OrangeHRM Blog
Voice of Free & Open Source HR System
19
Oct

The importance of communication and real-time feedback in the workplace

I recently read an article on LinkedIn regarding emoji’s in the workplace for communication. It made me think about how we communicate with our colleagues and clients.  The article suggested that using emoji’s ‘de-valued’ an employee’s worth or expertise, and that they should be carefully considered before communicating either internally or externally.

My argument – whilst working in a geographically disperse team, where I have only met two of my colleagues, we use many tools to communicate globally. Group messages, online chat, and our online community page ( company intranet)  through our HR software solution allows our global company to share not only company achievements, but personal stories and activities. We also use emojis in these stories regularly as it’s great to express emotions without a multitude of words.  Without emoji’s, photos, or continual feedback we are mere machines. Our emails are meaningless, and messaging may not come across as planned, especially when talking to employees or clients who do not speak your first language.

Whether you work in an organization that is globally disperse, or if you’re sat in an office 40 hours a week together, communication is key. Sometimes, employees are afraid to voice their opinion in a meeting or via email in case their message is ‘incorrect’ or worded wrongly. The ability to communicate and give real time feedback on a daily or monthly basis allows employees to feel not only that they have a voice, but their work is valued.

What has this got to do with HR solutions?

The article made me realize that our HR Solution encourages communication and feedback within teams. Not only do we have a company intranet where employee’s can login and see updates, which helps to bring individuals closer as a team, we also use ‘ trackers’ in our performance module. This is a great tool which allows for continuous feedback all year round. We can set it so the whole company can comment on each other, or just each other’s teams. This means when appraisals happen, there is collective feedback from the previous term which the employee can also see accumulating throughout the year. Whilst the Trackers do not allow for emoji, they certainly help to give us a stronger picture of an employees performance throughout the year, and another example of continuous communication.

If you’re interested in talking more about how our HR Management Solution can help communication between  your teams, and offer real time feedback for employees, please visit www.orangehrm.com

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3
Oct

Does employee absence make your organization sick?

Posted in General  by lucy No Comments

The way an organization manages absence can be detrimental to long term productivity and profitability. When an employee calls in sick, do you have the resource to cover that individual? Or have the software to help with nominating resource? Short, unplanned absences can cause disruption within the workforce. What happens when a certain employee calls in sick on the same day monthly – would you notice? Or are you already struggling with day to day tasks that sometimes take priority?

Whether you’re a small or large organization, absenteeism can take its toll. It can also prove tricky to track and manage. There are many Leave Management Software tools now available to help organizations. The Bradford Factor, in simple terms, provides a solution to track leave management and can alert employers of regular, short unplanned absence patterns over a 12-month period.

Employers can explore their workforce absence statistics in a few simple clicks. These reporting capabilities are invaluable to any organization regardless of whether it is part of their current internal HR process. These reports allow employers to catch underlying issues employees might be facing early on, therefore ensuring productivity levels aren’t affected. It can also be used as a guide to the state of staff morale and a way to identify disengaged employees.

What’s your Leave Management Strategy?

Every organization is different, and how they measure absence can vary. However, to ensure your organization and employees are at their full potential, an HR solution that can track and manage absence easily and efficiently is strongly recommended.

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7
Jun

OrangeHRM Announces the release of Open Source 4.0

We are excited to announce the new version of OrangeHRM Open Source 4.0 is now available and is ready to be used for production.

One of the main highlights of this new version is the opening up of 40+ REST APIs. These REST APIs are for the Admin, PIM, Leave & Time modules respectively. This version is certified to work with PHP 7.1 & Maria DB 10.1 or MySQL 5.5.

What are the aims of 4.0?

Our primary objective for 4.0 is to empower our developer community to build applications that can enrich our ecosystem. We already have a couple of the beta testers who are creating applications that will interface with third party tools.

OrangeHRM app store was created for our community members who would like to monetize their applications”. Said Sujee Saparamadu CEO and Founder of OrangeHRM “ With a 3.5 Million user base we will be able to market these applications that will enhance the productivity of our clients.”

How can you learn more?

There have already been a number of sample applications created for our community. You can download the sample app today from here and try it out for yourself - if you have any feedback or questions, get in touch. These sample app’s show how to use the REST APIs.

OrangeHRM has also been made available for “api-client-PHP” which eases the use of these REST APIs.  You can download the User guide for the API’s here.

Kavitha Gurusamy

Open Source Project Lead

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7
Jun

Release 6.2 Product Update

Sujee Saparamadu Founder & CEO of OrangeHRM speaks about what to look out for in Release 6.2….

Release 6.2 marks an historic point in the history of OrangeHRM with massively enhanced UX and modern look and feel, designed to serve global enterprises with up to 25,000 employees.

Performance and security is always at the forefront of any organization, which is why major work has taken place to ensure users can reap the benefits of Release 6.2 knowing they are using the safest and highest performing HR Management solution.

Over 20% of the OrangeHRM client base are happily using Release 6.2, with more clients in the upgrade process! Release 6.2 is also being used by our OrangeHRM sales team in demonstrations and to date has been very well received. We always try and trial our new releases internally before releasing to our clients in order to gain feedback and continue to deliver a product people want and enjoy using.

Going forward we have an exciting roadmap of new functionality for Release 6.3, which is due out at the end of June.

In Release 6.3 you can look forward to fantastic new features such as a travel and expenses tracker with real-time foreign exchange rates, executive salary restrictions and a clever wizard to create mandatory fields. Plus, much much more – remember to keep an eye out on our blog for further updates on what’s coming up!

26
Apr

Why creating a successful pathway is important for your organizations success

Posted in Talent Management  by lucy No Comments

Employees in every organization should sit at the centre. They are the ones that design, market and sell your business. They are the faces that your customers see, interact and communicate with daily. Your employees are your customers, and they too need to be engaged and motivated in what they do, for your business to succeed.

How do you keep your best talent?

In an ever growing and competitive market, the challenge is not only to attract the best talent – but keep it. Your organization could have fantastic recruitment campaigns, employee incentives and bonuses, but does it offer growth and progression, does it offer a way for employees to take ownership of their career destiny and aim for the top? If your employees aren’t challenged, and have no sight of where they can progress to, they will ultimately leave.

What are career pathways, and why do they matter?

Career pathways offer employees a journey to success. They map out ways employees can progress within the organization, whether it be within their current department, or take a step into a completely new one. Your best talent are those who are driven and ambitious to grow. Employees need to know where their career will lead, and where their role within the business will take them in the future. This is why career pathways are essential to retaining your best people.

What options do you have?

There has been an ongoing debate regarding annual appraisals, and whether these are the best method to monitor the performance of your workforce. Not only this, but is this the best way for employees to manage their development too? Some organizations have started using constant, continual feedback instead of annual performance reviews, which offer employees the chance to find out how they can improve and progress on a more regular basis. This continual feedback not only helps employees understand their development, but can also flag to employers where their top performers are within the organization.

If employees are provided with the tools to map out where they can work towards within the organization, they will be able to choose their own career pathway. It’s not enough anymore to just offer a high salary, and hope they stay.

For organizations to retain top talent, have internal company loyalty and hardworking, ambitious employees requires presenting real evidence of internal growth opportunities.

How do you manage your talent, and what methods do you think work well?

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29
Mar

AI and not losing the human touch

Lawrence Knowles, Chief Product Officer at OrangeHRM talks about the ever growing importance of using the right tools to recruit the right talent. He explores the relationship between Artificial Intelligence and recruitment, and explains how personality matching can aid decision making.

Artificial Intelligence and recruiting has been one of the most talked about topics in recent months. With the advent of robotics and automation, the link between humans and machines is ever growing - from chatbot’s guiding people through service processes to full scale human augmentation, and even replacement through both machines and algorithms.

There is barely a day that goes by without a new report on which jobs will be displaced and in what timeframes and the impact on the economy - these often vary and make disturbing reading. What we are also seeing at the same time is that hiring volumes are increasing but the budget given to the recruitment teams are either the same as before or reduced.

This is further driving the automation around intelligent resume parsing, matching skills using taxonomies against job descriptions, eliminating the need to waste time manually screening unqualified candidates. Further still, there are now online solutions allowing detailed background checking which is often an extremely intensive manual process, with major inefficiencies around paper based workflow.

Throughout the introduction of such systems there is naturally a debate on bias, well we are sure there has been natural bias within recruitment for decades, but this shouldn’t be an excuse for not implementing best practice and efficiency moving forward.

One new area we have been exploring at OrangeHRM is that of personality trait matching. We are in no doubt the solutions described above are valid, but believe they need extending. How often a candidate has been seen by someone during the recruitment process and that innate human ability to understand their personality and how they would fit into an existing team environment.

OrangeHRM have collaborated with IBM, using their Watson technology, and created a fully integrated solution that allows recruiting managers to view the personality match of the candidates against the team they are being recruited into. We believe this offers another dimension in what today is a candidate-driven market and offers a critical tool to help you to both attract and compete for talent, ensuring you make the right hire.

13
Feb

Top 5 HR Lessons From 2016 US Presidential Elections

Posted in General  by Shaun Bradley No Comments

29
Dec

OrangeHRM Announces Availability of Release 6.1

Posted in General  by Shaun Bradley No Comments

Major product improvements with automated upgrades

New Jersey, USARelease 6.1 — Recently at the HRTech in Chicago, OrangeHRM announced immediate availability of Release 6.1, enabling owners of version 5.x to immediately upgrade to the latest release.

“Release 6.1 represents a major investment by OrangeHRM providing a new clean user interface with major improvements to usability, performance and application security. OrangeHRM have worked with existing clients and UX/UI industry experts to provide the most intuitive user experience possible. At the same time and to support the continued growth and size of our user base the entire system is far more scaleable and provides further deployment support for technologies such as Docker. One of the most exciting improvements has been to the technology support underpinning the release and all future releases, these allow for far easier enterprise integration through the support of a REST Web service API and much enhanced functionality and support for mobile. Also, with the new architecture security patches can be deployed faster and easily. It provides the basis for a comprehensive and exciting roadmap for 2017 and beyond, including new functionality using the latest in AI, Analytics, Social and mobile.” said Lawrence Knowles, Chief Product Offcer at OrangeHRM.

“We are delighted with the feedback we’ve received from our existing clients,” said Sujee Sapamaradu, Co- Founder and CEO. “We feel this is a landmark release in the history of OrangeHRM and allows to further prosecute our global growth plans.”

Release 6.1 Availability

Release 6.1 is a major update driven by customer feedback and is part of OrangeHRM’s commitment to deliver the latest product updates in one convenient installation. Comprehensive up-grader tools have been developed to ensure a seamless transition. Release 6.1 is available immediately and further details can be found by contacting your account manager or at www.orangehrm.com

OrangeHRM and Release 6.1 are either registered trademarks or trademarks of OrangeHRM in the United States and/or other countries.

The names of actual companies and products mentioned herein may be the trademarks of their respective owners.

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3
Nov

Vulture Marketing - The Silent Killer

Posted in General  by admin No Comments

Search the web and you will not find a definition for the term “Vulture Marketing.” It’s shocking as there is such a great use for that term. I’ve long felt that organizations that take advantage of the less fortunate were vultures. They specifically target people that are vulnerable to products/services that take advantage of their vulnerabilities. The people these vultures target will never be able to improve their lives as long as they keep falling victim to these vultures. Their vulnerabilities can include, poverty, mental illness, addiction, language limitations, and more.

There is a very solid argument to be made that there is a negative correlation between vulture marketing and the economy (I’ll explain this below.) Without naming specific companies, I’m going to provide some examples of vulture marketers below:

Payday Loans & Cash Advance:

These places prey on people that are either poor, uneducated, newcomers, and/or out of options. They usually charge a 20% interest rate for a payday loan. 20% interest for a 14 day loan? That’s absolutely ridiculous. It’s obviously taking advantage of people that are very desperate or that don’t understand how high of an interest rate they’re paying. It’s no coincidence that the majority of payday loans locations are in areas with a high rate of poverty. Casinos also charge similar outrageous interest rates when offering cash advances of credit cards. I’ve even seen casinos that offer payday advances. Would an individual that is in a good state of mind and without a gambling addiction gamble their future paycheck knowing the odds were against them and that there was a 20% interest rate? No.

Guaranteed Approval Used Car Loans:

I once briefly worked for a car dealership that guaranteed approvals on used car loans. The cars were 20-30% overpriced and the interest rates were anywhere between 20-30% per year. I was shocked as the dealership sold more of these type of deals than new cars and commercial vehicles combined. The people who went for these bad deals were often new immigrants with no credit history or people with horrible credit. The dealerships know that customers have very little leverage because they have no other options for obtaining a vehicle. Due to this, they overprice the car and offer interest rates over 20%.

Cash For Gold:

Pawning items is one of the oldest forms of commerce and I love the show Pawn Stars. Although pawn shops indirectly target vulnerable people, I wouldn’t classify it as vulture marketing. Places that primarily offer “quick cash for gold and jewelry” would be classified as vulture marketers. A lot of people that own gold or silver don’t know the true worth of their jewelry and don’t realize that they are being offered well below scrap value for their jewelry. If the price of gold is $60/gram, “the cash for gold” places will offer you anywhere from 10-40% of its scrap value. You will always get substantially more by selling it privately on Kijiji or letgo.

There are multiple other types of vulture marketing tactics that victimize people that are vulnerable. Some tow truck drivers often scam and take advantage of people who are in a stressful situation. This video by CBC Marketplace is very informative on this issue. Some moving companies scam and take advantage of people and hold their positions for ransom on the day of a move because they know that people’s options are limited on a moving day. How do they find these vulnerable people? They typically do this by offering very low prices to target people who can’t afford professional movers. Again, this video by CBC Marketplace is very informative on this scam. High interest rate credit cards, 2nd & 3rd mortgage lenders, Multi-level companies, the list of vulture marketing tactics are limitless.

To be clear, there are a lot of professional and reputable moving companies, tow truck drivers, 3rd mortgage lenders, etc. The term vulture marketing should be only be used if the organization is targeting people who are vulnerable.

What are the impacts of vulture marketing on the economy?

My hypothesis is that vulture marketing is negatively affecting our economy.We can confidently assume that the people that are more likely to fall victim to vulture marketing are people that are below the poverty line. If these people continuously fall victim to vulture marketing tactics and continue to pay outrageous interest rates, they will never be able to grow financially and get out of poverty. That can’t be good for the economy. It would be a stretch to link vulture marketing to suicide rates and addiction rates without research, so I won’t go there.

I typically won’t write articles that are controversial, but I felt that this issue gets nowhere near the level of attention it deserves. I’d love to hear everyone’s thoughts on vulture marketing. Please share your thoughts!

2
Nov

6 Questions You Must Ask When Considering HRMS Software

Posted in General  by admin No Comments

So you’ve been asked to look into Human Resource or HRMS software for your organization. A quick internet search turns up a large number of companies that appear to have similar offerings. In fact, there is a wide range of systems available that target different markets. Some claim to work for any organization, whereas others appeal to specific verticals like construction, oil and gas, and manufacturing. Some may seem “fully loaded” with features you may never use, and others may be too simple for your level of customizations. Above all, they each come with their own unique price tag that may or may not suit your organizational budget.

The search for “HR Software” can often become more cumbersome than it needs to be if you’re not asking the right questions. Therefore, we’ve compiled a list of the “Six Questions You Must Ask When Considering HRMS Software.”

Is The System Cloud-Based?

These days, there seems to be two main pricing and delivery models available for purchasing software. One is similar to buying a car with a full payment upfront, whereas the other is more like leasing a car with lower monthly payments.

If you’d like the software to reside on your servers, behind your own firewall, tended by your own IT staff, you’re more than likely going to lean toward the traditional licensed software model. This means you pay one lump sum for the system, plus an annual maintenance fee for support and updates. Your company will be in control of your system, and your IT team will be responsible for the data security and system up-time. On the contrary, if you’d prefer to make your own decisions for your department, without waiting for the IT team, the hosted or “cloud” model may suit you best. This option would grant you access the system from anywhere in the world at any time through the web, with no need for IT to install any software or tweak any hardware on your systems.

With the latter option, you’d pay a low monthly fee for each user on the system, and the vendor would be responsible for guaranteeing the safeguarding of your data, and keeping the system working. Generally you can pay for a cloud solution out of your operating budget instead of asking for approval for a capital purchase.

Is the vendor willing to provide a reference when asked?

Have you ever heard the saying “we’re only as good as our customer’s say we are”? Well, it’s true. You can’t afford to rely solely on what the software vendor says, you should always ask for case studies or the contact information for a reference customer so you can get the real story. Ideally, you’d like the reference account(s) to be in the same or a similar line of business so that it’s more relevant to your needs. Ask them how smoothly the installation and training went, how gracefully the vendor handled any issues and what’s keeping them a customer. The vendor’s attention to customer service should figure prominently in your purchase decision.

Are there any external human resource organizations or associations that endorse or stand behind the software?

You may come across a large organization that stands behind the vendor because they truly believe in the system. There are a number of large government and industry organizations that will endorse vendors they believe are superior in the industry. If you recognize an organization that stands behind a particular vendor, you can feel an added level of comfort regarding the software’s functionality and the company’s reputation.

Will the software be able to handle the growth of my company?

While most software companies appear to have everything you need to properly manage your HR program, it’s important to think of how your needs will shift in the long term. If you were to double the size of your workforce, would the system hold up? Would the cost of the system remain affordable? It’s vitally important that your systems grow as your company grows. Ensure your vendor is able to facilitate the organizational growth while attending to any additional requirements or customization you may require in the future.

How well does the vendor understand your industry and HR challenges?

Any organization can claim that they know your industry, but a vendor that can demonstrate success with other companies in your industry would have already dealt with the nuances that your company requires. It’s important to question how many customers they have in your sector, or how many of their customers face similar challenges. The vendor’s expertise in your line of business saves you the trouble of educating them about how your industry works. It’ll allow you to receive advice and best practices for solving common problems in your field (an added bonus that not many vendors can provide).

Can your vendor provide you with a custom guided demo over the Internet?

Many companies offer a free trial but leave you alone with the help button to navigate your way through the system. Ask the vendor if they can provide you with a custom demo over the web to walk you through how it’ll meet your specific needs. Request to engage with a real person as opposed to a “helpdesk”. You want the ability to schedule a demo in your own time and when it works best for you. A guided demo will allow you to ask questions, schedule a meeting with the key decision makers in your company, and get everyone’s opinion on whether or not it’s a viable option for your organization.

Before the demo, it’s easiest to make a list of features that you want to see. See if the vendor can load your actual employee information or present their sample data in a way that’s familiar to you and your colleagues. As the demo unfolds, study how user friendly the system seems to be, and how well it solves the problems you throw at it. Do you need to manage employee training and leave? A successful demo will let you clearly visualize how the system would be used in your organization.

Selecting a HRMS software can be as simple as it sounds. Let OrangeHRM walk you through a guided demo and answer your questions today.

 

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