The Difference Between SaaS Payroll Management and Payroll SaaS Platform Solutions

 

SaaS is expected to be the next big thing in 2022, and there is plenty of data to support this. A SaaS model for HR management in your firm makes it much easier and more automated.

SaaS Solutions can simplify your complex day-to-day HR operations.

However, there is a fine line of between ‘Payroll Software as a Service’ and ‘Payroll Service as a Software Solution’.

Before delving into the distinctions between Payroll Management Organizations and Payroll Management Platforms, let us consider the advantages of a SaaS approach.

What Are the Primary Advantages of HR SaaS?

• Rapid Program Deployment with Minimal Risk Mitigation
• Lower Initial Investment
• No Additional Hardware Requirement
• Reduced Internal Staffing Needs
• Excellent dependability, cloud security, and privacy settings that can be customized
• Increased Productivity/ROI with a Lower Total Cost of Ownership (TCO). i.e. less than Rs. 50/month per employee
• Increased Software Scalability to Meet Changing Business Requirements
• Faster Time to Value

Payroll Management Service as a Software Organization

A service provider uses software to deliver managed services such as payroll processing. The consumer pays for the service and has the full payroll management function outsourced.

This situation is similar to getting your clothes dry cleaned rather than doing it yourself.

The key distinction between your Payroll Consultant and “Service as a Software” is that the software intends to do most of the consultant’s work, eliminating the need for them.

However, the Service Model of external Payroll Management Organizations has some limitations, such as:

• Control Issues
• Concerns about data security and privacy
• Applications are limited.
• Requirement for Server Connectivity

Software as a Service Payroll Management Solutions

A service provider in this scenario provides you with access to a platform. Your HR Department can use the software to automate your essential HR procedures. You rent software instead of purchasing it.

It’s similar to renting a washing machine to do your laundry. You are responsible, but the machine makes the job easier than hand washing.

The Components of an Excellent SaaS Payroll Solution:

• Management of Recruitment and Onboarding
• Management of Leave and Attendance
• Portal for Employee Self-Service
• Management of Performance
• Graphical Reports that are Correct
• Strong Security

What About ConfluxHR’s All-In-One HRMS Platform?

ConfluxHR has been in this market for quite some time, providing the ideal answer for your business. We not only assist you in processing proper payroll each month but also aim to automate your core HR processes.

Performance management, onboarding management, exit process management, and leave and attendance management modules are built into our platform, using which you can seamlessly manage your employees.

With ConfluxHR, Say Goodbye to Tiresome HR processes, For Free*!

*T&C Applied

10 Factors for an Employee Resignation

 

Good managers understand how costly staff turnover can be. They work hard to keep their organization’s costs to a minimum. You can only retain some employees, no matter how nicely they are treated. Thus, every organization necessitates a robust leave management system.

On the other hand, some employees are welcome to depart, and maintaining a proper employee exit process may aid in long-term compliance management for an organization. The cost of employee turnover is high.

Apart from the obvious financial costs of replacing them, an employee exit process might have a detrimental influence on the morale of their coworkers. This might wreak even greater havoc on their workers. Given the significant expense of finding, hiring, and training employees, it is critical to prioritize employee retention initiatives.

Do You Need Help Retaining Your Top Employees?

Here are ten frequent reasons why employees leave their employment, as well as tips on reducing employee turnover.

Employees Believe They are Underappreciated and Undervalued

It would be best to inform employees regularly that their contributions are valued. Appreciation does not have to be extravagant rewards or monetary incentives; it can be as essential as verbal praise and pleasant feedback.

Inadequate Communication About Compensation

Fair remuneration is an essential aspect of lowering turnover. However, it is equally crucial to be upfront regarding wage increases and to provide an explanation if one is rejected.

Employees will feel more respected by their company if they are supplied with clear information and transparency regarding salary.

Inadequate Work-life Balance, Vacation Time, and Flexibility

Employees are no longer expected to be linked to their desks from 9 to 5. With many people working remotely during the epidemic and juggling work and home lives, employees are looking for organizations that offer more flexibility regarding work schedules, locations, and hours.

A leave management system is necessary to avoid this discrepancy.

Without Proper Communication, Management Changes and Restructures Will Occur

Businesses that need to plan for and convey organizational changes risk losing essential staff. Coaching employees most affected by the change is part of change management to sustain morale and ensure a smooth transition.

While you may have some of the necessary information, the more you can provide, the better!

Outdated Machinery and Equipment

Outdated or difficult-to-use products may encourage personnel to flee, whether warehousing equipment or computers. Business technology is now critical to how businesses run, from optimizing processes to maintaining communication while working remotely.

Updating workers unhappy with obsolete technology may cost more in the long run than replacing the tools.

Unrealistic Goals and Performance Targets

Setting realistic performance targets is critical for employee morale and your company’s financial goals. These objectives should be reasonable and well-planned. Employee retention will improve if managers recognize and reward their staff when they meet or exceed their goals.

After all, each employee’s achievement contributes to the company’s success.

A Lack of a Clear Path to Advancement in One’s Career

Closely related to performance objectives is giving employees a clear picture of what an internal promotion for their position looks like and what they can do to get there. This is a tried-and-true method of retaining staff while keeping them motivated.

With clear guidance, they may feel safe and seek advancement elsewhere. Companies can reduce turnover by providing a path for employees to advance within the organization.

They Believe Their managers are Unsupportive

People abandon bosses rather than jobs. Bad managers are one of the most significant contributors to employee turnover. If your organization needs help with employee retention, try educating your managers on how to solicit feedback, confess mistakes, and tailor their management style to the person.

The Company’s Branding Is Weak

Employees care more than ever about their company’s ideals and reputation. Company branding is how the general public perceives your firm and what workers can expect if they choose to work for you.

Being active about social issues, supporting working parents in the company, or marketing amenities like a gym membership or free lunches are all examples of branding.

The goal of employer branding is to attract applicants who share these values. That said, it’s critical that these beliefs are genuine, or prospective employees may feel misled and decide to quit.

Employees are not feeling challenged.

A bored employee will likely look for a new, more challenging position elsewhere. While any work requires some repetition, giving staff more difficult duties is an excellent approach to keep them. It shows that you believe in them and encourages them to be creative and continue to grow.

Conclusion

Companies invest a lot of time, energy, and money in attracting and hiring the appropriate people. Therefore it pays to prioritize the employee exit process and employee retention methods in your organization!

How your employees feel about working for you is vital to the health of your organization.

Start managing your HR seamlessly and making them feel valued by requesting a free ConfluxHR demo today. ConfluxHR’s exit management module aids in the systematic resignation of an employee.

Also read: An Overview of Leave Types In A HR Management Software.

Managing Payroll with an HRMS- The Best Payroll Solution

 

The end of the month are happy days for employees. However, HRs, accounts team and payroll officers have a hectic schedule during these days. Are you wondering if there is any way to process payroll with utmost accuracy and convenience at a go? Yes, off course there is!

Perks of Using a HRMS Software for Payroll

Haven’t you though of using an HRMS with a dedicated Payroll module yet? Well, we have got you some valid points that can surely change your mind for the better. Catch up the below advantages of using a HRMS for payroll generation and rethink, until you land on the apt solution!

1. Accuracy:

Needless to mention, you cannot be confident about the accuracy when you are manually managing the payroll with excel sheets.

However, with an HRMS, payroll generation seems like a cakewalk. There can barely be any chance of mistakes henceforth.

2. Cost-cutting

Payroll generation is quite a momentous task and especially when you have opted to manual payroll processing using excel sheets. Most of the organization either outsource it or hire manpower to get it done. Using an HRMS, you can streamline your budget and generate payroll with just a click.

3. Timesaving:

HRMS software is one of the best payroll solutions because it synergized various departments for payroll generation.
Payroll processing takes a whole lot of time when you do it using excel sheets. Moreover, you must look for data to flow in from other departments regarding the attendance and leave of employees.
Using payroll management tools, you can save several annual hours because you can generate payroll with a single click.

4. Convenience:

A payroll day won’t be a bad day for you. A payroll management tool receives data from other departments and generates pay register with just a click.

5. Automated Payslips:

Employees feel empowered and independent with a HRMS software. They can download the pay slips at a go. It saves the time of the employees because they would not have to reach out to HR to get the pay slips.

6. Data security:

Data for payroll is confidential. Hence, before relying on any entity, be it a tool or a human resource, you need to be very sure of the data breach threats. Cloud HRMS solutions are the most reliable solutions for resource management and payroll generation.

The Way Forward

All the above pointers indicate how seamlessly you can manage the most tedious task of your organization with a single click. Payroll management tool is a great value adder in an organization.

So, when are you planning to redefine the conventional payroll process in your organization?

The Role of HRMS in Driving Organizational Change

 

Several companies were using HRMS platforms before the COVID-19 epidemic. However, the sudden disruption in organizational processes has drawn attention to the importance of implementing HRM software in numerous organizations.

With the rise of the gig economy, the finest HRMS must comprehend an organization’s current demands while also ensuring that future expectations are fulfilled.

Companies that use HRMS software will be able to bridge the gap between their employees and organizational goals. It will allow their employees to be aligned with corporate values. Thus, employees can focus on driving change in the organization.

What is the Role of HR in Change Management?

While automation and cloud computing has been around for a while, the recent financial crisis has heightened corporations’ interest in them. This interest has been generated by leaders who want to assist HR managers in automating their overall HR processes.

The function of an HR manager has grown even more critical since substantial changes brought about by the epidemic fall into their purview. According to a Gartner report, 16% of employers are increasingly employing technology to monitor their staff.

While non-traditional employee engagement and performance management strategies were still in use before the pandemic, remote working, contingent workforce, and flexible working hours demonstrate the importance of technology.

Employers can assess employee productivity in a variety of methods nowadays, including virtual clocking in and out, monitoring employee emails, internal conversations, chats, and tracking computer usage.

The Need for Implementing the Best HRMS Software in India

All of this is made possible by the HRMS software that allows for continuous employee engagement and well-being monitoring. HRMS platforms enable employees to better understand and improve the employee experience, hence the company’s growth chart.

Remote Working is Trending

Hybrid work models are emerging. Employee timesheet administration is getting tough for businesses undergoing this transition. These businesses can use an HRMS platform to bridge the gap between remote working personnel and organizational goals, allowing strong alignment to thrive.

The Right Way to Manage Performance

Goal cascading, like the skill matrix, is an important phenomenon. HRMS serves as the strong shoulder that businesses need to survive by aligning every changing measure, such as the objective, OKR, KRA, and others, in a simplified method for simplicity of quantification.

A Tool for the Future with Transparency in Processes

HR software makes company goals visible enough for all employees to strive toward them. HRMS softwares have demonstrated its worth by mapping out through a central axis, opening the way for better systems and enhanced processing capabilities. Being future-ready is critical to the success of any firm.

Human Resource Transformation

With digital transformation gaining prominence, human resource managers are increasingly becoming the first person in an organization to be digitized. HR personnel can thus become strategic partners rather than liabilities.

Enhanced Employee Experience

Employee experience is emerging as a critical concern for many businesses since there is now a race to attract and retain the best staff. As finding new resources has become more challenging, current resources have become more vital than ever.

With the expansion of the technology economy, firms are becoming more employee-friendly and equipped to deal with the virtual mode of working, and HRMS plays an integral part in this.

Has Your Company Embraced the Transition to an HRMS Platform?

If you still need to, let us introduce you to the best HRMS software in India – ConfluxHR.

Being the best HRMS software in India, ConfluxHR enables you with the following functionalities:

#1: Recruitment and Onboarding Management

#2: Leave Management

#3: Attendance Management

#4: Payroll Management

#5: Performance Management

#6: Learning and Development Management

#7: Exit Process Management

#8: Employee Benefits Administration

#9: Talent retention

#10: Analytics and Data Management

Along with the above-listed features, ConfluxHR seamlessly integrates the leave and attendance management modules to ensure automated attendance capture from multiple touchpoints at the office. It is also incorporated into the Payroll Management Module to ensure seamless data transfer.

Enjoy unlimited benefits for your organization.

Signup Now to Get Started!

A Guide to Avoid Compliance Issues During Employee Exit Process

 

Resignations are an inevitable part of any company, especially a developing one. You can accept a resignation in stride at times. However, now and then, you will encounter unforeseen circumstances.

As an employer, you will undoubtedly confront the unavoidable – a resignation.

Dealing with the employee exit process correctly and methodically eliminates unwanted hindrances. Here’s a step-by-step guide on handling a resignation to make the transition easier for the employee and the firm.

Acknowledge the Employee Resignation

When you receive a resignation request from an employee, acknowledge it and inform the employee that the process has begun on your end.

After that, proceed with the steps outlined below:

• The reporting supervisor and the HR manager should work together to decide the employee’s retention status.
• Arrange an informal discussion with the employee to discuss whether or not you can keep them. Otherwise, consult the notice period, handover method, and any outstanding assignments you’d need before the person leaves.
• Determine whether you want to hire a new employee to replace the employee. If you need to recruit someone, you should begin the process as soon as feasible.

Negotiate with the Employee

If you believe the employee is worth going the additional mile to keep, you must first grasp what it will take to save him. A raise or a promotion will usually cause the employee to reconsider their decision.

However, if the problem is more severe and you cannot persuade them, it is essential to demonstrate support for their decision.

Communicate the Notice Period

Once the resignation has been mutually accepted, determine the employee’s last day of employment. The notice period can be defined on the day of joining the employee.

The Hand Over Process

The job handled by the retiring employee must continue once he is gone. Request that he passes on his access to company sites, or any work in progress, to a colleague or the recruit.

The Final Exit Interview

It is critical to have an exit interview after the notice period to ease the employee’s leave. Having this interview close to the last day allows the employee to be more open about his opinions.

While this may appear to be a formality, it may answer some critical personnel management concerns correctly. Here are some questions you should ask at a departure interview:

What Made Them Leave?

• What Might You Have Done Differently to Avert Your Resignation?
• If Not, Then Why? / If Yes, Then Why?
• Did They Have the Necessary Tools to Do Their Work Well?
• What Did They Enjoy Best About the Company?
• What Did They Not Like About The Firm the Most?

You should note the responses to these questions for further analysis. Keeping a record of exit interview responses will aid in identifying HR issues and reducing attrition rates.

Relieving Formalities

Finally, verify that all leave processes have been completed before the employee’s last day. You could set up a process in which the employee must receive an acknowledgement from appropriate supervisors before leaving.

This guarantees that all outstanding tasks have been finished and all relevant handovers have been accomplished. In addition, ensure that any products supplied to the employee have been returned. Here’s a brief list of items the employee may need to return before they leave the organization:

• Laptops
• Keys for Office/Drawers etc.
• IDs and Access Cards
• Company Cell phone
• Company Credit Card

F&F and A Letter of Relief

It is now time to process the employee’s final settlement. It is also a great initiative to send staff a good-by letter on their last day. This would leave the employee with a favourable impression of your organization.

Here is a list of things you should include in their compensation package.

• Unpaid Salary, including LTA
• Reimbursements
• Incentives
• Remunerations
• Gratuity, if applicable
• Pension, if applicable

Once the funds have been processed, send the employee a resignation letter. Remember to include the tenure, designation, and remuneration in the letter.

Aren’t You Tired of Cumbersome Employee Exit Processes for the Sake of Compliance Management?

Following a set procedure avoids unnecessary delays and smoothens the transition for the employee and your business. However, you can simplify these processes with just a few clicks!

Employees can apply for resignation through ConfluxHR with just a few clicks. It also allows HR administrators to track, manage, and process all voluntary and involuntary resignations.

Here’s Everything ConfluxHR Gives You for a Smoother Employee Exit Process:

Resignation-Application & Management Made Simple

Employees can resign with just a few mouse clicks. When you receive an employee resignation request, the concerned reporting manager and HR are immediately alerted.

When our HRMS receives a resignation request, it immediately sends an acknowledgement email that you may personalize to meet the needs of your firm.

Adaptable Retention Questionnaire

The system can save these predefined groups of queries. These questions can help you protect your essential resources. The technology also keeps employee input, which may be studied and used in the future.

Furthermore, the reporting manager can create a one-on-one meeting request to discuss the terms of employee resignation.

Capability to Schedule Exit Interviews

The reporting manager or the employee may use this function to initiate one-on-one exit interviews to negotiate the terms of the resignation.

Relieving Letter & FnF Settlement

The HRMS Platform automatically generates a release letter for employees who fail the organization’s retention attempt phase. On a successful employee resignation, the HRMS also determines the employee’s compensation after calculating all deductions.

With ConfluxHR, you can automate the organization’s exit processes, starting from employee resignation application, to FnF settlement and relieving letter generation. Let your HR focus on organizational change, while ConfluxHR automates the core HR processes.

Would You Like to Automate the Tedious Legally Compliant Employee Exit processes?

Schedule a Demo with ConfluxHR to experience a more straightforward, smoother, and compliant employee exit process.

Why is HR and Payroll Management Necessary for Entrepreneurs?

 

Payroll processing is one of the most significant and complex business operations. Every Entrepreneur aspires to be as efficient and successful as possible. Thus, a corporate entity must thoroughly understand payroll.

Entrepreneurs, in particular, must be mindful of this to deliver maximum pleasure to their staff and address their problems.

What Exactly is Payroll?

Payroll is the process of paying an employee’s wage in exchange for his contribution to the organization’s growth. It begins with the compilation of a list of paid personnel and concludes with the recording of expenses.

It is a sophisticated procedure that requires coordination from multiple departments, including payroll, human resources, legal, and finance. On the other hand, businesses can manage compliance issues at all levels by adopting cutting-edge technology.

In addition, a payroll cycle is an interval between two salary disbursements. Depending on business demands, salaries may be paid weekly, quarterly, or monthly. It is usually paid once a month in India.

Let us tell you more about the payroll processing of a business and how you may properly manage your company’s payroll.

HR and Payroll Management

An HR and Payroll Management System allows a corporation to keep track of its employees’ wages. The wage structure includes employee salaries, allowances, deductions, and net payouts. It also handles pay stub generation.

Payroll software can automate intricate computations. These computations are usually performed manually. A thorough payroll management system can save your company from costly compliance concerns.

The best performance management software(s) records an employee’s performance data. As a result, it supports businesses in acquiring a clear image of their employees’ performance and skills.

In addition, it also enables the management to arrange training based on the needs and requirements of each employee. This employee performance assessment can be useful for planning and general productivity enhancement.

The HR and Payroll Management System helps businesses reduce the number of individuals manually tracking attendance, salary, working hours, and income taxes, among other things. The repetitive nature of payroll duties might lead to boredom, leading to an error. As a result, enhancing your business process is always a smart idea. This is usually done so that reliable data is provided at every step.

Why is Payroll Setup and Processing Necessary?

Data security regulations are often rigorous. Employee information is maintained as private as possible, as evidenced by the many administrative and access privileges levels. It also provides employees with information on salary reductions.

Effective payroll processing also provides a thorough image of the company’s position in the market, which is necessary for a financial assessment. In the case of wage appraisals, simple calculation software may give the firm the full financial impact of such information.

In most cases, modern payroll systems, such as ConfluxHR, are as cost-effective as remote cloud options. The company only requires active registration to keep the database up to date. Employee payroll management systems by ConfluxHR are entirely free to use and can save your company a lot of money.

Top Challenges of Manual TDS Calculation for Business Firms

 

Finally, we are addressing the monster in the room that pops up for the organizations at the end of each financial year- The TDS filing. Manual TDS filing brings in endless work for the finance and HR team. Let’s find out the challenges of the process of TDS filing.

TDS stands for Tax deduction at Source, which refers to the tax collection under Income Tax Act 1961. Hence, organizations take the declaration from the employees from the very beginning of a financial year. At the end of the financial year, they receive documentary proof of the investment at the end of the year to justify the tax exemptions.

Issues of Manual TDS computation:

The process becomes way more complicated and hectic when done manually. This section will reveal a few common issues organizations face during each financial year while TDS filing.

Taxable income calculation:

Manual calculation of the taxable income is one of the most chaotic aspects of the whole process. It increases the chances of mistakes and crossing deadlines as well.

Deduction calculation:

Tax exemption clauses tend to complicate the whole process further. Organizations take exemption declarations from the employees at the beginning of a financial year and take proofs of the same at the end of the year for TDS filing. Manual calculation of deduction for each employee becomes a headache.

Filing proper deductions

Filing proper deductions and tallying them with proof is also messy. There are high chances of errors, leading to several unwanted legal hassles.

Tax proof follow-ups to employees:

Collating information from sources, giving follow-ups etc., make the whole process time-taking. There are fair chances of crossing the deadline. Software is an excellent alternative for the manual collection of documents and investment proofs with tax exemptions.

Last-minute tax filing

Organizations mostly need to file accurate TDS on time. In this scenario, organizations are exposed to penalties. However, TDS filing software helps sources to avoid last-minute TDS filing.

How to solve these TDS filing issues?

Use an HRMS with dedicated TDS support for the organization. TDS filing software or HRMS with TDS filing support make the whole chaotic task super-easy. Moreover, you can’t skip the deadline because you can incur a penalty for the same.

Are you all set to simplify your TDS filing process with an intelligent solution like ConfluxHR that streamlines the process for you and automates the complicated process for utmost accuracy?

Untold Benefits of Tracking Employee Attendance and Time

 

Tracking employee attendance and time assists businesses in efficiently scheduling their work and meeting deadlines. Managers can also get a clear image of employee deliverables. When done right, it is possible to retain outstanding staff while focusing on enhancing customer service. 

Such an ecosystem boosts employee productivity while also lowering costs for your company.  

When it comes to easy ways to track employee attendance, HRMS platforms are leading the way. The automation of core business operations significantly influences firms of all sizes. 

The following are some advantages to tracking your workforce’s time and attendance data:  

• Simplify payroll operations and avoid errors with readily available payroll data.  
• Ensure equitable workload distribution, avoids burnout, and lower unplanned absenteeism  
• Maintain organizational compliance with meticulously documented and structured data  
• Determine which areas of your organization want development.  
• Take prompt action in areas that require improvement and additional resources.  
• Recognize employee data independent of the workplace.
• Track remote employee working hours without being bound to a certain place.
• Track employee absences and sickness at the stroke of a button.  
• Data enables you to precisely forecast the costs of future projects  

We can see why timesheets are important by looking at these benefits.  

However, did you realize that firms squander INR 2.25 LPA on non-productive tasks?  

You can save time on payroll calculations by switching to an automated time management service. Your business can utilize the extra time available to accelerate your business processes.  

Do you have trouble hunting for missing documents and validating timesheets? You can access all of your papers remotely and at any time using a digital HRMS platform.  

Do you need a way to motivate staff to arrive on time for a meeting? You can ensure that the team arrives on time for any occasion by automating meeting scheduling.  

Do You Want to Save 5000 Hours Per Year For Your Company?

ConfluxHR‘s comprehensive HRMS Platform can help your company avoid the same fate. Our platform provides recruitment, training, performance, exit management services, and adequate time and attendance management.

3 Ways to Sustain Workplace Equity in Your Organization

 

Organizations require diversity, equity, and inclusion in the workplace. Individuals with unique thought processes must give their contributions to truly diverse teams of individuals. A diverse team comprises individuals with distinctive ways of thinking, sexual preference, race, ethnicity, etc.

An Inclusive Workplace is more than simply a setting; it is a lifelong commitment.  

It defines the organization’s attitude toward its employees. An inclusive workplace guarantees that each member has a deep and lasting sense of respect, value, purpose, and meaningful contribution to the organization’s goals.

Here are three imperatives for pushing inclusiveness to the top of an organization’s priority list:

Embracing Diversity Starts from the Top

Leadership is the foundation of a successful diversity plan. For this mindset to permeate the entire organization, ‘they’ must fully embrace and harness the power of diversity. Diversity of ideas, experiences, expertise, backgrounds and sexual orientation contributes to the versatility of the workplace.

Build a Culture of Psychological Safety

A psychologically safe workplace significantly impacts employees’ performance and mental well-being. It also significantly impacts the organization’s performance, health, resilience, and ability to bounce back in difficult circumstances.

Organizations with more psychologically safe settings value loyal employees. As a result, employees remain steady and devoted to the organization even during times of severe crisis and struggle.

There Can Be No Inclusion Without Equality

Workplace equity cannot occur unless every varied member of a diverse workforce feels equal with their colleagues at work. Confidence in one’s equality is the starting point for an inclusive workplace.

The Way Forward

With existing unequal representation, the LGBTQIA+ community must harness the strength of unity to prosper in the corporate sector. The willingness to express strengths and weaknesses individually allows employees to level up their performance at the workplace.

The advantages of an LGBTQ+ inclusive workplace go beyond what we can imagine. In an inclusive work environment, employees of various sexual orientations and gender expressions start feeling comfortable and validated. Businesses gain from LGBTQ+ inclusive workplaces in terms of productivity and profitability.

Wouldn’t you like to move to gender inclusiveness with a free HRMS solution?

HRMS software powered by modern technology assists businesses at various levels. The human resource departments, empowered with an HRMS, make correct judgments and fair appraisals based on accurate performance analysis.

ConfluxHR is securely backed by cutting-edge technologies to provide objective statistics on employee skill sets and growth. This reduces subconscious biases and enhances the general work culture of the organization.

So, what are you waiting for?

Visit ConfluxHR.com today.

An Overview of Leave Types In A HR Management Software

 

From working in a setup where the center of power was with the employer to watch the shift of power to the employee, we have come a long way. The human resource management norms went for a toss in the last few years.

Businesses started taking employees seriously and taking care of every little grievance. Moreover, the leave management system plays an enormous role in employee engagement and retention.

Companies exhibit their progressive aspect by cultivating a great work environment for the employees to feel appreciated and energetic. Let us discuss a few leave types that every employer must know about to map out the leave management approach in their organization.

Types of leaves

The law body of the nation has minimal interference in the leave management scenario at work. However, they have outlined the specifics of the leave policy, which has been accepted by employers widely.
Let us go through the popular types of leaves that employers prefer to offer!

1. Privilege leave (PL)

Privilege Leave (sometimes known as Earned Leaves) is the type of leave employees earn by being present during the working days. In some parts of the world, these leaves are also called Flexi. To avail of these leaves, employees must plan and inform their reporting managers ahead of time. The best part of the leave type is it can be carried forward to the next financial year.

2. Casual Leave (CL)

Some companies provide casual leave apart from earned leaves. Such type of leaves compensates for unforeseen situations and of utmost emergency. CL is mandatory in many states. Moreover, some employers combine the entitlements of Casual leave and Sick leave to simplify the leave policy.

3. Sick leave (SL)

Sick Leaves are also known as medical leaves, which are extended to employees on the grounds of sickness and accidental cases. Sick Leaves are mandatory as per the law. However, employees often tend to misuse SL. Therefore, employers seek a medical certificate to validate the leave.

4. Maternity Leave (ML)

The Act of Maternity Benefit 1961 mandates that employers provide 26 weeks of paid leave to women who have worked for at least 80 days and are expecting a delivery date. Maternity Benefits is a central government act applicable to an individual’s first two children.

5. Compensatory Leave (Comp-Off)

Comp-Off is a leave that is entitled to employees in case of emergency. Employees who have been working on the weekends or holidays to hand over the deliverables on priority can claim a comp-off on a workday.

6. Marriage Leave

Some companies provide special leave for employees during the marriage. The employer can provide marriage leave from anywhere between 1-15 days. Moreover, the HR department can ask for the marriage invitation card or a marriage certificate as proof of leave approval.

7. Paternity leave

Paternity leave is extended to employees who are expecting to be fathers. It is a leave for fathers to take care of their newborn and the mother. The employer can grant the leave for a specific time from the date of birth of the child.

8. Bereavement Leave

Bereavement leave is extended to an employee who has lost a family member or a loved one to death. It is the leave to participate in the person’s last rites and grieve. This kind of leave is called compassionate leave in some parts of the world.

**Fun fact: Some companies also allow bereavement to leave for the death of an employee’s pet!

9. Leave without Pay (LWP)

At times employees run out of balance leaves of all types but still seek time off. Those leaves are categorized as Leave without Pay (LWP). During payroll processing, employers deduct salaries for the number of LWPs in a month.

The Way Forward

Every organization must have a static and progressive leave management policy. Often employees assess the affluence of a company from the leave policy. If you have aimed at retaining employees for a longer period, you must have a progressive leave policy for your employees so that they feel valued.

The A to Z of Candidate Management With an HRMS

 

What do you think a successful recruitment process looks like? May be accurate interview processes, proper data management and strategies to attract talent the right way. Seems like a great place to start the discussion.

Candidate management is one of the most promising strategies of recruitment management. It helps in building a healthy relationship with the applicants so that they can be used in the future responses. The task is a mixture of relationship management and data management. Candidate management traces the journey of an applicant to an employee.

A proper candidate management process attracts valuable candidates and ensures a fulfilling candidature experience.

What changes can an HRMS bring to the recruitment Process?

The entire talent acquisition process enjoys the advantage of candidate management process through an HRMS. Let us through some of the prominent differences that are substantially visible:

• There is no haphazard approach:
  Things start falling apart when the approach towards candidates are haphazard. It degrades candidate’s interview experience. However, when you have a well-managed candidate data, you tend to get in touch with the candidate, give feedbacks, do follow ups on time.
• You keep touch with the candidate:
  Candidate management system enables you to keep in touch with the applicants after each step of the hiring process. Northing can ever be a worse behavior than ghosting an applicant or not getting back to them with an apt response.
• You allocate the right talent
  A dedicate recruitment management module in an HRMS helps you allocate the right talent for the positions. Leveraging technology for the candidate management helps you put the applicants in the interview pipeline and check their suitability.
• Candidate management process becomes trackable
  Candidate management process is insanely hectic when it is not trackable. The best HR systems have a recruitment management module that enables employers and HRs to track the details and interview details of applicants, which ultimately saves several working hours.

Top Features of a Recruitment Management Module

When you have ample recruitment management tools around, which one should you settle for? Well, we bring you the checklist for an ideal recruitment management module in an HRMS.

• Candidate database management
  Candidate database management features helps you to add candidates and other related details about him/er. It helps manage candidature details for future references.
• Skillset management
  Skillsets are important points of consideration while assessing candidatures. Hence, skill set management helps in perfect resource allocation.
• Interview scheduling
  The recruitment management module of an HRMS must enable recruiters to schedule interviews. Hence, it automates the process where the interviewer gets notified and replaces the hassle of multiple follow ups.
• Automated feedbacking
  The manual feedbacking process takes a lot of time. However, with a dedicated recruitment process of an HRMS, the interviewer can automatically drop the feedback of the interview.

Final Words:

A seamless candidate management process is more about synchronizing the system and making it way more trackable. Moreover, you save several working hours which can be utilized for strategic functions of the HR wings.
Are you all set to experience seamless candidate management with the recruitment management module of ConfluxHR?