What should be considered when choosing human resources software
ArticleAugust 6, 2023

What should be considered when choosing human resources software?

What should be considered when choosing human resources software?

There are many factors to consider when choosing human resources (HR) software. Here are some of the most important:

What should be considered when choosing human resources software

    • Your company’s needs: What are your specific HR needs? Do you need software for **all** of the following
      • Recruitment: Posting jobs, screening resumes, scheduling interviews, managing candidates
      • Onboarding: Creating employee profiles, issuing welcome kits, assigning tasks
      • Performance management: Setting goals, tracking progress, giving feedback
      • Compensation and benefits: Calculating salaries, managing benefits, handling payroll
      • Training and development: Tracking employee training, issuing certificates
      • Leave and absences: Managing sick leave, vacation time, and other absences
      • Employee records: Storing employee data, such as contact information, job history, and performance reviews
    • The size of your company: How many employees do you have? Some HR software is designed for small businesses, while others can handle large enterprises.
    • Your budget: How much are you willing to spend on HR software? There are a wide range of prices available, so you should be able to find something that fits your budget.
    • The software’s features: What features are important to you? Some HR software includes features for applicant tracking, performance management, and compensation and benefits. Others focus on employee onboarding, training and development, or leave and absences.
    • The software’s ease of use: How easy is the software to use? The software should be user-friendly for both HR professionals and employees.
    • The software’s security: How secure is the software? The software should have strong security features to protect your company’s data.
    • The software’s scalability: Can the software grow with your company? If you plan to add more employees in the future, you’ll need to make sure the software can scale to meet your needs.

Once you’ve considered these factors, you can start comparing different HR software solutions. There are many different vendors on the market, so you should be able to find one that meets your needs and budget.

Here are some additional tips for choosing HR software:

    • Read reviews: Read reviews of different HR software solutions to get an idea of what other users think.
    • Talk to your HR team: Talk to your HR team to get their input on what features are important to them.
    • Try out the software: Many vendors offer free trials, so you can try out the software before you buy it.

Choosing the right HR software can be a daunting task, but it’s important to take the time to find a solution that meets your needs or for more information, you can contact us. 📞 +44 (0) 7444 76 74 85

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ArticleSeptember 30, 2021

Types Of HR Management Systems And How To Choose The Best For Your Company

Types Of HR Management Systems And How To Choose The Best For Your Company

Business as we know it is changing thanks to the rise of the digital age. Accordingly, 40% of HR practitioners adopted a roadmap for digitization, and more will follow suit as technology continues to improve the way organizations can manage one of their most important resources—people. 

Where would a company be without the people who run the day-to-day operations?

Leaders and business owners should find better ways to recruit, retain, and train staff to grow their businesses and reach their goals. To do that in these times where “there’s an app for that” and people turn to online resources like clockwork, human resource professionals and managers should start looking into HR management systems that will help them in HR-related activities.

Types Of HR Management Systems And How To Choose The Best For Your Company

Types of HR Management Systems

There are countless HR systems and processes to assist Human Resource managers and staff when performing their duties. These systems help us hit all kinds of milestones such as recruiting the right staff, improving employee engagement, systematizing human operations, and so on.

Let’s talk about five HR management systems that businesses, both small and large, can use to significantly improve human resource management.

1. Recruitment systems
Recruiters are all too familiar with the college tuition increase and rising wages, which make recruitment a tricky business. On any given workweek, the average human resource professional will have several tasks related to recruitment, including scanning through resumes, moving applicants through a funnel, or interviewing them to see if they’re a good company fit. With the use of recruitment systems, HR managers and recruiters can better systematize these processes by creating visual funnels that make it easier to take notes, get information, and move promising candidates up the recruitment funnel.

2. Employee management systems
Up to 30% of new hires resign in the first three months of work. To lower turnover, HR managers should focus on better HR systems that will ensure work productivity while also tracking workload and time off so they don’t get burned out and leave their jobs. Using employee management systems, managers can administrate employee schedules better. Here are some tasks that these systems can do for an HR department.

  • Time tracking — Use virtual tools to allow employees to clock in and out remotely or on-site using the right tools.
  • Task management — Manage workload and track completion rates. Use these tools also to monitor performance and reward staff for milestones. 
  • Scheduling and leave management — Track time off and use artificial intelligence and automation to move schedules around so that your schedule managers don’t waste time manually rearranging everything.
  • Policies and benefits management — Track benefits that staff qualify for and create automated schedules to deliver them. You can use this kind of software to track health benefits, sales incentives, and so on.

3. Employee records management systems
For efficient virtual work setups, many companies turn to cloud-based records management systems. This alternative also makes it easier to save space and resources on printing by moving all files and information in a virtual setting.

4. Learning and development systems
Another of the more helpful types of HR software are those related to employee learning and development. Companies can use tools like learning management systems where managers can upload training materials and resources that can help staff learn technical and soft skills to improve at work. 

5. Payroll systems
Payroll systems are pretty straightforward — they record time or output delivered and inform HR departments and staff how much personnel should get paid every salary cut off. These systems can also automatically compute for tax and deductions and create payslips to make it easier to track and compute salaries. In some cases, these solutions can also disburse the salaries virtually.

How to Select the Right Software

For sustainable human resource management with virtual tools, companies and their HR managers should ensure that they’re using the right tool for the job. There are many options for each of the types of HR software mentioned above, but not all will meet the company’s needs best. Here are some considerations when selecting HR software.

Consider your pain points
The best HR software for you is the one that solves your pain points and context best. Understand the unique aspects of your company such as size, location, and work arrangements. For example, the time-tracking software for a virtual team and an in-office one will be different.

Check your budget
Selecting the right human resource management system also entails finding the one that fits your budget best. Study all your options and look at their pricing offers. Select the one that offers the features you need for the least price possible.

Align with a roll-out plan
Roll-out is the last factor on your list to keep in mind. There’s no point in having software if no one uses it. Talk to your staff and have a few of them try out the software before landing on the one you’ll use long term.

HR in the Future
There’s no knowing what the future holds for businesses, but we can get a good idea of the overall direction. And it seems that all businesses that have seen some level of success are moving towards using more tech-based solutions, especially in human resource management.

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What is Diversity, Equality and Inclusion
ArticleMay 25, 2021

What is Diversity, Equality and Inclusion?

The journey of diversity, equality and inclusion turns into an inefficient process for organizations when not implemented with correct strategies.

What is Diversity, Equality and Inclusion; Several organizations across the world, particularly multi-national corporations, adopt diversity, equality and inclusion (DEI) principles in workforce. This approach, which helps the organizations attract the best talents and achieve innovative results, implies treating everyone equally, respecting all individuals and managing equally without any discrimination in the workforce.

What is Diversity, Equality and Inclusion

According to the researches, majority of the companies, which adopt diversity, equality and inclusion in their culture reach a homogeneous workforce with a wide scale of deployment, and high performance values. On the other hand, companies, which turn their back to these concepts in question, are not only disclosed to the public thereby losing their capability to employ, they are also become non-preferable by the new person. Well then, what is diversity, equality and inclusion? Let’s first address each of these concepts.

7 tips for managers, who want to improve corporate culture:

Defining diversity

Diversity is the presence of differences that include race, gender, religion, ethnicity, sexual orientation, socio-economic status, language, nationality, age, or political perspective. Today, the term “diversity” is often used for non-dominant identities or less privileged groups. For example, identities such as being white or light skinned, speaking English, and heterosexuality are considered as the dominant or privileged groups. Identities such as being dark-skinned and transsexual are regarded as non-dominant or less privileged groups. As a matter of fact, people are not diverse, but companies and teams should be.

Defining equality

Neutral and fair distribution of resources by procedures, organizations and systems is called equality. However, approaching all employees at an equal distance and treating them equally does not fully explain the equality approach. In a company that has incorporated diversity into its culture, people have differences. Equality also requires accepting that everyone has different needs, different experiences and opportunities.

Several organizations across the world

Defining inclusion

Welcoming those, who feel different, and making them feel like everyone else, is called inclusion. In some cases, diversity and inclusion may be confused with each other. If diversity is an invitation to a party, inclusion is to dance. Companies cannot simply include people to their culture, they must first design it. Diversity may be adopted in a company, but that does not mean that less privileged identities are welcome or valued. Inclusion is not a natural result of diversity. Therefore, the organization must build the environment of inclusion on its own.

Merging diversity, equality and inclusion in the corporate culture

Building a more diverse, egalitarian and inclusive workforce for organization implies to which extent people are valued in the workplace. Managers, who wish to include this approach in the corporate culture must address 4 stages. First of all, determining the need for change through data collection and analysis is of critical importance for the organization to come up with an accurate roadmap. Following this, managers must design strategies in accordance with business objectives to help aligning diversity, equality and inclusion to the company’s journey in the business world. After proceeding with the third stage, implementation, the process of assessment and continues audit starts. If diversity, equality and inclusion is not maintained continuously, we cannot talk about an efficient or effective implementation. At this point, managers must build a corporate environment, which embraces a common language and perspective, and continuously improve it.

What is Diversity, Equality and Inclusion

  • Create a sense of belonging for everyone

A corporate environment, where individuals can manifest their ‘selves’ freely, develops one’s sense of belonging, and stimulates creativity. Also, in such an organization, the personnel feel better psychologically.

  • Include the outsiders

Organizations may focus on diversity in employment processes, but that does not simply introduce inclusion. Managers must create conditions that encourage participation and scale the active involvement of people.

  • Maximize communication

Although fear is a strong motivator, it also narrows people’s perspectives. When an inclusive work environment is built, managers must make use of the power of storytelling, entertainment and communication.

  • Reimagine, redesign

To create a corporate culture that can bring the workforce to its potential, the systems and processes must be researched, problematic aspects must be reimagined and redesigned, a process that introduces several surprising benefits.

  • Listen to your brand

In which aspects are the employee base, customer base not aligned, which experiences are excluded and misunderstood? The products and services created may reflect the values and prejudices of the company.

  • Update the definitions of work

Conferring to the opinions of the employees about approaches related to diversity, equality and inclusion may help understanding their sensitivities and needs. Including their opinions to work definitions make them feel safe.

  • Encourage employees to learn

organizing trainings for the employees on these subjects help increasing the positive outcomes in practical terms to embrace diversity, equality and inclusion approaches within the corporate culture.

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Tips for Being Efficient, Healthy and Happy Working Remotely
ArticleApril 7, 2021

Tips for Being Efficient, Healthy and Happy Working Remotely

Tips for Being Efficient, Healthy and Happy Working Remotely

Tips for Being Efficient, Healthy and Happy Working Remotely

You can find tips to help you stay motivated, communicate and maintain your health, if you are struggling to adapt to work remotely or are looking for ways to find a healthier balance.

Millions of people now work from their homes. It seems that it will continue after the pandemic in appropriate business lines although working remotely is one of the measures taken within the scope of combating the pandemic. It is among the plans of many companies to make this new working model permanent depending on the advantages such as cost savings and productivity increase, which are the result of working remotely.

Tips for Being Efficient, Healthy and Happy Working Remotely

Working remotely, which has been one of the most important agenda topics of the business world for a while, reveals different results when evaluated from the perspective of employees. Working remotely is perfect for some and extremely uncomfortable for others depending on the different personalities and styles of working. For example, this is particularly challenging for those who see their home as a place of rest and relaxation, and those who live in a crowded home, or who want to be at work and see people working around them to work regularly. On the other hand, there are those who find working remotely particularly useful due to its advantages, such as reclaiming time spent in traffic, working in the comfort of home and being able to calmly focus on their work. There are many studies on this subject, and these studies show that some employees can easily adapt to working remotely, but some have difficulty in this regard. For example, working remotely increases productivity, according to a study by Global Workplace Analytics. However, in the same research, there are also participants who stated that working remotely disrupts the work-life balance. You can use the following tips, if you too are struggling to adapt to working remotely or are looking for ways to achieve a healthier balance.

Maintaining Motivation

Working environment: The first step should be to create an ease and comfortable working environment. You can allocate a separate room of your home or a separate area in a room if you have the opportunity. Try to organize this section in a way that there are no distractions and that provides a comfortable working environment. For example, problems that can be easily resolved, such as a desk height or an uncomfortable chair, may be the reason why you are not comfortable working at home. Likewise, lighting plays an important role here. If possible, place your desk next to a window.

Working order: You had a certain order and you had to keep up with the hours when working at work. It can be a little more difficult to maintain discipline when working from home. But now you have the flexibility to set your own times for waking up in the morning, having lunch or a coffee break. Determine the most efficient daily routine for yourself and stick to it for at least three weeks. List your priorities each workday. This will help you spend your working day more efficiently.

However, of course, this issue can be a bit challenging for employees who are parents. Especially if you have little children, you may need to adjust your daily routine to the hours you need to take care of them. You can create your daily plan according to your responsibilities by informing your managers and colleagues on this issue. Talk to them and explain that you will have time for them during your breaks or after you finish your work if your children are old enough to understand you.

Working clothes: Change your clothes to properly prepare your mind and body as you start working. You can also wear shoes while working if it makes you feel better. Changing your work clothes after the end of the working day and changing to home clothes will also help you relax and relieve the stress of the day more easily.

Maintaining Communication

Communication with the manager: Continue to maintain regular communication with your manager at work. Regularly receiving and providing feedback on your goals, questions and business continuity keeps you motivated.

Communication with colleagues: You can meet and chat with your colleagues online at coffee breaks or take 5-10 minutes before or after online meetings to create time for daily conversations. This is good for both you and your colleagues.

Communication with family and friends: We are in a period when we need to be careful to protect the health of ourselves and our loved ones, but this does not prevent communication. Take time for your family and friends, you can meet together at online movie nights or dinners or have a short video chat together remotely.

Maintaining Health

Healthy habits: Eat healthily, get regular and adequate sleep, do sports. Even if you cannot go to the gym, you can take a walk around your house in the morning, at noon or in the evening, and benefit from the exercises you can apply at home.

Healthy thoughts: The COVID-19 pandemic affects our mental health as well as our physical health. Sudden and unexpected changes and based upon the pandemic are a serious source of concern and stress. We must take care to protect our mental health at least as much as our physical health.

Frequent and excessive exposure to negative news affects our mood and increases stress and anxiety. We want to follow the agenda and learn about what is happening in the world. However, it may be better to limit the news tracking a little during this period. Take time to do or explore things that are good for you and make you feel better. Spare time for music, books, and movies that are good for your mood. Meditate, draw, in short, take care to include things that give you peace in your inner world into your daily life.

Healthy activities: Is there anything you could not do because you could not find enough time before? For example, do you want to learn how to play an instrument? Or is the foreign language education you started before and left unfinished still in the corner of your mind? Getting a new hobby? You can use the time you did not have before to learn or improve a new skill.

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Much More Than Reducing Paper Waste: Green HR
ArticleApril 1, 2021

Much More Than Reducing Paper Waste: Green HR

Much More Than Reducing Paper Waste: Green HR

The average age of OECD members that are at the center of environmental, social and economic sensitivities within the framework of universal sustainability arguments is a little higher than 80. This average lifetime dramatically decreases in countries where degree of education and economic welfare is lower.

Even though there had been some accidents on the way to their signing due to periodic domestic policies, the main idea behind transnational efforts such as Paris Convention and Kyoto Protocol is the environment- and climate-related concerns for the future.  Thus Green HR that becomes increasingly more important expresses not just the environmental awareness of an organization but also the social and economic welfare of its people in a much wider perspective.

Much More Than Reducing Paper Waste: Green HR

Maturing green ideas

The rules of a mentally and physically healthy life are clear: eating good foods, breathing clean air, keeping high spirits and having goals. Meanwhile, the world needs a magical formula that will enable both the plants to run and provide economic welfare, and this welfare to be high and sustainable. And the green collar manpower comes to the play at this point.

HR departments have a significant role in maturing the internal sustainability perception. Conventional HR processes acts as a base in the adoption of Green HR policies. Thus human capital and management is strategically important in achieving the goals for a green environment.

The main goal here is to create the best manpower to gain sustainability-related competitive advantages such as green products and improved efficiency. So Green Human Resource Management (GHRM) has the potential of strengthening economic performance by creating completive advantage related to environmental sustainability. GHRM that is the entrance gate to green environmental management and business practices has an effective power in assisting organizations achieve HRM goals such as improving motivation, attracting talents and maintaining valuable assets.

But first the organization and its decision makers should believe that this is much more than an attempt to gain prestige, and rather a responsibility and requirement. Hiring qualified people is an important HR issue. Organizations began to see that making a name as an environmentalist and green business is effective in attracting new talents. The Generation Z workforce of today wants to learn not just the salary and benefit offers of their prospective employers but also their approach to the environment and the planet.

A lot of the international organizations in Germany and Britain try to attract qualified people by showcasing their green corporate culture with concrete steps. Green job descriptions with environmental aspects are included in recruitment processes increasingly more.

Employers that embrace environmental consciousness as an assured policy look for new ways to show this quality of theirs to their environmentally conscious and qualified prospective employees and impress them through green job descriptions, environmentally-friendly work spaces, paper-free job interviews and recruitment processes.

The meanings of conventional concepts change as well

Performance management approach of Green HR varies from the one of conventional HR. While the old tries to observe and measure, the green one desires to address and solve. Performance is now a guidance process that assists people achieve their corporate goals and improve their professional skills.

Green performance management has environmental concerns and focuses on environmental solutions as much as the problems regarding the corporate environmental policies. Today, environmentally conscious companies address issues regarding protective care by building corporate environmental performance standards and green information systems so that they will be informed about environmental issues.

Even if we look at GHRM just in terms of performance review, we can see how much the role of this department had transformed within the organization in crucial issues such as corporate prestige. In line with this transformation, there has also been significant changes in HR practices.

  • Selecting qualified green collar people
  • Defining jobs with a focus on engagement and improvement
  • Offering and planning Green HR trainings
  • Adopting green controls and reviews
  • Managing and recognizing environmental performance

Thus, it would not be right to see and perceive Green HR as the concept of employing people with a training about environmental issues to reduce the environmental impacts of the organization. Green HR should be seen as HRM policies, philosophies and practices that cover the entire organization to prevent the damages connected to environmental issues in business affairs and to encourage the sustainable use of resources.

A new path to Training & Development

Green HR departments of organizations that realize the importance of environmental sensitivity in gaining prestige also apply a methodology that aims to train and develop their people regarding green business teachings in almost all corporate operations including product development.

So, Green HR policies include green training and development efforts improving the corporate efficiency and the employee engagement. Even though Training and Development are two concepts that mostly replace each other, they are handled rather differently in GHRM. Training means providing the skills that the new and old employees need to do their jobs. The goal here is to contribute to experience and knowledge in order to gain competitive edge. Whereas Development indicates a process focused more on the general maturity of perspective to prepare employees to the challenges of the future. So, Green Training & Development must be seen as a way of providing the knowledge and experience, the skill and attitude required for people to adapt to the green strategies.

Harmony between man and nature, and the future

Including employees into green initiatives has the potential of improving management success since it aligns the goals, skills, spirits and views of employees with the practices and systems of green management.

Today, organizations apply and integrate green initiatives to their processes with the help of human resources. Managers are increasingly more interested about the proper transformation of their HR to Green HR.

Organizations all around the world try to apply GHRM methods to gain global competitive edge. However it might be rather difficult for the entire business world to embrace and integrate GHRM even if not impossible, because this requires a simultaneous change in current HR approaches both in management and in people. But as green gains importance, this change will probably gain speed.

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5 Tips for Sustainable HRM
ArticleMarch 15, 2021

5 Tips for Sustainable HRM

5 Tips for Sustainable HRM

Companies willing to create a sustainable structure are now considering social and environmental goals as well as long term financial results.

The role of Human Resource Management (HRM) also changes and evolves within this business world that is in a state of constant transformation. The conducted studies indicate that companies that motivate their people and create positive working environments stand out in competition. The responsibility of HRM that used to just recruit people who will improve work processes in line with the business goals is now offering environment- and people-oriented economic and social solutions to create a sustainable corporate culture in long term.

5 Tips for Sustainable HRM

And to be able to talk about a long and sustainable corporate culture, it is required for the people of that corporation to come to work willingly, to fulfill their jobs devotedly and to view their corporation not as a stop in their career path but rather as the final destination. Thus, the companies willing to create a strong corporate culture require sustainable HRM solutions.

Improve the culture of company with its people

People, who are part of the a corporate culture creation process, forms a bond with that corporation and gain a sense of belonging.  HRM should listen to the suggestions and requests of people and make the changes together with them to create a corporate culture that everyone can contribute to its success.

Create opportunities for volunteering

Guiding people towards good causes help them build stronger ties and act as a team. HRM should create opportunities for the people to volunteer in charities and organize campaigns enabling them to support other people and organizations.

Train about corporate culture

Explaining the corporate culture through trainings ensures the corporate vision and goals to be embraced rapidly within the organization. HRM should clearly describe the environmental impact of the company and the role of its people in achievement of corporate goals.

Include sustainability into performance goals

The sustainable structure that is being built also helps people feel safe. HRM both accelerates the construction of this culture and enables the construction of a roadmap in the minds of its people by including sustainability requirements into the corporate performance goals.

Review work practices

A conflict between sustainability goals and work practices may cause people to disbelieve their organization and their role in this organization. HRM should take the lead in reviewing the corporate structure and prepare a work environment in line with sustainability goals by adopting a social and environmental approach.

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