HRIS is no longer a paper-based or static repository; it’s becoming a dynamic business driver in the workplace!
Human capital management; a complex function with a broad scope of tasks. HRIS implemented by organizations help processing the functions during individuals’ employment life cycle within a company. Role or duty of Human Resource Management is to ensure correct mechanisms and processes are in place to manage the people aspect of the business. Further HR […]
How can we discover the best and brightest talent?
We are reaching the end of 2014 and getting ready to welcome 2015! We have been continuously discussing the cluster of HR, its upcoming trends and buzzwords ever since we kick-started this blog squad.
Mobilisation of Human Capital Management tech
By employing key mobile applications, employees and managers can use their devices to access payroll details, check the status of payments, check on employee performance or approve employee requests on leave etc.They also have access to a company directory through a mobile application— to share knowledge and information or easily connect with colleagues. Today, companies […]
How HRIS is delivered
HRIS is essentially software or an online solution. HRISs are mainly delivered to users in three models—on-site/ on-premise hosting, cloud or software-as-a-service (SAAS) hosting. The 3rd delivery model is “Hybrid Hosting”. Our focus in this post will be on On-premise deployments and SAAS hosting as Microimage HCM system is offered to users via these models.
Active succession planning is irrefutable!
Companies are challenged with the difficulty of identifying departures of people, thus they fail in implementing successful succession planning. It’s important that HR leaders should consider the importance of succession planning as significant numbers of experienced people will be leaving the workforce in the coming years.
Talent management challenges will demand a consultative approach to HR in 2014; be ready!
2014 looks to be a year which would create new opportunities for businesses, it will create a new set of wrenching challenges for HR. Hence we should focus on improving the below to win the challenges in 2014:
Identify, develop and retain high-potential talent: Succession planning!
Succession planning enables companies to better identify, develop and retain high-potential talent for critical roles. Organizations adopt proactive approaches focused on screening, developing and retaining the talent required for organizational agility and efficiency.
#1 is to hire the right people in the first place!
Enterprises globalize and hunt for more specialized skills… with this, the role of HR professionals in Recruitment become strategic than ever before. Companies want HR professionals to spend more time and effort in sourcing rich talent into organizations.
Rethink your approach to Human Resource Management and challenge HR norms!
In this post, we will be highlighting what your organization should consider when building the “corporate talent system” in 2014. We will suggest ways to rethink your HR practice in the organization. In 2014, HR will become strategically important than ever before!
The mission-critical function in enterprise HR management
When building the “corporate talent system” for 2014, you will begin to realize that you must also rethink the way in which HR operates.
