HR-One

One HR Software.

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About HR-One
An intelligent enterprise-ready HCM suite that automates HR processes, simplifies human interactions and delivers actionable insights to build better workplaces. We believe that we are India’s first HRMS company that has successfully developed an HR product that mimics the...
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HR-One
One HR Software.
0.00/5 (0 Reviews)
7 Questions
 Transformation is important and significant; transformation is not optional but mandatory. Transformation and change with time are as important as consistency and stability are. Mark that, only when the pupa decided to grow and evolve it became beautiful. This digitalization of the world began to happen only when people started looking beyond their satisfaction and stagnancy with their desire for newness. Hence the beauty of transformation has been witnessed in every case since time immemorial.HR is a contemporary, umbrella term that is commonly used across the world in-order to describe development and management of employees in the organizations. It is the department of a business that is responsible and accountable for finding, screening, hiring and training job applicants; it is that particular division which stays responsible for managing the employee life cycle at work. Whereas HR transformation refers to the process of changing operational HR processes in-order to make them independent, automated and data-driven.This dynamic world demands for the HR transformation because it helps in promoting success, saving time & resources besides adding value to the entire organization. The Human Resource department is always directly aligned with business and hence it cannot afford to have any kind of loop-holes in it. There are a lot of business expectations from the HR department and hence the transformation strategy needs to be clearly defined. A lot has been already done for transforming the future of HR while a lot more needs to be done! Take a look at some of the must-have essential HR strategies:1. HR departments must be tech-savvy enough to embrace the perks of technology and analytics.2. Making use of the boons of AI, chatbots must be used for communication purposes that take place with the new job applicants and also taking feedback/survey of existing employees of the organization.3. The HR department must understand the company goals, values, ethics, mission, vision etc. so that they can keep the things aligned. Integration of these fundamental pillars will always help the company to achieve success.4. Embracing technology will never rule out the presence and intervention of human-beings. It is absolutely important to keep the focus of people and human interactions in-order to give employees the feeling of belongingness to the organization.5. AI should be brought into use wisely replacing the erroneous and time-tasking jobs which can be more efficiently done for robots or machines.6. People work in the HR department must stay updated and keep adding to their pool as knowledge as per the changing norms and scenarios.7. Integrate AI into HR practices in-order to make better and informed decisions with more preciseness and accuracy.Change is dynamic and the only constant! If an organization wishes to keep pace with the changing world then it will have to keep its HR department in loop with evolution and transformation; irrespective of the realm of its work.
 Transformation is important and significant; transformation is not optional but mandatory. Transformation and change with time are as important as consistency and stability are. Mark that, only when the pupa decided to grow and evolve it became beautiful. This digitalization of the world began to happen only when people started looking beyond their satisfaction and stagnancy with their desire for newness. Hence the beauty of transformation has been witnessed in every case since time immemorial.HR is a contemporary, umbrella term that is commonly used across the world in-order to describe development and management of employees in the organizations. It is the department of a business that is responsible and accountable for finding, screening, hiring and training job applicants; it is that particular division which stays responsible for managing the employee life cycle at work. Whereas HR transformation refers to the process of changing operational HR processes in-order to make them independent, automated and data-driven.This dynamic world demands for the HR transformation because it helps in promoting success, saving time & resources besides adding value to the entire organization. The Human Resource department is always directly aligned with business and hence it cannot afford to have any kind of loop-holes in it. There are a lot of business expectations from the HR department and hence the transformation strategy needs to be clearly defined. A lot has been already done for transforming the future of HR while a lot more needs to be done! Take a look at some of the must-have essential HR strategies:1. HR departments must be tech-savvy enough to embrace the perks of technology and analytics.2. Making use of the boons of AI, chatbots must be used for communication purposes that take place with the new job applicants and also taking feedback/survey of existing employees of the organization.3. The HR department must understand the company goals, values, ethics, mission, vision etc. so that they can keep the things aligned. Integration of these fundamental pillars will always help the company to achieve success.4. Embracing technology will never rule out the presence and intervention of human-beings. It is absolutely important to keep the focus of people and human interactions in-order to give employees the feeling of belongingness to the organization.5. AI should be brought into use wisely replacing the erroneous and time-tasking jobs which can be more efficiently done for robots or machines.6. People work in the HR department must stay updated and keep adding to their pool as knowledge as per the changing norms and scenarios.7. Integrate AI into HR practices in-order to make better and informed decisions with more preciseness and accuracy.Change is dynamic and the only constant! If an organization wishes to keep pace with the changing world then it will have to keep its HR department in loop with evolution and transformation; irrespective of the realm of its work.

 

Transformation is important and significant; transformation is not optional but mandatory. Transformation and change with time are as important as consistency and stability are. Mark that, only when the pupa decided to grow and evolve it became beautiful. This digitalization of the world began to happen only when people started looking beyond their satisfaction and stagnancy with their desire for newness. Hence the beauty of transformation has been witnessed in every case since time immemorial.

HR is a contemporary, umbrella term that is commonly used across the world in-order to describe development and management of employees in the organizations. It is the department of a business that is responsible and accountable for finding, screening, hiring and training job applicants; it is that particular division which stays responsible for managing the employee life cycle at work. Whereas HR transformation refers to the process of changing operational HR processes in-order to make them independent, automated and data-driven.

This dynamic world demands for the HR transformation because it helps in promoting success, saving time & resources besides adding value to the entire organization. The Human Resource department is always directly aligned with business and hence it cannot afford to have any kind of loop-holes in it. There are a lot of business expectations from the HR department and hence the transformation strategy needs to be clearly defined. A lot has been already done for transforming the future of HR while a lot more needs to be done! Take a look at some of the must-have essential HR strategies:

1. HR departments must be tech-savvy enough to embrace the perks of technology and analytics.

2. Making use of the boons of AI, chatbots must be used for communication purposes that take place with the new job applicants and also taking feedback/survey of existing employees of the organization.

3. The HR department must understand the company goals, values, ethics, mission, vision etc. so that they can keep the things aligned. Integration of these fundamental pillars will always help the company to achieve success.

4. Embracing technology will never rule out the presence and intervention of human-beings. It is absolutely important to keep the focus of people and human interactions in-order to give employees the feeling of belongingness to the organization.

5. AI should be brought into use wisely replacing the erroneous and time-tasking jobs which can be more efficiently done for robots or machines.

6. People work in the HR department must stay updated and keep adding to their pool as knowledge as per the changing norms and scenarios.

7. Integrate AI into HR practices in-order to make better and informed decisions with more preciseness and accuracy.

Change is dynamic and the only constant! If an organization wishes to keep pace with the changing world then it will have to keep its HR department in loop with evolution and transformation; irrespective of the realm of its work.

Using the hreflang attribute is important when you are using a content in your website in multiple languages. Though it is a simple HTML attribute, Google’s John Mueller has described it as one of the most complex aspects of SEO. However, let me describe the things to make it easy for you.What is hreflang, and how is it important for SEO?The definition of hreflang lies in using an HTML attribute for specifying the language and geographical targeting of a website. If your site has multiple versions of the same page in different languages, a hreflang tag can be used to inform search engines about such variations. This helps the search engines to serve the most appropriate version of a website to its users. For example, if we search for the official Amazon website in the US, the result would be:If we do the same in French, we will get this version:So, this is actually possible because of the hreflang feature.Hreflang tags help improve user’s experience on search engines that reflect in terms of the number of clicks by the users on your page, higher dwell time, lower bounce rate, higher time on page etc. In fact, hreflang tags also have a direct effect on the rankings of your web pages as pages in a hreflang cluster share ranking signals of each other. Hreflang tags are also important in the context of the duplicate content. For example, you have two different versions of your website, i.e. for UK and US readers based on British English Spellings and American English Spellings. Google may find them identical pages and consider them as duplicate content with choosing one version to index. On the other hand, hreflang tags make Google understand the difference between these pages by showing the correct version in the search results; however, it is not guaranteed. These tags are generally a signal and not the directive. How to construct a hreflang tag?It is very simple to construct a hreflang tag when you look up the code for your chosen language and then filling in the tag. The tag supports any two-letter language code. For example ‘de’ is placed for Germany. There are three important rules for efficiently implementing the hreflang tags:Rule 1# Hreflang tags are bidirectional.Rule 2# It is good to practice the self-referential hreflang attributes.Rule 3# X-default tags are recommended, though not mandatory. However, hreflang tags can be best implemented using three ways:HTML tagsHTTP headersXML sitemap.What signals help Google understand that your website is targeting a specific country?You use the ccTLD of the countryYou use the .org, .com or .net TLDThe country’s name included in the subfolder of your websiteYou use the language of the country in your hreflang directive in the header
Using the hreflang attribute is important when you are using a content in your website in multiple languages. Though it is a simple HTML attribute, Google’s John Mueller has described it as one of the most complex aspects of SEO. However, let me describe the things to make it easy for you.What is hreflang, and how is it important for SEO?The definition of hreflang lies in using an HTML attribute for specifying the language and geographical targeting of a website. If your site has multiple versions of the same page in different languages, a hreflang tag can be used to inform search engines about such variations. This helps the search engines to serve the most appropriate version of a website to its users. For example, if we search for the official Amazon website in the US, the result would be:If we do the same in French, we will get this version:So, this is actually possible because of the hreflang feature.Hreflang tags help improve user’s experience on search engines that reflect in terms of the number of clicks by the users on your page, higher dwell time, lower bounce rate, higher time on page etc. In fact, hreflang tags also have a direct effect on the rankings of your web pages as pages in a hreflang cluster share ranking signals of each other. Hreflang tags are also important in the context of the duplicate content. For example, you have two different versions of your website, i.e. for UK and US readers based on British English Spellings and American English Spellings. Google may find them identical pages and consider them as duplicate content with choosing one version to index. On the other hand, hreflang tags make Google understand the difference between these pages by showing the correct version in the search results; however, it is not guaranteed. These tags are generally a signal and not the directive. How to construct a hreflang tag?It is very simple to construct a hreflang tag when you look up the code for your chosen language and then filling in the tag. The tag supports any two-letter language code. For example ‘de’ is placed for Germany. There are three important rules for efficiently implementing the hreflang tags:Rule 1# Hreflang tags are bidirectional.Rule 2# It is good to practice the self-referential hreflang attributes.Rule 3# X-default tags are recommended, though not mandatory. However, hreflang tags can be best implemented using three ways:HTML tagsHTTP headersXML sitemap.What signals help Google understand that your website is targeting a specific country?You use the ccTLD of the countryYou use the .org, .com or .net TLDThe country’s name included in the subfolder of your websiteYou use the language of the country in your hreflang directive in the header

Using the hreflang attribute is important when you are using a content in your website in multiple languages. Though it is a simple HTML attribute, Google’s John Mueller has described it as one of the most complex aspects of SEO. However, let me describe the things to make it easy for you.

What is hreflang, and how is it important for SEO?

The definition of hreflang lies in using an HTML attribute for specifying the language and geographical targeting of a website. If your site has multiple versions of the same page in different languages, a hreflang tag can be used to inform search engines about such variations. This helps the search engines to serve the most appropriate version of a website to its users. 

For example, if we search for the official Amazon website in the US, the result would be:

If we do the same in French, we will get this version:

So, this is actually possible because of the hreflang feature.

Hreflang tags help improve user’s experience on search engines that reflect in terms of the number of clicks by the users on your page, higher dwell time, lower bounce rate, higher time on page etc. 

In fact, hreflang tags also have a direct effect on the rankings of your web pages as pages in a hreflang cluster share ranking signals of each other. 

Hreflang tags are also important in the context of the duplicate content. For example, you have two different versions of your website, i.e. for UK and US readers based on British English Spellings and American English Spellings. Google may find them identical pages and consider them as duplicate content with choosing one version to index. 

On the other hand, hreflang tags make Google understand the difference between these pages by showing the correct version in the search results; however, it is not guaranteed. These tags are generally a signal and not the directive. 

How to construct a hreflang tag?

It is very simple to construct a hreflang tag when you look up the code for your chosen language and then filling in the tag. The tag supports any two-letter language code. For example ‘de’ is placed for Germany. 

There are three important rules for efficiently implementing the hreflang tags:

Rule 1# Hreflang tags are bidirectional.

Rule 2# It is good to practice the self-referential hreflang attributes.

Rule 3# X-default tags are recommended, though not mandatory. 

However, hreflang tags can be best implemented using three ways:

  • HTML tags
  • HTTP headers
  • XML sitemap.

What signals help Google understand that your website is targeting a specific country?

  • You use the ccTLD of the country
  • You use the .org, .com or .net TLD
  • The country’s name included in the subfolder of your website
  • You use the language of the country in your hreflang directive in the header
In my opinion, the best integrated HR performance management software is Synergita. Synergita, the cloud-based performance management and analytics solution, streamlines business processes and digitizes talent information. The software has the following significant features:Employee Goal settingContinuous feedback360 degree feedbackCustom reports and analyticsNormalization scoringEmployee talent managementEmployee training and development
In my opinion, the best integrated HR performance management software is Synergita. Synergita, the cloud-based performance management and analytics solution, streamlines business processes and digitizes talent information. The software has the following significant features:Employee Goal settingContinuous feedback360 degree feedbackCustom reports and analyticsNormalization scoringEmployee talent managementEmployee training and development

In my opinion, the best integrated HR performance management software is Synergita. Synergita, the cloud-based performance management and analytics solution, streamlines business processes and digitizes talent information. The software has the following significant features:

  • Employee Goal setting
  • Continuous feedback
  • 360 degree feedback
  • Custom reports and analytics
  • Normalization scoring
  • Employee talent management
  • Employee training and development
As per Deloitte in Global Human Capital Trends 2017, 73% of business and HR leaders find ‘Digital HR’ an important trend. Many businesses have earlier shied away from using HR software, but soon they realized its importance. Today, no one can expect to invest too much time into comprehensive as well as expensive business solutions. Also, exploring, implementing, and training things to thousands of employees is also not an easy and cost-effective task for the companies. Therefore, the HR software solutions evolved. Today, a dozen HR software solutions exist in the market to meet varying levels of complexity across multi-level platforms suitable to your mobile device, desktop, or web browser. The only consideration is to choose the right HR software for your business and get the benefits. Why I am using HR Software?If I have to personally answer why I believe in digital HR, then there are several reasons I should say. The one and the important thing is that better HR is always best for everyone. I really admire the concept of transforming the paper-based HR processes to desktop software to cloud-based applications. The HR progression using an automated software program has made it easier for my business to manage everyday HR functions and activities. Believe me, HR software does not cost me to trouble my arms and legs. It is not complicated to understand, install, and deploy. It does not even get me away from my priority tasks i.e., serving my customers and running my business. Here I am deeply specifying why I trust the HR software immensely and how it helps my business.Exceptional HR software comprises ample reporting tools and dashboards for quick navigation and easy access to key content. Hence, it facilitates more effective decision-making. Automated processes are much more efficient than the usual manual operations. The self-service solutions for the employees make productivity enhancement in your organization.The efficiencies gained through improved personnel management, time-clock management, and scheduling in the business will result in measurable ROI.Transforming jobs from paper systems to software-driven applications immediately helps in reducing risk as the information in the software is centrally located and easily protected. So, I can truly say that HR software is a proven solution for enterprises today and tomorrow. The only consideration should be to choose the right fit solution for your business. If some preliminary research is done, you will notice there are a variety of software options available in the market to choose from. Now, you have to decide whether you want to choose from the comprehensive options, expensive options, or modular options. 
As per Deloitte in Global Human Capital Trends 2017, 73% of business and HR leaders find ‘Digital HR’ an important trend. Many businesses have earlier shied away from using HR software, but soon they realized its importance. Today, no one can expect to invest too much time into comprehensive as well as expensive business solutions. Also, exploring, implementing, and training things to thousands of employees is also not an easy and cost-effective task for the companies. Therefore, the HR software solutions evolved. Today, a dozen HR software solutions exist in the market to meet varying levels of complexity across multi-level platforms suitable to your mobile device, desktop, or web browser. The only consideration is to choose the right HR software for your business and get the benefits. Why I am using HR Software?If I have to personally answer why I believe in digital HR, then there are several reasons I should say. The one and the important thing is that better HR is always best for everyone. I really admire the concept of transforming the paper-based HR processes to desktop software to cloud-based applications. The HR progression using an automated software program has made it easier for my business to manage everyday HR functions and activities. Believe me, HR software does not cost me to trouble my arms and legs. It is not complicated to understand, install, and deploy. It does not even get me away from my priority tasks i.e., serving my customers and running my business. Here I am deeply specifying why I trust the HR software immensely and how it helps my business.Exceptional HR software comprises ample reporting tools and dashboards for quick navigation and easy access to key content. Hence, it facilitates more effective decision-making. Automated processes are much more efficient than the usual manual operations. The self-service solutions for the employees make productivity enhancement in your organization.The efficiencies gained through improved personnel management, time-clock management, and scheduling in the business will result in measurable ROI.Transforming jobs from paper systems to software-driven applications immediately helps in reducing risk as the information in the software is centrally located and easily protected. So, I can truly say that HR software is a proven solution for enterprises today and tomorrow. The only consideration should be to choose the right fit solution for your business. If some preliminary research is done, you will notice there are a variety of software options available in the market to choose from. Now, you have to decide whether you want to choose from the comprehensive options, expensive options, or modular options. 

As per Deloitte in Global Human Capital Trends 2017, 73% of business and HR leaders find ‘Digital HR’ an important trend. 

Many businesses have earlier shied away from using HR software, but soon they realized its importance. Today, no one can expect to invest too much time into comprehensive as well as expensive business solutions. Also, exploring, implementing, and training things to thousands of employees is also not an easy and cost-effective task for the companies. Therefore, the HR software solutions evolved. 

Today, a dozen HR software solutions exist in the market to meet varying levels of complexity across multi-level platforms suitable to your mobile device, desktop, or web browser. The only consideration is to choose the right HR software for your business and get the benefits. 

Why I am using HR Software?

If I have to personally answer why I believe in digital HR, then there are several reasons I should say. The one and the important thing is that better HR is always best for everyone. I really admire the concept of transforming the paper-based HR processes to desktop software to cloud-based applications. 

The HR progression using an automated software program has made it easier for my business to manage everyday HR functions and activities. Believe me, HR software does not cost me to trouble my arms and legs. It is not complicated to understand, install, and deploy. It does not even get me away from my priority tasks i.e., serving my customers and running my business. 

Here I am deeply specifying why I trust the HR software immensely and how it helps my business.

  1. Exceptional HR software comprises ample reporting tools and dashboards for quick navigation and easy access to key content. Hence, it facilitates more effective decision-making. 
  2. Automated processes are much more efficient than the usual manual operations. The self-service solutions for the employees make productivity enhancement in your organization.
  3. The efficiencies gained through improved personnel management, time-clock management, and scheduling in the business will result in measurable ROI.
  4. Transforming jobs from paper systems to software-driven applications immediately helps in reducing risk as the information in the software is centrally located and easily protected. 

So, I can truly say that HR software is a proven solution for enterprises today and tomorrow. The only consideration should be to choose the right fit solution for your business. If some preliminary research is done, you will notice there are a variety of software options available in the market to choose from. Now, you have to decide whether you want to choose from the comprehensive options, expensive options, or modular options. 

There are many strategies as such for the development and growth of HR department, Or i would suggest you to look in deep onto Best strategies of HRMS 
There are many strategies as such for the development and growth of HR department, Or i would suggest you to look in deep onto Best strategies of HRMS 

There are many strategies as such for the development and growth of HR department, Or i would suggest you to look in deep onto Best strategies of HRMS 

The success of any business is strongly influenced by its employees. By leveraging the right HR software, the HR team can address various issues of the employees, such as tracking their performance, attendance, achievements, and a lot more.  Let’s have a glance at some of the industry-leading HR software that is available for small and large businesses:  1. HR-One Software  Features:   Recruitment management  Workforce management  Payroll management  Timetable management  Employee Self-service  Performance management  Training management  Reports   Platforms:  Web, Windows, iOS, and Android  Pros:   Cost-effective  User-friendly  Easy to operate  Easy accessibility of reports Simple reporting features Cons:  Real-time chat features not available  2. GreytHR Software  Features:   Managing lifecycle activities  Employee information management  Employee communication  Reminders and alerts  Payroll management  Leave management   Platforms:  Cloud, SaaS, Web  Pros:   Easy to use  A cloud-based solution  Integrated payroll software   Cons:   IP addresses are open  Performance and recruitment modules are not available   3. Spine HR Suite  Features:   Attendance management  Performance management  Recruitment management  Payroll management  Asset management  Employee self-service management  Training management  Workforce management  Performance appraisal  On-boarding  Compensation management   Platforms:  iOS, Android, Windows, Web App  Pros:   A cross-cutting solution for start-ups, SMEs, agencies, and enterprises  Provides multi-user login & role-based access  Easy-to-use self-service portal   Cons:   Not easily compatible with iOS and Android  “Live” feature not applicable   4. Beehive HRMS Software  Features:   Time & attendance management  Employee self-service  Payroll management  Training management  Grievance management  Recruitment management   Platforms:  Web, Windows, iOS, and Android  Pros:   An extensive HR management system software that manages all the data ranging from hiring to resigning  Easy-to-navigate interface  Offers several modules in a single system   Cons:   Does not support Macintosh systems   5. Zoho People  Features:   Decentralized employee data  Employee self-service  Time& attendance management  Performance management  Performance review   Platforms:  Cloud, SaaS, Web, Android, iOS  Pros:   Includes several HR-related resources like pre-configured timesheet and check-in/out services  Provides option to save company compliances and make announcements to employees  Simple design  Easy to access  Cost-effective   Cons:   Mobile app does not include all the features of web At times app is down   Final Words:  If you want to give an organized cutting edge to your business, selecting the best HR software would be the right option for you. All of the software mentioned above enables you to focus more on core business activities while it handles the rest. Moreover, it spares you more time to interact with your employees and help them stay motivated.
The success of any business is strongly influenced by its employees. By leveraging the right HR software, the HR team can address various issues of the employees, such as tracking their performance, attendance, achievements, and a lot more.  Let’s have a glance at some of the industry-leading HR software that is available for small and large businesses:  1. HR-One Software  Features:   Recruitment management  Workforce management  Payroll management  Timetable management  Employee Self-service  Performance management  Training management  Reports   Platforms:  Web, Windows, iOS, and Android  Pros:   Cost-effective  User-friendly  Easy to operate  Easy accessibility of reports Simple reporting features Cons:  Real-time chat features not available  2. GreytHR Software  Features:   Managing lifecycle activities  Employee information management  Employee communication  Reminders and alerts  Payroll management  Leave management   Platforms:  Cloud, SaaS, Web  Pros:   Easy to use  A cloud-based solution  Integrated payroll software   Cons:   IP addresses are open  Performance and recruitment modules are not available   3. Spine HR Suite  Features:   Attendance management  Performance management  Recruitment management  Payroll management  Asset management  Employee self-service management  Training management  Workforce management  Performance appraisal  On-boarding  Compensation management   Platforms:  iOS, Android, Windows, Web App  Pros:   A cross-cutting solution for start-ups, SMEs, agencies, and enterprises  Provides multi-user login & role-based access  Easy-to-use self-service portal   Cons:   Not easily compatible with iOS and Android  “Live” feature not applicable   4. Beehive HRMS Software  Features:   Time & attendance management  Employee self-service  Payroll management  Training management  Grievance management  Recruitment management   Platforms:  Web, Windows, iOS, and Android  Pros:   An extensive HR management system software that manages all the data ranging from hiring to resigning  Easy-to-navigate interface  Offers several modules in a single system   Cons:   Does not support Macintosh systems   5. Zoho People  Features:   Decentralized employee data  Employee self-service  Time& attendance management  Performance management  Performance review   Platforms:  Cloud, SaaS, Web, Android, iOS  Pros:   Includes several HR-related resources like pre-configured timesheet and check-in/out services  Provides option to save company compliances and make announcements to employees  Simple design  Easy to access  Cost-effective   Cons:   Mobile app does not include all the features of web At times app is down   Final Words:  If you want to give an organized cutting edge to your business, selecting the best HR software would be the right option for you. All of the software mentioned above enables you to focus more on core business activities while it handles the rest. Moreover, it spares you more time to interact with your employees and help them stay motivated.

The success of any business is strongly influenced by its employees. By leveraging the right HR software, the HR team can address various issues of the employees, such as tracking their performance, attendance, achievements, and a lot more. 

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Let’s have a glance at some of the industry-leading HR software that is available for small and large businesses: 

1. HR-One Software 

Features:  

  • Recruitment management 
  • Workforce management 
  • Payroll management 
  • Timetable management 
  • Employee Self-service 
  • Performance management 
  • Training management 
  • Reports  
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Platforms: 

Web, Windows, iOS, and Android 

Pros:  

  • Cost-effective 
  • User-friendly 
  • Easy to operate 
  • Easy accessibility of reports
  • Simple reporting features

Cons: 

Real-time chat features not available 

2. GreytHR Software 

Features:  

  • Managing lifecycle activities 
  • Employee information management 
  • Employee communication 
  • Reminders and alerts 
  • Payroll management 
  • Leave management  
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Platforms: 

Cloud, SaaS, Web 

Pros:  

  • Easy to use 
  • A cloud-based solution 
  • Integrated payroll software  

Cons:  

  • IP addresses are open 
  • Performance and recruitment modules are not available  

3. Spine HR Suite 

Features:  

  • Attendance management 
  • Performance management 
  • Recruitment management 
  • Payroll management 
  • Asset management 
  • Employee self-service management 
  • Training management 
  • Workforce management 
  • Performance appraisal 
  • On-boarding 
  • Compensation management  
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Platforms: 

iOS, Android, Windows, Web App 

Pros:  

  • A cross-cutting solution for start-ups, SMEs, agencies, and enterprises 
  • Provides multi-user login & role-based access 
  • Easy-to-use self-service portal  

Cons:  

  • Not easily compatible with iOS and Android 
  • “Live” feature not applicable  

4. Beehive HRMS Software 

Features:  

  • Time & attendance management 
  • Employee self-service 
  • Payroll management 
  • Training management 
  • Grievance management 
  • Recruitment management  
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Platforms: 

Web, Windows, iOS, and Android 

Pros:  

  • An extensive HR management system software that manages all the data ranging from hiring to resigning 
  • Easy-to-navigate interface 
  • Offers several modules in a single system  

Cons:  

  • Does not support Macintosh systems  

5. Zoho People 

Features:  

  • Decentralized employee data 
  • Employee self-service 
  • Time& attendance management 
  • Performance management 
  • Performance review  
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Platforms: 

Cloud, SaaS, Web, Android, iOS 

Pros:  

  • Includes several HR-related resources like pre-configured timesheet and check-in/out services 
  • Provides option to save company compliances and make announcements to employees 
  • Simple design 
  • Easy to access 
  • Cost-effective  

Cons:  

  • Mobile app does not include all the features of web
  • At times app is down  

Final Words: 

If you want to give an organized cutting edge to your business, selecting the best HR software would be the right option for you. All of the software mentioned above enables you to focus more on core business activities while it handles the rest. Moreover, it spares you more time to interact with your employees and help them stay motivated.

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