WebHR – Facebook Of The Work World

The need to collaborate, be acknowledged, to help, to uplift and to assist each other in a team is as natural as breathing. To feel and be a part of a connected framework, is a primary need that brings a sense of belonging amongst people who work together, building mutual aims and ambitions. This primal desire of being connected has been met in the modern age through cloud computing and mobile networks.

WebHR has been a staunch supporter of going social from the beginning, even when the concept was unheard of and called themselves an All-in-one Social HR, pioneering the concept of highly engaged teams. The high-tech social dashboards on an HR software are a sight to be delighted. They bring the people working in a company closer and engaged in many ways and at many levels. The team motivation helps people perform at their highest potential, bringing a surge in company profits and improving revenues. The open work spaces are best examples of the collaborative teams, a very sought after, “must have” trait for the millennials. In the modern day offices employees want to associate themselves to a part of culture that speaks their language, their codes and behaviors, a true representation of most of the young and fast growing tech empires of the world; including the king of all “Facebook”. Their success story is based on Global connectivity and that is what modern day work spaces need the most.

WebHR not just looks, feels and acts like Facebook, its highly advanced AI capabilities bring it closer to the fact that it is the “only software” out there to do things unconventionally, bringing a sense of ease and fun, while doing a boring and repetitive job of performing the HR tasks day in and day out. The complicated work flows are simplified for more accurate results. It has all the glory of Facebook fun, seriousness of the most sophisticated HCM suites and technology of the future  to make it unique in every aspect.

The clients feedback provides fodder to its self-esteem, WebHR has been told by some of the very well known companies in the world, that they spent millions of dollars in search of a suitable mechanism that they can adapt to and merge with their ecosystems for more productivity and failed at it, until they switched to WebHR. They hinted that the functionalities were far superior in comparison and it saved them immense time and money to manage their employees as compared to systems that took months to implement with complicated workflows, with little to no ease in learning curves. This young and promising company thrives on such feedback, it lives to accomplish this motto and provide the best practices for people and their companies, spreading a sense of comfort and ease all these social tools bring to your lives.

From the moment someone logs into WebHR, they are taken to a dynamic and a beautifully crafted dashboard. This dashboard allows the employees to update their statuses, post photos, videos, wish each other over the holidays, post birthday greetings, welcome new employees, announce something or share motivational content. They can share informative videos, creating a process of learning and employers can give badges to reward and appreciate the employees, boosting their Morales. There is a new chat messenger feature that allows all online employees using their WebHR accounts, to engage in a conversation with each other, keeping a log of their previous chats, so that they can catch up on their conversations in case they have logged out of the system. There is also a personal task widget with animated icons, to help create personal deadlines and a To-Do list  in a fun way. The company news feed looks like Facebook and helps employees stay updated with the company timeline and its events like, company news, birthdays, lunches etc. All this exercise keeps them off their other devices, gently eradicating unnecessary distractions and their need to rely on them as a tool for communication within the company. This highly dynamic platform also provides a conference room, discussion forums, polls and surveys that creates essential recorded data for business intelligence.

Employees through the history of workplaces have been subjected to harsh and unproductive work environments, where employers thought that the only engaging tool was to pay them well. As it has been proved over a course of time that, it is not true, employee wellness and performance improves with appreciation, rewards and acknowledgement. A collaborative work environment that encourages team spirit is more supportive and well perceived. WebHR has played its role in the modern day HR industry by initiating this positive thought process, creating a well informed circle of employees that acts as a tightly knit community, which is not distracted but more encouraged to perform well by not competing with its peers but upgrading themselves to a better level and stage gradually. This process not just brings value but also forms a culture of symbiotic benefits, that have a chain effect on the progress of a company as a whole.

The video chat feature in WebHR also eliminates the need for external software to jump in and fulfill that requirement, reducing the costs allocated for such tasks, conveniently bringing it all under one platform, saving a ton load of hassle to constantly stay on a switch mode. This level of engagement  and connectivity brings forth teams that perform well in a Global setting as well. A well coherent inter-relational mechanism of all departments working in harmony, allowing customers to connect to support teams, support teams to tech teams, tech teams to collaborate with customer success, giving space to the R&D teams to build and research cutting edge technologies that are in turn tested and launched by separate teams. This fuels a funnel of inter-dependent and yet fully functional units at work that uplift and compliment each other, portraying the values of a company.

This smart ecosystem gives birth to the concept of “we” rather than individuals working in personal capacities, forming personalities and characteristics of employees that tend to belong to “teams” and groups who collectively get appreciated and rewarded for accomplishing tasks done by helping each other out. This produces remarkable outcome when done in such a fashion, that it automatically highlights high-performers and alpha roles, that hardly ever crumble under pressure, solving problems at a rapid pace. WebHR’s social engaging tools form community of employees at work, that have an unwavering dedication towards team mission, they are go-getters, who  believe in working with diverse teams, achieving goals faster, efficiently and more responsibly than others.

The concept of a “fun” and “sassy” workplace brings more engagement and happiness, creating positive thinkers who in turn become high achievers. A fun workplace also accounts for an evident sense of happiness, creating positive vibes and outcomes. WebHR envisions the true image of practical connectivity and is considered as the “Facebook” of the work-world. The vision it embodies is the representation of a futuristic digital HR, that is part and parcel of a much needed HR transformation. WebHR’s future connected employees symbolize all the traits like goal oriented, fast communicators, information sharers, leaders and performers merged together. These are the people who always stay ahead of the learning curve.

Another Milestone – WebHR & Microsoft’s Cortana Collaborate !

Like the widespread popularity of Amazon’s Echo and its interface with other physical electronics, businesses and apps with its assistant called “Alexa”, this is the year for Microsoft’s “Invoke” to enter into our lives. It has shattered all boundaries and with its highly superior AI ventured into everything we can imagine. With Microsoft’s extensive experience, in the field of AI and mixed reality, there is no doubt that Cortana will take this space to a new heights.

This year has been the most busiest at WebHR, we have announced huge game changing moves in the field of HR and are moving at rocket pace to get them done. For example, we were a proud and the only HR platform on Amazon Alexa’s skill this year and their Echo devices became “the HR managers” for an innovative workplace environment.

Having said that WebHR didn’t stop at that, as the fast pace of innovation is the mainstay themes of everything done at WebHR, Microsoft’s team reached out to WebHR and urged them into integrating with their “Cortana skills kit” just like we did with Amazon. Microsoft informed us of their intentions to launch a physical device empowered by Cortana. This is the glorious year when Microsoft has announced to go beyond mobile and desktop and spread it’s AI wings to their very first device “Invoke”

Invoke looks the same magnificent cylindrical shape as Amazon Echo but has a metallic Harmon Kardon speaker cabinet. Apart from its physical attributes and classy looks, it is determined to bring ease of automation to a large number of varied fields. That is where WebHR comes in, it shares a common goal and mission with Microsoft to bring AI and automation to workplace, to bring more interactive and connected teams, to challenge the past practices, to break the way offices work and to provide a pedestal of advancements improving the work culture. It shows the capability of WebHR and Cortana to get things moving faster not for just large and innovative corporations but also for small and medium enterprises.

Invoke goes beyond being an assistant, it collaborates with WebHR’s advanced integration platform and empowers the future trends of workplace. WebHR had the privilege to be at the Microsoft’s build conference 2017, which was larger than life in every possible way. WebHR was invited to be a part of their launch for their “Cortana powered device called Invoke” as their launch partners and was proud to be displayed as the very first and probably the only business app on their skill sets. This mighty beauty called Invoke can make your offices look like something from the future or more so like the movie “HER” where, you would be able to communicate with the devices and do most of the HR data analysis, this would be your Go-To manager by default.

As easy as it looks and feels like a seamless process, WebHR had to go over a multi-layered complex mechanism to attain this capability. ” It is a developer’s delight to work with Microsoft’s team” – something I hear my team saying constantly. They were always praising Microsoft’s prompt responses and unfaltering support at all times. The Cortana skills kit before going live was available to our developers in its infancy and it was an honor to have worked with them so early on for WebHR’s integration with “Invoke”. WebHR already had a background with Alexa, so it made the process faster if not easier. Teaching Cortana to do what needs to be automated in HR is imperative, as it will make things not just simpler for a lot of large organizations and companies out there but it would help them analyze critical data quickly without any delays or wait time for the team to come up with reports and analysis.

Being at Microsoft Build 2017 was a learning experience and we took home a lot with us, most notably the way they plan “world domination”

 

 

 

 

HR Software For Non-Profits

 

 

The constant rise of non-profits for a vast array of causes means “more” challenges and hurdles regarding the funds, staffing needs and compliance with the state and Federal laws.

There is a wave of new generation, promising leaders venturing into the launch of non-profit organizations and the space is pretty competitive. It gets immensely constrictive for the growth of a non-profit when it deals with the same set of requirement as any other company or corporation but with limited resources. Their staffing needs are more eloquent, as they need to spread the word out about the cause to build a sense of trust. This has to be done in such a manner that it ensures a constant influx of funds to keep the organization afloat.

With a rigorous hiring process, the demands to manage a more complicated hierarchy arises. The diversification of roles is such that it goes any where from philanthropists that are on the board of the organization, all the way to a vast number of volunteers that are a part of the organization. Presenting a “typical” case scenario for a large non-profit organization. Their HR needs hence become unique and more specific. On the contrary, some organizations have too little staff and yet their volunteer team is more out and about in the field. No matter what the structure or the tiers exist in the organization they deal with essentially the same issues. So, the fact that there is a mobile nature of their recruits which calls for a flow of communication between their peers and colleagues, becomes a hassle for them. Their traveling obligations change their work locations. This is where a more responsive HR mobile app can help them.

Typically, apart from different sets of resources that these organizations have, their needs for human resources management are almost the same as any other for profit company. They do need something more or less on the same patterns as any other company and have it at a discounted rate.

Their unique structure compels them to stay at par with the core principles of legal compliance and performance evaluation. It is imperative to comply with state and local law in addition to ACA and FLSA and always avoid the danger of breaching the law or engaging in any unlawful activity unknowingly.

Also, it is clear that non-profits never rely on generating cash as their main purpose, the inflow of of funds is always directed towards the intent of achievement of goals related to the cause.

How WebHR serves the Non-Profits

WebHR has been a strong advocate of non-profits in such a way that, it provides discounts to them, keeping in focus the fact that they have limited financial resources. It also has a way of adjusting to their unique structure that sometimes sports more volunteers than regular employees, by letting them add those volunteers in a contact directory. It saves them the subscription fee for each employee.

It is a sigh of relief for many organizations to just keep adding more workforce as volunteers and never actually being charged for those in the system.

“WebHR offers a clear 30% discount on an already discounted yearly plan, specifically for non-profits”

This discount is in addition to an already reduced yearly plan price, so that they can stay more focused towards their mission rather than worrying about their HR bills. Non-profits are never charged for their support or setup when they come on board with WebHR, making the process more smoother and convenient.

Since WebHR has spread its wings globally and deals with companies located in 196 countries, it understands the diversification of teams and their differences when it comes to the way they operate, which is why, WebHR is a well rounded, more appropriate choice for non-profits globally.

WebHR “The Number 1 HR Software ” as rated by Gartner’s GetApp

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.

( https://www.getapp.com/hr-employee-management-software/human-resources/#getrank )

An app’s score is calculated using five unique data points, each scored out of 20, giving a total score out of 100. The ranking and scoring methodology ensure complete impartiality and independence from any relationships that GetApp has with app vendors

WebHR has had a competitive advantage for a long time and is now being given its due credit, by the most respected platforms on the internet.  It has been placed at the number one position by Gartner’s GetApp for the second quarter of 2017. This remarkable achievement compliments the facts that it has also stepped in as a front runner at Gartner for  HR software this year. This constant success and recognition is the result of immense hard work and basic values that the WebHR’s team believes in. The company culture that supports its teammates as one closely knitted family.

Web Human Resource (WebHR) is a cloud based HR application. WebHR makes it easy for the HR Department to start managing their HR effectively and efficiently in less than 20 minutes. It is an indispensable tool not just for HR Manager but for the entire organization.

WebHR facilitates all functions of the Human Resource Department that deals with recruitment, employees’ management, payroll, performance, training etc. In fact, WebHR can be used to simplify the daily tasks involved in the HR Department.

WebHR acts as a bridge between human resource management and information technology. It allows enterprises to automate many aspects of human resource management, with the dual benefits of reducing the workload of the HR department as well as increasing the efficiency of the department by standardizing HR processes. It has recently integrated with Amazon Echo and for the first time in the history of HR world, also gives a physical device that acts as your HR manager and automates HR related processes.

WebHR converts human resources information into a digital format, allowing that information to be added to the knowledge management systems of the organization. The result of this is that HR data can be turned into useful information that can cater the needs of any other department within the organization. In analyzing organization wide resource usage this data can prove valuable. Data related to the time usage of the workforce can enhance the decision making abilities of management, allowing the HR department to form an integral aspect of strategy formation for the organization as a whole.

WebHR has essentially opened doors to the future of Work force management and ventured into the most innovative ways of dealing with it. Its unique company culture and values places it at a pedestal that is respected by its clients around the Globe, emerging as a true Global Leader in the HR sphere.

WebHR in Gartner’s FrontRunners 2017

WebHR has been included on the 2017 FrontRunners quadrant for HR software!  http://www.softwareadvice.com/hr/#top-products

FrontRunners is powered by Gartner Methodology and offers a data-driven assessment of the most capable and valuable systems for small businesses. It’s driven by real user reviews/ratings, and verified product data.

 

This FrontRunners analysis is a data-driven assessment identifying products in the HRIS software market that offer the best capability and value for small businesses. For a given market, products are evaluated and given a score for the capability (x-axis) and value (y-axis) they bring to users. FrontRunners then plots the top 25-30 products in a quadrant format.

To be considered for the HRIS FrontRunners, a product needed a minimum of 20 user reviews, a minimum capability user rating score of 3.0 and a minimum value user rating score of 3.0. In most cases, we evaluate hundreds of products and feature only 20-30 as FrontRunners; thus, all products that qualify as FrontRunners are top performing products in their market.

WebHR is proud to be included in this category and wants to share this exciting news with its clients and customers.

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

performance

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

poster_employeesengagement

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