Gaps or differences always create problem weather in life, relationship, organization or skills. Inculcating the culture without differences and gaps always fosters. To excel professionally, what matters the most is to match and have the desired level of skills and if gaps found that must be bridged at earliest. Let’s check some more details here.

What is Skills Gap Analysis?

Skills gap analysis is a tool used by HR professionals to evaluate the difference or gap between the actual and future state of goal. Organizations need to identify the current skill set that an individual employee possesses but not necessarily can carry out a future job or to perform certain tasks effectively with the same skill sets. Hence, the skills gap analysis is a way to find out which skills and knowledge are lacking among the employees in the organization. Once this information is tapped, HR can address the skills gap in the organization and can plan accordingly.

Advantages of Conducting Skill Gap Analysis

• Identifies employee weak spots: People have both strengths and weaknesses. By performing a skill gap analysis, it can be identified where employees need additional training to upgrade the existing skill level.
• Growth & development: If an employee he/she is lacking a certain skill, they will usually not speak up, whereas they may know that they want additional training on certain skills and feel their company is not offering this training in such case, they start looking for a company who cares more about their career path. So it’s important to perform a skills gap analysis for employees. This will provide an overall development plan for each employee.
• Helps human resources: Performing a skill gap analysis helps your human resources department as it helps understanding what skills are needed for a certain role. This helps HR write well the customized job descriptions leading hiring of better candidates and ultimately stronger new team members.
• Nurture Career Growth: More growth always leads to a better future and great career prospects covering all the employees from all the levels. Analysing the gap and taking a next step forward always nurtures career growth.
• Increased productivity: Probably the foremost advantage of skill gap analysis is productivity will increase. Identifying the skills needed within training, in such case, the company becomes better at time management, work planning, and stays on project budgets more effectively. All these factors make the corporate stronger at fullest and better at achieving goals.

Methods to Identify Skill Gap Analysis

1. Key Performance Indicators (KPIs): KPI or Key Performance Indicators offer measurable values that demonstrate how effective an organization is at achieving key business objectives. However, KPIs are often applied to employees to gauge how effective their job skills are at contributing.
2. Assessments: This way to help find skill gaps is with assessments. Using proper assessments where skills need to be added per employee and to an entire team.
3. Observations: No one likes to feel watched or like they are being micromanaged. But sometimes viewing how employees react within a given situation will help determining what skills are missing. Observations are a great way to determine skill gaps for employees because one can see what problems are at first-hand .
4. Review process: Employee review time is another good way to collect feedback for skills analysis. Instead of a one-sided review gathering feedback from any direct reports, their managers, and also their team member peers. This gives a better snapshot of strengths and weaknesses for each employee in terms of skills.

How to Perform Skills Gap Analysis?

Step 1. Chalking company objectives: Before beginning the analysis, chalking down the list of company or department objectives is must as objectives will determine what skills need to be gained by employees. Also, it will help prioritize what skills are most important to the company. This makes it easier to plan for training.

Step 2: Level for execution: Skills gap analysis can be performed at two levels:

• Individual
• Team/organization

Step 3: Identifying the essential skills: The skills required can be easily identified by answering the following questions:

• Which skills does the company value?
• Which skills do the manpower need to do their jobs both now and in the coming times?

Step 4: Measuring the current skills: To measure the skill level of  current employees with the skills identified as being most important. Measures like KPI, observations, MBO’s, reviews, assessment etc leads forward for the next step.

Step 5: Taking action: There are two ways in which the skill gaps can be filled either with training or with hiring. Therefore, based upon the need of time HR needs to determine which approach works best for the specific skill gap.

• Training: Most companies train their employees to fill vacant positions. The perfect training helps in bridging the gap between the present and the desired skill levels.

• Hiring: If training cannot reduce the skills or required talent gap, an organization can consider hiring new employees with the knowledge and skills they are looking for.

I hope you got an idea of what is the skill gap analysis. Comment down below if you have any queries or suggestions related to the above article.

Leadership is a term that all of us use very often without completely understanding the meaning of it. When asked who is a leader, most people take a moment to pause and recompose their ideas to answer. Is it an absolute term or is it dynamic? Does it have multiple definitions or one binds to all aspects and all situations? Let us find out.

Who is a Leader?

A leader is a specific individual who is responsible for influencing and guiding a group of people towards a certain predefined objective or set of goals. A leader is required to motivate all the others following him. In order to do that, the leader himself/herself must be committed to the job that he/she wishes to accomplish. Without personal commitment towards an objective, a leader will fail to motivate his/her subordinates thereby leading to a failed outcome. The leader also has a clear vision and effectively communicates it to his/her subordinates.

People make leaders. Without people, the leader would not be successful. Hence it is important for the leader to cultivate support and form a group of subordinates. In order to do that, a leader has to have excellent persuasion and communication skills. A leader must also assert his/her credibility. A leader will only cultivate followers only if the followers believe in the credibility and capabilities of the leader.

Also Read: Difference between Leader and Boss

What Does It Take to be a Good Leader?

Every leader to be where he/she intends to be must have a number of qualities that he/she must possess. Even though has varied roles in varied scenarios, some generic qualities of a leader are a must.

• A good leader should be able to gain the trust of his/her followers. Hence honesty and integrity are one of the most important traits a leader must possess.
• Good communication skills are what makes or breaks a leader. If a leader is not able to communicate his/her ideas clearly, he would not succeed.
• A leader must himself be committed to the cause that he is promoting among his/her subordinates.
• A leader must have quick decision-making skills. Since a leader is responsible for leading and motivating a group, unsurity from his/her end disillusions the entire group.
• A leader must be empathetic. He/she must take into account the problems of his subordinates and address them with importance.
• A leader who is arrogant and treats his/her subordinates the same never succeeds. Hence, humility is an important character trait of a leader.
• A leader does lead and influence but he also has to make his/her subordinates important and accountable for themselves. In this case, the leader must practise delegation in authority and empower his/her followers.
• A good leader should be transparent about all the information to the followers/subordinates.

Are Leaders Born or Made?

For years immemorial this has been a raging topic of debate. Is a good leader born or made?

Is it possible for a person to take birth with all the skill-sets and qualities of a good leader? Or is it possible for a person to learn all the skills that a leader is supposed to have and emerge victoriously? Numerous researches and studies have been taken up and conducted to come up with a concrete result. However, there still remain areas which are debatable, on a majority scale it has been established that leaders are made and not born.

A leader should possess a number of behavioural, personality and attitudinal skills that drives him to be the proper definition of a good leader. Most of these traits are learnt through vicarious learning. Vicarious learning is subject to constant development and change. The personality or attitudinal traits that a person acquires depends on his environment, his experiences and his/her willingness to learn.

It is not most likely that a person will have high-end skills in delegation, team-building, or good-communication. A person can only learn them through years of experience. Only when a person is exposed to different scenarios and understands the need for these traits can a person actually put efforts to acquire them. A good leader is made by a person’s drive to personal development and accomplishment.

However, it has been established by behaviour theorists that leadership is not completely but ‘mostly made’. It can be said that a good leader is  two-thirds born and one third made. From a practical viewpoint, a leader has to work in various kind of scenarios. This will include, corporate organisations, educational institutions, intelligence bureaus and even military units. Leading these units can be significantly complex jobs and a person is not born with the traits to cater to these complex needs. Understanding these group dynamics play a major role in making these great leaders.

As already mentioned, assertiveness, risk-taking and empathy are the required characteristics to become a good leader. These are not inherent traits. Most researches show no relationship between genetics or heredity and for a person to have these skills. Through a person’s development either through childhood learnings, peer groups or adult self-development, a person acquires these skills.

However, intelligence is also an important parameter for measuring the effectiveness of a leader. Here comes the context of heredity. People generally have a significant amount of heredity contribute to his/her inherent intelligence. But even then there is a glitch in the matrix. A good leadership no wonder needs intelligence which is partly hereditary, but general IQ is not what is detrimental to it. A good leader needs social intelligence skills to cultivate humility and resilience in his lead and motivate his followers while also giving them a feeling that they are important.

Even the required emotional intelligence is developed through various life-experiences of a person. Hence it rules out the idea that introvert or less-assertive people cannot be good leaders. Everyone can be a good leader as long as the person is open to learning, understanding and self-development. Leadership in itself is not a trait. It is a self-acquired quality of individuals.

Numerous great leaders once started from scratch. They did not come to this planet as a great leader. They learnt to be one. They had experiences, worked on themselves, believed in their causes and were determined to give them definition. That is what gave their leadership recognition. However, it is true that some individuals would be more brushed up in their leadership skills than the other. But it only portrays individual differences in capabilities. It does not portray the disadvantage by hereditary traits determined by birth.

As it is universally said, “people don’t leave the company, people leave people,” and HR is all about the people. Since HR is a fascinating job then it could be said it is a movie where recruiting is just the first part, but ‘retaining’ the employee is the climax which can only have a happy ending if employees stay in the company happily ever after.

So for a happy ending or can be better termed if said as a constant fresh start, what matters the most is observing the finest HR Practices. Generally, these two concepts HR activities and HR practices are misconceptualized or rather many times treated as the same, but precisely they are not.

HR activities are the routine activities inclined with the strategies determined for HR practices. They allow the goals of the HR department to be carried out. HR activities include:

• Payroll
• Feedback
• Selection and Recruitment
• Development and Training
• Compensation and rewards
• Relations of employee
• Retention
• Security and health
• Employee attendance
• Overtime and bonuses

Whereas HR Practices is the emerging concept in the changing world of human resources is, with an increased sense of purpose and focus on activities that add value to the business as a whole. HR nowadays is not merely an administrative or reactive field; rather it now leads the way in terms of positive business change. HR Practices are clear plans, principles, or ideas that are accepted universally by companies offering them with the best business execution. This is regardless of which company, industry, or niche is it applied to. In simple words, HR practices try to identify business needs and build plans around it, and HR activities are responsible for executing the plans that meet business goals.

Benefits of Good HR Practices

• A higher rate of employee productivity: It has proven nowadays that employees can perform at a much higher rate of productivity when supervisors and managers pay more attention to them.
• Maintains organizational culture: The culture of business impacts every person within the company. The HR department ensures that all employees are well suited to the company’s culture. With a healthy company culture, it obtains employee retention, an honest reputation, increased productivity, and quality.
• Increases employee satisfaction: Effective HR management supports employees, understands employee motivations, and ensures the best employee experience is being met.
• Training and development: Training needs of an employee are identified. Needs that fit in with your broader business strategy. Continual learning will mean that employees can keep their skills updated and convey valuable and innovative ideas back to the corporate.
• Ensures retention and better brand name: Best HR practices always results in higher retention. It not only serves to be beneficial for employees but also acts as a base of a better management system, which ensures brand value and more goodwill.

Top 10 Best HR Practices

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Top Ten HR Practices that help in achieving organizational goals:

1. Safe, healthy, and happy workplace: Creating a safe, healthy, and happy workplace ensures that employees feel at home and stay with the organization for a very long time and capture their thoughts through frequent surveys.

2. Performance linked bonuses: Awarding bonuses or including a variable component in compensation as an incentive based on performances. Bonuses must be designed in such a way that employees understand that there is no payout unless the company hits a certain level of profitability. It is good for employee retention also.

3. Flexible Timings: This is something that has been gaining a lot of buzz in many companies these days. People are becoming big fans of flexi-timings as we believe that employees do more work when they are not busy looking at the clock. We have a 12-hour clock during which an employee can come in and work for 9 hours. As long as the work is getting done and it does not affect coordination amongst teams.

4. Dress Code: No proper dress code policy. People should always be judged by the work they do, how they do it, and the value they bring to all the company, Employees’ liberty to wear whatever they want when they come to the office. The only criteria are to use their good judgment when dressing for meeting any external entities like clients or vendors.

5. Fun at Work: It is realized that all work and no play makes Jack a dull boy, and that’s to host fun programs, ranging from pizza lunches to potluck parties and movie evenings. These are the major things that ensure employees happiness so that they do things that make clients happy.

6. 360-degree performance management: The notion of carrying out an annual performance appraisal between managers and employees has been turned for a while now. The 360-degree performance management focuses on gathering objective and relevant feedback from a range of an employee’s contacts, including their manager, colleagues, subordinates, and external contacts. It’s a useful way of achieving a well-rounded and objective view of performance management from a variety of sources. It can help an employee address performance concerns in specific areas, also be rewarded for excellent performance in others.

7. Employee feedback mechanisms: Agile approaches of organizations recognize that feedback works in two ways. While providing employees with the proper feedback to enhance their performance is vital, so is allowing staff to present their opinions about the business to drive improvements. Staff surveys can be useful to gauge employee morale in general, as well as give individuals an opportunity to confidentially voice problems or concerns. Managers use this feedback to tackle issues about the working environment or management style, to help employees feel more valued.

8. Owning unused vacation: Vacation days are technically an employee’s to us as he or she sees fit. If they don’t use them, for whatever reason, the fresh idea is to allow them to donate them to rest employees. Perhaps the beneficiary for preparing for a life-changing event. The point is that HR acknowledges the employee earned these days and can donate them out without company involvement.

9. Giving nap time: The best method to maintain health and work ethic is to get enough sleep by getting at least seven to nine hours or taking a nap during the day. Napping helps to enhance concentration, productivity, and helps reduce anxiety. Many companies encourage napping in the workplace.

10. Offering referral bonuses: As per research by Jobvite, referrals are statistically higher for hiring better employees with higher retention rates. Recruitment by referrals works well because employees at the company are familiar with the work culture and values. High performing employees will be more likely to refer candidates with similar qualities.

Picking the best practices discussed above relevant to the organization can achieve higher employee preservation and happier employees who contribute their best.

A professional workspace includes many employees working at different capacities as they are instructed to do. It becomes really important to showcase a few qualities that can make the entire process of working together easier. As different people are working in different capacities, it is natural for them to exhibit various qualities. One of them may be leadership; people exhibiting these qualities are called leaders, making them accountable, responsible, and patient. However, there is a difference between leadership as a quality and the leadership which comes with a designation.

The designation associated with leadership is often said to be the boss, the personality who heads a particular department or a section. Often, the bosses portray a great sense of leadership and command, but there are times and instances when you will come across a personality who is unfit for the role of the boss since the lack of leadership is quite evident in his work ethics. It is, therefore, very important to know the difference between a boss and the quality of leadership to accommodate yourself in the work environment better. For this purpose, it becomes imperative to understand what is ‘leadership’ and what is the role of ‘boss,’ how they overlap, and what are the differences.

Meaning of Leadership

As mentioned earlier, leadership is a quality rather than a designation. The designation is not a definitive indicator of leadership as a quality. It can be possessed by anyone who finds himself at par with everyone else in terms of position but still can exert a constructive command to give directions or shape to the project they are working on. One of the main attributes of leadership remains that the person is free of bias, approachable, and open to criticism. The person should be able to look into the challenge clearly and devise and strategy based on equal participation by every team member.

During the time of any crisis, the person should be able to pull the team together, prevent disputes and miscommunication, and deliver the very best that they can manage to do.

Definition of Boss

Boss, unlike a leader, is a term for a designation given to a person who can command a certain level of control over its subordinates. The attributes associated with this designation are somewhat considered negatively connotated when it comes to working in a team.

A boss is often unapproachable, refuting, commanding immense control, and refuses to hear criticism. The power bestowed upon him is often utilized by him negatively, which instead of promoting harmony and hard work, promotes subordination and insecurity amongst team members. The boss is only concerned with results and refuses to partake in the procedure of manufacturing. Most of his power is utilized in silencing and ignoring new ideas and instructions from peers, which makes the team uncooperative and dismissive of their leader. Lack of communication and trust also seeps into interpersonal relationships.

Difference between Leader and Boss

Comment down below if you have any queries related to the above article.

Job description and job specification are often used interchangeably; however, there is a subtle difference between both of them. There exist a lot of differences between the terms. Job Description & Job Specification s related to a process called Job Analysis.

Job Analysis is a process of the systematic study of a specific job that will determine the personal features that are important to an employee to do their job effectively. This involves collecting the necessary facts or functions that are connected to a specific job.

What’s Job Description?

Job description means to get the complete job details in the written format stating their role, duties, responsibilities, job location, job title, and more. It is generally done by the HR manager to invite new applications from their prospective candidates when filling up the job position.

The job description includes the most relevant information about the post or position in a company. This includes the following:

Job Description Components

• Job Title means the vacant post name
• Responsibilities & Duties are the lists of different job-related activities that a candidate will have to perform or take account of their actions.
• Job Location is a branch of company where a candidate is posted after their selection.
• Role refers to an arena of work or how their responsibilities will be fulfilled, which is defined by a company.
• Incentives refer to the commission & remuneration linked with the targets attained.
• Allowances are other benefits or expenses that a company pays for the candidate.
• Salary is a pay scale which company will offer for a particular job. It could or could not be negotiable.

What’s Job Specification?

The job specification is a written declaration or announcement of the skills, attributes, educational qualifications, knowledge, and experience that a candidate should have to perform the job.

After preparing the job description, the manager checks the necessary abilities as well as attributes required for accomplishing a particular task and drafts the job specification.

Job specification encompasses human qualities important for the job and involves the following elements:

Job Specification Components

• Skills Needed refer to the set of special skills and abilities that are important for the right execution of a given task. The company might not ask for any certificate of training or course from the candidates in such skills.
• Experience is the details of their past & present employment and association of a candidate, which includes the name of a company, duration, post, job profile, salary package, and more.
• Educational Qualification states the specific need for academic knowledge of the selected candidate. This includes their school education, graduate and post-graduation, or other qualifications that he holds any degree and mark sheet.

Difference between Job Description and Job Specification

Difference between the job description & job specification will be seen clearly on the following grounds:

• In Job Description, the descriptive statement will describe the responsibility, role, duties, as well as the scope of the job. The job specification states the minimum qualifications needed for performing the job.
• The job description is an outcome of the Job Analysis whereas Job specification is a result of the Job Description.
• Job Description will describe jobs and Job Specification describes the jobholders.
• The job description is a summary of what a candidate can do after being selected. On the other hand, Job Specification will be the statement showing what an individual should have to get selected.
• Job Description has a designation, workplace, working hours, scope, reporting authority, salary range, responsibilities, and more. Conversely, Job Specification has educational qualifications, skills, experience, age, knowledge, work orientation factors, abilities, and more.

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The Comparison

Know the Meaning

Job description means a declaration of the given duties, responsibilities, or tasks that are a part of the specific job. This is the descriptive statement, which systematically presents comprehensive info about the job. And job specification links document that lists the lowest qualifications, experience, and skills that a person must have to get recruited for the given job.

Checking the Origin

Job description derives from the job analysis, whereas job specification is made based on the job description.

What it Describes

The job description will present the overview of what a candidate has to do after getting selected for a job, while job specification, and generally refers to qualities a candidate must have to get chosen for a job. So, job description presents the description of jobs, while job specification presents the description of a job holder.

Comes With

Job description generally includes the summary, job title, job responsibilities & duties, working conditions, reporting authority, salary, and more. Job specification includes criteria for choosing the employees for some job, for instance, age, qualifications, training, experience, mental abilities, and more.

Benefits

Through the detailed job description, management can assess the job performance of a candidate and determine any training needed by employees. And, job specification plays a very important role in helping the candidate to apply for some job to decide if they fulfill their criteria needed for the job.

Significance

The job description is important for organizations since it helps them to determine the specific roles of the employees. And, job specification allows management to take proper decisions on different issues, like increment, bonus, transfers, promotion, and more.

Sum Up

Job description & job specification are an important process for any organizations that are looking to hire competent individuals. When defined job descriptions & job specifications need to be in place, it’s ensured that the right fit for the job is hired. The job description ensures companies can find highly appropriate candidates for a job. This explains the requirements of the job opening & tasks that an employee will be assigned.

Even Job specification plays an important role in checking the eligibility criteria of the job. It ensures an individual having the required qualifications or skills can apply for a job. Additionally, it allows an organization to do a performance analysis or evaluation of an employee.

The payroll system is one of the complex processes because of various calculations & statutory compliance requirements. No matter whether you have a small business or big enterprise, to keep your staff happy with the streamlined payroll process must be your top priority.

Free payroll software options will calculate the amounts of a paycheck and helps to track the deductions like insurance, workers’ compensation, and taxes. Few software options provide features like the direct deposit but some lack in tax filing & state compliance. They are the good starter options in case you have some employees; you may always upgrade to the paid alternative when your business grows.

Paid payroll software options are highlighted so that there are not any surprises. When you test the free payroll tool and wish to upgrade it, we have outlined the pricing for you here. Whereas some of the products provide free solutions for small businesses, so you must know that when your company grows, it is important to have access to the product’s full payroll software services.

Let us check out the list of some paid and free payroll software in India below. If you want to see some more products and evaluate extra feature options, you can compare all the Payroll Software just to make sure you find the best product.

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 10 Best Payroll Software in India

1. SumHR
2. greytHR
3. HRM Thread
4. Keka HR
5. Beehive
6. Pocket HRMS
7. Zoho Payroll
8. HR Mantra
9. Saral PayPack
10. Qandle

1. SumHR

sumHR payroll software is the cloud-based HR management software in India. This software allows SMEs and startups to streamline their daily HR & payroll processes. It offers users with connectivity as well as access to the most valuable info from anywhere across the world. The users can automate their current excel-based process of managing the employee payroll & undertaking the needed activities. sumHR software allows the users to monitor your employee’s attendance and track the leaves with the biometrics integrations.

Features:

• Safe & free communication
• Easily communicate with different departments, locations, or teams.
• Create interest and workgroups to collaborate
• Share updates via images, links, and news.
• Tag messages.

Pricing:

sumHR software offers users with just one plan that costs around 49 INR monthly and allows just one user.

2. greytHR

greytHR is the best HR management payroll software for Indian companies. It’s the most reliable HRM payroll software for HR teams. This software automates many daily tasks, which are repetitive and tedious. For example, daily attendance; this system integrates with the biometric & other attendance devices to record their presence.

greytHR provides management of the payroll for an entire workforce. This software generates salaries regarding their attendance. This HR & payroll management software complies strictly with all guidelines related to payroll management. This software is designed to perform any complex tasks for the improvement of the workflow.

Features:

• Employee Communication and Onboarding
• Employee Document Management
• HR Forms & Dashboard
• Configure the salary structure
• Payroll Processing
• Comprehensive Post-Payroll procedure
• Automated Payroll inputs & payslips
• Leave Management
• Generate Payroll Reports
• Employee Self Service or ESS Portal
• Mobile App for the Employees
• Attendance Management

Pricing:

greytHR is accessible in four plans; it includes:

• Cruiser – Rs. 4995/- monthly per user
• Super – Rs. 2495/- monthly per user
• Welter – Rs. 1495/- monthly per user
• Bantam – Rs. 995/- monthly per user

3. HRM Thread

Each business enterprise wants to have a simple accessibility to its employees’ database & payroll. HRM THREAD is the best payroll software and favorite of over 5000 clients as it makes the difficult task appear simple. Employee self-service features allow an employee to keep proper track of their HR-related tasks in his organization. It is the best software services as far as performance management is been concerned, the software also caters to the training and recruitment of the employees.

Features:

• Bonus, Loan and Advances Management
• Attendance management
• Email Integration
• Document Management
• Exit Management and Separation Management
• Employee Self Service Management
• Expense Tracking
• Expense Management
• Mobile Support
• HR & Payroll
• Payroll Management
• Multi-User login and Roll based access
• Recruitment Management
• Reimbursement Management
• Performance Management

Pricing:

You can get a demo of HR Thread payroll software for free.

4. Keka HR

Unlike the traditional payroll management software, Keka HR system is the modern payroll management software that focuses more on enhancing its user experience & streamlining multifaceted services.

Features:

• Enables access from any device
• Manage tasks & scheduling remotely

Pricing:

You can try out their plans free before making your purchase. The foundation plan comes at Rs 4999 monthly for 100 employees.

5. Beehive

Beehive is the best payroll management system that helps the HR professionals to manage their whole HR lifecycle of the company.

Features:

• Provides robust, accurate and compliance leave management service
• Helps from recruitment, resignation, and retirement
• Time management & scheduling tools
• Assists in the management of the approvals

Pricing:

Beehive payroll software comes free with the online trial for the right decision making.

6. Pocket HRMS

Pocket HRMS isn’t just the payroll software, but the next level HRMS system that has a lot to offer. This software comes with an intuitive interface that is well equipped with many amazing features to manage the company’s payroll system. Besides, this offers formula-based learning & deductions all along with amazing features like user-defined reports, intelligent time tracking, and real-time analytics.

Features:

• Human Resource Management
• HR Process Automation
• Wearable Technology Integration
• Employee Self-Service
• Attendance Management
• HR Chatbot
• Mobile Payroll App
• Leave Management
• Tax Compliance
• eTDS Form 24Q
• Intelligent Reporting
• Updates and Reminders

Pricing:

Pocket HRMS has two plans:

• Standard Plan includes features such as payroll processing & statutory compliances at 1495 INR of 50 employees monthly.
• Professional Plan comes with features like Statutory Compliances, Payroll processing, Employee self-service, Mobile Apps, and Attendance management and priced at INR 2495 of 50 employees monthly.

7. Zoho Payroll

Zoho is the payroll management software online that streamlines each aspect of the payroll administrations. Right from centralizing to organizing employees’ records to information and scheduling payrolls, and handling statutory compliance everything.

Features:

• Automatically do calculations and pay schedules
• Different ways to schedule the payroll
• Zoho allows businesses to centralize & store employee’s records safely.

Pricing:

Zoho offers a free trial and after its free trial, you may enjoy its features at only Rs 50 monthly per employee.

8. HR Mantra

HR Mantra is the best payroll software in India and has offices in Delhi, Mumbai, and Bangalore. The payroll feature of HR Mantra is easy to use as well as covers different features of processing the payroll. They get down this process to some steps instead of a week-long procedure. Employers may set their salary slabs as well as policies department team-wise. One can define the IT exemption limits and is completely customizable and handle complicated pay calculations too.

Features:

• Applicant Tracking
• 360 Degree Feedback
• Compensation Management
• Benefits Management
• Employee Profiles
• Employee Database
• Payroll Management
• Onboarding
• Performance Management
• Onboarding
• Self Service Portal
• Recruitment Management

Pricing

HRMantra offers custom pricing for the software.

9. Saral PayPack

Saral PayPack is an online payroll solution that offers a one-stop solution for all your business payroll requirements. This software helps in the automation of many processes that come in the blanket of HR & salary management.

Features:

• Multi-level security
• Multi-tiered access architecture
• Convenient to use

Pricing:

Saral PayPack offers the online demo for on-premise and on-cloud versions. Their on-cloud version starts at Rs 825 monthly.

10. Qandle

Last but not the least, Qandle manages the accurate payroll, compliances, and employee benefits within seconds. It’s user-friendly and comes with many useful features that improve operational efficiency.

Features:

• Automated check-ins
• Automated reminders
• Leave approval
• On-field employees may submit the reimbursement bills on their phone
• Odometer produces automated reimbursement requests.

Pricing:

Qandle HRMS price begins at 2450 INR for 50 users monthly.

Conclusion

Here we have outlined the list of 10 best payroll software’s in India from the different vendors. All the free and paid options are given so that you may know if the products are accessible as temporary trials or free licenses.

An HR’s job in any organization is one of the most challenging jobs. Looking after so many aspects, taking care of all the issues of the employees, the go-to person in case of any trouble, from recruitment to salaries, the HR manager does it all. From making the onboarding process of the new employees a smooth journey to making sure that all the employees have great relations with each other, the HR manager is the person who serves as the bridge between the employees’ activities and the firm’s strategic objectives. It is a deemed fact that HR has an indispensable role to play in any organization and thus their importance cannot be overlooked.

A human resource management software is one which makes management of various human resource activities easy. A human resource management system (HRMS) also goes by different names like human resource information system (HRIS) and human capital system (HCM). An HRM software combined with the packages of Enterprise Resource Planning (ERP) makes the basic daily HR activities manageable and easy to access. Everything in today’s generation has been touched by the wave of technology and thus has become more tech-savvy. Even the HR domain is not spared from it, thus giving rise to HRM software.

Functions Of HRMS Software

HRM software performs various kinds of HR activities which are listed below:

• Recruitment
• Managing payroll
• Storing employee data
• Benefits administration
• Employee performance management
• Time and attendance of employees
• Tracking of employees’ competencies
• Records of the training received by the employees
• Data handling which includes acquiring, storing, analyzing and distributing to various stakeholders
• Tracking and granting leaves
• Taking care of financial transactions
• Making and tracking report files of every employee

And many more…..

List of Best HRMS Software in India

As the number of activities in the HR domain has increased, so has the efficiency and scope of HRM software also improved to match the changing demands. Below is the list of top 10 HRM software in India. Some of the best softwares:

Keka

One of the best HRM software in India. It was launched in 2016 and is one of the first HR software that aims to provide better employee experience and is employee-centric. It also has many awards for the HRM software that it provides under its belt and has a huge satisfied customer base with many popular brands in it. Touted as one of the best payroll software, it has many other features to offer too, like keeping centralized information, safe and secure data, providing employee portals and more!

GreytHR

One of the veterans in the field of providing HR software, launched in the year 1994, it has a huge customer base of 9000+ businesses spanning across more than 150 cities in India. The software offers various features like Payroll processing, leave management, attendance management, employee lifecycle management, easy access through its mobile version along with exceptional guidance and many more. There is a reason that still after 25 years, this HRMS is going strong and is still loved by many! Go and have a look at yourself.

SumHR

Included in top 5 HRM software for startups in India, Sum HR was launched in 2013 to streamline HR and payroll activities. A cloud-based HR software, that aims to reduce paper works and increase the efficiency of the HR department. Easy navigation also serves as one of the perks of this software. A web-based software performing functions like tax calculation and bonus for an employee, looking into employee engagement activities, monitoring of salaries and many more.

Quandle

One of the best HRM software that helps with strategic management of the organization. It provides high employee engagement thereby being effective in reducing the attrition rate. It is the proud HR tech partner of more than 200 firms and also the customers’ choice software for the year 2020. Some of the features provided are interactive calendar view, smart and flexible leave management, customizable leaves and tracking options and many more. It also has an AI-enabled chatbot option which is loved by everyone who has used it.

247 HRM

Winner of 2018’s HR tech and conference award, 247 HRM is a feature-rich and user-friendly software. With an interactive dashboard, 247 HRM offers customizable solutions as suited for your firm. Some of the many features offered by this HRM are timesheets of each employee, talent management, expense management, performance management, and employee-friendly self-service portal, attendance and leave tracking and many more.

Zoho People

An HCM solution is a web-based HR and payroll management system. It provides customizable solutions for organisations of all sizes. Named as the 360 degrees HR solution, this software provides a huge amount of features like efficient management of data and HR activities, performance evaluations, case management of various employees, employee and document management, e-signature are just a few of many.

HRMantra

Available on all the different platforms like windows, android, ioS, this is one of the best HRM solution providers in India. Holder of lots of different awards for the HR solution that it provides since 2010, it is one of the best in its fields. Apart from the regular attendance management, leave management, learning management and many more, HRMantra promises to save 30 minutes per employee and gives 10 times the ROI.

Pocket HRMS

A product of Saga Software solutions, it provides all the features for HR domain from hire to fire. Ensuring data security of all of your employees, an interactive chat-box makes the entire process easier. It makes the entire HR organization more efficient by taking care of the onboarding process, payroll management system, RR analytics etc. One of the smart solution providers that you won’t ever regret engaging with.

PeopleWorks

Better quality, better continuity and better sustainability are what this HRM solution aims to provide. Equipped with 22 HR modules and a strategically designed UI interface, it has redefined the entire HR department. It aims to improve the overall performance of the employees, providing various recruitment solutions and has great user-experience feedback. Cloud-based software with a mobility solution provider makes it a game-changing software.

Officenet

A software that helps the employee go through the entire employee life cycle is a mobile-ready, cloud-based software. It provides solutions for mid and large-size enterprises, looks into performance and appraisals, learning and development, travel management and more.

These are some of the top HRM software in India. HRM software is great tools that help take some load of the HR employees. It is a great advancement for HR in the technological field and it should be embraced with both the arms wide open. HRM software is just here to make our lives a little easy and step forth in the new technology-driven era. Thus, HRM software is really helpful and should be used in every organisation if not used still.

Recruitment is ad integral part in Huma Resource Management. Recruitment is a hiring process where firstly the staffing and organisational needs of the company are identified. After that, a potential pool of candidates for the required staffing is attracted. The pool of candidates is generated by firstly identifying these candidates. These can be done by both internal and external sources. Next, the recruiter should attract these candidates to apply for the job. This can be done by extensive advertising in job sites, campus drives, reaching out to potential candidates from company database etc.

Recruitment is such an important process because it serves as a pre-math for selection. Recruitment is a deciding factor on the correct candidates being chosen in the selection process. Hence, attracting a better pool of candidates in the recruitment process proves to be extremely beneficial.

The process of recruitment largely varies due to the size of the organisation. A small or medium-sized firm may have only one person as a recruiter or a hiring manager. However, a larger company is most likely to have a whole dedicated team of recruiters to carry on the process effectively. A well-framed recruitment process helps both the company and the applicants. The company gets to generate a potential pool of candidates whereas the candidates get potential employment opportunities.

Sources of Recruitment

Recruitment by an organisation can be done by a variety of sources. They are as listed below:

Internal Source

Internal sources of recruitment can not only be effective but also economical. It is cost-effective for the company and ad also economises on a lot of time. Internal sources of recruitment mainly include promotions and transfers of employees intra-organisation. In addition to that intra-organisation employee referrals also largely contribute to the internal sources of recruitment. Utilising the company’s database to recruit former employees and candidates can also be a good choice.

External source

A company can recruit through external sources via employment agencies. This is the common and surest source of recruiting eligible pool of candidates. The company can also conduct campus drives in various schools, colleges and universities thereby facilitating recruitment. Apart from that, the recruitment procedure can be advertised in various media sources to have a greater reach and therefore attract a greater pool. Utilising various labour unions in the recruitment process is also something that the company can do.

E-sources

The e-sources of recruitment are gaining quick popularity in today’s times. Recruitment ads can be posted on agency websites. Also, online job boards can be used for the recruitment process. However, the chance of attracting a large number of unqualified candidates works as the biggest disadvantage in this case. Its easy availability and much higher reach still make it a popular option.

Purpose and Importance of Recruitment

Recruitment has a dynamic purpose and importance that caters to both the organisation and the candidates. The multifaceted importance and purposes of recruitment are what makes it such an important process in an organisation. The importance of recruitment are as follows :

Attracting Candidates

Even though recruitment does not ensure the final onboarding of the candidates in the company but it effectively attracts a large number of candidates to apply for the vacancies. This gives the candidates a potential chance for employment and also publicises the organisation among job-seekers.

Facilitates Selection

The selection process is undertaken to keep in mind the ultimate organisational needs. The candidates have to go through an extensive process of screening before they are finally selected. Hence recruitment provides a large option for the selectors to choose fro to cater to the needs of the firm.

The Success Rate of Selection

Since the recruitment process is already comprehensive, it takes present and future job analysis into account and then recruits candidates. This rules out the presence of under-qualified or over-qualified candidates reaching the selection process. This, in turn, increases the success rate of the selection process.

Meeting Obligations

Every organisation has legal obligations that it ha to meet. In addition to that, the social obligations also termed as corporate social responsibility is a big factor that organisations take care of. By recruiting candidates and maintaining the workforce composition, these obligations are successfully met.

Transparency

The recruitment process is largely undertaken to maintain organisational transparency. It is an effective measure by which complete transparency can be maintained. The transparency does not only cater to the organisation but also the employees. This means that in the organisation, the HR manager, field recruiters, clients, all of these entities are completely aware of the process and possess the same information. In addition to this, a transparent procedure also ensures that the candidates are aware of the status of their job application.

Confidence

Since recruitment is a transparent process, it ensures confidence in the organisation. Since the recruiters, clients and managers are aware and accountable for the entire recruitment process, all of them have directly or indirectly contributed to the result and are confident of the choice and satisfied by it.

Avoids Discrimination

A proper and legitimate recruitment process is based on merit. It is based on job analysis, attracts candidates based on the job description and screens them based on merit. The parameters for screening are mentioned at every step and the results depend solely on the merit of the candidate. This rules out the possibility of any candidate facing discrimination due to their race, caste, colour or personal connections. Recruitment adds fairness to the organisational procedure.

Job Description

Framing a proper job description is important for any organisation. In recruitment, the candidates are chosen based on the job description provided by the company. It is a detrimental factor in recruiting candidates. Hence recruitment helps in curating a proper job description which includes all the primary, secondary and tertiary aspects related to the particular job role.

Consistency

An inconsistent system of recruitment is most likely to provide biased and unstandardised results. To ensure fair judgements and selection of the right man for the right job, the recruitment process is kept consistent with standardised measures of screening at every stage.

An effective and well-framed recruitment policy will not just hire the right candidates for the job. It will heighten the reach of the organisation in addition to generating an eligible pool of candidates. Recruitment has present and future impacts that facilitate an organisation multi-dimensional ways. A proper recruitment policy shall ensure that the right person is onboarded for the right job with the company’s commitment in place.