human resource software

In any organization, the Human resource Management (HRM) function is one of the most important. Small or large, every organization has to take good care of its most important assets – people, and this is the most important responsibility of the HRM function. While HRM practices to a large extent are implemented keeping in mind

In the last post, we saw how the HRM function, one of the most important business functions of any organization, can also make some mistakes which will prove detrimental to the future of the organization. In this post, we’ll continue the same and look at a few more. Not having one at all: This is

The first few days at a new workplace are not very easy for many people. Apart from the fact that they would have no firsthand idea of the company culture, they could also be nervous about stepping into a new organization where they know no one. This is liable to be worse in the case

Are your employees happy? There are different ways to keep your employees happy. It is your duty to reach out to them and hear them. It is not always possible to understand them through one-on-one sessions. The HR department organizes various employee engagement programs to know their employees. A company can feel the ‘Voice of

Employees are the most valuable assets for any organization irrespective of its size, brand name, or market capitalization. In any organization, if employees successfully and diligently complete their tasks within the given time, then the organization is well on its way to attaining success. The problem most commonly faced by many organizations is that, in

Last week, we spoke about internal communication and how important it is to have effective internal communication. This week, we’ll look at some more reasons why it is important to promote effective communication at the workplace. The social employee: Gone are the days when every employee just wanted a steady 9 to 5 job, minded

The last few decades saw an enormous rise in outsourcing. Whether it was individual activities in a business process or entire business processes, many organizations have taken the outsourcing route. In the heydays of outsourcing, a simple rule of thumb seemed to be, if we don’t have the resources to do it, and if it

In part one, we saw a few ways how automating is a better approach over outsourcing when it comes to the Human Resource Management (HRM) process. We showed how even without significant resources or technical skills, organizations can implement the HRM best practices at their workplaces. In this post, we’ll look at some more compelling