In the previous article, we saw how varied and complex the HR Technology space is. As an HR leader, you are meant to navigate this space with aplomb. In our efforts to assist HR leaders commonly and Indian SMB HR leaders in certain, we want to do a detailed evaluation of most HR Tech products accessible in the Indian market. We are aware that with the appearance of SaaS based solutions merchandise created in the US or Europe is easily available for Indian companies, though, we aren’t specializing in those answers. We may mention some of such innovative items which are created in the US or European market and believe these “white spaces” are lined by Indian agencies earlier than later.
As a company owner or HR Leader, if you’re comparing HR Tech answer/s either for a worldwide or local organization need what would you examine?In my adventure and remark, the process involved is usually fraught with a lot of risks where you are dependent on the recommendation of people around you or most times even the carrier providers. Besides knowing the useful points, one also has to perceive the underlying generation used and its barriers just about organizational requirements. There is no forum at this stage which gives us an impartial opinion or a professional view on a variety of solutions in the market and compares them on a number of parameters we all know or don’t know. I wondered why in today’s day and age creating a technology resolution so ambiguous?Why is there no platform/forum where all tech users come together as a group which will aiding each other?I make selections to eat out in response to what I see on Zomato today so why not make a crucial choice like tech implementation via some neighborhood aid?We determined firstly this generation as monitoring worker attendance, retaining a record of what number of days he/she was on leave and then eventually processing the salary while navigating the complicated and intricate tax and compliance structure, is a basic recreation in any business of any size. While here is a primary undertaking, I automatically see HR and enterprise owners struggling with issues similar to accuracy of information, timeliness of information, cycle time of payroll etc.
And so I was questioning isn’t there an easier, quicker and easier way to do this?Shouldn’t this challenge be solved long ago?And hence I started my web research to determine loads of companies, items, and solutions that are available in the market at this stage. Considering that we are largely looking at either product or product+carrier businesses we diagnosed certain parameters which we conception are essential for an initial evaluation especially given the vast data set disbursed around the length and breadth of the country. Hence we came up with an easy criterion which are generically used for evaluation of HR Tech solutions and most HR leaders should imagine these parameters / questions while evaluating the solution provider/s. While these are generic parameters when applied to a specific HR Tech space – they may allow you to arrive at a filtered list that can then be extra evaluated for your real business need. Since our purpose here is to present generic standards we are not since a characteristic based evaluation for the scope of this evaluation.
We recommend that you just do an entire characteristic evaluation once you have decided your exact need for the reason that your enterprise context.