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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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4 guidelines to Revive HR!

July 3rd, 2015
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1. Revive HR departments to deliver solutions:

As we have analysed many times, businesses should look at how they can redesign HR, concentrating on becoming consultants of talent management to the organizations, rather than focusing on maximising efficiency of administration processes. HR leaders of organizations must become trusted corporate advisors with the fundamental skills to evaluate, consult & justify, and respond to critical business matters.

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HR to enrich the Growth of Organizations and Nations!

July 3rd, 2015
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Our blog squad has continuously discussed how HR assists the growth of organizations by hiring rich talent and mentoring them to help the strategic directions of an organization. Beyond this, we realize that HR does play an instrumental role in contributing to nations. The development of ‘Human Capital’ encompassing skills, competencies and experience and know-how at operational and strategic levels is critical to the prosperity of organizations. Prospered organizations with a competent workforce will definitely become an important force which contributes to the development of the economy/ nations.

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HR Leaders… are they coming from “HR” or “BUSINESS”?

July 3rd, 2015
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We frequently discuss on how the role of HR should transform from an operational task towards a strategic direction. Today, our focus will be particularly on the HR leaders/ CHROs. What are the traits expected from a CHRO/ any HR leader?

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What’s Next? HR on Papers or HRTech?

July 3rd, 2015
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We came across some interesting research findings of Starr Conspiracy Intelligence 2015. Their recent infographic developed on Hottest HR Technology Solutions 2015 reveals;

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Helping Organizations transform through HR

July 3rd, 2015
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Today, our post will be based on a key trend we learned at one of the flagship local HR events held in Colombo, Sri Lanka last week. One highlight in this event was the discussion on “Modern Trends in HR for National Prosperity”. We recognised this as one of the interesting subjects to analyse in our posts!

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The Evolving Need for a Talent Management Suite!

July 3rd, 2015
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Talent management suites are an integrated collection of components including talent acquisition to on-boarding, performance appraisal, goal management, career development, succession management, learning management, benefits management. These components will help companies perform Human Capital Management Processes of planning to screen and source talent, acquire and on-board, assess performance, reward and develop employees with training.

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