AI and HR – WebHR’s Leap into the future

The world as we know it, has been consumed by the onslaught of inflation and disease and with it are gone archaic ways of business and work ethics. Our destiny has been shaped by the dire need of connectivity and virtual presence on a global scale. The obligations to be physically present and conduct various business operations has been obliterated and has been replaced with zoom calls, virtual board-room meetings, virtual conferences, meet ups and remote working situations. The need for all of it, to be efficient and fast has never been felt more than now. Even with the pandemic reducing force, the workplace has become more hybrid and hence the need for automation of a multitude of tasks is required more than ever. We need better ways of recruiting, connecting teams and evaluating wellness via surveys that predict the outcomes of employee retention. All these and more can be done by the help of predictive analysis using Artificial intelligence tools.

At WebHR, we have been stressing on the use of such technologies, years ago and have been constantly working towards the achievement of these goals. We at WebHR have identified the heightened need for faster, virtual recruitment, along with training, evaluations, surveys, onboarding, vaccine checks, health checks, wellbeing, social connectivity, rewards, facebook like structure of a tribe formation, and software that builds up a global family of companies. We have taught our systems to help the top tier decision makers to view the performances within seconds by generating complex reports, with just a click of a button. Our systems can predict the trends that might change the course of very important actions, necessary to avoid overspending or under-spending and save time, in making those decisions. Many companies seem to have been trying their hands at this approach, to get it right, while they may be in their infancy, WebHR has tried and tested these mechanisms with years of research to account for. We know for sure, that we have only scratched the surface of the wide horizons of possibilities of HR automation and are headed towards the right direction.

While AI seems to be the indispensable reality and there is no turning away from it in the future, we know human resources is one field which is incomplete without human touch, our tools are designed to make the HR managers at any organization way advanced than ever before, their work has been made easy by automating daily HR tasks so much so, that they have time on their hands to deal with human emotions and needs at workplaces. AI has enabled us to have chatbots do most of the repetitive work that requires unnecessary involvement of teams that could do more in the same time frame. Our super fast communication tools have made sure the privacy of logging into external systems for deals that need secrecy are done in a safe and secure environment, by staying at the same platform.
In the past, companies had the ordeal of switching and juggling between multiple layers of systems to get simple tasks done, and then going further to make them all linked to produce data that can be handled at the same platform. WebHR has eliminated the need to have 100s of applications to solve major tasks at any company. Companies as small as five employees and as large as thousands of employees have the same level of sophisticated multi-task solving automation provided by the software, this has caused the clients to adhere to the software for all the major and minor HR needs. From the feedback that comes directly from the users, we have realized that we have solved a very complex system of handling all aspects of the organization’s very basic need – managing their most important asset “their employees” very efficiently. The always available presence of chatbots, has ensured that companies could now engage their teams at work into more productive tasks than before. Hiring, retaining and managing the best talent is now done swiftly with these tools,  With the customized knowledge that we possess, professional user presumptions are high. The end users want data input to be processed in seconds, rather than days, to quickly access HR resources, get notified of their availability and match with certain positions based on their area and localities.

With the raging agonies of the pandemic, it will become impossible to move towards modernization and a better company culture without the adoption of such tools, since we know that the market is ripe for change, as predicted by our team at WebHR, for years now.

We can’t stress enough about the importance of automation but, that being said, communication is the key. The leaders at every organization must make an informed decision and educate the teams at work by approaching these methodologies that can pave the path for future success. We need to address the looming dread, felt by many, that AI will eventually replace them for good and provide comfort in the promise that these tools are here to make their jobs easier and not to steal them in any way.

More comprehensible techniques can help the teams slip into varied environments, if applied at the right time and with the right people. A detailed road map towards the tasks to be automated should be provided to the task forces and enough time should be given for them to get comfortable with the learning curve, making sure that the employees are constantly aware of the fact that their input and creative desires are always respected, when it comes to solutions that need a special human touch. Every human alive somehow functions higher than their capacity by going above and beyond when they see recognition and appreciation for their efforts and hence, comply with these decisions when put forward in a gentle and intelligent manner.

Constructing A Mechanism of Understanding and Acceptance towards AI

To emphasize the dire need , there has to be a display of its potential in every aspect of the operations at any business by a practical addition of AI all throughout. AI is a robust way of supplementing and boosting all HR operations like hunting and recruiting suitable talent, hiring, evaluating their performance and comparing it to threshold criterion of successful parameters, pre-selected through algorithms that gauge and provide accurate results of how to improve them.

The top tier management can assist and augment by jacking their revenue at businesses, through incorporation of right methodology, developed using deeper insights into growth strategies and data obtained by AI, that are inline with the company’s motto, goals and targets. This can be done by matching the right kind of talent with the jobs in focus, that can only indicate one thing, a wide ranged adaptability and acceptance of these advanced technologies and removing all constraints that stand in the way of incorporating these tools, that bring an ease of work at all levels in the company and mitigate all fears and concerns. We need teams and forward thinking, open minded professionals that do not fear change and positivity that shapes progressive future for AI. A harmonious alliance of human elements, amalgamated with technologies , to equip and re-shape the way future trends predict and to look forward to the growth trajectories that are both beneficial in long term and time saving. In these disruptive times, securing and rationing resources is what we can best do, to provide some relief to the exhaustive talent acquisition and training procedures, we need to learn to become more proactive towards the adoption of these high-tech tools, not just for the sake of efficiency but also to seal the drainage of precious capital that is wasted away, the “cash burn” that eventually leads to the demise of a budding business.

Hope is futile, if it is not backed up with strong actions and emotions. Yes, “emotions” cannot be ignored when it comes to bringing AI to the front table. It will call for immense emotional understanding and intelligence. These qualities will most probably be the only growth markers of a successful future alliance of technology and human behavior, shaping a society that lives harmoniously, making use of the advanced and high-tech AI tools. We are looking towards building a world where human beings will be able to deliver their creativity into designing and implementing breakthrough technologies, best suited for the development of modern, more sophisticated workplaces.

WebHR Named FrontRunner for Global Payroll Software By Gartner’s GetApp

Software Advice Frontrunners for Payroll Apr-21

The team at WebHR proudly announces that, it has been chosen as the FrontRunner for Payroll Software globally and has been placed at the top of the grid.
FrontRunners is designed to help small businesses evaluate which software products may be right for them.

FrontRunners is published on Software Advice, the leading online service for businesses navigating the
software selection process. FrontRunners evaluates verified end-user reviews and product data, positioning
the top scoring products based on Usability and Customer Satisfaction ratings for small businesses.
FrontRunners for payroll software is available at SoftwareAdvice

HR Vision 2020 – Human Insight and AI

Envision the real world today and try to make sense of the fact that all futuristic Human Management systems embody a focus on available BIG data and the quantitative reports, that shape up the present decision making by scanning both past and present. When one is re-thinking HR, it must not deal with, just the outright fact but also make room for multiple viewpoints at once. It must be a fine balance between being correct and having a human insight. We need to understand the implications of data systems and therefore both AI and ML have to be incorporated into HR for the sole purpose of serving people.

Companies these days venture into the intricacies of the elaborate mechanisms of how AI deals with their data, which sometimes lead to bias towards the measurable outcome that mainly focuses on profits and people. This needs to be fixed in such a way that human insight is involved, this brings in the eminent need of “Thick data”, which is the qualitative information that provides insights into the everyday emotional lives of consumers. It goes beyond big data to explain why consumers have certain preferences, the reasons they behave the way they do, why certain trends stick and so on.

Why the need of Human Insight?

Human Insight is the most excellent technique for recording unfamiliar terrain because, no one knows why a certain company performs better than the other, even when they have all the available information. Once businesses choose to understand what they do not already know, they require Statistics because it creates something that Big Data clearly does not — insight. The repeated act of accumulating and evaluating different narratives and perspectives brings actionable insights, which are so essential to the intelligent growth patterns that companies need to keep track of. This tells us that in its simplest form, rich data is used to predict consumer behavior. It’s the process of compiling data to determine when and where a person is most likely to buy something, as opposed to relying on trend forecasts and gut-feelings.

If a corporation doesn’t come up with a certain sort of “human sensor network” to obtain several anecdotes, it is time to “re-think” HR. Otherwise its viewpoint of realism is unsatisfactory.

At WebHR, the team that solely works on AI has a very special vision for the future of BI, which they have re-named as “HRI” Human Resources Intelligence. The team believes that it is high time that people intel needs to go digital and the human insight needs to be channeled into quantifiable data.

WebHR has clearly put its focus, where it belongs and the team strongly agrees with the fact that no matter what the size of the business, it mostly relies on numbers to notify significant business strengths and weaknesses. The similar must be validly designed for recruitment requirements.

For minor firms, this could entail safeguarding the workers and bring in the greatest revenue imaginable to the business or concentrating on the workforce that is truly vital to permit the potential growth.

Bigger organizations may as well put an emphasis upon gauging implementation of this principal by assessing consequences and evaluating work fulfillment by operating the provided sets of data, especially employee wellness, through investigative surveys. Once the magnitude of actions prevails, it automatically creates reports and graphs that draws out conclusive measurable outcomes necessary for top tier executives.

What does the industry brainpower depend on?

Business intelligence improves its insight into any matter by improving its commercial choices. This is possible, through statistics and its evaluation, which establishes the foundation designed for achievement at small and large scale. It is an advancement in every part of growth, from human resources to advertisement to brand identity, and involves several crucial factors like:

Assessment and Analysis – the knowledge grouping that formulates and classifies the metrics to be used.

Information provision – encompassing records purging, amalgamation and class supervision; certifying that data is prepared to be utilized.

Statistical design – this phase necessitates the accessibility of documents, more like a data silo; creating a confident structure of systems that are equipped and designed for the assimilation of data.

BI scanning – consists of ETL assessment, data value and data examination; in the most fundamental environment it usually implies that the system is conducting a study of the mainstay industry along with the provided information.

Application – the dynamic component of the development encompasses information depot consumption and implanting recorded acts in the apps.

Augmentation – upgrading the existing BI practices along with data depot revamp, cloud relocation, and ETL development

Why the need of business intelligence for HR?

The crucial nature of Human management at any company is a tricky business and risks pertaining to breech of employer – employee confidentiality and trust could lead to problems.

Human resource management is mostly dealt with resolving disagreement contained by any business but not specific to that, it touches all arrays of areas, such as employment, coaching, coordinating commercial affairs, and the not so pleasurable action of dismissal and employee exit. The HR supervisor’s position in any office is multilayered and multi-structural and needs exceptional resolutions at times.

In the wake of these individual wishes in a diversity of approaches, business intelligence undergoes a dense scrutiny and champions the successful application of human insight.

Industrial brainpower, that is the “HR BI” , is also required for the purpose of employment because once the recruitment begins, there is a massive volume of information the needs to go all the way through, to discover the ideal applicant for the position. Unlike in the past, modern day BI requires to distinguish the main characteristics of that ideal candidate and identify a possible match with the said position. Countless firms believe this can be done by automating the process and identifying the pointers, as defined by reports generated by the system and rushing them across a cardinal examination to pick and choose the best contenders founded by skill evaluation process. This specialized intelligence facilitates and improves the hunt, bringing a sigh of relief for the executives and allows them to concentrate on the discussion point, expediting the process.

With the mounting costs of talent acquisition any error can lead to a loss of thousands of dollars. Which is why incorporating business intelligence can reduce the burden on businesses and allow lesser working hours along with refined use of available resources.

Industrial aptitude and accomplishments can be measured by continuous performance evaluations which is the crux of the HR manager’s job. Performance is the only indicator of how employees are doing, individually and as a whole

BI in HR with the assistance of Artificial Intelligence can aid in evaluating the accomplishments of fresh recruits and help identify their match to a certain role at work. The way to do this is to extract their daily reports and amalgamate them with the project management system and analyze, if that particular employee is going to be an asset in the future or it is better to give that role to someone who can do it better.

Instead of this process, for permanent recruits, scrutinizing their performance could work out a bit inversely. It could be done in a way that involves a comparison of such positions in different companies or by gauging the growth of the company as a whole.

This intelligence could mean a lot for a company, it can help a company boost their morale by training, mentoring and having discussions within the team, supporting and providing for employees to do better.

An amazingly crucial component of business intelligence software is its capacity to envisage statistics and make it further reasonable through rationale provided by AI. This can be used to discover minimal output areas of the business and identify the need for hiring. These hiring trends are very essential, as they are not just job sensitive, they are time sensitive too.  These tools not just indicate the need for hiring but also for updating the existing skill sets of the teams at work. For the same reason, the use of AI can identify threats to any business by crunching numbers, showing low productivity or over hiring for a certain department and lead to the report generation that top tier management require.

Members of staff can also participate in surveys anonymously, to generate reports suggesting changes that need to be made for the sake of employee wellness. This is way more important that actual hiring, because retention comes prior to hiring, if you lose your valuable leaders at work, there is no use hiring and filling those slots as the underlying problem hasn’t been removed to begin with. Hence culture, is the most important component for any organization and needs our utmost attention.

The team at WebHR, has always pioneered and focused on the needs of the future of work and championed the latest work trends. Their mission is to look into, how best can we work with people by using insights through a system that can indicate the loopholes one can miss. It goes above and beyond to help your businesses, by a combination of human intuition mixed with AI to bring the best possible results, required for a growth trajectory you seek.

WebHR – Top Ranked HCM Suite – 2019

WebHR has been added to Softwareworld’s Top list for Time Tracking and Applicant Tracking Software for 2019.

Top 10 Applicant Tracking Software In 2019

Bothered about employees spending too much of their time on one project? Companies use Time Tracking software to build reports of employees working on desired tasks and generate reports based on it. A time tracking software is necessary for employers that work with remote employees or freelancers. Professionals also use this software to bill their customers for the amount hours they work for them. Time Tracking Software has a long list of features for employers and professionals. It includes integrated time tracking, integrated task timers, weekly timesheets showing the reports, visual reports, workday timeline, creates an unlimited number of projects, flexible reports and the best of all is it can fit any number of the team structure. The easy to use Employee Time Tracking software, lets employers and managers record worked hours for billing purposes. Are you thinking of having this software? You can find several free and paid Time and Attendance software that would work for you. But do you know which one to buy and integrate into your business or organization? SoftwareWorld has a list of top-rated and best Time Tracking software to help you out.

Top 10 Applicant Tracking Software In 2019

Applicant tracking software is the useful software for the HR department which one is helpful for recruiting and hiring process for the company. Whenever we apply online for any companies, our resume isn’t typically sent to the recruiter directly. It first comes to the applicant tracking software. In small companies, hiring is not a big issue but for big enterprises, it’s a really lengthy job. ATS tracking software maintains all the resumes of the company position wise in one place and this thing is helpful for the HR managers to manage and organize all the hiring process. Recruiters can easily shortlist the members and schedule the interview through the best applicant tracking system software. It’s an automated process of hiring where ATS software can easily track resumes and filter the resumes as per given criteria. If you are looking for the top ATS software for your business, here you can find an exclusive collection of Top-Rated applicant tracking system software by SoftwareWorld

WebHR – Gartner’s GetApp HR Category Leader 2019

It is a pleasure for us to announce that WebHR, has again bagged a top position as a Global leader in Gartner’s GetApp category leader ranking for the year 2019. Kudos to the teams of WebHR https://web.hraround the world, whose consistent efforts in all departments had led us into becoming the leaders in the HR category.

Each year, Gartner’s GetApp ranks the leading business apps inside their most popular categories to help companies tackle software selection.

  • View unbiased, data-driven rankings
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App scores are determined by 5 factors, worth 20 points each, for a possible total of 100

Methodology v5: June 2019 – Present

The Basics

Category Leaders rankings highlight key factors that small businesses should consider when assessing which software products may be right for them. These factors include user input (“user reviews”), compatibility with other systems (“integrations”), mobile offerings (“mobile”), technical capabilities (“functionality”), and product security features (“security”).

To create each Category Leaders ranking, our research team typically evaluates hundreds of products in any one category. The 10-15 with the highest scores become Category Leaders.

Since Category Leaders is intended to cover a given category at large, the Category Leaders team use their market experience and knowledge, existing market-based research, and small business software buyer needs analysis to assess an application’s suitability for that category depending on whether it can reasonably be expected to be relevant to most software buyers across industries searching for a system in the category.

To be eligible for inclusion in a category, products must:

  • Be sold in the North American software market
  • Offer required functionality as determined by our research analysts, who provide coverage of and have familiarity with products in each category. Each product must have all core features plus a majority of common features for that market.
  • Have at least 10 unique user-submitted product reviews across the three Gartner Digital Markets web properties —,, and— published within 12 months of the start of the analysis period for a given report’s update.

Product scores are calculated using five unique data points, each scored out of 20, resulting in a total maximum score of 100. In the event of a tie, each data point is weighted for importance, with security taking precedent, followed by reviews, integrations, mobile apps, and functionality, respectively.

Products are scored independent of any relationship that GetApp has with vendors.

Methodology Details

User Reviews. Review scores are calculated using reviews collected from GetApp and its sister sites, Software Advice and Capterra. This score is based on average user ratings (on a scale from 1 to 5) of how satisfied users are with a product overall. The scoring includes ratings from reviews within a 12-month analysis period. The methodology calculates the percentile ranking for each product relative to all other products in the software category that have qualified for inclusion. That percentile ranking is then translated into a 1 to 20 score.

Integrations. The total possible score for integrations is 20 points. Five points are awarded if the product has an open API; up to 15 points are awarded based on an assessment of the product’s integrations.

As part of this integrations assessment, our research team defines a list of the most commonly cited integrations in a given software category. (E.g., in the Project Management software category, products may commonly integrate with Zapier or G Suite.) Each product is scored according to how many of those common integrations it offers, based on publicly available data. When a product lists an integration with a suite of applications (e.g. Microsoft Office), we assume it integrates with each component application comprising that suite (e.g. Microsoft Word, Microsoft Outlook, etc.). The more common a specific integration is, the more heavily it is weighted in our scoring.

Mobile Platforms. Mobile scores are calculated based on the availability of an iOS and Android app. Five points are awarded for the presence of each app, with an additional 10 points awarded for the number and average rating of reviews in both the App Store and Google Play. These review scores are calculated on a scale based on the category average for a maximum of 5 points per platform and an overall maximum score of 20. If there isn’t a native iOS or Android app, the product’s website is assessed using Google’s PageSpeed Insights to measure mobile usability. A score out of 100 is given, then scaled to a score out of 5 for a maximum of 5 points.

Functionality. Functionality scores are assigned based on a combination of two assessments: user ratings for “Features” and functionality breadth data. Fifty percent of the score is based on average user ratings on a scale from 1 to 5 of how satisfied users are with the product’s features and functionality. The scoring includes ratings left within the 12-month analysis period.

The methodology calculates the percentile ranking for each product relative to all other products in the software category that have qualified for inclusion. That percentile ranking is then translated into a 1 to 10 score.

The other 50% of the score is based on a functionality breadth assessment of the product. For each software category, our research analysts define a core set of features that a product must offer, as well as additional common and optional features. Products are assessed according to how many of those pre-defined features they offer, and products with more features receive a higher score. We use this data to calculate a product’s percentile ranking, which allows us to determine how products compare relative to one another rather than determine an absolute number.

All told, a vendor can receive up to 10 points based on user ratings for features and up to 10 points based on the functionality breadth assessment for a total maximum score of 20 for “functionality.”

Security. Security scoring is calculated using answers from a vendor-completed survey. The questions in the survey are based on the Cloud Security Alliance self-assessment form as part of the Security, Trust & Assurance Registry, supplemented by the expertise of our security research experts. Each answer in the 7-question survey is assigned a point value. The scoring then calculates the percentile ranking for each product relative to all other products in the software category that have qualified for Category Leaders consideration. That percentile ranking is then translated into a 1 to 20 score. Our research analysts may audit vendor responses to the security survey for accuracy.

Vendors update their security information each year or certify that the information is still correct. In the event a vendor has not completed their security survey by time of publishing, they will automatically be assigned a baseline security score that reflects a set of security offerings that the average software vendor is reasonably expected to have, according to our security research experts.


Data sources include published user reviews, public data sources and data from technology vendors. The user-generated product reviews data incorporated into Category Leaders are collected from submissions to all three Gartner Digital Markets sites (see above section for details). As a quality check, all reviews are verified and moderated prior to publication. Please refer to the GetApp Community Guidelines for more information.

External Guidelines

Providers must abide by the Category Leaders External Usage Guidelines when referencing Category Leaders content. Except in digital media with character limitations, the following disclaimer MUST appear with any/all Category Leaders reference(s) and graphic use:

GetApp Category Leaders constitute the subjective opinions of individual end-user reviews, ratings, and data applied against a documented methodology; they neither represent the views of, nor constitute an endorsement by, GetApp or its affiliates.

Escalation Guidelines

We take the integrity of our research seriously. If you have questions or concerns about Category Leaders content, the methodology, or other issues, you may contact the Category Leaders team at [email protected]. Please provide as much detail as you can, so we can understand the issues, review your concerns and take appropriate action.

WebHR – Modern HR For the Industrial Sector

Human resource management has unique sets of challenges when it comes to industrial sector. Workforce management can range in variety and functionality, for industrial sector HR must be a HERO in all departments, including recruiting, on-boarding, training, performance management, mediation, legal compliance, compensation management, training, rewards and appreciation. To top it, it must be engaging and inclusive of all tiers at an organization to build a hierarchy, that works like a well-oiled machine. The tools of automation can save number of precious hours and days that go into building appropriate reporting format. All industries have a potential to grow fast and to keep up with a fast influx of new recruits, it needs an HR mechanism that has the capacity to grow as the company grows, in fact play an integral role in this regard.

For industrial workers the main burden lies on the shoulders of the HR teams and specific HR Personnel, rather than the workers to regulate and update things regularly, hence a strong software makes the very basics of such mechanisms, that can deliver effective results. The workers in these scenarios rely on accurate shift planners, PTO modules and perfected time-tracking software, so that they can work without a glitch and responsible supervisors along with the higher-ups are notified about the lack of worker’s discipline about time management and tardiness as early as possible. The software that can tackle a large workforce, needs the best reporting and time-tracking capabilities, so that there are no jumble-ups that could be both costly and dangerous for certain industries.  Any un-notified absence adds of to loss of work and precious time, that can affect time sensitive daily production units, that work under deadlines and must deliver swiftly.

The extensive business intelligence and reporting formats can help industry with predicting their hiring trends, so that they can have advanced planning regarding such issues, as they arise. Due to periodic spike in productions, the hiring must be designed in accordance, so that the managers could take that burden off their shoulders and dedicate that time into managing the actual workforce, that requires immediate and constant attention at all costs. HR for the industrial sector is tricky and if appropriate measures are not taken from the very beginning, it can take a toll on company’s growth and finances. In a perfect scenario, the hiring for industrial sector is mostly related to search for skilled workers because there is widespread perception that, these jobs are mostly low salaried, dangerous, stressful and require a specific skill set and related certifications. The actual reason behind such a thought process is that, there are certain number of challenges that are mostly safety and compensation related. These companies need to have reserve employees even when they are not working and need to have them on file in case, they might need them.

The most important thing of all, is an abundantly efficient ATS with a job board that is integrated with social media sites so that the organization can reach out to the appropriate talent in time, which in turn would also reflect how attractive the business looks and what benefits would an employee get working at that company. It is not limited to that, to gain talented employees, the companies must go a step ahead and look more competitive, when it comes to offering attractive salary packages and benefits to their workers. Like most industrial sector companies, safety is of utmost importance. A safe and secure work environment can ensure that there are no elaborate medical bills, inflated worker’s compensation costs and lawsuits incase of injuries. These measures can be taken when a responsible and well-trained supervisor or a security specialist has been hired to monitor day to day activities and that dedicated person values your company enough to understand the critical nature of his/her job. This can be enhanced and improved by proper training of the concerned employees, to keep them updated with the set of rules and regulations, along with appropriate standard safety instruction manuals, that are always handy and available. The mangers and supervisors are well informed to have all emergency protocols in place through a guided mechanism to stay focused on events that can happen at the workplace and to act immediately in light of any injuries.

Industrial sectors rely heavily on cutting costs wherever they can, as the cost of manufacturing or building something already require strong financials with budgets, that have no space and elasticity for rising compensation costs and can hinder the growth at any organization. One of the most important steps in this regard is ensuring the quick return of injured employees, to avoid unnecessary costs that might burden an already disturbed schedule of any project at hand. It is also imperative to understand, that employee turnover can be a huge impending negative effect over the company’s finances and hence, employee engagement can bring a sense of belonging to the employees, that is much needed in the fast-paced work environments these days. The connected and well-informed teams perform well under pressure and get a chance to communicate with their higher-ups, reducing the gap between different levels in the organization. As the employees stay engaged, their chances of being happy with their current jobs increase and so the turnover is reduced, when they stick to their positions for long, avoiding precious time spent on training new staff and trying to get them to work on the same pace as the company. Small gestures of appreciation can go a long way and the mechanism of rewards and recognition also ensure they constantly advance and boost their skills to move to higher tiers, within the organization. Offering competitive wages and salary packages to your workers can ensure long term well being and loyalty, sidestepping any grievances that might lead to losing them to rival companies.

Having said that, manufacturing industry is labor concentrated and requires an HR focused approach. A robust and all-inclusive HR like WebHR can increase the globalization of any industry. The above-mentioned measures in the article are everything, that a modern paced company like WebHR handles very effectively and hence, it caters to the ever-growing economies and their industrial sector round the globe. WebHR’s global presence sets it apart from the rest as it is uniquely present in 197 countries and has a vast audience with universal approach. The industrial sector is ripe for the big change that is taking over the rest of the world, the modern age SaaS companies are replacing the ancient ways of handling human resources, with their more connected and employee focused strategies. The research teams at WebHR are building advanced tools using their AI capabilities to assist the industrial sector in tackling their most concerning problems, one of them being the physical wellness of their employees, in harsh weather conditions with outdoor tasks and temperature related issues at the manufacturing or refining plants. As we have seen in the middle east, the body temperatures of the workers may rise and at times cost them their lives in scathingly hot weather conditions. In this scenario, WebHR intends on building wearable devices that can easily talk to the WebHR app and notify the supervisors or people in charge for safety precautions to take immediate actions necessary to prevent any mishap. The instant rise in the body temperatures in these areas, is a matter of huge concern for these companies and ensuring the health of the workers is challenging. Other than that, the colder countries like Canada can have workers suffering because of the extremely low temperatures, causing hypothermia and frost bite. For manufacturing units and refining plants, where workers might have to be present in close proximity to the boilers, it can have the same effects and it is very important for the supervisors and people in charge of the safety of the workers to be notified timely, if any of them is having such symptoms that might need immediate medical attention. The research team at WebHR wants to innovate and maximize the use of the software, so that the industrial sector could benefit from it and automate their workflow. The advances in that direction are designed to make the work flows smooth and workable, so that the managers can handle large number of workers without glitches. The future of HR for the industrial workers, is moving at a fast pace and the new generation of software are making huge leaps to fill in the demand gaps. It is time for innovation to re-vamp this sector and upgrade it according modern technology.

The Fall of Legacy HR applications

In the midst of gigantic businesses that have been the bane of existence for the corporate world and have been relied upon heavily in the past, the winds have shifted, and the sails have been redirected in a newer direction. The past is witness to the glory of these humongous ERPs that have ruled and were the only and “costliest ventures” for the corporate world. Money flowed in, quality was assured but hefty processes were involved, and outcomes were regrettably late and sometimes over budgeted. HR world has been no different, they have always been laden with age old mechanisms and systems that no longer make sense in the modern day. From the time when a true corporate giant prepares to come on-board with such systems to the time when it really is implemented the procedures and steps, cost them an unfair amount of time, dedicated staff and financial burden, all for the sake of a “renown and old ERP” that no longer caters to the modern approach at any certain institution. By the time, a company is ready to implement such a system, a lot of time has been spent training and actually making things work in a flow that it is too late to realize that, the system is a no fit because by that time, an actual agreement and money allocated for such venture has been spent and getting out of such vicious circle is not only hard but is impossible.

Our research analysts have identified the core problem areas as to why there is still an affinity towards such archaic systems, that only sell because of their name and size of the company and it turns out, it is the thought process that goes behind it. The generation gap amongst these systems cannot be denied and like all technologies, there is always a resistance at first to convert to modernity and then it becomes a matter of survival. As for HR is concerned, it has seen tremendous re-modelling over the past five years, and we can’t deny the fact that legacy systems are dying out slowly and gradually. The cloud has taken over and SaaS versus the rest is on a constant rise, we could say that the market is ripe for a complete over haul and it is just a matter of time, all businesses, whether large or small are going to turn towards it. The strategy that the old companies that still want to stay in line with the trends use is, they acquire the ones innovating to upgrade and keep up with the pace, I would say, it works to a certain extent only. I have seen multibillion-dollar businesses that instead of building any technologies or trying to upgrade themselves, fish for companies that have done it all and have sometimes successfully incorporated that within the re-vamped versions of themselves but largely some newer more competitive minds beat them at their game by building and implementing things at a pace that they cannot even fathom.

Some of these have been wise enough to adapt the metamorphosis early on and IBM is notably the one that caught up the vibe when it began, hence their AI capabilities and modernistic approach sets them apart in todays competitive Machine Learning scenario. It is a well appreciated fact, that their advanced technology has been an inspiration for many, and “Watson” has made a remarkable stamp in the history of the pioneers of such technology. It has been proved that the hegemony of enterprise resource planning is over and so is the decades long hold on the market, with this the question arises, as to what should be the next in line to meet the needs of the market that is ready for change?

Companies with multimillion-dollar revenue rely heavily on such legacy systems, no matter what size and type the company is, it is breaking their backs. Whether it is retail, manufacturing, healthcare, finance, agriculture, education or exports, this is still the choice of many, as they believe that it produces ground breaking results and keeps their business going. Is it still true and applicable in this age and time? I believe the answer is “not really” Some of the applications in this regard have risen to the top, although they sometimes prefer not to be called an “ERP”, but the truth of the situation is that, it is what it is. No fancy name can replace the authenticity of the matter, that by the end of the day, these are those legacy system that are now on the decline due to their over budgeted and slow solutions, that no long cater to an audience that is more knowledgeable and aware of their requirements along with the dwindling support for such applications. The doubts to make these huge decisions are justified as the only time a SaaS company takes to adjust them is when they initially signup and rest of the implementation is a breeze as compared to legacy giants like SAP, Oracle etc. The reason, patience in the corporate world is running out and newer players in the market are taking huge chunks of the business because of their smart and fast software capabilities along with the incorporation of business intelligence tools, AI and Machine Learning techniques that make them more lucrative and tech savvy.

This competitive edge in the recent times have resulted in the constant decline of the license fee structures of such systems.  Over the years the license price has dropped significantly and yet $ 1,800 per user cannot be justified as compared to miniscule amount the SaaS business charges for the services that are times, surprisingly superior more advanced than the ancient ones. Oracle for instance has seen a decline in the license renewal and revenue as compared to their cloud revenues, that have increased more than 27% recently and yet the market tends to dive their nose towards the All-in-One robust and comprehensive SaaS software. Another huge concern when we talk about ERPs is cost overrun, which is if we would just put in here in simple words is, crossing the budgets that were originally allocated for that system, sometimes as much as 70%. According to some reports and analysis, majority of these implementations fall short of expectations and fail to provide the benefits that were theoretically stated at the time of the agreement and hence, this calls on the bluff! What goes wrong is, initially a lot is only on paper and agreement and none of it is seen or experienced before deploying it completely and most of the feasibility reports are essentially, only on paper. The ground reality is that as these documentations and processes move as far away from realism, they create a divide between the end users and the providers because the support mechanism is too little and too late to make any amends. All the love lost between this time of implementations and processing, sometimes stretches over a period of few months to even a year without any visible benefits, while the only monetary benefits go to the providers.

It is imperative for the sake of such monetary losses at the hands of ERPs, that the consumer be educated about the financial growth and evident benefits they can gain when they move to SaaS cloud providers, that did not acquire the technology but built it themselves, so that they do not have to rely on third party support mechanisms and yet be using the ten year old technology that they have been using to date. Floating a few updates to the mechanism cannot bring the agility and freshness of a SaaS software that is built on the lines of user friendly UX and UI to help companies leverage their best talent and use them effectively for the sake of exponential growth year over year. Most companies these days have executives that work towards identifying how to make the most of business intelligence tools provided to them, that is where companies like “WebHR” stand out. WebHR provides such HR related business intelligence tools, that go beyond the scope of other such software out there and are an asset to any organization that wants a better return on their investment. It has blossomed and matured over time into a system capable of moving in any directions it lays it eyes on and then excelling at that, it has also been called the “workday” of the modern age HCM suites.

According to Gartner, as noted in 2015, the rise of HCM is a major contributor to the destruction of ERP suites, fired by innovative cloud solutions with more frequent updates, faster deployment and better user experience. It is noted that any integrations, for e.g. slack would take a legacy system, a lengthy set of approvals alongside a longer wait time, till they have been incorporated into the system as compared to the modern SaaS solutions, where crazy developers stay up the nights and get things done. The backend teams work cohesively like a well-oiled machinery that can take up any task that has been provided to them, nothing is impossible when it comes to achieving these targets. With the decline in these age-old ,,systems, there was a fall in the reliance of the servers they used and devices they depended upon, bringing forth the sharp rise of hyperscale cloud providers like Amazon Web Services, Microsoft Azure and IBM Softlayer.

At WebHR we are doingeverything a modern HR should be doing, bringing the social aspect into HR and connecting teams, bringing them closer at work along with seamlessly interfacing and talking to other software through APIs. Staying ahead of the curve, with their 24/7 customer support, we believe in dealing with customers as part of the family and every matter is resolved without delays and customizations are made according to the needs, whenever and wherever they are required. We do know that, this leaves the age-old systems, nowhere in the race, as the current competition is amongst the modern and innovative solutions, that are bringing some novel concepts and approaches to the market, are more tech savvy and affordable to their very roots.  It would not be unjustified to say that, legacy HR systems are losing this fast-declining battle against the current point solutions providers, that are ready to bring the much-needed change.

WebHR – A Process of Automation & Incorporating AI into HR (A 2019 Report)


The talent market in the recent era has been transforming continuously, we can’t agree more that today’s talent is tomorrow’s success. Also, this is not a hidden fact that the Global Scenario for HR growth projects to be at $30 billion and proves that the market is ripe for innovative ventures to be introduced and hence, there is a need for technology to do it wonders. HR has yet been untouched by avantgarde technologies and all the young and budding companies compete to get their foot into the space. The race towards automation and attaining a superior skilled AI based software has led, many astray. Where there are organizations that tend to cash the buzz words, without actually incorporating the mainstay AI technologies and practical usage, there are quite a few that have risen up with promising results. IBM’s Watson stands out amongst the crowd, along with companies with recruitment tools that are futuristic. Among these organizations, a stalwart young and growing team at WebHR, is continually evolving and developing advanced, yet novel tools that would not just automate the whole process involved in day to day HR operations but also modernize an HR manager’s role. It goes as far as to an extent, that at times start acting as the manager itself, generating business intelligence reports that the C-level executives would love to see at a quarterly meeting, showing charts, graphs and intelligent data that can predict an evaluate certain trends at a particular organization.

The Core HR Troubles:

The history has manifested itself in such a way, that HR and its related processes always appear to be complicated and could burden the HR heads and consultants under unnecessary pressures, resulting in the decreased productivity and increased time consumption to get tasks done on time. Our research has shown us that, 60% of mid to small sized organizations, either cannot afford to run these daily tasks by hiring different third-party organizations or don’t have enough skilled people to make things happen. While the bigger more corporate level organizations tend to hire large teams, with over the top budgets to do simpler tasks. Both craving the same level of precision tools for the completion of tasks. From the very beginning of when they hire, on-board, engage an employee, to all the way where their salaries are processed, benefits given to the point where their evaluation is done, the processes are lengthy and sometimes never completed on time.

All these are most commonly also not present at one place either, which makes it even more challenging to get it done. Each tool can cost a company a fortune and at the end, they need to communicate with each other to present a unified more single outlook. The technology is archaic and requires extensive training of the professionals involved to get it up and running. With that said, it is never connected to mobile app and if it does, multiple apps need to be run and would not communicate amongst themselves.

The Solution:

Surprisingly, our team’s survey and analysis has proven that, paper-based reports and HR processes are still the bane of existence for many organizations, even in United States of America. Hence, there is a huge gap, for companies like WebHR to come in and introduce an All-in-One HR suite, that is designed in such a way that both large and small organizations can benefit from it. The structure of the software has a unique flexibility, that helps it stretch and expand to fit a corporate criterion and also help a startup launch its self with limited budget and resources. It can prove to be a tool that helps an organization grow from its infancy to the time where there is lengthy processes involved relating to the life cycles of its employees.

Progressively, staffs are viewing the future of work to automate and to deliver additional technology, rather than just a reasonable income with incentives. They want to be a part of a clan, that diversifies the concept of modern solutions that amplify their engagement. A mere salary does not fasciate or lures a worker in today’s age, they need a sense of belonging, a tool that endorses their sense of wellbeing and help them progress in their respective roles. The surge of advanced technology with improved UI and UX reflects the evident swing towards an all-inclusive employee involvement. It supports the concepts and doctrines of modernity along with traditional sense of a tribe, that progresses simultaneously.

Seven Unique WebHR traits as we step into 2019:

  • An All-inclusive HR platform
  • Taking Employee Engagement to the next level
  • Bringing Diversity to workplaces
  • Predicting Hiring Trends and providing business intelligence
  • Involvement if C-level Executives all the way to grass-root growth and development
  • Organizational and individual wellness
  • Rationalization of HR processes with AI and Automation Tools

An All-Inclusive HR Platform:

WebHR offers a robust, well-rounded HR platform that caters to all the needs of an organization from pre-hiring processes, to recruitment, to engagement, to connectivity, on-boarding, task distribution, time and attendance, forms and letters, performance evaluation, goals and surveys, payroll processing, benefits, training etc

The platform brings a level of connectivity, that appreciates the involvement of all employees and their contribution towards the success of the company. A modular approach helps, organization pick and select the processes according to their need and budgets. A comprehensive solution, that fits a corporate criterion and yet helps smaller organizations to kick start their HR departments, when they have none.

Bringing employees on the same page, eliminating a widening gap between positions and grades. WebHR brings a social networking level engagement among the employees, keeping them aware of other people in the organization through news feed, birthday announcements, company news, alerts, notifications, goals and surveys. There is no longer a sense of detachment between the CEO and heads of the organization with lower level employees and no one is alienated with the progress and achievements. This idea of making everyone seem an integral part of the company, brings the social aspect to HR. WebHR was the first ever company to have coined the term a “SOCIAL HR” pioneering an amalgam of LinkedIn, Facebook, Slack etc to make it more interactive and interesting for all. We at WebHR believe that, employees are an asset of the organization and the building blocks of success, each employee should be treated as an individual brand ambassador and each token of appreciation on the management’s part can play an essential role in their growth and evolution into though leaders. Building leadership at workplaces also paves path for other employees to follow those examples, such environment brings an exponential amount of development at a company, on the whole. The badges of appreciation, different titles and fun ways of appreciation shows a gratitude towards the employees that enhances their capabilities and energize them to perform better. WebHR badges are their most loved feature of all and is always customized according to the clients demands.

Taking Employee Engagement to the next level:

Bringing employees on the same page, eliminating a widening gap between positions and grades. WebHR brings a social networking level engagement among the employees, keeping them aware of other people in the organization through news feed, birthday announcements, company news, alerts, notifications, goals and surveys. There is no longer a sense of detachment between the CEO and heads of the organization with lower level employees and no one is alienated with the progress and achievements. This idea of making everyone seem an integral part of the company, brings the social aspect to HR. WebHR was the first ever company to have coined the term a “SOCIAL HR” pioneering an amalgam of LinkedIn, Facebook, Slack etc to make it more interactive and interesting for all. We at WebHR believe that, employees are an asset of the organization and the building blocks of success, each employee should be treated as an individual brand ambassador and each token of appreciation on the management’s part can play an essential role in their growth and evolution into though leaders. Building leadership at workplaces also paves path for other employees to follow those examples, such environment brings an exponential amount of development at a company, on the whole. The badges of appreciation, different titles and fun ways of appreciation shows a gratitude towards the employees that enhances their capabilities and energize them to perform better. WebHR badges are their most loved feature of all and is always customized according to the clients demands.

Bringing diversity to workplaces:

The most challenging part at any workplace is avoiding all kinds of biases while hiring. Many large corporations have faced immense criticism for this alone. Age, sex, religion and race should not be a criterion to judge anyone when hiring for position. To avoid frequency and incidence of prejudice, throughout the process of recruitment, HR managers can device an assortment of recruiting tools, including applicant screening, interviews, and assessment/job tests tools, WebHR goes an extra mile in this regard and allows managers to have video interviews before the actual ones and numerous other procedures. WebHR removes any trace of an unconscious bias and race related issues that are common at most companies. It brings on-board a diversified team, that co-exists in a cultural harmony, which gives them a chance to learn and do things in different fashions and yet present a general understanding, it has been observed that diversified teams perform better than the rest.

WebHR offers a wide range screens to remove an unintentional bias during recruitment and applicant tracking. Miscellaneous reports and analytics can assist organizations to assess their diversity indicators and find where they are going wrong. HR heads in an organization can make use of these technologies offered by WebHR to get rid of such biases completely in this coming year and upgrade their hiring practices, increasing their likelihoods to hire people from different talent pools to get better, more qualified applicants.

Predicting Hiring Trends and providing Business Intelligence:

A lot of companies hire talent in spurts according to certain seasons. A lot of hospitals and clinics need extra assistants and staff through the flu season, hotels and resorts need staff during the holiday seasons and other industries need people in a certain time and fashion. WebHR provides important business intelligence and helps companies predict the hiring trends and let them, expand and reduce their employee base at any time during the year. WebHR provides flexibility for these organizations to hire people and only pay for those active employees, while retaining the records of inactive or reserve pool of talent. Their records and documents are stored in the data base, for which they are not charged, giving organizations enough space to hire in spurts and yet retain their data

Involvement of C-level Executives all the way to the grass-root growth and development:

Gone are the days, when the executives and the top management would be detached from the rest of the employees and would have a hard time trying to hear their point of view. WebHR solves this issue at hand by bringing forth a social platform, that looks feels and acts like Facebook, LinkedIn and Slack at the same time. Now the top-level executives can not only engage with all the employees but also extract important reports about their evaluation and hear about their views through self-review. Employees can reach out and lodge their grievances to their supervisors and get their voice heard; this brings a level of clarity and transparency in the organization. This level of involvement makes a fair company culture and helps the owners to provide justice to all.

This move also empowers the women and creates gender equality by allowing them to report any incidence of sexual harassment to the higher ups, without feeling threatened. Most of these moves, creates an environment where employees can work and thrive in a protective and caring shield of the software enabled tools. The transparent structure of the payroll also creates gender balance, as wage disparity becomes a rising problem for most companies and informing the top management of such disparities is imperative, to nip the evil in the bud. WebHR brings forth a solution that not only handles that but also conveys a message to all people working in an organization, that they belong to one big family.

Organizational and individual wellness:

Happiness is an indispensable structural basics for any society for an optimistic, winning, and all-encompassing corporate philosophy and wellness inventiveness can help companies grow exponentially in the year 2019.

WebHR tends to focus on that as well, working on an AI based wellness solution, that is a part of their mobile app upgrade and would launch it to bring a well-rounded solution for corporations, that use this tool extensively. To deliver a wide-ranging commercial wellness resolution, industries need to allocate a special budget to wellness and software solutions that equip them to do so. These software solutions will particularly emphasize on expressive well-being initiatives incorporating anxiety management trainings, using AI and predictive analytics, that provide an in-depth knowledge about employee behavior trends to notice, where they go wrong. Corporations will also have the possibility of making use of such solutions to ensure employee mental and emotional stability. These strategies that involve meditation and mindfulness, will let employees deal with stressful situations in a better fashion, resulting in better more productive environments.

Rationalization of HR Processes with AI and Automation Tools:

These coming years would prove to be an evident surge in artificial intelligence – Businesses are progressively trying to move towards AI technology to classify statistical benefits it can provide to make data gathering easier and faster. AI can make a vast knowledge base that assists the businesses to enhance the way they deal with all kinds of processes, beginning with hiring and onboarding, all the way to where the employee exits. It becomes an integral component in automation of such lengthy and complicated processes, simplifying and making them error free.

NLP and ML helps the software to learn and copy different sequential patterns that are repetitive and help process them smoothly.  WebHR has such advanced technologies that predict and make decisions, required eliminating human intervention. WebHR tends to explore advancements in recruitment, ending biases that hinder the process of fair hiring and diversifying the talent pool. As of now, WebHR is developing help desk solutions that support and provide crucial help to the clients by searing the data base of answers fed into the systems and providing correct replies, eliminating elaborate customer success teams. WebHR has automated customer support for HR managers, making it easier for them to reach more customers on a Global base and create a seamless, training and support platform.

Also, AI is applied in hiring and hiring trends all the way from identifying the right candidate to resume parsing etc, these arrangements decrease the cumbersome procedures making, recruitment, a breeze for HR staffs and recruiters.

AI-based advancements will eventually replace the age-old ways of dealing with most basic HR processes and is about time, that they be upgraded for the ease of all corporations. Companies will rely more and more on these technologies to increase their success and automate time consuming menial, everyday tasks. With this heightened demand for such technologies, WebHR would not only be a promising option for most corporations but will also be eliminating unnecessary elaborate budgets allocated for such technologies, making it a reachable solution for companies of all sizes.

WhatsApp To Get Closer To Your Employees



Over the years many industries across the world have realized the element of change and innovation. They have appreciated the fact that by adapting to a pattern of affordability through efficient business communication tools, they can stay competitive in the market and boost their revenues. These tools are predominantly valuable to trades and industries as they enhance their productivity, stimulate their employees for amplified output, improve organizational structures and simplifies routine procedures. It brings greater levels of user friendliness that can make companies get their messages conveyed to the customer in the best possible way without any glitches.

This essentially spells out the evident need for constant communication by all types of businesses –whether large, medium or small. Communication tools play an important role in a company’s life over the course of its evolution and can make or break a company. Every organization must be contingent with policies and decisions, regarding the usage of these tools to bridge the gap between the business and its clients.  Consequently, it is imperative for a such organizations to exhibit very effective measures to tackle communication patterns and improve their day to day practices.

The most crucial objective for a viable corporation is to offer immediate and prompt real-time customer service. Experienced entrepreneurs can bring about this achievement by in-depth research and knowledge of how to build and utilize these tools for maximum benefits. This can be challenging for small and medium businesses that may not have the economical cushion to achieve these targets. This is where Whatsapp comes in, it brings an affordable tool, that can be used by businesses of all sizes. Whatsapp can leverage all kinds of support mechanism: audio, video and text, shaping itself into a robust and all-inclusive communication tool, that can essentially become, you go-to assistant for all kinds of activities, help, support, alerts and notifications.

For medium and large businesses, the Whatsapp Business API powers your communication with customers all over the world, so that you can connect with them on Whatsapp in a simple, secure and reliable way. Whatsapp helps more than 1 billion people, connect and share with the people they care about. Employee communication is the bane of existence for any business and the secret sauce for company growth and success.

WebHR is on of the very first HR software to have integrated with Whatsapp’s business API, entering the league of companies like Uber and Netflix, that have eyes set on futuristic, spam free communication. WebHR like Uber and Netflix are testing out its client communication, by pushing alerts and notifications. With only 100 companies onboard globally testing this feature, WebHR is yet again a pioneer in setting higher standards by foreseeing future technologies that could make employee experience better, efficient, faster and more effective.

WebHR believes in quality customer experience and hence, always utilizes the best possible technologies that could help monitor and gauge, the client experience. With a lot of junk mail and spam taking over space in our inbox, it is getting unbelievably hard to not miss out on important business alerts and notifications, which is where Whatsapp can help businesses out. This feature helps immensely to obliterate any spam, as the users have to opt-in to receive messages making it literally spam proof and no-nonsense way of communication. It lets the top management ask their important HR questions right on their Whatsapp from WebHR, things like – “Who is absent today” “Who is travelling this week” or “email me a list of all active employees etc

This bridges the gap most HR software have between end-users and the software itself, making things easier and building information base, that companies could use for critical decision making. This tool could and has the potential to become a go-to HR assistant for any company using it. Whatsapp business API can feel like a regular email inbox and yet have no spam in it, along with the capability to empower the users, to get those important alerts and notifications, that they would otherwise miss out on. As more businesses like “WebHR, Uber, NETFLIX etc “test and experiment with different possibilities, this will become an integral part of all business communications. The best part about all this is, the room to explore and do more, as emails and SMS gets clogged with more junk every day.

The Rise of SaaS HR


In the ecosphere of technology, there has always been massive swings from the old school, that bring a wave of revolution to life. It not just elevates the industry to a next level but also reconditions the past practices. Every arena and pace of life, every segment has re-vamped itself enough to fit into the lives of a modern-day office worker, catering to the real needs, as compared to prolonged and time taking old mechanisms, which might have been a novel discovery at that time but have lost their significance in today’s world. As time passes, things that were good enough then, might not be noteworthy today, including some very humongous software technologies, that met the requirements of the corporate world then. The speedy conversion of these sectors, bring awareness to our work worlds, urging us to move forward and implement the very latest, to stay in line and bring onboard the best practices possible.

Similarly, in the HR world, SaaS HCM has been effectually substituting on premise software, introducing a wide range of HR technologies that go beyond the scope of core functionalities. The new wave of SaaS HR brings forth the fast paced Socially knit HR tools, that go beyond engagement and user experience. They incorporate business intelligence tools, that are ready to foresee trends and help the C-suite decision making a notch higher than expected. So, the single point, single function HR solutions do not serve organizations as much as they are expected to, paving way for the modern solutions, to help the companies into evolving at a much earlier cycle and adapt themselves accordingly. An HCM Solution has a much more flexible platform and has the aptitude to develop and become a multi-purpose and all-inclusive software, that can build innovative functionality, according to the size of an organization. These software technologies may become an integral part of a company early on and grow with the organization as it grows. The new and rising trend of SaaS HR has captured a considerable volume of audience in the market, by replacing the huge one-point ERP solutions of the past, compelling them into implementing the newer technology themselves. Oracle, Sap, Workday etc. all organizations trapped in the past have been hard-pressed by the fresher players in the market, to move forward in an innovative direction, just by following up with younger companies and vibes they are creating.

For larger companies to stay competitive and ahead in the fast-paced race of technologies and to obtain the best possible talent, they need to re-think their mantra of streamlining workloads, instead of putting the employees first. The state-of-the-art HCM encompasses a wide variety of tools that are specifically designed to formulate team strategies and highlight the need of bringing forth employee connectivity and recognition in all forms. The modern systems tend to widen a company’s horizon and focus at the same time, enhancing the user understanding and building a reliable mechanism that improves the learning and capabilities of all employees at the same time. There is a considerable evidence that measures like, building engagement tools, that track employee loyalty, based on mobile usage and messaging platforms, along with surveys and targeted goals management, have proven their worth in the field of HR. The corporate structure could immensely benefit from advanced performance evaluation, mentoring and coaching plans and hiring tools, including the modern applicant tracking mechanisms, all leading to same conclusion that the SaaS HR is overwhelmingly replacing the old methodologies and taking over the market by storm.

These trends indicate, that clearly big names like Oracle and others must evolve and compete with newer companies in that area, as they are already cloud based and provide more value compared to their legacy systems. The shift towards SaaS HR is one of the leading trends amongst the corporate world along with CRM and other systems but the question here is, how long are the old legacy systems going to last in this battle of evolution and competing for attention, as the users recognize that deployable on-point solution are at the brink of extinction. According to Forrester projections, the total scope of HR administration and SaaS HR is going to grow as much as $24 billion in 2018. This tells us how the subscriptions models of the businesses like WebHR ( ) have penetrated deeply into the markets and are replacing the way US consumers behave and take ownership of the products available.

The Consumer trends have shifted hugely; from properties to clothing and from edibles to banks, nothing is how it use to be. Everything is moving to subscription-based solutions, the cassettes, CDs, DVDs, nothing is owned by the consumer these days, we very comfortably download music on Spotify and that is that. The mobile phones, specially the iPhone were something only the elite could afford and were symbolic of how well a person is doing financially, all one must do today is to get a subscription through a mobile service provider and get it on a monthly fee. This has allowed the users to keep upgrading without spending too much in one go. The banks own our houses and cars, the concept of owner is long gone. We no longer own the text we read, as Amazon kindle helps us read the text owned by Amazon itself, we can even get our printer inks every month on the subscription. The shaving and grooming need no frequent visits to the nearby stores as that is also subscription based, as a package arrives every month to provide you with your monthly quota of appropriate utilities along with a little extra every now and then. The concepts of ownership are changing fast and so is the technical world and the way corporate world behaves.

This exemplifies how the SaaS HR companies like WebHR ( have forced the consumers to re-think their need of on-premise, one point archaic legacy system and replace it with , fast, innovative and dynamic method of managing their people.