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.

A Surprising Trend In SaaS

Five-Reasons-to-Consider-SaaS-for-Your-Business

Most SaaS companies have faced what’s called  “bubble” that has almost burst in the recent times. The lack of true growth and money flowing in through generous investors, who believed and romanticized with the idea of growth at any cost, has abruptly come to a cruel end. The lack of true profit being the culprit, has left many SaaS companies either going down the dreaded curve or some larger companies pushed into doing down rounds with investors ;as the perceived valuation goes down. What’s more surprising is , where did things go wrong?  Since, SaaS companies are known to stringently rely on hardcore metrics that are excellent indicators of a company’s progress. It sure is good for the general audience and some investors to judge a company’s progress based on its ARR and revenue per share and perfect for companies gone into public trading but the hard fact is SaaS is a lot different than just that.

The decisions based on the above stated facts can simply be disastrous. In olden days the ways were simpler for SAP and other giants, their revenues were solid representation of their earnings , like if a company would get their software for a year that would account to an addition to the company’s revenue as compared to software as a service model where the revenue and expenditure is completely mismatched.

Hence, the flow of cash is not what it seems for the SaaS companies. It is much tough, a lot of ease for the customer though as they pay once a month or a year at a time. For the older companies any upgrades to the software added a percentage to the existing cost of the license.

This trend leads to a whole lot of negative cash flow amounting to a longer time to reach a plateau where the customer actually starts paying for the software expenses. The more customers added to a SaaS model only lead to more diversion of the curve until a point comes when it starts gaining a bit of the momentum on positive aspect.

A newer SaaS startup has a lot more to catch up than just align with the cash flow. Investors mostly have little or no knowledge about the SaaS models with the exception of a few. A few brave enough to delve deeply enough to get success at it, specially Jason, Skok and Mark Suster. They bring a welcome change to he scenario and a have a deeper understanding of the SaaS companies than anyone out there. Their word of mouth and endeavors to make things easier for newer companies is commendable.

SaaS companies are evolving at a much faster rate than any traditional company and hence, it is better to bet your money at an advanced system that has more room for improvement and spends lesser cost on research, for SaaS the scalability is more profitable as the “one version” software is easy to upgrade and fix. The support and I always say, customer support is an epitome of success. Why do the recent wave of entrepreneurs and investors get excited by SaaS, its only because the customers have an odd but a very reasonable desire to stick to SaaS models and once a company signs up with them, they are theirs to play with. The top tier involvement in the company’s decision to adopt a certain system has brought in more space and adjust-ability to more educated and evolved SaaS products to come into focus. Thus, most companies hardly ever rely on IT alone to make such decisions.

SaaS companies are usually way more transparent in their billings and operations as they strictly  follow all metrics involved, be it CAC, LTV, Churn or deffered revenue.

The news some times might get scary for SaaS companies but some of them are scaling, taking huge market chunks and just know their maths. These small SaaS companies have a desire and will probably take over the corporate world.

 

 

WebHR raised rank in HR Leader category Globally by Gartner’s GetApp

Last week, Get App by Gartner released its quarterly ranking and WebHR is proud to announce that it was included in the top 25 HR Leaders Category. WebHR has had a continuous  upwards trend at Get App and has moved to #2 this quarter.

getapp_category_leader@2x

The unique five factor scoring, worth 20 points each, for a total possible score of 100. These factors include user reviews, integrations, mobile app availability, media presence and security. These being WebHR’s strong fortes moved and pushed it up the slots, in the midst of some great competition. Get App is pretty transparent and is independent of commercial interests and existing relationships that Get App has with App vendors.

Top Human Resources (HR) Software 2016 | GetApp

WebHR is a cloud based social HR that handles everything from Hire to Retire used by over 15,000 companies in 193 countries Globally. WebHR is a fully developed and trusted app, with multiple interfaces, such as web app, iOS, Android and windows 8 app. It is available in multiple languages such as English, French, Spanish, Arabic, Chinese & Turkish.

SaaS HR is a 22bn industry and it is estimated that by 2020 80% of Fortune 1000 companies will replace their existing HR software and adopt  a more futuristic and SaaS based HR. That is where WebHR comes in . It is a cost effective, feature rich HR solution, which handles complete recruitment, payroll, comprehensive graphs, performance reviews, leaves & attendance, employee tracking, time tracking, extensive employee profile, auto reminders and a detailed online job portal.

WebHR is destined to be a primary HR tool in the cloud

WebHR Cloud

 

Why Is WebHR Absolutely Essential For Your Business?

First and foremost, if you are a startup and just spreading your wings in the most hostile economic conditions , as all the VCs keep stating, it is the matter of your survival and there is no other way out, then to save every penny. On the other hand you’ve managed to get some decent talent on your team and want to have everything as perfect as the launch of your product, then WebHR is your tool to leverage your business.

If you want to keep a clear focus on how most of the details of hiring, payroll, performance and employee connectivity are going to be taken care of and don’t just want to start burning cash right away, it is not a mystery or a puzzle. A cloud based social HR- WebHR has your back all the way.

The corporate structure requires enhanced security and a bonding with the owners for a more long term plan. Most clients with 500+ employees fall into that category and it comes as a pleasant reinforcement of the fact that WebHR has been doing that successfully. Surprisingly, a company that is much younger than most Giants in the industry, it has gained more Global approach than them. Breaking into the markets with a more personalized approach and provides them a solution in a their own language. The diversification of payroll structures never seem to have been an obstacle and reaching out to the world is their motto. The size of their “niche” hence changes and catering to a larger audience becomes the real purpose. A company with such flare and traction is bound to break the norms and will be a major game changer.

The possibilities of it growing bigger than most of of its competition is not that far fetched, when you have the whole world on your side, the signs of success, growth and scaling are obvious.

The Only Multi-lingualSocial HR

We hear the same thing over and over again these days. “Diversity” is hot and controversial at times, a lot is being said than done. It is pretty fashionable to mention it to become a part of those so called kind at heart and thoughts. People do it more as a gesture of being generous, when it should have been the most natural thing to do.

The world is not all white and black anymore, it is way more racially mixed and complicated than ever before. Would be unjust to kind of hijack the word and never actually mean to get practically serious about it. From hot shot VCs to major companies boast their racial and religious richness and that they care about it deeply, when we see too little happening in reality.

This year at SaaStr Annual we learnt that there were actually some from those top notch that were not just using fancy language to look modern and hip, it was applied and implemented as a norm. Still feeling pretty proud to be the only founders from Pakistan in an event like this, the crowd had people coming from 47 countries. WebHR was honored to have the opportunity to be there, learning and observing a very special need in the market for a company like ours.

A lot of them looked pretty surprised to see a sophisticated serious SaaS company from this region that has spread its wings globally. Most of the feedback was promising and positive, we had advices and honest ideas fed to us by the major players in the industry.

That being said, it not just boosted the companies morale,it registered the fact we were doing something that most of the companies have not even thought of doing . WebHR has broken into most complicated markets by being diverse and providing a futuristic solution in multiple languages.

The motto is simple, we grow and scale and penetrate the markets that were dominated by softwares that people were struggling to understand and cope with. We innovated the age old ways of doing things, not because we were crazy but because we felt it was time somebody did that. I know a lot of companies would desperately try to get an investor on board at this stage and get things going to a new level, kill me for saying this, WebHR has different focus. We have learnt the art of lean and clean and are busy building it like we wanted, solving problems like we should.

Raising rounds too quick can be wonderful and overwhelming at times and observation and market trends tell us, that drop in the valuations that fluctuate with downward trends can be pretty lethal. The focus towards market sensitivity should be clear, WebHR has gathered a Hire to Retire strategy and has given it out to the world with multilingual interface, a smart and well thought out plan to serve the markets deficient in sophisticated technology. What could be better than this, people not struggling with tricky solutions that provided too little against a huge chunk of money, something they dread to do but have no other option. Opening channels for them has been a satisfying job for WebHR, which tends to open new avenues. Reaching and grasping scores of companies from Nigeria to Vietnam, from UAE to Mexico , reaching out to 193 countries on the map. True “diversity” not just as a multilingual solution but being geographically diverse when it comes to customers. Having a dedicated team that makes this dream come true, WebHR is destined to be the primary HR tool in the cloud

The Art Of Pitching To Customers

An invaluable advice to overcome the most basic hurdles at pitching to every customer that comes across you is : “ DON’T “

Time is money, don’t waste it on people who don’t seem serious. Now I can’t say that do not pitch at all but just be cautious when you do it. Talking to prospect clients should be no less than a well articulated “speech” that has been delivered many times. It is an art and there should be a version for all sorts. You should know when to cut it short and when to elaborate according to the size of the company and number of employees. For a SaaS company, every sale counts and sometimes the scrutiny might be harder than you think.

The key to judge is simple, there should be a pre-decided or planned out criteria or a graded scoring system to rate the prospect client. In addition, there should always be a certain person on the team who should know how to assign and distribute the deals according to the capabilities of the salesperson. Although, my mantra is that everyone on the team should know how to close a deal. Need be, every person should be your salesperson and brand ambassador. After all, your client would be the word of mouth about your business and for great testimonials, personal recommendations and endorsements your customers must have a lasting impression.

Power of judgement at the most crucial times can make or break a company, it is best to take second opinions while closing a bigger deal. As much as the big deal may look appealing and noteworthy, it could have an opposite effect as well. Some big deals are technically less suitable for a business and might actually hinder your growth process. Never try to own an area that you are least confident about, every person in the company is therefore assigned a specific role. Trying to master it all might cause a trust deficit and may actually hint towards a lack of competency of people in a particular organization.

Make notes about the customer behavior and patterns and how does your “niche” decide to have your services, after all your pitching and convincing styles could be tweaked a bit to adjust accordingly. Of course all metrics matter when it is a SaaS company we are talking about but the cost of customer acquisition matters the most, as selling to small and mid sized companies cannot and should not result in burning up too much cash. Leads should carefully be chosen and worked upon to convert them.

Not all leads are worth working upon, it never hurts to get two opinions just to be safe and make authentic decisions. One more golden rule to be followed at all times is, never to pitch while cold calling. The person on the other hand is not expecting a walk through the dreaded park, he/she is not even expecting you’d call in the first place, so let it be.

Always leave room to think, be convincing, be accurate, be boastful but never imposing. If you think you’re smart enough to cloud the judgement of a customer, than that might not be true. Even if you are such an enigma and somehow reach that nirvana while convincing and enticing the client, he might snap out of it soon. Let the client decide and respect their decisions.

Workout the challenges that any typical and atypical pitch might have. “The might haves” should not be left to be “tended to” later category. There can always be an array of questions that you haven’t covered, always remember that clients can surprise you and put you out in a corner where you’d like to bang your head in the wall or go jump off a cliff. So before you try any of those, try a middle ground “ learn, learn, learn “ always be observing, analyzing, studying, experimenting and upgrading.

HR Evolution And Employee Engagement

employee-engagement

 

Talent management is a risky business and a lot of HRS rolled out in the market are not addressing the issue. the Human Capital Trends of the coming year are more focused towards redesigning the way companies work. The companies are wrestling to uplift their employees and create more opportunities to work towards evolving leadership.

The emerging desire to delve into the core HR dilemma, is to simplify the environment at work and taking the stress off the employees by cutting down on exorbitant amounts of information. There is an evident void when it comes to skillful leadership and world may start paying attention to that deficit as it moves on.

The shared learning mechanism has to amalgamate itself with corporate learning and eventually acquire the goals an organization is aspiring to achieve. The metamorphosis has to swiftly start working to close on the gap and drift towards the rising trends of more and more employee engagement so that the retention rates could improve. The specific targeted theme of a common company culture with uniformly inspiriting and empowering the people can be achieved.

A smart and capable HRS must have the capacity to deal with the hourly/contract workers and the complexities of dealing with their benefits etc. The present day talent is a lot different and needs to be catered to, more sensitively regarding the way it is evaluated, specially when the said employees have a temporary status in a company. The nitty gritties of scaling up with an explosive growth for an HCM is just as important as its services, the system must acknowledge that and respect it. The world has seen a rise of systems that rose too quick and collapsed under a heaps of such pressures.

The key is to move at a steady pace solving the real pains and not  mixing it up with insurances and benefits, since an HRS is there to solve more of the core HR related issues rather than being a broker. To deliver more than that, it is more of a race to be more compliant towards the things that matter, like innovative performance evaluations , engagement and leadership development roles. It must deliver value and strengthen the business by serving the company’s employees and forming well-oiled, well synchronized teams, fueling a mechanism of innovation and harmony.

A fine balance between a more sophisticated system and a more perceptive one is what can create monetary worth and a platform for employees to be more engaged, equipped and developed.

New immigration reform and its effects on HR

Immigration Reforms HR

It is a beginning of a new era, especially when you see the president telling you that you can stop hiding and come out and be proud of who you are. It is not a crime to be an immigrant and is certainly not one to hope for a better future, as it is a basic right of every human being. In fact it is not even a question of rights anymore when it comes to the skills of survival and only the fittest will.

The mind boggling scenario that pops up is how the HR is going to tackle this situation when things would start getting a bit too loud and out in the open. There will be a whole lot of legal framework that would need to be shaped up accordingly. The demand for an evolved much comprehensive solution is on the rise, everyone wants to know if their existing system has the capacity to deal with this. The answers aren’t quick and comforting. With a huge influx of people that would shift towards a legal status, they would require paper work for job entitlement as well. The quest for a larger more equipped mechanism is not a blurry farfetched dream, it has to be met on urgent basis or it can result into a major crisis. The work is tedious and fruits to reap are immense if done on the emergency basis.

The workload would pose a mega challenge but if the situation is so dire, there is also a promise of new and upcoming comprehensive Human Resource Management solutions in the market .Which means a whole lot of new wave of startups in that direction. The old fishes if they want to stay afloat will have to beat the upcoming tide with innovation. However, the problem lies solely in the hands of new companies and their tactful outlook at the policy introduced. The buzz word is that the investors are looking into it and are more than ready to take this task up, provided the company involved has the right amount of dedication to make it up to the mark. The gold standards are not just performance over here, it is about the cutting edge technology that would go behind it. Those that get their hand dirty now would prove to know that the timing is right.

As per the law all employers and hiring firms are essentially required to authenticate both the identity and employment eligibility of all regular, temporary employees, temporary agency personnel, and student employees which is called the INS I-9 form . Failure to act in accordance with with these requirements may cause in both civil and criminal liability with the nuisance of considerable fines ranging from $100 to $1,000 per hire. We can do the math! The hiring firms can get backfired at if they don’t deal with this promptly. What is the requirement of this new era? A system that catches all things HR under one platform that fulfills the needs of a company from Hire to Retire. The market as per our research falls short of such systems and need for one at the moment is far greater than ever.

There seems to be an emotional angle to it as well, all this might create a racial bias and disturbing conflicts can inflict grave disasters. It would require managers and HR legislative body to engage in conflict decree. It is about time the HR heads realize that avoiding bias is the way to go, it is best to revert to communication and neutralization.

All that illegal immigration plaguing the nation had to be dealt one way or the other and now is the time to introduce immigrant labor policies vividly so that long term implications regarding the reputation of the employers and hiring firms could be avoided as much as possible. Their will have to be a strong focus on diversity and issues regarding discrimination are going to be highlighted again and again.

Woes of an exempt and non-exempt employee

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Are you wondering why is fate being harsh on you or if you are not organized enough to escape being an exempt. Let us delve into it a bit before we pass a judgment.

Fair Labor Standards Act (FLSA) has a strict policy when it comes to who should be considered an exempt and makes certain that employees are never docked for the days they worked partially. Let’s keep in mind that, if an employee misses the work and has taken all of his Paid Time Off (PTO), the company has the rights to dock that employee’s pay. It is best advised to plan the time away from work and always try and leave at least a week of emergency PTO so that this doesn’t happen again. It is not fair to solely rely on time card machines and keep forgetting to clock in and out of the system, because they are entitled to make a reduction to the salary if you have not clocked in. So there comes another tip, always clock in and never blame the time keepers for the logs. It is better to find out about the company’s PTO plans before you start working so that there are no bitter feelings if there is a conflict of opinions. Some companies do not treat their management appropriately so it is best to find out whether you are EXEMPT or NON-EXEMPT and file a complaint with FLSA.

Never assume that the difference between exempt and non-exempt is salaried vs. hourly because if that is the description provided to you by your HR, they are either lacking the ability to fully understand the rules or they are people who have been hired randomly and are learning to cope with the complexities of HR on job. You must remember that PTO bank includes personal vacation days and sick days. Official holidays are separate, avoid working for companies which have very shady policies regarding your leaves and put a constant reduction on your pays and follow the rules that are defined by FLSA.

It is a clear division, an employee has to fall in either category exempt or non-exempt, which is not a title in itself but a way to decide whether someone is entitled to an overtime pay or not. FLSA has it sorted out and if in addition to the salary, the exempt employee receives additional pay such as a commission or bonus, such additional pay can be docked, consistent with a written wage deduction authorization agreement. As long as one is aware of the key differences between an exempt and non-exempt employee, it isn’t math anymore and is not hard to figure out which way a person would lean into.

Exempt positions are barred from smallest amount wage, overtime regulations, and other rights and protections enjoyed by nonexempt workers. Employers must pay a salary rather than an hourly wage for a position for it to be exempt. Typically, only executive, supervisory, professional or outside sales positions are exempt positions.

Nonexempt employees, as the term implies, are not exempt from FLSA requirements. Employees who fall in this category must be paid at least the federal minimum wage for each hour worked and given overtime pay of not less than one-and-a-half times their hourly rate for any hours worked beyond 40 each week.

Then there is tax liability, overtime, benefits and worker’s right differences. So it leaves a little to our imagination and is pretty conclusive, non-exempt employees reap loads of benefits under federal law and are more secure and protected than a non-exempt employee. It does come as a sigh of relief that the unemployment benefits are mostly available to both exempt and non-exempt employees according to their own particular state’s department of labor.

If it would come to which is better than the other, it might comfort a few if I could say that each has its own upside and downside. Some might want to be employed in nonexempt status to make sure they get wages for every hour they work. Others might just want the liberty that comes with paid positions. The majority of nonexempt employees are going to be subjected to more rigorous rules concerning things like relaxed time. Exempt employees can usually use up a rational amount of time relaxing without inviting snide remarks from the boss; nonexempt employees’ on the other hand are more closely observed, and given breaks only at pre-defined time frames during the work hours.

By and large, exempt employees are rewarded more than nonexempt employees, because they are likely to complete tasks regardless of the hours required to do them. If staying late or coming in early is required to do the job, exempt employees are frequently expected to do just that. Nonexempt employees typically work only the prescribed number of hours.

It really is a matter of opinion, which way you swing, taking into consideration the kind of lifestyle and your priorities both exempt and non-exempt categories can work in your benefit, if you have the right amount of knowledge towards the HR policies and the labor laws.