Workforce Planning

Humanware HRMS is a revolutionary Human Capital Management System that promises to take the pain out of HR management, as it is designed with a view to integrate all HR functions right from hiring or recruitment to retirement or disbursing pensions. Humanware HRMS is a complete workflow web based HR solutions with modules like PMS, RMS, Training & Development, Leave & Attendance, Payroll, Reimbursement and Loan Management and Succession Planning. We build configurable solutions that can fit your organization's unique goals and increase your productivity. Our mission is to provide insightful solutions that drive value and success for our clients by allowing them to focus on their business.

How Humanware Technology HRMS is different from its competitors?

Ease to Use:

Humanware HRMS product can be used by specified users to achieve specified goals with effectiveness, efficiency, and satisfaction in a specified context of use. This quality can be expanded, and made more comprehensive by including five characteristics which are met for the users of a product:

Performance vs. Potential / Succession Planning

Humanware HRMS Talent Management covers the employee lifecycle, from on boarding through learning management and performance measurement to succession Planning. Ensuring that you have the right people with the right skills in the right roles and at the right time has a serious impact on your organization’s ability to execute and grow. Humanware talent management can be bifurcated based on the organization needs (SBU wise, Branch Wise, department wise & individually. The system captures employee performance based on the organization parameters (four quadrants, nine quadrants) Humanware HCM offering. The content can be split into three distinctive parts: Objectives-based Assessment, 360 Degree Appraisals, and Potential Appraisals. As businesses experience increasing economic flux, including quicker time to market, increasing revenues or even growing the market reach, there is a need to dynamically organize the global workforce and assess them on parameters relevant to the business context. The underlying systems must support this need and should be easily configurable, based on market stimulus. Organizations aim to improve the granularity of their assessment systems and shorten the assessment time period.

HCM helps in getting a holistic view of an employee’s data through the Talent Score Card, which represents key information about an employee. This can be used during a review process or in general and includes:

Benefit of Talent Management

Succession Planning

One of the most common leadership development questions, “Why does succession planning feel like such a tedious and time consuming task?”

We begin with defining Succession planning “a process whereby an organization ensures that employees are recruited and developed to fill each key role within the company. Through your succession planning process, you recruit superior employees, develop their knowledge, skills, and abilities, and prepare them for advancement or promotion into ever more challenging roles.”

It is very important to manage candidates to replace planned & unplanned losses of key leaders and thus the succession development plan has to be ready for a smooth future continuity and also to avoid any major business risks. If you think for stable processes of your company and are not happy with the impact of your succession planning process, then you are at the perfect doorstep of Humanware Technologies, who will plan and execute the right system of the function.

To develop the employees you need for your succession plan, you use such practices as lateral moves, assignment to special projects, team leadership roles, and both internal and external training and development opportunities. Through your succession planning process, you also retain superior employees because they appreciate the time, attention, and development that you are investing in them. Employees are motivated and engaged when they can see a career path for their continued growth and development. To effectively do succession planning in your organization, you must identify the organization’s long term goals.

You need to identify and understand the developmental needs of your employees. You must ensure that all key employees understand their career paths and the roles they are being developed to fill. You need to focus resources on key employee retention. You need to be aware of employment trends to know the roles you will have a difficult time filling externally.