World's Leading End-to-End HRMS Software
Spread knowledge, optimize solutions, and help organizations revitalize their HR
HRMS Consulting Services
Workforce Management
Manage your Employee Lifecycle like a breeze Empowering your employees with a simplified journey from Onboarding to Exit Confirmation Separation Workforce Insights
Payroll Management
Simplified Payroll System with 100% Compliance Salaries credited on time, always maximizing employee satisfaction Zero touch Payroll 50+ Integrations Payroll Outsourcing
Performance Management
Create an Aligned and High-Performing Workforce Cultivating an outcome-driven workforce with clear goals from day one Smart Goals & 360-degree feedback 9 Box Matrix for Succession Planning
Recruitment Management
Faster & Better Hiring Made Possible Navigate through the candidate journey until they are hired automagically- all in less than your usu Seamless Candidate Sourcing Editable Letter Templates Recruiter Assignment with Ease
Why HRMS Consulting is Essential for Organizations
USP's of Our Services
Now featuring a built in Voice-Powered Employee AI Agent Your Everyday Task Companion.
We partner with best-in-class tools to make your systems, workflows, and people move in sync
HR Consulting
The PPL Model (People - Process - Leadership Model) is a holistic Intervention Project which focuses on: Building Suitable HR Strategies for the company in tune with organization requirements. Establishing effective processes and system that substantially improve people performance. Enhancing People Capabilities through training & Development. Assess and Develop Leaders at various levels to sustain and grow the organization.
HR Technology
The inevitable change which is the need of the hour is ‘Technology in People Management’ Recruitment Innovation in digital platform : New performance management models, New learning methods, new ways of talent management Recruitment Technology Solutions – Powered by Recruitment Technology Solutions – to enhance productivity in ‘Remote Working’
HR Services in Specialized Areas
Organizations that require solution in a particular area in HR, can utilize our expertise to fulfill their specific HR needs. We address various aspects of the HR Function and offer our services at various levels including: Strategic HR Developmental HR Maintenance HR
HR-IN-A-BOX
HR-IN-A-BOX is Building HR's array of Recruitment Solutions designed to institutionalize structured HR practices within growing enterprises. Many of these solutions involve integrated services including both Consulting and technology such that they become holistic sustainable models for the clients. HR-IN-A-BOX especially caters to SME's and FMB's who may be desiring structured and progressive HR Systems for their growth. Our Recruitment's 'USP' is that they are a One-Stop Shop solution for HR - whether the clients need the entire HRMS solution or any sub-system of HR, be it LMS (Learning Management System) or PMS or HCM or any other HR requirement.
Our Happy Clients !
F.A.Q.
Supporting Subheading
KRA is the abbreviation used for the Key Responsibility Area or Key Result Area. The meaning of KRA sums up a comprehensive description of the roles and responsibilities of employees at their workplace. They are both qualitative and quantitative and outline the scope of the job in achieving organizational goals.
KRAs summarize the optimum outcomes and results expected out of work dedicated to employees, departments, and complete organization. They offer a sense of direction to employees and help in understanding their roles clearly.
KRAs focus on how to accomplish
- Economic growth
- Overall efficiency and productivity
- Customer satisfaction and retention
- Employee Engagement
- Brand recognition and recall value
- Edge against competitors
Job title refers to the specific designation of an employee’s position in an organisation.
It is a standardised label that sums up the nature of the job, roles and responsibilities, and sometimes the department of work. The meaning of a job title defines the professional identity of an individual.
Competency in employees is vital for every workforce to flourish well. Highly competent people make the workplace energetic, lively and driven. Such environments help in higher ROI and attract talent from outside. Competency helps in making a work culture and is the soul source behind a man’s success. Competency also helps in shaping the work culture and is the prominent reason behind a man’s success.
Notice Period Definition
The notice period, in simpler words, is the period between the date of resignation and the last working day of an employee. Notice period varies from company to company.
When employees decide to leave, HR managers are responsible to make sure they have a smooth exit experience.
Do you know that there are different types of notice periods as well? If not, you are yet to get a clear understanding of this common concept.
Let’s dive in and explore everything about the employee notice period together!
Full and Final Settlement Definition
Full and Final Settlement is a process used to calculate the dues owed to an employee who leaves, resigns, or is terminated by the company. This settlement encompasses various allowances and benefits but does not include the employee’s regular salary.
Methodology for Full and Final Settlement
Accurate and maintained documentation is crucial during FnF settlements. Here’s a list of documents that both employers and employees should be aware of:
Resignation Letter: The departing employees formal resignation letter serves as the step in the process.
Offer Letter and Employment Agreement: These documents help verify employment terms, job roles and details related to compensation.
Records: Keeping track of participation and leave records is crucial for calculating leave encashment.
Pay slips: Pay slips provide a breakdown of compensation components ensuring calculations.
Documents such as Form 16 are important for tax-related calculations.
Repayment Documentation: Keeping track of repayment claims and receipts is important for finalizing repayments.