Articles / Insights

Payroll, being a repetitive and number intensive process, would have usually been automated in some form or another in most organizations, either through spreadsheets or using a software package. However, very few organizations automate the integration between the payroll and external processes,

Automation of your performance appraisal process can enable you to execute it far more effectively than a manual, or a document based process. Here are ten ways you can achieve more effective results for your organization

Asha walked into office after a hard commute. Traffic was getting worse by the day, and work was beginning to look monotonous. Is it worth it for the pay and sacrifice she was making? Should she consider other options or even quitting. Not yet …

We all know that the use of spreadsheets is fairly common place in HR automation of smaller businesses. Typically the automation consists of different spreadsheets for HR areas like

People centric organizations like Engineering, Consulting, ITES, and other Professional Services firms are rely on skill, talent, processes, and experience to stay ahead in business. Conventionally such firms have given very little importance to its core operational systems

If you are reading this, you most probably are evaluating if it is worth automating your leave and absence management processes. HR Automation Tips has two separate articles, which if read together, will give you a pretty good head start in making your decision effectively.

Organizations are realizing that winning the war for talent, is the key to business success, and winning that war for talent requires Automated HR Systems. However, it is not enough to pick a well known product, but rather subject your HRMS provider with a ‘pressure test’

Very few organizations would build an ERP in-house or build an operating system in-house. When it comes to a HRIS/ HRMS/ HR Portals, its worth examining if this is also true, given the fact that a HRMS/ HRIS is often as complex as an ERP. Let us consider three situations and apply the question to them.

The HR Executive to Employee ratio is a common measure that is discussed among HR practitioners, since it broadly indicates the administrative efficiency of the HR function. Ratios vary from 15 per employee to even 600 per employee in larger will automated HR organizations.

Any company worth its salt has HR policies for Attendance, Leave, Overtime Pay, Permissions, Claims, Promotions and Taxation, Benefits etc. They bring transparency, equity and order and most importantly they reflect the attitude of the company to employees. However, are the policies being implemented,

You have invested in a biometric system. You have a HR and payroll Software, yet managing leave is difficult, chaotic and inaccurate. Your leave finalization team is finalizing things on paper or spreadsheets. Information comes to them at the end of the month and they take

Your company has automated payroll, and employees’ check-in and out using a biometric device. Yet every month, a lot of manual work is done to determine leave balances and work-related pay items. This is a very common problem.

You have invested in a biometric system with software. Yet your leave, attendance and time accounting processes are manual, stressful and often inaccurate. This is primarily because the software that comes with the biometric system have the basics to extract out the time punches of employees, and some reports, but nowhere near the capability to needed to automate leave and attendance fully.

A budget announcement, an Income tax rule change, a Benefit law change, a Labour law rule, or an internal management policy decision – changes like these are common and painful.

Workforce management software are known to provide improvements of employee productivity and engagement to organizations. Workforce management software provides additional benefits over and above what HRMS offers which are business and operational in nature and contributes directly to the top line and

Workforce Management Software is critical to ensure optimal productivity and engagement of employees in any organization. Human Resource Management Systems (HRMS) or also known as HRIS covers a broad range of areas. Broadly, it can be broken down to the following areas