Marketing and human resources are not as different as one might think. Whenever we are trying to convince people, we need to position and market our proposition so it looks attractive. The correlation of marketing and human resources, functions in motivating behaviors of customer-contact, employees and the impact of this behavior on organizational performance. We have to maintain the value of interaction between Marketing and Human Resources which thereby leads to the importance of marketing in HR.
In today’s competitive world talent acquisition is a big and challenging task. As companies increase day by day, getting the right candidates at the right time is a big challenge for any organization. Effective marketing would be the key in future for HR departments for getting the right candidates on right time. Following would be the keys for effective marketing in HR.
Building an effective and appropriate list
Database building would be one of the key roles in any recruitment process. If you have a proper and categorized database, it would be really easy for you as a HR to get the right candidates on time. This makes sure that you achieve your targets set by the management on time and you being stress free. Database building can be done in a lot of ways such as a good newsletter with prospective candidates. Also you can work in social media like LinkedIn and Facebook to get the right candidates.
Having a good newsletter
Maintaining a good newsletter from HR to the prospective candidates will be a great way to keep in touch. This increases a lot of trust and credibility from the candidates point of view. Also candidates will be very well updated about the company achievements and developments. This will indirectly increase the curiosity and interest in the candidates mind towards the company. You can include all sorts of things like employee engagement, employee welfare in the newsletter so that it will be very well communicated to the candidates.
Working in Social media
Social media like LinkedIn and Facebook will be a great medium for interacting with and finding the right talent for your organization. You can analyze the behavior pattern of candidates through Facebook by seeing their updates and how they interact with their friends In Facebook. Also you can have Facebook company page where you can publish your hiring updates. If you have more likes in Facebook that means that there would be more reach for your hiring updates. Also through LinkedIn you can find the right resource for your business by checking profiles of candidates.
Writing great articles about career management
Writing great articles about career management connects with the right candidates for your organization. In the articles you should not directly try to promote the company, but you should really focus on the career types which you can offer and how that helps the candidates in a long run. Hiring a writer for the same will be a great idea for any organization
Having a great corporate video
Having a great corporate video helps to build the brand of the company quickly. A video speaks a lot than a normal content. In the video you can show about the company achievements and employee engagement. Visually this will draw attention from candidates towards the company. And also the message from your side will be communicated to the candidates quickly.
Quite simply, the methodology that the marketing people use to produce new customers for your company can also be used to successfully recruit the workers you need to get the job done.
A human resource information system is computer software which employers use to manage the human resources functions of their organization. It has the capability to maintain employment records of all staff members, and employers can use it to collect metrics surrounding the firms staffing, performance management, compensation and benefits activities.
Perhaps the biggest gain of using an HRMS system adds to a business is its ability to create reports and presentations. The system typically holds all information surrounding the firms human resources initiatives, including details regarding the group’s hiring practices, such as a comprehensive listing of all job applicants, an up-to-date index of job openings and electronic copies of each employees onboarding paperwork. It also holds data regarding the salary and incentive compensation of each staff member. Results of annual performance appraisals and any disciplinary actions that have been taken toward members of the team are included, as well.
Because these figures are held in one database, a business owner possesses the capability of running a variety of detailed reports that encompass some or all of this information. For example, when looking to hire additional staff, the owner can run a report of past candidates who possess a specific skill set. Alternatively, the authorized personnel can run a compensation report to obtain needed information when preparing the annual budget.
Why invest in a Human Resource Management System?
A detailed and flexible software program can help you manage staff records, navigate personnel information, track payroll data and benefits. Why mess around with excel spreadsheets or print documents when you can have everything you need easily compiled and sorted in a decent HRMS Software Solution? Human Resources software programs also allow the competent HR professional to generate reports on a variety of subjects quickly and easily.
Customizing your HR Software
Human Resources Software programs provide templates which you can use to draft letters of recognition or dismissal and a host of other vital HR documents. You can often create and even customize letters and memos to employees, clients or other business professionals using a comprehensive HRMS program.
The good news is HRMS programs are tailored to meet an organizations unique needs. So whether you have 50 or 5000 employees you are bound to find something that works for your team, in most cases without investing a fortune.
Save your time & energy, Switch on to Human Capital Management System
The HRMS software offers you with splendid valuable services such as:-
Employee data management
Job opening management
Time and Attendance management
Employee training data management
Access from tablet or smartphone device
Company information and data management
Setup password protection for your database
Employee login to their own page and input/update their own data
HR manager reminder
The ROI Race
The correlation between Marketing and Human Resources
Today’s HRMS market is flooded by lot of HRMS vendors. It is very difficult as a HR person to choose the best one which suits their requirements. Each vendor markets their product with their core functions. It makes even tougher for the HR person to judge the product capabilities, if they are looking for a full fledged HRMS system which can fully automate the HR process in their organization. So now you may think that once you choose the perfect vendor from your perspective, you have completed the whole cycle. But in reality the most difficult task would be implementing the HRMS in your organization.
In the real scenario, most of the HRMS implementation fails or take ages to complete. This is due to improper planning from the HRMS vendor and also due to false promises. Also cooperation from the HR person is also really important for completing a successful implementation. Because this is a two way process between the HRMS vendor and the HR person. So before starting the implementation, detailed discussion and planning should happen between both parties. A successful implementation can be completed only by a step by step systematic approach from the vendor side. The major steps are as follows.
1. Planning the implementation
2. System study of current environment
3. Migration of existing dat
4. Testing of the system
5. Training of the HRMS for HR person
6. User acceptance from the HR person
7. Go live
Each HRMS vendors follow different approach in completing the above process. According to that each of the process listed above can be completed one by one or simultaneously also. Each steps listed above has its own criticality and importance. As a HR person it is really important to monitor whether the above steps are properly executed for a proper and successful implementation.
HRMS implementations are a critical step in the overall ROI process. Implementing HRMS systems requires all involved to deal with personal and confidential data. Accurate HRMS data is the key to the systems effectiveness. For a successful HRMS implementation try not to implement too many modules at one time. Define what modules are in scope and what modules are not. Keeping a realistic time frame is an integral part of the overall implementation.
A good implementation project should include comprehensive stakeholder engagement, in-depth HRMS testing and a carefully-planned training program.
HRMS applications have several options open in order to be more accessible to businesses of all sizes, but its very important to consider what exactly needs to be upgraded or changed altogether prior to HRMS implementation. Generally speaking, changes of this nature are endorsed by management, and someone should be assigned to help ensure successful implementation.
Whether its an HCM System or a simple HRMS management system, careful consideration needs to be made in order to best understand how to effectively implement the new HRMS. Its important to be aware of the impact the new system will have on your business as well, and how to best put it into place. With management on side and offering training to their personnel, businesses can save time and money over the long term by offering better management services to their employees.
Contact us to see how we can help you automate and streamline your workforce management needs.
In today’s HRMS world, integration with social media is a must for any HRMS product in the market. Because employees interact with social media like Facebook and Twitter on a daily basis and they openly discuss about the pros and cons of the company. Websites like glass door allows employees to publish their feedback and opinion about their work culture in the current company.
This makes the right information about the company available to candidates before joining the company. Any organization can increase the efficiency of their workforce by connecting with social media in a proper manner. Now a day’s companies are promoting open culture for sharing updates and information about their product and work culture. Also for hiring, social media is a must for any organization for getting the right talent at the right time.
By connecting with social media like Facebook and LinkedIn, HR people recruits great talent in a shorter time as compared to the traditional methods like Job websites. This ultimately increases the productivity of recruiters and quality of the talent. Social media can also be used to promote the learning activities as well as knowledge gain.
Employees can be encouraged to write and maintain blogs in various social media. This can be shared later to the other employees for knowledge transfer. This will improve employee’s knowledge in the product and the domain they are working in. This also improves great networking between employees in the same domain. By this way organization can achieve their goals and improve performance with better knowledgeable employees. In near future Social media will not be just a plug-in which can be added to the HRMS, but it would be a critical tool for managing the employees and their user experience in HRMS. Social media is quite a phenomenon.
It is rapidly gaining users across generations and becoming a main stream business tool. It provides unique opportunities to promote your product and services, find and recruit talented employees. The time to adopt social media strategies and policies in your business is right now. As companies explore the uses of social media in their sales, marketing, public relations, human resources, and customer service, it’s essential that clear company policies exist to help guide employees about the proper use of these technologies.
HRMS is the greatest concept presented couple of decades before which has now revolutionized the HR department functions. It has comparatively made the life easy for the HR persons and for the management. During initial days the major scenario HR has focused was on recruiting. Manually keeping the employees records was an enormous task. The entry of HRMS immensely reduced the manual work done by HR personnels.
Have you decided to move on with HRMS? If so which one you will choose? Either Cloud or On-premise option? Let me share with you the vast advantages of using HRMS Cloud Version.
Less price for initial investment
If you are going for On-premise model, you will be investing a lot for buying out the software from vendor and also for the IT infrastructure. Therefore you can utilize this high capital investment for all the crucial and important HR task in an organization. So if you are into small business then it will be an apt decision for you to start with cloud option and later in the future migrate to the on-premise model once the organization grows. Pay-as-you-go model in the Cloud option really helps for any small business i.e. you will be paying only the cost for the usage depending upon the number of employees and the kind of features in HRMS which you have opted with the vendor.
High security and scalability
The cloud option for HRMS is highly scalable. Along with the growth of the company the employee data also grows. This can be easily added to the existing set up of cloud. So you will have to paythe charges only for those extra users. Also cloud option is highly secure. But this varies from vendor to vendor. Consequently you have to be careful in choosing the right vendor who has good reputation in maintaining employee data of an organization.
Fast delivery of data and portability
Cloud option of HRMS comes normally with great speed in delivering employee data. Usually software updates and changes happen very fast with cloud version. Also it is really easy to deploy the software and updates to each organizations from the vendor perspective. So if you are really looking for quick implementation of HRMS in your organization it is better to go forcloud. This reduces lot of hassles during implementation as compared to the on-premise model. Also cloud option is highly portable which can be accessed from any device with secured authentication process.
Reduced running cost
Cloud option of HRMS actually comes with the benefits of small running costs. The pay-as-you-go model in cloud truly helps small businesses in reducing their running costs. If you are going for an on-premise model you will end up with paying the IT person for the maintenance of your IT infrastructure which hosts the HRMS. Also you need to pay the annual maintenance contract for the IT infrastructure as well as for the softwares hosted in the server. This all makes cloud option a better choice of HRMS for small businesses.
Is your organization in the cloud yet? What we are referring to here is the Software as a Service (SaaS) model that has transformed the way millions of organizations manage their human resource functions today. Gone are the days of internal servers and filing cabinets overflowing with employee information. Now, companies turn to scalable and flexible software capabilities to securely handle their day-to-day HR administration on a virtual platform.
Being a public cloud offering, Exenta HRMS offers easy deployment. All that a user requires in terms of infrastructure is the ubiquitous browser. This, coupled with mobility, opens up amazing possibilities for a progressive organization.