What is the future of work?

Introduction

Human Resources and Artificial Intelligence have been perceived as two different entities for the longest time. These terms have crept up in corporate debates that ponder upon the advancement and betterment of the industry.

Covid-19, however, turned our heads towards an entirely different tangent than the “HR vs AI” one. When all the companies operating offline were shut down due to the pandemic, Human Resources and Artificial Intelligence joined hands to produce office management software like HRMS, ERP, Attendance Management Software and many similar software systems that aimed at automating office management processes.

Now that we discuss the future of the corporate world, we can not skip our experience of the recent past and present. Most of the large, medium and small enterprises switched to cloud-based automated software in order to sustain their businesses. Right from shortlisting, hiring and onboarding to allocating tasks, training and monitoring employees, HR has joined hands with AI to assist companies in staying on track and making the best out of the current situation.

Will AI take over HR?

AI and HR managed to rescue companies from a point of complete chaos and doom. However, people are still sceptical about AI taking over manual labour and HR. This is where most of the companies draw a line. On one hand, where AI is instrumental in streamlining all complex processes and allowing companies to function in a remote and flexible setup, on the other hand, companies address the fact that HR and manual workforce is as important as automated assistance.

The purpose of AI is to inculcate convenience in HR and HR processes, and corporate structure is recognizing and using it for the same.

Benefits of the AI and HR Alliance

As discussed previously, we know how the AI and HR alliance has proved to be a blessing for companies struggling to get back on track and stay functional during the pandemic.

This alliance came with numerous benefits and some of its benefits are-

Shortlisting Resumes

Collecting applications, assessing them, shortlisting resumes and contacting them are the basic recruitment procedures that are carried out by all HR departments while looking for new talent that can be added to the company.

While the process requires human supervision, it becomes quite tedious to assess each resume individually. But with the help of the glorious alliance of Artificial and Human Resources, the task becomes easy and quick. AI simply scans the resumes to filter the unqualified candidates and identifies the ones whose resume seems fit for the job. This omits any possibility of overlooking or missing the applications and ensures a bias-free, practical list of shortlisted applications.

Employee Queries and Feedback

Taking regular feedback from employees is a very important and healthy practice to formulate a productive and satisfactory work environment. Instead of going around and having one on one conversations with the employees, managers can now simply turn to AI for assistance. Periodic feedback sessions can be conducted with the help of automated survey tools and employee pulse surveys that formulate questions and produce reports based on the collected information from the employees.

These surveys can also be kept anonymous in order to safeguard the employee and allow them to give fearless feedback. Managers can also frame surveys with specific objectives to gain information regarding particular departments, processes and projects. Many companies also have the facility of chatbots in order to cater to the confusions and queries of employees without any restriction of time, location or availability of the manager.

Skill and Career Development

Many thriving companies give the credit for their success to the skill set and excellence of their employees. These skills however are not just the ones that the candidate brings with them at the time of their hiring. Companies invest a good amount of their time and capital in ensuring that their employees get regular training, instruction and professional development. These are important to build an environment that promotes dynamic growth for their employees.

Artificial Intelligence allows employers to source the required module and skills from platforms that allow flexible learning that can easily be monitored and tracked by the manager.

Scheduling

Planning meetings, client sessions, follow ups, team bonding exercises and skill development seminars are an essential part of the work structure of every enterprise. However, it becomes difficult for the managers to maintain a track of each meeting and keep up with the entire team.

This is where AI comes to the rescue. With the help of SaaS technologies like Google Calendars, Slack and Trello, managers can create a detailed list of the upcoming schedule and simultaneously coordinate with their employees to stay on the same page. This also allows them to keep a track of the time invested in company events, meetings, seminars and other activities to ensure that the time allocated for projects and tasks does not get compromised.

Conclusion

The HR and AI alliance is the future of work. It is the perfect combination that allows enough flexibility for corporate structures to mould and adjust themselves as per their requirements and conditions. Artificial Intelligence and Human Resources are both indispensable pillars of our work culture and with every diverse situation like the current pandemic, they will continue to prove the value and potency of their alliance.

Smart ways for SMEs to handle HR activities!

Smart Ways for SMEs to Handle HR Activities

Human Resources is the foundation of every successful enterprise. It is a crucial step for every manager to ensure that they have smart ways for SMEs to handle HR activities.

HR must have a well-planned structure to manage and guide their HR and maintain a healthy work environment.

Human Resource Management is an in-house process. It aims to increase staff performance to achieve the strategic objectives of the organization. The Department of Labor is primarily responsible for managing people within the organization while adhering to the policies and programs of the organization.

Significant HR challenges for SMEs and Startups

Focusing on HR in small businesses and entrepreneurship is not uncommon, which is why HR executives face some critical challenges in trying to make entrepreneurs realize how Human Resource Management can help move their business to higher levels.

Adaptation to Tasks

To maintain high talent and reward them freely, it is essential to provide employees with job flexibility. You can now monitor the performance of employees, or at least offer flexible office hours, to facilitate top talent and satisfy both employer and employer.

SMEs have the opportunity to create a workable, open, and open environment for employees to relax and focus on the work. HR managers working in small companies like these can quickly solve workplace problems by having personal communication with employees and sharing vital information.

You may also like to read : Why HR Management System is beneficial for an Organization?

Exercise Skills

Every employee wants to go far in their professional career, and a company with a few top positions cannot offer many promotions and rewards as a large organization. In such a case, HR managers can refer employees later to enrich job experience by allowing them to learn new skills, a job assignment, or a train crossing.

You can also toss some additional benefits, such as providing high-profile talent the opportunity to visit industry conferences or other value-adding events.

Employee Benefits

Undoubtedly, SMEs and startups cannot compete with large companies when offering great packages and benefits. Make sure you provide a competitive salary and offer benefits such as health insurance, life insurance, retirement plans, etc., benefits such as profit sharing.

Key HR Objectives for SMEs and Startups

The HRM for small businesses and start-ups is different from for large companies because the challenges they face and the goals they want to achieve are different. HR professionals strive to establish effective performance management to identify development opportunities, reward excellent performance, and provide disciplinary or remedial action where necessary.

Some of the critical HR objectives applicable to SMEs and implementation are:

Improve the Skill Model

The primary purpose of the HR department is to recruit the right people for the right jobs in memory of their skills, expertise, and education. This goal is achieved by setting clear job descriptions, establishing job competency models in each department of the company, and balancing roles in similar jobs in the industry.

To ensure business success, HR professionals will analyze studies and data related to hiring, transactions, and costs and create a model of appropriateness.

Explain roles and expectations

To achieve the highest level of profit and efficiency, the HR specialist will align each employee’s work with the company’s strategic objectives and ensure that employees are well aware of the required actions and behaviors by setting clear performance expectations in the job description.

You may also like to read : How HRMS can benefit SMEs and Startups?

Define Organization Size

HR strategies are developed according to organizational characteristics. A company’s existing culture contributes significantly to the planned HR strategies and represents the organization’s style and management.

A description of the organization’s size will give you an idea of how big or small the organization will be – will it be an organization that expects employees to ‘do more with less, or will it work overtime to provide new approaches and evaluations?

Other important factors that directly impact established HR strategies are the type of business the organization has created, the chain of command, and the structure of the organization itself. To effectively employ and retain employees to achieve the organization’s strategic goals, human resource plans, policies, and practices are considered.

Explain the Role of Objectives, Vision, and Values

The purpose, vision, and values of a small business or start-up play an essential role in shaping future HR strategies and objectives for the future. The organization’s work will help you understand why the company exists and to whom it operates. The vision statement gives you an understanding of what the organization aspires to achieve and where it sees itself in the future.

Organizational values are the beliefs that serve as the driving force in the operations and activities of an organization. All three – the purpose, vision, and values of the organization directly affect the type and number of employees needed to meet the organization’s goals.

Perform an Employee Review

Staff analysis is considered a vital component of a staff strategy and focuses on the organization, culture, people, and systems used. Performing employee analysis helps to analyze the company’s current state in terms of the issues discussed above and where they want to be in the coming years.

Identifying vacancies in these areas is a smart way for SMEs to handle HR activities. It will enable HR professionals to identify specific objectives specifically designed to fill these vacancies.

You may also like to read : Benefits of using Project Management System in Startups & SME

Evaluate the Strategy Used

All HR strategies are guided by testing based on specific, measurable factors. A small business or start-up will consider various aspects of building, implementing, and evaluating the effectiveness and efficiency of its HR strategy.

Generally, conducting tests will provide you with accurate facts and statistics on job benefits, several vacant posts, customer complaints, employee complaints, and satisfaction and dissatisfaction with customer and employee standards.

Conclusion

When it comes to HR risk management, an effective strategy will empower you to anticipate challenges at staff levels and practical staff training. In contrast, an effective HRM will propose a solution in the event of a problem.

An effective HRM strategy will provide top talent with plenty of benefits to attract and accommodate them. On the other hand, an effective system will only protect leading employees who apply for a job in the company rather than looking for the best in the entire industry.

Effective HRM strategies are expensive with vital overhead costs, while functional HRM is cheaper and better suited for companies in their early stages.

HR Analytics: Changing The Way You Manage Your Workforce!

HR Analytics has become a trend in the world of HR Management. Human Resources are the backbone of every enterprise. It directly affects the productivity of a company and its status amongst its competitors in the market. In order to uphold the effectiveness of HR, Human Resource Analytics is gaining prominence. It assesses and evaluates employee performances and accordingly assists the manager in framing the plan of action.

HR Analytics is a data-driven strategy that promotes an efficient and sustainable office space. It allows the manager and the company to keep track of the recruitment expenses, recognize the loopholes, look for training and enrich their blueprint building a formative and cost-effective HR system.

In this article, we will talk about the meaning of HR analytics and its significance for an enterprise.

What is HR analytics?

HR Analytics is all about collecting, monitoring, and examining data related to HR. The process is aimed at revealing the insights of the workspace in an analytical manner. It further reveals the areas that can be worked on to enhance the work quality, resources, work environment, and turnover of the business.

Human Resource analytics is related to the HR department in terms of talent management, statistics, hiring, upskilling, and office mechanism. It also includes information like gender ratio, absence scale, internal mobility, outsourcing, and part-time employees.

Why Does Your Business Need HR Analytics?

HR analytics is being used by Large Enterprises, SMEs, and even Startups to strengthen their work culture, management, and performance.

Given below are some of the many reasons why businesses are in need of Human Resource analytics-

Data visualization

HR analytics has introduced Data Visualization in the management mechanism. It allows hassle-free resource analysis and efficiently replaces spreadsheets and manual calculations. A smooth functioning HR department fetches its analysis and strategies after assessing the data and clarifying their queries.

They present and store data in the form of simple and impactful graphics like charts and graphs. This allows the formation of a data narrative that makes it easy to catch up with the market trends, official statistics, and scope of improvement.

You may also like to read : Why HR Management System is beneficial for an Organization?

Flexible Data Access

Human Resource Analytics opens up the possibility of online data visualization. When this data is administered, documented, and updated via the cloud, it allows the user to exercise flexible and remote data access.

Enhanced Hiring Procedure

It can be a tiresome task to shortlist, interview, and hire talented employees who favor the company’s growth and success. However, with HR Analytics, this entire process can be optimized. The managers need to collect data from their former recruitment drives and consider them for the upcoming ones. They can analyze the recruitment costs, vacancy, potential candidate characteristics, and interview process to examine what gives better results.

Enriched Employee Experience

Human Resources Analytics assists companies in facilitating a healthy and positive work environment for their employees. Right from the work culture, to team bonding, employee-company relationship, work-life balance, technology upgrade, and logistic assistance, HR Analytics has transformed the way offices plan and work to build a productive workspace.

Managers can now evaluate factors like absenteeism, overtime, training expenses, work hours, and offered benefits to provide the best for the employee and motivate a smooth and productive workflow.

How Does It Assist In Managing Your Workforce?

A remarkable fact about HR Analytics is that it is not very complicated. Even an individual with the basic knowledge of IT and HR can engage with the analytical tools offered by technologically advanced software.

Given below are some of the ways in which Human Resource Analytics assists in managing your workforce-

Optimized Recruitment Process

With the help of HR Analytics tools, a company can track every step of its recruitment process. Employee performance directly affects the overall performance of the company, therefore hiring suitable employees is the most important step when it comes to planning the success of an enterprise.

Companies can also get an insight into the market standards and come up with appealing offers in order to attract potential employees and talented professionals from the market. Managers can also enhance their hiring strategies and form a hiring process that is cost-effective and at the same time efficient enough to detect employees who can assure long-term success for the company.

You may also like to read : What is HR Management System?

Employee Analysis

Human Resource Analytics assist managers in monitoring their employees and examining their performance. From their mental well-being to office behavior and work efficiency, it becomes easy for managers to assess and document their analysis for future use.

This Analysis also allows the manager to make decisions regarding promotions, demotions, project allotments, and incentives. It further allows the employee to reflect on their performance and gather feedback and motivation to set and achieve new goals.

Workforce Analysis

Workforce Analytics falls under HR Analytics and provides a better insight into the working mechanism of the organization. It assists the manager to critically examine the efficiency of each employee with respect to their job role, post, responsibilities, and expectations.

It looks after employee satisfaction by assessing factors like employee grievances, reimbursements, and benefits. It helps in building a balance between the company and the employee’s interests and aligns them to form better collaboration and understanding between the two.

Conclusion

HR Analytics allows businesses to upscale their productivity. It gives them an insight into well-researched factual data that can be evaluated to form a great work strategy. With a hold on HR Analytics and an exceptional work strategy, companies can utilize the best of their potential and outgrow their competitors with utmost poise and precision.

Benefits of HRMS for Engineering Companies

Benefits of HRMS for Engineering Companies – Introduction

Engineering companies majorly engage with production and infrastructure. They deal with an active and vigorous work environment that requires good management and proper administration. With a Human Resources Management Software (HRMS) the process of supervising all work becomes easy. Especially in the current times of the brutal pandemic, it became difficult and inconvenient for companies to manage their employees working from the security of their home. From former employees who required assistance in getting familiar with the new work discourse to the newly hired employees, HRMS appeared as a saviour for companies operating remotely. You may also like to read : Importance of HRMS for Digital Marketing Agencies

To provide top-notch HRMS Software for engineering companies several software corporations like Juntrax Solutions have come up with an all in one business operations solution that offers a wide variety of tools and features at a pocket-friendly cost. In this article, we will explore the various benefits of HRMS for engineering companies.

What is HRMS?

HRMS stands for Human Resource Management System.

As the name clearly indicates, it is a software system that looks after all different aspects of Human Resource Management. From managing employee attendance to allocating tasks in a project and processing payroll, HRMS looks after all these processes and inculcates convenience in the management procedure. You may also like to read : How HRMS can benefit SMEs and Startups

Why should Engineering Companies switch to HRMS?

The conventional practice of Manual management of human resources was a very tiresome task. It required an entire dedicated team to manage different HR departments separately. This caused issues with coordination and made it difficult to filter and share data. It was also a bleak task to keep records and invited security risks and data errors. Since it was the only prevalent and common way of HR management, companies had no other option but to continue with the manual work and management setup.

Over the years, there have been numerous technological advancements in the market and HRMS is amongst the most useful ones. It evolved as a saviour for engineering firms as it streamlined all data to form an integrated platform and protected data with a variety of security tools and features. Many software companies like Juntrax Solutions have come up with HRMS solutions for engineering firms. It allows companies to manage their Human Resources with ease and utilise their potential in boosting their presence and performance in the market. You can also read : Why HR Management System is beneficial for an Organization

Benefits of HRMS for Engineering Companies

HRMS is embedded with numerous advantages that are helpful for Engineering companies. Some of these benefits are :

Remote Access

The importance of this one feature got majorly highlighted in the current pandemic situation. When companies had to shut down their offices to prevent the virus from spreading, they were not prepared with the essential data and other requirements to work from home. Most of the companies had to revamp their work structure and opt for a Human Resource Management System which equipped them to access company information and portals from the ease of their homes without any network restrictions.

HRMS not only played a crucial role in reviving the businesses but also provided them with the opportunity and resources to widen their creative horizon, work with people from all across the globe and form an inclusive and employee-friendly workspace. It also helped the companies save a considerable amount on their office infrastructure and prepare themselves for the upcoming trend of remote working.

Managing Access

HRMS software like Juntrax allows the admin to manage access limitations to various portals. There are separate portals for the admin, super admin and the employee. These portals allow the user to navigate through different features, tools and options that fall under their jurisdiction and requirements. For example, an employee has access to the clock in and clock out the card and can request changes in their attendance regulation. The admin has access to the portal where these requests are received and their portal is equipped with features to act on these requests. Along with these distinct access features and dedicated portals, a good HRMS system also creates straightforward communication between the admin and the employee. This promotes better understanding and good workplace coordination. You can also read : Why Engineering Companies Need A Project Management System

Employee Self Service

The time and energy spent an admin over editing, updating and maintaining employee data records is quite alarming. But with latest HRMS solutions like Juntrax, employees have the authority to manage, edit and revise their data independently. The comprehensive user interface of these software further simlify employee engagement and provide a time saving and convenient self service setup. This also improves the process of onboarding employees and gives them a sense of responsibility and independence.

Integrated data platform

An engineering company engages with numerous different departments and maintains numerous databases for each of them. But it is a common and frequent occurrence for one department to request data from another.

In the case of manual maintenance, it becomes extremely difficult to filter the required data from a hefty database and consumes a lot of time and energy. But in the case of HRMS, it takes a few clicks to fetch data from other office systems. For example, while processing payroll the admin will require information regarding the employee’s attendance and their timesheet. With the help of HRMS, this information is simultaneously fetched from other systems as HRMS coordinates with them automatically.

Conclusion

HRMS-Human Resource Management System is undoubtedly a great shield to make your way through the fierce competition in the market. It allows the employees and the admin to explore more possibilities in a user-friendly manner. From expenses to attendance, timesheets, audits and projects, a good HRMS software will assist an Engineering Company to utilise its maximum potential and enhance the functioning and productivity of its enterprise. With the constant changes in the work structure of the corporate world, remote work is evolving as a trend that is here to stay. A promising HRMS system is the medium to adapt to this trend and get its assistance to scale the heights of success and make a name in the industry.