in all modules using powerful formula builders with time based triggering features.You can send email & SMSes to select approvers. In case the escalation flow is changed, you can redistribute it in 1 click 300+ preconfigured phenomenally detailed editable reports. Users can add or change reports themselves without extra cost. Over 700 man years giving us a strong domain expertise since the year 2000 and the product has all best business practices in place and features that are must-have and it has become a very mature and easy to set product for any firm of any size in any industry Over 21+ types of event reminders like birthday / wedding anniversary / retirement / confirmation dates etc. Employees can also create custom date triggers like their insurance policy expiry dates with provision to remind x number of days, months or years before it is due. It comes by way of Email, SMS or Popup alerts. Calling and sending emails & SMSs to employees, Slambook, discussion board, buy & sell, volunteering, blogs,jokes, image gallery, Ideas, blow whistle, leave, OD, OT, Attendance applications and approvals, viewing payslips,chat, dashboards, helpdesk, suggestion box, opinion poll,planner etc Grouping can be done on 100+ activities like payroll, leave, attendance, salary etc. Remapping can be done in seconds TAGS # HRMS Software ESS Employee Self Service Pay per use Software HR Software Solutions India HR Payroll Outsourcing HRIS Software Pay per use Software Solutions SaaS Service Provider India Mobile HR Software SaaS Software Solutions in India On Demand Software HR Payroll software india HR Software Outsource India HR Payroll Software Payroll software HR software

HRMantra Provides over 10 times ROI to the Clients.

 

What makes HRMantra, the world’s most powerful HR and payroll software?

Globally within HCM software space, there are separate HR products to handle Talent Management, Workforce Management or other HR functions whereas HRMantra has all these features combined into a single Parameterised Product. There is no need to waste time in creating multiple masters or data entries. The best thing of HRMantra is that each module is comprehensive, flexible and parameterised using formulae builders, giving it the capability to handle any kind of complexity in HR policies.

With many companies in the HR and Payroll software field in India, what is unique about HRMantra?

Over the last 15 years, we have been focussing purely on HR technologies, investing over 750 man-years. Today, it saves over 30 minutes of employees per day by automating all the Employee Self Service functions. It is believed that 70 percent of HRDs time is generally wasted in HR transactions but with HRMantra they can automate these pain points and focus on transformational issues. HRMantra provides over 10 times ROI to the clients and replaces over 10 isolated softwares. HRMantra has over 160 features as compared to any other such software worldwide. It is a complete hire to retire HR software.

HR Mantra’s expertise is in developing HR & Payroll Software for its clients. How beneficial will it be for your clients and their businesses?

Indian companies have extremely complicated policies related to attendance, leave, claim, travel and payroll as compared to other countries. Since beginning, we were conscious of these problems and decided not to develop any customised product. There are 1000s of variances in over 27 major and minor modules that comprises HRMantra software. It is the generic software and clients can pick and choose what is relevant for them. It is a blessing in disguise for growing companies, as HRMantra is flexible and scalable and suited to nearly 100 percent of their requirements. We have clients having as small as six employees to those having over 25000 employees spread across multiple legal entities and geographies in various industries, using same user interface whether it is on cloud or on their own servers.

It is always a challenge to effectively manage and develop human capital in a technology driven business. What methodology you follow/followed to manage these responsibilities?

We always believe that all employee interventions should be process driven and automated, for complete clarity in terms of job role and responsibilities. All our HR processes are 100 percent paperless. Employees are not asked about reasons for taking leave lest they lie. We keep routing them in various module development work and even project implementation and sales team have been taught to be fully capable of handling any module. We also make them aware that unlike a project based IT company, here they get to be a part of the complete Software Development Life Cycle. As human capital in any IT company is highly fickle, the above steps increase their confidence and engagement levels, thus longevity with the company.

What have been the major initiatives taken during your tenure as the leader of this organisation?

There are lots of major initiatives taken all these years. Some of these are:

• Simple to use interface: As HR are not technical people and to run SQL queries is difficult for them, we have provided very simple interface with AND & OR queries;

• Faster and simple ESS: Employees can manage workflows like leaves in 3 steps and from just 1 page, and can go into their desired page with a single click;

• Attractive: HRMantra has one of the most beautiful screens in the world of software. Users can select wallpaper of their choice that would be easy on eye module and feature buttons;

• Single user interface: For a manager, employee or an HR manager;

• Low costs: By not taking any debt and operating from our owned premises;

• No separate code for different clients;

• No use of stored procedures thereby reducing cost of implementation and support;

• Inbuilt report designer with 100s of readymade powerful reports and 3D BI charts which are automatically configured while creating organisational structures, thus saving us 1000s of man hours in taking a customer live;

• Using only MS SQL database and its RDBMS power, speeds up attendance and payroll processes;

• Finally focussing passionately on HR domain.

hrmantra 2015

Select the Smart Candidate in a Smarter way @HRMantracom

Staffing module can be mapped to any job sites like Monster or Naukri for importing downloaded CV’s directly into HRMantra. Also, the candidates can fill their profile sheets and submit their resumes online. As a result of this, candidate details such as official, qualification, academic, experience etc. are maintained in this module. There is a detailed page for campus recruitments as well. You can also set your Consultant relatedinformation and import candidate CV’s provided by them. All the Head of Department’s can fill the talent requisition application forms giving details of the number of employees required to be filled for a particular position along with their experience, age band, set of qualifications, skills and functions that they should possess. Searching for candidates based on a particular criterion is very easy through the search engineoption. But the best part is you can also do a candidate search based on the requisitions that have been approved by the HR. After short listing the candidates, you need to send them for screening. From the screening list you can select candidates who need to be called for an interview. HR can send email / SMS to candidates in one click asking them to appear for an interview which can be taken online. Also, if you want to make the candidates appear for any Aptitude, IT, etc. related tests then you can create online tests wherein you can design the tests as per your requirements. Once all the interviewers have finished taking the interviews for a certain position then the HR can select the candidate who has got the best rating and create an offer letter from the software. One click Candidate to Employee conversion can also be done. Another important feature here is that you can publish approved requisitions to your employees and they can apply for a certain vacant position that is higher compared to their current position within the organization. we also provide #attendence #core #hris #pms #payroll #attendence #leave  we ate the best hr &payroll software.

hrmantra - Improved, dashing #USER-INTERFACE @HRMantracom 4 smarter org

Improved, dashing #USER-INTERFACE @HRMantra Software Pvt Ltd 4 smarter org

Before I begin to answer that, it’s vitally important to remember that the web is primarily a content delivery network. The majority of traffic on the web comes from people looking for information; whether it’s for educational purposes, reading the latest news articles or connecting socially with others. Knowing this, it’s important that we design our products around our users.

“As far as the customer is concerned, the interface is the product.” – Jef Raskin, Interface expert at Apple Inc (circa 1970).

Interface design is the art of making the interaction between the human and the computer seamless and as effortless as possible. Everything (at some level) on your computer is an interface, created and designed to allow you access to the data you want.

The 6 main principles of user interface designAccording to Larry Constantine and Lucy Lockwood, taken from the wiki article:

• The structure principle: Design should organize the user interface purposefully, in meaningful and useful ways based on clear, consistent models that are apparent and recognizable to users, putting related things together and separating unrelated things, differentiating dissimilar things and making similar things resemble one another. The structure principle is concerned with overall user interface architecture.

• The simplicity principle: The design should make simple, common tasks easy, communicating clearly and simply in the user’s own language, and providing good shortcuts that are meaningfully related to longer procedures.

• The visibility principle: The design should make all needed options and materials for a given task visible without distracting the user with extraneous or redundant information. Good designs don’t overwhelm users with alternatives or confuse with unneeded information.

• The feedback principle: The design should keep users informed of actions or interpretations, changes of state or condition, and errors or exceptions that are relevant and of interest to the user through clear, concise, and unambiguous language familiar to users.

• The tolerance principle: The design should be flexible and tolerant, reducing the cost of mistakes and misuse by allowing undoing and redoing, while also preventing errors wherever possible by tolerating varied inputs and sequences and by interpreting all reasonable actions.

• The reuse principle: The design should reuse internal and external components and behaviors, maintaining consistency with purpose rather than merely arbitrary consistency, thus reducing the need for users to rethink and remember.

Interfaces on the webAs web designers (developers, interface designers, ninjas or whatever you want to call yourself) we have a responsibility to design intuitive and well thought-out interfaces for our users. There should be no difference between the design process for the web and the process of designing for any other platform. In other words, we should use the same basic principles we would for an application for a desktop, a mobile or a tablet device.

Understanding the userGreat designers do their research; they find out exactly who they are selling to and they design their application to their target audience. Knowing who your users are going to be is the starting point of a great interface design.

Take children as an extreme example. That’s a target audience that if you don’t take into consideration from the start you’re going to fail. Some of the key elements to a site designed for children are bold, bright colours, elements from nature they can relate to and large type. These are things you may not consider when, for example; designing for a broadsheet newspaper.

hrmantra - Providing unlimited possibilities

Providing unlimited possibilities HRMantra.com - HR analysis

HR analytics is a hot topic these days. With new conferences, books, and software emerging at a dizzying pace, it’s easy to lose sight of what’s really important in this realm—the reasons why analytics has become so important in HR. In a nutshell, the increased attention on analytics is the result of both necessity and opportunity. Necessity arises from the growing centrality of human capital management as an essential organizational core competence. Whereas 35 years ago “intangible assets” accounted for only 9 percent of value creation, today intangibles account for 65 percent of value. Those intangibles? They’re created by people. Opportunity arises from the growing availability of readily accessible data on virtually every aspect of the management and development of people. This is data that, with some analytic ingenuity and the assistance of increasingly powerful and accessible software applications, can be transformed into valuable, actionable insights and intelligence.  What Is HR Analytics? HR analytics is the application of a methodology and integrated process for improving the quality of people-related decisions in order to improve individual and organizational performance. Although HR analytics relies on statistical tools and analysis, its most successful form involves much more than that. At a minimum, analytics require high-quality data, well-chosen targets, talented analysts, leadership, as well as broad-based agreement that analytics is a legitimate and helpful way to improve performance. HR analytics involves both descriptive components, such as headcount, time to hire, workforce demographics, and turnover. It also includes predictive components—seeking to pinpoint those levers that could be pulled to drive better business outcomes. Descriptive HR data is typically put into context by using external benchmarking data. Predictive HR analytics, on the other hand, identifies the unique aspects of an organization’s work, learning and leadership environments that drive business outcomes. This creates insights that cannot be obtained through traditional benchmarking. The “How To” of HR Analytics The statistical techniques deployed in HR analytics run the gamut from the very simple (calculating the average value of a variable) to the complex (multivariate regressions, factor analysis, simultaneous equations, and neural networks). In truth, though, we have found that the importance of the problem being analyzed is often inversely related to the sophistication of the statistics available. The reality is that the most advanced statistical methods need plenty of comparable units for analysis. As a result, they’re much less likely to work on big questions, such as “How do we become more innovative?” Often answering the biggest questions may depend on more basic statistical techniques. So don’t shy away from comparison of means or correlations just because other methods seem to look more impressive. When to Use HR Analytics  HR analytics is the go-to approach whenever leaders need accurate statistics or fact-based predictions in order to make better business decisions. In other words, there’s a role for HR analytics in every aspect of the HR function, including recruiting, onboarding, training, development, succession planning, retention, engagement, compensation, and benefits. #pms #attendence #staffing #managment #payroll #process #hris hr software india In a growing number of organizations, this analytic approach is beginning to permeate every aspect of the HR function. To get your juices flowing on this, take a look at “100 Questions You Can Answer With HR Analytics.”  Although many are tempted to use HR analytics to “prove the value of HR,” our advice is not to go down this path since it immediately calls into question the credibility of any findings or recommendations that emerge. In short, if executives believe the HR function is embarking on an analytics project to justify itself or its programs, any results will be viewed with suspicion—even if the analysis is done well. Of course, in the end, a well-designed and well-executed HR analytics project can still underscore the value of HR. By establishing systems and methodologies for understanding and linking measures on the people side of the business to key performance indicators, the potential for identifying how HR policies, procedures, systems, and interventions drive organizational performance is greatly enhanced. But at the same time, this process may reveal deficiencies in an organization’s current HR strategies and programs. Bottom line: Pursuing HR analytics takes some courage. It brings a new accountability to HR, which many leading-edge HR practitioners welcome. It’s a central part of earning HR’s long-sought “seat at the table.”

hrmantra - 300+ CLIENTS happy with @HRMantra Software Pvt Ltd

300+ CLIENTS happy with HRMantra Software Pvt Ltd

what Customers talks about us ? : Apnapaisa Services Pvt Ltd Well known Loans & Insurance provider firm Mr. Balwant JainDesignation: Director We have been using the HRMantra software since March 2008. We are very pleased with the quality of service HRMantra provides. We sincerely appreciate HRMantra support team's responsiveness and the way they have helped us automate our entire hire to retire HR processes. We recommend HRMantra web based application to others because of our satisfaction with its features, simplicity and good service. We look forward to doing business with HRMantra for years to come MindCrest India One of India's largest LPO Mr. Umashankar JaiswalDesignation: GM Finance I have worked on SAP and Oracle HR earlier but i find HRMantra much more powerful and simpler to use. Its formula builders make the product very flexible and the kind of rules that can be created are a marvel. HRMantra is a wonderful software and I congratulate you on launching such a great productoffering from India. LIC Housing Finance One of india's largest housing finance company Mr. Y K Gupta We have employees in over 100 locations and our payroll processing was very complex and after seeing the entire IT market we opted for HRMAntra. We are happy to inform that our employee database and payroll processing has become fully automated and we get excellent support. Datacare Corporation DCC is one of the largest distributors of IT products in Maharashtra having over 500 employees Mr. Sachin ZadeDesignation: System Head After Installing this software, we have very much control over Total Human Resource through Staffing, HRIS, Automatic Attendance updation through Finger Scanning Attendance Device (Biometric), Leave Management, Admin Module (Claim, Request Application, Help Desk Management), Full Proof Payroll Management, Appraisal & Training. Over all I can say that the Software is Worthwhile for our organization & Most important part is a good Support from HRMantra Team. CMYK Health Boutique Pvt. Ltd. Four Fountains-India's leading Spa Mr. Rupesh Jadhav It has been a pleasure partnering with HRMantra for our various HRIS requirements. We were delighted with the product enhancements and features that they offer to ensure that the client gets an up to date HRIS system & they helped us integrate over 20 Branches so that we could automate attendance and leave for all our employees spread across these locations. This was only possible by them taking great care to prepare an exact brief of what we were looking for. I wish all the best for HRMantra and its team members. I have always found their service to be prompt and reliable.

employee information with 900+ attribute

we deliver the best 

Hrmantra -benifits for your organization

HRMantra -benifits for your organization

hrmantra

Still looking for differences?….why even think of a  half baked solution from others having dangerous limitations. Keep yourself secured by buying a fully web based, scalable and fully parameterised world class HRMantrasoftware which gives you savings over 10 times it cost. You are going to be buying such an HR software just once for your company across the country and thus it is very critical that you opt for the most comprehensive and user friendly HR, Payroll and administration management software. If you do not want to opt for modules like payroll or PMS immediately you can do so as it is modular in nature-you cal always add such modules later on if required. In case you buy a featureless HR software, you will not be able to tell the management later on, that you took such a HR software  just to save couple of lakhs of rupees because the management will expect the entire HR & Payroll department automation for faster decision making.

Outsource all your HR & Payroll software requirements to HRMantra and  your HR department focus on transformation activities like increasing employee morale, solving employee grievances to reduce attrition, employer brand building, introducing transparency to fasten business decision making and satisfying your internal clients-your employees-which are one of the 3 most important stakeholders of your firm for its growth. So why become a guinea pig buying featureless packages. Be right the first time by buying HRMantra and get peace of mind.

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Employee Performance Ranking – What You Need to Know

As a society, we have been conditioned to reward based on a bell curve. Starting in secondary education and continuing into adulthood, it has been a long-standing belief that human performance follows a normal distribution: few high performers, few low performers, and the majority sitting on the average.


Recent research, however, shows that business practices based on the bell curve are counter productive. In actuality, unless your hiring practice involves using random selection, their performance will not fall perfectly on a normal distribution. Rather, it will follow a long tail distribution.


Josh Bersin, in The Myth of the Bell Curve, argues that performance falls into the Power Law distribution. This suggests that there will always be a small number of ‘hyper high performers’, and a large majority of ‘good performers,’ and a small number of  ‘low performers.’ In other words, most people will fall below the mean and only a small number of ‘hyper high performers’ will be above mean. This suggests that the concept of an average is fundamentally irrelevant in the context of employee performance.

Recommended for YouWebcast: A Week in the Life of an Agile Creative TeamNevertheless, there are many organizations that structures their incentive programs based on the normal distribution. For instance, employers may choose to ‘grade’ their employees by five performance levels: A, B, C, D, and F.

Unknowing to them, this system is damaging to employees.

In truth, the majority of your team actually consists of ‘good performers,’ and when you are forcing them into the bell curve, you are inaccurately relabeling them as ‘below average performers.’ The bell curve will also require you to create a class of ‘losers’ that are in the bottom 10%, who may actually not be deserving of that label at all.

Despite good intentions, ranking based on a normal distribution is counterproductive. If you didn’t agree with the bell curve system in school, what makes you think your employees would like it?

The fact is, grading employees’ year worth of work on a five point scale is demeaning. Moreover, it causes your ‘B and C performers’ to feel under-appreciated. Bersin also claims that this model rewards mediocrity because your mid level performers will give up trying, if only a small select number of people will be ‘A performers.’

So what is the right way to motivate your employees?

Classic managerial literature says invest in top performers and cut out the lowest performers. That leaves us to thinking, what about the middle 80 percent? How do you push your good performers to become hyper performers? George Bradt argues in How to Motivate the Middle 80 Percent, that the best way to motivate the majority is to create short bursts of contests where everyone has the equal opportunity and ability to win.

When you are creating a contest that rewards only the same hyper performers, you are not motivating anyone. Your hyper performers would have won without the contest. Winning contests is great but their commissions and bonuses have already motivated them. On the other hand, the contest may have motivated your good performers at one point but it failed to have a persisting impact when they concluded that they did not have the chance to win.

To avoid wasting resources and furthering employee discouragement, design a contest that gives everyone the optimism that they can win. Don’t just focus on results. Measure a variety of metrics and provide your employees multiple ways to win. Include ‘activity metrics’ such as number of completed visits, number of missed visits, or number of clients visited. To avoid losing your employee’s attention, reset the contest every 30 to 60 days and update results frequently. Lastly, while an all expenses paid vacation to Hawaii would be a great prize, you should not be spending big portions of your budget on these contests. Small, meaningful prizes like gift cards, movie tickets, or allowing them to bring their pets to work can make your employees feel appreciated.