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Posts Tagged ‘hrms’

7
Dec

Are you counting down the days until Christmas, or the number of empty desks in the office?

The countdown to the festive season start months in advance, and so does planning for it - and it’s now very close by! However, this can impact many organizations in terms of productivity. How can organizations still hit their targets and remain efficient with their workforce applying for leave left, right and centre? This can also give managers the extra workload of working out cover or resource for those individuals in the team who are on leave.

To manage employee leave requests quickly and easily, and at the same time ensure resource is allocated, organizations should take advantage of HR Management Software that can handle the workload for them. Solutions such as OrangeHRM are all about making people’s lives easier - removing administrative tasks and allowing organizations to focus on their people and talent.  OrangeHRM has a handy tool as part of their new product release to help with just that…

What is leave nominee and how can it help?

Employees can now utilize the ‘ Leave nominee’ tool, part of OrangeHRM’s Leave Management module - offering the possibility of nominating employees to handle the workload during an employee’s absence. Employees can assign up to 3 alternative colleagues to look after their work ( subject to approval of course!)

3 benefits of using Leave Nominee

Forward planning
The festive season is just one example of where organizations may struggle with juggling employee leave. Summer vacations or other religious celebrations may impact organizations differently, depending on their geographical location. Organizations can  now plan for the future easily, and allocate resource quickly using this intuitive tool. By allowing employees to assign colleagues to cover their workload means team can plan in advance priorities to ensure resource is covered.

Consistent productivity
When employees go on leave, team members are often left with picking up the pieces, and are in the dark when it comes to knowing what work needs to be completed, and by when. The possibility of assigning resource when employees are on leave in advance means that productivity levels will remain high and not impact an organizations performance.

Effective real-time Communication
Communication is key in order to remain productive. However, within a large organization sometimes this can be a difficult task, especially when teams are operating in different locations. When employees use the Leave Nominee tool by OrangeHRM, the assigned colleagues will be notified, along with the reporting line manager. They are able to reject or approve the nominations. The Leave Nominee feature also allows for notes to be included, for example deadlines or specific details for projects. This means that  everyone will be aware of who is responsible for certain tasks, and fully ‘ in the know’ in regards to project deadlines or priorities.

To learn more about how OrangeHRM can help you and your organization with Leave Management, talk to us today and we can show you the Leave Nominee tool and other features that could be beneficial. Or why not watch our 3 minute video tutorial on this tool here.

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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.

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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 or why not watch our video here on the Acknowledgment tool?

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22
Jul

OHRMCon: Lee Congdon on the Changing Role of IT Organizations

Posted in General  by Shaun Bradley 1 Comment

In October, OrangeHRM invites you to OHRMCon in New York City. At the conference, you’ll have access to the voices, vision, and best practices that are carrying HR tech into the future. Recently, plenary speaker Lee Congdon shared some insights on the accelerating transition from an industrial to information society and how that is impacting business technology today.

As Chief Information Officer of Red Hat, Mr. Congdon is the innovative mind behind the company’s global information systems. With a career that began as an IT manager and developer, Mr. Congdon understands the costs of legacy systems—in both IT and business units.

Arguably, the race toward a knowledge-based society stirred with the Space Age. Technological developments, miniaturization, and an ever-increasing need for speed in both information transfer—and staying ahead of the learning curve—have not slowed since.

Staying relevant during rapid transition

In discussing the digital transition, Mr. Congdon highlighted the challenges pressing the redefinition of relationships between IT departments and their business partners. To deliver products, build profit, and stay relevant, enterprises must consider:

  • Re-framing IT and business partner interaction: The legacy style of defined boundaries between IT and business units is history. Instead of distinct departments competing on costs, jointly developed solutions between the technical and business sides serve the entire enterprise in its goal of marketplace relevance.
  • IT skills development: By better understanding the language of its business partners, IT units can better serve the larger goals of the enterprise. Notes Mr. Congdon on the changing role of IT, “…instead of just working with their business partner to select an Agile Portfolio, implement it over time, assist in the change management and so on, IT organizations now must bring offers to the table to either reduce costs, or more importantly, to increase revenue. They also must implement offers independently but with a level of success equal or greater to that in the past.”
  • Changing services: Developments such as SaaS and mobile apps offer important efficiencies and services to business—and opportunities to utilize IT operations in different ways. Mr. Congdon describes this transition, Mature IT organizations have solid partnerships with their business and they are able to understand the context of their work. In the future, it is going to be even more important for IT organizations to assume a greater business leadership role while at the same time ceding technology leadership to other parts of the organization. Because, in many cases, not only can the business do it themselves – it’s possible they are already doing it themselves.

Toward a more collaborative future

We talked earlier about the importance of an engaged business ecosystem. Open organizations such as Red Hat are a flat, opt-in environment ripe for innovation and engagement at all levels. Next post, we’ll share comments from Mr. Congdon on his view of open organizations.

Hear and meet Mr. Congdon, David Axmark, Dr. Richard Johnson, and other leaders in the tech field at OHRMCon in New York City on October 1-2, 2015. Register today!


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7
Jul

Dynamic Planet: HR Mobile Apps

Posted in General  by Shaun Bradley No Comments

As the world goes mobile, HR functions are poised to go with it.

In the United States, searches on mobile devices outnumber those from laptops and PC’s. According to a 2014 study on the use of mobile HR apps, 37 percent of registered mobile users access pay information on their devices. While frequently browsing their devices, usage data indicates employees do not stay long on an HR app—taking only long enough to obtain the needed information before logging off.

Expanding HR functions and functionality into mobile space means apps that aim at targets such as the following:

Organizational coherence: Checking in while away from the office is a prime attraction and critical need for workers who do not have regular access to a computer during their workday. In addition to benefits, pay, and holiday functions, new mobile HR apps connect working peers for problem solving, teamwork, and organizational communication. HR and other apps can become a prime tool for real time exchange, shifting decision dynamics among employees and managers in an interesting way.

Engagement: Employee engagement is critical to productivity and talent retention. While mobile apps will probably not replace periodic employee satisfaction surveys, they can be used as a partner strategy. Mobile HR apps take the pulse of workforce sectors, speed the deployment of information or training, and keep engagement levels high through frequent touch communication within an office, or a global enterprise.

Compliance: Well-designed HR solutions reduce errors while saving both budget and human time. Compliance errors in record keeping, licensing, and training are costly. Mobile apps extend the function of your modular HR environment and enable you to log and track employee information.

Fluid HR management: Migration of HR function from the desktop to a mobile environment gives HR managers an untethered ability to recruit, manage, and communicate with onsite and remote employees and achieve business goals. Enhanced recruiting capabilities on mobile apps enable managers to access relevant job boards worldwide and use personality metrics to make side-by-side, on-the-fly comparisons between candidates and current employees. Location awareness could be used to develop alerts, or other capabilities, for traveling or local employers.

As individuals embrace mobile HR tech, they look for ease of use and convenience. Take advantage of this dynamic shift to increase HR efficiency, accuracy, and employee engagement.

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3
Jul

Four Highlights of Open Source 3.3.1

Posted in General  by Shaun Bradley 3 Comments

Open Source by OrangeHRM is a leading, full-featured HR environment—and it is free. Open Source Version 3.3.1 is the second Open Source release this year and it has some great features to align and improve your HR service, including mobile compatibility.

Open Source already comes with a host of features and functions to serve the HR needs of small business or large enterprise. Some of those include:

  • Easy system administration
  • Efficient management of personnel information
  • Resourceful handling of leave, time off, timesheets, and attendance records
  • Recruitment cycle support
  • Full performance management including self and supervisor reviews

With the latest Open Source release, look for great new capabilities that include:

Open ID & Google + Authentication:  Open ID & G+ authentication increases the ease, and security, of logging into OrangeHRM Open Source.  This feature allows users to sign-in with two-step verification instead of requiring users to set—and forget—additional passwords.  This provides a seamless login experienc.

Future API development:  This release enables web services that communicate with the mobile app also introduced with this version.  The release also lays a foundation for an upcoming OrangeHRM application program interface (API).

Corporate directory plug-in: With this release, Open Source gains a valuable plug-in already part of the OrangeHRM Professional and Enterprise versions.  The corporate directory gives personnel the capability to look up, and locate, employees and administrative staff, throughout their business or organization.

Mobile app:  Available on Android and iOS platforms, this release features the OrangeApp.  In many countries, more than half of all searches are conducted via mobile device.  The new OrangeApp lets you view and conduct important HR functions when you are away from your office.  Use the app to request leave, view timesheets, and manage personal profiles.  OrangeHRM puts the power of HR mobility at your service.

Explore these new Open Source features and more at OHRMCon in New York City this October.  This unique conference focuses on service and trends in the Open community and offers you a workshop opportunity to optimize your OrangeHRM system.

In addition to rich learning and networking opportunities, conference attendees receive OrangeBuzz, an intra-office social media tool, and the new OrangeApp—for free.  Register for OHRMCon today.

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15
May

October 2015: OHRM Con in New York!

Posted in General  by Shaun Bradley 1 Comment

In October 2015, OrangeHRM brings OHRM Con to New York City. At the world’s first open source human resources software conference, you can network, learn, and share ideas with thought leaders and colleagues in the open source HR community.

Located in the cultural crossroads of the Big Apple, OHRM Con takes place on October 1-2, 2015 at the Marriott Marquis Hotel just a block from New York’s Time Square.

Industry experts and key influencers make up plenary and session speakers for OHRM Con. Select presenters include:

  • · David Axmark: Co-founder of MySQL and advisor to MariaDB, Mr. Axmark is an open source and dual licensing specialist.
  • · Lee Congdon: Chief Information Officer at Red Hat, Mr. Congdon is an IT visionary with more than 25 years of experience in solutions delivery, knowledge management, and process improvement.
  • · Dr. Richard Johnson: As Department Chair at the University of Albany, Dr. Johnson pursues a research focus on Human Resource Information Systems (HRIS), e-learning, and the sociological impacts of technology on culture.

Five Great Reasons to Make OHRM Con Your HR Tech Conference This Year

OHRM Con offers the right balance of expertise and education against the backdrop of an exciting world-class cityscape. Here are five great reasons to attend OHRM Con this year:

  1. This state-of-the-industry conference explores the developing edge of open source, and its place in the HR field. Talk to experts and hear how to best support your HR space
  2. Workshop, plenary speech, and panel forums give you ample opportunity to network with other professionals and learn tech and process solutions.
  3. Take advantage of training opportunities with OrangeHRM to optimize your system use and improve your ROI. Launching at OHRM Con, the new OrangeHRM Applicant Tracking Module is free to conference attendees.
  4. Learn best practices you can apply to your own HR setting in a dynamic but collegial conference setting.
  5. Take time to enjoy the New York Film Festival, Oktoberfest, and the Literary and Arts Festival in New York City.

Be part of the first open source HR conference. Register by July 31, 2015 for savings on the workshop and conference fee. New York City and OHRM Con—the place to be in October 2015!

Attendee Prospectus

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16
Apr

The Importance of an HRMS to Any Company

Posted in General  by admin No Comments

Human Resource Management Software (HRMS) is an important tool for any company, whatever its size.

Think, first, what you company needs to do just to keep its head above water:

Management everywhere needs to be able to communicate effectively and efficiently with its workforces, so that a dialogue which helps sustain company culture is created, maintained and exchanged;

Remuneration needs to be paid on time and accurately;

Time and labor needs to be managed correctly, so that maximum advantage can be obtained from the resources available;

Company benefits need to be administered productively, so that workforces not only see an added value in sticking by their current employer but are also prepared to actively advocate to others the potential advantages of working for the company in question;

Finally, employee skills matrices need to be set up and tracked in order to better predict and understand future training and employment requirements;

A lot of balls to be juggling simultaneously?

Yes, if you do it the hard way. In fact, some companies seem addicted to old ways of doing things. Helping an addict isn’t always easy – especially when they don’t want to be helped.

However, whilst a good company with good people used to be able to get by with many a manual procedure, these days it’s hardly going to be enough. The competitive edge modern business demands means every procedure and process needs to get it right first time – and for far less than it cost in the past. This competitive edge can only be achieved through software systems whose intelligent implementation leads not only to greater automation and the benefits this brings but also to a digitalization of the intellectual property which constitutes a traditional HR department.

“Start as you mean to go on”

This is why a properly and wisely implemented HRMS is just as important for a company in its infancy as it is for a transnational corporation with tens of thousands of people. An HRMS implemented early on in the business cycle means the company is primed and ready for the challenges of growth from the very beginning.

Let’s imagine, however, for a second, the alternative to the above approach. Just contemplate the trauma you might encounter when, after several years of early and head-turning growth, you suddenly discover that profits seem to be taking a tumble. No one seems able to work out the reason, so – as an idea which comes out of one of a series of exploratory board meetings – you decide to carry out a company-wide opinion survey to see if some common thoughts can’t be extracted.

The survey has to be outsourced, of course – you simply don’t have the resources to carry out the task yourselves in what has clearly become (at least as per their initial reaction) an overstretched HR department.

The survey takes place over a four-week period. Personnel are all informed the results will be entirely anonymous, and that the results will be promptly communicated to all interested parties.

Unfortunately, the message that seems to get through is that anonymity will be anything but guaranteed. The survey is a disaster – everyone responds how happy they are with everything, and no one is prepared to suggest that anything at all is amiss in any way.

To cut a long story short, it would appear that in HR the message you want to get out to your employees is changing as it goes down the line.

Crunch time

One weekend, you decide to have a face-to-face with all the HR department. You invite them to a neutral conference facility and make it plain no one will be leaving until the truth is revealed and uncovered. Little by little, as people see there is no alternative, everything that has gone wrong in the past year becomes patent:

Communication is unclear – no one knows how much the workforce need to know or when;

Too many wage slips have had to be recalculated recently as new legislation on pension contributions has turned the system upside down – this has led to innumerable calls from colleagues wanting confirmation of when and how the situation will be resolved;

People in different departments are doing the same task but for different pay; they even take different periods of time to carry out the activity. This is causing friction as staff begin to believe that favoritism has begun to play a big part in how the company is managed;

As share prices have become volatile, trust in the company benefits scheme has shrunk. Many people wonder whether it is sensible to participate in such schemes, especially as they see that bonus arrangements appear to reward one’s place in the hierarchy and not one’s results;

Employees have bombarded the HR helpline asking why promised training paths have not been put in place, or why courses which did exist have now been pulled indefinitely from the matrix;

In short, an overstretched HR department is in the process of undermining all the goodwill which less than five years of astonishing growth had helped to generate.

The solution

So what’s the solution? What can you do to dig yourself out of the hole you’ve ended up in?

Anticipate the next five years of predicted growth by digitalizing, now, the whole HR department and its procedures and processes;

Give them the HRMS tool they require to get on top of the day-to-day chores – implement it intelligently by taking your time, in order to get it right first time;

By doing the above, you will release overstretched staff from the drudge of mainly manual procedures, so that they can do all the other value-adding activities which involve face-to-face and telephone support for people who will surely be in need of real people;

For good change is as challenging as bad change.

Just make sure the change you put up in front of your people is the good kind and not the bad.

Imogen Reed

England

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7
Apr

Another Step Towards Usability – OrangeHRM 2.6.3 Released

Posted in General  by Shaun Bradley No Comments

2011 has been a key year for OrangeHRM in terms of enhancing the system by identifying and improving the usability of the system. OrangeHRM is feature rich, robust and productive and now its being carved into that master piece we always wanted to give our users. More improvements have been made to the employee list, add employee, and photograph sections in the PIM.

The incompatibility that was identified with PHP 5.2.10 in the previous release is fixed in 2.6.3.
Upgrade instructions will be available soon for those using older versions, you can also download a fresh copy and start using OrangeHRM today.
2.6.4 will be available next month.

Download 2.6.3

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