HR Chronicle Presentation

Does My Small Business Need an HR Software Solution ?

Over the years, the HR role within business organizations has diversified dramatically; it has now been tied to almost all company processes. This is especially more applicable to the smaller businesses which usually had to do without the HR role mostly due to the high costs. Irrespective of whether the role is held by a manager, the HR role requires sufficient technology to make it workable. Human resource involves tons of data and information but most small business owners rarely see the need to use HR software into the business. Sometimes, but rarely the disadvantages might outweigh the advantages.

Before you purchase HR software you should make an evaluation to determine whether your business needs the software. You have to be very brutal in your assessment. The assessment should involve all your organizations goals in terms of the preferred administrative time spent on various tasks, views on paperwork, record-keeping, data security, and reports, backup of information.
Each business tends to have varied views and organizational goals, and after the evaluation you have to ask yourself the following questions about your business.

• Do you have the physical space to securely store all your paperwork?
• Can you keep track of all benefits, training, workplace accidents, and disciplinary warnings?
• How often do you get HR specific employee complaints?
• Do you have a problem calculating time off accruals for sick days, gratuity and vacation time?
• How many hours in a month do you devote to HR work? How many do you think would be the best for the organization?
• Do have an easily accessible historical database of all your former and current employees.
• Is there a means of recording employees’ performance evaluations alongside the management goals?

Once you have made the assessment of all your organizational goals and you have answered all these questions then you should have no problem determining whether HR software will be beneficial or not.

Remember, with functional HR software you can devote more time to achieving other organizational goals. HR involves lots of data, which a single person might not be able to handle, especially using paperwork alone. It can certainly turn out to be a cost cutting venture that can improve your efficiency irrespective of your staff size. HR software solutions are easy to use, easy to learn, easy to execute, and they are a great investment to streamline all your processes.

To know more please contact us.

Importance of an effective and easy to use Employee Evaluation System

In todays complex world of human resource and payroll management systems, very often managers overlook the importance of evaluating the employees’ performance.  It is important to make time for this critical process of evaluation employees on their goals, expectations, achievements of those goals and at the same time understand the level of employee performance, over a period of time, so his/her services can be utilized in the maximum productive way possible.

• Keep it simple for the purpose of objectivity

It is important to keep the whole evaluation process simple, yet objective and quantifiable, having a lengthy bureaucratic process of endless forms will over ride the idea and only increase paperwork getting no ROI in your world of hr and payroll.

• The process

There are many processes which are used for evaluating employees from single forms to multiple pages, we will just look at a simple case of workflow based process of evaluating employees

• Define Performance Area

It is important to define the major areas an employee is expected to be reviewed on, e.g. a sales person may be reviewed by the way he writes proposals or the number of client meetings held in a month or a quarter.

• Define clear single sentence objectives

Once it is clear what your employee has to focus on, you can then, be precise of what the company or manager is expecting from that employee, e.g. closing one single deal for 6 proposals sent to customers

• Agree on objectives

Once the definition is setup, it is important to get the employee to review the objectives against each performance area, make sure the expectation is understood by the employee, to avoid any misunderstandings.

• Self Evaluation

Give a chance to the employee to self evaluate his performance, this will create a kind of self responsibility, also will give an idea of how the employee thinks of his performance compare his/her own performance over a period of time.

• Workflow based approach

Have a proper workflow defined  where employee will have full visibility of what managers think of them, so they can embark on a path of self improvement, thereby enhancing their productivity, in turn giving more output being the same person.

Having said that, HR Chronicle is most flexible and suitable to adapt to your HR and Payroll processes, you can design your evaluation process the way you like.  Whether you want to do a single form based evaluation or a multiple form based or workflow based evaluation mechanism, we can do it all.