Paradiso HRMS
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www.paradisohr.com Managing Employee Lifecycle with Modern HR Application Speaker: Sach Chaudhari Paradiso Solutions
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Transcript of Paradiso HRMS
www.paradisohr.com
Managing Employee Lifecycle with Modern HR Application
Speaker:
Sach ChaudhariParadiso Solutions
Employees Expect More Now...
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● Your employees are swamped with latest technologies in the world outside of work.
● They’re obviously going to demand the same at work.
● Imagine such employees switching to boring 1990s application.
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Out with the Old School HRMS…Say Hello to the Modern HRMS
Spreadsheets Overload ...
● Leaves● Performance reviews● Emergency contacts● Onboarding ----- everything is in excel (and in chaos)
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Disengaged Employees ...
It is seen that 2/3 of employees are disengaged at
work
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Employee Disengagement = Lost ProductivityIt can cost a company approx. 5 Billion/year
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www.paradisohr.com
Attrition is going up...
● People jump ship due to lack of clarity● Inefficient ways to onboard and give feedback to
employees.● Inefficient ways to transfer knowledge from old to new
employees.
Employee tenure in a company is reducing
Avg. tenure millennials stick to a company
Avg. tenure GenX stick to a company
7 Years 3 Years
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Understand someone’s needsExplore and ideate various solutions
Create a prototypeTest and iterate
Approach / Design Thinking to HRMS
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“We are in the business of creating amazingexperiences for your employees using technology”
Stages of Employee Lifecycle
Recruiting
Pre-boarding Learning & Development
Project Management
Social Network
PerformanceReviews
Self Service HR
Succession Planning
Employee Exit
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Onboarding
Recruitment
Current State Desired State
Portals like Monster.com, Indeed.com have jobs distributed all over.
No centralized system for displaying or applying for jobs.
A complete recruitment management solution.
Complete package, from sourcing and referrals to tracking and analytics. Do not settle for less than a complete solution.
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Onboarding
Current State Desired State
86% of the new employees decide if they’ll stay on with company, in first 6 months.
Lack of excitement during onboarding.
Limited clarity on goals of the company.
Pre-boarding and on-boarding should be fun and exciting.
Establish key milestones for onboarding.
Automated onboarding that saves hours of the new hire enrollment process.
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Learning & Development
Current State Desired State
Training based on 70-20-10 learning model.
Continuous learning not supported in the current model of elearning.
Content delivered is not refreshed and current.
Fully customizable LMS, ready to be integrated.
Course library with 5000+ courses ready off-the-shelf
Employees are self motivated to learn new things.
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Project Management
Current State Desired State
Disrupted view of projects. The project manager lacks clarity of key result indicators and milestones.
No centralized place to add/manage/delete projects.
Add/manage/delete projects whenever you want.
Features such as a scrum task board, resource planning, progress tracking, Kanban and Gantt chart views.
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Performance Review
Current State Desired State
Traditional methods of performance reviews that don’t help employees grow and develop.
Annual performance review methods waste nearly an years time of corrective action.
Managers/Coaches can address performance in the moment. It’ll help inspire and engage your workforce.
No one-size-fits-all strategies that don’t recognize individuals’ unique contributions.
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Self Service Portal
Current State Desired State
Employees have to have for HR revert for every little HR-related query.
Wasted labor hours and heightened frustration of the HRs because of handling unproductive tasks.
Employees can view/manage/update their data on their own.
Access to such portals saves HR’s and employee’s time and can boost feelings of empowerment in the employee.
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Exit ManagementCurrent State Desired State
Employees have no clear pathway of the exiting process.
Important papers remain unsigned and un-submitted resulting in delays in compensation clearance or any other exit-related paperwork.
You get to configure the exit process as per your organization’s policies and processes.
Define departments from which NDC is required and the department specific check, for a smooth exit management for the employee and the HR
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Story of John the employee, his Learning & Development manager Lisa
and HR manager Andrew
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Andrew met John 2 years ago in a conference and gave his email…John wasn’t interested in a new job at that time,
but seemed to be a good potential candidate.
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Now, Lisa (A smart HR who uses HRMS…)
Uses ATS functionality of the HRMS to keep sending email newsletters to John.
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When John was ready for a change…he saw Andrew´s newsletter about new technology that was being developed…
and eventually applied using the website’s online career page.
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● John fared good in the interview and got selected.● When the offer letter was due to be sent, Andrew wasn’t present to sign it. ● Lisa took over and using the e-Signature functionality, got the offer letter ready
easily.
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2 days prior to joining, John gets his pre-boarding package in the email. He fills his information details and is ready to go.
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Day 1 on job, all contracts are signed and John starts his onboarding training on the LMS that’s inside the HRMS.
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John starts using the company’s intranet social network to get to know people
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While working for the company, John changed his residence.
He directly went to the Employee Self Service Portal and updated it.
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Via the Project Management feature, John was added to a new project.He could view/edit/manage milestones and other conversations through it.
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Andrew does a timely performance review of John to identify his strengths and weaknesses.
He gathers 360 degree feedback of John from his colleagues and other team members.
He sets KPIs/KRAs for John
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3 years later, John gets a challenging opportunity in another organization and decides to leave for better prospects
● He initiates the separation request online and based on the configured workflow authority assigned, his resignation gets approved.
● Online exit forms and exit interview is initiated and he gets automated e-mails for the same.
● John’s notice period gets defined.
● Succession planning and knowledge transfer is done to fill the gap.
● John leaves the company on a happy note.
Presenting Paradiso HRMSReal good features out-of-the-box
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HRMS Mobile
Compatible across
multiple devices, OS and browsers.
All you need is
a browser and a
connection.
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Thanks for Attending!
Sach Chaudhari
Paradiso Solutions
www.paradisohr.com
