BFSI VISION | Human Resources

Budget 2015: 6 things HR solution industry wants
Source- Economic Times

Prime Minister Narendra Modi has called for speedy reforms to make India a $20-trillion economy. India's GDP growth target for 2014-15 is 7.5 per cent. But the 2012-13 Economic Survey said that total employment grew by just 1.6 per cent per year from 1999-2000 to 2009-10 in spite of the growth. As such, it cannot be debated that for sustainable growth, it is important to have right human resources at the right place and at the right time.

There have been positive sentiments of growth and development and change in job outlook ever since the Narendra Modi Government came to power in the parliamentary elections of 2014 with full majority.

"The business friendly measures and ease of working has percolated to the job market with positive and increased hiring estimates across industries. Whether it is the 'Make in India' campaign, focus on skill development of youth, reducing inflation numbers or buzz around rate cuts by RBI, India's growth story will strengthen," Utkarsh Joshi, principal, The HR Fund, told TimesJobs.

Joshi expects the vibes surrounding the market to have a positive effect on the human resource (HR) solution industry as well.

Today, the industry not only manages the matchmaking of talent with jobs available but also contributes towards talent management processes with innovative technology in a compliant and secure environment.

The industry that works hand-in-hand with companies and provides customised solutions to boost growth and increase quality of life at workplace wishes for the following six things from this year's Union Budget:

1. Improving delivery: Aids to improving delivery to complement the rising potential of the sector.

2. Go beyond skilled manpower: To drive growth through competent and committed business managers and leaders including top management with domain knowledge and expertise to leverage available channels of stakeholder management.

3. Development of human resources and knowledge capital: Human resources are required to engage in continuous research and development and monitor quality and infrastructure, thereby increasing productivity vis-a-vis investment.

4. Focus on employment generation: Increased hiring will translate into increased demand for talent acquisition and talent management products and services. The recruitment pass-through revenue will go up and the increase in employee numbers will push up expenditure for human resource management services (HRMS).

5. Products and services for management: Besides increase in HR outsourcing, products and services for management/retention of talent would be adopted among other things, leading to robust growth of the HR industry.

6. Skill development: Apart from strengthening the workforce, positive measures in these areas of skill development and labour norms will further open up the industry with an increased number of players in skilling and compliance sub-domains.

16 HR Apps to Boost Employee Engagement
Source- Business 2 Community

According to a recent Gallup poll, 70% of employees are not engaged at work. But when they are, they’re 21% more productive—and 87% less likely to leave companies. That means employee engagement is an issue that should be at the forefront of every organization. And it’s one that often falls to human resources to manage.

Engagement encompasses every aspect of the employee life cycle, from onboarding to performance management to alumni relations. To make these processes more productive, more efficient, and, yes, more engaging, HR professionals are turning to technology.

To help in that effort, we’ve put together a list of top-rated Salesforce AppExchange apps that can help organizations recruit, manage, train, and collaborate with employees in a more engaging and effective way.

Great companies start with recruiting and hiring great people. Here are some apps to consider:
TargetRecruit is a full-featured app designed to help staffing firms with recruiting and hiring, as well as sales, marketing, accounting, and social media.

Jobscience helps HR teams with applicant tracking, skills rating, candidate scoring, and other tools to help find and recruit candidates.

Talent Rover is applicant tracking software with sales and marketing functionality. The platform emphasizes straightforward workflows and interfaces.

Recruiting helps organizations track applicants and open positions, filter candidates by skills and qualifications, and communicate with candidates and hiring managers.

Human capital management is about more than just storing data; it’s about helping employees grow. These apps can help:

Fairsail Human Capital Management includes performance management, talent planning, employee development, HR administration, and more, as well as a self-service portal.

Financial Force HCM provides modules for HRMS, compensation planning, recruiting and on boarding, performance and talent management, and benefits administration.

Employee encompasses HR and recruitment, as well as time, talent, expense, and performance management. Added features include reporting and dashboards, workflow and approval management, and internal communication.

XCD HR Management System offers tools for recruitment, performance management, compensation and benefits, training and development, time and attendance, and payroll integration.

Here are some apps that can help keep your organization learning, evolving and progressing in the right direction:

Almond is a free mobile and desktop learning management app. The app allows organizations to create and administer quizzes, tasks, and external resources, as well as track and reward employees’ progress.

Litmos learning management system allows participants to access training materials at any time, from anywhere. Litmos also includes custom branding, activity feeds, notifications and feedback, and analytics.

Learn smarter helps organizations streamline training for customers, partners, distributors, and staff with a simple, scalable platform.

Cornerstone for Salesforce allows organizations to create and deliver customizable training materials. Users can also incorporate gamification, internal networking, and mobile learning into their training plans.

Communication is the first step toward collaboration. Apps like these facilitate that communication in real-time:

Apttus X-Author for Chatter provides dynamic interaction between Microsoft Office, Salesforce Chatter, and Salesforce. The app also tracks and shares activity in any structured database, including Salesforce.

Box has all the basics of collaboration software—file sharing, document editing, comments, and more—combined with powerful tools like task assignments and customer activity monitoring.

FileIt™ for Document Management, a SpringCM app, is an enterprise content management system. Teams can create, store, and share documents, and track when files are viewed or edited.

Compliance Locker gives users access to all the advantages of Salesforce Chatter, while ensuring that their communications stay compliant with legal and organizational requirements.

The Bottom Line
Regardless of industry or company size, employee engagement matters—and HR teams are going to need all the tools at their disposal to help improve it. With these apps and other Human Resources apps from the Salesforce AppExchange, you can start engaging your employees today.


With Big Data, HR Departments Too Often Get Short Shrift
Source- The Wall Street Journal

The importance of using big data to drive informed decision-making has become socialized across most organizations recently. While finance, marketing and other departments within a company receive customized data and analytics systems, human resources is still left with big data hand-me-downs.

There is no one-size-fits-all blueprint for big-data infrastructure. Companies invest heavily to customize big-data and analytics tools, often on a department-by-department basis, to ensure the insights inform specific needs and strategies. Unfortunately for human resources, it is often revenue-driving departments that receive customized tools, leaving human resources to make use of infrastructure that simply doesn’t fit.

Human-resource departments generate and collect more data than most other areas of a company, but our attempts to claim big data for our own often get mired in technology infrastructure and analytics tools that were never intended to meet the needs of a modern HR organization.