How to find the best Staff allocation software online
Choices have consequences. In selecting software, the choice is not only consequential but also critical. This is because, in the current web, there are many staff allocation software that promises much service to your business. What is different in all of them lies deeply in the nature of your business. In some cases, you will have to dig deep into the software features, looking for what will fit and benefit your business. However, this process can be simplified by looking at the main factors that will affect the business. Here, the features in the staff allocation software are just one factor. Other factors that must be considered have a lot to do with the way you run your business. It is notable that in some cases, the developer of a given software targets a certain business. This means that if your business follows a different method of operation, the features in the software may not fit your needs. It is therefore important to consider the top 5 factors that will affect the outcome of the choice of software. Here I shall discuss the five main factors to consider when selecting an employee management software.
Field Staff Management system features
The software is either developed to run as a local software, meaning that the software is not connected to the internet. In this case, the data recorded in the software will have to be moved using normal methods, such as USB cables. The other category is software that runs online, meaning that your data is stored in the cloud. How now should one choose between online and offline staff allocation software? I would recommend that as a visionary employer, think of what will happen in future. This means that with the current trend in technology, most business will need to exchange information. Meaning what? The best choice is a software that will accommodate both online and offline operations. The best employee tracking software that can fit this description is the FinClock EMS.
Web or mobile application?
The current reports by World Bank shows that most of the searches and transactions are done using mobile phones. The current penetration of social media makes your employees spend most of their time on their mobile phones. Meaning that for a staff allocation software to fit the workplace in the current technology world, the best choice is to find a software that includes a hr application. Thus, it is worth going for a mobile staff allocation software, which updates a web-admin platform in real time. As such, the actions and decisions made by your staff shall automatically be sent to a common website, from which the reviews can be picked. I would advise going for a mobile-based software, which does not limit the use. You can view sample reports made by a simplified staff allocation software that covers both the mobile application and online platforms.
The main use of a staff allocation software is to assign and evaluate tasks done by employees. This means that if an employee is assigned some duties, they can automatically view them on their mobile phones or email. A top-level software should be able to automatically check the status of the tasks done by a given employee. Further, the combined outcome of all the employee tasks should be summarized to a level that enables you as the employer to make the right decision. This feature is not available in most software, but only the advanced. In fact, there may be free versions of software, but their level of automation is limited. I would advise that as a visionary employer, go for a staff allocation software that allows automation. This choice will save you a lot of work and data entry when the organization grows to have many employees. Find the automated reports recorded by the FinClock staff attendance software.
The current world of technology is discouraging bulky hardware. In fact, the hardware should be minimal to reduce the cost. As such, the software that allows the use of existing hardware, both mobile phone and computers, should be a cheaper choice. In most cases, such software will come with a monthly fee. This means that you do not have to wait for another financial year to implement a solution because the staff allocation software developer will already have hosted the system online and then allow you to subscribe to the service at an affordable fee. Here is a way to evaluate the best package that fits your business.
The best way to find software is to engage the provider and find out if they are ready to customize it to your needs. This is because the development stage does not, in some cases, consider some factors that may not fit a given industry. Given the time it takes to develop attendance management system and application software from scratch, going for existing software and having the developer customize it to your needs is a prudent decision. I would recommend to contact the support and have a live demo of the existing features. Then, find out if they are ready to customize the staff allocation software to meet the needs of your business. After all, the software will only be a need is it serves the needs of your business.
Many hr application and software are available, both as free and paid versions. The needs of your business would and will remain the main reason why you decide to subscribe to the software service. These needs are only achieved if the software is availed in both web and offline versions. The use of the software in a mobile staff allocation version will go a long way to benefit your business. Thus, think of these factors and do not forget the pricing and customization level. Here is a good demo of software that shall fit the needs of your company. find out more from videos here
Employee Management Tips
Employee management tips: Let Tech-solutions replace bureaucracy: Current organizations are based on bureaucratic organization structures. A friend wryly explained to me the cause of inefficiencies in running their organization and it all summed up to one word: bad bureaucracy. Although culturally beneficial, bureaucracy initiates a fixed mind, making it hard to decide anything without involving 3 or 4 other corporate levels. Now tell me. Which is more important? The corporate ladder or performance? Many might argue that both are important, but with technology age, we are at a turning point where the people at higher levels of employee management cannot comprehend technology based solutions that can save your organization.
On the other hand, the incoming workforce is well informed and can easily make decisions on the tech-matters. I won’t be surprised to hear a 22 year entry level employee teach a 55 year manger how to use WhatsApp. What if a similar phone application would save your organization’s money? The same challenge will remain in adoption of helpful, efficient and cheap technology in our organizations.
I therefore deduce that until bureaucracy accepts to leave and tech-solutions takes its place, technology adoption will remain a challenge. This is the main change that all companies want, but there needs to be a road map as well. Although the road map to tech evolution shall be my next insight, you may get a tip of the ice about introducing mobile applications as your employee management software solutions by checking out the FinClock EMS.
HR Management Technology
Advances in technology have definitely impacted the way businesses and organizations handle their HR processes. The entry of human resource management system software has streamlined and accelerated tedious and repetitive tasks such as searching and reaching out to candidates, evaluating thousands of resumes and applications, onboarding new hires, and evaluating employee performance. With this, HR departments and staff experience a huge increase in terms of productivity and use of attendance software solutions.
Back in the old days, human resource management meant communication was done by both phones, notes, and registered mail. Employee files were inserted into folders and stored in cabinets. Searching for specific information took hours, if not days. The introduction of HR management software changed all that, and for the better.
Recent years have seen new emerging technologies that are poised to revolutionize HR management once again. From moving HR operations to the cloud with cloud HR software solutions to AI helping make smarter hires, here’s how emerging technologies are changing the way businesses do HR.
Conducting HR Management in the Cloud
There is no denying that cloud-based computing has gone mainstream. The majority of companies and organizations all over the world are either moving their operations to the cloud or have plans of doing so in the near future.
The RightScale 2019 State of the Cloud Report revealed that 84% of global enterprises are implementing multi-cloud strategies. Of the 786 IT professionals interviewed, 94% use cloud to conduct business and perform work-related tasks.
Meanwhile, 64% of the respondents said that moving their business operations to the cloud means significant savings for the company. Fifty-eight percent reported that using the cloud allowed them to take off more workload from their systems, thus allowing them to become more efficient and use their resources for other purposes.
Said findings coincided with the results of the 2019 Industry Trends in HR Technology and Service Delivery. Over 60% of companies surveyed said they enjoyed huge savings after adopting and implementing cloud-based HR solutions along with other cloud technologies.
Hiring the Best Candidates with AI
Recruitment and talent acquisition used to be costly and time-intensive HR processes.
First, you had to deploy people in the field to conduct recruitment drives and spend a significant amount of money to spread the word that you are hiring. Second, you had to evaluate and filter hundreds, if not thousands, of resumes to create a shortlist of candidates. Then you and your team had to interview qualified applicants and narrow down your list even more.
The recruitment process doesn’t end there. Hence, you can only imagine how much money, time, and resources are dedicated to ensuring that you find and hire the right people. Artificial intelligence, or simply AI, helps you make the best hiring decisions at a fraction of the usual cost.
With AI, you can filter thousands of applications to a shortlist in mere minutes, not hours or days. AI can parse resumes and emails, automatically finding and shortlisting potential candidates that meet your specific attributes and standards. These attributes range from location, academic background, specialization, and years of experience.
There are other things AI can do to enhance the way you perform HR management app. Finding the best candidates is just the start.
Adopting VR Technology for HR
Virtual reality has been around for decades now but it is quickly becoming an essential tech in various fields, HR management included. In fact, VR technology is poised to shape three areas of HR management, namely: recruitment, onboarding, and training.
In fact, the British Army has incorporated VR technology to its recruitment campaigns. Potential recruits are required to undergo VR simulations of combat scenarios like driving a tank or jumping off an airplane to give them the ‘feel of the job.’ Recruitment applications saw a 66% increase, the British Army reported. Such success is a positive indication of how VR technology can be utilized to attract candidates.
VR technology will see an extensive application in employee onboarding. New employees are immersed in the workplace’s culture, getting them up to speed with the company’s mission and goals in a more dynamic and engaging way.
As VR technology for HR gains more ground, companies will soon adopt SaaS for employee onboarding and say goodbye to monotonous onboarding processes
The biggest area of application as far as VR technology for HR is concerned is employee training and development. Virtual simulations of training concepts and theories allow workers to immerse in a training experience that closely resembles real-world scenarios.
VR-based training is far more efficient and effective. On top of that, it eliminates the element of danger, especially in professions that are conducted in hazardous and potentially fatal environments such as flying an aircraft, operating heavy equipment, or defusing an explosive device.
Retaining the Human Element
Many business leaders argue that the adoption and implementation of these technologies have eliminated what they call the ‘human element’ of the job. But on the contrary, the automation of tedious and time-demanding tasks have allowed for more human-to-human engagement.
Conversations, interviews, and other employee communication app have seen an increase in quality. Old employees and new-hires alike are more engaged than ever. The relationship between management and its workers are stronger because they are built on dependability, speed, transparency, and reliability.
With that, the workplace environment can significantly be improved, especially when everyone is positive and motivated. Retention rate is also high. These technologies don’t remove the human element. Instead, they have eliminated the tedious manual tasks to give way to improving the human experience.