Nimble Infosys

[nimble-infosys]

The Most Frequently Asked Questions About a Human Resource Software

Planning for a HRIS system is tough, especially when you have so much questions on your management meeting table and wonder which is the best HR software in town. Investing in a technology can be tough deal, but as it is your one-time investment, it can surely get you good returns (Unless of course you choose the right one!!). Here are 19 questions answered relating to HR and Payroll System that you can look forward to. (A FREE GIFT IS WAITING, READ THROUGH) ;)

1. What is its advantage in terms of financial and Human Resources?

--  As we know procuring a HR system is your capital investment decisions and we are aware that it’s return are your concerns. Using our system can give you manual manpower cost reduction that will:

i. Have your human resources spend much time on other productive decision making and human capital investment

ii. Give you reduced manual costing that will reduce your administrative and other operating expenses to increase the profit in the long run. So, it is a one-time financial investment for you.

2. How will it help to reduce my human working works?

-- Imagine yourself inside the pile of documents if you have to search a missing file, the maintenance of appraisal document of many staffs at once, the complexities and time taken to manage the grades and payroll during the payroll period of the month, it takes you hours to just process the data. Our system will do it in few clicks, that way it reduces your human working works.

3. How much monetary reduction will us be benefited?

-- If you are incorporating just attendance and leave system, manually if you are using two extra manpower to monitor the attendance and to make record of it by paying Rs. 15,000 each (just an example), you will be saving Rs. 30,000 just by the installation of a single module as your HR Admin can pull the attendance record in a click.

Now, take into account how many HR personnel you are to run all the functions in your department? Reduce it to just 2/3 HR and Admin Users as other employees will be having their own self service for themselves. The cost savings and monetary reduction are right there calculated on your hands.

4. What is the accuracy?

-- Pressing 1+1 in a calculator gives you 2, ALWAYS. It’s that simple with a software too.

5. What is the efficiency?

--It all depends upon the data. If you are providing proper data of your organization, you ALWAYS get quality output. However, minor bugs and lags are seen in brilliant and brilliant of software internationally too.

6. How good is the control over manpower?

-- Technology and software are designed to follow our command. They understand what is wrong what we set on it. If you would want to control over the manpower, you can set the rules like no back dated attendance request, only 15 minutes of grace time for attendance or no grace time at all, etc. Also, you can giver modules and user access selectively to each and every individual on each and every module so that yes!! If you want, you can have a really good control over the manpower.

7. How much time is saved or how much time is consumed?

-- To be extremely honest with you, the initial data preparation, migration, modules implementation and training is the only phase where you time is consumed. Once everything is set and manpower are trained, all you can observe is swift and easy processes with so much time saved.

8. How is the cost controlled?

-- As mentioned earlier, your manual cost on each and every HR functions are controlled by using our software. So, basically your manpower cost as well as the cost of manual process are controlled narrowing down your operating expenses.

9. What are the reports generated by cit, epf, cit, ssf and in other regards?

-- We have the best ever payroll system you can get in Nepal. Our system supports and generates all type of TDS, SSF, CIT, PF , etc. reports with full on government rule compliance on payroll and grade calculation. The reports are customizable as per your needs. We also have direct export to SSF function that will generate you the format for the SSF posting.

10. Can it be linked with banking?

-- Yes, we can integrate with CBS or other banking software if they are open to call API with us.

11. will it auto generate the pay slip?

-- Definitely YES!! The pay slip can also be mailed or displayed in the self-service portal of each individual employees.

12. Will it prepare the ledger?

-- The system doesn’t automatically prepare ledgers or trial balances and we don’t have inbuilt accounting software but it can generate any type of reports that you would want to post on your third-party accounting software and can be API enabled to integrate with accounting software as well.

13 How will it handle advances and bonuses?

-- The employees can ask for advance from their own self-service portal and after the supervisors approve of it, it can be forwarded to payroll admin part for the reconciliation after advance has been paid to employees. The bonuses can either be provided bluntly during payroll calculation or if you have especial taxation policy on bonus, you may set the formula and your payroll slip adjusts accordingly.

14. How much time will it consumes in daily, weekly and monthly?

-- It depends upon the MODULES!! Well, it doesn’t take much time working in a software. We can say if managed properly, the amount of time you have been consuming on the manual process is cut off by 45-50% while operating on a system.

15. How it handles the shift workers and absenteeism?

-- We have the option of creating Shift and Duty Rooster as per your shift policy and manage the employees who are allocated to special shifts. For example, if the shift of an employee starts at 9:30 and he/she punches in at 9:00, it shows that the shift has not yet begun, similarly shows lateby , early by or absent on the attendance reports of every individual.

Moreover, the admin or the supervisor can login to their dashboard to see the total absenteeism for the day or specific period, thanks to the dynamic dashboard and widget creation with customizable analytical report generation tools.

16. Can it generate report of an individual in yearly basis in terms of financial and displininary like absenteeism, punctuality.

-- Yes!! IT does. Once again, thanks to the dynamic dashboard and widget creation with customizable analytical report generation tools. We have a report builder, which can create special customized reports as per your requirements either in excel file or charts, pie chart, diagrams and all.

17. Why do we need to choose Nimble over other software?

-- This can be answered well if you let us a chance to show why rather than to say why but for the respect of your question, these are the following reasons why:

The most dynamic and customizable software in Nepal, Over 11 years of experience in HR software Over 300 plus clients from 10 plus industry segments, A dedicated team of 50 plus employees and splendid implementation and support system. Up to date with Government policies and auto updates on the payroll system.

18. What additional benefits does nimble provide over other service providers?

-- We are always exploring the ways we can help our partners be the best and leading company for HRMS solution through the push of the technological wings,

--we provide Sunday to Friday support with ticket system that will help you and your queries addressed along with on demand premium support service for a premium price,

--we not only implement our system but collectively and participatory work as a consultant for your special requirements on the policies as well and the ways you can grow your overall business.

-- we don’t take you as our client but as our partner to transform your organization digitally.

Congratulations!! You have made it till the last. Kindly use the code SABLOG1 to get one month of free service on your first purchase with us as an appreciation from my side. To redeem the gift, you may also connect through my email directly. Got additional questions?? Feel free to talk to us.

[nimble-infosys]

IS-A Boon for Businesses

To remain competitive in the Growing business world, businesses must stay on top of technological advances. The use of information systems in business gives managers the information they need to work efficiently and effectively.

What do you mean by Information system?

Information systems are a combination of multiple resources, including hardware, software, connections to computer systems, and end users. These resources facilitate the processing and dissemination of information. Information systems collect, store and process data for end users in various projects.

An important aspect of this technology is personalization. Depending on the capabilities of the software, users can customize the information according to their needs. For example, an HR manager through a Human Resource Software can generate reports that identify his employee's activities or obtain real-time data to identify work environment grievances and determine if counselling is needed.

Why are Information Systems important to business?

Information systems help a company's decision-makers make informed decisions for the business. Information technology enables prepared data on all areas of the business as it offers current data, general information and trend analysis. You will be able to use this information about the business environment and finances to advance long and short term business execution.

Efficient functioning:

In order to achieve higher profitability for your business, it is essential to continuously improve the efficiency of business operations. This is possible by always keeping the right amount of inventory so that you can always give your consumers what they want.

New products, services, and business models:

For companies to manufacture new products and services, information systems play a crucial role. IS systems also help create new business models, and these can describe how a company produces, designs and sells its products.

Behavioral Changes:

The information system can also help better communication between employers and employees. It works best because it systematically stores information including documents and files in folders that are easily accessible and shared by employees.

In this way, he oversees the flow of information between management and lower level employees.

Better decision making:

Information systems help managers make informed decisions using real-time data. Continuous informed decision-making improves decision-making power and avoids wasting time searching for information.

How Information Systems are Transforming Business in this Competitive Era?

Changing technology and innovative new business models have transformed social life and business practices. Smartphones, social media, texts, emails and webinars have all become essential business tools, because that's where your customers, suppliers and colleagues are found.

Businesses use information technology to detect and respond to rapidly changing customer demand, reduce inventory to the lowest possible levels, and achieve higher levels of operational efficiency. Supply chains have become faster, with businesses of all sizes relying on just-in-time inventory to reduce overhead costs and get to market faster.

As print newspaper readership continues to decline, more than 600 million people read a newspaper online and millions more read other news sites globally. About 1 billion people watch a video online every day, 66 million read a blog and 25 million blog posts, creating an explosion of new writers and new forms of customer feedback that weren't there five years ago. The social networking site Facebook attracted over 1.8 billion unique visitors monthly in 2020 worldwide. Businesses are starting to use social networking tools to connect their employees, customers, and managers around the world. Many fortune 500 companies now have Facebook pages, Twitter accounts, and Tumblr sites. E-commerce and internet advertising continue to grow. Google's online advertising revenue topped $ 147 billion in 2020, and internet advertising continues to grow more than 15% annually, reaching over $ 378 billion in Spending in 2020.

Strategic Business Objectives of Information Systems

Entire sectors of the economy are almost inconceivable without substantial investments in information systems. E-commerce companies like Amazon, eBay, and Google simply wouldn't exist. Today's service industries - finance, insurance and real estate, as well as personal services such as travel, medicine and education - could not function without information systems. Likewise, retail companies like Walmart and manufacturing companies like General Electric need information systems to survive and thrive. Just as offices, telephones, filing cabinets, and large efficient buildings with elevators were once the foundation of business in the 20th century, information technology is a foundation for businesses in the 21st century.

There is a growing interdependence between a company's ability to use information technology and its ability to execute business strategies and achieve business goals. What companies would like to do in five years often depends on what their systems will be able to do. Increasing market share, becoming the high-quality or low-cost producer, developing new products and increasing employee productivity are increasingly dependent on the types and quality of systems. Information from the organization. The more you understand this relationship, the more valuable you will be as a manager.

Conclusion:

From the above information, you should get an idea of the importance of information systems for business. Therefore, there is a need for technical skills and employees who can function and are able to manage information-based tools.

Article source is here

[nimble-infosys]

HR Software for Startups!! Yay or Nay ?

Human Resource Management for Startups

What is Human Resource Management? How does it help a company to lead productive employees while maintaining a positive workplace culture? Here are the most important things you need to know.

Recruitment, job orientation, performance assessment, learning & development, do these terms mean anything to you? Perhaps you already have an idea of what they are; especially if you own a company or are working in a company. Yes, these are just some of the features of Human Resource Management.

You could be a startup founder who wants to better understand the activities in a human resources department. Or maybe you are thinking about pursuing a career in human resources, either way you would stop and think about owning a HR software.

What is Human Resource?

In short, the term “personnel” refers to an individual or group of individuals who work for or devote their time and skills to a company. It includes all persons who make up the workforce of an organization.

In NIMBLE INFOSYS, our human resources include software developers, graphic designers, project managers, development, utilities, HR generalists, and administrative staff. All of these people work (in one role or another) for Nimble Infosys.

It may seem a little unpleasant to refer to people as human resources. However, this is the collective commercial term for any one working for a company.

What is Human Resource Management?

Human Resources Management (HRM) describes a function that deals with the recruitment, integration and management of the company’s employees. They are known simply as human resources.

Essentially, the Human Resources department creates and implements policies that affect the relationship between the organization and its employees. HR departments may differ in the structure, size and objectives of the company.

The HR department works through professionals who perform HR-related tasks. In small businesses, it is quite common for an HR generalist to support all HR activities. In comparison, large companies can hire employees in specific roles that deal with

5 areas Of HR Management

When we talk about HR Management there are particularly 5 areas that are considered as pillars of HR Management, and they are:

RECRUITMENT Do you remember the first interview and the tests you took before you were hired? Well, that’s part of the HR recruitment process. Recruiting and selecting potential candidates is an important task for the HR department. Employees are the company’s most valuable asset. Therefore, finding the best talent is critical to a company’s success.

Recruitment of candidates begins when a new position is opened. First, the manager or manager discusses these needs with the business owner to see if they have the budget for a new hire. Once the manager has given the green light, the manager sends a request to HR with a job description for the role. Finally, HR begins the process

Talent Search Screening Shortlisting Interviews Test Evaluation Reference check Job Offers New Employee Onboarding PERFORMANCE MANAGEMENT Once an employee starts work on the first day, performance management takes effect. It is an HR foundation that includes monitoring and managing employee performance in their respective roles.

Employees generally have a list of responsibilities. In addition, performance management provides a system that employees can use to receive feedback on their performance and suggestions for improvement.

It includes tasks such as personal performance assessments, peer, team and customer assessments. The result is the basis for classifying the highest and lowest performing employees.

LEARNING AND DEVELOPMENT Through learning and development (L&D), employees have the opportunity to learn new skills, improve their job performance and advance in their careers. More importantly, the provision of continuing training opportunities demonstrates a company’s commitment to the development of its staff.

Employee learning and development, along with a strong policy, can help an organization achieve its long-term goals. Most companies provide a budget for learning and development, which is then allocated to trainers, managers and employees seeking training or learning opportunities.

HUMAN RESOURCE INFORMATION SYSTEM The Human Resources Information System (HRIS) is not an HR activity per se, but it is a tool that supports all other areas of HR. Previously, human resources management used separate technologies for each function.

For example, a recruitment specialist may need a candidate tracking system to track all candidates and synchronize the recruitment and selection process. In the area of learning and development, a company can invest in a knowledge base system where teams download learning content and distribute it internally. In the meantime, the Compensation & Benefits team is using a digital pay system to manage its payroll to process its payroll related tasks.

However, all of these tools can be grouped into one platform, HRIS. It’s an all-in-one database. It can store candidate information and employee demographics, track work hours, calculate salaries and deductions, etc. It is designed to centralize all HR information. This makes it easy to get employee data without opening multiple sheets or web pages

HR DATA ANALYTICS Over the years, HR management has brought important data-driven innovations. Essentially, the HRIS is a data capture tool; the organization then uses the data collected in the HRIS to make informed decisions.

HR metrics and HR KPIs are two of the methods used to monitor and measure data. They provide information on how an organization behaves on a particular metric. In addition, this type of report depends on past and current trends found in the data. Human resources management also uses them to make forecasts for the future, such as B. turnover rate, labour requirements, etc.

BRIDGING THE GAP BETWEEN PEOPLE AND BUSINESSES

In summary, it can be said that the growth and sustainability of a company depend on how well it successfully equips its people management. Whether you’re a young startup or a large company, it’s important to understand the value human resource management brings to long-term success.

This introduction is designed to give you a basic idea of the essential role that human resource management plays in people management so that you can ultimately improve the performance of your business.

To achieve this goal, you simply cannot do it yourself. You need a trusted outsourcing partner who can find you the right people at a reasonable price. At NIMBLE INFOSYS, we help founders find and work with expert software developers without the exorbitant costs of setting up their own HR department.

[nimble-infosys]

HR & HRMS: Today’s MUST HAVES

Love it or hate it, but Human Resources (HR) is the Keystone of any organization. The HR department is responsible for employee recruitment, training, employee retention, payroll, etc. In short, human resources management is not an easy task and must be carried out with the utmost care and awareness.

Fortunately, there are now human resource management systems or HRIS solutions that manage a number of important HR functions such as payroll, performance assessments, time and attendance tracking, taxes, benefits, etc. Simply put, a good HR and payroll cloud-based software reduces much of the burden of HR service.

A link between the HRIS solution and human resources is a secure gateway to an efficient and productive HR service. Following are the reasons:

PAYROLL (SSF Compliance??) Whether it’s a tax policy update or a change in employee pay packages. It is certainly a tedious task for HR staff to keep abreast of the same by using an inherited tool such as a spreadsheet or other manual means. With the talks of SSF and its compliance on a payroll system currently in Nepal, it gets somehow hectic to manage every aspects of legal compliance manually (Stay Tuned for our blog on SSF).

If, on the other hand, you equip your HR department with a cloud-based HRIS solution, it is able to keep abreast of all regulatory and legal developments, which allows payroll accounting and tax compliance to be error-free. Keep in mind that an automated HRIS solution eliminates human error and eliminates inconsistencies and redundancies in payroll. More importantly, fast pay processing means happy employees, and a happy workforce translates into a productive work environment.

TRANSPARENCY With HRMS software, HR managers can record, manage and extract all employee data in a central, standardized location. All important employee data you need is stored in a central location and is accessible at the touch of a button. This creates a high degree of transparency and ensures that the information is always up to date

PAPERLESS The automation features of a cloud-based HRIS solution make the entire data and document management process for paperless employees. Dematerialization means that you will significantly reduce your environmental footprint and benefit from an effective HR team. FANTASTIC! Eliminating paperwork means that you save more time and effort than you can devote to other innovative tasks.

COMPLIANCE There comes a time when a company is exposed to compliance issues, audits or litigation. In the face of such unforeseen events, scattered data is of no use to save a business. However, a robust HRIS solution would certainly pave the way for periods when it keeps your HR department abreast of all legal and regulatory requirements by providing a central hub.

MORE AREAS OF FOCUS With a powerful cloud-based HRIS solution, your HR department can focus more on other strategic and central issues such as employee/company growth and development, training, leadership, Engagement, etc. Without this solution, HR would focus on pay management, time/attendance tracking, timecard management, etc.

NEVER GO WRONG WITH EMPLOYEE RECOGNITION Almost all HRIS solutions available today have a performance management module that helps automate employee performance, allowing managers to perform a fair performance assessment. Say goodbye to favoritism and the conflicts that come with it. Yes, the performance assessment software regularly tracks employee performance and provides accurate reports.

QUICK TAKEAWAY Without a doubt, employees are the most valuable asset of any company. If HR is able to take care of your employees with a robust HRIS solution that supports all HR functions, from hiring to retirement, it will help your business become more accountable and retain employees.

Can't wait to share with you a complete blog on the Social Security Fund itself and its compliance and compatibility with our Nimble OfficeHRM.

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Social Security Fund; A Virtue or a Vice?

With the current rise in the controversy of Social Security Fund, a fund getting mandated by the government to all the private organizations as well which is collected through the employees and employer totaling 31% (11% by employee and 20% by employer) of the basic salary. The covered modules by this contribution are many including the insurance of accidents, medical claims, death, retirement policies, withdrawal of pension amount as a whole, etc. You may click here for more details on the benefits. A lot of institutions and employees, especially Bankers and Insurance Companies have protested against SSF provision. So what actually is Social Security Fund?

SSF fund is seen very widely in USA. US government has been providing the Social Security for the financial protection of their nation’s people for over 80 years. With retirement, disability, and survivor’s benefits, Social Security is one of the most successful anti-poverty programs in US’s history. But how relevant is it in the country like ours?

According to International Labor Organization (ILO), they highly recommend the social security in the Nepali floor especially for the labor workers who have the minimum wage rate. They are not on any CIT, Provident Fund or do not claim for any insurance. For any accidents and other incidents, even the organization that they work for do not bear any losses. In such situation, the government acts as an insurance shield for them.

Even in many other private organizations, the SSF has already been implemented for the employees. The PF and Gratuity are already included in the SSF. The lump sump percentage of 31 is deducted altogether. Here, the benefit to Insurance companies was when there was only CIT, PF and gratuity, and no insurance coverage like that of SSf, but now the SSf have seem to cover the insurance part as well.

No matter the controversies, SSF is still mandatory and to be honest is quite beneficial as well. So here are little whats and hows for the Social Security Fund in Nepal:

How can one participate in SSF? By visiting the website of SSF at www.ssf.gov.np one can register by clicking SOSYS online Registration after which a unique SSF number, username and password can be obtained. After this all the necessary details of employer and employee can be updated and uploaded online.

What benefits in SSF? Medical checkups and maternity security plan, Accidental and physically impaired Security plan, Dependent family security plan and old age security plan.

What if I resign? The social security number of such employee shall remain the same. Regular contribution shall have to be made even from a different entity.

If I start my own business? Self-employed persons can also be a part of SSF by depositing regular contribution. In case if someone quits an existing job and starts own business, such person can continue to contribute in SSF.

What is the Income Tax Impact? Income Tax of first slap is not necessary. 1% social security tax is not required to be paid after contributing in the SSF.

But payroll is already frustrating to prepare, NOW SSF LAWS?? Yes, we have all heard it. Payroll preparation has never been easy; well at least while you are doing things manually. The new SSF rule has left HR professionals and accountants scratch their heads. We bet somehow you wish if there was a software that would make payroll handy and run the laws, policies and taxations automatically as soon as the government policies are updated.

At Nimble, we know exactly what you have wished for. Our payroll system is not only dynamic to your requirements but SSF friendly and compliable. We can also export the employees directly to the SSF portal without you having to export the details into SSF website manually. On top of it, the payroll is as easy as a three quick clicks.  

Summing it up, Social Security Fund is not that bad while you take it on the positive note and now the payroll preparation is also not that frustrating either. You just need the perfect tool to cater to your needs. Want to know more on SSF functioning and our payroll system?? Click here. Make sure to mention the code SSFSHAM to claim your free gift after coping up with me till the end of the blog. Stay tuned for more blogs.

Quick Links:

http://www.pioneerlaw.com/news/social-security-system-in-nepal

SSF TAXATION  (to all those curious payroll makers, you may go through the slides)

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[nimble-infosys]

Outsourcing Vs. In-House Development: How to place a strategic investment decision?

Software and technology are the new normal. Today, in order to have a competitive advantage, one must be able to integrate the technology and stay a step forward. Again, I am not forcing on the say that being successful means IT driven operations but being competitively ahead is what needs IT and software. We have all heard of Mumbai Dabbawallas and at the same time the biggest giants like Amazon.

These are the two opposite sides. The former used the most traditional approach to the business where loyalty, dedication and simplicity is the core whereas the later one has run the world with having rarely any direct competitors. Amazon believes in automating any possible human manual processes so that the lead time and delivery are as quick as possible to sustain the changing consumer demands and requirements.

This brings us to the strategic decision making. How can you as your organizational CEO and a Leader, hear the cries of your employees along with catering the demands of thousands and millions of to be clients which you could reach through technology? This is where a best capital investment decision is to be made. The two options: Outsourcing or In-House Development?

OUTSOURCING Basically, outsourcing means that you have no burden on your head, you can blame the company for not giving you the progress you deserved despite of your company’s efforts on the process. You hire or agree to a third-party software providers, license or SaaS, even negotiate a few, and voila!! You are IT friendly.

IN-HOUSING But in-house development is so much more to that. (The benefits first please!!) So, the first benefit is that you get exactly what is tailormade just for you. No compromises. Second is that it remains your own creation and your own copy-right in the differentiation. However, it is a long lengthy process if you are not an IT friendly company and have no developers on board.

It’s challenging to find talented developers, system analysts, Quality Assurance and Control personnel more especially if you are limited in time as well as money. This is the exact reason why companies decide to outsource software development for reduction of the administrative expenses like rent, equipment, software licenses, taxes and lower the cost of product development project itself.

When do you know that you must develop a software in-house? As troublesome as it sounds, it is best to develop a software in-house if, -You have in-house software developers -Your requirements are unique and 100% customizable -Your requirements are not matched with software out there in the market by 75-80% - The software provider is not customizable i.e., you must set your policy as per their software

But, when do you outsource a software? Software outsourcing is a really easy and most convenient way of having things run smoothly. However, you must be careful on which software to choose as wrong software can make your business, opportunity cost, time and effort all go in vain. Feel non-hesitant to go outsource if, -You know the software providers has been established for long time -They have a very solid foundation and team of competent manpower -They have clients from all the sectors or market segment -They are customizable for your minor and even major customizations at most cases -Their solutions match 75-80% of your needs -They have a very good support and implementation service -They have higher respect for customer’s requirement and fulfillment -They consult and suggest you on what is the market trend and give you opinions on what should be done better -They are upgrading and consistently improving the User Experience

So, what do you think? Does your company require an out-sourced service or should you run an in-house software development project? Are you still here??? Let me tell you a secret!! At Nimble Infosys, we have marked all those checklists and are the best-selling software in Nepal. Make sure you keep in touch with us at [email protected], or feel free to contact me on any of your “AUTOMATION REQUIREMENTS”. See you next time.

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HIRING A PERFECT CANDIDATE

                                      |The NimbleI Scribbles|                                                  Presents,               BLOG SESSION 1:  HIRING A PERFECT CANDIDATE

Going through a pile of documents is like struggling through a mountain and getting short of air in altitude. I am specifically talking about “RECRUITMENT”. Yes, like many other traditional business practices, the traditional job interview has practically reached the level of an oral frustrating tradition, a gene-like culture passed down from hiring manager to hiring manager. But we are today talking about rapidly growing technological advancement and why is it that we are still approaching the old traditional way??

In this first ever Session of our very own “The NimbleI Scribbles” (Cool, isn’t it?), we will be talking about HIRING A PERFECT CANDIDATE aka The RECRUITMENT Process.

TRADITIONAL MANUAL APPROACH

Now, as I have mentioned earlier, traditional approach is piles and papers. Yes, it looks boring, it is!! And more to it, it is even frustrating to see through the pile of documents for the best candidate. Sometimes, the Hiring Team are like person with superpowers to scan through a pile of documents to file the perfect evidence like in any detective series (Real life is not that smart!? But wait, or is it??). Moving on, the traditional approaches include newspapers, adverts, and paper CVs which are slowly getting replaced by thinking beyond what is already there and what should be done to reach to the optimum.

OPTIMIZED RECRUITMENT PROCESS

There is a recruitment process, the traditional recruitment, the not-so-traditional recruitment and then the master of all as the name suggests “THE OPTIMIZED RECRUITMENT PROCESS” (Ok think it as if I am exaggerating instead of saying “use a recruitment software!!!”). But let’s be honest, a best recruitment software in the market will not only make your process seem less but also break the chain from the traditional handing over of the manual process from hiring manager. What are the benefits one can have over such optimized recruitment process? The major benefits include convenience, error-free, success rate, low cost, parallel processing, money factor, reach, personal relations, etc.

WHAT’s THE CATCH?

The catch here is using the best software for “Hiring the best Candidate”. Why? Because we know a sleepy, frustrated mind will give you nothing but failed hires (if not you might have the worst nightmare of selected hire to drop the offer; I know this is scary, trust me been there).  More to it, if switching Nimble’s Recruitment System, you will get grab of the following benefits (Let’s Steal the Show): 1.    Linked Directly with your Career Page via Public IP 2.    Admin and Candidate Login 3.    The most interactive and intuitive creation of filters in the HIRING STAGES 4.    Integrable and Dynamic System (yes, we can take changes positively) 5.    Draft, Post or Schedule a Job Opening for future 6.     Check the CV Style profile of all your candidates as well as job-wise applicants 7.    Let your system select the best one for the job for you (Well, this… soon in the future 😊)

The catch here: Relax, Sit Back and Focus on hiring the best one rather than indulging yourselves in the pile of documents. Come talk to us for the free demo trial. Happy Holidays!!! See you at another session of The NimbleI Scribbles. Stay Tuned.

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[nimble-infosys]

ONBOARDING; The Welcoming of your Newbies.

                                |The NimbleI Scribbles 

                                        Presents,

  BLOG SESSION 2:  ONBOARDING YOUR PERFECT CANDIDATE

On our last blog session, we talked regarding the RECRUITMENT of the employees and if you have not yet read the blog, you may click here.

So, when it comes to new hires, it isn’t all just handshakes and health insurance forms. It is more than hiring a new person and job training the employee. Let’s make it sound more meaningful, Onboarding is an art as each employee brings with them a potential to achieve and succeed (makes more sense, right??)

It can be pretty tempting to pull together some docs and call it a day, but there’s more coordination that needs to happen to welcome new employees and empower them to succeed. By now, many questions may have popped up in your head such as “How do you welcome a new employee?” “What is a new employee checklist?” “What are the phases of onboarding?” (Hmm…. sounds tough but wait what if I told you I got an answer for all these questions?)

Basically, new hires are decided in the first three to six months whether to stay with your organization or not and that effective onboarding has a big influence on your decision. The new employee checklist has all the documents and procedures that you need to run for an employee onboard. Equally tempting are the phases of the onboarding. These phases include from pre-on boarding, welcoming new hires, role-specific training and orientation, and easing the transition to their new role.  

So, keeping all these major points in concerns, we are planning to implement an onboarding software which would help you focus less on formalities and more on creating better first days. Furthermore, onboarding could help in: •    Keeping easy track of your new hire’s performance •    Identify improvements •    Automated Task Management •    Onboarding Checklists •    Employee Engagement •    Survey Forms and more.

What do you wish for your onboarding system to look like? Feel free to drop us your thoughts here. We want to help ensure you keep great people on board with great onboarding through an organized and efficient process, which makes you and your organization look great to new employees (and that means it’s more likely they’ll become the most permanent ones) Get your new hires to stay excited and engaged from day one? Start by personalizing the onboarding experience to the individual and their upcoming role in your organization.

For more exciting Blogs session, stay tuned. Email us at [email protected], for any suggestions, queries or topics you would want us to cover. See you next time.

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Benefits of ERP system

Benefits of ERP system

ERP is an acronym that stands for enterprise resource planning (ERP). It's a business process management software that manages and integrates a company's financials, supply chain, operations, commerce, reporting, manufacturing, and human resource activities. ERP are systems that support end-to-end processes and are critical to the efficient and successful execution and management of business activities.

Given the considerable impact that ERP systems have on operational efficiency (and, ultimately, profitability), businesses have spent large sums of money and effort over the past 40 years planning, implementing, and continuously improving enterprise ERP systems. Many studies have shown that investments in information technology (IT), particularly enterprise systems, have resulted in significant increases in •    Profitability, •    Productivity, and •    Competitiveness of corporations

It removes the barriers to sharing information between functional areas and managing processes holistically. The key driver for this productivity and efficiency is the ability of modern ERP systems to effectively manage a business process from beginning to end in an integrated, consistent, and highly efficient manner.

According to several experts and surveys, the primary motivation for firms to invest in ERP software solutions is the overarching benefit of integrating disparate business processes to simplify operations and enable speedier decision-making. Studies recently pointed out four key drivers, irrespective of company size: 1.    Corporate growth 2.    Improved customer service 3.    Efficient distribution system 4.    Reduced operational expenses

Corporate growth is the most compelling driver among all key drivers. According to the findings of the study, CEOs and other top management personnel have recognized that if the organization is to survive and grow, the ERP system is an effective tool that can provide better and faster information while also cutting costs to increase efficiency. However, SMEs' perspective on ERP systems is that SMEs are beginning to see significant improvements in financial processes and management, allowing for more effective operations management and resource management. The ERP system benefits can be classified into five benefit categories: I.    Operational Benefits II.    Managerial Benefits III.    Strategic Benefits IV.    IT infrastructure Benefits V.    Organizational Benefits

These ERP's benefits includes effective and correct information flow, an integrated information system, the real-time information is in use of the whole organization when it is entered into the system, financial management, transparency, and correctness.  

While we talk about ERP, an ERP Level system, completely dynamic and integrable as a single software is also what we must aim for. Here at Nimble, we have,

1.    Human Resource Management System (Nimble ERP) 2.    Fixed Asset and Inventory Management Software 3.    Task Management and Work from Home 4.    DMS (Document Management System) and Process Flow 5.    Banking Loan Automation System 6.    Contract Management System

Aiming forward to an integrated ERP system, We as Nimbalians, working for more than 10 years on ERP systems in Nepal. We also found the following challenges in implementing international ERP systems, 1.    Questioing the flexibility of ERP system 2.    Complication in understanding the integration of ERP systems. 3.    Customization Issues 4.    Very few ERP experts 5.    Hard to get correct and relevant information- few information available regarding ERP 6.    Expensive for Small companies

Therefore, switch into national ERP level systems like us and secure your investments on change and technology.

For more info on what we do, REQUEST A DEMO.

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Making Attendance and Leave Paperless

                           |The NimbleI Scribbles|                                    Presents,        BLOG SESSION 3:  Attendance and Leave Management

Imagine.. it’s the end of the month and your entire HR department is flooded by piles of employee attendance and leave sheets. In this era of automation, you are digging inside the flooded paper manually for salary calculation. (That might be the worst nightmare to you as a HR professional..!!!)

So, in this blog session we will talk about how you can effectively manage the attendance and leave of your employee.

Attendance and Leave are the two vital factors which is linked either directly or indirectly during the salary calculation. If not tracked properly, it would create a big trauma between the HR, employee and the supervisor. I bet nobody wants to get that headache, right? Traditional time management methods such as spreadsheets and the manual entry of timesheets will lead to payroll errors and a reduction in employee morale. It also requires a significant amount of managerial time. (We have to get a solution!!)

Ever thought about using a software which can monitor the hours worked by each employee and figure out ways to ensure security and maximize efficiency and productivity at the same time? Well, you might give a thought now because NimbleHRMS brings a win-win solution for the enterprise as well as the employees. Every business, either small or big, especially in this digital age, can now tap into a variety of benefits offered by the attendance and leave management system.

What are the benefits? •    Manage and process attendance and leave requests with just a click of few buttons (Saves your valuable time) •    Generates online leave application and proper reporting (Boosts productivity) •    Approval and rejection of leave application through the software (Enhances transparency) •    Real time data calculation (Increases accuracy which means less errors) •    Proper tracking of data according to the organizational rules and regulations (Clarifies company’s policy)

Gone are the days when HR team had no option other than to manage employee attendance and leave manually. For the long run, integrate a attendance and leave management system into your business and use it in smart way to manage employee attendance and leave in order to boost business growth.

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QUANTIFYING the QUALITY

As we all know from previous article on topic “Benefits of ERP”, One benefit is Reduced Operational expenses. Here we have find the cost in terms of number so that it can make sense and become understandable on how much operational expenses can be reduced. As we are specialized in HRMS (Human Resource Management System), we are trying to Quantifying the quality. We have worked with different partners from different sectors. On an average we get the following findings from our expertise on saving the manual costs.

5 employees take 8 days to calculate all the activities of HR like leave, attendance, payroll, and other HR related work of 1 month in group of companies. Average Salary of 1 HR employee in Group of companies is 40,000 Average Salary of 5 HR employee in Group of companies is: 40,000*5= 200,000 Average Salary of 5 HR employee in Group of companies in 1 day is: 2,00,000/25= 8000 Cost to calculate all the activities of HR like leave, attendance, payroll, and other HR related work of 1 month is 64,000.00 Cost to calculate all the activities of HR like leave, attendance, payroll, and other HR related work of 12 months (1 year) is 64,000*12= 7,68,000.00 Cost to calculate all the activities of HR like leave, attendance, payroll, and other HR related work of 5 years is 768000 * 5= 38,40,000.00

Even if your HR personal cost you 25000 rupees per month salary, you end-up paying 24 lakh to your employee to just calculate the Payroll, leave, and other HR related activity in 5 years. If you use any HR system, it will reduce your operational expanse 40-50%. You can use your remaining expanse on corporate growth, and improving customer service.

Here at Nimble, you can use our service based on subscription and license model. Subscription model let you pay in monthly basis where as in license, you can buy the license with one-time payment and only pay AMC (Annual Maintenance Cost). A perfect fit for everyone.

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Overtime Management; A Hassle?

                                  |The nimble| scribbles                                                                                                     Pesents,                                                                           BLOG SESSION 4 :  Overtime Management; A Hassle?

Overtime Management; A Hassle?

For over years, keeping proper balance between time and attendance in the organization was a matter of trust. It was more like an estimate game as the HR managers used to heavily rely on their employee’s honesty in order to account for hours logged on the job. Employees would check in and out of the company without prior information which later on caused major trauma in the HR department, especially during the “Overtime Calculation”.

But wait a minute, what actually is “Overtime”?

Overtime refers to the amount of time someone works beyond normal working hours. It is also a term used to describe the pay one receives for working these extra hours. Depending on the country you are in, employees are required to report the number of hours they work extra and be paid extra accordingly. “Previously, section 16 of the Labor Act (2048) stated that no employees or workers can be employed for more than 8 hours a day and 40 hours a week. If he works for more than 48 hours per week, he is eligible to be paid overtime wages at the rate of one and a half times his ordinary wages.”

And, what creates “Overtime Errors”?

Overtime errors can arise if you miss a payment in any of the following scenarios: •    When employees work during their leisure hour •    When employees spend time travelling between work sites •    When employees are required to participate in extra activities outside of normal hours

Incorrectly logged overtime hours can lead to improper overtime payments, which leads to numerous errors possibly spanning across multiple tax years. These errors can be incredibly unsettling for the employees as well as the employers.

So, what can possibly be the solution to minimize these errors?

Fortunately, Nimble Attendance and Leave Management System is the one-stop solution. Take a look at how this system can benefit your organization:

Automated Overtime Calculation: Define clear overtime rules and calculate overtime pay automatically with easy balances and payroll data.

Tracks all time: Keep track of all the hours that the employers work, whether it be on site or away from the office.

Extra flexible workforce: Easily observe overtime balances with attendance statements and get work-life balance insights.

Error-Free: Avoid the manual logging and costly mistakes made in the past and get the error free answers to all your queries.

Real Time Data: Track all the hours of the employees in real time and create better working time management. Therefore, make every hour count with proper Nimble’s overtime tracking effortlessly and let go of the hectic manual process. Our smart software can easily increase profitability and reduce errors while helping you plan for your future HR and payroll needs. Learn More by CLICKING HERE!

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Farewell to our Valued Employees!! A PROPER EXIT PROCESS!

   Employee Exit Process Simply put, an employee exit process consists of the policies and procedures (exit formalities) that are followed when an organization is offboarding an employee. The steps are essentially the same whether the employee leaves voluntarily or involuntarily.

Following Exit Formalities Also Helps your Organization To:

Prevent legal and security problems Transfer exiting employees’ essential knowledge Make improvements based on feedback from employee exit interviews Maintain continuing relationships with departing employees that may encourage them to return in the future (“boomerang” employees) Keeping the door open for boomerang employees is a trend that both employers and workers increasingly follow and look forward to.

1.    Master of Separation Reasons

2.    Resignation Request  

3.    Resignation Verification List

4.    Clearance Groups and Department Creation

5.    Survey Process Status

6.    Exit Survey Questions Setup

When Can You Implement Exit Formalities?

Every HR professional and manager involved in the employee leave process should be educated on what to do, how to do it, and when to do it. As the organization and its exit formalities evolve over time, this involves keeping them up to date with refresher training. Making a written plan for this and following it would be your weapon.

As the main question raise, IS IT MANDATORY TO INVEST IN AN EXIT PROCESS? Of course, it is. It is really important to realize the fact that every organization must have a proper exit. This is the best tool to boomerang the employees, bring positivity in off-boarding the valued employees and attract more employees in the future.

Get 5% off with the code "SCODE12" on your Exit Process and Exit Survey Package, NOW!!

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