Here’s how virtual employee assistant services can empower SMEs
A virtual employee assistant is an employee-grade assistant embedded in an HR system, not a one-off contractor. For SMEs this means the assistant arrives with access to payslips, approval workflows and audit trails so data stays consistent across HR and payroll. The phrase ‘virtual employee assistant’ appears here because the assistant acts as a persistent […]
How to choose a virtual HR assistant (buyer’s guide)
The phrase ‘virtual HR assistant’ covers a spectrum: from conversational AI agents that answer employee queries to staffed virtual HR assistants delivering administrative support. Buyers must distinguish platform capabilities (integrations, workflows, audit logs) from staffing models (offshore human VAs vs onprem or cloud AI assistants). Who should read this guide? This guide targets HR directors, […]
A personal AI assistant for employees: Definition, use-cases and pilot checklist
A personal AI assistant for employees is a conversational, employee-facing system that answers work-related queries and initiates routine HR and workflow actions. The term covers a spectrum: from simple rule-based chatbots to advanced conversational assistants and agentic assistants that can act on the user’s behalf. Chatbot vs conversational assistant vs agentic assistant Chatbot: rules or […]
When people come first: Lessons in HR leadership from Manjula Kulathunga
In times of disruption, leadership is tested not by strategy alone, but by empathy, clarity, and action. In this edition of MiHCM Leadership Lens, we speak with Aqua Dynamics Ltd. Chief Human Resources Officer (CHRO) Manjula Kulathunga, a seasoned HR leader with over two decades of experience across diverse industries, about what it truly means […]
A guide to skill gap analysis and assessment
Skill gap analysis is the structured comparison between the skills required to meet current and future business needs and the skills employees actually offer. According to a 2019 Brookings Institution article, this is commonly framed as a mismatch or discrepancy between job requirements and worker capabilities. OECD analysis (2024) similarly treats the gap as the […]
AI in HR: A practical guide to adoption, analytics and ROI
The term ‘Human Resources AI’ covers automation, machine learning models, conversational assistants and predictive analytics applied to HR processes. This guide explains what those technologies do, where they add measurable value and how HR leaders can apply them pragmatically with MiHCM products. What ‘Human Resources AI’ includes (quick taxonomy) Automation & workflow engines: routine approvals, […]
Employee data privacy: HR compliance and best practices
Employee data privacy covers how organisations collect, use, store and dispose of worker personal information — payroll, HR records, benefits, medical records, background checks and biometrics. HR handles the majority of these records and therefore must lead operationalising privacy controls that differ from consumer privacy programs because employment data often triggers sectoral rules (for example, […]
A guide to Employee Net Promoter Score (eNPS) analytics
Employee Net Promoter Score (eNPS) is a single-question metric that asks employees how likely they are to recommend their organisation as a place to work on a 0–10 scale. The simplicity makes it ideal for regular pulse measurement and trend tracking within HR dashboards. Quick definitions: Promoters: respondents scoring 9–10. Passives: respondents scoring 7–8 (excluded […]
Real-time workforce optimisation strategies that scale
Workforce optimisation strategies now include real-time optimisation: continuous forecasting, adherence monitoring and automated interventions that extend traditional workforce management (WFM) beyond weekly cycles. Real-time workforce optimisation ingests live attendance and demand signals to update schedules, trigger shift-fill workflows and surface coaching opportunities within the same operating day. What ‘real-time’ means for scheduling, analytics and HR […]
Predictive hiring analytics for SMEs
Predictive hiring analytics uses historical HR and recruitment data to generate candidate-fit signals that help recruiters prioritise applicants, shorten hiring cycles, and reduce early churn. For Small and Medium-sized Enterprises (SMEs), these methods offer a practical path to higher quality-of-hire without large analytics teams. SMEs typically hold useful HRIS and ATS records (applications, interview ratings, […]