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HRMS vs. Spreadsheets: Why Excel Is No Longer Enough for HR

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HRMS vs. Spreadsheets: Why Excel Is No Longer Enough for HR

In the world of HR, the right tools can make all the difference. For decades, spreadsheets have been the trusty sidekick of HR professionals, helping them manage everything from payroll to employee data. But in today’s fast-paced business landscape, where data-driven decisions reign supreme, it’s time to ask: Is Excel still enough for HR tasks, or is there a better way? In this blog, we’ll uncover the limitations of spreadsheets and explore the boundless advantages of Human Resource Management Systems (HRMS) solutions.

Challenges:

Spreadsheets have served HR well, but they have their fair share of limitations. Here are the challenges faced when relying on Excel:

  • Data Overload: As your organization grows, so does your HR data. Managing an ever-expanding spreadsheet can quickly become overwhelming, leading to errors and data inconsistencies.
  • Version Control: Multiple versions of spreadsheets can lead to confusion and hinder collaboration among HR teams.
  • Data Security: Excel lacks robust security features, making sensitive HR data vulnerable to breaches and unauthorized access.
  • Limited Automation: Spreadsheets require manual data entry and lack the automation capabilities needed for efficient HR processes.
  • Lack of Insights: Excel can’t provide the in-depth analytics and insights needed for strategic HR decision-making.

Solution:

The answer to these challenges lies in embracing HRMS solutions. Here’s what HRMS offers:

  • Centralized Data: HRMS centralizes all HR data, making it easy to manage, update, and access from a single, secure platform.
  • Real-time Collaboration: HRMS fosters real-time collaboration among HR teams, eliminating version control issues.
  • Data Security: Robust security measures protect sensitive HR information, ensuring compliance with data privacy regulations.
  • Automation: HRMS automates routine HR tasks like payroll, leave management, and onboarding, reducing manual effort.
  • Advanced Analytics: Access to analytics and reporting tools empowers HR professionals to make data-driven decisions and uncover valuable insights.

What We Offer:

At Stratemis, we understand the evolving needs of HR. Our HRMS solution is designed to streamline your HR processes and empower your team with the tools needed to thrive in the digital age. With Stratemis HRMS, you can:

  • Centralize HR data for easy management.
  • Ensure data security and compliance.
  • Automate HR workflows for increased efficiency.
  • Gain deep insights into your workforce.
  • Enhance collaboration and productivity within your HR department.

Conclusion

In the fast-evolving world of HR, Excel spreadsheets are no longer sufficient to meet the demands of modern HR processes. The limitations of spreadsheets, from data overload to security concerns, can hinder HR’s ability to support an organization’s growth and success. By embracing HRMS solutions like Stratemis, HR professionals can usher in a new era of streamlined, data-driven HR operations. It’s time to bid farewell to spreadsheets and embrace the future of HR with HRMS. Make the switch today and experience the transformation for yourself.

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Boost Your HR Efficiency: Discover Stratemis’s Time-Saving Hacks

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Boost Your HR Efficiency: Discover Stratemis's Time-Saving Hacks

Do you often feel like you’re running a marathon of HR tasks with no finish line in sight? We get it – the HR world is a whirlwind of demands. But don’t fret, because Stratemis is here to rescue you from the chaos! ⏰✨

Hack 1: Streamlined Onboarding Bliss

Remember the days of drowning in paperwork when onboarding new hires? Bid farewell to that paperwork avalanche! Stratemis’s onboarding magic transforms the process, from digitizing forms to creating a seamless integration. Say hello to smoother onboarding and bye-bye to endless forms.

Hack 2: Analytics Magic – From Data Clutter to Insights Treasure

Data can be daunting, but it’s a treasure trove of insights waiting to be unveiled. Stratemis’s Analytics feature turns raw data into actionable gems. Wave goodbye to spreadsheets and embrace data-driven decisions. It’s like having a crystal ball for your HR strategy! 🔮📊

Hack 3: Stress-Free Leave Management

Leaves piling up in your inbox like autumn leaves? Stratemis’s intuitive leave management comes to the rescue. Employees request leaves with a click, and managers approve swiftly. No more leave-related headaches – just breezy processes that keep everyone smiling. 🌿🌞

Hack 4: Communication That Clicks

Ever wished for a magical hub where communication flows effortlessly? Stratemis grants your wish. Our communication tools unite teams, erasing the chaos of scattered emails. From company-wide announcements to team chats, it’s all in one place, making engagement a piece of cake. 🍰💌

Hack 5: Predicting Turnover Before It Knocks

Tossing and turning over employee turnover? Stratemis’s predictive analytics peek into the future. Spot potential turnover risks and act proactively to retain your all-star team. It’s like having a sixth sense for building a robust, engaged workforce. 🔍🚀

Hack 6: Your HR, Your Way

Every business is a unique puzzle, and so are its HR needs. Stratemis’s customization options let you create a tailored solution. No more squeezing into generic molds – Stratemis adapts to your HR processes like a bespoke suit.

Hack 7: Making Inclusion a Reality

Inclusion matters now more than ever. Stratemis champions your diversity initiatives with features that track progress, diversity metrics, and foster an inclusive workplace. It’s a stride towards a workforce that mirrors the world around us. 🌎🤝

When it’s crunch time, Stratemis has your back. These efficiency hacks are just the tip of the iceberg – a sneak peek into how Stratemis turns HR chaos into a symphony of streamlined processes. Bid adieu to the rush and embrace an HR world where tasks are a breeze and impact is monumental.

Embrace the HR revolution with Stratemis and let your efficiency skyrocket!

Curious to witness the magic firsthand?

Book a demo now to experience seamless recruitment in action.

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How to Hire Smarter: Using HRMS for Effortless Recruitment

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How to Hire Smarter: Leveraging HRMS for Seamless Recruitment

In the dynamic world of business, recruitment is the cornerstone of success. Building a formidable team begins with identifying the perfect fit among countless applicants. However, traditional recruitment processes often lead to overwhelming volumes of resumes flooding HR departments, making it challenging to manage data effectively. In this blog, we explore the realm of smart recruitment and the transformative role of HRMS (Human Resource Management System) in streamlining the hiring journey.

 

Challenges Faced Due to Inadequate Recruitment Processes:

Inundation of Resumes: Manual sorting through a large number of resumes consumes valuable time and resources, slowing down the hiring process.

Lack of Candidate Engagement: Inefficient communication methods can lead to poor candidate experiences, potentially driving away top talent.

Data Mismanagement: Manual data entry and storage increase the risk of errors and inaccuracies, compromising data integrity.

 

The Importance of a Good Recruitment and Onboarding:

Strong Foundation: A well-structured recruitment process lays the foundation for a thriving organization by ensuring a talented and motivated workforce.

Positive Employer Branding: A seamless recruitment journey leaves a lasting impression on candidates, enhancing the employer brand and attracting top talent.

Employee Engagement: An effective onboarding process fosters employee engagement and improves retention rates.

 

How a Recruitment Module of an HRMS Helps in the Process:

  1. Automated Applicant Tracking: HRMS streamlines candidate data management with automated applicant tracking systems, reducing manual efforts.
  2. Personalized Communication: HRMS tools facilitate personalized interactions with candidates, nurturing positive candidate experiences.
  3. Data-Driven Decision Making: Access to data insights enables HR professionals to assess candidate profiles objectively and make informed hiring decisions.
  4. Enhanced Collaboration: HRMS enables seamless collaboration among hiring teams, improving communication and accelerating recruitment timelines.
  5. Real-Time Access: A centralized platform offers real-time access to candidate information, ensuring up-to-date data for decision-making.
 
 

Conclusion:

Embracing the power of HRMS recruitment modules marks the beginning of smart recruitment journeys. Efficient data management, personalized candidate interactions, and data-driven insights are the stepping stones to building a talented and dynamic workforce.

Are you ready to embark on the journey of smart recruitment?

Book a demo now to experience seamless recruitment in action.

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HRMS Implementation: Is It a Profitable Game-Changer or a Loss for Your Business?

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HRMS Implementation: Is It a Profitable Game-Changer or a Loss for Your Business?

Step into the world of HRMS implementation! In this enlightening blog post, we dive deep into the realm of HRMS implementation, uncovering its potential to revolutionize your operations or present unforeseen challenges. Whether you’re exploring, purchasing, or learning about HRMS solutions, our comprehensive insights will guide you. Join us on this 5-minute read to embark on an informed decision-making journey.

The Power of HRMS Implementation:

At Stratemis, we believe that a well-implemented HRMS can be a powerful catalyst for your business. As you navigate the dynamic landscape of HRMS solutions, it’s essential to understand its potential impact. From automating routine HR tasks to optimizing processes and enhancing workforce productivity, an efficient HRMS holds the key to unlocking substantial benefits for your organization.

A Profitable Investment:

An HRMS is more than just a software; it’s an investment in your organization’s future. By streamlining HR operations and reducing manual efforts, an HRMS saves valuable time and resources. The cost savings achieved through process optimization can yield significant returns over time, positioning your business for profitable growth.

Data-Driven Decision Making:

In today’s data-centric world, access to real-time insights is invaluable. A robust HRMS offers advanced analytics and reporting capabilities, enabling data-driven decision making. By gaining actionable insights into employee performance, engagement levels, and talent trends, you can foster a data-driven culture and drive strategic initiatives.
 

Enhanced Employee Experience:

Happy employees are the backbone of a successful organization. With an HRMS that prioritizes employee experience, you can create a workplace that nurtures talent and fosters engagement. Self-service portals, personalized dashboards, and streamlined communication enhance employee satisfaction, leading to a motivated and productive workforce.
 

Choosing the Right HRMS Partner:

Selecting the right HRMS partner is crucial to the success of your implementation journey. As a trusted HRMS provider, Stratemis offers tailored solutions to meet your specific needs. Our experienced team is dedicated to understanding your business goals and aligning our HRMS to achieve your vision.

How to Track HRMS Implementation ROI:

Measuring the return on investment (ROI) of your HRMS implementation is vital to understanding its impact on your business. Here’s a step-by-step guide to tracking HRMS ROI:

  1. Set Clear Objectives: Define specific goals for your HRMS implementation, such as reducing administrative tasks, improving employee retention, or enhancing productivity.
  2. Measure Key Metrics: Identify key performance indicators (KPIs) that align with your objectives. These may include time saved on manual tasks, reduction in employee turnover, or improved recruitment efficiency.
  3. Collect Data: Implement your HRMS and collect relevant data to measure the identified KPIs over a defined period. Ensure the data is accurate and reliable.
  4. Analyze Results: Compare pre-implementation and post-implementation data to assess the impact of your HRMS. Analyzing the results will provide valuable insights into the effectiveness of your HRMS.
  5. Calculate ROI: Calculate the ROI by comparing the cost of HRMS implementation with the savings achieved and productivity gains over the same period.

Conclusion

In conclusion, implementing an HRMS can be a game-changing investment for your business. Partnering with the right HRMS provider empowers you with a powerful system that boosts productivity, enables data-driven decision making, and prioritizes employee experience. Embrace this opportunity to transform your HR operations and unlock your organization’s true potential.

Ready to embark on your HRMS implementation journey?

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with Stratemis today and witness the potential of our cutting-edge HRMS firsthand. Our team of experts is committed to guiding you through the features and benefits that make Stratemis the ideal HRMS for your business.

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Why Payroll Software is Essential for an Organization

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Why is Payroll Software Essential for an Organization?

Running an organization involves numerous responsibilities, and one of the most critical aspects is managing payroll. However, manual payroll processes can be time-consuming, error-prone, and overwhelming. That's where payroll software comes in to save the day! By leveraging the power of automation, payroll software can transform your payroll operations from chaotic to streamlined. In this blog post, we will explore the key reasons why payroll software is essential for any organization, and how you can book a demo to experience its benefits firsthand.

Simplifies Payroll Processing and Boosts Efficiency

Manual payroll processing involves complex calculations, tax deductions, and compliance requirements that can be overwhelming for HR teams. Payroll software simplifies these tasks by automating calculations and ensuring accurate payroll processing. This saves time, reduces errors, and increases overall efficiency. Imagine the time and effort you could save by automating these processes! Book a demo today to see how payroll software can simplify your payroll processing.

Ensures Compliance with Labor Laws and Regulations

Staying compliant with labor laws and regulations is crucial for any organization. However, keeping up with the ever-changing landscape can be a challenge. Payroll software helps you navigate these complexities by automatically calculating tax withholdings, managing deductions, and generating reports to ensure compliance. With payroll software, you can rest easy knowing that your organization remains compliant and avoids penalties. Book a demo now to see how payroll software can keep you on the right side of the law.

Enhances Data Security and Confidentiality

Payroll data contains sensitive employee information, such as social security numbers and bank account details. Protecting this data from unauthorized access is of utmost importance. Payroll software provides robust security measures to safeguard this information, ensuring data security and maintaining confidentiality. By storing payroll information securely, you can build trust with your employees and protect their sensitive data. Book a demo today to see how payroll software can enhance your data security.

Improves Accuracy and Reduces Errors

Manual payroll processes are prone to errors, which can lead to incorrect salary calculations and dissatisfied employees. Payroll software eliminates manual data entry and automates calculations, significantly reducing the risk of errors. This ensures accurate and timely payments, boosting employee satisfaction. Imagine the peace of mind you'll have knowing that your employees are paid accurately and on time! Book a demo now to experience the accuracy of payroll software.

Streamlines Reporting and Analytics for Informed Decision-Making

Payroll software generates comprehensive reports and analytics, providing valuable insights into labor costs, tax liabilities, and other financial aspects. These reports help you make data-driven decisions, analyze trends, and forecast future payroll expenses. With access to real-time data, you can optimize your payroll processes and drive organizational success. Imagine the power of having actionable insights at your fingertips! Book a demo today to see how payroll software can streamline your reporting and analytics.

In conclusion, payroll software is an essential tool for organizations of all sizes. It simplifies payroll processing, ensures compliance, enhances data security, improves accuracy, streamlines reporting, and empowers employees. By leveraging payroll software, you can transform your payroll operations, save time, reduce errors, and focus on strategic HR initiatives. Embrace the power of automation and take your organization's payroll management to the next level.

Don't miss out on the incredible benefits of payroll software for your organization.

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and experience firsthand how payroll software can simplify your payroll operations, ensure compliance, enhance data security, improve accuracy, and provide valuable insights.

Streamline your payroll processes and take your organization to new heights of efficiency and success. 

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Unlocking Success: The Definitive Guide to Choosing the Right HRMS for Your Business

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Unlocking Success: The Definitive Guide to Choosing the Right HRMS for Your Business

In today's fast-paced and technology-driven business landscape, selecting the right Human Resource Management System (HRMS) is crucial for optimizing HR processes and driving organizational success. The right HRMS can streamline workflows, enhance employee management, and improve decision-making. However, with a wide range of options available in the market, choosing the most suitable HRMS for your business can be a daunting task. In this comprehensive guide, we will walk you through the key factors to consider when selecting an HRMS, provide examples of successful implementations, offer tips for evaluating different vendors and systems, and guide you on effective HRMS implementation within your business.

6 Factors to Consider When Selecting an HRMS

1. Assessing Your Business Needs: Begin by evaluating your current HR processes, identifying pain points, and determining the specific features and functionalities you require in an HRMS.

2. Scalability and Flexibility: Consider the growth trajectory of your business and ensure the HRMS can scale accordingly. It should accommodate future expansion, handle increasing employee data, and support evolving HR requirements.

3. Integration Capabilities: Evaluate the HRMS's integration capabilities with other essential systems such as payroll, time tracking, and performance management. Seamless integration eliminates data silos, reduces manual efforts, and improves data accuracy.

4. User-Friendliness and Accessibility: Look for an HRMS with an intuitive interface and user-friendly design. It should be accessible to both HR professionals and employees, enabling them to navigate effortlessly and perform tasks with ease.

5. Customization Options: Determine whether the HRMS allows customization to align with your specific HR processes and requirements. Customizable fields, workflows, and access controls ensure the system adapts to your unique needs.

6. Data Security and Compliance: Ensure that the HRMS adheres to data security standards and compliance regulations, such as GDPR or HIPAA, depending on your geographical location and industry.

Examples of Successful HRMS Implementations

Case Study 1: ITES industry - The ITES sector is primarily reliant on its staff, which is usually huge and distributed across numerous locations. Effective human resource management is critical for the success of ITES firms since it affects staff productivity, retention, and overall organizational efficiency. Implementing an HRMS proved to be the solution to their challenges.

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Case Study 2: Manufacturing industry - To effectively manage HR operations and address the unique challenges faced in the manufacturing industry, several organizations turned to HRMS solutions. These solutions offered comprehensive features tailored to the specific needs of the industry.

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Tips for Evaluating Vendors and Systems

1. Conducting Market Research: Research and compare different HRMS vendors based on their reputation, customer reviews, and industry recognition. Consider their track record, customer support, and product roadmap.

2. Demo and Trial Period: Request demos and take advantage of trial periods to explore the HRMS's features and functionalities firsthand. Evaluate how well it aligns with your business needs and processes.

3. Pricing and Return on Investment (ROI): Assess the pricing structure and total cost of ownership (TCO) of the HRMS, including implementation, maintenance, and support costs. Calculate the potential ROI by considering the time and cost savings it can deliver.

4. Customer Support and Training: Ensure the vendor offers robust customer support, training resources, and documentation. Evaluate their responsiveness, availability of training materials, and options for ongoing support.

Implementing an HRMS Effectively

1. Employee Training and Change Management: Develop a comprehensive training plan to educate employees on the HRMS's functionalities and benefits. Communicate the purpose of the HRMS, address concerns, and emphasize its positive impact on their work.

2. Integration with Existing Processes and Workflows: Collaborate with key stakeholders to map existing HR processes and workflows onto the HRMS. Identify areas for improvement, streamline processes, and define new workflows if necessary.

3. Data Migration and Clean-up: Develop a data migration strategy to transfer employee data from legacy systems to the new HRMS. Ensure data accuracy, cleanse and standardize data if needed, and establish protocols for ongoing data management.

4. Compliance and Security Measures: Work closely with the HR and legal teams to ensure the HRMS complies with relevant regulations and data security protocols. Implement access controls, privacy settings, and regular data audits to safeguard sensitive information.

Conclusion:

Choosing the right HRMS is a critical decision that can revolutionize your HR processes and drive organizational growth. By considering factors such as scalability, integration capabilities, user-friendliness, and customization options, you can select an HRMS that meets your business needs. Explore case studies of successful HRMS implementations to gain insights into real-world benefits. When evaluating vendors and systems, conduct thorough research, request demos, and consider pricing and support options. Finally, implement the HRMS effectively by focusing on employee training, integrating with existing processes, managing data migration, and ensuring compliance. With the right HRMS in place, your business can streamline HR operations, enhance productivity, and empower employees to thrive.

Ready to take your HR operations to the next level?
Schedule a demo with Stratemis today to see firsthand how we can revolutionize your business, streamline your processes, and empower your HR team for success.

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Stay Ahead of the Game: The Advantages of HRMS in ITES Industry

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Stay Ahead of the Game: The Advantages of HRMS in the ITES Industry

  • A group of enterprises in the IT-enabled services (ITES) industry encountered various HR management issues. Manual HR activities such as personnel data management, attendance monitoring, leave management, and performance reviews became time-consuming and inefficient as the workforce grew. The organizations recognized the need for a more streamlined and effective method of managing HR operations across all of its subsidiaries.

The ITES sector is primarily reliant on its staff, which is usually huge and distributed across numerous locations. Effective human resource management is critical for the success of ITES firms since it affects staff productivity, retention, and overall organizational efficiency.

Challenges

The group of enterprises experienced various hurdles prior to implementing an HR management system (HRMS), including:

  • 1. Manual HR processes: HR staff spend a substantial amount of time and effort manually handling employee data, attendance, leaves, and performance reviews.
  • 2. Disparate HR systems: Each firm in the group employed a distinct HR system, resulting in data silos and discrepancies.
  • 3. Employees lacked insight into their HR-related information, including attendance, leave balances, and performance assessments, due to manual HR procedures and heterogeneous HR platforms.

To address these issues, the group of companies implemented Stratemis HRMS solution. The following features were included in the HRMS solution::

  • 1. Centralized employee data management: The HRMS offers a centralized platform for managing employee data across all organizations, decreasing redundancies and inconsistencies.
  • 2. Automated attendance and leave management: The HRMS automates attendance and leave management, saving HR personnel time and effort.
  • 3. Performance management: The HRMS improved the performance review process by giving managers a consolidated platform to track and offer comments on employee performance.
  • 4. Employee self-service portal: The HRMS included an employee self-service portal through which employees could access HR-related information such as attendance records, leave balances, and performance assessments.

The implementation of HRMS has resulted in several advantages for businesses in the ITES sector, such as

  • 1. Enhanced efficiency: The HRMS simplified HR operations, requiring less time and effort to manage HR-related duties.
  • 2. Data accuracy has improved: The HRMS has decreased the possibility of mistakes in HR-related data, assuring data correctness and uniformity across all firms.
  • 3. Increased openness and accountability: The employee self-service portal gave employees better insight into their HR-related information, improving transparency and accountability.
  • 4. Compliance is improved since the HRMS automates compliance with labor rules and regulations, lowering the risk of noncompliance.

Conclusion

In conclusion, with the ITES industry’s ever-growing workforce, efficient HR management has become critical for organizational success. Using an HRMS can assist ITES organizations in streamlining their HR operations and improving overall HR management, resulting in higher efficiency and accuracy, improved compliance, and more insight into HR-related information.

Our Clients in the Manufacturing Industry

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Streamlining HR Processes in Manufacturing: Overcoming Challenges and Finding Solutions with Automation

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Streamlining HR Processes in Manufacturing: Overcoming Challenges and Finding Solutions with Automation

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In the manufacturing industry, Human Resources (HR) departments play a critical role in managing payroll, benefits, recruitment, employee relations, and compliance with labor laws. HR also handles labor relations issues such as strikes and collective bargaining, ensuring good relationships between management and employees. With the manufacturing industry being a vital part of the global economy, providing jobs and supporting economic growth, the importance of HR in maintaining a productive workforce and promoting good labor relations cannot be overemphasized.

However, the industry faces several challenges, including:

  • 1. Recruitment: The manufacturing industry struggles to hire top talent, and using traditional methods only exacerbates the problem.
  • 2. Training and development: The absence of training and development opportunities hinders the industry’s ability to attract and retain skilled workers.
  • 3. Limited data-driven decision making: The use of traditional methods in managing HR processes limits the ability to analyze data effectively, which is crucial for growth and competitiveness.

To address these challenges, Stratemis implemented the following solutions:

  • 1. Recruitment management software: By automating and streamlining the recruitment process, this software allows HR departments to reach a wider pool of candidates and make the recruitment process more efficient.
  • 2. Learning Management System (LMS): This system helps HR departments to assign and track employee training, aligning it with the specific needs of the manufacturing industry.
  • 3. HR analytics: By providing real-time data and reducing errors, analytics tools enable HR departments to make informed decisions and increase efficiency in HR processes.

Conclusion

In conclusion, the manufacturing industry needs to modernize its HR processes to remain competitive and productive. By implementing recruitment management software, LMS, and HR analytics tools, HR departments can overcome the challenges and promote a more productive and engaged workforce.

Our Clients in the Manufacturing Industry

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Manage Your Gig Workforce by Time-sheet Module

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Manage Your Gig Workforce by Time-sheet Module

The gig economy describes an environment where organizations hire contract or temporary professionals for a brief length of time or some specific tasks. These gig or contractual specialists may consist of subject matter experts, freelancers, contractual workers, advisors but not restricted to only these. The gig workforce works on a workhour basis, i.e., by timesheet monitoring and other by lump-sum project basis in which the whole project needs to be completed in a particular amount by a fixed deadline, which is monitored by the Project Management Team.

Why Gig?

Gig workers are different from permanent employees in many aspects. Gig workers are not on formal employment payroll of the organization. At any time, they might be working for more than an organization simultaneously. This kind of professionals or workforce mostly includes people who are looking for agility, flexibility, and a non-traditional work environment.

Is gig real?

Research conducted by Intuit suggests that by 2020 over 40% of Americans would be working freely on a gig workforce structure. The same research position India as second in the worldwide Gig workforce structure by 2020 after the United States. As indicated by the National Skill Development Corporation, around 70 million are relied upon to enter the nation’s work power by 2023, including 59 million youth under 30 years. People under age 30 are the frontrunners in the gig workforce as they love to work on their terms, focusing more on the project, rather than the organization. India, for sure, is on its way to a gig economy, making us “Atmanirbhar Bharat.”

Benefits to the Organization:

  • The capacity to hire specialists permanently is not required all the time and here a considerable chunk of operational expense can be reduced
  • Agility in scaling the workforce up or down all over rapidly to fulfill the business need
  • Reduced expense of giving different non-tangible benefits
  • Lower space costs as mostly gig workers work from home

Benefits to the professionals:

  • Dealing with different projects for different organizations at the same time enables them to expand their skillset
  • More autonomy and opportunity to pick when and where to work
  • Less risk of occupation and income loss with different organizations
  • In specific fields, gig laborers can earn more while working less than full-time employees on similar levels

Hurdles in implementing Gig Workforce:

  • How to mobilize internal and external workforce?
  • How to measure the utilization of the gig workforce?
  • How to finally reward employees when they are operating from a remote location?
  • How to effectively manage hours spent vs. allotted in a timesheet?
  • How to link payment to the Number of hours spent on work/project allocated?
  • With a lot of workers, singular accountability becomes quite troublesome

When it comes to measuring performance, organizations still depend on old models and metrics, and with a gig coming into the picture, it becomes more challenging to measure part-time and remote workers by these obsolete systems. The fact that a gig employee works simultaneously with many organizations and different cultures makes it more difficult for both employer and employee to manage and measure performance.

 

How will you manage your gig workforce?

How will you measure the gig workforce’s efficiency and effectiveness?

You need a flawless process where you can monitor the work hours by timesheet, minimize the cost incurred, risk management, cycle time, and analytics.

Stratemis HR Tech has crafted an astonishing Project Management Module to turbocharge the end-to-end efficiency of your GIG Workforce. This scientifically designed and handcrafted module comes with advanced features like Time-sheet monitoring, ticket creation, and email notification, and is entirely configurable as per your need. This all comes powered by a mobile responsive platform and CHATBOTs.

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Post-COVID Lockdown Relaxations – Workplace Norms

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Post COVID Lockdown Relaxations - Workplace Norms

The Centre’s move for a stepped phase: unlocking market activity after the rigorous lockdown that lasted for more than 2 months, setting the stage for people to resume their jobs and undertake travel as per guidelines. As the lockdown rules are eased, many of us will be venturing back to the offices. However, it does not mean life will get back to normal immediately.

Offices and other workplaces are relatively close setting, with shared spaces like (corridors, elevators & stairs, parking places, cafeteria, meeting rooms, and conference halls, etc.) and thus COVID-19 infection can spread relatively fast among officials, staffs, and visitors. Thus there is a need to prevent the importation of the infection in workplace settings and to respond in a timely and effective manner in case the suspect case of COVID-19 is detected in these settings, so as to limit the spread of infection.

There must be a bundle of questions buzzing in your mind. Should you step out? What precautions must you take? Is it safe?

The World Health Organization (WHO), United States Centres for Disease Control (CDC), and Ministry of Health & Family Welfare, Government of India has answered some of these frequently asked questions to ensure prevention against COVID-19 at the workplace and during traveling. Here is a primer gathered from these guidelines to help you stay prepared to get back into your routine.

For Employers

Make sure your workplaces are clean and hygienic

  • All areas on the premises including the following shall be disinfected completely using user-friendly disinfectant mediums:
  • Entrance Gate of building, office, etc.
  • Cafeteria and canteens.
  • Meeting room, Conference halls/ open areas available, verandah/ entrance gate of the site, bunkers, portacabins, building, etc.
  • Equipment and lifts.
  • Washroom, toilet, sink; water points, etc.
  • Walls/ all other surfaces

Some other directives

  • Display posters promoting hand-washing
  • Put sanitizing hand rub dispensers in prominent places around the workplace. Make sure these dispensers are regularly refilled
  • Display posters promoting respiratory hygiene
  • Ensure that face masks and/or paper tissues are available at your workplaces, for those who develop a runny nose or cough at work, along with closed bins for hygienically disposing of them
  • Keep communicating and promoting the message that people need to stay at home even if they have just mild symptoms of COVID-19
  • Display posters with this message in your workplaces. Combine this with other communication channels commonly used in your organization or business.
  • Not more than 2/4 persons (depending on size) will be allowed to travel in lifts or hoists.
  • The use of a staircase for climbing should be encouraged.
  • All workplaces shall have adequate arrangements for temperature screening
  • Workplaces shall have a gap of one hour between shifts and will stagger the lunch breaks of staff, to ensure social distancing.
  • On the occurrence of a case, isolate the ill person in a room away from others at the workplace
  • Close workplace and allow staff to work from home if any positive COVID-19 cases are found

For Employees

The basic preventive measures include simple public health measures that are to be followed to reduce the risk of infection with COVID-19. These measures need to be observed by all (employees and visitors) at all times. These include:

  • Wearing face cover is compulsory in all public places, workplaces.
  • The physical distancing of at least one meter to be followed at all times.
  • Use of face covers/masks to be mandatory.
  • Practice frequent hand washing (for at least 40-60 seconds)
  • Respiratory etiquettes to be strictly followed. This involves the strict practice of covering one’s mouth and nose while coughing/sneezing with a tissue/handkerchief/flexed elbow and disposing of used tissues properly.
  • Use of alcohol-based hand sanitizers (for at least 20 seconds)
  • Self-monitoring of health by all and reporting any illness at the earliest

When organizing meetings & events

  • Consider whether a face-to-face meeting or event is needed. Could it be replaced by a teleconference or online event? Could the meeting or event be scaled down so that fewer people attend?
  • Pre-order sufficient supplies and materials, including tissues and hand sanitizer for all participants. Have surgical masks available to offer anyone who develops respiratory symptoms
  • Arrange seats so that participants are at least one meter apart
  • Open windows and doors whenever possible to make sure the venue is well ventilated

The above-stated measures will help us to bring the normal back and erode Corona Infection from the roots. Abiding the directives from WHO and Central/State Governments should be humanitarian duty to protect us and our surroundings from any further misery.

 

Source: The World Health Organization (WHO), United States Centres for Disease Control (CDC), and Ministry of Health & Family Welfare, Government of India

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