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.”