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23
Aug

Top 14 Things That Drive HR Executives Crazy

Posted in General  by Nima Nassirian No Comments

Best HR Software

Here’s the top 14 things that drive HR executives crazy…

1.  The bathroom is not an appropriate place to ask HR a question about employee benefits.  If you have a question for an HR executive, their office is the best place to go.

2.  HR execs are not psychologists.  Only come to the HR execs office if you have a question related to HR, not to discuss your marital problems or your bad experience on the bus.

3.  You want to move desks because it’s too close to the printer, water cooler, or the bathroom.  There is a reason why people sit where they do and it’s typically controlled by senior management.

4.  Chasing people to do online training modules.  There’s no excuse for not completing a 15 minute safety training within 2 weeks.

5.  Senior executives thinking the rules don’t apply to them.  Your company has a strict dress code for warehouse employees but the senior executives constantly enter the warehouse without protective gear.

6. Low employee engagement survey turnouts.  The most accurate way to get a reading of the employee engagement is by the survey.

7.  Long resumes.  What possible reason could you have for having a 4 page resume? HR doesn’t need to know about your kids or hobbies.

8.  Coming to a professional interview in casual attire.  How is the recruiter supposed to take you seriously if you’re wearing jeans and yeezys?

9.  Being asked to judge candidates based on things they shouldn’t be judged on.  Things like attractiveness, number of kids, marital status, nationality, etc.  Not only can this be immoral, but illegal as well.

10.  Bringing your family to an interview.  Just no.

11.  HR not being at the executive table.  HR is arguably the most important department in the organization as people are the most important asset an organization has.  You have a CEO, COO, CMO, CTO, CFO, but no CHRO or CPO?

12.  HR are not maids.  Having HR coordinators serve executive lunches is not an appropriate use of their time.

13. Storing a month’s worth of frozen food in the freezer or leaving food to rot in fridge.  The fridge and freezer are for everybody, you should be refilling it everyday.

15.  Junk resumes.  Some HR execs have reported that over 98% of responses they get from a job board posting is junk.  It’s either candidates from overseas who are looking to be sponsored, unqualified candidates, robots, or recruiting firms.  This issue is become less common as more organizations are starting to use applicant tracking systems or ATS. OrangeHRM offers a revolutionary ATS in its recruitment module that sorts out all the unqualified resumes and only shows you the best candidates for the position. Visit www.orangehrm.com to learn more.

9
Aug

Top 5 HR Lessons From Soccer - 2016 Euro Cup

Posted in General  by Nima Nassirian No Comments

1 - Celebrate Everything, Not Just The Goals

A series of skill plays or a great shot attempt will often get the fans applause. The team didn’t score, but they still made a great play.  The fans celebrate it because it shows that the players are making the right decisions and it will eventually lead to a goal.  This is great as it also lifts the spirits of the players.

A junior copywriter writes a very well-written article that doesn’t get the publicity or traction that the organization was hoping for.  Instead of the copywriter being demotivated, celebrate the well-written article with them. This doesn’t mean you have to throw a party or anything extravagant.  Simply letting the copywriter know they did a great job can go a long way in improving that employee’s morale.

2- A Team Wins, Not A Player.

In soccer, we celebrate every goal. When a player scores a goal, the fans, players, and coaches all celebrate together (although some players enjoy destroying flag poles instead.)  Players often get into a huddle and celebrate as a team.

It’s also important to remember that no individual is greater than the team. Cristiano Ronaldo is a great example of this.  Although he is a legendary player, he has never won in a major tournament.  He got injured early in the game and it was a huge blow to the team and the fans.  Instead of crying over spilt milk, the Portuguese team didn’t give up and continued to play their hearts out.  Instead of crying in the locker room and being angry, Ronaldo returned to the game to support the team.  He passionately cheered for his teammates.  Portugal won the game.

If a sales rep at a car dealership sells a car, who celebrates with them? Just them and the manager?  What about the finance manager who worked on the contract? What about the receptionist who first greeted the customer and got them a coffee? The team should celebrate the win as a team as it will increase employee morale and instill a winning atmosphere. Having only one person celebrate the win will do nothing in increasing the morale of other team members who also worked hard on getting the win. This is why you will sometimes see large gongs inside car dealerships.  When a car salesman gets a win, they ring the gong and the entire dealership celebrates the win as a team.

3 - Quality Over Quantity

For the same money, you can sign Wayne Rooney or four college-level strikers. Four strikers sounds a lot better than one.  However, Wayne Rooney would score more goals than the other four combined.  You need an elite striker to score against elite goalkeepers.

You have $100,000 to spend on your sales department. That buys you one elite salesperson or four salespeople straight out of college. Four salespeople sounds a lot better than one.  Would the four salespeople sell more than the one elite salesperson? Not a chance. Quality is always more important than quantity.

4 - Chemistry Is Not Just For Scientists

England and Iceland in the 2016 Euros. Need we say more?  England was loaded with superstars and was one of the most talented teams in the tournament.  On paper, England’s reserves have more talent than Iceland’s starting eleven.  Iceland had a lot of the success in the tournament while England made an early exit.  The reason? Chemistry.  Iceland’s group had played together for years and had developed great team chemistry. England’s starting eleven were very talented but lacked chemistry.  Would you sacrifice your best player if it improved the team’s chemistry?

You’ve conducted dozens of interviews and have finally chosen the best candidate. Before you hire them, bring the candidate in to have an interview with the people that they’ll be working with on a daily basis.  No matter how good they are in an interview or on paper, one employee with bad chemistry can damage the performance of an entire team. The “chemistry interview” can include managers, co-workers, direct reports, and even their cubicle neighbors.

5 - Discipline When Required


If a soccer player slide tackles another player with an intent to injure, disciplinary action must be taken.  The referee will determine whether the slide tackle deserves a yellow or red card based on the severity of the slide tackle.

Ireland’s Shane Duffy slide tackled a French player from behind in the 2016 Euro Cup.  That is not acceptable behavior and Shane Duffy was subsequently shown a red card.  The red card was a contributing factor in Ireland losing the game.  Shane Duffy will think twice before doing that again.  Disciplinary action is essential to maintain order in the game and to correct unacceptable behavior.

Disciplinary tracking in the workplace is often not given the attention it deserves. Disciplinary tracking in the workplace is crucial as it enables the organization to ensure that employees adhere to the company policies.  Unacceptable employee behavior can lead to lower organizational performance,  lawsuits, and more.

Do you track and document employee discipline in an organized way? OrangeHRM is a leader in disciplinary tracking and offers the powerful tool in their HR management solution. Ask for a FREE 30-day trial today at www.orangehrm.com.

27
Jul

Top 7 HR Lessons From Pokemon Go

Posted in General  by Nima Nassirian 1 Comment

Pokemon Go is changing the world we live in.  It’s on pace to be the most popular game and most popular app of all time. There have been many stories this month of people getting fired, falling off cliffs, getting into car accidents, arrested, or robbed because of Pokemon Go.  Within all this madness, there are some very important HR lessons we can learn from this legendary game.  If you’re not a millennial or don’t know what Pokemon Go is, this article will get you all caught up.

  • Never Settle For Just Any Candidate

Before you start your journey in Pokemon Go, you must first capture your starter Pokemon.  Bulbasaur, Squirtle, & Charmander are the three basic starter Pokemon.  Most people want a Pikachu as their starter Pokemon but do not get the option of a Pikachu when they first launch the game.   They end up choosing one of the three basic starter Pokemon.  Most people do not know that if you run away from the basic starter Pokemon, Pikachu will appear!  Once they learn this, they instantly regret their decision of choosing the wrong starter Pokemon.  Good luck finding a Pikachu later on, they are rare.
This scenario happens much too often in the real world.  Recruiters are often given timelines, incentives, or pressured into filling a role as soon as possible.  If you’re a software company and you’re looking for an extremely talented graphic designer (Pikachu),  don’t settle for a candidate with a regular portfolio (Squirtle.)  You will end up regretting your decision and your company’s performance will suffer because of it.  The difference between a regular graphic designer and a talented one can make a huge difference to any organization.   Talent is the most important asset to any organization.  Do not settle for sub-par talent.

  • Look In The Right Places To Find The Best Talent

In the game, certain pokemon can only be found in certain places.  There will be greater concentrations of water type pokemon by the water, grass type pokemon in the park, and dark type pokemon at graveyards.  However, sometimes certain pokemon are restricted only to certain neighborhoods or cities.  For example, Jigglypuff can be extremely rare in Toronto but they are all over the place in Atlanta.
If you’re looking for talent in the IT industry, Silicon Valley could be full of them.  If you’re looking for graphic designers and industrial designers, Los Angeles could be packed with them. Certain types of people can also be found on certain types of job boards.  If you’re looking for Investment Advisors in New York, a job ad on Linkedin would be your best bet.  If you’re trying to fill a position for a Janitor in Alaska, Linkedin would not be the best place to post the job ad as a low percentage of Janitors in Alaska would have a Linkedin profile.

  • Don’t Overpay or Underpay Your Employees

You found the Charizard you’ve always wanted and desperately want to catch him.  If you throw your pokeball too short, you will miss.  If you throw the pokeball too long, you will also miss.  You need to throw the ball with exactly the right amount of power as there is a small margin of error.  The pokemon will only stay on the screen for a small amount of time before it runs away.
You’re looking for your next VP of Marketing and you found him/her.  Let’s say the market rate for a VP of Marketing with 10 years of experience is $150,000.    Knowing this, you decide to be efficient with the companies resources and offer them $100,000.   The best case scenario is that they accept the low offer.  Congratulations, you now have an employee with a low level of satisfaction.  People aren’t stupid, they know how much they’re worth.  It’s a well-known fact that employee engagement directly affects organizational performance.  What will more likely happen is another organization (or pokemon trainer) will offer the candidate $150,000 and you’ve lost your one chance of landing Charizard. Good luck finding another Charizard, they are rare.
Alternatively, you offer the candidate $250,000.  Congratulations, you’ve caught Charizard. So you may be asking, ” I overthrew my pokeball and still landed the candidate. So what’s the problem?”   Your company filed for bankruptcy because your payroll expenses are through the roof.  Also, the money you spent on the VP of Marketing means that you now can not hire the Operations Manager you so desperately needed.  Don’t throw your pokeball too far or too short.

  • Sometimes The Answer Is Right Under Your Nose

You have dozens of Drowzees, some stronger than others.  But now you are looking for a Hypno to add to your collection.  You’ve looked everywhere and finally found the Hypno that you’ve been looking for.  You catch it and it has a CP (Combat Power) of 200.  You later realize that you had a Drowzee on your team that had a CP of 180.  If you pushed the “evolve” button in the game, that Drowzee would have evolved into a Hypno with 500 CP.  Oops, bad move.
Sometimes we are so focused on looking for employees externally that we forget about the talented roster we already have.  If you’re looking for a VP of Marketing, you should consider the 10 marketing managers within your organization just as much if not more than external candidates.  There are pros and cons to hiring externally vs. internally, but both options should always be considered.  Perhaps the marketing manager on your team that has 10 years of experience within the organization has much more potential than an external candidate.

  • Diversity Is Key To Organizational Success

Having a diverse set of pokemon types is key to being successful in the game because it enables you to be best equipped to fight different types of pokemon. Fire-type pokemon are effective against grass-type Pokemon, but grass-type pokemon are not effective against fire-type pokemon.
Your organization has a high number of salespeople who come from a customer service background.  In customer service, you generally only receive inbound calls.  One day, the inbound leads start to dry up and your sales team is forced to start making cold calls.  One problem, cold calling is not easy and you need lots of experience and training to be successful at it.  There are innate skills associated with cold calling that a lot of people don’t possess.  If your sales team had more diversity in their backgrounds, your organization would be better equipped to have success when the inbound leads started to dry up.  Having salespeople with telemarketing backgrounds or door-to-door experience would have been extremely beneficial.
Language diversity could also be crucial.  Do you have a global organization but your sales team only speaks English?  You’re not well-prepared to catch Spanish pokemon or Dutch pokemon because your English sales team does not have a high chance of catching a Spanish pokemon.  It’s the difference between throwing a regular pokeball and an ultra pokeball.

  • Bring The Employees To You

If you use an “incense” in the game, it will lure pokemon to your location for 30 minutes.  If you don’t use the incense, you will not catch very many pokemon sitting at home.
Think of a company you really want to work for.  Think about how great it must be to work in that organization.  The company you’re imagining probably does a great job at keeping their employee happy and engaged.  Whether it’s sharing pictures of team activities on your company’s Linkedin page or video employee testimonials, show the world how great it is to work at your organization.  There are many reasons why Google will get 1000x more applications for an internship than most other organizations. One of those reasons is that everyone knows that Google is an amazing company to work for and they really know how to treat their employees.  I’m not saying you necessarily need to have a mini-golf course, scooters, free breakfast, or beer on tap in the office, but pushing out content (incense) that can assist in luring top talent to you is a lot more effective than trying to find top talent without “incense.”

  • Growing Out Of Your HR Tools

You’ve been playing the game for a while and having wild success. Woot!  You continue to grow and so does the amount of pokemon that you’re carrying.  Oh snap, you’re at the maximum number of both pokemon and items that you’re allowed to carry in the game.  The structure in which you started out with was great, but you’ve now outgrown it.  You need a “pokemon storage upgrade” to increase the maximum number of pokemon that you can carry and a “bag upgrade” to increase the maximum number of items that you can carry.  If you don’t act fast, you will miss out on some amazing pokemon that you wish you had in the future.  While you’re stuck with a maximum of 250 pokemon, your competitors have already upgraded and are growing exponentially.
The HR tools you’ve had in place have been wonderful and have helped accelerate the growth of the organization.  When you had 50 employees on the team, the tools you had in place worked perfectly.  Your organization now has 1,000 employees and those same tools are dragging your organization down like an anchor to the far depths of the ocean.  You need to act fast or you’ll miss out.  The tools you started out with made sense for an organization with 50 employees but were not designed nor optimal for an organization with 1,000 employees.  You need to upgrade your HR software before it’s too late.
You may not know it yet, but you’ve outgrown your HR software. One way to find out is to go out into the market and see what else is out there. The last time you were looking at different solutions, you were looking at solutions based on your old needs.  If you’ve outgrown your current HR tools, you need to upgrade to tools that fit your new needs.  This could include upgrading to OrangeHRM for your HRM needs, IBM Kenexa for your employee engagement needs, & Work Schedule  for your employee scheduling needs.  If you’ve been using an open source software (which is great for startups and small companies) and have now outgrown it, you need to upgrade it to a more functional and robust professional or enterprise solution.
Congratulations, you are now ready to be an elite pokemon trainer.

Download the branded version here.

28
Jun

Cultivating Company Culture Makes Good Business Sense

Posted in General  by Shaun Bradley No Comments

A driver of success, engagement, and profitability, company culture is much more than a popular catch-phrase.

Human resources managers are responsible for hiring for organizational fit, and nurturing company culture throughout the employee lifecycle. Engagement practices are a big part of that.

OrangeHRM offers the world’s most widely used Open Source HR software suite.  Our business solutions are designed to facilitate the tough job faced by hiring managers to retain—and maintain—effective and productive workplace relationships.

Over the long term, company culture represents and illustrates the structure and expectations of an organization.  Because of the need to reduce hiring costs, and improve retention, company culture gets a lot of attention.

The ability of hiring managers and employees to articulate their company culture means a norm has been established.  For potential job candidates, coherency of culture, in discussion and by observation, is a desirable employer quality.

Toward a stable company culture

Reflecting on the current job market, Fortune reports there are considerable numbers of employees of all ages on the move.  According to a report from ADP Research, younger full-time employees saw an average 10 percent increase in pay through switching jobs during the first quarter of this year.  Older employees gained a five percent pay increase using the same tactic.

For employees, leveraging jobs can be an effective tactic to quickly increase earnings.  It also increases individual and organizational uncertainty and instability.  For business, it could also mean your talent began planning their next move almost as soon as they walked in your door.

How do you stop the drain?  One answer is to nurture your company culture and increase the likelihood your own employees not only stay, but refer their friends for open positions.

Consider these points when you need to restart—or just fine tune—the cultural expectations within your organization:

  • Build it, grow it:  Define the mission and methods of your organization to ensure you know what you are doing and how you plan to do it.  If you can talk about the core vision of your business, and the practices you use to accomplish that vision, you are halfway there.
  • Treat others well:  At its best, your company culture is authentic.  When you codify your values through your company culture, you demonstrate willingness to engage employees, clients, and customers with care and reciprocity.
  • Recognize:  By putting effort into defining your company mission, and the career goals of each employee, you create a bigger, better picture that nurtures company culture and profit.
  • Be there:  Most everyone wants to be part of something bigger and contribute their energy to making something better.  Offer rewards, pay well, create meaning, and give employees positive incentives to identify with your organization.

Increase retention, boost profit, and support stability by hiring for cultural fit.  This does not mean creating a homogenous, non-diverse workforce.  It means creating a vibrant, creative work setting that keeps your workers interested.
We help you make—and keep—the right talent.  Contact OrangeHRM to learn more about our HR management software solutions.

5
May

Recruiting? Top Screening Tips for 2016

Posted in General  by Shaun Bradley No Comments

In many talent areas, the job market is tightening.  A positive candidate journey—even when the hire is not made—is important.  Screening techniques and tools are important to keep your recruiting efforts consistent, legal, and productive.

OrangeHRM is committed to providing software and mobile solutions for the HR space. Staying compliant is easier with standardized HR tools—along with knowledge of current trends in employment, and even post-employment screening.

Let’s take a look at the issues facing hiring managers at the outset of this year:

  • Background checks and banning the black box:  Ongoing conversations about the legitimacy of background checks will get louder in 2016.  As some jurisdictions move to limit use of criminal background history during employment screening, the workforce will see an influx of eligible ex-offenders.  Because of the historically high rate of incarceration in the United States, easing the ability of non-violent ex-offenders to return to the workforce eases some aspects of the labor shortage, and provides needed employment and stability to qualified workers. Along with scrutiny of criminal background checks, expect greater watchdog action on the accuracy of background checks on job candidates.  Late last year, the Consumer Finance Protection Bureau (CFPB) fined two screening companies, General Information Services and e-Background-checks.com, more than $12 million for inaccurate reports on job candidates. In addition—watch for an uptick in background screening of the 1099 workforce, including freelancers, consultants, and independent contractors.
  • Drug screening:  In some parts of the country, use of medical and even recreational marijuana, is legal.  While drug policies were more cut and dried in the past, expect to revisit drug testing and employment policies this year.
  • The role of ATS in data protection:  With the upswing in commercial and institutional data hacks, the role of ATS in brokering and transmitting personal background information on job candidates comes into question.  While ATS modules  and apps offer invaluable recruiting help, concern rises over the potential liability of ATS developers for storing or transmitting information that could be hacked.  Plus, if consent forms for background checks are not carefully completed—who is liable when a background check is hacked, exposing unauthorized personal information?  Sandboxing liability—and ensuring accuracy—of background checks, is bound to increase in 2016.
  • Post-screening and onsite security:  Tragic events in the last year have heightened concern for workplace, and workforce, safety.  While most employers traditionally do not rescreen employees after employment, social media screening, or check-in practices may become more common going forward.  Similarly, offboarding procedures and best practices will also become more structured, and likely better documented.

Use the right tech—and the right screening process—to keep your company marketplace relevant in 2016.  Whether you are a global enterprise, SME, or start-up, OrangeHRM offers flexibility and robust function.  Talk to us when you have questions about the right HR toolkit to serve your organization.

4
May

Implementing HR Software: The Importance of Good Change Management

Posted in General  by Shaun Bradley No Comments

When you implement a new HR platform, it is important to plan ahead.

As a leader in HRM solutions, OrangeHRM offers products and services for start-ups, SME, and global business. When we onboard deliverables, we are not only implementing a new system—but organizational change.  Good change management is essential.

After you have done the difficult work of surveying needs, and HR software vendors, it is time to implement your new system.  Before implementation, be sure to address these points:

  • Project management:  Ensure your organization identifies a project leader to carry out implementation.  This includes creating a project plan, identifying and elevating risk, working with internal and external point personnel, and ensuring business and vendor communications run smoothly, and to expectation.  A good project manager keeps your implementation moving forward, oversees data conversion, and ensures that your company has its best chance for a successful rollout.
  • Evaluate your need:  Upon making a software decision, most organizations are ready to get started.  Work with your vendor to identify implementation options. With OrangeHRM, we offer services that track to the needs of our clients.  Our turbo implementation rolls out our software—including training and system optimization—in two weeks.  For clients without the need for speed, we offer personal onboarding that provides the same services over a slightly longer period.  As you plan your implementation, be sure to speak with your vendor about what services are available, at what cost, to suit your needs.  Rapid, thorough rollout offers a good opportunity for your employees to get a jump-start with your new system.
  • Statement of work:  The statement of work (SOW) is an essential document for any kind of tech implementation or build-out.  The SOW identifies a schedule, and describes the services you can expect.  Look for, and work out, a fine-grained SOW to ensure there are no gaps, or vague delivery assumptions.
  • Online or onsite training:  Onboarding software has never been easier.  Many vendors offer a variety of training services including documentation, Webex modules, onsite training, and follow-up services. OrangeHRM offers all of these options, customized to client need.  Online implementation is cost-effective, covers all discovery points, and offers a real advantage to small groups.  Using online training means no travel expenses or significant work down-time.  Onsite training offered by your HR software vendor gives employees a chance to work with the system in the presence of a specialist.  Geared to small or large groups, onsite training provides users with a full understanding of the capabilities of their new HR software.

As with any project, it is important that HR software implementation is delivered on time, and within budget.  Success is measured by the ability of your organization to move comfortably, and effectively, forward after launch.

When you change your HR software—be sure you have structure in place to manage that change.  Work with an experienced, reputable vendor and be clear about your needs, expectations, and budget.

23
Mar

OrangeHRM releases API for Developers

Posted in General  by Shaun Bradley No Comments

Along with the upgrade of its professional HR solution, OrangeHRM released its application program interface (API) for vendors and developers.

In January, OrangeHRM released the new upgrade of its professional and enterprise HRM product. The release delivered new internal social media user capabilities along with #ProjectNova, a cutting-edge ATS that incorporates comprehensive candidate management and support throughout the recruiting cycle using the abilities of IBM’s Watson.

Taking the upgrade further, OrangeHRM released the professional and enterprise solution API to allow vendors, and developers, the opportunity to create products that easily integrate with OrangeHRM solutions.

The professional and enterprise options of OrangeHRM create a virtual, full-service HR ecosystem with a full suite of modules, just some of which include the following:

  • Centralized system administration with tools to create and extract reports, define pay grades, and indicate employment status.
  • Easily use and manage your personnel information, view employment history, or create informative reports.
  • All aspects of leave, time off, and timesheet management are available through the OrangeHRM dashboard. Request leave, grant leave requests, review and capture attendance data, increase efficiency, and reduce employee downtime with these OrangeHRM modules.
  • Recruiting, onboarding, and offboarding are important features of OrangeHRM solutions. From candidate sourcing, decision support, and interview assistance, the latest version of OrangeHRM creates a real-time environment for locating and hiring the right talent.
  • Document and disciplinary action management enable HR managers to create, track, and store confidential and other types of documentation.
  • Included with the professional and enterprise solutions, OrangeApp offers the ability and flexibility of monitoring your HR environment on your mobile device—wherever you are in the world.

These dynamic capabilities offer vendors a wide range of options to develop associated products to integrate with the OrangeHRM platform and create enhanced, or specialized services.

If you have a question about the API, or want to know more about the OrangeHRM enterprise and professional HR environment—contact us to talk about your questions today.

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18
Feb

Six Questions You Must Ask When Considering HRMS Software

Posted in General  by Shaun Bradley 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 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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15
Feb

Dites «Oui» aux médias sociaux sur les lieux de travail

Posted in General  by Shaun Bradley No Comments

l’utilisation croissante des médias sociaux sur les lieux de travail est la nouvelle tendance. Votre entreprise peut elle toujours dire «non?”

En 2012, la Society for Human Resource Management (SHRM) a examiné le rôle croissant des médias sociaux en milieu de travail. Comme une technologie émergente, les avantages des médias sociaux inclus:

  • La creation de réseaux
  • La capacité d’identifier, d’affiner et de renforcer les relations d’affaires
  • La création des opportunités de travail collaboratif et de partage de l’information

Depuis, l’utilisation des médias sociaux sur le lieu de travail a augmenté d’une manière signifiante difficile à imaginer encore il y a quelques années.
Selon un rapport de 2015 de McKinsey & Company, les principaux domaines aidés par des outils sociaux comprennent:

  • La gestion de l’information technologique
  • Le recrutement
  • La gestion des talents
  • La commercialisation
  • la gestion des relations clients (CRM)
  • La recherche et développement

Certaines entreprises restent préoccupés sur l’approbation de l’usage des médias sociaux lors de la journée de travail compte tenu de l’usage interne croissant de ces derniers.

Blocage des médias sociaux-une proposition perdante

Justifiant des arguments de productivité, certains employeurs interdisent l’utilisation des médias sociaux en milieu de travail.
Le maintien de ces politiques n’a plus de sens dans un milieu de travail participative.

En considérant que :

  • Les entreprises avec diverses opérations doivent utiliser les appareils mobiles, les applications et autres outils sociaux pour accroître la productivité et leur efficacité.
  • Si les pertes de temps, ou la faiblesse de la valeur de travail, sont des problèmes, la source des ses problemes est l’employé non pas la réglementation des medias sociaux.
  • Les employés engagés travaillent régulièrement en dehors des heures de travail «normales». Augmentation de la production, l’engagement des employés et l’amélioration des communications sur, et en dehors, du travail, dépend de l’utilisation intelligente de la technologie des medias sociaux.

L’année dernière, OrangeHRM a introduit OrangeBuzz, une plateforme sécurisée qui facilite la gestion de la communication et la collaboration entre les équipes et les individus en milieu de travail.

Pour les entreprises utilisant des outils sociaux non spécialisées, il existe certains risques, notamment:

  • L’ingénierie sociale: Les employés sans formation suffisante sur la cybersécurité pourraient constituer un maillon faible pour les pirates qui cherchent à pénétrer le réseau. Si vos outils de médias sociaux offrent une passerelle, les données de l’entreprise pourraient être vulnérables.
  • Les fuites d’information: Sur un outil de médias sociaux non exclusive, les travailleurs pourraient par inadvertance partager, ou laisser fuir, de précieuses informations de l’entreprise, des tendances ou des conseils.
  • La rétorsion: Sur une application à l’état sauvage, comme Twitter ou Facebook, des commentaires négatifs ou des discussions pourraient devenir virales et endommager votre marque.

Comme un outil spécialisé, OrangeBuzz offre un espace sécurisé, collaboratif de partage avec une navigation facile pour les employés ou l’équipe d’encadrement. Quel que soit votre outil social de choix, dites «oui» pour stimuler la productivité, un meilleur partage de l’information et la participation accrue de vos employés.

11
Feb

HR Tech and Tactics: Where Does Your Company Stand?

Posted in General  by Shaun Bradley No Comments

Human resource is an organizational service area being transformed by technology.  Where does your company stand on key issues?

The 2015-2016 HR Systems Survey by Sierra-Cedar is in its 18th year of evaluating and reporting on current trends in the HR space.  The latest report delivers benchmarks and offers a view on upcoming enterprise trends.

Here are some points from the latest survey:

  • Change is underway.  More than 50 percent of fee-driven HRMS systems are SaaS, and more than 40 percent of respondents state they are planning to develop new HR system strategies in the next year.  Primary among those strategies are processes that involve recruiting and on-boarding.  More companies currently use Cloud solutions for customer relations management (CRM) and sales than other organizational interests.  A “wait and see” attitude is leaving most companies unsure, or with “no plans” to use Cloud solutions in the next 24 months.
  • Higher level tools are transforming HR units into service providers.  While development of service delivery strategies declined slightly last year, there was an increase in the use of self-service and help-desk technologies.
  • Global enterprise continues to consolidate HRM solutions to streamline data collection and coordinate employee management on a regional and international basis.
  • Desire and demand for HR analytics speaks to the need to understand tangible outcomes.  Managers with better access to data sources, metric categories, and analytics obtain higher levels of business and financial performance.
  • Mobile remains hot.  With an increase of 70 percent in the last three years, growth of mobile apps and use of mobile devices on the job-site continues.  The Sierra-Cedar survey found a 90 percent jump in adoption of mobile solutions from last year, with a predicted growth of 65 percent in the coming year.  Just as well-designed ATS modules are now indispensable in the recruiting cycle, mobile devices are now a “standard tool” to increase collaboration, information exchange, productivity, and customer satisfaction.
  • Strategic use of social technology  is also advancing.  Use of enterprise social media tools, along with other collaborative delivery packages increased by 20 percent last year.  Collaborative tools are poised to make inroads in the coming year.

Sierra-Cedar notes early adopters of HR technology equipped top performing companies to improve their bottom line for the last several years. As HR tech has become ubiquitous, the advantage of early adopters has largely dissolved.

Look for collaborative social, and recruiting tools, along with analytics and improved business processes as differentiators for top performing companies in the coming year.

 

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