Planning to buy an HRIS, check this out how it will flourish your business

Human Resources Information Systems (HRIS) have flourished on the improvements and gains of cloud technology in the past 10 years to the point where they're not just rich and prolific, but mandatory to good trades and business. As a toast to profit and efficiency, which is a particularly germane topic in itself, this blog is being directed at the majority demographic - those whose organization have some form of Human Resources Information Systems (HRIS), but this skirmish battle is to quantify the often intangible benefits it gives in return.

We (HRMantra Software Pvt Ltd) would like to convey two things: What differs good HRIS from great HRIS, and what great HRIS does to your organization.

Very customizable and gives attention to detail.

Maybe your HRIS might manage thousands of employees leave requests and manages easily, but great HRIS like HRMantra will store and categorize on an individual level information that you consider to be relevant for each request employee put on - built-in customization avails you the empower to make the best of your Human Resource System. Wouldn't it be great to be notified by the system when a maternal leave employee's baby is three months old so you can send a card? Flexible customization lets you personalize the outcome what you want to be captured by HRMantra software, be it organization or trade related or for the sake of flavor.

Modern and Compelling platform  

For good Human Resource System to be great Human Resource System, it has to be built on an easily accessible platform competitive platform. To take a resemblance out of the air, many organization are still being forced to run old versions of Internet Explorer on Windows XP because our competitors software solutions being built very poorly and less inflexible - Human Resource System that wants to compete on the international stage needs to be web based, very smooth, compact and seamlessly functioning on different systems around the globe.

HRMantra stands first to introduce web-based Human Resource system in India.

Great HRMS brings unity in software as well as out

HRMantra unifies your organization. If software level is taken under considering, it unifies time-sheet, payroll and attendance and even health and safety into a human capital resource, directed by Analytics from the customized data collected. Considering administrative level, it unifies time zones, operating systems, communication across languages and business sectors with a single, accessible and compact platform. On a personal level, it unifies people, from boardrooms to employee. It might sound impossible for an executive to personally meet and validate their employees individually in the huge organization, but with the support of a great system feeding them the data and information they want at any point of time, you can get pretty close.

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sales@hrmantra.com | +91 9819988810 | www.hrmantra.com

5 Troubles caused by HRIS that can plummet your ROI

When you invest in acquiring and implementing an HRIS for your organization, you likely have dreams and expect some great outcome of the system enhancing your productivity. Thus, it can become very dishearting if the software begins to do the adverse, eliminating down mechanisms and making tasks take longer. Rather than scrapping the old software and going back to old manually doing things, diagnosing the issues can assist you on your way to solving the issues and fetching those productivity outcome heights that you had lead more.

Outmoded-Archaic-Old fashioned Hardware

 Using old and antiquated hardware will fall short to live up to the demands and requirements of the modern and avant-grade cloud-based system. If the HR system is mainly being utilized in the office, it is mandatory to make sure your hardware can manage the bandwidth consumption required for the HR system to process all task. Upgradation of internet speed should be done if required to support the system

 Non-Compatible and divergent Systems

Striving hard to keep several legacy systems which are not integrated and are not compatible with your new system can be an inconvenience for an investor. Logging out of one system and into another to recapture data or information is very time-consuming and can hamper yield by making it more tough to analyze data. Acquiring one HRIS that can do it all or make choice of a system that integrates your legacy systems altogether may lead more user-friendly experience that boosts productivity.

 Erroneous/False data

Information may be incorrect or false for a number of reasons such as fake entry, user error, and improper deletion. If data such as manpower information, the number of manpower, or a number of applicants is incorrect, it can mess up your reports and make it more tough to utilize your analytics in a constructive way. Timely going through system data and asking your employees to make sure their own data filled is correct can assist you to relieve this issue.

 Poor Customization

Maybe HRIS seems easier with the help of customization, but bad customization can do the opposite and worse. If HRIS users failed to find the options or service that they need to complete their daily routine tasks or if they are devasted with options that they don’t need, it can make processes take longer. If dashboards of HRIS are clogged with text and graphics, it can also make the HRIS system take more time to move from one option to the next.

 Inadequate support from vendor side

 Some problems or bug are bound to crop up with any HRIS, but good support from vendors end and relations can assist you to resolve problems or bugs quickly before they curb productivity or affect the organization. If their is not ease in contacting the vendor or cannot provide the assistant that you need to get the HRIS back on track, your system may be rendered useless for a while and your outcome may be frozen. When research properly the vendor before acquiring an HRIS, because support from vendors end can be extremely valuable when system errors occur.

 An HR system can only be effective in boosting productivity if a little effort is put into making sure the HRIS is running well and the data for it is clean. A sluggish system can cause frustration and anxiety for users of the system, detracting from employee satisfaction and decreasing outcome in many ways. Timely perform system maintenance and watch out for the problems and issues above to continuously get the best use of your HRIS which is acquired

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To contact us : www.hrmantra.com | sales@hrmantra.com | +91 9819988810

10 Awesome shortcuts for choosing an HCM / HR Software 2017

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Buying an entire hire to retire HRMS software that is relevant to your organization may put you in dilemma. HRMS Software makes sure about statutory; cost processing is made simple, and also makes hiring easier which saves ample of time for the HR department. Here are a few tips when looking for HR software.

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1. Firstly be clear with features you want:

Prior buying a software it is very important to research and check if the new HRMS software goes along with and works with your existing software. If not, it would be a waste. Sometimes a certain feature will be missing in new software, hence suggested to check the software that you require and whether it consists all the compatibility which are effective and efficient.

Project management software, CRM software, payroll software, ERP are some of the basic features which are mandatory in HRMS software.

2. Research should be more vivid:

Before buying an HR software, make sure you do wide research about the same. Analyze through different vendor sites and Human Resource comparison sites in order to get to know updates news about software. Research should be done in a proper manner so that, you don’t take decisions in just thirty minutes after visiting an exhibition.

3. Demonstration of software a must:

 It is always profitable to view demonstration before buying. Remember to acquire your pen down requirements in hand, and look out in the demos if they meet your requirements. Each software dealer would present their software and mention that theirs is the finest, but they may or may not satisfy your needs. Make sure that the demo you watch satisfies all the needs you require.

4. Determine and finalize your cost:

Prior getting started to buy HRMS software, it is much important to determine the cost to be purchased. A quick research can be made in order to know the budget and then move forward. Depending on the size of your organization choose your features and price.

5. Get to know how vendor deals with bugs:

 Almost every software will surely show up with bugs and hence it is compulsory to know the way the vendor handles the software at times of bugs. Do inquiry about any patches present and also the time required for release of the HR software. Every vendor has their own policies and ways and it is essential to understand them in the proper manner.

6. Examine the cost needed: 

After research the HR software is identified and finalized for purchase, it is important and compulsory to get to know about the costing factors. Many times, there are few hidden costs to available in the HR software. the fixed cost are the ones of support and software. Apart from these, there is few variable cost also linked with the HR software. Few variable costs include extra training cost, ongoing maintenance cost, implementation cost and more. It is good to have knowledge of all the hidden cost and examine them initially.

7. Try to demonstrate organization case:

 It is mandatory to demonstrate a clear organization case once the Human Resource software has been finalized to be purchased. In order to do this, prove that by making use of the software budget and time are saved and it is useful for organization. A clean example can be that by making use of the software, you can prove the compatibility that is associated with appraisals, holidays and absence are very efficient ones. Because of this, more Human Resource manpower isn't required. Also, the profits are also more which leads to enhanced performance management and improved organization planning. By this way, you need to gather evidence and prove a clear organization case for investment.

8. Make sure you approach 4-5 vendors for better clarification:

Another valuable tip to be followed while buying HR software is to go in for five or more vendors and then narrow down. Once your budget, requirement, and needs are identified go in for four or five vendors and choose the one you are satisfied with.

9. Make some research about the HR software company: 

You must have a list of companies that can offer you HR software that meets your needs. As mentioned above you must have analyzed about four to five HR software vendors and bring down to three or less. Budget is a major factor that regulates your decisions for the purchase of the software. There are few other aspects also to be taken care before buying the software. The software company is to be researched a bit before proceeding further. There are few clarifications to be made about the company, find out the number of years they have been in this HRMS software business, also find out the number of installs present with the vendor.

10. Make sure you specify your requirements to vendors: 

In order to choose the finest HR software initially, you to select your needs which you want to satisfy. In that aspect, the buyer should be detailed in defining their requirements for the HR software. It is basic to be more exact so that you can conclude by choosing the right HR software required. Usually, the requirements of the organization for HR software would be integrated ESS, report writing, salary grades,payroll, windows based, turnover reports, training management, accrual and attendance tracking, job and pay history, ease of use and more. This is a common list that is provided to the software vendor, you can add more details as required by your business.

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To contact us : www.hrmantra.com | sales@hrmantra.com | +91 9819988810

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Inconsistent business expenses? Time to automate your HR Process

Human Resource department find themselves under pressure to control costs – and make commitments to make limited budget which is stretched even further.

Keeping in mind the real motto, to keep spending under control, maybe it is an easy step to abandon the new initiatives you’ve got planned before in past. This further leads to lagging behind new training projects keeping them on hold, delay in the recruitment process, and focuses on plans to implement a new HRMS system.

Buying an HRMS software organization later strives hard to balance to their books but acquiring an HRMS software is a longer-term success for an organization. Accepting HR's activities less importance than other organization activities than you are totally wrong.

Be Confident and challenge policies

Why should HR always have to bid against for budget? Is Human Resource the only department where capital can be saved or projects supposedly be delayed? Are there organization practices that would benefit from a different approach? For example, travel is a mammoth cost in many organization. Could directly facing management meetings or classroom-based coaching be replaced by networked alternatives, at least some of the time?

How much are managerial heads allocating cost on recruitment or on contractors? Could they make savings by boosting from within, distributing resources with other department or teams, working directly with universities or institutes, posting job vacancies online, or by renegotiating agreements with placement agencies? How do salaries or retention rates stack up against an organization in a similar area? Where could enhancement be made?

Somewhere you may not feel it’s your job to challenge or protest other departments or entrenched ways of doing things. However, it’s often the case that demonstrating you have a good understanding the wider organization context will help put you in the driving seat.

En light top authority how HR system is beneficial

BE sure top authority who are the decision makers know the impact of the initiatives and steps you’ve proposed. They’ll hurriedly deny when they see how expensive it is to replace someone who left organization due to lack of training, inappropriate mentoring or limited future opportunities. Or, how much your valuable time is wasted managing HR data and processes using out-of-date manual systems.

As an HR if you don’t have that conversation, it’s too easy for top level to make short-term decisions that don’t consider the future success of the organization.

 Remain firm with your duties

Human Resource is not an idle department, it’s a profit driver for an organization. If you’re not enrolling the right people and advancing their skills or watching the organization back when it comes to managing confinement, skills shortages and key legislative problems, the exposure and risk to the organization is huge. If you as an HR diagnosed that leadership drill is needed or hiring few will prevent a fiasco in the team; or a brand new advanced HR system could help you discard extravagant activities and boost organization performance, DON'T GIVE UP ON IT!

Be proud and never let your focus go off on benefits

Shifting the debate from money required to benefits is key to winning wider organization support. It is very important to take the time to meet with top-level managers – and put your future plans in such terms they’ll understand and relate to. If the departmental administrator is striving hard to hold on to key talent, fill vacancies, or keep up with the manual paperwork, explain how you plan to make that better by acquiring HR system. Talk through the implication of staying with the plan, rather than adopting plan x or plan y.

If they managed to recognize that the present situation isn’t optimal, and how much better it could be, they’ll be much more likely to support you.

Yes, Do shop around!

Do your research and present the management team with a number of various options. Telling the finance management team that you could save this much amount on money if you went with option B rather than options A or C, changes the debate from whether a result is necessary for organization, to being about which result is the best value for money which organization has invest on.

There’s often a spontaneous bias to believe that expensive options are generally the finest. However, with technology moving so rapidly, and rattling every aspect of an organization, it’s worth exploring various options. Whether that’s taking networked coaching from an ingenious new supplier, or assessing HR suppliers you’ve not heard of before. Over the last decade, there have been innovations in the HR technology /software space.

New HR technology, specifically designed for the more buoyant, cost-effective Cloud computing infrastructure are now accessible. They are considerably economical to acquire and much easier to implement, so tie up some capital and deliver a faster Return on Investment.

To contact us : www.hrmantra.com | sales@hrmantra.com | +91 9819988810