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OrangeHRM Secured: POODLE SSLv3 Vulnerability

Posted in General  by Shaun Bradley No Comments

What is the POODLE Vulnerability?

Security researchers from Google recently identified a bug that affects SSL 3.0. Despite SSL 3.0 is over 17 years old it is still used by many to date. The vulnerability has been nicknamed as POODLE which stands for “Padding Oracle On Downgraded Legacy Encryption”.

Since this is a “man-in-the-middle attack” the bug only allows hackers to steal data by tapping into the connection between the users and servers first, so the vulnerability is highly unlikely to be exploited in home of office environment.

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Does it affect OrangeHRM?

OrangeHRM Live Cloud Hosting

If you are using OrangeHRM’s cloud, you are safe!

OrangeHRM is no longer vulnerable to POODLE as disabled SSL 3.0 access immediately.  We will be using TLS 1 and above moving forward. The internet is full of bugs and vulnerabilities hence OrangeHRM constantly monitors server traffic and implement mechanisms to prevent attacks while our researchers try to exploit vulnerabilities and fix them before they get into the wrongs hands.

On-Premise and Third Party Hosting

The POODLE vulnerability is an attack between the users and servers and not with OrangeHRM application we urge you to check your servers or contact your hosting service providers to ensure your company information is not vulnerable.

For more information please contact the OrangeHRM Managed Services Team.


Interview with Erin Osterhaus - HR Industry Expert

Posted in General  by Shaun Bradley No Comments

OrangeHRM recently spoke with Erin Osterhaus, a human resources industry expert and researcher. Erin works as the HR market research associate for Software Advice, an online review firm for human resources software, and often writes about market trends and best practices. So, we asked Erin about her predictions for the future of HR and technology, and gathered her thoughts on software awareness among HR professionals as well as security concerns within the industry. Check out her thoughts and opinions below.

What are the new trends with HR Management Technology?

Mobile recruiting is a relatively recent phenomenon in the recruitment world. Smartphones and tablets haven’t really been around all that long—the release of the first iPhone was only six years ago. But mobile has become an increasingly important tool for recruiters who want to remain competitive when sourcing and engaging talent. In fact, many companies now report that 20 percent or more of their career site traffic comes from mobile devices, and the mobile job search is doubling each year.

With all those stats in mind, the first step any company should take is to ensure that their career site is mobile optimized—meaning its easily viewable on a cell phone or tablet. Any step after that will be a bonus.

What is the level of open source software awareness among HR folks?

Given that Software Advice’s 2014 HR BuyerView report found that almost 40 percent of HR software buyers were evaluating software for the first time, I suspect that awareness of open source technology isn’t extremely prevalent among HR professionals.

What are most critical HR functions HR Managers look in a HR management software?

In our BuyerView report, we found that HR professionals most often seek out new software in order to help them better manage their hiring process. In fact, we found that 40 percent of buyers were seeking an applicant tracking system. The next most sought after functions were time and attendance and performance reviews.

Data protection and security concerns are at an all time high, how does this impact HR tech?

Many of the buyers we speak to at Software Advice are purchasing software for the first time. They’re replacing spreadsheets and email with a dedicated software system to handle their needs. Additionally, we found that 77 percent of these buyers are purchasing software that is Web-based, meaning it’s hosted on third-party servers and updated regularly by the vendor.

In my opinion, storing employee information using Web-based software is much more secure than relying on spreadsheets and email. Maintaining security then lies with the software vendor, which has the resources required to stay up-to-date on the latest security processes—a statement that isn’t always true about small businesses without their own designated IT departments—as well as a vested interest in protecting their clients’ data.


After speaking with Erin, we can conclude that success in the HR industry is heavily reliant on the implementation and proper utilization of fully functional software. HR managers often seek new software solutions to increase workplace efficiency and improve overall business performance. And since mobile tools have become so important, HR managers and industry professionals need to clearly understand how to use the latest mobile tools in order to continue to perform at a high level. Overall, technology is improving the way HR professionals do their job, and understanding the latest tools and available software is a great way to stay ahead of the curve in our tech-focused industry.

All answers provided by Erin Osterhaus, HR researcher at Software Advice.


Pros and Cons of Customized HR Software

Posted in General  by Tina 2 Comments

There Is never a one-size-fits-all solution in human resources. When a company cannot find the right Human Resource software to meet their unique needs, the option to invest in a customized HR product can look attractive. Yet, this is not always the best option, depending on the purpose of the software.

Getting the most value from a human resource management (HRM) product means having access to a platform that’s reliable, secure, and easy to use immediately. Customization can be a good thing, if chosen for the right reasons. Before you choose customized HR software for your organization, here are some pros and cons to ponder.

Pros of Custom HR Software

  • Custom Software Built to Your Standards - Instead of an off-shelf HR product, a custom version will give you the features that you need. While this can take some time and effort to build, it’s something that’s worth investing in because no other company can have access to your most valuable tools. This gives your company a major advantage because you are better able to manage your people assets to your corporate standards.
  • Private Label and Branded - For many organizations, this is the key to building and enhancing a corporate culture. A privet label option offers full customization of the look and feel of your HRM. This makes the experience of using it more pleasant for you and your employees. From the platform to the report templates, your HRM can be fully branded to your company manual of style.
  • Robust Capabilities – While some off shelf HRM’s have had a lot of time spent on development, they can also be limiting in what they can do. A custom solution is built specifically to meet your company needs and to accomplish certain tasks. This means you have the capabilities that can expend as your company needs evolve.

Cons of HRM Customization

  • Time and Cost Commitment – It may seem easy to go with an off shelf HRM when you are in a hurry to get a product that works. However, one potential con with a custom HRM is that you have to wait slight longer to get the customizations in place. Many HRMs that are open source allow you to use some features in the meantime while you wait, and can save you on project costs in the short term.
  • More Input from You – As with any custom product build, there is the expectation that you will need to be involved in terms of providing certain information to the engineering team. You may have to complete a questionnaire or share examples of what you are looking for. But this is worth it as you receive an end product that has the bells and whistles your company is looking for.
  • Future Updates and Support – With a custom HRM build, you are like to need a higher level of ongoing support from an account manager or the engineering team. Your project manager can help to make future enhancements and improvements smoother for you, and you will be the first to know about new releases and features because of this relationship.

Whether you choose to work with OrangeHRM to customize your new human resource management software remotely or through our special onsite implementation process, we will do our best to ensure a pleasant experience for your entire team.


Benefits of HRMS on the Cloud

Posted in General  by Tina No Comments

Is your organization in the cloud yet? What we are referring to here is the Software as a Service (SaaS) model that has transformed the way millions of organizations manage their human resource functions today. Gone are the days of internal servers and filing cabinets overflowing with employee information. Now, companies turn to scalable and flexible software capabilities to securely handle their day-to-day HR administration on a virtual platform.

Advantages of Turning to Cloud-based HRMS

If you are not yet using a cloud-based human resource management system then it’s time to learn how this can benefit your organization. Let’s review some of the major advantages of HRMS on the cloud.

  • ·Cost Control – One of the most common reasons that companies look to cloud-based HRMS is the cost factor. Following the recession which had many companies looking for ways to reduce HR costs; the cloud software model has the best return on investment because of open source options like OrangeHRM.
  • More Customized – Instead of a single implementation with serious limitations as companies experienced in the past, the cloud SaaS offers up a customized approach that lets HR leaders select from the features that they need. The software then becomes customized and adapts, as the company needs change.
  • Portability – With companies changing and reducing costs to meet with industry demands, there exists the need to have a product that can grow and move frequently—even to mobile devices in the field. A cloud-based HRM has the ability as it can be accessed from anywhere in the world via a secure sign on process.
  • Self-Service – Instead of spending a great deal of time and money on implementations of new features, an HRM in the cloud can help HR administrators solve their needs with one-click solutions. Self-service tools and add-ons give more power to team administrators so they can turn elements on and off as needed.
  • Intuitive – In general, cloud-based HRMs are built to be user friendly and intuitive to those who need to access them. That’s why a system like OrangeHRM has been designed with the end user in mind, according to the requests of real HR and payroll administrators who know what they want.
  • Reporting Power – Having a way to organize all the HRM data that your organization creates with comprehensive reporting is a feature included in cloud based systems. In fact, one of the benefits of OrangeHRM is the ability to run customized reports that make data a powerful visual tool for communicating employee information and trends in your HR division.
  • Integrated – A great deal of work goes into creating an HRM on the cloud that can “talk to other common applications and processes. A well-designed HRM offers seamless integration with HR and payroll software that’s also located on the cloud. This makes it easier to manage daily HR functions and stay on top of a growing company.

Not sure if an HRM on the cloud will work for your business? Get in torch with OrangeHRM’s knowledgeable support staff to learn how we can bring these benefits and cost savings to your organization.



360 Degree Performance Evaluation – Guidelines for Success

Posted in General  by Tina No Comments

When an organization is staffed with highly engaged employees, it’s a fact that the team becomes more productive. This increases overall revenues and raises employee morale, adding value to the company to ensure more successful future projects and recruitment efforts. One good way to understand if employees are happy and engaged in their work is to conduct a 360 Degree Performance Evaluation.

Understanding What a 360 Degree Performance Evaluation is About

The goal of a performance evaluation on this level is to rate the company’s ability to create a positive and engaged workforce. On a corporate level, a 360 Degree Performance Evaluation can help Human Resources to see the “bigger picture” and how well the company is doing in terms of supporting the productivity of employees. A 360 Degree Performance Evaluation provides much insight into the company, including what’s going well and what needs improvement. It can also be used to enhance compensation planning, identify the need for more training programs, and connect performance with corporate objectives.

Pros and Cons of the 360-Degree Performance Review

Before conducting one, it’s important to understand the pros and cons of this type of effort. Let’s learn more about this type of evaluation and give some best practices for managing one at your organization.


· A 360 Degree Performance Evaluation can improve the overall performance review process by helping management see rather than speculate on individual performance metrics.

· The company can see how well it meets the performance needs of employees and spot trends in areas of weakness so that the company can set up focused training.

Compensation planning can be based on actual performance goals rather than average salary and benefit rates across job types.


· The need for restructuring jobs and tasks may arise as a result of the findings of a 360 Degree Performance Evaluation.

Selecting the right 360 Degree Performance Evaluation system and data management can be confusing if there is no standard in place currently.

· Must get buy-in from all levels of the executive management team in order to successfully launch and promote a 360 Degree Performance Evaluation company-wide.

· Future training and employee performance must be carefully monitored in order to get the most from an evolution on this level.

While there are bound to be some hesitation at first, knowing what to expect with a 360 Degree Performance Evaluation can make this a worthwhile effort. Imagine being more in control of the actual daily performance of employees? Then being able to link performance with individual job tasks to develop better compensation strategies helps to produce a more engaged and skilled workforce. This factor alone makes a 360 Degree Performance Evaluation a vital part of your human capital management.

Guidelines for Managing a 360 Degree Performance Evaluation

There are some specific ways your organization can get the most from a 360 Degree Performance Evaluation. Use these as general guidelines as you roll yours out.

· Consistency – Launch your performance review at the same time every year or quarterly. This helps to increase participation and makes leaders and employees accountable.

· Technology – Choose the right HRM to conduct and track data for the performance evaluation. Make sure it has the features you need to adapt and report on your findings.

· Timing – Roll out the 360 Degree Performance Evaluation at a time that doesn’t correspond with payroll changes or other types of performance reviews. To do so creates fear.

· Integration – Use the data as part of your overall human resource management process. Tie findings in with salaries and individual employee reporting.

If you are struggling to find ways to improve employee engagement and performance management, consider how OrangeHRM’s platform can support your organizational goals this year.

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OrangeHRM’s New Free Open Source Version - Release 3.1.2

Posted in Development, General, Updates  by Tina 2 Comments

Having access to the most up-to-date Human Resource Management software can make a big difference to any organization. This is why Orange HRM, the world’s most popular open source human resource management provider, is focused on maintaining a product that works well for the long-term.

OrangeHRM Open Source Summer 2014 Release Improvements

Our most recent release of the OrangeHRM open source HRM included some client-centered and security improvements. For this release, OrangeHRM’s engineering team wanted to make sure that information data continues to meet the highest security compliance levels. One such improvement was to improve the password hash security by using bcrypt to generate the password hash. Although all versions of our open source products and add-ons have been secure, this adds another layer of security to our platform for the ongoing protection of user data.

Greater HRM Data Control and Customized Reporting

Another improvement to the OrangeHRM open source product this release was to generate the csrf token used in symfony forms at install time and save it in hs_hr_config instead of having it as a fixed value in settings.yml This enables our members to create customized forms that better match up with standard payroll software and other applications when sharing and transmitting reports. One of the initiatives of OrangeHRM has always been to maintain a product that allows HR administrators the ability to manage their data across a central human capital process. This streamlines and makes employee information management easier and customized.

Making HRM Better with OrangeHRM

As a whole, users of OrangeHRM open source human resource management software have been able to rely on us to give HR managers the power to manage a wide range of HR functions. Each new release brings with it a broader gamut of HR administrative tasks. This includes a great deal of security too, which is something that all organizations need to maintain employment compliance in an evolving global economy.

Orange HRM is the most popular open source human resource management (HRM) software in the world. Thousands of clients rely on our product for employee time and leave management, payroll administration, and more. Therefore, we work hard to make sure that the latest fixes are in place to ensure smooth operation, even in our open source product.

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5 Ways to Choose the Best HRM for Your Organization

Your people are the most important asset, therefore it only makes sense that your organization will want to choose the best human resource management (HRM) system. But with so many choices and options out there, it can be difficult to pinpoint what features your business needs to succeed. A good HRM will give the human capital management team information and metrics needed at a glance in order to make better business decisions.

Selecting an HRM comes down to understanding the key factors and benefits that will provide the most value to your company HR functions. Here are five ways to evaluate a new HRM product so that the business gets a solid return on investment from day one.

#1 – Simple to Use Dashboard

Any HRM worth the effort will have a central dashboard that features critical human resource management information immediately upon login. This can be configured to meet the needs of the administrator who is using the HRM. Meaningful lists, charts, and links to the areas that deal with employee records, time and attendance, leave requests, recruitment and training, and more should be displayed within an intuitive framework.

#2 – Ease of Reporting

Human resource personnel are often tasked with reporting on important employment related issues. This means they will have to be able to pull a variety of reports on everything from recruitment to terminations. An easy reporting system that allows users to import and export information in common document formats is a key factor to look for in the best HRM.

#3 – Ongoing Product Updates

Just as human resources changes continually, so too should an HRM be maintained with the latest updates to employment related processes. Look for an HRM software that has frequent updates and improvements. These are the signs of a software company that listens to what its clients want and need on a regular basis, plus has a skilled development team to keep things running smoothly.

#4 – Live Knowledgeable Support

If there is ever a product issue, the one factor you will need the most is live technical support from a knowledgeable team. There is nothing more frustrating for an HR department than not having access to an HRM that stores employee data due to a software or web error. Before selecting your HRM solution, pick up the phone and ask support related questions to evaluate how responsive a company is.

#5 – Try Before You Buy

Because of all the features that an HRM has, it can be an expensive purchase for any company. However, a good HRM provider will offer an Open Source option that you can try before you buy any customization. While there are free trials of some products, you can get locked into costly features you do not want to use in the future.

As you start researching HRM systems for the business, why not get in touch with OrangeHRM to find out about our Open Source, Enterprise and Professional options?


The Key Advantages of On-site HRM Implementation

Posted in General  by Tina No Comments

Maintaining the smooth operations of company human resource functions is the main goal of any HRM product. But, at the implementation time, your organization may find itself faced with a brief interruption of the current system until a new implementation is completed by your internal Information Technology team. Ask any HR pro and you’ll find that not having access to digital employee records and other HR data is highly undesirable indeed. It’s akin to losing an arm.

A better way to update or install new HRM components

There is an alternative to trying to manage an HRM implementation on your own. This is a service that OrangeHRM offers that can make the process go a lot smoother and with less down time of HR systems. On-site HRM implementation can be requested. This provides an on-site HRM implementation manager who comes directly to your place of business to take care of this vital task.

What are the benefits of using on-site HRM implementation?

There are several advantages of having an on-site HRM implementation manager come to install your new or updated products. Let’s explore what these benefits are and how you can use this service efficiently.

Reduces Time to Implement the New HRM Product

While some of the aspects of an HRM update or installation can be managed remotely, it can take weeks and even months to develop in some cases. If there is a lot of customization or a large amount of data to manage, this can be reduced simply by having an on-site implementation consultant to handle the tasks while at the client site, working directly with key team members to accomplish more in less time. Problems and questions can be ironed out immediately.

Less Distracted Discovery and Design Sessions

During a normal product development phase, there are countless back and forth communications as the client decides how the HRM should look and operate from the administrative end. This can cause a lot of distractions that lead to longer periods of time in between efficient meetings. With on-site implementation, the implementation manager focuses on hammering all of these aspects out with all project members in the room at one time – reducing possible distractions and missed steps.

Testing and Training Benefits of On-site HRM Implementation

Once the HRM has been installed and synched with existing employee management systems, the work has just begun. Now comes the product testing phase, followed by team training so that all know how to utilize the new product. How much easier this is when there is an on-site HRM implementation consultant present to both test the system and offer hands-on training sessions for all staffers. This takes the worry and guesswork out of using the new HRM so your company can get more out of this investment.

When buying a new HRM, remember to ask about on-site implementation services so that our team can best serve your company.


Efficiently Managing Onboarding of New Hires

Posted in General, Updates  by Tina No Comments

Imagine a world where the hiring manager gets to experience the joy of bringing new employees onboard without worrying that something will get lost in the process. Now, imagine how that can affect the overall productivity of a company? Onboarding is a solution that offers more than just a way to orient new hires to the company. It supports the successful future of every employee from the anticipated start date of your organization’s most valuable asset – people.

Onboarding – What it’s all About

In no time at all, a structured onboarding process can have a positive impact on a business. Yet, many do not clearly understand what onboarding is or how it promotes higher levels of long-term employee output. In a nutshell, onboarding is the process of bringing new employees into the company in a seamless manner so they may become productive in less time. This often starts at the recruitment phase as part of an applicant tracking system, then moves into the HRIS where all employee data is managed for the life of the employment relationship.

The main reason for onboarding is to get new hires ramped up quickly so they can get to work for your business, and give you a positive return on your staffing investment.

Reasons for a Structured Onboarding System

When evaluating your current onboarding process, how organized and efficient is it for your needs? Does information often get lost, important steps get skipped, or the tasks become overwhelming during peak hiring campaigns? A lot can be said for having a structured employee onboarding system that handles all of this in one central dashboard. Keeping things consistent, and having a way to oversee all onboarding needs means your team can handle this with ease instead of frustration.

There are several reasons to have a structured onboarding system, which include:

  • A way to manage the influx of new hire paperwork, reference checks and background screening
  • Option to set up technology credentials and building security access in advance of start dates
  • Providing all the tools and equipment needed to safely perform the duties of the job

Avoiding the Pitfalls of a Poorly Managed Onboarding Process

Oftentimes, companies learn the hard way what can go wrong with a poorly managed onboarding system. New hire paperwork can get lost or is not completed to meet government mandates, employees can become confused about company policies, critical security measures are forgotten, and errors happen. These are mistakes that can put your company at risk for future lawsuits and even serious threats to your workplace and existing employees.

In a [recent presentation] conducted by OrangeHRM, a scenario was introduced involving what could be an average company faced with multiple new hires. In a very short period of time, due to a lack of a real onboarding solution, a number of steps were missed in this process of bringing just a few new hires into the company. When multiplied by a large recruitment effort or a more complex hire, just think of what could go wrong.

Your company doesn’t need to face the hassle of a poorly handled onboarding system. Instead, there is a powerful solution available to you with OrangeHRM.


OrangeHRM NOT Vulnerable to Heartbleed

Posted in General, security  by Tina No Comments

As you may know the heartbleed vulnerability has been a major concern during the past week.

We are please to inform you that we and our service providers were secured from this attack at all times and were never vulnerable due to security measures of our own on top of SSL.

You can findout more details about the vulnarability and the measures from the details below.


The Heartbleed bug ( is a serious vulnerability in OpenSSL 1.0.1 through 1.0.1.f.

This vulnerability allows an attacker to read chunks of memory from servers and clients that connect using SSL through a flaw in OpenSSL’s implementation of the heartbeat extension.

OpenSSL provides critical functionality in the internet ecosystem, and therefore vulnerabilities, such as Heartbleed, have a significant impact on digital communications and their integrity.

Is my OrangeHRM account affected by Heartbleed?

OrangeHRM’s SSL certificate end point was not vulnerable to the Heartbleed bug when it was publicly disclosed on April 7th 2014.

Any secure communication with our servers was not affected by any attacks following the public disclosure of the Heartbleed bug.

The Heartbleed bug has had a profound impact on the transmission of secure data through the Internet.

It is for that reason we are encouraging our customers to reset their passwords at their earliest convenience as a matter of common password maintenance.

Please remember to always make your passwords unique, random, and periodically rotate them.

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