Data-Driven Decision Making. Analytics Helps Human Resources

"The goal is to turn data into information and information into insight." - Carly Fiorina, Former CEO, HPToday, as an HR professional, you're expected to do more than just manage the workforce. The work environment demands that you be a critic, a nerdy statistician, giving analytical input and key insights about the way your organization functions.Data is the key to strategy. It's not about how large your dataset is, but about how well you use it. To utilize data, you first need to decode what's relevant and useful. But where will you find the time and resources to analyze and leverage this information?People analytics, or HR analytics, in essence takes the company's wealth of employee data, like employee profiles, appraisal data, workers' compensation issues, benefits and more. And links it with the organization's business goals to give meaningful, actionable insights.A workforce's demographics can provide vital clues about the future, particularly in situations in which the profile of a company's employees is ageing. In a climate in which there's intense competition for fresh talent, AnaIytic lets HR departments take a primary role in adapting, surviving and thriving. And of course, better efficiency tends to mean lower long-term costs. What tools can you use to analyse HR data?Self-service systems can provide HR departments with real-time information directly from HR data, displayed clearly and simply. These systems can come with detailed absence and workforce dashboards designed to reveal valuable trends and fresh perspectives. Because HR data has many uses, HR dashboards can be personalised; and role-based security means the right level of confidentiality is maintained. Like ORANGE HR Solution these systems allow integrated organisation charting, perfect for designing processes and strategies for change. And it's easy to create a roadmap to navigate.

Orange HR Solution at HR Expo 2017

Jakarta, December 18, 2017 - Orange HR Solution with the tag line Empower HR. Empower People. attended HR Expo 2017 held by Intipesan at the Jakarta Convention Center on 13-14 December 2017. HR EXPO is a showcase summit for HR Practitioners Indonesia held annually in December. This event became the center of the development of human resources management knowledge in Indonesia, so it has a positive contribution to the development of human resource management practices in Indonesia.Activities are held at HR Expo includes seminars on the issue - the actual issues surrounding the Human Resources and Exhibition for services and goods related to the HR industry such as; HR Consultant, Training Providers, Educational Book Publishing HR and so on.Orange HR Solution in this exhibition provide solutions tailored to the needs of HR and problems faced. For example, by supplying mobile applications that can be used by employees anywhere, anytime and user friendly. In addition to mobile application, Orange HR Solution also provides an attractive promotion for companies who want to make HR administrative activities easier and manage employees through recruitment, training and employee development.

HR Trends 2018

In 2017, the human resources industry has done a lot of soul searching about the way culture and performance issues were handled within companies. In 2018, another big internal shift is coming, but this time the focus is on technology: how it can be used to find people, connect people, engage people, even replace people - and what to do when that happens. For years, technology has acted as a tool to help with day-to-day tasks, but the focus in 2018 will be technology as a way of life in the workplace. These are the five biggest trends I see coming to HR in the next year, and they all involve technology.1. Passive candidates: Headhunting of passive candidates has always been part of the recruitment process. But these days, it's much different from simply sifting through resumes on a career website. The advent of social media has made getting in touch with candidates easier than ever before. Similarly, talent pools can now be identified simply by searching hashtags, sub-forums or other online communication methods. By engaging these types of candidates - either in groups or individually depending on the platform - recruiters can get a sense of what they're looking for and if they'd be willing to make a change in their careers.2. A remote workforce: Working virtually - at home, at a coffee shop or anywhere else there's Wi-Fi - is a growing trend in the United States. In the past two decades, the volume of employees who have worked at least partially by telecommuting has quadrupled and now stands at 37%. A significant driver of this stems from VPN technology making it easy to access work systems from nearly any computer. This makes it possible to recruit from almost anywhere in the world, and it's no surprise that many startups are built with remote teams. From a corporate perspective, it opens up the pool of candidates, and by offering remote work capabilities, it's a way to retain current employees and boost job satisfaction through a better work-life balance. With video conferencing and collaboration tools evolving every year, this trend will only continue on the upswing.3. Blind hiring: The tech industry, and Silicon Valley in particular, was rocked in 2017 by accusations and counter-claims of bias in the workforce. The easiest way to minimize any controversy? Make hiring a blind process. In standard screening and interviewing, unconscious bias easily becomes part of the equation by including any data that may give away key parts of a candidate's background: gender, age, race, even alma mater. By making hiring a blind process - that is, stripping away any info on a resume that may reveal demographic data - the first wave of screening can be done based purely on abilities and achievements. There's even recruiting software built to automate screening and anonymize candidates. This allows for a more diverse workforce built on merit, not any buddy-buddy vibes picked up during the early interview process.4. Gamification: Gamification is a technique that has been working its way into all different types of industries. The idea of turning engagement into a competitive game format works for a range of purposes, whether it's marketing or teaching or hiring. In business, gamification can be used as a candidate screener, turning tests of critical skill sets and cognitive abilities into fun engagement. With the advent of smartphone apps, it's possible to have a user base play recruitment games while under-the-hood algorithms track critical analytics. The result benefits both candidates and employers: Candidates have a fun reason to try to increase their scores while showing off to potential employers; Hiring managers have an ocean of data that can help predict the strengths and weaknesses of candidates - and even find diamonds in the rough.5. Future-proofing employees: While political talking points often emphasize the return of jobs in manufacturing and manual labor, the cold hard truth is that those positions are going away because of evolving technology. In many cases, artificial intelligence is replacing repeatable tasks while predictive analytics is replacing certain levels of management and decision making. It goes beyond manufacturing - travel agents, flight attendants and moreare all vulnerable. Where does this leave the human work force? In 2018, it's up to companies to look at their human resources and determine the best way to pivot them into future positions. This means identifying the staff who are willing to embrace different aspects of jobs: management, problem solving, troubleshooting and other areas that require a human element. By planning ahead, this will save the company money as it transitions to cheaper computer-driven labor while maximizing the human potential already on the payroll.Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?With 2018 rapidly approaching, it's clear that these technology-driven trends will impact the HR industry sooner rather than later. Many of these are already available and will simply grow in industry presence; the smart thing is to invest time and resources now to get ahead of the game. Whether it's identifying internal positions vulnerable to AI replacement or exploring social media-enabled methods of finding passive candidates, all technology-driven changes feature some level of learning curve. Thus, even before the calendar turns to 2018, it's a worthwhile goal to start preparing for the future today.Source: Forbes

Organizational Design Will Be Challenge Everywhere

Organization design, including structure, roles, talent mobility, and the role of leadership, must become flexible and adaptive-changing many elements of HR.Today, in the world of rapidly changing markets, and digital products and services, the traditional concept of "scale" and "efficiency" no longer apply. Thanks to the cloud and the Internet, barriers to entry have been lowered. You cannot "keep your market" just because you are big or efficient-someone else will likely reinvent it before your eyes, and then his / her company may disrupt yours in only a few years. As John Hagel, director of Deloitte LLP's Center for the Edge in Deloitte stated, Today, the key to organizational success is not "scalable efficiency," but "scalable learning." You, as an organization, must be able to experiment, put prototype products in front of customers, rapidly learn from your competitors, and stay ahead of your marketplace, industry, and technology trends. This means your whole organization has to focus on customer-centric learning, experimentation, and time to market.The solution is often easy to understand, but hard to implement. We should break our functional groups into teams-teams focused on product releases, customers, markets, or geographies. These teams should be smaller, flatter, and more empowered-and leaders should focus on hands-on leadership, not leadership from behind a desk.In the past, most organizations were designed for efficiency and effectiveness, leading to complicated and siloed organizations. The resulting business models, which were based on predictable commercial patterns, are unsuited to an era of unpredictability and disruption. Instead of mere efficiency, successful organizations must be designed for speed, agility, and adaptability to enable them to compete and win in today's global business environment.

Payroll HR activities are crucial

The function of HR in the company besides as energy giver for the company, an HR also have to take care of all matters relating to human resources, ranging from employee management, salary payment employees until employees discipline.One of the most crucial tasks of an HR administration is payroll. Calculates the amount of salary earned by each employee. The process of calculating this salary includes bonuses, intensive, overtime, taxes, BPJS, debt and so on which are different from one employee to another.When HR is faced with this task, it will usually take a lot of time and certainly becomes inefficient. This task by calculating may still be if the employee is about 15 or more, but if already have employees tens, hundreds or even thousands, of course, manual calculations cannot be done anymore. In addition due to inefficient also vulnerable error calculation.The use of integrated payroll counter software can cut the time normally used to perform this task. For example Orange HR Solution, on Payroll module. With that module, HRD no longer needs to calculate the salary of employees because it just enters data and can directly calculate the amount of taxes and other and uploaded to the bank to be transferred to employees.So the HRD job is easier and of course efficient. Especially with the mobile apps, employees who want to request a paycheck need not go through HRD again but directly download the application.

How HRIS Gave Energy Company for Change

Previously we already know what HRIS and company profits if using HRIS. Now, let's know how HRIS is able to energize the company to change.A good HR department is critical to an employee-oriented, productive workplace in which employees are energized and engaged. Here are the reasons why:HR monitors the culture.HR owns the overall talent management processes. In conjunction with other managers, HR leads the way in management development, performance management, succession planning, career paths, and other aspects of talent management.HR is responsible for the over-all recruiting of a superior workforce.HR recommends market-based salaries and develops an overall strategic compensation plan.HR researches, recommends, and implements employee benefits programs that attract and retain your best employees.HR is responsible for recommending and instituting strategies for people and the organization that further the attainment of the organization's strategic goals.HR makes sure that workplace activities, events, celebrations, ceremonies, field trips, and team building opportunities are occurring.HR advocates for employees who have issues or conflict with management and coaches managers and executives who seek a more effective approach to working with particular employees.If your organization is changing direction, developing new products, changing mission, vision, or goals, HR must lead the way with employee programs and processes.Not everyone loves each other but they need to develop effective working relationships for contributions and productivity. HR can help by knowing the players and taking on the necessary role of advocate, coach and/or mediator.So, HR is not just about daily operational tasks, let operational tasks be handled by HRIS and let him help HR to monitor and help the company move forward.The importance of HR is easily overlooked in the busy day-to-day in the workplace, but without contributions in each of these areas, the organization would be less successful.

Performance Management System: Does IT Need Redesigning?

The author critically evaluates the existing performance management system in organizations. Read on to know if it requires redesigning.It is generally held belief that most employees are disinterested in the appraisal process. Even many managers are reluctant evaluating their subordinates but they act as an appraiser just for the sake of completing the appraisal process as mandated by the organization. In such scenario, what an organization can do in order to bring back the belief of the employees in the performance management process and create a friendly workplace? Does it make sense to abolish the performance appraisal system or the system needs an improvement and redesign?Issues with existing Performance Management SystemsPerformance appraisal is a process that evaluates the employees and informs them how well they have progressed toward achieving the set objectives for the said review period. Though the goals and performance measures are mutually agreed upon by the appraiser and appraisee, it's often seen that it's the manager who sets the goals based on the organization's need and tries to align the individual's goal with those. Sometimes, it so happens that an individual wants to achieve something different like learning new skill, getting involved in other work related projects which can improve analytical and leadership skills etc. along with the job but the performance management system doesn't allow to set such type of goals either because the manager doesn't think individual goals as important or due to system constraints.Another issue with the performance management systems in most of the organization is that they try to quantify the qualitative attributes or the subjective items. For e.g., how can an integer rating out of options 1 to 5 be given to any skill? Another issue which is commonly seen is that performance management system doesn't align with the objective of the organization and considers the holistic development of its employees rather it has become a tool for criticism and is done only for the sake of doing it. Most of the organizations use bell curve in performance appraisals which compel the appraiser to use a forced rating instead of a fair one. This method is too rigid and may lead to loss of morale among employees. At times, managers also show disinterest in the appraisal process and find themselves in a fix at the time of giving final ratings to the subordinates. All such issues create conflict between the manager and employee and bring dissatisfaction which ultimately affects the work culture of the organization.Developing an effective but friendly Performance Management SystemsIt's very important to develop an effective but a friendly performance management system. Organizational heads should consider aligning the performance management system with the organizational goals. They should develop such appraisal process which not just identifies the top performers but also bring the low performing employees to average and above average level so that overall development of the individual and hence organization can take place.Creating a culture where employees are not scared of the performance appraisal but seek it as a way to improve and learn and hence contribute towards the organizational goal should be created. Companies like Infosys, Microsoft and Cisco have already stopped using bell curve methodology in performance appraisal system and it has shown a sign of relief among the employees and hence towards the productivity. A similar approach can be taken by other organization to boost up the employee morale which has lowered down due to the use of bell curve. It is also important to make managers trained about the different aspects of performance management and guide them in the case of any issues. Companies can leverage 360-degree feedback system for the appraisal which creates a win-win situation for employees, managers, and customers and helps to bring the confidence in the appraisal process. If the performance management system is robust which helps in learning and overall development of an individual, it will increase the job satisfaction levels and thereby decrease the attrition rate.The way aheadIt's very important for an organization to understand the objective of performance management system and design the performance management system which is based on the needs of different departments within the company. Organizations should try to create an environment which enables learning and provides a platform to employees to showcase their skills so that their work can be appreciated and rewarded. Performance appraisal system should not be a way to criticize but it should aim at the continuous improvement of the employee. It should also try to capture the work related preferences of an employee and how best those be mapped with the objectives of the business unit and the organization. Appraisal process in various organizations is changing due to different business needs and human resource constraints which should be taken receptively by all the stakeholders and hence there appears a need to realign and update policies and processes in an organization to create an effective and friendly work environment and thus happy and satisfied workforce.Peoplematters

What is Hris? Why You Need Hris for Your Business?

A HRIS, or Human Resource Information System, is a software solution for businesses with a computer based application for assembling, processing and help automate data related to the human resource department (HRD) function.As in other types of information systems, an HRIS consists of a database, which contains one or more files in which the data relevant to the system are maintained, and a database management system, which provides the means by which users of the system access and utilize these data. The HRIS thus contains tools that allow users to input new data and edit existing data; in addition, such programs provide users with the opportunity to select from an array of predefined reports that may either be printed or displayed on a monitor. Reports may address any of a number of different HRD issues (such, succession planning, compensation planning, equal employment opportunity monitoring). HRISs also generally include tools by which users or system administrators may generate ad hoc reports and select specific cases or subsets of cases for display.A HRIS generally should provide the capability to more effectively plan, control and manage HR costs; achieve improved efficiency and quality in HR decision making; improve employee and managerial productivity and effectiveness.Such as Orange HR Solution, HRD function not only about input data and payroll. Orange HR Solution allows companies to manage and maximizing workforce potential amidst tough business competition, this can give back hours of the HR administrator's day previously spent attending to routine employee requests.With designed fully integrated that allowing employees to access and manage their personal data, a comprehensive array of features, designed in modular which is the essential modules can be selected based on the specific situations. HRIS offers other options to help companies understand and fully utilize their workforce's collective skills, talents, and experiences.Selecting the right HRIS is important. Your company will need to make sure that they can customize the system to meet its specific and unique needs and that it is a system that will grow with your company.

Being productive at work: Avoiding disturbances

One of the top productivity excuses I hear in the workplace is... people keep interrupting me. After all, I could get my stuff done if others weren't constantly disturbing me.What do you do when co-workers are preventing you from getting things done?Excuse Me, I'm Working Here...One of the top cited sources of non-productivity in the workplace is interruptions.Disorganized and noisy workplaces don't make for productive teams.In the name of teamwork, cost-savings, and openness, companies setup workspaces that actually encourage interruptions."Many companies set themselves up for failure by creating work environments that are counter-productive. Small cubicles, open meeting rooms, a limited offices may provide a team-like atmosphere...But, they don't lead to completed work or productive workers."Despite good intentions of team-friendly environments, many companies end up with chaos looking like a battle-scene from the movie Braveheart. A survey by Sapience Analytics, a Pune-based technology firm, has found out that every 11th minute, you are disrupted by either a ping on your chat window, a beep on your Smartphone or a message alert? And to add to this, it takes a good 25 minutes before you return to your workstation.We all are a creature of habits. But it is how we want to manage and tame our insane habits make the difference. Any habit that causes a definite disturbance around us should be controlled. Let me elaborate a bit. Have you ever found a co-worker of yours who has an uncanny habit to chit chat informally at least 3 times a day by suddenly gushing in your workstation? Or do you have your colleagues who often come to your desk asking you to accompany them for a short break? We all certainly have our friends who fall under this category of habitual disturbance creation. Every employee has his or her own distinctive personality. Handling them seems easy at one go, but gradually it becomes a tough row to hoe to handle their growing need of breaks and chit chats, especially when you have an urgent deadline to meet. How do you handle them?Here are five simple yet practical and effective tips which will help you handle unwanted chit chats in your office.1. Quite zoneTag your desk as 'Quite Zone' for a fixed time, especially the days when you have an urgent deliverable to meet. Be rigid and firm not to entertain anyone during these hours. Slowly, people around you will start respecting you for your dedication or others will unwillingly stop chasing you for their breaks and chit chats.In fact, there are organization's who allocates "Quiet zone" for their employees. These are spaces that help you to think and get your things done. It is important to provide quiet zones that allow normal office activity and are not overly disruptive.2. Lead by exampleHelp other employees to get over this problem by leading with example. In fact, this can have a positive effect on the overall culture of the organization. Imagine, a dedicated quite zone in the office where everyone is engrossed in their task gives a sense of pride and no doubt an increased productivity. This enables you to contribute to your organization in accelerating business results by inspiring others. 3. The tricky oneApart from sincerely trying hard, there will still remain a good number of species who will continue to carry the baton forward. Next time when they come up to you to interrupt your work, then simply ask him or her to help you out with your work which will help you in completing your task quicker. Though you would actually not want them to help you, this will definitely fetch what you have been looking for. There are extremely low chances of them to come back to your desk when they see you working next time.4. Fear of relationshipWe spend minimum 9 hours in our office and of course have colleagues who become good friends. The thought of losing them is the most common fear one has in her or his mind. Getting the message across to them straight becomes tricky. In this situation, you can use another way of politely deferring the discussion. Pick up a topic that your chit chat friend is disinterested. For instance, if she likes discussing movies, you pick up some information on Animal Planet or historical documentary films. Just try to talk about things which are completely different from what she generally talks about. This will make them stop hanging around with you for long hours and slowly they will just hang around for some time and excuse themselves from there.5. Stay awayThere are many of our colleagues who are smart enough to complete their assigned task and then come to you for chit-chats when you are seen to be busy in work. They generally are devoid of any interest in helping others to complete their respective works. Therefore, at the end of the day, you are reprimanded for not finishing your task on time and the other guy is a happy go lucky one smiling all the time because his work is all done. The golden rule to this is to simply stay away from such people who do not value other's time.ConclusionIf you wish to earn the title of a gossip king or queen, then it is okay to carry with whatever is happening around you. But if you want to be known as someone responsible, then it's time to act now. It is always said that prevention is better than cure. Rather than enjoying it and facing the consequences when it grows bitter, you must cut out the office chit chat right away. Let us stop as well as protect ourselves from these annoying workplace interruptions and help make the best of every minute.Source: Peoplematter