HR Technology Support Services – Top 5 Trends

by Suhas Chaphalkar

To a layman observer, HR is just about “managing the organization’s Human Resources” while being oblivious to the other various facets involved in any modern HR function. It’s only upon having a closer look at the operational aspects of HR that one realizes the actual impact HR can potentially have in today’s world of business. And technology plays a crucial role in determining how big an impact HR can have.

Although there are a multitude of interesting changes taking place in the HR Technology and Support Services space, I would like to outline here the Top 5 trends that are expected to have a major impact.

  1. Cloud-based offerings

Everything is changing, and quickly, including the types of HR technology in use, the experiences those systems deliver and the underlying software designs making many of the traditional HR systems purchased only a decade ago seem out of date.

We can’t talk about disruptive technology without discussing the massive strides that have taken place in this field. Companies now are showing a strong preference for cloud-based platforms such as SAP SuccessFactors rather than building their own or investing in complex, time-consuming and prohibitively expensive enterprise HR solutions.

  1. Increased adoption of mobile solutions

There is a visibly increased focus on building tools that are not just easy to use but also easy to access. In today’s world of hyper-connectivity and mobile workforce, organizations need to support on-the-move access to its HR Technology and services for its Managers, Employees as well as the HR function to enable seamless, anytime, anywhere solutions.

While investment to date is on track for a slight decline from last year, deal activity in HR tech has grown consistently in the last 5 years and at the current rate is expected to increase more than 15 percent over 2015. This instability is being driven by the increased focus on mobile solutions and the emergence of video, social recruiting and wearable in the workplace.

  1. AI & Analytics


Using AI as an HR function provides additional advantages by automating many of the processes that a Manager does on a daily basis that can be time-consuming and arduous at best. Some of the benefits are reducing human bias, selecting promising candidates from a large number of applicants and reduce administrative work.


HR departments are generating more data than ever before but at the same time, they often struggle to turn their data into valuable insights. New tools and technology are needed because big data is so big, fast-changing and potentially unstructured. With these tools, HR organizations are able to perform analytics and forecasting to make smarter and more accurate decisions, better measure efficiencies and identify management “blind spots” to answer important questions regarding workforce productivity, the impact of training programs on enterprise performance, predictors of workforce attrition, and how to identify potential leaders. The ability to capture and analyze big data has enabled many companies to both increase revenues by better understanding and more accurately targeting customers and cut costs through improved business processes.

  1. Millennial Workforce

There is another category of learning products coming that I call “learning experience platforms.” They focus on delivering a “learning platform” and not just a “learning management platform.” In other words, they are places to go to browse and learn, and not merely to register for courses.

  1. Gig economy

There are two emerging markets that support the new way of working. The first is contingent workforce management systems. The second market is the gig-work networks that match workers to projects. The potential cost savings presented by the global gig economy can be attractive to HR teams as budgets go further. Technology is empowering social change. Our on-demand culture is changing how people want to earn a living. The freedom of being able to choose how, where and for whom you work is a huge benefit for the gig worker.

Understanding this trend helps the HR professional recruit, manage and develop a gig worker. For example, by introducing flexible working policies and investing in technology that supports remote working.The gig economy, it’s here to stay.

In conclusion, making the right software choice is quintessential for any and every HR organization as the use of technology to deliver HR services and how HR leverages technology to manage a firm’s human capital are the deciding factors that distinguish high – performing HR organizations from others.


The Risks of Non-Compliance for your Business

by Shilpa Shingade


Corporate compliance involves adhering/following to a wide range of rules, regulations, laws, and standards which are designed to protect your business, employees, stakeholders and all others involved in the organization. Right from obeying safety guidelines, to following the standards for payment of wages an organization must comply with all the local, state and federal laws at all the times.

In recent years, adhering to the laws and standards, and monitoring the compliance of the business processes has evolved as a major concern for the business owners. Monitoring not only refers to continuously observing possible compliance violations but also includes predicting possible compliance violations in the future. Since the concept of business process compliance is vast, thus approaches related to process monitoring are hard to identify. Monitoring the compliance of business processes with relevant regulations, constraints, and rules during runtime has evolved as a major concern in practice.

The cost of non-compliance and monetary fines have been continuously increasing in the past few years. However, business owners are getting impatient as these consequences would affect the organization in many ways. Increased complexity, enforced business changes, and individuals being held personally accountable are all set to continue because of continuous compliance failures.

HR Compliance Plus

Why Statutory compliance

  • Required by Law-All the registered companies are required by Lato follow the statutory laws and comply with them.
  • Audits-Non-compliance also invites unnecessary inspection and audits, leading to waste of time and money.
  • Financial  Penalties-Non-adherence to statutory Compliance leads to payment of heavy fines and indirect loss to companies.
  • Imprisonment-Non-compliance may lead to fines and imprisonment of the CEO/Directors/Board members
  • Brand Value and Market Reputation– Payment of fines and imprisonment can destroy a company’s brand name
  • The company shut down– In serious non-compliance cases, companies are asked to shut down by the authorities.

Recent examples of the impact of being Non –Compliant  – Referred from QuickBooks Resource Centre

  • The Department of Labour’s Wage and Hour Division (WHD) recently obtained a consent judgment of nearly $1 million to secure the payment of back wages from Manna, a restaurant chain operating in New York. 
  • Businesses that are found to have discriminated against an applicant’s protected class (e.g. religion, national origin, sex, etc.) can expect to pay up to $300,000 in compensatory and punitive damages, depending on the size of the offending company.
  • If you are alerted to an OSHA violation, don’t hesitate to correct it. Allegations of blocking exits and hazardous conditions at a Boston location led to Dollar Tree Stores facing a fine of $177,800.

Newer technology driven solutions have emerged to protect businesses from Non-Compliance

Compliance requirements can be complex, and business owners may not always be fully educated about the latest rules and regulations.

Because of the vast number of government guidelines for compliance, it can be easy for business owners to find themselves in violation, leaving their companies open to penalties and even dissolution. Having a complete and thorough understanding of corporate compliance is crucial to protecting your business in the years to come.

Illustrative benefits of  using technology driven approach:

  • Reduces business risks
  • Helps to expedite global expansion
  • Enhances control and visibility
  • Real-time, cloud based platform
  • Enables proactive alerts, notifications, and escalations to eliminate business risks
  • Interactive global compliance command center -that allows you to change priorities, delegate activities and monitor progress
  • Flexible, customizable
  • Intelligent dashboard, alerts, and analytics.

After all, when it comes to non-compliance issues, ignorance of the law is no defense.

“Being Complaint is not a choice, but a mandate”


Learn how IoHR (Internet of HR) assist revolutionize your business reality

Internet of Things + HR = Internet of HRby Teena Thimothy on 3 Feb ’15

Globally organizations are pondering how best to leverage the new age technology and wisdom to stay ahead & lead the pack. Staying ahead with technology may be a necessity, but what else is important to your business.

Here is a simple question to help you figure the right answer.  What is your business reality like?  Adopting cloud computing as the main computing platform for conducting day-to-day business, or empowering your workforce with mobile advancement and so on.

Here is a fresh proposition that will help incorporate all of the new age technology and still allow you to experience a business reality that you envisioned, by harnessing the internet of things (IoT). By 2020 it is estimated that there will be around 50+ billion connected devices whereas the world population may be around 7 billion.

Internet of things (IoT) encases the entire world, so let me drill down to narrow the focus.  The IoT is evolving to become the central nervous system, but remember the heart of your business org is your “human resource”. So how can IoT couple with your HR?

It helps to understand what Internet of Things is. IoT is the interconnectivity between things; the medium of connectivity is wireless communication technology identifier to connect to the internet and each objects, locations, or living thing has its own unique, thus allowing for the direct transmission and seamless sharing of data.

IoT is especially interesting as it incorporates independent electronic system using mobile, cloud, microprocessor & real time analytics to help translate 

data–>information–> knowledge–> wisdom

Here are few use cases and the impact of IoHR (IoT in HR). It isn’t limited to these few, this is just a start.

Smart training room for Learning

  1. Smart training room that will have smart content, smart delivery, and smart learning infrastructure.
  1. Intelligent chair – that can log attendance of the individual. Talking between chair (pressure), RFID ID to identify individual, integrated attendance system, etc.

Intelligent onboarding

  1. Onboarding of new resource supported by wearable device and self-learning and orientation
  2. Google glasses – with complete onboarding and orientation session
  3. RFID tagged resources for tracking location of the resources required for me to perform my work

Smarter manpower planning

  1. Workforce Administration – Workforce application on-demand.
  2. Dynamic roster planning based on mapped resource competency, productivity, and availability vs. real-time need

Smart work allocation

  1. Smart work allocation process; dynamic work allocation workflow
  2. Varying work allocation based on “current” productivity and efficiency of resources

Smart workplace

  1. Infrastructure Workplace that is designed for maximum productivity and responsive to workforce needs
  2. Turning on contextual display devices
  3. Extra sound absorbing mechanism activation during meeting hours; brighter lighting during break timings

Technology is just the middleman and organizations will need to look beyond the tip of the iceberg to see the multitude of opportunities. Technology can help re-engineer out thinking to accommodate large scale remodelling of our requisites envision a new reality and make it in happen in real time. The famous statement work smarter not just harder is found new meaning with this revolution. Envision a smarter HR; help build a better and stable organization.