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Monday, Jun 18, 2018 | 3 New Features Added.

Module: Leave & Attendance

1. Late coming penality Enhancement

What is the need?

There are various cases where employee's Late Coming Penalty is wrongly computed because of previous days attendance changes like an employee was late for three days as per shift timings and 4th-day system marked late coming penalty. Now employee regularized his/ her attendance for day 2 then all of the future late comings should be adjusted accordingly.

What has been changed:
Now we have created a program which always assesses employee's current month attendance and late coming and based on that update employee's late coming penalty. This process will make sure that no employee gets penalized because of wrong computation.

Module: Payroll & Taxation

2. Ptax Tamilnadu (Chennai) slab change

As per new notification, P Tax rate has been changed for Tamilnadu (Chennai).
Tamil Nadu (Chennai)

Six Months Income - Tax Rate WEF. 1-Apr-2018
Up to Rs. 21,000 - Nil
Rs. 21,001 to 30,000 - Rs. 135 for six months
Rs. 30,001 to 45,000 - Rs. 315 for six months
Rs. 45,001 to 60,000 - Rs. 690 for six months
Rs. 60,001 to 75,000 - Rs. 1,025 for six months
Rs. 75,001 and above - Rs. 1,250 for six months

Module: Employee Hiring

2. Resumes submitted by HR - option of capturing source of resume

What is the change?
HR can submit resume against any RFR and currently system capture these resume sources as “HR”.
We have enhanced this functionality and have started capturing actual sources in such cases.

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Monday, May 28, 2018 | 6 New Features Added.

Module: Employee Hiring

1. Tags in Hiring Event

What has been done?

Employwise gives the flexibility to define email content for each action which sends a notification to the receiver.
We have added relevant tags which allows HR to add in the email template and the notification data gives more contextual information in the email.

2. Consultant Search

What has been done?

While publishing a job on the portal and HR wish to share this job with selected consultant then it was a little complex task. Now we have introduced a feature of searching consultant. This helps HR in multiple selection of consultants without going to next screen.

3. Additional Stage of Document Submission before offer creation in Hiring

What is the need?

Before generating offer letter, companies want to verify basic documents before proceeding like Last company salary slips, compensation structure, Graduation mark sheets etc.
Hence there is a need for capturing such documents before generating an offer letter.

What are the changes?

We have introduced a functionality which allows HR to define a stage before Make Offer. This stage is called "Document Submission" Stage. HR can define the different category and can capture various documents at this stage.
Stage Owner would also be able to Verify these documents and in case of any issues, documents can be returned to the candidate back.
Once all of the required documents are verified then the only candidate can be moved to the next stage.

4. Enhancement in the RFR applicant details report

Additional fields have been added:
1. Last CTC
2. Offer Band

Objective:
This data will be used to check that what is the compa ratio and what should be offered to the candidate and it there is any deviation then it should be visible upfront.

Offer Band will show the following Values as follows:

If compa Ratio is 95 to 105 %, it will be Mean
If compa Ratio is below 95 %, it will be Low
If compa Ratio is above 105%, it will be High

Module: Employee Information Portal

5. Welcome Email enhancements

1. Employee Email id tag has been added.
2. Character Limit to Welcome Email template has been increased to 2000 characters now.

6. Enable capability of including Logo Tag in letter templates

Now, while generating letters, clients can now add Company Logo Tag as well which can be printed.

 

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Monday, May 14, 2018 | 2 New Features Added.

Module: Mobile

1. Help Desk Feature launched in Mobile App

Now, the employee can raise an issue to EmployWise Support team right from App.

Steps:

1. Update the Android / iOS app from the respective store.
2. Login with your credentials.
3. You will find an option in the left menu and top bar "Raise an issue".
4. A form will appear and you need to submit your issue to the team and our customer support team will care about these issues.

Module: Employee Hiring

2. Resume Parsing

Changes:

Resume of any candidate can be submitted by candidate itself or by HR. Once Resume gets uploaded, candidate / HR needs to fill other mandatory fields manually. Now we have simplified this process. Once resume gets uploaded, The system will parse the resume and all possible fields available in the form will get auto-filled from the resume. Now HR/Candidate just need to verify the details and click on Submit.

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Information is power. Historically, the balance of power between employers and candidates has favored employers. Candidates had few sources of information about open positions, corporate culture or company vision, let alone compensation and benefits.

Today internet has become indispensable in recruitment across the globe. Employers and potential employees alike use the internet to meet one another directly or through an agency. Traditionally employers and candidates meet one another and conclude if there is a fitment. However, in today’s time, candidates rely on information available publicly as well as what they gather through their contacts and the social media. Candidates have access to a lot of information other than what they learn during an interview. How does this impact talent acquisition?

Crafting a communication is a skill of high order. Done well, this helps a company tremendously in building an image that creates curiosity in the minds of potential candidates.

However, this is easier said than done. There starts several action steps such as applying for a job, receiving feedback, various communication through various stages of the selection process, the visits and contacts during the entire process till the person successfully comes on board.

hiring

Social Media - Ex-employees and current employees of the organization express their views about working in a firm. Candidates who attend interviews with a potential employer talk about their experience. The social media and the search engines have made things easy for broadcasting these moments of truth all over. Companies do invest huge energies to communicate who they are, what kind of talent they are looking for and build an image that describes them as an employer.

One cannot escape from the fact that there are grapevines within an organization and some disgruntled souls who are out there. The team has to be alert and proactive in warding off the evil eye. And at the same time, one needs to be fast enough to attend to the mistakes and failures; recover the lost ground. There should be no let up in one’s efforts to spread the positive news that takes place in different parts of the organization.

Today’s well-informed candidates form their opinions looking at various such intimations, undertones and nuances. So, the employer organization has to be fast enough and hitting the bull’s eye consistently.

Match up - Life is fast today : decisions are being taken faster than ever before; thinking through is often understood as procrastination and viewed with despise. Organizations have to keep pace with the likes of their target audience. The cycle times are coming down in every aspect of our life. So, it is natural that candidates expect quick answer, the interviewers need more choice and the jobseekers have access to several opportunities at the same time.

Expectations are mutual and dynamic in a relationship between the employer brand and the talent pool. Hence, it is important that a winning organization keeps a tab on the trends in the talent market and makes adjustments in its actions on a regular basis.

The rise of well-informed candidates has made life simple for the Talent acquisition specialists and HR leaders in many ways. They get an enviable advantage if they tune in to the signals in the market with respect to their employer brand and make course-corrections. This calls for agility and rigorous execution! 93% of today’s job seekers want to be thorough and informed about all aspects of a company before accepting an offer

Companies have become increasingly active in sharing information about their mission, vision and Corporate Social Responsibility (CSR) policies. This comes at a time when more businesses and candidates seek to align themselves with organizations that share a common point-of-view and commitment to these important areas.

Globally, 32 percent of candidates report having information about their potential employer’s corporate mission/ vision at the earliest stages of the job search process. In Conclusion, Organizations should seek to harness the power of the well-informed candidate as a competitive advantage in today’s global search for the best talent.

We at Employwise help you with such initiatives in becoming an evolved and vibrant work place by breaking the functional silos and engaging across all levels of people and hierarchy !

“Right fit, right time, right place.”

So many times we have heard of this.

Getting a person on board is no mean joke at all, so much of thought, psychometric processes, behavioral interviews etc involved in arriving at “the probable star”.

“People are our greatest assets” is an oft quoted statement, however HR departments across are dealing with rationalization issues.

The ultimate objective is one of matching or fitting employee abilities to enterprise.

It seems like organizations have to get a lot of things ‘right’ in order to reap the benefits from this exercise.

Quite a paradox for HR !

Last few years have seen rapid technology changes with emergence of new disruptive at rates never seen before. To meet the growing demand of the company, optimization of manpower is done on a continuous basis with utmost care.

But is that what is actually done ?

Do requirements from employees evolve over time ?

Selected for “A” activity and performance appraised on “B” activity ?

Criteria best known to the organization.

Efforts by organizations on optimization of manpower through scientific forecasting, well defined manpower norms & their periodical review, balanced deployment & skill transformation through training, retraining & redeployment. The list is endless.

Restructuring is for variety of reasons such as cost pressures, aging workforce and approaching retirement wave, current and projected labour shortage and to meet growth targets.

company restructuring

Most workforce planning exercises may be triggered on account of two problem statements.

 1. Adoption of new technology, process redesign, role redesign and other miscellaneous changes in the environmental conditions.

 2. Organizations may need clarity on the total number of people it may want to hire/drop over short, medium and long term. This may facilitate the organizations to plan for the recruitment or separation activities.

The biggest challenge to workforce planning is for the leadership to believe that it is an organizational initiative and not an HR initiated. The leadership needs to be fully committed.

Thus with the organizations entering the new age of economic uncertainties, competing by capability maximization may become the new name of the game. Consequently organizations are expected to have a comprehensive cost strategy along with a well crafted revenue strategy. There may exist multiple avenues of optimization along the four dimensions of organizational framework- structure, workforce, processes and technology. Key examples in this regard may be process re-design for efficiency, technology up-gradation, workforce planning, role clarification, goals cascading, skill alignment, cross functional/departmental communication, organization de-layering and team based governance. The delivery models, stated below define the nature of interactions among the structure, workforce, processes and technology.

shared services model

outsourcing model

self service model

hybrid model

Implementation of these is a daunting task. Employees and organizations may have to deviate from their usual ways of working to new and unchartered ways of working.

Listing some of the most common components of a workforce plan:

  • Forecasting and assessment. Estimates, for example, of the internal/external supply and demand; labor costs; company growth rates; and company revenue.
  • Succession planning. Designating, for example, the progression plan for key positions.
  • Leadership development. high-potential employees; coaching; mentoring; rotating people into different projects.
  • Recruiting. Estimating needs for head count.
  • Retention. Forecasting turnover rates; identifying who is at risk and how to keep them.
  • Redeployment. Deciding who is eligible for redeployment, and from where to where.
  • Contingent workforce. Designating the percentage of employees who will be contingent, and in what positions.
  • Potential retirements. Figuring out who is eligible, when they are eligible, who will replace them, and what alternative work arrangements
  • Performance management. Culture of performance
  • Career path. Career counseling for employees to help them move up.
  • Backfills. Designating key-position backups.
  • Internal placement. Developing job-posting systems for internal employees
  • Environmental forecast. Forecasts of industry and environmental trends
  • Identifying job and competency needs. Doing a skills-and-interest inventory.
  • Metrics. Identifying metrics to determine the effectiveness of workforce planning.

Organizational restructuring may result in adding new positions, eliminating or reducing current positions, changing work assignments, modified reporting relationships for current employees, and more. EmployWise has the capability to efficiently accommodate and account for changing positions, priorities, programs, and processes thereby enhancing organizational effectiveness and addressing budget reduction. We can make organizational restructuring an easy task since as our teams have the expertise to develop and extend such capabilities to help organizations develop such robust practices with time-bound interventions.

7 New features added.

Payroll & Taxation

1. Bulk Download of Form 16

Currently EmployWise system generates Part B of Form 16 and Part A gets generated from Traces by the companies.
We have introduced a feature which will allow companies to download Form 16 Part B in bulk so that Merging & Digital Signature part can be performed at their end.

Once this process is done, EmployWise upload this document to each employee's library which can be downloaded by employee.

2. Generation of Form 16 Company Wise

It is generally required to share Part B of Form 16 to be shared with Employers. Hence we have built this feature in EmployWise.
Now you can generate Form 16 Part B (Company wise) in bulk.

While generating system will ask you to enter "Location" & "Date". This date can't be of future.
Just click on submit & basis on number of users in selected FY, system will generate Form 16.

post this Admin would be able to download in bulk & employees would be able to see form 16 in respective Form 16 location.

How to generate Form 16?

1. Login as Administrator.

2. Go to Compensation > Form 16

3. Click on "Generate Employee's Form 16 Part B (Annexure)"

4. Select Company, AY, Place & Date.

5. Click on Generate.

Mobile

1. EmployWise Android App Update

1. Employee can view their own calendar now.
2. Minor bug fixes and UX improvements has been released.

 

Employee Information Portal

1. Confirmation Report

Purpose of Report:
This report is required for several purposes.
1. HR can track a record how many employees are yet to be confirmed.
2. HR can check whose confirmation is stuck where.
3. Tracking of employees whose confirmation got extended.

How to get this report?
1. Login as HR.
2. Go to People > Reports > Employee Confirmation Report
3. Select Year, Company & Confirmation Status.
4. Generate Report.

 

2. Capturing of Resource Allocation Percentage in Projects.

What's New?
We have introduced new feature of capturing allocation percentage of employee in a specific project.

From where this can be defined?
1. Login as administrator.
2. Search any employee for which you want to define allocation percentage in any project.
3. Go to Work Details > Projects > Add New Project or Edit existing Project
4. You will get an option of Allocation Percentage.

 

Employee Acquisition

1. Overlapping Period Calculation in RFR (Reqeust for Recruitment) Application Details Report

We need an additional field in the RFR-Application details report which should show the overlapping period, overlapping period is basically the no. of days between an employee's resignation date and new candidate's actual date of joining, this information basically helps to understand the days required to find a replacement for an employee

To add overlapping period in the report, please follow the below steps:

1. Login as an HR user
2. Go to Reports
3. Under Reports-> Go to create report
4. Select Category as: Recruitment and sub-category as: RFR Application details
5. Select all the required fields and overlapping period field from the list of fields
6. Click on finish
7. Enter the name of the report and submit

To download the report, please follow the below steps:

1. Login as an HR user
2. Go to Reports
3. Under Reports-> Go to View Report
4. Select Category: Recruitment, sub-category-> RFR Application Details and Report-: Select the name of the report created
5. Click on download as excel file

2. Additional fields added in RFR form & reports

In RFR creation form, we need to include below fields:
1. Grade and Grade level
2. Sub Function
3. Sub Location

System should always allow the user to select only one grade and grade level, sub-function and sub-location and also it should show the mapped sub-fields of grade,function and location for eg: If the user select a location, then the system should only show the mapped sub-locations
once the RFR form is created, the above details should be visible on below screens:


1. Approve RFR by approver-the approver should be able to view the above details in the RFR form while approving
2. Waiting for Assignment- The hiring manager should be able to view the above details while assigning
3. Publish a position -the RFR tab should show the above details along with other RFR details
4. Published-Once the job is published, at any point of time, the concerned user should be able to view the above details in the RFR tab

Also the same information should be displayed in the following reports:
1. RFR Details
2. RFR Application Details
3. Recruitment-Applicant Stages

3. Additional Information added in Replacement Cases in RFR

We need to introduce additional information like separation type, Last Working Date, Resignation date in the hiring reports for replacement cases. Whenever an RFR is raised for a replacement case, system will fetch the above information from separation module and will show this in the below reports:

1. RFR Application Details
2. RFR Applicant Stages

To include the separation type, last working date and resignation date of replacement cases in the report, follow the below steps:

1. Login as an HR user
2. Go to Reports
3. Under Reports-> Go to create report
4. Select Category as: Recruitment and sub-category as: RFR Application details/RFR Applicant Stages
5. Select all the required fields and separation type, resignation date and last working date field from the list of fields
6. Click on finish
7. Enter the name of the report and submit

To download the report, please follow the below steps:

1. Login as an HR user
2. Go to Reports
3. Under Reports-> Go to View Report
4. Select Category: Recruitment, sub-category-> RFR Application Details and Report-: Select the name of the report created
5. Click on download as excel file

3 New features added

Travel & Expense

1. Expense Claims can be made with details of Pre-tax & Tax amount.

Objective:

As per different company policies, company only allow employees to reimburse pre-tax amount.
For example - employee claims of INR 3,000 (Pre-tax amount - INR 2500, Tax amount - INR 500). Now HR can define employee claim limit on pre-tax amount or post-tax amount as per company policy.

Deviation will be handled as per defined policy by HR.

How to apply these settings in existing system (Back End)?

1. Login as administrator.
2. Go to Settings > Travel & Expense > Expense Entitlements > Add New / Edit existing entitlement
3. Choose Tax Amount Required as "Yes".
4. Choose Limit Calculation On* as "Pre-tax" or "Post-tax".
5. Choose "applicable from" option for defining effective date.

What changes can be seen to employee (Front End)?

1. While creating any claim, employee would be able to see option of filling Pre-tax and Tax amount for each claim line item.
2. Similar settings has been made available for Approved, Accounts person & Payer too.

2. "Expense Claims Entitlement" can be defined at combined level or individual claim level.

Objective:

We have introduced one very demanded feature from several clients which allows HR to set up claim entitlements at combined level which means employee can adjust amount in different claim items but must not exceed with combined entitlement for entire claim.

Deviation will be handled only if employee total claim amount exceeds combined level entitlement.
This will help teams in managing deviation process.

How to apply these settings in existing system (Back End)?

1. Login as administrator.
2. Go to Settings > Travel & Expense > Expense Entitlements > Add New / Edit existing entitlement
3. Select checkbox of "Deviation to be handled on Total Entitlement".
4. Choose "applicable from" option for defining effective date.

What changes can be seen to employee (Front End)?
1. All the calculation will be done at combined level instead of checking each claim limit for deviation.

Employee Acquisition

1. Request For Recruitment (RFR) Applicability Settings Update

What's New?
Previously applicability could be set only on selected parameters. Now we have made it more dynamic and have introduced standard option which can be seen in other applicability settings as well.

1 New feature added

Hiring

1. RFR approval workflows enhanced
The RFR approval workflows have been enhanced and now also enable approvals by Business Unit head or Company head.
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