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 Placed in Gartner’s Top Quadrant

WebHR has again been placed on the 2017 FrontRunners quadrant for HR software!

More than 390 products were evaluated, and those with the top scores made the quadrant. Feel free to check out our placement here: https://www.softwareadvice.com/hr/#top-products

WebHR has steadily climbed up in ranks and feels pride in being placed in the top quadrant at Gartner, the most reputable institution for evaluating the companies in this space. The key performance indicators have been positive for the past two years and WebHR’s Global presence sets it apart from others. It is considered as boon for most organizations, as it is the most comprehensive HCM suite present to this date and is also considered as the most affordable software for companies of all sizes. WebHR’s motto and its ambition is to upgrade the workplace connectivity and bring a facebook like platform to connect the teams at work. It has revolutionized the way we think HR and has created an X factor when its comes to going an extra mile, with no set up costs and free training of the software, it takes into consideration the longevity of its relationship with its clients in almost all time zones on the globe.

The future of workplace has been envisioned by our visionary leadership and a constant merge of technology with the traditional tools is re-directing it towards automation where it is needed. WebHR’s has also been named as the one of the only useful HR app on Amazon Alexa, was a launch partner for Microsoft’s Cortana device “Invoke ”  which also supports WebHR. The advancements in the field of HR using AI has again been the reason WebHR is one of the most innovative HR firm and is a pioneer in doing things way before the rest. It is also destined to be the one of the only Global Payroll provider, along with everything required to manage your people, bringing an All-in-One HR that meets demands before they are created.

WebHR wishes to improve the office lives by bringing teams at work closer and by making people management simpler and faster.

Give Your HR A Face Lift

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

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

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

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

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

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

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

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

 

 

Put your HR on AUTO-PILOT

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

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

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

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

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

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

 

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