Author: Spine Tech

Learning and leaving, is it a real problem though?

It might sound like a major problem. Employees learning from you and then leaving the organisation as soon as they are done. But if you think about it, an employee would only leave for a better pay or work environment. Of course other factors like commotion and residence matters as well. But looking at the bigger picture, if you provide enough value to your employees and a good office environment, there is no reason for leaving.

If you are still confused, here are 4 tips that would help you solve the “problem” of learning and leaving.

– Understand Employee Motivation

How devoted and content a worker is in their position is employee motivation. An employee is more likely to work hard and do a good job if they are motivated. To recruit, maintain, and increase overall production levels, motivation is crucial. An employer needs to understand how to motivate their employees. This motivation, if not provided, might lead to layoffs or employees leaving. Employee motivation not only drives the employees to do better. But also, it reduces the “problem” of employees leaving.

– Set up Training and Awareness Sessions

Training and Awareness sessions are a great way of maintaining employee standards. Standards, with regards to employee retention as well as quality of the end product or service. Such sessions guide employees and remind them of the ethics of an employee. Alongside this, it also creates a sense of security in the minds of the employees. Setting up training and awareness sessions sends a non-verbal message to your employees that you actually care about them.

– Revamp Management Methods

By revamping management methods, what we mean is, inculcating flexibility in your company policies. Be a little bit flexible with your rules and regulations. This ensures that there is no employee unrest in the organisation. Revamping also implies upgrading to the modern methods of management. Be it automation or newer management policies. Switching to modern policies is always a great thing to do as they are more refined, well packed versions of their predecessors.

– Indulge into Employee Wellbeing

Employee wellbeing is an absolute necessity for any organisation. As the world is healing, offices are starting to work offline. And the mental health of the employees is on an all time low! There is a huge requirement to bring up the spirit of the employees and make them feel secure and empowered. Little things like constant check-ins and a simple “How have you been?” can add up a long shot. You might also want to read 6 Ways managers can support employee mental health at workplace.

In conclusion, the “problem” of learning and leaving does have a solution. Or solutions one would say. Practising the above mentioned practises can help you solve the problem of learning and leaving at your organisation. The problem itself though, is not a real problem. So yes, it is solvable and preventable.

Automating the HR Processes also takes away a lot of load from employees. Especially for HRs, an HRMS is a blessing. Other departments too enjoy the implementation as the workflow now becomes streamlined and more efficient. If you are looking for an HR Management solution, Spine HR Suite is the best solution in the market. You can check out Spine HR Suite here.

 

 

“Automation is all the hype in HR!” Is it really though?

Automation has become a necessity in this digital era but there are many more factors- trends for the lack of a better word, that make HR tasks easier. While automation is inevitable, in this blog we’d like to talk about other trends that are sure to be of great utility in the near as well as definite future.

– Automated Recruitment

It is the era when the average time for filling up a vacancy keeps going higher and higher. HR Managers and Recruiters need to find ways to minimise this time taken. Experts and analysts expect recruitment to be the biggest concern of employers. It was difficult to recruit skilled employees back in the day. But now with education being accessible to almost everyone. And modern methods of choosing a candidate from the given pool has boosted the rate at which good employees are being hired. Modern methods include screening, applicant tracking, resume parsing, sourcing, matching, etc.

With this level of technological advancement, recruitment is becoming less of an issue. Even though we have great tech to improve recruitment, they need to keep getting better. Recruitment is a continuous process and so should be improvement.

 

– HR & People Analytics

Data interpretation all the way! The new methods of management tell us, in contrary of what traditional ones have been telling- that HR should be data driven! The more data you have, the better your decision making ability gets. But of course, you cannot get employee data in a day. Data collection is a time consuming process and asks to be updated from time to time. The best way to start building up employee data is implementation of AI in your HR Department. It is not as difficult as it sounds though. Implementation of a simple HRMS can help you get started. Spine HR Suite is a great tool that grows as you grow and helps you maintain a proper track of your employees. You can learn more about HR Analytics here and AI in HR here.

 

– Employer Branding

Employer branding is the long-term promotion of a company, organisation or an individual to a target group. Employer branding, after the pandemic has become a crucial survival tactic. If you do not recruit right now, it might harm your goodwill as an employer. As people are looking for a job and companies are looking for employees which desire to upskill and improve, employer branding helps them to land on the same page.

 

– Continuous Learning & Reskilling

One of the most important HR trends and practices for companies in the near future, will be the upskilling and reskilling of the workforce. An employee should be a continuous learner. They should be more than willing to learn more skills that help them excel in their job. Alongside that, upskilling also makes them research about more effective ways in which the job can be done. Reskilling, Upskilling and Continuous learning have a direct effect with employee performance.

 

In conclusion, there are many more futuristic things related to HR than just automation. With advancing technology and penetration of AI in our daily lives, HR is left no behind. But at the end of the day, HR is all about managing the Human Resources. So it comes down to employee and worker satisfaction which can only be achieved by connecting with them on an emotional level. You can integrate automation and AI in your HR department as well by implementing Spine HR Suite! You can learn more about Spine Technologies here.

Will AI put HR out of job? Or will it improve HR efficiency?

With all the digital revolutions taking place, invasion of AI in the corporate world is inevitable. But does this mean HR will eventually be replaced by AI? Experts say no! AI, no matter how smart it is, cannot replicate a human with emotions. Continuous learning is one thing and having emotions inculcated is another. HR  Analytics is one example wherein AI helps the HR. But AI does have a huge scope in aiding HR. Following are the areas where AI can help HR boost efficiency-

– Recruitment

The HR department’s responsibility for talent acquisition is crucial to the company. Since adding skilled people to the team will likely result in the company’s expansion. The talent acquisition process may be where artificial intelligence in HR is most used. AI decreases the time and effort needed to execute these and other tedious tasks. From screening applications to managing databases. Setting up interviews, and responding and resolving contestant queries. As a result, the HR team can concentrate on more important jobs. Like sourcing, employee relation, recruitment marketing, and other beneficial operations. It also dramatically shortens the hiring process and saves time.

– Orientation and Training

AI-based unified systems will introduce new hires to business knowledge and rules on the first day itself. New employees receive all the required information through the mobile app or on their laptop. Job profile data, company policies, task assignments, team member information, etc is provided. This process is referred to as onboarding. HR procedures can be tailored to the needs of the employees and their associated tasks thanks to artificial intelligence. Additionally, AI keeps track of all of the company’s crucial contact information and other crucial activities.

Using AI, employees will be able to research and educate themselves on requirements. Offering knowledge on current technology and software developments in the sector will also help them stay up to date. The AI will automatically comprehend and assign the employee with the proper training.  After analysing the papers and examinations. Based on their work description, pertinent skill set information will be given to them for better advancement. AI-based HR technology may analyse data and notify the HR team of the need for employee training. This smart method will improve workers’ productivity and intelligence. All this while also helping them learn more efficiently. They can train certain programmes and teach employees how to execute according to requirements.

– Employee Experience

Because of the high level of automation and strong emphasis on customer experience in the environment, employees anticipate a beneficial and productive environment when they join customised engagement. Consumer technology is currently shaping employee experiences. While also considering employees looking for options for how they want to be involved and supported. A tailored employee experience may be achieved by effectively integrating AI throughout the whole employee lifecycle. From hiring and onboarding to providing HR services and career planning. With customised feedback forms and employee appreciation initiatives. Human resources departments can now assess employee engagement and job satisfaction with greater accuracy than ever before. Given how important it is to comprehend employees’ general needs, this is very helpful. However, there are many important organisational advantages to possessing this understanding as well.

– Leadership

AI will enhance the working methods of instructors and program managers in a company because it will help and develop trainees. By posing questions to the members of their respective teams, the AI will assess the architecture of the leader’s qualities. And provide them with the skills they are lacking or adaptable attributes. Second, by examining the dashboard, managers may assess their own performance and adapt their skill sets to the demands of the workplace.

In conclusion, AI is sure to invade HR. But it is not enough to completely replace HR.  There are issues including privacy. A personnel shortage, upkeep, integration capabilities, and a lack of proven applications. Yet, using precaution while installing AI services will prevent needless problems.

You might have heard the term “HR Analytics or People Analytics” more than often. But do you know what it means?

People use HR Analytics and People Analytics interchangeably but they are two different concepts. In this blog, we will be discussing HR Analytics. Its meaning, importance, scope and implications. We will cover People analytics in a future post as well.

– Data-driven HR

HR analytics involves compiling, examining, and summarising HR data. It is also known as people analytics, workforce analytics, or talent analytics. It helps your company to analyse data to determine the effect of a variety of HR KPIs on overall business performance. In other words, HR analytics is a human resources management strategy based on data.

Analytics in HR is a relatively new tool. This indicates that it has not been extensively studied in literature. Heuvel & Bondarouk’s definition of scientific HR analytics is the most well-known. They define HR analytics as the systematic identification and quantification of the people drivers of business outcomes.

– Scope of Data-driven HR

Human Resource Management has undergone significant transformation in the last century. From being an operational discipline, it is now more of a strategic one. The term Strategic Human Resource Management (SHRM) is a good example of this. HR analytics’ data-driven method is consistent with this development.

You can stop relying on intuition by employing people analytics. HR workers may make data-driven decisions thanks to analytics. Analytics also assists in evaluating the efficacy of various initiatives and HR policies.

– How HR Analytics boost management efficiency

The value of being able to analyse information in decision-making has increased exponentially. There are numerous changes taking place in the workplace as we move closer to a post-pandemic society. Including the rising prevalence of hybrid jobs and the increased usage of automation. Making the right decisions is crucial in this time of disruption and uncertainty so that we can navigate our new reality.

The Human Resource (HR) department may have the poorest reputation of all the departments in an organisation.

Analytics based on HR data alters all this. By being more data-driven and knowledgeable about HR and analytics, many of the problems we just discussed can be solved.

– HR Analytics in implication

There are several incidents where HR Analytics has been a life saver. Be it reducing accidents at the workplace or boosting recruitment efficiency. HR Analytics combines HR Data from several systems. Let’s say you want to assess how employee engagement affects business results. For this, you must combine your annual engagement assessment with your performance record. The effect of involvement on the financial success of various stores and departments can be calculated in this way.

Based on the knowledge obtained through HR analytics, important HR domains will alter. There will be changes to jobs including hiring, performance management, and learning & development.

 

In conclusion, An organisation can benefit greatly from HR data analytics. These are only a few instances. Analytics do in fact let businesses to gauge how people’s policies affect their bottom line. HR can forecast the future of the workforce by using sophisticated statistical analysis. Managers are able to assess the financial effects of HR procedures thanks to HR Analytics.

HR Analytics goes hand in hand with automation. And do you know how you can automate your HR? Spine HR Suite! You can learn more about Spine HR Suite here.

 

What should you consider before buying an FAMS?

 

Even using software to manage your assets may seem complicated. The effectiveness of the management process determines the outcome. The conventional approach is substantially less effective. And might reduce the organisation’s productivity. However, using software to manage your fixed assets is a terrific way to make sure they are used effectively, without hampering the performance.

 

The following are the benefits of having a Fixed Asset Management Software:

• 

• Asset Lifecycle

 

It keeps track of the asset’s worth over time since it was purchased. An FAMS actually aids you in creating a budget for the asset. It helps you throughout the asset’s lifespan by assisting with depreciation calculation. Alongside that, it sends out notifications for due servicing or payments, and alerts for lease, insurance, and AMC renewals. Additionally, it guarantees that you are in conformity with all legal requirements. Finally, it makes it possible for you to accurately determine the asset’s disposal value as well! There are only a few companies who truly offer an end-to-end solution. Spine Technologies provides you with Spine Assets. Which includes many useful features alongside covering the entire lifetime of your assets.

 

• Analytic Reports

 

A centralised data source makes it simple to generate reports for use in reports. These reports give you the ability to assess whether an asset was utilised adequately, excessively, or neither. This allows you to separate them and classify them as productive and unproductive. Because assets can be used in both productive and unproductive ways. With the assets divided, you can now identify the underutilised assets and increase productivity. This has an impact on depreciation calculations as well because overused assets tend to be disposed of earlier than underused ones.

 

• Reinforced Management Protocols

 

Besides the management protocols, which are essential for a company in and of themselves, the regulating body also provides guidelines. These can occasionally become too much to handle. You can follow these management protocols without fail if you use asset management software. You can select the required depreciation method, and the software will take care of the rest on your behalf. Management protocol strengthening is accelerated by a programme.

• Dedicated Data Hub

 

Businesses own and manage dozens of assets every day, whether they are vehicles for logistics, IT assets for offices, or machines for various industries. Manually tracking the use and utility of these assets is difficult. Additionally, because this data originates from numerous sources and diverse core assets, managing it becomes difficult. Data storage in a centralised location becomes challenging due to the abundance of data sources. Fixed Assets Management Software is useful in this situation. You may save all of your data and reports in one location with the use of a FAMS. More productivity and clarity with less clutter! You can quickly locate the data you need with the aid of a centralised data centre.

 

Hence these were the 4 most important advantages of fixed asset management software. You can get a detailed guide on these essential features here. If you are looking for a Fixed Asset Management Software which checks all the above mentioned requirements, Spine Assets is the software you are looking for! Spine Assets is brought to you by Spine Technologies. Spine Technologies is a trusted software company with more than two decades of experience and international presence as well! You can check out Spine Technologies here.

Confused about the qualities a human resource management system should have?

To learn about the key characteristics that are essential for any firm, keep reading.

Each organisation has a unique structure, needs, and management procedures. These HR Processes are intended to be facilitated and made more effective by an HRMS. Let’s use jeans as an example. Yes, denim is fantastic on its own, but a pair of well-fitting jeans will make your entire ensemble look better. Your organisation’s effectiveness will increase with a carefully chosen HRMS. We hope that this blog will help you understand the key components of an HRM system so you can find one that is “Tailored Fit” for your business. So, let’s begin right away!

1) Leave, Time and Attendance Management

One of the key components of an HRMS is time and attendance management. It automates the time-consuming process of recording each employee’s attendance. Tracking their leaves and performing other related duties. Classifying leaves as paid/unpaid or informed/uninformed, etc. is also quick and easy with an HRMS. Additionally, HR software assists with leave computation, classification based on predefined type.

2) Payroll Integration

Another key responsibility of an HR that is automated by HRMS is salary processing. Besides processing employee wages for a specified period of time, an HRMS integrates time and attendance.  It automatically determines the amount to be processed. Also, HRMS allows users to view salary breakdown and arrears computations. By maintaining transparency, the employee gains trust and fosters a positive work environment.

3) Employee Self Service (ESS)

Employee Self Service (ESS) is a major module of HRMS. ESS enables the employee to view and change their personal and professional information. And that too without concerning the HR. Making changes in the employee master requires approval of the HR though. This also saves time as the employees no longer need to consult the HR to make such changes. This time can be utilised for better workforce management.

4) Onboarding and Recruitment

Examining and organising resumes, contacting applicants, tracking interviews, onboarding, training, and training evaluation. These are a few of the steps that must be taken when hiring a new employee. All these procedures are automated by an HRMS, leaving HR with only the task of conducting interviews. As the interview process progresses, hours’ worth of tasks are completed. Both the employee and the manager can track an employee’s development and training with HRMS.

5) Performance Management System (PMS)

It’s important to be aware of how well your employees are doing. You can track employee performance with PMS. This gives you the ability to reward exceptional performers. And encourage underachievers to improve. Employees can set their own targets and check their performance history to make comparisons. They may always be one step ahead of where they were yesterday thanks to this.

6) Reports and Analytics

HRMS offers you comprehensive reporting and analytics with graphics for easier visual comprehension. Reports and analytics are essential for a business to measure growth at individual and organisational levels.. Along with mandatory reports, an HR management system generates many other vital reports. While offering analytics that are essential for tracking performance. The reports offered can be used as a point of reference for comparisons.

To sum up, having an HR Software is a great advantage to an organisation. But you need to know what to look for in a product. The different features that HRMS offers is what makes it such a significant switch. And now that you know what features to look for in an HR Management System, you can check out why HRMS is becoming a need and how you can get started here.

Spine HR Suite not only offers you these 6 essential features but 19 different modules to pick and choose from, for that “tailored fit”!

A payroll is a necessity in every organisation in this era.

An efficient payroll is not just about automation & quick calculation. If not done properly, it may lead to chaos, employee dissatisfaction, workflow disruption and many more such problems. The biggest problem of outsourcing payroll though, in my opinion, is the lack of confidentiality of data. A payroll like Spine HR Suite’s maintains complete transparency with you and complete opacity with any other parties.

Following are the advantages and disadvantages of outsourcing a payroll:

• Advantages

– Quick Calculation

The first and foremost benefit of implementing a Payroll software is quick calculations. Automated, AI-powered payroll systems make it much easier to calculate salaries. Salaries can be calculated based on days, shifts and even hours worked! Calculation of daily wages is also possible with a payroll system powerful enough like Spine HR Suite.

– Arrear Calculation

Arrears refers to payments that are overdue. Which have to be paid at the end of a given period after missing out on the required payments. Usually it is very difficult to calculate arrears as one needs to know the term missed, pay rise (if any) and many other things. Given the amount of factors included, Arrear calculation is one nightmare of a task. But a payroll solution makes arrear calculation easy as well! Just enter the employee code and the system will calculate the arrears!

– Regulatory Compliances

Being AI Powered, a payroll software keeps itself up to date with all the regulatory compliances. It sends you notifications about new regulations and compliances, etc.

It is difficult to track regulatory compliance and calculate salaries according to them. Hence, a payroll software does it for you in a few clicks! All you need to do is select the compliances which are applicable to you!

– Industry and Segment Agnostic

A payroll software is usually standardised. This is because payroll is a necessary HR Process in every industry. Paying employees and calculating the pay is a need in every segment. And as the product is segment and industry agnostic, any one can implement a payroll in their organisation. Any organisation can install a payroll regardless of its size or industry it belongs to.

– Quick disbursement of Salaries and payslips

As if calculating salaries was not excruciating enough, HR has to process the salaries and payslips as well. Making every individual payslips. Then depositing the salaries into the employees’ bank accounts. Sounds like a nightmare, doesn’t it? But no more pain with a payroll system! Disbursement of salaries and payslips is just a few clicks away!

• Disadvantages

– Low Confidentiality

The major risk linked with payroll softwares is the lack of confidentiality. As the solution providers usually don’t have a dedicated server for every single client, data can get leaked. Even on cloud servers there are chances of data leak. There is no real solution to this problem unless you have an on premise server. One advice that a smart HR should follow is to go for a reliable solution provider. HR and Managers need to be aware of the market and not fall in the traps of  “Cheap or Free” payroll. One always needs to check the genuinity of the product as well as the provider.

– Too many solution providers

Another major problem is having too many options in the market. Now, don’t get this wrong. It is always good to have options but not when there are way too many! Especially when people try to fool others with words like “Free”.  Again, you always need to verify the genuinity of the software and the solution provider.

In conclusion, a payroll solution is a must in every organisation. But when it comes to considering a payroll, one must do a detailed research on the authenticity of the solution provider. Spine HR Suite offers you a powerful payroll system with many more modules! You can learn more about Spine Payroll here.

HRMS is beneficial, without a doubt, but isn’t it expensive?

We’re about to debunk this notion today! You might have heard a lot about how HRMS improves the performance of your organisation. But if you dig behind the surface and across the board, an HRM system is also more cost-effective. For better comprehension, We’ve classified the cost affecting factors in 3 heads:

• 

• Direct Cost Cutting:

Since an HR system automates the HR processes that would otherwise be performed manually. Also, it aids in cost reduction. This saves both time and money. These are the ways that an HRMS lowers the costs of the HR process:

– Minimal Staffing

Many crucial HR functions can be automated using HR software. This lessens the need for overstaffing. Of course a business still needs HR Staff to manage the workforce and carry out other important activities. But, the introduction of HRMS does guarantee a decrease in overstaffing. And hence lowering staffing costs.

– Less Office Materials Required

Office supplies include registers, pencils, filing cabinets, and other such small office items. An HRMS automates processes and makes a digital note simultaneously. Hence, the need for office items has significantly decreased. Not to mention that the sector is moving away from paper. Thus investing in HR software may be your first move towards digitization and cost savings in the process.

• Indirect Cost Cutting:

An HRMS is economical in indirect ways besides the direct ones. When you look past the first cost reduction, these advantages become clear. The following are some indirect advantages of an HRMS for your company:

– Streamlining the Process

It has been demonstrated that an HR system can improve productivity. This is because it assists managers and employees in avoiding roadblocks. This guarantees improved output and fewer interruptions. Which then improves organisational performance as a whole.

– Optimum Utilisation of Resources

By automating numerous other activities, an HRMS enables the manager to concentrate on planning. This helps them to organise the process and guarantee the best possible use of the available resources. This minimises both time and resource waste while also lowering resource costs.

– Other Labour Costs

The use of human resource software also lowers labour expenses. As staffing for jobs like petty cash manager and similar positions is not required anymore. The need for these “extra labour costs” can be removed if these tasks are automated via HRMS.

• Better HCM

A firm benefits from a positive work environment in addition to just lowering costs. As it assists the company increase productivity and maintain stronger relationships with staff. An employee that is content and happy with their job will work harder and end up being a better asset. Here are some ways an HRMS can aid in better managing your human capital:

– Increased Workforce Engagement

Engaging in person with employees and allowing them to speak their minds is one approach to improve relationships with them. Employees can express their opinions on the discussion board using HRMS and feel satisfied. You can track development more precisely when there is higher employee engagement.

– Enhanced Retention of Employees

A high employee retention rate demonstrates how well you treat your staff and how happy they are. Maintaining a high staff retention rate is crucial because it boosts your company’s reputation.

In conclusion, implementing HR software improves organisational performance while also being more cost-effective. An HR software can assist you in reducing expenses and enhancing organisational performance in many  ways.

Your HR processes can be automated with the help of Spine HR Suite, a fantastic HR partner that won’t break the bank. You can read how HRMS benefits your organisation’s performance? if you’re still unsure about it.

Huge workforce? Too many unfinished tasks? Year end blues? Don’t worry; HRMS will save the day

The need for HRMS in smaller organisations is covered in a previous blog. Now, it is the time to explore why an HRM system is essential in larger organisations. Regardless of the staff size, an HR software always provides you with reliable and efficient performance and report data. Regardless of whether the organisation has 1000 employees or more than 5000. The elements that make HRMS essential in sizable organisations are outlined below:

– Huge Employee Count

It goes without saying that larger organisations have more employees than smaller ones. The number of employees may be between a thousand and 5,000 or more. A large workforce necessitates better and more effective management. The old, manual method of managing the workforce is excellent, but it has a lot of drawbacks. On the other side, HRMS automates the time-consuming procedures and frees up managers to concentrate on raising production.

– Tracking Individual Performance 

The complexity of monitoring and managing performance also grows as the number of staff rises. By implementing an HR System, the employer is guaranteed to have access to growth statistics, performance metrics, and the overall productivity snapshot at their fingertips, whenever and wherever they need it.

– Leaves & Substitution

When you can designate stand-ins for the staff on vacation, why skip a day’s worth of work? Using an HCM software makes it simple to track, communicate, and assign substitutes for the day. Because every day has an impact on the company’s performance, keeping track of this data is essential. Additionally, a large workforce makes it more difficult for the management to interact with the worker who is designated as the replacement. This issue is addressed by HRMS by informing the designated replacement in advance.

– Payroll Automation

Month endings are the worst, let’s face it! HR’s responsibility for workforce management is hampered by cumbersome chores. Chores like attendance, leave and arrears calculation, salary calculation, etc.

With an HRMS in place, computations and payments can be fully automated. This frees up HR to focus on workforce management and maintaining a positive, goal-oriented workplace environment.

– Scheduling Resources

Let’s face it: a larger staff makes direct communication more challenging and increases the likelihood of miscommunication. It takes work to assign the right tasks to the right resources. It’s possible for a manager to overlook something in communication or for it to get lost throughout the hierarchy’s layers. The employee can view the work allocated to them on the portal directly thanks to HRMS. Without the chance of confusion or misunderstanding, the Manager can give assignments directly. It is safe to say that confusion is never a possibility while using HR software.

– Overall Efficiency

If automation is implemented properly, it increases productivity. And with Spine HR Suite, productivity can be maximised. You can depend on the entire effectiveness of Spine HR Suite to meet your expectations for an HRMS.

In conclusion, Yes, an HRMS is absolutely necessary for efficiency in bigger organisations. And if you are looking for an HRMS which ticks all the 7 boxes above- Spine HR Suite is the software for you! You can learn more about Spine HR Suite here.

 

The Human Resource Department is being automated at a very fast rate.

Automation here, not only implies pacing things up but also increasing their efficiency. All this while maintaining the decorum of the office and making everyone’s lives easier.

How is automation going to revolutionise HR? Here are the 5 most popular Auto-HR Trends which boost an organisation’s efficiency:

1. Chat bots

Chatbots are intelligent software agents. They interact with users in a human-like way. And they assist them in finding solutions to their issues and to their inquiries. Chatbots can frequently take the place of needing to talk with a human agent. IBM claims that chatbots can automatically respond to up to 80% of consumers’ typical questions. Chat bots elevate the independency of employees while maintaining transparency and confidentiality. A chat bot has become a necessity in every HR Software. Spine HR Suite’s Spina is one of the most refined and intelligent chat bots in the HR Industry currently.

 

2. Artificial Intelligence

A key component of HR automation is artificial intelligence. Including its subfields like machine learning. The main objective of artificial intelligence is to have computers think. It makes them think, act, or behave like people by simulating human intellect. All the other trends on this list are categorised under AI. Artificial Intelligence helps in every sector of HR. It boosts the efficiency of each process and even tracking employees is made easier.

 

3. Machine Learning

Mobile-friendly applications that may collect and share instant feedback are made available to HR employees using machine learning. The quality of feedback can be improved by using machine learning to find themes and recurrent problems in employee surveys. Machine learning goes hand in hand with Artificial Intelligence. Machine learning helps regularise attendance marking and employee leaves. Alongside this, there are many more uses and potential uses in the domain of human resources as well.

 

4. Intelligent Learning Platforms

Intelligent Learning Platform is a combination of learning objectives, recommendations, automation, and analytics. It helps in delivering a smarter, more individualised learning experience. This then encourages skill mastery and higher learning outcomes, an . In simple words, An ILP helps in continuous employee assessment. Which helps in employees’ skill building. Intelligent Learning Technology also helps in your payroll processing and recruitment as the software learns your preferences and gives you recommendations.

5. Outsourced Recruitment

Talking about recruitment, the quickest and the easiest way of recruitment is outsourcing. And outsourcing here, does not imply a complete handover to a third party. Recruitment Outsourcing tools like resume parser, Applicant Tracking System, etc. come into play here.

 

In conclusion, HR tech is moving towards automation with great velocity. It would not be wrong if one said traditional HR would be called “Antique” a few years from now.

If you are looking for a tool with loads of automated features, Spine HR Suite is the one stop solution for you! You can learn more about Spine Technologies here.