An Exclusive HR Software for your Business

How can we make workforce proficient?

Workforce management is a set of methods to observe employees and to enhance the competency and performance of employees. Workforce management software provides common set of practices to support the HR department. Workforce management integrate forecasting of workload and required workforce, contribution of employees into the arranging process, management of working times & accounts and examination of entire process.

Timesheet Management

A time sheet management is a way to keep record of employees’ amount of time spend on each job, it is like a tabular data that is arranged in rows and columns. It is actually developed for employees’ in which start and end time of tasks or just the duration of work. This information is used for payroll and project costing estimation and management.

Some companies provides web based timesheet management software that provide a way to track time data for payroll, billing , project management , to measure the employee performance and identify problems that employee facing during tasks.

Timesheet Management software provides the facility of maintaining customer’s base information, building your project master, mapping projects to customer, identifying various activities, project role master, linking employees and daily & weekly timesheet  of a project and timesheet expense payout.

Leave Management

Leave management deals with employee time off requests. It supports mangers to ensure the productivity and maintain coverage while sanctioning employee leave request. Mangers can assess the request and schedule approvals.

Web based leave management helps HR managers to avoid the paper work and maintain records on web based software that ensure the accuracy and security from the wastage of data as compare to  paper base data. Paper base data is difficult to manage and to keep.

Leave Management software provides the clear picture of the employee availability, employee can easily view their No. of leaves that they have taken and how much is they can take and it also helps to ensure accurate payroll calculation.

Shift & Scheduling

Any organization that runs two or three work shifts per day manages shift scheduling. Setting the shift schedule is the very first task for an organization. Shift management involves each employee a vivid idea of his responsibilities.

Shift & Scheduling software includes the management of shift change, map employees, creating your own schedule, grouping shifts and usage of group list that helps mention dates and weeks for each group.

Claims & Refunds

Claim & Refund management is a facility that is provided to managers and employees. Employees can easily request and receive payments. Managers can handle claims through payroll efficiently.

Claim & Refund software provides features of reimbursement types, custom define claim forms, eligibility steps, formula steps, self-service and processed for payroll.

Core HR

Employees are the backbone of any organization and to maintain their all information from hire to retire is important. Core HR has all the data of employees. And it has to keep this data in proper manner.

Human resource management software categorize employees’ life that are employee creation, confirmation, movement and separation.

HR Analytics

HR Analytics Software is used to provide all measured information of workforce at one system. The basic goal of HR Analytics is what kind of data should be captured and how to use data to analyze employees’ capabilities. That will be helpful to increase profitability, improve the process and make relevant decision. HR Analytics Software is used to relate the business and workers data. By providing insight of an organization managers can deal with the problems and improvements in the performance of employees.

Payroll Software

Payroll refers to the total amount of money that an organization has to pay to its employees. It includes an employees’ salary, wages, bonuses and pending taxes.

Payroll department activities are critical because employees are sensitive to payroll errors. It also a way to encourage employees by giving them salaries or bonuses in an accurate and timely manner.

PeopleQlik’s HR Software provides integrated workforce administration that enable managers to analyze whole work situation in detail. Managers get detailed data by workforce administration solution that integrates leave management software, time & attendance software, shift & scheduling software, claims and reimbursement software, timesheet management software, core HR software, HR analytics software, employee self-service software and payroll software. You can enhance your employees’ performance and profitability by making quick and better decision. It also provide all employee and organization data at one system that provides easiness for usage and maintaining data. It provide good visual representation for reports.

Crucial questions one essentially ask his BI tool?

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Business intelligence gives you a deeper level of understanding your business by giving answers to business questions – what your data says, where you went wrong in the past, what customers need, where the problem is how to reduce costs and many other queries. To effectively use Business intelligence solutions, the only business skill you need to master is asking the right questions. Here are the questions you should be asking and the different ways a BI tool can answer them.

Is my data secured?

Security should be one of the main factors you weigh before deciding the best BI tools for your business. Data is continuously growing and a BI tool should be able to catch up. Usually, you will have a data warehouse where everything is stored. However, for most companies, this isn’t enough. More and more users are relying on cloud storage – a virtual storage space – to carry the volume burden. This cloud storage offers flexible, scalable and expandable room to house all information. Cloud is also less costly than traditional storage. However, a Gartner report shows that cloud storage offers security risks. Few of the things a BI tool must have to be secure are password-protected system, network firewall segmentation, updated security patches and reliable security management services.

What are your customers’ needs?

A BI tool reports and analyzes customer behavior – a wise guide in decision making and strategic planning. Today, technology continues to affect everything. The social media and smartphone hype has changed the game. With too much factors affecting people’s decisions, marketing needs a BI tool. The information you get from social media data tells a lot. For every Facebook post or tweet related to products and services, businesses get a glimpse of who their customer is – their gender, how old they are, what they do and how much they earn. Then a BI tool connects all this data to the dashboard elements such as financial reports and inventory.

What do I do with this customer information?

1. Customer Demand – By studying patterns, you get to see the ups and downs of the sales. You know which items would be best to put on display this season and when to expect orders to drop.
2. Marketing Campaign – A marketing campaign would be more effective if you plan it around business intelligence reports. A BI tool can analyze which methods of marketing have been the most successful. With an efficient plan, you can cut back on unnecessary marketing costs.
3. Behavior Influence – If you already know what your customers need, you don’t have to tiptoe around the information. You can also plan strategies and campaigns to change it, tweak factors that influence them and get the odds in your favor.

Companies like Bilytica provides efficient, reliable and affordable business intelligence services and solutions for all kinds of businesses.

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Need of overall workforce interpretation and measurement

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Human Resource Management deals with the organization’s workforce. It is responsible for everything that can be effective or beneficial for organization’s progress. Without HR department an organization’s success is crucial, so for organization’s efficiency HR plays an imperative role. HR works on recruitment of applicants, performance evaluation process, training of workers, payroll management, time and attendance management, competency management and HR analytics. The goal of HR department is to ensure company’s progress by highlighting undeveloped conditions. This is done by HR Analytics Software. In most organization data is stored in different locations or places and in different formats that make decision making difficult for managers.

HR Analytics

HR Analytics Software is used to provide all measured information of workforce at one system. The basic goal of HR Analytics is what kind of data should be captured and how to use data to analyze employees’ capabilities. That will be helpful to increase profitability, improve the process and make relevant decision. HR Analytics Software is used to relate the business and workers data. By providing insight of an organization managers can deal with the problems and improvements in the performance of employees.

PeopleQlik’s HR Software provides integrated workforce administration that enable managers to analyze whole work situation in detail. Managers get detailed data about employees such as: hires as a percentage of total employees, gender, age, graphical, qualification, separation by reasons, cost per participant for talent development and split-up by length of service. You can enhance your employees’ performance and profitability by making quick and better decision. It also provide all employee and organization data at one system that provides easiness for usage and maintaining data. It provide good visual representation for reports.

Benefits of HR Analytics

• It provides effective monitoring to enhance workforce accuracy
• Improve efficiency, better employee performance and enhance tenure.
• Provide relationship between workforce data and operational measures.
• Provide visibility to global HR data for the top management.
• Barometer to capture the effectiveness of all the departments.
• It manages applicants in better way on the basis of qualification for a specific position.
• Helpful to increase the profitability of organization.

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9 Common BI Mistakes Companies Should Avoid

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With passing years and exponentially growing types and numbers of BI tools, the possibility of failure which comes with ending up with users who do not understand the solutions or selecting the wrong weapons for business have also emerged.

Following is a list of the top nine mistakes which firms make when it comes to choosing and implementing business intelligence solutions.

1. Failure to Define the Business Problem/s You Need to Solve

One of the largest mistakes that come with going for an analytics is implementing a solution without initially defining the goals which the company really wants to achieve thus companies will not be able to profit from this investment and generate some ROI.

2. Failure to Get Buy-In from Users

Many IT departments have the tendency to buy BI tools hurriedly and in a vacuum, without getting buy-in from end users first. Even the top ranking BI software will be rendered useless if they are not properly utilized, and no process of standardizing or training will persuade people to make use of technology that they do not feel like they can benefit from personally.

3. Failing to Factor In Legal and Security Requirements

Companies should keep in mind that data governance is important when it comes to selecting business intelligence software. If managers give out all the data to the employees so that they could explore everything by themselves, this can prove to be detrimental.

4. Becoming Overwhelmed by the Features

Many companies evaluate and rate business intelligence tools in terms on features which are being offered by the tool, like explorations and discovery, querying and reporting, data visualization, OLAP dashboards and analysis, predictive analytics and performance management. Out of all these, one key feature seems to be missing – integration, which is a very crucial one.

5. Not Choosing an Adaptable and Measurable Solution

Many organizations are guilty of selecting a BI solution that is not agile. At fast-moving and cutting-edge companies, self-service BI analytics are now the rule. The traditional monolithic infrastructure is presently collapsing to give way for tools which can effectively work with newer sources of data.

6. Not Considering the Mobile Workforce

Several organizations fail to take mobility into consideration when they are in the process of selecting business intelligence software.

7. Rushing with Implementation

Implementation should not be excessively rushed as sufficient time must be set aside for training, in order to make sure that users are provided with the opportunity to develop or acquire ample skill sets which are needed to effectively use the BI tools.

8. Not Enough Training

A lot of companies exhaust their budget on licenses and short training courses for users. They fail to recognize, however, that the BI systems being used today are complex structures which need extensive training for users to genuinely acquire value.

9.Not Leveraging on Intelligence

A few companies collect relevant information from business intelligence tools but they fail to share, analyze, or act on these data – and this has proven to be a huge mistake.

Business intelligence solutions may be used to analyze and report various forecast trends, data points and identify opportunities and risks. The most common mistake that several organizations make is becoming complacent with a defined set of reports. This often leads to failure to consider the whole business environment. Business intelligence services provided by Bilytica can help resolve these issues.

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Recruitment Management Software

Integrated HRM

Automate Performance Management Process

Performance Managing is the process by which employees work together to plan or strategy, observe and evaluation an employees’ work goals and overall involvement to the organization. It is continuous process of setting goals, assessing progress and providing ongoing coaching. It is a way to ensure that employees are meeting their objectives.

In Planning Phase, Employees’ job description is reviewed to check employee has job according to job description or if employees’ responsibilities are changed then job description should be updated. Identify and review the links between employee work plan and organization’s objectives and strategic plan. Develop work plan and outlines tasks to be completed and expected results. It also include identification of training objectives for employees’ growth of skills, knowledge and competencies related to work.

In Observation Phase, Employee progress and performance is continuously observed for effective performance management. Identification for any obstructions that may avert employee from achieving performance objectives and what is necessary to overcome them. Determination if any extra support is required from managers to achieve objectives.

In Evaluation Phase, Performance appraisal are prepared to review, summarize and highlight employee performance.

Self-assessment is the standard part of most performance appraisals. By using the performance management strategy employee can assess their performance in preparation for the evaluation meeting. This can identify gaps between employees’ self-perception and manager’s views.

In performance management meeting employee and manager will summarize the work achieved during the previous year.

Get use full data from Performance Management Solution

Automate your employees’ assessment process with online web solution like PeopleQlik HRMS Software offers you Performance Management Solution that give you access to the data you can use for performance analytics, performance goals and competencies. It let managers to assess employee progress through performance review and ratings. It also helps organization to develop and design their own feedback template, select their evaluators, start the procedure and evaluate received feedback. It offers 360 degree feedback form module for this purpose.

PeopleQlik’s Performance Management Solution offers Compensation Planning and Administration module to achieve efficient and effective compensation policy. Well define compensation planning attract talent, motivation and defines terms of employees in any organization. This module provides you job analysis, job evaluation and job pricing.

PeopleQlik’s Performance Management Solution also offers Social Recognition module that offers best and easiest strategy to retain your workforce by recognizing their efforts. Psychological and motivational element plays essential role in employees’ performance.

PeopleQlik’s Social Recognition module makes recognition simple, efficient and economical process. It enables you to engage your employees. We ensure to raise motivation and morale of your employees by providing continuous process of sending congratulatory note to a fellow employee. It also promotes praising culture in your organization by offering you the easiest ways to recognize each other’s success.