Employee Self-Service in 2026: What employees expect and what HR must deliver
Employees now expect the same instant access at work that they get everywhere else: checking a bank balance in seconds, tracking a food delivery in real time, booking a cab in minutes. When that same employee has to email HR and ‘wait’ for a leave balance or a payslip, the gap feels larger than it […]
HR software implementation: What successful ASEAN companies do differently
Southeast Asia’s HR technology market is no longer an emerging story; it is a fast-moving one. The region’s HR software market was valued at approximately USD 578.4 million in 2024 and is forecast to grow at a compound annual growth rate of around 15% through 2030¹, as enterprises move away from spreadsheets and manual payroll […]
The hidden cost of payroll errors and how to eliminate them
Payroll rarely makes headlines when it works. It only becomes visible the moment it fails – a missed allowance, a miscalculated tax code, a delayed transfer. Each mistake looks small in isolation. Add them up across a year, a department, a region, and the picture changes entirely. Payroll errors are not a rounding error. They […]
Managing 5,000+ employees: Why manual HR fails at scale
By Anwar Parves For industries like Ready-Made Garments (RMG) factories, industrial parks, and zones, large workforce management is no small challenge. As businesses expand and employee numbers swell into the thousands, the inefficiencies of manual HR processes are evident. Whether it’s tracking employee hours, scheduling shifts, maintaining payroll accuracy, or managing regulatory compliance, industrial HR […]
From data to decisions: Building an HR analytics culture
Most HR teams today are not short of data. Engagement scores, attrition rates, time-to-hire, learning completions, performance ratings — the dashboards are full. And yet, in many organisations, the gap between having data and acting on it remains stubbornly wide. Reports get produced, circulated and filed, while the decisions they were meant to inform are […]
Data protection and employee privacy in Sri Lanka: What employers must get right
By Pubudini Abeyesekera In my previous articles, I explored two important priorities shaping the future of work in Sri Lanka: building a digitally competitive workforce and strengthening HR compliance as an enterprise-level responsibility. The next priority is equally important, and increasingly urgent: employee data protection. As organisations digitise HR, payroll, attendance, performance management, recruitment, learning, […]
Predictive analytics in HR: From headcount planning to succession risk
For most of its history, HR reporting has looked backwards. How many people did we hire last quarter? What was our attrition rate last year? Who left, and when? These questions matter, but they all describe a workforce that has already changed. By the time the report lands, the decision window has often closed. Predictive […]
Why your best employees leave before you realise they’re leaving
By Rashika Fazali The resignation wasn’t the surprise. What surprised the manager was who resigned. She was one of the company’s strongest performers. Reliable. Consistent. Well-liked by her team. She delivered results, met deadlines, and had never raised any major concerns. Then one morning, she handed in her resignation. The manager’s response was immediate: “I […]
Manufacturing HR and workforce management: Challenges and solutions
Manufacturing is an industry built on precision, consistency, and control. Those standards apply to production, and they must apply equally to the workforce management systems that support it. In practice, many manufacturers find that HR remains one of the least digitised functions in their operation: payroll processes that lag behind production data, attendance systems that […]
HR software for conglomerates: managing multi-entity, multi-country complexity
A conglomerate is, by definition, more than the sum of its parts. Several businesses under one group structure, each with its own operations, workforce, management, and often its own legal and regulatory environment. For group HR leaders, that structure creates a complexity that standard HR systems are simply not designed to handle. Single-entity HR software […]