A rescuer for HR Department : HR software

The hiring of new workforce is difficult on the part of the company and is a serious evaluation of HR manager’s trades. Hiring has always been a typically complicated process to figure out, for the companies, which is why it is achieved through many other large enterprises just to support as job boards and resume writers etc.

Though today, the HR software today support in all these critical phases of companies and rectify the conventional redundancies encountered otherwise. HRMantra gives its talent management solutions, which include from the very beginning i.e. applicant and recruitment management.

Incorrect decision 

The hiring decisions are defined in the preliminary phase of the recruitment by the organization, but their successful implementation depends on the HR manager. Organizations also access the skills and capability of the HR manager through his/her hiring decisions and yearly these decisions are scrutinized on the basis of performance of workforce. It is undoubtedly such a strenuous process that many organization, despite having the resources struggle with it.

HRMantra provides the payroll software, which can assist in the recruitment process. This cost-effective payroll software’s mere support in the recruitment process is an underrated statement since it can manage every detail and process effectively along with the staff and time reduction.

HR software for micro management

Other than recruitment, the management of fresh workforce and the individual relationship development mark the next step to success. These processes also test the social skills of HR manager, that how efficiently new workforce can be dealt and adjusted. It is the HR manager’s responsibility to preserve the sanctity of team and employee relationship in the department, with the complete orientation of the organization and their respective tasks. This, on the whole, takes a toll on the abilities of HR manager alone when there is plenty of management and one HR manager to handle.

The HR software can also assist the HR manager in this passive management, through effective performance check, feedback, and reimbursements of claims. This micro management through payroll software is a necessity to develop a positively coherent aura in the HR department.

Performance check

Followed by recruitment process, ridding of the results of wrong decisions lines in the management task of HR manager. As a responsible HR, these steps are followed by efficient performance management system to evaluate the employees before making poor choices. To an experienced HR manager, these management tasks and decisions may be petty but the organization’s critical perspective and straightforward decisions are required to save the organizations from any ineffective outcome.

HRMantra renders the payroll software which ensures the efficacy of performance check of employees through the 360-degree feedback form.

Later on, HR manager is scrutinized for the poor choices, as someone ought to have the blame for contributing to the already complex process: recruitment. The organization is responsible for one management anomaly, for any poor choice of HR manager. The HR software is here as the rescue for the HR manager in recruitment and hiring process.

For more information:

HRMantra Software Pvt Ltd | Website: www.hrmantra.com | Sales@hrmantra.com

Top Tips for effective employee recognition 2016

There are many factors that come into play when it comes to the satisfaction and engagement of employees. Given the competitive nature of today’s job market,human capital management professionals must develop cutting-edge and innovative strategies for retaining top performers. High turnover rates can cost companies big because, on top of the expense that goes into recruiting, replacing and training new hires, it can also lead to a lag in productivity. Additionally, making sure workers are engaged and happy in their roles boosts the overall performance of businesses, positively influences the corporate culture and aids in creating a healthier environment. But, contrary to common assumption, there are other ways aside from compensation and benefits that employers can offer to make their workers feel more comfortable, involved and satisfied at work. In fact, studies have shown that something as simple as being recognized by their bosses for their hard work can be a big motivator and result in them feeling more appreciative and loyal to their employers. So it is surprising to learn that a vast amount of businesses aren’t leveraging this advantageous opportunity to gain a competitive edge.

Realizing the need for recognition

Research recently conducted by Gallup revealed that just one-third of U.S. employees feel that they have been recognized or praised for a job well-done over the course of a week. And it’s certainly not difficult to see why failing to have their dedication, time or work noticed, let alone acknowledged, could be a little disheartening. People want to be reassured that the work they do matters and that their roles have meaning and purpose. Perhaps this is why the study also found that the workers who don’t feel like they are receiving the appraisal or recognition they deserve are twice as likely to express a desire to quit their jobs within the year. By focusing on recognition, employers are able to instill in their workers a sense of accomplishment. And the best part is that it can cost next to nothing for employers.

Top Tips for effective employee recognition 2016

According to Gallup, there are certain types of recognition that have the greatest effect. Because just as important as HCM professionals making sure they are acknowledging and recognizing employees, is the logistics of how they go about it.
  Who: Although it is better to make sure someone does the recognizing that no one, Gallup found that employees actually find certain appraisal more memorable when it comes from certain people. They said the recognition was most meaningful when it came from their manager (28 percent) or CEO (24 percent), followed by their manager’s manager (12 percent), a customer (10 percent) and their coworkers (9 percent).

When: Findings from Gallup’s analysis indicated that employee feedback should be given as frequently as possible or, at the very least, once a week. Giving that feedback immediately may also be helpful because the worker will likely create a stronger association between the achievement and reward.

Where: The good news is that employees ranked both public and private settings as a preferable choice to receive recognition or praise. So whether it is done in a one-to-one meeting or through a company-wide announcement, the real value is in having it be heard. One of the most important yet challenging aspects of giving employee recognition can be in how. As the workforce becomes more mobile, an increasing number of employees are working remotely. And while the praise should be given in-person, it doesn’t have to be. By leveraging the right HCM solution, employers can make it easier for managers to track, recognize and reward the hard work and accomplishments of employees.

 For more information : www.hrmantra.com