Your Business Is Doomed ! – Here is why…

WebHR_EmbraceTheChange

 

“Winter is coming” – No it’s spring actually, so you can smile! The agonies are finally over, or are they?

Look around you and try to absorb the fast pace of change, if you haven’t been to a public park in a long while, now is your time to go sit in the sun ( like the one we have here in California )

Coming back to what I want to share with you, if you haven’t had a reality check I want to send you to a verbal intervention, shake you up a bit. If you own a business, buckle up! I want you to rise from your sweet slumbers and witness the global shift in the way businesses work these days.

There was a time when big corporations ( the sharks) reaped all the benefits and dominated in every area you can imagine.

Fast forward to “today” where we see startups and small companies taking over the world. Something that was unimaginable 10 years ago.

Imagine, what your company is doing with 50 employees and the same is done by a 3 employee company, even more efficiently, what would you do?

Scary! isn’t it?

Sears, JC Penny, RadioShack etc these are the outlets we millennials have been visiting since we were  small kids, looking at them fading away today just breaks our hearts.

How to save them?

After every few decades, there is a paradigm shift, that changes the whole scenario and if you are not fast enough to move to the next paradigm, you will be left out.

AI, AR, VR, ML, NLP – Are these all just buzz words? I don’t think so, I think you cannot step into the future without them.

If your company does not board this super sonic flight of innovation, it will bite the dust and evaporate eventually.

In today’s age if your company is not well equipped with tools of technology, a startup will eat your lunch and eventually replace you.No matter how harsh it sounds, this is the reality. Kind of like what Uber is doing to the Taxis and AirBnB is doing to the hotels.

“You can run, you can hide but you cannot escape this apocalypse”

So, what is it that you are missing out on?

And what can you do to make sure, your company lives to see another day ?

  1. Get WebHR, sit back and relax and “walla” you are done! – “NO!” JK! There is much more that you have to do, Such as –
  2. Equip with technology in every possible way
  3. Go mobile wherever you can
  4. Meet remotely as much as you can
  5. Cut your costs and avoid extensive cash burn
  6. Automate! automate! automate!

Technology:

Fifteen years ago, businesses without a website were considered as stone-age companies, of course your business has a website today but does it have a chatbot?

Chatbots are a great way to engage with your customers by not hiring, expensive support team.

Of course a chatbot cannot replace a human but trust me, it can handle 60% of their tasks efficiently. The way 1-800 replaced a lot of customer support representatives 10 years ago. Today chatbots are replacing 1-800s

Go Mobile :

If your business is tied to a building, you should consider going mobile wherever you can. Gone are the days of brick and mortar, lets not forget, that every individual is equipped with state of the art smart phone in their pockets, who wants to have access to your business even when they are pooping!

 

Meet Remotely :

GoToMeeting, Xoom, Skype, Hangouts, etc these are some of the ways we are suppose to meet people these days, rather than flying or driving – That’s so yesterday !

Technology has made communication so fast and efficient that you can have a meeting with a prospect client based in Japan at 9:30 am and with another client in San Francisco at 10:00 am.

I met a few people probably in their 60s last month and they were constantly flying back and forth to meet their clients, result? They were out of business soon! I say cut the cost and cut the crap!

Avoid Cash Burn :

Let me just ask a simple but very important question, “Do you have to hire expensive HR people, when you can do the same for just $50 Amazon Echo device? ”

Think of cost cutting, a drone can bring versus the delivery guy. I feel sorry for all the jobs that technology will cut  – but this is unavoidable!  Time and again we have seen and witnessed the downfall of large corporations with more employees than some countries in this world, some of them just hiring to look bigger and the rest to burn the cash they got from making a fool out of wealthy people. The amount of pain and agony that some very dedicated teams have to go through, when the companies realize that they don’t have enough to have such large teams and begin their process of downsizing. The anger and resentment is just part and parcel of those procedures.

 

Automate :

Every industry is taking enormous advantage of automation revolution. Why should the small and medium companies be left out? If I must say, this is your chance to compete directly with the big bosses or the large enterprises. Regardless of what industry you are in, you can make a huge impact and set the sails of success in the right direction. This is when you define the character of your company by displaying the kind of ambitions and motto you follow. Be a champion by embracing the innovation and the boon of triumph will be served to you in the golden platter.

 

Technology is the only enabler that has brought everyone on the same page. Today any small or a medium company can buy sophisticated software, that were only affordable by large enterprises few years ago. Software as a service ( SaaS ) is becoming the de facto or mainstream choice for the companies, to acquire all of the latest tools at the fraction of a price.

You too, can survive the wave of innovation and stay afloat by using it as your “life buoy”

 

How Loyal Are Your Employees ?

employeesloyaltyThe workplace science and chemistry is directly reflective of inner harmony or devotion of an employee towards their employers. A strong allegiance often is a result of constant and untiring efforts on both, the employee and employers end. As of today, hiring is not that big of a hurdle as compared to engagement and retention of the best talent on the team. The feeling of belonging and merging with an environment comes with understanding and working with different mindsets. An attitude that emanates a sense of interest in the idea of commitment towards the employer, a sense of duty that clearly embodies that no employee should knowingly or willfully bring harm to the employer’s business or have conflict at work, that is due to the polarity of their self interests.

As businesses mature and companies go through phases of metamorphosis, it generally becomes more complicated to practically achieve this balance. A growing and successful business is more often a result of multiple tough decisions and a constant wave of restructuring, hiring, firing and resizing teams. In the midst of all that craze, any layoff can become an ugly next day news headlines.

We have seen this happening now, more than ever that with a wave of dozens of large companies that managed to hire too fast, without analyzing practical expenditures Vs. true earnings, had artificially inflated valuations. All of that drama is coming to an end and we have observed some of the very popular companies crumbling under such pressures by being carelessly extravagant. Then begins a cycle of layoffs, resulting in angered employees, who would magnify any discrepancies a company has; sometimes publicly in press.

A bad press is what scares many large corporations, or we must say that it should. There are many examples that we can directly relate to, Theranos, Zenefits and Uber top the charts for controversies and employee dishonesty. The problems were not mainly related to employee loyalty but a major set back happened due to that. I always say and stress on this, that if honesty pays back, dishonesty can bite back when one’s least expecting it. To expect a loyal and honest employee that you could present as a gold star standard, the leadership in a company must portray a major share of those traits itself, to ensure that it is a give and take scenario. If this sensitive equilibrium is not maintained, a back lash can hit hard. Many companies don’t realize the implications of downsizing , it doesn’t just immensely mar their image but the benefits they expect to reap from that restructuring are too little, as compared to the negative vibes emerging in the market about them. A loss of trust and respect are the major areas where the race is lost. It is a better approach, we must say, to build business with a hiring process that is not fueled and forced by the investment or profit but rather is more focused towards the goals it meets, through a number of employees that is just “enough” for its needs. Hiring a team, to look powerful and influential or just because some investor pumped more money into the business, makes no sense.

We are an impatient society that has weird ideals and want quick results, even if that means you need to fake it at times. “The growth at all costs” does not necessitates that one deals their conscience for money. The founders who rise above and beyond that notion, not just acquire that equilibrium but earn a long lasting employee loyalty.

How many times do we see employees actually beginning businesses that are in direct competition with an employer, steal business secrets, unlawfully take confidential customer lists and supply them to the competitors, lure the existing customers towards a new business, some even conspire and cause massive resignations of the key employees from the company( e.g the Co-founder of hyperloop ), delaying a deal intentionally so that they could direct it to their maturing business, vandalizing records or computer files etc. All these actions are however, crimes punishable by law but by the time the law gets to them a substantial amount of harm has already been caused.

To put an employee’s duty under a proper law and boundary a  mechanism is in place and this law is called a “Uniform Trade Secrets Act”  This act clearly hinders any embezzlement of trade secrets by illegal means.

There is a wide array of laws in this regard like:

  • Computer Fraud and Abuse Act ( CFAA )
  • A non-competition clause, also called a ” non-compete clause, a restrictive covenant, or a covenant not to compete”
  • A non-solicitation clause
  • A confidentiality clause
  • A work for hire clause

The details of these clauses can be looked up, while no employer is immune to fraud and theft but a certain amount of research done before hand can save them from a lot of future trouble.

A few important guidelines to follow are:

  • Background checks, specially with teams that handle and maintain finances
  • Securing company’s financial records ( regular password changes )
  • Thorough review of the payroll records to check phantom employees
  • Adopt a code of ethics or policy manual that is publicly known by the employees
  • Try to get employee dishonesty insurance coverage

An employee’s loyalty is not just a definition of their personality, it is also a reflection of a good leadership guiding and training them to enhance the culture of a company.

The Essentials Of Employee Evaluation

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What is evaluation?

An employee’s professional life depends upon his/her evaluation, it could make or break the image created through years of devotion and hard-work.

Employee evaluation can be done accurately and efficiently provided the feedback mechanism has gone through different phases and is transparent; so that the end product is expected and doesn’t come as a shock. There are procedures where a self-evaluation is a prerequisite from employers and is a constructive way of easing the communications between them.

Evaluations have a direct effect on employee and a negative evaluation can sometimes be considered discriminatory and bring out evident agitation.

A more in-depth system can be a 360-degree evaluation, which involves a multi-layer assessing mechanism through managers, supervisors, colleagues and annual reports. The process becomes truly 360  degree evaluation when someone from within the company or outside the company, including a particular customer/client evaluates the employee and hence, the circle of assessment comes to a completion.

Evaluations can be pretty tricky if not done with extra care and vigilance  because one wrong move or personal conflict that could result in bad evaluation can cause immense grief at the employee’s end and would push the employee towards filing a claim against them. It is imperative that all procedures be clearly understood by both parties and avoid unnecessary misunderstanding later. Hence, any lack of communication can blow things up, so it is critical to not waste time on repetitive useless collection of data.

An employer should never come into a direct conflict with the employee by tarnishing his/her reputation by subjecting them to discriminatory attacks, something that would give them an impression that not only is this about their professional lives but it is also about their loyalty and character.

 

Why Is Evaluation Important?

With a wide array or evaluations done these days, it is important to understand the core value of doing an evaluation. Doing an evaluation provides a solid foundation on which any promotion or disciplinary action is taken. It is the very basics and a fundamental component of the evidence of misdemeanor and any evaluation if not done with right intentions or properly can bring a bad name to the company.

It is always a good to follow a certain criteria when evaluating an employee and a few tips an employer should take into consideration are given below.

  • Follow a manual or a pre-defined policy because anything done outside the criteria for evaluation can sound shady
  • An official sheet of terms is going to be a great help with to-the-point objectives
  • Extremely ambiguous comments, using harsh language would not offer any support, always point to alerts and raise your concerns as discreetly as possible
  • All kinds of biases should never effect an employer’s ability to evaluate a certain employee; like targeting their age, sex or physical disability and making it a central focus regarding their performance.
  • The set of responsibilities and tasks should always be clearly defined and no employee should suffer a negative report coming from the employer about a job they didn’t know about.
  • The nature of comments should always be about their job, performance and progress. Anything that hints towards behavior should be notified along with a note from the company policy manual
  • All reports that are provided at the end of the year should include a complete year and not just a few months
  • When an evaluation report is ready, it is a moral obligation of an employer to notify the employee and give him/her an ample of space and time to come forward and justify their stance confidentially. Settling these claims in private can reduce any emotional instabilities and enhance the workplace productivity.
  • The most important aspect of employee evaluation is to bring improvements, so any encouragement and constructive feedback that appreciates their work should be included.
  • Keeping track of the notified deficiencies in an evaluation is a must as they will be the sole evidence for an employee’s promotion, suspension or termination.
  • Always be careful, if you have issued a handbook to an employee, then the employment can only be  terminated for the cause stated there. Some organizations have a handbook given to managers only that are specific to the laws of disciplinary actions and terminations.
  • The policy may state, who has the authority to take certain actions pertaining to disciplinary actions, suspensions and terminations
  • Failure to follow these guidelines might subject the employer to a lawsuit
  • The employer handbook should never be shared with the employees and no promises should be made in an employee handbook regarding the kind of disciplinary actions that could be taken
  • All warnings done, should be given orally first and then put in a written format, signed and dated
  • All breaches of laws including extended absence or any infringement of regulations that a company follows: including wasting time on personal matters more than normal should land into an oral or written warning.
  • If the violation crosses the margins of a subtle offense, it can lead to a suspension and never a termination, allowing matters to cool down.
  • In case of a serious criminal offense like alcohol consumption during work hours, sexual harassment, tampering of office documents, vandalizing  office property, carrying illegal weapons and substances may result in a prompt termination of the employee and handing the matter over to police authorities
  • The disciplinary actions vary according to the nature of business and what fits one company might not be suitable for others

There should be a space given to the employee to avail a last chance in case of a termination, this is a written document or a contract that states; “the employee has agreed to rectify his/her behavior and would comply with all rules and regulations in the future and one last chance may be given. If the problem recurs, it will be taken as a proof of irreversible action against them.

What must be understood by all  this is, that an evaluation is not just a serious job but weighs in a lot of responsibility on the shoulders of the people that have been given the performance evaluation task

Just Ask WebHR

Just ask WebHR

It is about time, that HR enters into newer more advanced territories. WebHR has been a “lucky star” to almost do things before the market catches up with it, introducing the latest trends and technologies at a rocket pace. The latest being its “Conversational UX”

WebHR has a more agile focus and is targeting consumers with precision now, it has a habit of engaging in rapid innovation and upgrades. That includes the use of Bots and AI to simulate a conversation, creating a co-worker or an assistant that deals with your day to day HR related tasks.

The revolution has carried WebHR on a wave of new discoveries and now, it not only uses the chat-bots but has ventured into merging HR with AI enabled devices, specially “Amazon Echo” using its virtual assistant Alexa, which acts as your personal HR buddy. This is the next big thing people have been waiting for, the much needed leap, specifically for start-ups and emerging businesses that cannot afford costly enterprise solutions or large teams to deal with HR. So, there is good news for them – WebHR is their savior and it opens up new avenues for them, assisting them to work smarter and faster.

This integration with Amazon’s Alexa is the first step as it wants to now interface with whatever, interconnected device or AI assistant you use, such as  Cortana, Siri or Google Home.  This would let your “Amazon Echo” or any device to enhance your workplace productivity by minimizing the time required by actual people to do the same task.

In the era of GIG economy, workforce comprises of all kinds of workers like full-time, contractors, part-time and free lancers, automation will probably bring relief to new businesses by reducing its costs and budgets, giving the HR team more space to focus on strategy to improve the quality of work, rather than wasting their time on menial tasks.

The leaders that want to blend in with the futuristic trends and technologies should look forward to incorporating tools like WebHR and promote a culture of ease and comfort leading to a fluid and smooth work flow. Lets embrace a positive change for the betterment of work culture around the globe.

When WebHR interfaces with Alexa, WebHR becomes the new assistant that not only answers your HR related queries but will also help you with tasks, such as, “Mark my attendance,” “I am going for lunch” “schedule a meeting”, “apply for sick leave”, “email me my pay stub ” etc. So when you  implement AI in WebHR you open up a completely new perspective into your HR data by engaging in a conversation and asking for information from the system, such as “How many female employees we have? ” “who is present today?”, “Give me last year’s employee retention rate”, “Give me performance evaluation reports” etc.

The top management may immensely benefit by having a quick access to their workforce data by analyzing/crunching key HR matrices such as, employee retention rate, employee turn over, payroll summary, head count (headcount by category, nationality, gender, age range etc). This helps bridge the gap between the management and HR data by allowing rapid reach to important decision making data and reports required to accelerate growth and prosperity of the company. This is bringing the spark back into your boring HR routines by quitting multiple apps to get your HR related work done, talk to “Alexa” and get what you want in a simple more natural language.

Not only would you enjoy this new way of dealing with your software but it would make a heck of a difference in the way you can actually summarize and smartly utilize your time with just a few sentences. There is no screen, no stress and no manager to deal with. On a lighter note, you don’t have to worry about your manager getting sick or taking a day off, or being late to a critical meeting. Alexa kind of takes care of that part by being available at all times.

WebHR Alexa

What’s better than a chat bot? A physical device, a portable “physical device”. Think about the immense benefit it can provide to companies short on funds and a mere $49.99 of one time investment into buying Amazon Echo, can eliminate the need for elaborate HR teams. The purpose is to automate what can be and create a “yes-man HR manager” you can easily talk to.

With a continues hype around connectivity of these devices as the trend continues, WebHR surfaces as the first company ever, to have entered and bring a much needed innovation to the HR world. This is a huge untapped potential and an opportunity which a lot of companies are unfortunately missing out on.

Since WebHR supports more than 20 languages, imagine what relief it is going to be on a global scale, when on the far corners of the world where English is not a native language and this provides them a platform of natural communication with their system to get the work done efficiently without the barriers erected by language. An object placed at every desk, conversing with you in your language and performing tasks, that would otherwise have required a lot of time for completion.

It can proudly be claimed that WebHR is an undisputed “pioneer” and has brought disruption to the HR industry because along with its claim of bringing an affordable corporate structured HR service, it is now also the first one to have gone a step further and has introduced HR services through AI enabled devices. It has unlocked a hidden potential of providing a hands-free work environment which is a bliss for company heads and top managers.

We are thrilled to offer this “hands-free” work environment related to HR to companies of all sizes and structures, since WebHR is more like an “Uber” of the HR industry and has set new norms by re-writing the rule book. “The bar for excellence has been raised”.

Breathing life into HR through AI

 

Stepping Up Employee Engagement

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What does it take to have a dedicated, motivated and hardworking team that supports the very columns of your company ?

The answer is simple but technically the most difficult to achieve. “The Employee Engagement” – creating  a culture and understanding throughout the organization to uplift and equip your best talent.

How to reach that Nirvana?  The place where it is all hunky dory, with rainbows, unicorns and glitters, where there is an environment of motivation and success fueled by achievers and go-getters reaching far beyond their goals. The place where employees get a sense of ownership and responsibility, where gratitude turns into success of the organization as a whole.

The honest truth remains on a more obvious approach towards transparency and mutual trust, without creating a co-dependency. The process of liberating the employees, where checks and balances do not jump far off the fence and undermine their capabilities but rather enhance their existing skills.

Having said that, it reminds us to nurture a constant mechanism of feedback and learning where the communications are focused and bring out the desired outcome. The ” performance evaluation ” as the term goes is also entering into a completely new territory and is of a less judgmental sort and more of a learning and development activity. The solution lies in listening, observing and measuring how to create a symbiotic environment  between all tiers of the organization, displaying the best features offered by those employees.

The DNA OF A Successfully Engaged Team 

 

If the motives are always weighed as collectively, rather than individually and benefits are portrayed as a shared “success”, it will provide enough incentives to perform brilliantly and bring forth an energized and charged atmosphere, improving the workplace ambiance.  The purpose of boosted self-esteem can result in a constructive achievement of objectives. “The learn and develop” mantra can help groom the team for future challenges and teach them to co-operate at all levels and stages of the projects. A mechanism that is well oiled and working in coherence. The system where concerns don’t come out as arguments and promises of rewards don’t stay empty promises. I cannot stress enough on this, that employees are the company’s best ambassadors and represent the face of the company, so their well-being and prosperity is a company’s well-being and prosperity. They would not only promote and glorify the company’s motto but also deal with the clients more efficiently, binding them into a long term beneficial business relationship.

Small gestures and appreciation go a long way, a happy and emotionally stable employee would be more creative and would work faster, overcoming all glitches and improvising where hurdles come. Companies relying on constant innovation can benefit immensely from employees which stay tuned and focused rather than the employee who couldn’t think beyond working from paycheck to paycheck.

The more engaged the team at work is, the more chances of productive days and less absences and sick leaves. Employees get engaged where there is room for thought, consideration and realization. A workplace where culture, traditions and values are taken care of become the examples other would like to follow. If this scenario is achieved, an atmosphere is set for visionaries to be born and incubated to fill in the shoes of the leaders passing on this legacy.

The Deal Breakers

An array of behaviors, ranging from being over powering to being super-bossy might scare people and the term, keeping them “in-line” loses its importance. It is morally unjustified to keep employees tied up in errands that undermines their personal growth and engages them in an unpleasant, burdened and mechanical way of working. An emotionally upset employee might not utter something against the employer but the productivity and loyalty would certainly decrease over a period of time. Any kind of manipulative behavior might come under abuse, a very cynical and sarcastic approach can tarnish the company’s image in a paramount fashion.

Pointing out employee’s faults publicly can cause a caustic background and would put the members of the company in an awkward relationship with each other. Disappointment and resentment can never lead to a team that works towards the prosperity, as employees need a balanced leadership to guide them through different phases of the job cycles. Maturity and responsibility comes with setting examples that can be followed and adopted. Public ridiculing and humiliation are two zones, that if entered or ventured into might lead into the destruction of the very structure of the company. The only sensible way is to calmly work on the things that work and then encourage the employees to expand their skill sets.

Working with weaker parts of the team all the way up to the strengths and then letting them build the foundations of mutual association and team spirit to guide them through ups and downs of a company. These are the very basics of self-sufficient teams that can work independently.

The essential point that centralizes a gentle and understanding leadership to focus on building and strengthening the basic structure of the company is the “mainstay agenda” towards effective employee engagement.

 

 

Let WebHR deal with your Christmas Headaches this year!

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So it’s Christmas round the corner eh? but it is jingling your bells harder than it should. Let WebHR be a Christmas present to your employees this year.

It is very easy for employees to get a bit lazy and feel all Christmasy which could only lead to a pile up of work ahead. A year end transitioning into a New Year can take a toll on a company in many ways than one. Let WebHR take that heavy load off your dainty shoulders.

The Cyber Monday is an inevitably sluggish time for employees who are eager to empty their wallets on some lucrative and some not very lucrative online deals. So the work falls into the snares and follies of the ever attractive e-commerce.

With Holiday season around the corner, comes other distracting attractions, from fantasy football to late night parties to employees posting way too much on social media that can effect your company, directly or indirectly.

Let WebHR regulate and remind them about their unfinished tasks to as far as scaring them with terrifying Memos!

I am kidding, or am I?

Make a strict policy and share them on the dashboard as a warning for bad ass partying types, to keep them informed about the consequences. Don’t be a party pooper but a little disciplining goes a long way. Give some incentives to slackers with Facebook like communications in WebHR, specially for the ones that would share details about those late night parties damaging your image. Let it instead be posts and videos on WebHR’s dashboard, rather than their public profiles on Facebook and Twitter that can mar your company image.

Announce bonuses and badges, encouraging team spirit and high performers  with WebHR’s beautiful badges feature at the same time asking them to stay humble about their titles and not brag about it too much. Make them celebrities and boost their self worth and purpose to do more for your company and themselves as a person.

Figure out the people taking an advanced time off and manage your workload before hand through WebHR’s detailed leaves management module. For employees laid off at the year end budget cut, offer a leaving certificate or extra badges, complimenting them on their services, to make the process more humane through WebHR.

Make more communication through WebHR with your employees about New Year’s policy changes and provide them accurate information about possible mergers, acquisitions or take overs, so they believe what is true and not pay heed to rumors circling about it. More comunication creates an environment of rust. WebHR believes it is the next step towards creating harmoney and effective leadership.

Provide assistance and extend compassion towards troubles employees. Let WebHR’s robust communication help you out with the ones suffering with some kind of loss or depression. For those switching jobs, make it an easy transition and replace them with the help of WebHR’s job portal. Get them to sign all important documents which are already given in detail in WebHR, test the new candidates through WebHR’s predefined Tests.

Distribute an office’s party policy through WebHR, notifying them about serious actions to be taken against all kinds of harassment and discrimination towards either gender. Remind them to be respectful towards the female office workers and hat all drunk harrasment would be met strictly and action would be taken against any complaints coming through WebHR’s system. Encourage the females to report any incidents through WebHR to create a fair and safe office environment.

Let WebHR be your Christmas Savior and keep the Holiday spirit alive.

Above all, get your hands on the Christmas and New Year Saving Coupon designed by our team to give a little something extra in the spirit of the Holiday, so a very “merry Christmas to you all”

“love from WebHR and team”31eee605-60f5-449c-baa5-b87aff662703-original

 

 

WebHR Ranked As A Top HR leader by Gartner’s GetApp – 2016

Human Resources (HR) Category Leaders Q4 2016 for WebHR

GetApp’s quarterly ranking showcases the top 25 Human Resources (HR) apps based in the cloud. Each app is scored using five factors, worth 20 points each, for a total possible score out of 100. These factors include user reviews, integrations, mobile app availability, media presence, and security. Each app’s score is independent of commercial interests and existing relationships that GetApp has with app vendors.

WebHR is again ranked at the top of the HR leaders category by GetApp for the year 2016. WebHR has stayed in the top three slot for a whole year and that is an achievement in itself.

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Give Your HR A Face Lift

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The diversification of teams at workplace is increasingly bringing up a question, that most of the HR industry has not been answering –           ” why is there no cost-efficient high quality tool with zero set-up cost that works like a charm for small-mid-sized companies. The key is to not break their budget and still be profitable”  The answer is there is a huge void left in that space and there is literally no one out there that does that.

There is an evident need of an HR face-lift for years now. Flexible All-In-One Platforms are going to be the next big game changers. There is an urgency for HR solution providers to revamp their age-old practices. Larger Enterprise solution providers scare companies away with their over the top prices and complex, multi-layered, hard to get use-to set-ups, that require extra service charges. Everything seems to be a trap, so the customers are paying a lot for too little. The other softwares offer limited HR services and leave huge gaps, leaving no choice for small-mid sized companies. Expensive is better, is no longer true these days, since there are cloud based SaaS solutions to solve that.

WebHR ( http://webhr.co ) is one of those unique All-In-One HR platforms that has an ample of capacity to customize itself according to the needs of its customer base. Rapid innovation, has set WebHR apart from mediocrity of slower more traditional platforms, charging ridiculous price from the customers. WebHR incorporates innovative techniques to tackle this and has been handling way more pain points than any other HR  operating model. It has become an “HR Manager” for companies that have just started and don’t even have an HR department, to going as far as an “internal HR consultant”, that replaces a whole team of people required to define talent practices. It has become the planning expert, analyst and an internal auditor, solving all problems at once. WebHR is innovating at a rocket pace using AI and automating things that have never been automated in an HR software before.

Data science has become an integral part of the face-lifts and WebHR has been researching the future prospects continuously. The new workforce around the globe is treading the margins and has crossed into a territory, where laws and rule books have to be re-written accordingly. The change is evident in the cultural and gender diversification including the dynamic nature of their job titles.

WebHR is the true digital HR that the markets have been searching, as it knows how to evaluate the trends and shapes it accordingly, designing enhanced tools for a better, more engaged and closely knit DNA of a team structure at at work. Allowing them to communicate through HR in a fun Facebook kind of way and still perform their hard-core HR activities with ease. WebHR’s fluent and easy app, is now the most reliable HR platform existing. WebHR is a platform that a company seeks when their employees join, to their exit, to even after they leave. This is by far, the most detail oriented platform to ever surface.

The perfect feedback is that, it is easy to use, since WebHR managed the difficult and intricate part of making it user-friendly at the back end, so that what shows at the front is a superior,  flawless,and fluent UX. A frequently noted feedback is that they haven’t seen anything like it. WebHR’s amazing advancement in AI and NLP has been ground breaking and people in this industry need to watch out for WebHR, as it is paving its own way to the top.

WebHR has a way of transparent goal setting, performance management, evaluation and enhancement, anonymous employee data converted into analytical reporting , access and evaluate data that the top management of a company wants to see , employee wellness, document sharing, advanced tool for on-boarding and managing different types of employees, mobile time and attendance, e-tracking, e-signatures, benefits management and a lot more. It  has forced the CEO’s to be more connected to their teams and conduct evaluations and surveys to generate a vibe that says, there is a sense of harmony across the team.

WebHR has stepped into uplifting the user experience and incorporating futuristic practices. WebHR is all ripe to disrupt this industry and is going to do it faster.

 

 

Put your HR on AUTO-PILOT

Poster_AutoPilotImagine a world with a new religion, a cult or something like that and add millions of followers to it. Wouldn’t it be wonderful if the globe would orbit around “Elon Musk” in just about everything? Lets accept the fact that “Elonism” is taking over the world and we all simply love it. We want our cars to drive us, our robots to cook & clean for us, our bots to replace our dead girlfriends, I mean it couldn’t get any crazy than that, isn’t it?

Well then you guys are in for a surprise because that is just the tip of the iceberg, because a lot of systems are just ripe enough to start getting automated. Yes, you heard me right, a lot of them – Even your HR!

Remember when in 2014, a software update turned 60,000 sensor laden Tesla cars to auto-pilot? The most exciting moment ever? It was called Tesla version 7.0, We bring to you HR 2.0 – “WebHR , The auto-pilot of the HR world”. We are re-vamping the way HR works. AI is taking over all the processes and the boring is once again entering the “sexy”. The day to day HR tasks don’t have to be a burden or hassle, WebHR promises a gateway to new possibilities. It has ventured into automation and has put your HR on an auto-pilot. This break through technology would help the companies to swiftly cruise their entire on-boarding journey to the point where they want to extract intelligent, predictive data out of the system. The magic happens when a detailed and sophisticated auto-pilot makes HR so easy that companies might look into hiring people with less or no specific HR qualifications and still be able to run their operations smoothly.

The relationship of automating tasks to customer satisfaction has dramatically increased over the passage of time, as the system gets smoother and friendlier. Good data fed into the systems over the years has led to refined technological advancements.

WebHR has successfully achieved a feat that other HR organizations have been dreaming to do, reducing the staff by taking a lot of responsibilities on its shoulders. Now it will be possible for companies to put a few dedicated people to sort their HR processes compared to over staffed companies blowing their budget up. This increases the efficiency and performance, as people can focus on more important things needed to uplift their companies, automating the immense paper work required and creating intelligent analytical data to optimize their strategies.

The top management can rejoice as WebHR returns some peace of mind to them by providing complete business intelligence of their HR data, they get a different perspective about the most important asset in their company, their “human resource”

 

WebHR: A Success Story

WebHRPoster30Like all SaaS startups, there was always a dream to make it “better” than ever before. A young aspiring graduate from the University of Minnesota relentlessly worked day and night and found out that his path is not normality in life but chaos.

Back in the days when SaaS and cloud was not heard of, an idea was tested in a third world country,  heaps of files with paper based records and ancient office norms for HR were completely changed. Some times, giving away the software for free to hundreds of not for profit organizations and educational institutes. The only reason for this madness was to upgrade the existing practices and putting these countries in line with Advanced technology of the world . The lunacy was not to have left the dream jobs offered at the most reputed companies but to build a ground breaking All-In-One Social Cloud Based HR that caters to everything from Hire to Retire. The day day it was launched, it received its first ever paid clients from three major countries of the world. Then there was no stopping it, revenue and money had never been an objective, the objective was to make things affordable, to provide what no other does and bring high quality advanced technology in different languages to the world.

WebHR, a first ever Scoial Cloud HR was created that spread its existence to 193 countries without any marketing tactic or expenditure. The path to success was innovation, changing and putting it at a pedestal where only some very reputable companies exist. With a team of ten to twenty dedicated people to begin with, our relations with our customers were not just strong but very personal, sometimes extensive training , which to this date usually costs them nothing, were given round the clock. The team would work diligently  in different time zones with little or no sleep. A “lean methodology” was our mantra and “Steve Blanks”our GURU. We were our own brand ambassadors.

Our freemium model, which was very  useful for thousands of companies around the world with ten or less employees was an instant success and conversion rates were phenomenal. We had zero people on marketing to begin with, as it was completely boot strapped and couldn’t afford expensive and fancier tools. The organic growth came into focus, the more we improved and expanded the system, the more customers started pouring in. Integrations and apps were built, all using no money, just one big crazy developer with sleepless nights, making miracles happen. The retention rates were great, the burnt out team would celebrate every time a new country was pinned on the WebHR map.

Every customer had one single feedback, you are giving away a whole world of HR at a very little price. We would press them to criticize and create support tickets within in the system and that is how we built a great software. Making it so secure that it could handle a company as low as five employees and as big as 30,000 employees.

The user interface was a big winner, the designs and layouts were sleek, sophisticated and so neat that no time was spent to set up an account. WebHR kept security its priority and worked on it, as the data was of paramount importance for every company and specially us. Our A/B testing kept on going but we never annoyed our loyal customers, our vision is to create workplace harmony and provide a social interactive mechanism within a company, providing them room for progress and promote company culture at all platforms.

WebHR is built on the principles of organic growth and lean methodology which has been a success in every possible way, landing it a top HR category leadership position at Get App by Gartner Globally. It is being taught as a case study at American University of Dubai and several other universities. It is a product built with honesty and perseverance , aimed to take over the world of SaaS and cloud HR.