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OrangeHRM Announces the release of Open Source 4.0

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

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

What are the aims of 4.0?

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

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

How can you learn more?

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

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

Kavitha Gurusamy

Open Source Project Lead

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Vulture Marketing - The Silent Killer

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

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

Payday Loans & Cash Advance:

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

Guaranteed Approval Used Car Loans:

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

Cash For Gold:

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

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

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

What are the impacts of vulture marketing on the economy?

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

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


6 Questions You Must Ask When Considering HRMS Software

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

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

Is The System Cloud-Based?

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

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

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

Is the vendor willing to provide a reference when asked?

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

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

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

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

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

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

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

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

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

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

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


Top 5 Reasons Why Organizations Should Hire More Telecommuters

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The trend of hiring telecommuters or remote employees continues to grow year after year.  At OrangeHRM, over 25% of their workforce telecommutes. There are plenty of pros and a few cons when hiring employees that work from home. It can be more challenging to build a “team” environment and to manage employees that work from home.  The benefits of telecommuting far outweigh the negatives. Here are the top 5 reasons why organizations should hire more telecommuters:

1. Improved Employee Morale. A study from the Pennsylvania State University showed that telecommuters are generally happier and less stressed than their office-working counterparts.  Waking up before dawn, skipping breakfast, driving in traffic, and waiting for a late train can all add stress to an employee.  Let’s not forget that working from home will improve the employee’s work-life balance.  A higher rate of employee satisfaction will lead to higher performance.

2. Wider Talent Pool. Offering telecommuting positions enables organizations to access a global talent pool.  If a position isn’t limited to a specific geography, the organization will receive a higher number of quality applicants.

3. Improved Productivity. It’s a common misconception that employees are less productive when working from home.  Studies have shown that if an organization does their proper due diligence and hired an employee that is suited for the telecommuting life, the employee will be far more productive from home. The employer also needs to hold employees accountable for their productivity.  An effective way to do this is to ask employees what tasks they plan on completing on a given day and to follow up by asking what they accomplished at the end of the day.

Although the social aspect of working from an office is great, it can also be a negative as office chit-chats and politics can be very distracting.  The flexibility of the hours also means that employees aren’t restricted by office hours.  Once employees check out of the office, they mentally check out as well.

4. Cost Savings. Employees who work from home don’t have the same costs as office employees. Working in an office can increase your commuting, dry cleaning, and eating costs. The decrease in costs and increase in work-life balance will make any position your organization offers a lot more appealing to candidates. This in turn will decrease compensation expectations.  Telecommuters are often “contractors” and provide their own equipment and office space which decreases overhead costs.

5. Reduced Down Time. Employees no longer have to lose an entire work day because they have a court date or doctor’s appointment. They don’t need to miss a day of work because their kids, parents, or spouses are sick.


Top 14 Things That Drive HR Executives Crazy

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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 to learn more.


Top 5 HR Lessons From Soccer - 2016 Euro Cup

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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


Top 7 HR Lessons From Pokemon Go

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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.


Pros and Cons of Customized HR Software

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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

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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

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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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