WebHR has been added to Softwareworld’s Top list for Time Tracking and Applicant Tracking Software for 2019.
Top 10 Applicant Tracking Software In 2019
Bothered about employees spending too much of their time on one project? Companies use Time Tracking software to build reports of employees working on desired tasks and generate reports based on it. A time tracking software is necessary for employers that work with remote employees or freelancers. Professionals also use this software to bill their customers for the amount hours they work for them. Time Tracking Software has a long list of features for employers and professionals. It includes integrated time tracking, integrated task timers, weekly timesheets showing the reports, visual reports, workday timeline, creates an unlimited number of projects, flexible reports and the best of all is it can fit any number of the team structure. The easy to use Employee Time Tracking software, lets employers and managers record worked hours for billing purposes. Are you thinking of having this software? You can find several free and paid Time and Attendance software that would work for you. But do you know which one to buy and integrate into your business or organization? SoftwareWorld has a list of top-rated and best Time Tracking software to help you out. https://web.hr
Top 10 Applicant Tracking Software In 2019
Applicant tracking software is the useful software for the HR department which one is helpful for recruiting and hiring process for the company. Whenever we apply online for any companies, our resume isn’t typically sent to the recruiter directly. It first comes to the applicant tracking software. In small companies, hiring is not a big issue but for big enterprises, it’s a really lengthy job. ATS tracking software maintains all the resumes of the company position wise in one place and this thing is helpful for the HR managers to manage and organize all the hiring process. Recruiters can easily shortlist the members and schedule the interview through the best applicant tracking system software. It’s an automated process of hiring where ATS software can easily track resumes and filter the resumes as per given criteria. If you are looking for the top ATS software for your business, here you can find an exclusive collection of Top-Rated applicant tracking system software by SoftwareWorld https://web.hr.
It is a pleasure for us to announce that WebHR, has again bagged a top position as a Global leader in Gartner’s GetApp category leader ranking for the year 2019. Kudos to the teams of WebHR https://web.hraround the world, whose consistent efforts in all departments had led us into becoming the leaders in the HR category.
Each year, Gartner’s GetApp ranks the leading business apps inside their most popular categories to help companies tackle software selection.
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App scores are determined by 5 factors, worth 20 points each, for a possible total of 100
Methodology v5: June 2019 – Present
Category Leaders rankings highlight key factors that small businesses should consider when assessing which software products may be right for them. These factors include user input (“user reviews”), compatibility with other systems (“integrations”), mobile offerings (“mobile”), technical capabilities (“functionality”), and product security features (“security”).
To create each Category Leaders ranking, our research team typically evaluates hundreds of products in any one category. The 10-15 with the highest scores become Category Leaders.
Since Category Leaders is intended to cover a given category at large, the Category Leaders team use their market experience and knowledge, existing market-based research, and small business software buyer needs analysis to assess an application’s suitability for that category depending on whether it can reasonably be expected to be relevant to most software buyers across industries searching for a system in the category.
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User Reviews. Review scores are calculated using reviews collected from GetApp and its sister sites, Software Advice and Capterra. This score is based on average user ratings (on a scale from 1 to 5) of how satisfied users are with a product overall. The scoring includes ratings from reviews within a 12-month analysis period. The methodology calculates the percentile ranking for each product relative to all other products in the software category that have qualified for inclusion. That percentile ranking is then translated into a 1 to 20 score.
Integrations. The total possible score for integrations is 20 points. Five points are awarded if the product has an open API; up to 15 points are awarded based on an assessment of the product’s integrations.
As part of this integrations assessment, our research team defines a list of the most commonly cited integrations in a given software category. (E.g., in the Project Management software category, products may commonly integrate with Zapier or G Suite.) Each product is scored according to how many of those common integrations it offers, based on publicly available data. When a product lists an integration with a suite of applications (e.g. Microsoft Office), we assume it integrates with each component application comprising that suite (e.g. Microsoft Word, Microsoft Outlook, etc.). The more common a specific integration is, the more heavily it is weighted in our scoring.
Mobile Platforms. Mobile scores are calculated based on the availability of an iOS and Android app. Five points are awarded for the presence of each app, with an additional 10 points awarded for the number and average rating of reviews in both the App Store and Google Play. These review scores are calculated on a scale based on the category average for a maximum of 5 points per platform and an overall maximum score of 20. If there isn’t a native iOS or Android app, the product’s website is assessed using Google’s PageSpeed Insights to measure mobile usability. A score out of 100 is given, then scaled to a score out of 5 for a maximum of 5 points.
Functionality. Functionality scores are assigned based on a combination of two assessments: user ratings for “Features” and functionality breadth data. Fifty percent of the score is based on average user ratings on a scale from 1 to 5 of how satisfied users are with the product’s features and functionality. The scoring includes ratings left within the 12-month analysis period.
The methodology calculates the percentile ranking for each product relative to all other products in the software category that have qualified for inclusion. That percentile ranking is then translated into a 1 to 10 score.
The other 50% of the score is based on a functionality breadth assessment of the product. For each software category, our research analysts define a core set of features that a product must offer, as well as additional common and optional features. Products are assessed according to how many of those pre-defined features they offer, and products with more features receive a higher score. We use this data to calculate a product’s percentile ranking, which allows us to determine how products compare relative to one another rather than determine an absolute number.
All told, a vendor can receive up to 10 points based on user ratings for features and up to 10 points based on the functionality breadth assessment for a total maximum score of 20 for “functionality.”
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Vendors update their security information each year or certify that the information is still correct. In the event a vendor has not completed their security survey by time of publishing, they will automatically be assigned a baseline security score that reflects a set of security offerings that the average software vendor is reasonably expected to have, according to our security research experts.
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Human resource management has unique sets of challenges when it comes to industrial sector. Workforce management can range in variety and functionality, for industrial sector HR must be a HERO in all departments, including recruiting, on-boarding, training, performance management, mediation, legal compliance, compensation management, training, rewards and appreciation. To top it, it must be engaging and inclusive of all tiers at an organization to build a hierarchy, that works like a well-oiled machine. The tools of automation can save number of precious hours and days that go into building appropriate reporting format. All industries have a potential to grow fast and to keep up with a fast influx of new recruits, it needs an HR mechanism that has the capacity to grow as the company grows, in fact play an integral role in this regard.
industrial workers the main burden lies on the shoulders of the HR teams and
specific HR Personnel, rather than the workers to regulate and update things regularly,
hence a strong software makes the very basics of such mechanisms, that can
deliver effective results. The workers in these scenarios rely on accurate
shift planners, PTO modules and perfected time-tracking software, so that they
can work without a glitch and responsible supervisors along with the higher-ups
are notified about the lack of worker’s discipline about time management and
tardiness as early as possible. The software that can tackle a large workforce,
needs the best reporting and time-tracking capabilities, so that there are no
jumble-ups that could be both costly and dangerous for certain industries. Any un-notified absence adds of to loss of
work and precious time, that can affect time sensitive daily production units,
that work under deadlines and must deliver swiftly.
extensive business intelligence and reporting formats can help industry with
predicting their hiring trends, so that they can have advanced planning
regarding such issues, as they arise. Due to periodic spike in productions, the
hiring must be designed in accordance, so that the managers could take that
burden off their shoulders and dedicate that time into managing the actual
workforce, that requires immediate and constant attention at all costs. HR for
the industrial sector is tricky and if appropriate measures are not taken from
the very beginning, it can take a toll on company’s growth and finances. In a
perfect scenario, the hiring for industrial sector is mostly related to search
for skilled workers because there is widespread perception that, these jobs are
mostly low salaried, dangerous, stressful and require a specific skill set and
related certifications. The actual reason behind such a thought process is
that, there are certain number of challenges that are mostly safety and
compensation related. These companies need to have reserve employees even when
they are not working and need to have them on file in case, they might need
The most important
thing of all, is an abundantly efficient ATS with a job board that is
integrated with social media sites so that the organization can reach out to
the appropriate talent in time, which in turn would also reflect how attractive
the business looks and what benefits would an employee get working at that
company. It is not limited to that, to gain talented employees, the companies must
go a step ahead and look more competitive, when it comes to offering attractive
salary packages and benefits to their workers. Like most industrial sector
companies, safety is of utmost importance. A safe and secure work environment
can ensure that there are no elaborate medical bills, inflated worker’s
compensation costs and lawsuits incase of injuries. These measures can be taken
when a responsible and well-trained supervisor or a security specialist has
been hired to monitor day to day activities and that dedicated person values
your company enough to understand the critical nature of his/her job. This can
be enhanced and improved by proper training of the concerned employees, to keep
them updated with the set of rules and regulations, along with appropriate
standard safety instruction manuals, that are always handy and available. The
mangers and supervisors are well informed to have all emergency protocols in
place through a guided mechanism to stay focused on events that can happen at
the workplace and to act immediately in light of any injuries.
sectors rely heavily on cutting costs wherever they can, as the cost of
manufacturing or building something already require strong financials with
budgets, that have no space and elasticity for rising compensation costs and
can hinder the growth at any organization. One of the most important steps in
this regard is ensuring the quick return of injured employees, to avoid
unnecessary costs that might burden an already disturbed schedule of any project
at hand. It is also imperative to understand, that employee turnover can be a
huge impending negative effect over the company’s finances and hence, employee
engagement can bring a sense of belonging to the employees, that is much needed
in the fast-paced work environments these days. The connected and well-informed
teams perform well under pressure and get a chance to communicate with their
higher-ups, reducing the gap between different levels in the organization. As
the employees stay engaged, their chances of being happy with their current
jobs increase and so the turnover is reduced, when they stick to their
positions for long, avoiding precious time spent on training new staff and
trying to get them to work on the same pace as the company. Small gestures of
appreciation can go a long way and the mechanism of rewards and recognition
also ensure they constantly advance and boost their skills to move to higher
tiers, within the organization. Offering competitive wages and salary packages
to your workers can ensure long term well being and loyalty, sidestepping any
grievances that might lead to losing them to rival companies.
Having said that, manufacturing industry is labor concentrated and requires an HR focused approach. A robust and all-inclusive HR like WebHR can increase the globalization of any industry. The above-mentioned measures in the article are everything, that a modern paced company like WebHR handles very effectively and hence, it caters to the ever-growing economies and their industrial sector round the globe. WebHR’s global presence sets it apart from the rest as it is uniquely present in 197 countries and has a vast audience with universal approach. The industrial sector is ripe for the big change that is taking over the rest of the world, the modern age SaaS companies are replacing the ancient ways of handling human resources, with their more connected and employee focused strategies. The research teams at WebHR are building advanced tools using their AI capabilities to assist the industrial sector in tackling their most concerning problems, one of them being the physical wellness of their employees, in harsh weather conditions with outdoor tasks and temperature related issues at the manufacturing or refining plants. As we have seen in the middle east, the body temperatures of the workers may rise and at times cost them their lives in scathingly hot weather conditions. In this scenario, WebHR intends on building wearable devices that can easily talk to the WebHR app and notify the supervisors or people in charge for safety precautions to take immediate actions necessary to prevent any mishap. The instant rise in the body temperatures in these areas, is a matter of huge concern for these companies and ensuring the health of the workers is challenging. Other than that, the colder countries like Canada can have workers suffering because of the extremely low temperatures, causing hypothermia and frost bite. For manufacturing units and refining plants, where workers might have to be present in close proximity to the boilers, it can have the same effects and it is very important for the supervisors and people in charge of the safety of the workers to be notified timely, if any of them is having such symptoms that might need immediate medical attention. The research team at WebHR wants to innovate and maximize the use of the software, so that the industrial sector could benefit from it and automate their workflow. The advances in that direction are designed to make the work flows smooth and workable, so that the managers can handle large number of workers without glitches. The future of HR for the industrial workers, is moving at a fast pace and the new generation of software are making huge leaps to fill in the demand gaps. It is time for innovation to re-vamp this sector and upgrade it according modern technology.
In the midst of gigantic businesses that have been the bane of existence for the corporate world and have been relied upon heavily in the past, the winds have shifted, and the sails have been redirected in a newer direction. The past is witness to the glory of these humongous ERPs that have ruled and were the only and “costliest ventures” for the corporate world. Money flowed in, quality was assured but hefty processes were involved, and outcomes were regrettably late and sometimes over budgeted. HR world has been no different, they have always been laden with age old mechanisms and systems that no longer make sense in the modern day. From the time when a true corporate giant prepares to come on-board with such systems to the time when it really is implemented the procedures and steps, cost them an unfair amount of time, dedicated staff and financial burden, all for the sake of a “renown and old ERP” that no longer caters to the modern approach at any certain institution. By the time, a company is ready to implement such a system, a lot of time has been spent training and actually making things work in a flow that it is too late to realize that, the system is a no fit because by that time, an actual agreement and money allocated for such venture has been spent and getting out of such vicious circle is not only hard but is impossible.
Our research analysts have identified the core problem areas
as to why there is still an affinity towards such archaic systems, that only
sell because of their name and size of the company and it turns out, it is the
thought process that goes behind it. The generation gap amongst these systems
cannot be denied and like all technologies, there is always a resistance at
first to convert to modernity and then it becomes a matter of survival. As for
HR is concerned, it has seen tremendous re-modelling over the past five years,
and we can’t deny the fact that legacy systems are dying out slowly and
gradually. The cloud has taken over and SaaS versus the rest is on a constant
rise, we could say that the market is ripe for a complete over haul and it is
just a matter of time, all businesses, whether large or small are going to turn
towards it. The strategy that the old companies that still want to stay in line
with the trends use is, they acquire the ones innovating to upgrade and keep up
with the pace, I would say, it works to a certain extent only. I have seen
multibillion-dollar businesses that instead of building any technologies or
trying to upgrade themselves, fish for companies that have done it all and have
sometimes successfully incorporated that within the re-vamped versions of
themselves but largely some newer more competitive minds beat them at their
game by building and implementing things at a pace that they cannot even
Some of these have been wise enough to adapt the
metamorphosis early on and IBM is
notably the one that caught up the vibe when it began, hence their AI
capabilities and modernistic approach sets them apart in todays competitive
Machine Learning scenario. It is a well appreciated fact, that their advanced
technology has been an inspiration for many, and “Watson” has made a remarkable
stamp in the history of the pioneers of such technology. It has been proved
that the hegemony of enterprise resource planning is over and so is the decades
long hold on the market, with this the question arises, as to what should be
the next in line to meet the needs of the market that is ready for change?
Companies with multimillion-dollar revenue rely heavily on
such legacy systems, no matter what size and type the company is, it is
breaking their backs. Whether it is retail, manufacturing, healthcare, finance,
agriculture, education or exports, this is still the choice of many, as they
believe that it produces ground breaking results and keeps their business
going. Is it still true and applicable in this age and time? I believe the
answer is “not really” Some of the applications in this regard have risen to
the top, although they sometimes prefer not to be called an “ERP”, but the
truth of the situation is that, it is what it is. No fancy name can replace the
authenticity of the matter, that by the end of the day, these are those legacy
system that are now on the decline due to their over budgeted and slow
solutions, that no long cater to an audience that is more knowledgeable and
aware of their requirements along with the dwindling support for such
applications. The doubts to make these huge decisions are justified as the only
time a SaaS company takes to adjust them is when they initially signup and rest
of the implementation is a breeze as compared to legacy giants like SAP, Oracle
etc. The reason, patience in the corporate world is running out and newer
players in the market are taking huge chunks of the business because of their
smart and fast software capabilities along with the incorporation of business
intelligence tools, AI and Machine Learning techniques that make them more
lucrative and tech savvy.
This competitive edge in the recent times have resulted in
the constant decline of the license fee structures of such systems. Over the years the license price has dropped
significantly and yet $ 1,800 per user cannot be justified as compared to
miniscule amount the SaaS business charges for the services that are times,
surprisingly superior more advanced than the ancient ones. Oracle for instance
has seen a decline in the license renewal and revenue as compared to their
cloud revenues, that have increased more than 27% recently and yet the market
tends to dive their nose towards the All-in-One robust and comprehensive SaaS
software. Another huge concern when we talk about ERPs is cost overrun, which
is if we would just put in here in simple words is, crossing the budgets that
were originally allocated for that system, sometimes as much as 70%. According
to some reports and analysis, majority of these implementations fall short of expectations
and fail to provide the benefits that were theoretically stated at the time of
the agreement and hence, this calls on the bluff! What goes wrong is, initially
a lot is only on paper and agreement and none of it is seen or experienced
before deploying it completely and most of the feasibility reports are essentially,
only on paper. The ground reality is that as these documentations and processes
move as far away from realism, they create a divide between the end users and
the providers because the support mechanism is too little and too late to make
any amends. All the love lost between this time of implementations and
processing, sometimes stretches over a period of few months to even a year without
any visible benefits, while the only monetary benefits go to the providers.
It is imperative for the sake of such monetary losses at the
hands of ERPs, that the consumer be educated about the financial growth and
evident benefits they can gain when they move to SaaS cloud providers, that did
not acquire the technology but built it themselves, so that they do not have to
rely on third party support mechanisms and yet be using the ten year old technology
that they have been using to date. Floating a few updates to the mechanism
cannot bring the agility and freshness of a SaaS software that is built on the
lines of user friendly UX and UI to help companies leverage their best talent
and use them effectively for the sake of exponential growth year over year. Most
companies these days have executives that work towards identifying how to make the
most of business intelligence tools provided to them, that is where companies
like “WebHR” stand out. WebHR provides
such HR related business intelligence tools, that go beyond the scope of other
such software out there and are an asset to any organization that wants a
better return on their investment. It has blossomed and matured over time into a
system capable of moving in any directions it lays it eyes on and then
excelling at that, it has also been called the “workday” of the modern age HCM suites.
According to Gartner,
as noted in 2015, the rise of HCM is
a major contributor to the destruction of ERP suites, fired by innovative cloud
solutions with more frequent updates, faster deployment and better user
experience. It is noted that any integrations, for e.g. slack would take a legacy
system, a lengthy set of approvals alongside a longer wait time, till they have
been incorporated into the system as compared to the modern SaaS solutions, where
crazy developers stay up the nights and get things done. The backend teams work
cohesively like a well-oiled machinery that can take up any task that has been provided
to them, nothing is impossible when it comes to achieving these targets. With
the decline in these age-old ,,systems, there was a fall in the reliance of the
servers they used and devices they depended upon, bringing forth the sharp rise
of hyperscale cloud providers like Amazon
Web Services, Microsoft Azure and
At WebHR we are
doingeverything a modern HR should
be doing, bringing the social aspect
into HR and connecting teams, bringing them closer at work along with
seamlessly interfacing and talking to other software through APIs. Staying ahead
of the curve, with their 24/7 customer support, we believe in dealing with
customers as part of the family and every matter is resolved without delays and
customizations are made according to the needs, whenever and wherever they are
required. We do know that, this leaves the age-old systems, nowhere in the
race, as the current competition is amongst the modern and innovative
solutions, that are bringing some novel concepts and approaches to the market,
are more tech savvy and affordable to their very roots. It would not be unjustified to say that, legacy
HR systems are losing this fast-declining battle against the current point
solutions providers, that are ready to bring the much-needed change.
The talent market in the recent era has been transforming continuously, we can’t agree more that today’s talent is tomorrow’s success. Also, this is not a hidden fact that the Global Scenario for HR growth projects to be at $30 billion and proves that the market is ripe for innovative ventures to be introduced and hence, there is a need for technology to do it wonders. HR has yet been untouched by avantgarde technologies and all the young and budding companies compete to get their foot into the space. The race towards automation and attaining a superior skilled AI based software has led, many astray. Where there are organizations that tend to cash the buzz words, without actually incorporating the mainstay AI technologies and practical usage, there are quite a few that have risen up with promising results. IBM’s Watson stands out amongst the crowd, along with companies with recruitment tools that are futuristic. Among these organizations, a stalwart young and growing team at WebHR, is continually evolving and developing advanced, yet novel tools that would not just automate the whole process involved in day to day HR operations but also modernize an HR manager’s role. It goes as far as to an extent, that at times start acting as the manager itself, generating business intelligence reports that the C-level executives would love to see at a quarterly meeting, showing charts, graphs and intelligent data that can predict an evaluate certain trends at a particular organization.
The Core HR Troubles:
The history has manifested itself in such a way, that HR and its related processes always appear to be complicated and could burden the HR heads and consultants under unnecessary pressures, resulting in the decreased productivity and increased time consumption to get tasks done on time. Our research has shown us that, 60% of mid to small sized organizations, either cannot afford to run these daily tasks by hiring different third-party organizations or don’t have enough skilled people to make things happen. While the bigger more corporate level organizations tend to hire large teams, with over the top budgets to do simpler tasks. Both craving the same level of precision tools for the completion of tasks. From the very beginning of when they hire, on-board, engage an employee, to all the way where their salaries are processed, benefits given to the point where their evaluation is done, the processes are lengthy and sometimes never completed on time.
All these are most commonly also not present at one place either, which makes it even more challenging to get it done. Each tool can cost a company a fortune and at the end, they need to communicate with each other to present a unified more single outlook. The technology is archaic and requires extensive training of the professionals involved to get it up and running. With that said, it is never connected to mobile app and if it does, multiple apps need to be run and would not communicate amongst themselves.
Surprisingly, our team’s survey and analysis has proven that,
paper-based reports and HR processes are still the bane of existence for many
organizations, even in United States of America. Hence, there is a huge gap,
for companies like WebHR to come in and introduce an All-in-One HR suite, that
is designed in such a way that both large and small organizations can benefit from
it. The structure of the software has a unique flexibility, that helps it
stretch and expand to fit a corporate criterion and also help a startup launch
its self with limited budget and resources. It can prove to be a tool that
helps an organization grow from its infancy to the time where there is lengthy processes
involved relating to the life cycles of its employees.
Progressively, staffs are viewing the future of work to automate and to deliver additional technology, rather than just a reasonable income with incentives. They want to be a part of a clan, that diversifies the concept of modern solutions that amplify their engagement. A mere salary does not fasciate or lures a worker in today’s age, they need a sense of belonging, a tool that endorses their sense of wellbeing and help them progress in their respective roles. The surge of advanced technology with improved UI and UX reflects the evident swing towards an all-inclusive employee involvement. It supports the concepts and doctrines of modernity along with traditional sense of a tribe, that progresses simultaneously.
Seven Unique WebHR traits as we step into 2019:
An All-inclusive HR platform
Taking Employee Engagement to the next level
Bringing Diversity to workplaces
Predicting Hiring Trends and providing business intelligence
Involvement if C-level Executives all the way to grass-root growth and development
Organizational and individual wellness
Rationalization of HR processes with AI and Automation Tools
An All-Inclusive HR Platform:
WebHR offers a robust, well-rounded HR platform that caters to all the needs of an organization from pre-hiring processes, to recruitment, to engagement, to connectivity, on-boarding, task distribution, time and attendance, forms and letters, performance evaluation, goals and surveys, payroll processing, benefits, training etc
The platform brings a level of connectivity, that appreciates the involvement of all employees and their contribution towards the success of the company. A modular approach helps, organization pick and select the processes according to their need and budgets. A comprehensive solution, that fits a corporate criterion and yet helps smaller organizations to kick start their HR departments, when they have none.
Bringing employees on the same page, eliminating a widening gap between positions and grades. WebHR brings a social networking level engagement among the employees, keeping them aware of other people in the organization through news feed, birthday announcements, company news, alerts, notifications, goals and surveys. There is no longer a sense of detachment between the CEO and heads of the organization with lower level employees and no one is alienated with the progress and achievements. This idea of making everyone seem an integral part of the company, brings the social aspect to HR. WebHR was the first ever company to have coined the term a “SOCIAL HR” pioneering an amalgam of LinkedIn, Facebook, Slack etc to make it more interactive and interesting for all. We at WebHR believe that, employees are an asset of the organization and the building blocks of success, each employee should be treated as an individual brand ambassador and each token of appreciation on the management’s part can play an essential role in their growth and evolution into though leaders. Building leadership at workplaces also paves path for other employees to follow those examples, such environment brings an exponential amount of development at a company, on the whole. The badges of appreciation, different titles and fun ways of appreciation shows a gratitude towards the employees that enhances their capabilities and energize them to perform better. WebHR badges are their most loved feature of all and is always customized according to the clients demands.
Taking Employee Engagement to the next level:
Bringing employees on the same page, eliminating a widening
gap between positions and grades. WebHR brings a social networking level engagement
among the employees, keeping them aware of other people in the organization through
news feed, birthday announcements, company news, alerts, notifications, goals
and surveys. There is no longer a sense of detachment between the CEO and heads
of the organization with lower level employees and no one is alienated with the
progress and achievements. This idea of making everyone seem an integral part
of the company, brings the social aspect to HR. WebHR was the first ever
company to have coined the term a “SOCIAL HR” pioneering an amalgam of LinkedIn,
Facebook, Slack etc to make it more interactive and interesting for all. We at
WebHR believe that, employees are an asset of the organization and the building
blocks of success, each employee should be treated as an individual brand
ambassador and each token of appreciation on the management’s part can play an
essential role in their growth and evolution into though leaders. Building
leadership at workplaces also paves path for other employees to follow those
examples, such environment brings an exponential amount of development at a
company, on the whole. The badges of appreciation, different titles and fun
ways of appreciation shows a gratitude towards the employees that enhances
their capabilities and energize them to perform better. WebHR badges are their
most loved feature of all and is always customized according to the clients
Bringing diversity to workplaces:
The most challenging part at any workplace is avoiding all
kinds of biases while hiring. Many large corporations have faced immense criticism
for this alone. Age, sex, religion and race should not be a criterion to judge
anyone when hiring for position. To avoid frequency and incidence of prejudice, throughout
the process of recruitment, HR managers can device an assortment of recruiting
tools, including applicant screening, interviews, and assessment/job tests
tools, WebHR goes an extra mile in this regard and allows managers to have
video interviews before the actual ones and numerous other procedures. WebHR
removes any trace of an unconscious bias and race related issues that are
common at most companies. It brings on-board a diversified team, that co-exists
in a cultural harmony, which gives them a chance to learn and do things in
different fashions and yet present a general understanding, it has been observed
that diversified teams perform better than the rest.
WebHR offers a wide range screens to remove an unintentional bias during recruitment and applicant tracking. Miscellaneous reports and analytics can assist organizations to assess their diversity indicators and find where they are going wrong. HR heads in an organization can make use of these technologies offered by WebHR to get rid of such biases completely in this coming year and upgrade their hiring practices, increasing their likelihoods to hire people from different talent pools to get better, more qualified applicants.
Predicting Hiring Trends and providing Business Intelligence:
A lot of companies hire talent in spurts according to certain seasons. A lot of hospitals and clinics need extra assistants and staff through the flu season, hotels and resorts need staff during the holiday seasons and other industries need people in a certain time and fashion. WebHR provides important business intelligence and helps companies predict the hiring trends and let them, expand and reduce their employee base at any time during the year. WebHR provides flexibility for these organizations to hire people and only pay for those active employees, while retaining the records of inactive or reserve pool of talent. Their records and documents are stored in the data base, for which they are not charged, giving organizations enough space to hire in spurts and yet retain their data
Involvement of C-level Executives all the way to the grass-root growth and development:
Gone are the days, when the executives and the top management
would be detached from the rest of the employees and would have a hard time
trying to hear their point of view. WebHR solves this issue at hand by bringing
forth a social platform, that looks feels and acts like Facebook, LinkedIn and
Slack at the same time. Now the top-level executives can not only engage with
all the employees but also extract important reports about their evaluation and
hear about their views through self-review. Employees can reach out and lodge
their grievances to their supervisors and get their voice heard; this brings a
level of clarity and transparency in the organization. This level of
involvement makes a fair company culture and helps the owners to provide
justice to all.
This move also empowers the women and creates gender equality by allowing them to report any incidence of sexual harassment to the higher ups, without feeling threatened. Most of these moves, creates an environment where employees can work and thrive in a protective and caring shield of the software enabled tools. The transparent structure of the payroll also creates gender balance, as wage disparity becomes a rising problem for most companies and informing the top management of such disparities is imperative, to nip the evil in the bud. WebHR brings forth a solution that not only handles that but also conveys a message to all people working in an organization, that they belong to one big family.
Organizational and individual wellness:
Happiness is an indispensable structural basics for any society
for an optimistic, winning, and all-encompassing corporate philosophy and
wellness inventiveness can help companies grow exponentially in the year 2019.
WebHR tends to focus on that as well, working on an AI based wellness solution, that is a part of their mobile app upgrade and would launch it to bring a well-rounded solution for corporations, that use this tool extensively. To deliver a wide-ranging commercial wellness resolution, industries need to allocate a special budget to wellness and software solutions that equip them to do so. These software solutions will particularly emphasize on expressive well-being initiatives incorporating anxiety management trainings, using AI and predictive analytics, that provide an in-depth knowledge about employee behavior trends to notice, where they go wrong. Corporations will also have the possibility of making use of such solutions to ensure employee mental and emotional stability. These strategies that involve meditation and mindfulness, will let employees deal with stressful situations in a better fashion, resulting in better more productive environments.
Rationalization of HR Processes with AI and Automation Tools:
These coming years would prove to be an evident surge in artificial
intelligence – Businesses are progressively trying to move towards AI
technology to classify statistical benefits it can provide to make data
gathering easier and faster. AI can make a vast knowledge base that assists the
businesses to enhance the way they deal with all kinds of processes, beginning with
hiring and onboarding, all the way to where the employee exits. It becomes an
integral component in automation of such lengthy and complicated processes,
simplifying and making them error free.
NLP and ML helps the software to learn and copy different sequential
patterns that are repetitive and help process them smoothly. WebHR has such advanced technologies that
predict and make decisions, required eliminating human intervention. WebHR
tends to explore advancements in recruitment, ending biases that hinder the
process of fair hiring and diversifying the talent pool. As of now, WebHR is
developing help desk solutions that support and provide crucial help to the
clients by searing the data base of answers fed into the systems and providing correct
replies, eliminating elaborate customer success teams. WebHR has automated
customer support for HR managers, making it easier for them to reach more customers
on a Global base and create a seamless, training and support platform.
Also, AI is applied in hiring and hiring trends all the way
from identifying the right candidate to resume parsing etc, these arrangements decrease
the cumbersome procedures making, recruitment, a breeze for HR staffs and
AI-based advancements will eventually replace the age-old
ways of dealing with most basic HR processes and is about time, that they be
upgraded for the ease of all corporations. Companies will rely more and more on
these technologies to increase their success and automate time consuming menial,
everyday tasks. With this heightened demand for such technologies, WebHR would
not only be a promising option for most corporations but will also be eliminating
unnecessary elaborate budgets allocated for such technologies, making it a
reachable solution for companies of all sizes.
Over the years many industries across the world have realized the element of change and innovation. They have appreciated the fact that by adapting to a pattern of affordability through efficient business communication tools, they can stay competitive in the market and boost their revenues. These tools are predominantly valuable to trades and industries as they enhance their productivity, stimulate their employees for amplified output, improve organizational structures and simplifies routine procedures. It brings greater levels of user friendliness that can make companies get their messages conveyed to the customer in the best possible way without any glitches.
This essentially spells out the evident need for constant communication by all types of businesses –whether large, medium or small. Communication tools play an important role in a company’s life over the course of its evolution and can make or break a company. Every organization must be contingent with policies and decisions, regarding the usage of these tools to bridge the gap between the business and its clients. Consequently, it is imperative for a such organizations to exhibit very effective measures to tackle communication patterns and improve their day to day practices.
The most crucial objective for a viable corporation is to offer immediate and prompt real-time customer service. Experienced entrepreneurs can bring about this achievement by in-depth research and knowledge of how to build and utilize these tools for maximum benefits. This can be challenging for small and medium businesses that may not have the economical cushion to achieve these targets. This is where Whatsapp comes in, it brings an affordable tool, that can be used by businesses of all sizes. Whatsapp can leverage all kinds of support mechanism: audio, video and text, shaping itself into a robust and all-inclusive communication tool, that can essentially become, you go-to assistant for all kinds of activities, help, support, alerts and notifications.
For medium and large businesses, the Whatsapp Business API powers your communication with customers all over the world, so that you can connect with them on Whatsapp in a simple, secure and reliable way. Whatsapp helps more than 1 billion people, connect and share with the people they care about. Employee communication is the bane of existence for any business and the secret sauce for company growth and success.
WebHR is on of the very first HR software to have integrated with Whatsapp’s business API, entering the league of companies like Uber and Netflix, that have eyes set on futuristic, spam free communication. WebHR like Uber and Netflix are testing out its client communication, by pushing alerts and notifications. With only 100 companies onboard globally testing this feature, WebHR is yet again a pioneer in setting higher standards by foreseeing future technologies that could make employee experience better, efficient, faster and more effective.
WebHR believes in quality customer experience and hence, always utilizes the best possible technologies that could help monitor and gauge, the client experience. With a lot of junk mail and spam taking over space in our inbox, it is getting unbelievably hard to not miss out on important business alerts and notifications, which is where Whatsapp can help businesses out. This feature helps immensely to obliterate any spam, as the users have to opt-in to receive messages making it literally spam proof and no-nonsense way of communication. It lets the top management ask their important HR questions right on their Whatsapp from WebHR, things like – “Who is absent today” “Who is travelling this week” or “email me a list of all active employees etc
This bridges the gap most HR software have between end-users and the software itself, making things easier and building information base, that companies could use for critical decision making. This tool could and has the potential to become a go-to HR assistant for any company using it. Whatsapp business API can feel like a regular email inbox and yet have no spam in it, along with the capability to empower the users, to get those important alerts and notifications, that they would otherwise miss out on. As more businesses like “WebHR, Uber, NETFLIX etc “test and experiment with different possibilities, this will become an integral part of all business communications. The best part about all this is, the room to explore and do more, as emails and SMS gets clogged with more junk every day.
In the ecosphere of technology, there has always been massive swings from the old school, that bring a wave of revolution to life. It not just elevates the industry to a next level but also reconditions the past practices. Every arena and pace of life, every segment has re-vamped itself enough to fit into the lives of a modern-day office worker, catering to the real needs, as compared to prolonged and time taking old mechanisms, which might have been a novel discovery at that time but have lost their significance in today’s world. As time passes, things that were good enough then, might not be noteworthy today, including some very humongous software technologies, that met the requirements of the corporate world then. The speedy conversion of these sectors, bring awareness to our work worlds, urging us to move forward and implement the very latest, to stay in line and bring onboard the best practices possible.
Similarly, in the HR world, SaaS HCM has been effectually substituting on premise software, introducing a wide range of HR technologies that go beyond the scope of core functionalities. The new wave of SaaS HR brings forth the fast paced Socially knit HR tools, that go beyond engagement and user experience. They incorporate business intelligence tools, that are ready to foresee trends and help the C-suite decision making a notch higher than expected. So, the single point, single function HR solutions do not serve organizations as much as they are expected to, paving way for the modern solutions, to help the companies into evolving at a much earlier cycle and adapt themselves accordingly. An HCM Solution has a much more flexible platform and has the aptitude to develop and become a multi-purpose and all-inclusive software, that can build innovative functionality, according to the size of an organization. These software technologies may become an integral part of a company early on and grow with the organization as it grows. The new and rising trend of SaaS HR has captured a considerable volume of audience in the market, by replacing the huge one-point ERP solutions of the past, compelling them into implementing the newer technology themselves. Oracle, Sap, Workday etc. all organizations trapped in the past have been hard-pressed by the fresher players in the market, to move forward in an innovative direction, just by following up with younger companies and vibes they are creating.
For larger companies to stay competitive and ahead in the fast-paced race of technologies and to obtain the best possible talent, they need to re-think their mantra of streamlining workloads, instead of putting the employees first. The state-of-the-art HCM encompasses a wide variety of tools that are specifically designed to formulate team strategies and highlight the need of bringing forth employee connectivity and recognition in all forms. The modern systems tend to widen a company’s horizon and focus at the same time, enhancing the user understanding and building a reliable mechanism that improves the learning and capabilities of all employees at the same time. There is a considerable evidence that measures like, building engagement tools, that track employee loyalty, based on mobile usage and messaging platforms, along with surveys and targeted goals management, have proven their worth in the field of HR. The corporate structure could immensely benefit from advanced performance evaluation, mentoring and coaching plans and hiring tools, including the modern applicant tracking mechanisms, all leading to same conclusion that the SaaS HR is overwhelmingly replacing the old methodologies and taking over the market by storm.
These trends indicate, that clearly big names like Oracle and others must evolve and compete with newer companies in that area, as they are already cloud based and provide more value compared to their legacy systems. The shift towards SaaS HR is one of the leading trends amongst the corporate world along with CRM and other systems but the question here is, how long are the old legacy systems going to last in this battle of evolution and competing for attention, as the users recognize that deployable on-point solution are at the brink of extinction. According to Forrester projections, the total scope of HR administration and SaaS HR is going to grow as much as $24 billion in 2018. This tells us how the subscriptions models of the businesses like WebHR ( https://web.hr ) have penetrated deeply into the markets and are replacing the way US consumers behave and take ownership of the products available.
The Consumer trends have shifted hugely; from properties to clothing and from edibles to banks, nothing is how it use to be. Everything is moving to subscription-based solutions, the cassettes, CDs, DVDs, nothing is owned by the consumer these days, we very comfortably download music on Spotify and that is that. The mobile phones, specially the iPhone were something only the elite could afford and were symbolic of how well a person is doing financially, all one must do today is to get a subscription through a mobile service provider and get it on a monthly fee. This has allowed the users to keep upgrading without spending too much in one go. The banks own our houses and cars, the concept of owner is long gone. We no longer own the text we read, as Amazon kindle helps us read the text owned by Amazon itself, we can even get our printer inks every month on the subscription. The shaving and grooming need no frequent visits to the nearby stores as that is also subscription based, as a package arrives every month to provide you with your monthly quota of appropriate utilities along with a little extra every now and then. The concepts of ownership are changing fast and so is the technical world and the way corporate world behaves.
This exemplifies how the SaaS HR companies like WebHR (https://web.hr) have forced the consumers to re-think their need of on-premise, one point archaic legacy system and replace it with , fast, innovative and dynamic method of managing their people.
A Graphic of the Top-Rated Human Resources Information System Products
FrontRunners uses real reviews from real software users to highlight the top software products for North American small businesses.
Our goal is to help small businesses to make more informed decisions about what software is right for them. That’s why we engineered FrontRunners.
To create this report, we evaluated over 520 Human Resource Information System (HRIS) products. Only those with the top scores for Usability and User Recommended made the cut as FrontRunners.
How Are FrontRunners Products Selected?
Products Are Scored Based on User Reviews
The gist is that products are scored in two areas—Usability and User Recommended—based on actual user ratings.
To be considered at all, products must have at least 20 reviews published within the previous 18 months, and meet minimum user rating scores. They also have to offer a core set of functionality—for example, HRIS products have to be able to act as the system of record for employee data with personnel tracking and reporting capabilities.
From there, user reviews dictate the Usability and User Recommended scores. Usability is plotted on the x-axis and User Recommended on the y-axis.
Intelligent assistants are driving things in directions where we would have never perceived they would. These smart assistants, or virtual assistants prove to be valuable, based on their accuracy and unbiased view of the scenarios. Most personal assistants have the capability to compile and bolster up statistics for higher executives, like emails, calendar invites, calendar events, files and enumerate a variety of tasks that need the utmost attention.
WebHR has introduced a personal HR assistant, which very smartly becomes a go-to, “smart HR manager” It most likely, is an assistant, that is not just smart but automates daily repetitive tasks, sometimes acting as an HR manager that handles the data management without user induction or interactions, predicting and representing the data as needed. WebHR’s personal assistant can be seen on Amazon’s Alexa, Microsoft’s Cortana and their physical device called “invoke”. WebHR performs different tasks using NLP and understands different users and evolves itself accordingly. its “Conversational UX” uses Bots and AI to simulate a conversation, creating a co-worker or an assistant that deals with your day to day HR related tasks.
WebHR is merging HR with AI enabled devices, specially “Amazon Echo” using its virtual assistant Alexa, which acts as your personal HR buddy. This is the next big thing people have been waiting for, the much needed leap, specifically for start-ups and emerging businesses that cannot afford costly enterprise solutions or large teams to deal with HR. This comes as a sigh of relief not just for them but for large corporations that intend on going futuristic and believe in the 4th industrial revolution, as this helps them work smarter and faster. The future of work has a lot of hype around it but very little is done to show on surface or has any real tangible benefits, WebHR believes in bringing real technology to work tables in offices around the world.
This new wave of automation and smart assistants would let your “Amazon Echo” “Microsoft’s invoke”Google’s “Home” or any device to enhance your workplace productivity by minimizing the time required by actual people to do the same task. Leaders with vision and scope to do more, need tools like “WebHR” to empower them and equip them to provide a next-level connectivity to their teams at work. These thought leaders must realize the power to move ahead, step forward and be bold, bring their statements to life and shape up a unified motto of “innovation” and creativity, that sets them apart from the crowd.
When WebHR interfaces with Alexa, Cortana, home or any other smart device, it becomes the new assistant that not only answers your HR related queries but will also help you with tasks, such as, “Mark my attendance,” “I am going for lunch” “schedule a meeting”, “apply for sick leave”, “email me my pay stub ” etc. So when you implement AI in WebHR you open up a completely new perspective into your HR data by engaging in a conversation and asking for information from the system, such as “How many female employees we have? ” “who is present today?”, “Give me last year’s employee retention rate”, “Give me performance evaluation reports” etc.
This hands-free atmosphere gives one a sense of freedom, no screens, no wait periods to extract data and no hassle of switching screens.The top management may immensely benefit by having a quick access to their workforce data by analyzing/crunching key HR matrices such as, employee retention rate, employee turn over, payroll summary, head count (headcount by category, nationality, gender, age range etc). This helps bridge the gap between the management and HR data by allowing rapid reach to important decision making data and reports required to accelerate growth and prosperity of the company. This brings the spark back into your boring HR routines by quitting multiple apps to get your HR related work done, talk to “WebHR’s – Smart Personal HR Assistant” and get what you want in a simple more natural language.
With a continued hype around connectivity of these devices as the trend continues, WebHR surfaces as the first company ever, to have entered and bring a much needed innovation to the HR world. This is a huge untapped potential is an opportunity which a lot of companies are unfortunately missing out on. WebHR’s personal HR assistant will answer queries and perform actions via voice commands using a natural language user interface. Natural Language Processing, can give these smart assistants, a bit of a personality and that is where WebHR is headed towards, an HR manager with an elegant personality, which is a pleasure to work with. Since WebHR supports more than 20 languages, imagine what relief it is going to be on a global scale, when on the far corners of the world where English is not a native language, this provides them a platform of natural communication with their system to get the work done efficiently, without the barriers erected by language. An object placed at every desk, conversing with you in your language and performing tasks, that would otherwise have required a lot of time for completion.
Natural language processing (NLP) is the ability to examine vocal input, analyze natural language application , and form voice output, which is the main rationale behind the current digital assistants being referred to as intelligent. WebHR is an undisputed “pioneer” and has brought disruption to the HR industry because along with its claim of bringing an affordable corporate structured HR service, it is now also the first one to have gone a step further and has introduced HR services, through AI enabled devices. It has unlocked a hidden potential of providing a hands-free work environment which is a bliss for company heads and top managers. With these smart assistants becoming a rage, we must understand that they need to be secure and protected, connected to safe portals for the distribution of data and WebHR understands, that data security is the most important concern, when it comes to big organizations and companies.
Algorithmic vision empowered by virtual assistants are considered to be among the major recent technological upgrades and most promising consumer trends. Some visionaries affirm that digital experiences will gain a status-weight comparable to ‘real’ experiences, if not become more sought-after and prized. The trend is verified by a high number of frequent users and the substantial growth of worldwide user numbers of virtual digital assistants. In mid-2017, the number of frequent users of digital virtual assistants is estimated to be around 1bn worldwide. The market for speech recognition technology is predicted to grow at a CAGR of 34.9% globally over the period of 2016 to 2024 and thereby surpass a global market size of USD 7.5 billion by 2024. According to an Ovumstudy, the “native digital assistant installed base” is projected to exceed the world’s population by 2021, with 7.5 billion active voice AI–capable devices.
The possibilities of this innovation to spread like fire are immense and WebHR aims on exploring it all. It intends on reducing work overload and intelligently transforms the way we view the data, eliminating the unnecessary details, bringing forth highly customized data analytics designed for workplace optimization.
Societies and cultures tend to re-model and re-shape themselves, corresponding to changing times and trends. The scientific innovations and inventions have changed the face of the world as we see it. People have always led businesses working in clans, groups or teams, varying in methods and techniques to handle them. The sense of belonging has shaped and modeled the way they work, a common belief and motto has driven them to stick to certain schools of thought and work accordingly. From pre-historic era to the modern day world, things have moved and modified to fit certain, standard benchmarks. The people who lead and direct their work patterns become the decision makers, hence organizations, institutes and businesses tend to hunt, hire and retain employees using a wide variety of techniques. People have always been attracted to equipping themselves in a far superior way, than has been practiced previously. With a technical transformation in every walk of life, people management has also come a long way, upgrading itself to match the needs of the future tech world.
The importance of educating and incorporating sophisticated methodologies to transform teams at work, has come a long way. From archaic paper based record keeping, to electronic way and all the way to using artificial intelligence, to performing complex tasks, HR industry is in a constant momentum. Leaders around the world are following the non-stop pace of innovation. It is now a widely accepted truth, that the need to automate and simplify people management has brought up the need for AI, to be effectively merged with several HR components. The modern age companies have evolved and are ripe to leap forward and allow cognitive computing, to make operations simplified and automated.
WebHR‘s AI capabilities came into focus, when no other company was even paying attention towards it. It had designed high-tech tools to simplify and innovate overall employee experience. It has broadened the horizons and has created a thought leadership pattern, incorporating critical intelligent dimensions, helping companies formulate business strategies. According to an IBM survey, 66 percent of the CEOs and Leaders of organization believe that AI and cognitive computing will play an important role in HR transformation. The change is imminent, some companies and leaderships might not realize what they are missing out on, yet. Having said that, many believe that automation and AI tools, not just empower their teams at work but also help them make smarter, more intelligent future tactics that strengthen their core strategies.
Even if AI might be valuable to have in place, to help automate workflows, a lot many speculate that it might not fit their allocated budgets for HR. WebHR is the only HR company, that has re-vamped the old and aged methodologies, bringing forth modern tools, that are quick to install and cost effective. The Global trend and migration to cloud technologies, from large enterprises to small companies has urged WebHR, to bring a novel pricing plan, that fits all criterion and budgets. The Global reach, has allowed the company to extensively research and navigate a vast varieties of cultures and norms, and bring forth a customized tool for them. With an impressive presence in 197 countries, the tech team at WebHR has seen closely, all the pain points, when it comes to HR processes.
The delightful surprise, is that, most companies and businesses, no matter what the size, always show interest towards such scientific advancements. There is always an ever present knack and curiosity to know more about it and learn to use it, for their benefits. WebHR is probably the only HR app at Amazon’s Alexa skills marketplace and Microsoft’s physical device called “invoke”, making it a pioneer in hands-free HR assistance. WebHR’s chatbots and AI capabilities make it easier for the user to navigate and perform HR related tasks with ease and efficiency.
From on-boarding, to vacation requests, to team training, to hiring process, to obtaining critical business reports, WebHR makes these processes predictable and faster. These automated business intelligence reports, help the management make informed decisions. These reports, present the data in interesting graphical presentation and maps, that show a clear picture of the recent trends at the business during different quarters, annual, bi-annual, monthly, daily or hourly, with just a few clicks. These things keep the management in the loop with all the key decisions taken, at all the levels of hierarchy within the organization.
WebHR helps bring AI automation, to low-value repetitive tasks, that take up a lot of valuable time, spent on them. This measure helps bring focus back to, more important, attention worthy business operations, that require a team’s undivided attention. A step or two towards these areas of focus, without worrying about menial tasks, has a greater impact on an organization and contributes to its success, in the longer run.
WebHR‘s analytical capabilities make it a go-to portal for an intelligent more comprehensible insight into the business. The data driven results are imperative to help remove, man-made glitches, errors and biases. When the data is accessed through such tools, all humanly errors are eliminated, making it more accurate and time efficient. In a fast paced world, missing out on these things could cause an enterprise a huge set back and result in a substantial loss of valuable capital. The idea of bringing financial gains through optimizing workflows through AI and emphasizing the need to equip people at work, is the mainstay belief of WebHR.