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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.


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, 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.


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.


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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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.



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.


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.


Deberían las computadoras hacerse cargo del ciclo de contratación de las compañías?

Posted in Spanish  by Shaun Bradley No Comments

Como nuevas aplicaciones y SaaS ofrecen un mayor servicio en el campo de reclutamiento, será hora de que las personas se salgan del juego?

Un estudio reciente de la Oficina Nacional de Investigación Económica (NBER) sugiere algoritmos que están mejor equipados para tomar decisiones de contratación y que aumentan las tasas de retención de la empresa. El estudio involucró un análisis meta de 300.000 registros de empleo de 15 empresas diferentes. Alrededor de un tercio de los empleados contratados fueron evaluados y contratados en base a pruebas de personalidad y habilidades en línea.

Algunos puntos finos del estudio incluyen:

  • El estudio evaluó posiciones que por lo general se consideran trabajos de habilidades repetitivas o inferiores, como el empleo en un centro de llamadas, o de clasificación a base de pruebas estandarizadas.
  • La tasa de retención de los elegidos por ordenador fue 15 por ciento superior a contrataciones realizadas por personas reclutadoras.
  • Contrataciones realizadas por los seres humanos no fueron significativamente más o menos productivos que los realizados por ordenador.

Uno de los autores del estudio, el Dr. Mitchell Hoffman, señala: ” Definitivamente este estudio sugiere que más poderes de toma de decisiones se deben dar a la máquina en relación con los seres humanos.”

Será que reclutadores y gerentes de contratación se están volviendo “obsoletos”?

La mente y la máquina son la mejor combinación de contratación

Los algoritmos utilizados en todo el ciclo de reclutamiento valen la pena para hacer una inversión. #ProjectNova, La solución de ATS OrangeHRM, utiliza la tecnología de Watson para ofrecer análisis de candidato detallados y la comparación. El Proyecto Nova es un asistente de reclutamiento digital que recopila en los medios de comunicación social información de los candidatos, y tiene las preguntas específicas de la entrevista como guía.

Pero, un módulo ATS sofisticado descarta el factor humano? La respuesta corta es no.”


Digan ” Sí” a los medios de comunicación social en su lugar de trabajo

Posted in Spanish  by Shaun Bradley No Comments

Tendencias del lugar de trabajo apuntan a la creciente utilización de las redes sociales durante horas laborales. ¿Está su empresa diciendo “no”?

En 2012, la Sociedad para la Gestión de Recursos Humanos (SHRM) discutió el creciente papel de las redes sociales en el lugar de trabajo. Como una tecnología emergente, las ventajas de las redes sociales incluyen:

  • Redes
  • Capacidad para identificar, mejorar y fortalecer las relaciones comerciales
  • Crear oportunidades de trabajo en colaboración y el intercambio de información

Desde entonces, el uso de los medios sociales en el lugar de trabajo se ha incrementado de una manera difícil de imaginar desde hace apenas unos años. Según un informe de 2015 de McKinsey & Company, las áreas clave ayudadas por herramientas sociales incluyen:

  • Gestión de TI
  • Reclutamiento
  • Gestión del talento
  • Mercadeo
  • Gestión de relaciones con los clientes (CRM)
  • Investigación y desarrollo

Como compromiso con la cara interna de los medios sociales se profundiza en que algunas empresas siguen preocupados por respaldar los medios de comunicación social durante la jornada laboral.

El bloqueo de medios de comunicación social es una propuesta perdedora

Para cumplir con los argumentos de productividad algunos empleadores prohíben el uso de las redes sociales en el lugar de trabajo. Respaldar estas políticas no tiene mucho sentido en un lugar de trabajo participativo.

Es importante considerar lo siguiente:

  • Empresas con diversas operaciones deben utilizar dispositivos móviles, aplicaciones y otras herramientas sociales para aumentar la productividad y la eficiencia
  • Si la pérdida de tiempo o una mala relación de trabajo, es un problema, el problema es desatender la red social media-empleado.
  • Los empleados comprometidos trabajan rutinariamente fuera de las horas de trabajo “normales”. El aumento de la producción, con la participación de los empleados, y la mejora de las comunicaciones en y fuera el trabajo, depende de un uso inteligente de la tecnología social.

El año pasado, OrangeHRM introdujo OrangeBuzz, una plataforma segura que facilita la comunicación y colaboración entre equipos y personas del lugar de trabajo. Para las empresas que utilizan herramientas sociales no especializados, hay ciertos riesgos que incluyen:

  • Ingeniería social: Los empleados sin formación suficiente sobre la seguridad cibernética podrían ser un punto débil para los hackers que buscan entrar a la red. Si sus herramientas de medios sociales ofrecen una puerta de entrada, datos de la empresa podrían ser vulnerables.
  • Fugas de información: en una herramienta no propietaria de medios de comunicación social, los trabajadores podrían inadvertidamente compartir valiosa información de la empresa, las tendencias, o consejos.
  • Represalias: En una aplicación en la naturaleza, como Twitter o Facebook, comentarios o debates negativos podrían ser virales dañando su marca.

Como una herramienta especializada, OrangeBuzz ofrece en un espacio seguro el intercambio de colaboración, es fácil de navegar para los empleados. Sea cual sea su herramienta social de elección, debe decir “sí” a aumentar la productividad, mejorar el intercambio de información y una mayor participación de los empleados.


Say “Yes” to Social Media in Your Workplace

Posted in General  by Shaun Bradley No Comments

Workplace trends point to the increasing use of social media in the workplace. Is your company still saying “no?”

In 2012, the Society for Human Resource Management (SHRM) discussed the expanding role of social media in the workplace. As an emerging technology, the advantages of social media included:

  • Networking
  • Ability to identify, refine and strengthen business relationships
  • Create collaborative work opportunities and information sharing

Since that time, social media use in the workplace has increased in ways hard to imagine just a few years ago.  According to a 2015 report from McKinsey & Company, the key areas aided by social tools include:

  • IT management
  • Recruiting
  • Talent management
  • Marketing
  • Customer relations management (CRM)
  • Research and development

As engagement with internal facing social media deepens, some companies remain concerned about endorsing social media during the workday.

Blocking social media—a losing proposition

Sticking to productivity arguments, some employers prohibit the use of social media in the workplace.  Policing these policies makes little sense in a participatory workplace.  Consider:

  • Companies with diverse operations must use mobile devices, apps, and other social tools to increase productivity and efficiencies
  • If wasted time, or poor work value, is a problem, the issue is the employee—not regulating social media.
  • Engaged employees routinely work outside of “regular” work hours.  Increasing output, engaging employees, and improving communications on, and off, the job, depends on smart use of social technology.

Last year, OrangeHRM introduced OrangeBuzz,  a secure platform that facilitates managed communication and collaboration between workplace teams and individuals.  For companies using non-specialized social tools, there are certain risks that include:

  • Social engineering:  Employees without sufficient training on cyber security could prove a weak link for hackers seeking network entry.  If your social media tools offer a gateway, company data could be vulnerable.
  • Information leaks:  On a non-proprietary social media tool, workers could inadvertently share, or leak, valuable company information, trends, or tips.
  • Retaliation:  On an app in the wild, like Twitter or Facebook, negative comments or discussion could go viral, damaging your brand.

As a specialized tool, OrangeBuzz offers safe, collaborative sharing space easily navigated by employees or management.  Whatever your social tool of choice, say “yes” to boosting productivity, better information sharing—and increased employee engagement.



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