OrangeHRM Blog
Voice of Free & Open Source HR System
17
Nov

GDPR Whitepaper – What’s it all about?

Posted in General, Legislation  by lucy No Comments

GDPR - General Data Protection Regulation comes into force in Europe from 25 May 2018. But what does it mean?

This is all about strengthening and unifying data protection for all individuals within the European Union (EU). It also addresses the export of personal data outside the EU, enforces penalties for breach and defines stronger conditions for consent. As a HR department, you’re storing personal data on your employees – and job vacancy candidates – so if you have staff in Europe, you have a legal responsibility for how you process this personal data.

The first steps are simple, but you need to be aware that what works for one organization might not necessarily be the same for you, but what is the same is that you need to ensure that you remain compliant. Without the necessary procedures in place can result in hefty fines.

What you need to ask yourself?
1. Have you correctly informed people why you are collecting data and what you are doing with it?
2. Do you have a process by which an individual can get access the personal data you store?
3. How do you provide employees with the right to be forgotten?
4. Are you using any automated tools for staff profiling and have you informed staff and provided them with a right to object?

When it comes to employee data, you need to balance the regulatory requirements to retain historical employee data for a period of time with the employee’s right to be forgotten. It’s important that you clearly define your policies and procedures, understand your regulatory requirements and select the technology solutions that best enable you to execute your policies.

To give you a helping hand, and to learn more about what the next steps are and some key pointers to take into consideration, download our whitepaper  ‘ GDPR – What’s it all about’.

Tags: , , , , , ,

16
Nov

Happy employees = Happy clients = Successful organization

Why does it matter if your employees are happy?

Before even thinking about your clients who generate revenue for your organization, your first client is your employee. Employees when feel valued, are your biggest asset. They are the face of your business, the individuals that sell your product or service, and are the voice that can either make or break a deal. But how do you ensure they are happy? Monetary rewards are sometimes not enough. Having an HR Management solution in place that tracks employees progress, feedback and encourages employee engagement is a must if you wish to ensure your employees keep those smiles on their faces :)

Happy employees mean:

Loyalty to the business – promoting a positive working environment will follow through when dealing with prospects and clients. They are more likely to want to work with you if your employees portray a positive attitude towards the business and what they are selling.

Talent retention - talent is the most sought-after asset, and in an ever-increasing competitive market, organizations struggle to not only attract talent but keep them. By keeping your employees happy, will ultimately mean retaining that much needed talent your business needs to survive – leading to…

Profit and reaching business objectives – if you have a talented happy workforce, innovative ideas will exude especially in a positive working environment. If your employees are disengaged, or feel undervalued, creativity and motivation will lack – affecting business profit and reaching those much important business objectives.

How to do this?

Offer consistent and continual feedback – all employees need feedback, constructive and continual comments on their projects. Using trackers or feedback tools within your HR solution provides employees the chance to continually feedback on other colleagues work, and these can be viewed at any point – and are especially useful when it comes to  the performance review. Not only this, but receiving positive feedback on work can lead to…

Motivation – employees need to know they have room to grow. They need the reassurance that if they want to progress, there is a plan in place for this to happen and you value them as an individual employee. Offering a career pathway for each of your employees offers a roadmap of where their career can lead to. Having a goal to achieve within a job role such as a client project is short term, but having longer term goals within a business in regard to personal development will motivate your employees to work harder, and help business grow.

Employee engagement – make them feel valued – Did you know that most employees leave their workplace because of their managers? Most employees stay due to their relationships they have with their colleagues. Offering a forum where employees can engage with each other regularly about work, but also personal achievements allows employees to grow relationships with colleagues they may not deal with daily, or in a global company, may have never met. For example: within OrangeHRM, there is a ‘Buzz’ community within the OrangeHRM system– where employees share photos, successful projects, videos and even #throwbackthursday.

Although this blog is only a snapshot of why happy employees make a happy business, there are many ways organizations can achieve this. If you’re interested to find out more about how OrangeHRM’s solution can encourage employee engagement and overall workforce happiness, we would love to speak to you, get in contact with us today here! Or if you have other ideas on how you manage positivity within your organization, please comment below.

Tags: , , , , ,

1
Nov

How do you know that your message is being communicated and read?

Following on from my previous blog ‘The importance of communication and real time feedback in the workplace ’ it made me think how else OrangeHRM help organizations manage and encourage employee communication. It also made me ask the question ‘how do we know that our messages are being read?’.

The situation
A new company policy has come into force and you need all employees to understand what it is. Sending out an email may fall on deaf ears or just get lost in the 1 million other items an employee may have in their inbox. How do you know for sure, and accurately your message will be read? Or what happens when a new starter joins?  They need to understand company procedures – do they have to read a lengthy paper brochure, which – they never end up getting to because other priorities take over?

Now there’s an easier way. We continually listen to our clients and understand what their unique requirements are, and constantly look at how our HR Management solution can help make their lives easier. And here’s how…

We have learnt that it’s important for organizations to be able to not only communicate effectively with their employees, but also have a record of who has, and who hasn’t received and read messages. Tools that can help track this information, and record data is a must have if you want to remain not only efficient, but compliant (especially if you’re an EU organization and complying with GDPR in the forthcoming months).

OrangeHRM provide an ‘acknowledgments’ tool that organizations can use to help record who is and who isn’t reading their communication. It’s as simple as a tick box, and automatically records this data into the system for employers to login and access quickly and easily when they are notified.

The importance of acknowledgments

Remain compliant
For organizations with staff in the EU, GDPR will be coming into force in 2018 (starting from 25th May 2018 to be precise). GDPR draws particular attention to the need to have employee consent for various aspects of data protection policies. Acknowledgments allow a quick and easy method to keep track of when employees have provided their consent with organizational policies and procedures.

Consistent and accurate communication
Organizations will be able to ensure messages are being read and that their workforce is all ‘on the same page’. Employers are also able to send specific messages to defined groups, such as individual departments, or groups of employees like new starters.

Simple, yet insightful reporting
The ability to access data quickly and easily is a must in any organization. Using acknowledgments mean the HR team can now report, for example, on the number of new starters that month who have read the company handbook and accepted the policies. It means organizations can be rest assured when it comes to audit time because these reports are easily accessible and exported when required.

How do you manage your communication and know that your messages are being read? Do you have a specific process in place? If you’re interested in learning more on how OrangeHRM can help you communicate effectively and remain compliant, talk to us.

Tags: , , , , , , ,

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

Tags: , , , , , , ,

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.

Tags: , , ,

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

Tags: , , , , , ,

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?

Tags: , , , , ,

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

 

Copyright © 2017 OrangeHRM Inc All rights reserved. Powered By WordPress