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HRIS

How to minimize compliance administration with the help of the right HR tech tool?

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How to minimize compliance administration with the help of the right HR tech tool?

As an HR professional one of the key requirements are that you need to be well informed about the steps that need to be taken to ensure that all the policies and compliances are followed to the T. Since most laws and policies are enforced by a compliance administration officer, it is also true that they are changed and updated from time to time. Failure to comply with these rules leads to significant challenges.

As important and necessary as it is to comply with these compliances, it is also true that they are time taking. But, with the help of the best HRMS tools in place, it becomes easy to take care of it all with greater efficiency as well. In this blog, we will take a look at some of the ways in which HRMS tools in India help minimize compliance administration issues.

Provides updated information: The top HRMS tools provide a sort of automation and helps the team by bringing all the updates and changes if there are any when it comes to compliance rules. A cloud-based HRMS tool gives auto-updates on all the changes and this helps the team to stay attuned to all major changes that need to be taken care of.

Easier organizing and compiling: In the most effective way, the right HRMS tool acts like a modern storing cabinet which helps you compartmentalize and keep all the relevant information and data. Since these tools are automated, all the relevant information is sent to the necessary teams and the storage and access of these files also gets completely sorted.

Helps sort wage-based compliances: Most HRMS tools are linked to the attendance software. This makes it very easy to calculate and tally the employee wages keeping in mind their timings and also keep track of absenteeism if there were any. Also, this helps send alerts when there are people who are doing overtime or missing from work for too long.

Easier compliance checks: Along with informing the team about the changes in the rules and law, the right HRMS tool also helps in ensuring that they are followed and fulfilled. The tool helps in notifying you if there are any lapses and will also help in intimating the right team if there are any loopholes that are found. This makes it very easy to follow a timeline and ensure that all the time-based compliances are being followed without any lapses.

Avoid all compliance-based errors: When all the salary-based work relies on manual work there are bound to be errors from time to time. The same holds true when calculating other financial aspects as well. With the help of an automated HRMS tool, all these errors and misses can be avoided with ease. If at all there are any discrepancies the tool will notify you immediately and the same can be resolved without wasting too much time.

Having the best HRMS tool helps bring structure and efficiency to the business process. With all compliance and litigation-based processes taken care of by the tool, the team can save a lot of time and money and avoid all possible errors and challenges in the case of non-compliance.

For Free consultation reach out to our experts on info@emgage.work

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HRIS

How HRMS can transform your HR department?

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How HRMS can transform your HR department?

Have you ever wondered what a typical day of an HR personnel is? To bring light to this let us just say that there is no such thing as a typical day in the life of an HR person. Each day is a new day where you are putting out fires in the case when an employee or a senior person in the leadership team decides to leave. And, if at all there is any time left you still have to scout hunt to fill the job vacancies.

But, what if there was a way when all this could be taken care of with complete ease and automation? If your business has still not come across the Human Resource Management System, then now is the right time to do just that! In this blog, we will take a look at some of the major ways in which the right HRMS tool can transform your business.

  • Hiring done efficiently: When you post a job vacancy there are multiple applications that you get for that single job post. Shifting and shortlisting the right candidates becomes a task in such cases. With the help of the right HRMS tool, you will be able to retain applicant information more efficiently. With this, you will also be able to analyze the candidate data pool and will be able to understand how to better your candidate profiles.
  • Transparent work culture: One of the major reasons why there is a high employee turnover ratio is because there is no transparency. With the help of an HRMS tool, most of the employee processes like the manager- leadership information, hierarchy cycle, leave policies and appriasals will be standardized and in the case when an employee has an issue they will know what and how to go about things.
  • Emphasis on value-driven work: As discussed there is never a typical day in the life of an HR person, which is why their work never seems to be complete. Most of the times they are battling against time to solve small issues, which can otherwise be handled if there is a good HRMS tool in place. With more time on their hands, the HR team will be able to give more time to important work such as strengthening the processes so that the business prospers.
  • Reduces errors with automation: Most HR based processes take time and calculations. When you have these sensitive processes automated with the help of an HRMS tool, there will be a marginal decrease in the scope of errors and this will eventually help you save precious time which is otherwise lost.
  • Engage from start to end: One of the biggest advantages of having an HRMS tool is that even before the employee joins the team he is taken through the onboarding process. As per a study, it has been proven that employees who go through a thorough onboarding process are 58% more likely to stay in an organization for more than 3 years. With most joining formalities completed online, employees will have more time to get used to the new surroundings and interact with their new team members. This enhances their experience on the whole.
  • Helps to reduce overall HR operations time: As a new employee, there could be so many questions that arise. Information such as salaries, benefits and other perks such as time off is often the most asked questions which take time to be answered. With a self-service portal that every HRMS tool provides, employees can now find this information online. This helps reduce their confusion and also saves a lot of valuable time.

For Free consultation reach out to our experts on info@emgage.work

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HRIS

Should HR decisions be driven by facts & data?

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Should HR decisions be driven by facts & data?

For the longest time, Human resources have been a department focused around number crunching and headcounts. In fact, according to a survey conducted by Sage, only 34% companies are using data and analytics to drive their manpower decisions!

 

Though the percentage of data and fact-driven HR policy companies are less, it doesn’t mean that people are unaware of the importance of analytics and how to leverage it for better bottom lines. Gradually more companies are realizing that in order to be able to attract and hire the best, they need to design the most effective processes and the best policies to retain people.

 

One of the first steps to drive this culture is to understand the benefits of HR analytics and then implement it at the ground level.

 

Here is how the HR team can churn previous facts and data to create business intelligence.

 

Integrating employee data: When you put out a job post it is natural that you will receive numerous applications. What you do with all this data is totally up to you, however, keep in mind that just meeting the numbers is not the point. Every candidate will bring to the table a different set of skills and experience, and only if you are able to integrate this data, will you be able to hire the right people for the right job. Data-driven HR is the only way of recruiting the best fit and maintaining on file the next best or other resumes for future positions or additional hiring if the organization is in expansion mode.

 

Understand why change is necessary: As someone who is advocating this change to take place, the onus of convincing the top management about the importance of the role of HR analytics in workforce management also rests with the HR department. The following points would need to be presented with supporting comparisons, past data, and current market trends & expectations:

  • Why moving to a more data-driven model is necessary
  • The phase-wise rollout
  • Timelines and target groups
  • Financial implications

Identify practical trends: The most important element in driving this change is to ensure that all the benefits are practically visible. This means that along with the leadership team, even the peers and HR people should understand what’s in it for them. One way of doing this is by highlighting why the current HR system needs a change and how with the new approach various aspects can be improved and in the end, the business stands to gain.

 

Allocate the change-makers: When you finally decide to roll out this new data-driven change, you will need to identify a few people who can be the change-makers and can lead the team ahead to ensure its success. The right way of having more people in sync will be by constantly promoting fact-based working, creating constant awareness and monitoring results, and how the numbers are changing.

 

Making the process a way of life: No change can happen overnight especially when it means unlearning something that everyone has followed. The most practical way of inducing a smooth change towards a data-driven HR culture will be to keep it slow and steady.  Use everyday examples and get the people to understand all the pros of data-driven HR cultures. Number crunching, analyzing, and reviewing what works better and what can be improved is an ongoing study of permutations and combinations and can be a very rewarding ongoing process, especially if an organization is able to highlight the right person for this role.

 

Getting people to work according to the application of HR analytics is something that is very profitable if executed rightly. Arriving at the right numbers/ analytics would add to the business intelligence and over the years an organization could build a huge resource pool of such data that makes it easier to take decisions, both promptly and profitably.

 

For more information and free consultation get in touch with our experts at info@emgage.work

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HRIS

What Does the Future of HRIS Technology Look Like

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What Does the Future of HRIS Technology Look Like

HR technology is constantly evolving; staying at the forefront of the newest trends can give companies a competitive advantage. At this point, HRIS solutions and automated HR systems of all types are not new things in most workplaces. However, features and functions of the systems are improving and becoming ever more useful and efficient.

Software as a Service Explosion

HRIS software-as-a-service or on-premise HR system is quickly becoming the norm. With the widespread adoption and acceptance of this type of system, it is becoming ever easier to access HR information from anywhere. SaaS use is expected to double throughout the next two years, which may have an impact on the way that workplaces and employees function together in many ways.

Establishment of Comprehensive Performance Management

With the advent of HRIS features like performance management, the way that performance is tracked, rated, and communicated has begun to change slowly. Many workplaces have been slow to adopt new performance management programs, as the same old paper-and-pen, once a year performance review systems have been used in many places for decades. As HR systems become more automated and connected, however, it won’t make sense to leave this important piece of the puzzle in the dark ages.

Greater Focus on Employees

In recent years, companies have begun to pay more attention to employee contentment and wellness. While it has always been morally advantageous to take good care of the employees that work for the company, many employers are beginning to realize that it makes good business sense, too. Employees that are healthy and happy generally do better work and stay with the company longer.

Many companies have begun to realize that the number of workers entering the workforce does not match the number of employees exiting the workforce. With this fact in mind, some employers have decided that it makes sense to make the company as attractive to employees as possible in order to garner the interest of top talent.

Optimized Analytics and Data Use

For the most part, analytics are still in the fledgling phase of life. While analytics may be used to spot trends in HR. As integration improves and systems become capable of combining and accessing all workplace information from a single database, the data may be used to optimize many processes and truly identify the reasons behind more workplace problems and advantages.

With better transparency, employee satisfaction works towards better performance the HR gets free time to strategies your HR by having HRIS on your place.

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