Category: Spine Blogs

HR is a field that is very turbulent in today’s time.

The industry; just recovered from a pandemic. Two years of losses most probably. HR has been on an all time low. 

But if one was to predict the future of HR in 2022, these are the trends that are very likely to describe the current HR situation:

• Flexibility- Work Hours and Mode

Even the most conventional organisations have resorted to the hybrid mode of working now. This is due to the impositions laid because of the pandemic. Besides that, the labour and talent shortage has also affected. Employers are more confident that work can get done despite drastic changes to the standard work style. This gives HR more freedom to experiment. Whether that means letting employees pick their own hours, introducing a four-day work week or following some other path. Still, there are challenges linked to hybrid working which need to be looked at. You can read more about these challenges here. 

• Focus on Employee Mental Health

Now more than ever before is the need to focus on employees’ mental health. While questions concerning the COVID-19 vaccination may still be relevant in 2022, employee benefits will have to cope with other healthcare issues. For example, given that patient populations have had increased exposure to virtual care during the pandemic, experts have speculated about its role in improving care delivery. According to Adam Stavisky, Walmart’s senior vice president of U.S. benefits, the need for prompt care access will be increasing in the next year.

Here are 6 Ways managers can support employee mental health at workplace.

• Performance Reviews- Informal

Over the last two years, managers have been exposed to a more human and casual side of their staff. From hearing dogs barking in the backdrop of a video call to embracing patience while colleagues manage kid or elder care. This development has aided in the dismantling of hierarchical barriers. And the facilitation of flexibility and informality in other elements of the job, such as performance management as well.

• Parental Leaves and Pay Transparency

Pinterest, recently rolled out a NICU benefit in addition to extending its parental leave to six months for the birthing parent. This is a great example of how much parental leaves matter in today’s time. Alongside the parental leave policy, pay transparency matters to employees as well. Employees want to know the breakdown of their salaries. A company must not stop an employee from knowing it.

• Organised Labour in Demand  

 After the two gruelling years, organisations want to make sure they recover all the losses they have suffered. To do this, employers wish to hire only skilled employees. It is very obvious that employers might want to do so. This implies that there is and will be a huge demand for organised labour in the following days.

 

To summarise, following are the 6 trends that are very likely to shape HR in the rest of 2022:

1. Flexibility in Working Hours & Modes
2. More Focus on Employee Mental Health
3. Informal Performance Reviews
4. Parental Leaves and Pay Transparency
5. Demand for Organised Labour

“HRIS or HRMS? What’s the difference?”

We’re sure you would have thought about this at least once. And if not, it is high time you be aware of these terms and their meaning as you would not want to be ripped off in the name of such fancy words.

In this blog, we will be talking about HRIS and HRMS. The differences between them and which one should you opt for!

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  HRIS

HRIS in comparison to HRMS is a narrower term. A Human Resource Information System, as the name suggests, helps you manage your workforce better. HRIS functions majorly relate to the human resources of the organisation. Following are the major services an HRIS offers:

– Employee Database

Employee database means employees’ personal, professional and official information present in the system. The onboarding process creates the employee database.  Employee database is also frequently referred to as employee master. All the necessary documents like ID, Bank Details, etc. are collected at the time of onboarding. All this information is then used to create an employee master.

– Employee Self Service

Employee Self Service (ESS) dismisses the need of an employee to go to the HR. ESS is a portal service which allows employees to be less dependent on the HR. It allows the HR manager to do more complex tasks like managing the workforce, workflow, etc.

ESSalso helps in maintaining a friendly work environment in your organisation. You can read What is Employee Self Service and how is it beneficial for your organisation? to know more about ESS.

– Recruitment & ATS

Next up, a Human Resource Information System takes care of your recruitment needs. Along with recruitment, a good HRIS offers a Applicant Tracking System as well. Depending upon the solution provider these can be full fledged recruitment solutions or not.

– Leave & Attendance

A good HRIS also offers you the ease of automating attendance and leave management. HRIS offers you the following features to boost leave and attendance management efficiency:

1. Leave Planner
2. Attendance Calendar
3. Biometric Integration and/or Facial Recognition
4. Geo-tagging and Geo-fencing

and much more! (These features may vary depending upon the solution provider)

• HRMS

Now talking about HRMS, it is a much wider term and is usually used synonymously with HRIS. While HRIS relates to the workforce and human resources, an HRMS deals with everything an HR has to do. A Human Resource Management System offers automated solutions to all the major processes of an organisation. HRMS majorly offers the following services:

– HRIS

As stated above, HRMS is the wider term and it offers every service offered by an HRIS. In fact, HRMS has an edge over traditional HRIS as it is usually modular. This means that the services can be separated into modules and can be purchased when required. This makes HRMS the superior choice as it grows with you while not making a hole in your pocket.

– Payroll

Okay, now talking outside HRIS, The most important thing an HRMS offers you is Payroll Management! Payroll management with an HRMS is absolute delight as it is usually integrated with time and attendance, payroll processing takes just a few clicks. To know more about payroll, you can read 9 Essential features a payroll must offer.

– Performance Management System

PMS is a tool that helps the HR track the performance of individual employees. It automates tracking the progress of an employee and provides the manager employee performance reports. This would then help the higher level management track the performance.

– Workflow Management

HRMS also lets you plan and create a workflow chart to streamline the workflow. This helps the employees get a better idea of the vision of the management and eliminates confusion. Alongside the planning and setup, an HRMS also allows you to monitor the workflow and make necessary changes whenever required.

– Reports & Analytics

It’s reporting time! From candidate interview reports to the full and final settlement report, an HRMS helps you summarise everything in a report. You can even generate detailed reports for reference purposes. Having quick access to your reports and analytics greatly boosts your productivity.

 

HRMS is not limited to only these features though. At least not Spine HR Suite. Spine HR Suite has 18 different modules to pick and choose from. Even a chatbot who acts as your own virtual assistant- Spina! You can learn more about Spine HR Suite here.

In conclusion, it is much better to go for an HRMS as it is everything that an HRIS is and much more. But HRMS tends to lean on the expensive side for smaller organisations. Spine HR Suite tackles this problem by offering HRIS as a module! HRIS is paired with payroll so that all the basic activities of an HR can be automated at a relatively lower cost.

World’s population is nearing 8 Billion. Yet there is a global shortage of labour.

Yes, you read that right. The world with 7.9 billion people on it, is facing a labour shortage after the pandemic. The pandemic has affected every aspect of our lives hasn’t it? But without further adieu, let’s talk about labour shortage and its causes.

What is Labour Shortage?

Labour shortage generally occurs when there is a difference between the labour required and the actual labour supply. In such a situation the labour supply fails to meet the demand. This causes a shortage of labour. There are various factors affecting the supply of labour, listed below are the major causes:

 

Causes of Labour Shortage

– Covid-19

It would be impossible to cover the causes without addressing the elephant in the room. As of March 2022, WHO has reported more than 6 million people deceased due to pandemic-related issues.  millions of others are dealing with the long-term effects of the virus. Covid-19 has not only affected the physical health but also the mental health of the employees. The morale of the employees is on an all time low due to the pandemic.

– Skill Gap

While the loss of skills and expertise due to retirement is undoubtedly a factor. The integration of modern technology, AI, and automation in the workplace is the primary driver of the skill gap. While this new technology can simplify business operations and increase workplace efficiency, it also requires employees who have the necessary abilities to use it. This isn’t a new problem for companies, but it’s become more serious since the outbreak. Because so many businesses are dealing with production and supply chain issues as a result of the epidemic, there is a greater drive for workplace automation. The rising usage of technology in the workplace requires a greater need for businesses to get the necessary technological skills.

– Shift in Expectation

Many employees encountered additional professional demands during the pandemic. Alongside layoffs and lockdowns, unusual personal obligations like homeschooling their children and caring for aged parents. Workers’ expectations have shifted as a result of these stressors. The need to maintain a healthy work-life balance is at the forefront of these aspirations. Remote work choices, flexible schedules, increased paid time off, and greater liberty to determine their own schedules are all things that today’s workers want. Furthermore, some people are willing to move employment or exit the industry completely.

– Low Wages

Shift in expectations also reflect in the expected pay for the employees. While many are changings jobs due to better job opportunities, some are leaving just for a higher pay.  In some areas of the world, worker’s pay increases may not be enough to cover the cost of rising inflation. And hence it is obvious for workers to shift to a better paying job.

Most Affected Industries

In conclusion, yes, there is a global labour shortage. There are some measures that you can take to ensure hiring of proper candidates. Implementation of Spine HR Suite with the powerful Recruitment and Onboarding module.

 

Hybrid mode of working is sure to stay in the long term.

But is it efficient? The answer is yes, and no at the same time. Hybrid mode of working has its own pros and cons. Some people have grown comfortable with working from home. In fact, some employees’ productivity has boosted ever since work from home has been implemented. But on the other hand, some employees just cannot work without the office environment. Listed below are 6 challenges face by the hybrid mode of working and how one can tackle them-

– Unconscious Biases

In comparison to their in-person counterparts, remote workers experience less “passive face time”. Or time spent being observed in the office. According to an MIT research, even proactive, hardworking remote employees receive lower salary raises, fewer promotions, and lower performance ratings than their in-person counterparts. Managers should instead be taught how to use performance monitoring and evaluation systems. This allows them to evaluate people objectively. Remote employees should preserve their work ties by scheduling regular catch-ups. Because remote workers can’t bump into their coworkers in the office, it’s even more crucial for them to check in frequently. This ensures that they’re top of mind when new projects or promotions arise.

– Watered-Down Office Culture

Workplace culture has traditionally grown through office ritual. Which requires everyone to be in the same physical space at the same time. When the workforce is remote, corporate cultural beliefs and norms are more open to outside influences. According to a recent survey, 76 percent of respondents said that remote work has benefited their company’s culture. Employees who reported a positive change were more likely to stay with the organisation. While being enthusiastic about their work.

– Underutilisation of Resources

As employees return to the office, there may be meeting rooms, hot desk areas, or other communal workspaces that aren’t being used. One option is to highlight these areas in an email or during team meetings in case others aren’t aware of them. Signs directing people to less-used locations or naming the spots might help boost their use. Inviting small firms to operate out of unused office spaces is another creative solution to office space. Employees may be enticed to return to the office if there are places where they can eat, drink, shop, or According to Recruiters, poor communication is the primary cause of low employee morale. It can also lead to perform other errands during the workday.

– Work Relations

Employees can be more creative when they have close working ties. It also prevents information silos from forming. Organising in-person retreats, summits, or conferences will aid in the developing relationships. Updating video conferencing hardware and software is also critical. Meeting facilitators on hybrid mode aids in the inclusion of remote workers.

– Inconsistent Communication

 confusion and isolation among remote workers who feel out of the loop. Communication in writing ensures that personnel in the office and those working from home have access to the information. Transparency can be achieved by holding weekly meetings and other such mediums.

– Overall Employee Wellbeing

Communicating openly and consistently with supervisors can help reduce work stress. Setting a regular schedule including when to work, exercise, eat, and relax also helps mitigate the stress that leads to burnout. Meditation can help employees detach from work, improve attention to work tasks, and allow employees to recover from screen fatigue. There also are many apps available to help employees learn how to look after their mental well-being with meditation.

 

In conclusion, Hybrid working is going to stay. People can go around and find ways to tackle the challenges faced by the way but there are no definite ways to avoid them. The best thing an employer can do is ensure employee wellbeing and expect productivity in return. You can read 6 Ways managers can support employee mental health at workplace here. Click here to learn more about Spine HR Suite.

 

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. Here are 6 tips on how you, as a manager, can support employee mental health at workplace:

– Model Healthy Behaviour

The very first thing you can do to ensure good mental health of your employees is modelling a healthy and friendly behaviour.  Don’t just say you support mental health. Model it so that your team members feel they can prioritise self-care and set boundaries. Ordinarily, a manager stresses about the team’s well-being so much so that they forget to take care of themselves. You can share your ways of getting rid of the stress with your employees. Create a personal bond with them and treat them as a friend.

– Constantly Check-in

 Intentionally checking in with each of your direct reports on a regular basis is more critical than ever. Now that the employees are returning back to working from offices. The lockdown has had a mental toll on almost everyone. In a study with Qualtrics and SAP, nearly 40% of global employees said that no one at their company had asked them if they were doing okay. And those respondents were 38% more likely than others to say that their mental health had declined since the outbreak. In such times, the least a manager can do is check on their employees and ensure they are doing okay. To really ensure good mental well being, you can go beyond a simple “how are you?” Ask specific questions and ensure necessary support.

– Communicate Regularly

Communication is the key. The study with Qualtrics and SAP also  showed that employees who felt their managers were not good at communicating have been 23% more likely than others to experience mental health declines since the outbreak. So the simplest thing you can do, as a manager, is to talk to your team. You can unload stress by setting expectations about workloads, where possible. Prioritising what must get done, and acknowledging what can slide if necessary.

– Modify Practices and Policies

Modification of practices and policies, here, implies being flexible. For example, you may need to take a closer look at your rules and norms around flexible hours. Paid time off, email and other communications, and paid and unpaid leave policies might also need tweaking. Performance reviews can be reframed as compassionate feedback. You should go a bit easy on your employees and try to avoid civil unrest whenever possible.

– Schedule Training

More training sessions implies regular honing of skills. It is as simple as this. Scheduling more training sessions allows your employees to stay up to date with the trends. This enables employees to stay in the finest form and boost organisational performance. And a good organisation must treat it’s employees well.

– Set-up Awareness Sessions

Now more than ever, you should focus on proactive and preventive workplace mental health training. For leaders, managers, and individual contributors as well.

And at last, you should get rid of the hectic manual processes and implement an HRMS. Spine HR Suite is the one stop HR solution for all your requirements. With a vast experience of more than 2 decades and an international presence, Spine HR Suite is the best HR Tool in the market. You can learn more about Spine HR Suite here.

Strategic Planning? Operational Planning? The words seem too heavy, don’t they?

This blog is a simple introduction and guide about strategic and operational planning.

Time Frame:

Strategic Planning

Strategic Planning generally relates to a period of 5 or more than five years. The plan is long-term and hence, there are constant changes and improvements made to the plan.

Operational Planning

Operational Planning usually relates to a period of 1 or less than a year. The plan is short-term and prompt. Generally, changes are difficult to execute as the term is very short lived.

Goals:

Strategic Planning

Strategic Planning deals with goals of the organisation as a whole. Since the goals are organisation based, the planning needs to be very precise. Strategic planning shapes the organisation and its resources. It also assesses the impact of environmental or external factors. This ensures protection against external threats. It views the organisation as a whole and develops overall strategies and objectives. Strategic planning is concerned with the long-term benefit of the organisation.

Operational Planning

Operational Planning deals with departments or subunits of the organisation. It deals with the current deployment of the resources. Rather than developing a strategy for the business, it develops tactics which would help in development of strategies. Since it deals with the current whereabouts of the business, it might make modifications to the business functions. These changes though, are not fundamental.

Environment:

Strategic Planning

Strategic planning deals with the external environment and external threats to the business.

Operational Planning 

Operational planning helps in developing a strong core. It deals with the internal factors and helps improvise the weaknesses.

Framed by:

Strategic Plans

Strategic plans are extremely important and can change the course of the business. Due to this reason they are only developed by the higher authority and top-level managers.

Operational Plans

Operational plans are important and they deal with departmental matters of an organisation. They can be improvised with regular checkups; these plans are pretty sure to aid business growth. And are developed by the lower authority and lower-level managers.

In conclusion, Planning in itself is crucial. Doesn’t matter strategic or operational. Planning is essential for your organisation to sustain in the long term.

You know what else is essential? An integrated HRM tool which makes carrying out HR processes a lot easier! If you are looking for one such HRM Solution, Spine HR Suite is the one stop destination!

 

Don’t you ever wish that everything could be done in one click?

Like, no transfer of data across softwares. Well then, the term you are looking for is “integration”. Let us understand how an  integrated software works with an example.

• Recruitment

Recruitment refers to the process of hiring an employee. The process consists of mainly 3 stages- Recognition, Selection and Hiring.

The first stage is recognition of a vacancy in the organisation. Software creates openings if there are any vacancies. An HRMS lets you create these openings in a few clicks. Employees can see these openings through the self service portal. Next step is the selection of employees. This stage consists of interviews and selection of candidates. An HR System lets you automate the interview process and make recruitment efficient. And the third and final stage is the actual hiring. Creation of employee offer and acceptance letters, creating the employee masters. An HRMS automates all these processes.

• Onboarding

Onboarding is the actual induction of the new recruit. HRMS lets you automate the document and data collection process. This makes employee onboarding very quick and efficient.

You can learn more about the 6 Tools that help automate the recruitment and onboarding process.

• Attendance

Tracking employee attendance is surely a tedious task. But it is even worse when you have a stand alone attendance management system. You have to input the monthly attendance report into your payroll software and do many more proceedings. Under an integrated HRMS, attendance is directly integrated with payroll and leave to make things smoother!

• Leave

Tracking leaves is yet another task. Half-days, Comp-offs, Paid leaves and many more categories, it is very difficult to track them all simultaneously. But implementation of an HRMS can make things much more easier. Employees would just have to access the portal or app to plan and apply leaves. You can learn more about how an HRMS boosts attendance and leave management efficiency here.

• Payroll

Payroll is the process of paying salary to a company’s employees. A Payroll software automates the process of calculation and salary disbursement. Different departments like HR and Finance need to come together to calculate payroll the traditional way. But with an HRMS, the processes are automated and hence the manager can focus on productive tasks. You can learn more about payroll management here.

• Training

To have skilled employees, an organisation must provide efficient training on a regular basis. Not only to new joinees but also older employees as they need to keep their skillset updated and learn about the changes in the market. Regular training ensures that the employees’ skills are always honed. They are ready to face any road block in the near future and improve the organisation’s performance as a whole. Click here to know how an HRMS enhances employee training efficiency.

• Performance Management System

Now that you have provided the required training to the employees, it is high time you evaluate the performance. A performance management system allows automation of employee performance tracking. Managers can check and compare employee performance data with past data. Under-performing employees can be given training. And well-performing employees can be appraised. You can read why performance appraisal is necessary in an organisation here.

 

In conclusion, an integrated HR System allows the modules to seamlessly interact with each other. This kick starts a smooth cycle of processes. Everything is just one click away with an integrated HR management system.

Looking for one such integrable HR Solution? Spine HR Suite is at the top of the recommendations list! You can check out Spine HR Suite here.

Recruitment Efficiency and Onboarding Process- two pillars of good employee induction.

Why does one need to automate recruitment and onboarding? The simple answer to this would be efficiency. An automated system is much more efficient than a human. Following are some tools which help the automation:

1. Internal Job Posting

An internal job posting is a job opening made available to existing employees within a company, as opposed to a public posting. How does this help your organisation you might ask.   It can be a powerful tool for employee retention. As it leads to longer employee tenure and better employee engagement and productivity. An HRMS automates the Internal Job Posting process. The HR does not have to check with each and every employee. The position is visible to eligible employees on the self service portal. From here they can apply for the position.

2. Resume Parser

A Resume Parser is a powerful integrated tool which helps in storage, comparison and analysis of applicants’ resume data. The Resume Parser boosts the recruitment efficiency by a long shot. With features like automatic data collection and storage, candidate comparison and candidate sorting. A Resume Parser can also be integrated with a payroll system for seamless payroll processing. Spine HR Suite’s Resume Parser is an all-in-one solution for recruitment.

3. Applicant Tracking System

The next step to resume parsing is Tracking Applicants. An ATS (Applicant Tracking System) is a tool that covers every bit after the confirmation of an interview. It is an automated solution for all recruitment and hiring needs.  From recognition of vacancies to actual hire of employees. Following are the processes carried out by an ATS:

– Publishing vacancies

– Receiving and reviewing applications

– Scheduling interviews

– Hiring employees

4. Applicant Scoring System

An Applicant Scoring System is an extension to ATS. It lets you create a score sheet for the applicants. This enables you to rank all the applicants according to the score and skill set. An Applicant Scoring System strengthens recruitment by ensuring the selection of the best applicants.

5. Document Collector

Okay now that you have hired an employee, it is time for onboarding. The very first step of onboarding is document collection. Documents like address proof, identity card and bank details are required at the time of onboarding. An HRMS lets you automate the collection of these documents. The employee can upload their documents on the self service portal at their convenience.

6. Employee Self Service

Employee Self Service (ESS) is a module of HRMS which majorly dismisses the need of an employee to go to the HR. It aims to allow the HR manager to more complex tasks like managing the workforce, workflow, and more. It also helps to maintain a friendly work environment in your organisation. Below are some major features of an ESS Portal-

If you are looking to boost your recruitment and onboarding efficiency, Spine HR Suite is exactly what you need! You can check out Spine HR Suite here.

An employee survey is a questionnaire which helps you understand the point of view of your employees. Is it that important though? To keep it short and simple- Yes!

Why are employee surveys important, you might ask. Here’s how employee surveys help you boost your organisation’s efficiency-

– Know your Employees

First off, if that was not obvious. You can get to know your employees much better with regular employee surveys. The surveys could be about work environment, training requirements or a basic monthly evaluation. Regular surveys give a sense of being heard to the employees. And where employees feel heard and understood, they tend to stay there for a longer period of time. Employee surveys are also a great tool if you, an employer, wishes to know your employees better. It helps create a bond and sense of communication between the employees and the employer.

– Increase Retention

While we are on the topic of employees being heard, why not talk about how surveys drastically increase retentivity. A company which assures good employee treatment, will always be a preferred one. There is also a psychological factor related to it. Employees feeling secure, heard and well treated is sure to increase the retention rate.

 – Dedicated Workforce

Your employees will treat work how you treat them, let’s get this one thing straight. Regular surveys would ensure good employee relations. Good employee treatment can be somewhat related to the final output. Treating your employees well will definitely result in a better output. And needless to say, a dedicated workforce.

– Smoothened Workflow

What does a dedicated workforce imply? A smoothened workflow of course! Conducting regular surveys will ensure that there are no roadblocks in the workflow. Surveys also enable you to identify the difficulties that the employees face. Eliminating them becomes easier with surveys as well.

– Amplified Performance

Employees focusing on their work. All obstacles eliminated from the workflow. Employees getting a healthy, work-friendly environment. What do all these things imply? Amplified performance and greater output! This might not be a direct effect of conducting employee surveys but it comes even so.

In conclusion, employee surveys helps you increase your performance efficiency by-

1. Improving working conditions
2. Smoothening the workflow.

The best way of ensuring a healthy workflow and conducting surveys is implementation of an HRMS. An HRMS is a tool that helps you automate your HR processes. Payroll, Time and Attendance, Leaves, Timesheet and of course Employee surveys. You can find everything in an integrated HRMS.

If you are on a hunt for an HRMS to tackle your HR Worries, Spine HR Suite is the one stop solution! You can learn more about Spine HR Suite here.

 

Admins have been there, tracking of assets is a hassle for sure.

But is there a way to maintain efficiency while handling all this hassle?

Of course there is! A Fixed Asset Management System! How? Here’s how-

– Tracking Hardware

“Which asset is allocated to which employee in which department?” Now that is something you will not need to worry about with a Fixed Assets Management Software. You can generate and allocate a barcode to each and every IT Asset and track it. You can issue the barcode for every change in asset to have an accurate track of the asset. This saves time as one can know which employee the particular tech is allotted to by just scanning the code. Not only that, one can also know the department of the employee and the period for which the asset is issued.

Talking of allocation, Asset Allocation is another major reason you should consider getting a Fixed Asset Management System. Allocating assets with proper barcodes/ QR Codes/  RFID Tags allows you to accurately track assets, more importantly IT Assets which tend to move more frequently in an organisation. Allocation of assets also helps in making the workflow easier by ensuring that the proper employee has the proper asset.

– Tracking Software

By tracking software, a fixed asset management system means tracking the dates for expiry, renewals, etc.

It is one thing to keep a track of hardware service due and another thing to ensure that all the softwares is up to date, running and the respective certificates are not expired. SSL and SQL Certificates also need to be renewed. With a Fixed Assets Management System, the IT Admin can focus on other important tasks while the system tracks the expiry and renewal of such software and encryption certificates.

The IT Admins all collectively might agree on one thing. Maintaining a date sheet to track IT Hardware is one hectic job. What if this tedious task was performed by a software/ system? That is what an FAMS does for you!

– Role of FAMS

A Fixed Asset Management System ensures that you never miss out on any of your asset services due. Get automated reminders for whenever your IT infrastructure like laptops, desktops, biometric systems, etc call for service. No more stress to the IT Admin with Email and pop-up reminders for every asset to the Admin as well as the employee the asset has been allocated to! 

 

To conclude, an FAMS helps an organisation manage it’s IT Infrastructure by keeping a date sheet and reminding and/or notifying about renewals/ expiry/ service dues, by Helping them track the IT Assets and by assisting in allocating the proper asset to the proper employee.

If you are looking for a FAMS which excels in the above mentioned necessities, you should consider Spine Assets. Spine Assets not only covers the 4 basic necessities but also offers many more features that will help your organisation boost its asset management efficiency.