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Mobilization of Human Capital Management Tech!

July 5th, 2015
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By employing key mobile applications, employees and managers can use their devices to access payroll details, check the status of payments, check on employee performance or approve employee requests on leave etc.They also have access to a company directory through a mobile application— to share knowledge and information or easily connect with colleagues. Today, companies take every effort to make the critical, timely HR functions available and accessible through mobile, so people can access them conveniently at anytime from anywhere. Such availability and easy access keeps companies away from holding critical tasks. HR Software vendors’ focus going forward is extending the capabilities of employee and employer self-service to allow simpler, faster and timely access to key HR functions.

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Active Succession Planning is Irrefutable!

July 5th, 2015
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Companies are challenged with the difficulty of identifying departures of people, thus they fail in implementing successful succession planning. It’s important that HR leaders should consider the importance of succession planning as significant numbers of experienced people will be leaving the workforce in the coming years.

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How HRIS is delivered!

July 5th, 2015
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HRIS is essentially software or an online solution. HRISs are mainly delivered to users in three models—on-site/ on-premise hosting, cloud or software-as-a-service (SAAS) hosting. The 3rd delivery model is “Hybrid Hosting”. Our focus in this post will be on On-premise deployments and SAAS hosting as Microimage HCM system is offered to users via these models.

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Talent Management Challenges will demand a consultative approach to HR in 2014… BE READY!

July 5th, 2015
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2014 looks to be a year which would create new opportunities for businesses, it will create a new set of wrenching challenges for HR. Hence we should focus on improving the below to win the challenges in 2014:

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Identify, Develop and Retain High-potential Talent! It’s Succession Planning!

July 5th, 2015
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Succession planning enables companies to better identify, develop and retain high-potential talent for critical roles. Organizations adopt proactive approaches focused on screening, developing and retaining the talent required for organizational agility and efficiency.

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#1 is to Hire Right People at the first place!

July 5th, 2015
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Enterprises globalize and hunt for more specialized skills… with this, the role of HR professionals in Recruitment become strategic than ever before. Companies want HR professionals to spend more time and effort in sourcing rich talent into organizations.

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Rethink your approach to Human Resource Management…to challenge the HR Norms!

July 5th, 2015
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In this post, we will be highlighting what your organization should consider when building the “corporate talent system” in 2014. We will suggest ways to rethink your HR practice in the organization. In 2014, HR will become strategically important than ever before!

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The Mission- Critical Function in an enterprise- HR Management

July 5th, 2015
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When building the “corporate talent system” for 2014, you will begin to realize that you must also rethink the way in which HR operates.

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Human Capital Management- Your Role as a Manager needs to be focused on TRAINING and DEVELOPING Employees!

July 5th, 2015
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Skilled managers have become critical to the success of companies today. This is because managers play a pivotal role in talent management. Diplomatic managers can attract and convert prospective candidates into employees, drive performance, engagement and retention, and play a key role in improving employees’ contribution to the organization success. Poor managers who cannot play this role will only become an unnecessary cost to the company. They will not be able to acquire and retain rich talent; existing employees also will not realize their potential in the company.

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Automate your HR tasks – Add incredible value to HR from the perspective of productivity building!

July 5th, 2015
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Lately, the role of HR professionals has advanced into the strategic phase. The new wave of HR requires HR Professionals to move beyond the mountains of paperwork, payroll,and event planning, HR professionals are being asked to assist the future of the company through strategic practices such as performance management,analysis of workforce trends and potential, talent management costs and comprehensive training and development programs. Unfortunately, with so much of the day already being allocated to traditional and routine administrative work, it can be difficult for HR to invest time to support the strategic objectives and to become a “thought leader” in the organization.

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Towards the New Wave of Learning and Development!

July 5th, 2015
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What is the most commonly used training approach in organizations? An employee is invited to a training session, ideally in a training room at a specified time, to focus on a series of product/service demonstrations, and sent back to work. Content is pushed down to employees based on the training need and effectiveness is measured by how many employees attended the training session. Today’s employees typically have varied expectations of how to acquire and develop skills. Generation Y and Generation X workers expect training and support to be as readily and easily accessible at anytime from anywhere. In this context, learning and development becomes a continuous process, where learning and development can be accessed via computers or mobile devices anywhere, anytime.

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Why should HRIS leverage a SaaS Model?

July 3rd, 2015
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A HRIS performs administrative functions, including core HR data, employee attendence data, performance reviews, payroll management etc. In addition, an HRIS typically includes self-service functions that support employee and superior interaction. HRIS solutions that leverage a SaaS model have been in place for many decades. Today we will outline the importance of a SaaS deployment with the insight gathered from a Garner Report (Gartner’s Hype Cycle Special Report for 2014).

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