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Meet us at Shine Conclave @ Pune
Meet us at Shine Conclave @ Pune 150 150 Kanhai Chhugani

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Remotely, yours
Remotely, yours 150 150 Kanhai Chhugani

Remotely YoursHere are a clutch of cool tools that enable you to manage your offshore team

Let’s start with a story: Ganesh works in a software development company in Hyderabad, where he has a proven track record of doing out-o-the-box thinking on complex problems and implementing solutions. His manager appreciates this and offers him a senior supervisory role with an offsite team in Silicon Valley, California.

Ganesh is initially ecstatic but later heartbroken. A reclusive nerd, he doesn’t have the social skills to settle down fast in the new work environment. Worse, as an offshore worker on the payrolls of a different company, he is treated as a second citizen in the US.

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HR Strategies Toolkit
HR Strategies Toolkit 150 150 Kanhai Chhugani

Toolkit“Why,” you may inquire, “do I need a policies and practices manual or software program for managing my staff?”

Since when is people management a strategic – consideration, needing meticulous planning?

The simple answer is, since the time the human factor of production became the most important driver for the Knowledge Economy. With employees in the driving seat, you need to creatively and “strategically” manage your workplace to be able to develop, communicate and enforce a set of policies and practices that are designed to promote growth at individual and organizational level. Modern day automation tools offer the opportunity to wield more control over your HR strategic planning based on a defensible quantitative process rather than your “gut feeling.”

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Avoiding HR automation, is it the right approach?
Avoiding HR automation, is it the right approach? 150 150 Kanhai Chhugani

avoiding automationThe Indian business scenario is changing. The work culture is becoming more and more competitive, strategic and fierce. Several great minds from IITs, IIMs, and other reputed institutions in India are working towards strategizing and bringing their businesses to the top. More and more companies are automating HR processes. On one hand, big companies believe that automation of HR process is a key factor that will help manage resource and track cost distribution; on the other, the mid-size and small companies are still reluctant to adopt the implementation.

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Significance of HR Automation for Startups
Significance of HR Automation for Startups 150 150 Kanhai Chhugani

HR Automation in StartupStart-up Story

India has become a hot-bed for start-up companies. A vast number of individuals are jumping into the foray of entrepreneurship right after their graduation/post-graduation or from their employment. Start-ups become a challenging platform for aspiring businessmen to test their talent and business acumen.

Initial hiccups

Initially, a business drives on its founder’s energy and incredible passion for making a mark in the market. With a handful of employees, the company places its entire focus on establishing its products or services, arranging key infrastructure, meeting potential clients and selling its value proposition, meeting potential investors for funding their company, and most importantly winning the first customer deal. As finances are usually scarce in the initial phase-setting, it doesn’t realize that one of the most crucial aspects is to set up a solid platform for the company is through a robust HR system.

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Automating HR Processes in SME’s
Automating HR Processes in SME’s 150 150 Kanhai Chhugani

HR Automation in SMEIndia is a hot bed for start-ups and mushrooming Small and Medium Enterprises (SMEs). India’s 1.3 million SMEs which employ close to 40% of India’s workforce are responsible for generation millions of jobs. It therefore becomes important to channelize the HR processes for the benefit of a major chunk of working class.

Recently, a study conducted by Talent Management Institute (TMI) revealed that 98% engineering graduates are willing to work for SMEs. SMEs are defined as enterprises that employ a minimum of 10 to a maximum of 200 employees. Considering the fact that SMEs concentrate most of their workforce towards increasing day-to-day production, maintaining a HR team becomes less of a priority, for them. Moreover, apart from the regular HR related activities, the HR team also handles administration activities that eat up their time.

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