How to Avoid Expensive HR Errors?

People are the most valuable resource for any private or public organisation, business or institution. That is why HR development and growth is one of the most important corporate functions.

The immense responsibility alone makes it a challenge. That is why errors like lapse of judgment frequently run in the industry.

In the last decade, resource management software has taken over many key HR functions like payroll management, communication interfacing, attendance, etc. HRM Software helps automate certain functions that carry a high probability of error and thus nullifies chances of the same. However, some loopholes remain.

Here are someapointers on how to avoid expensive HR errors:

Don’t wait for problems to be reported

Many managers call it the “open door policy” where problems, when incurred, are reported back from time to time. However, that leaves many minor detailed ignored and left out. New age HR managers should always be on the lookout themselves.

For instance, with SHIFTS advanced communication interface you can keep real-time track of performance in any project. As you can communicate instantly and directly, problems can be found and solved with maximum efficiency.

Documentation is important

Important policies, agreements, contracts, rules and functions must be documented for smooth company functioning. One might think that it might not be important for a small business, but proper documentation comes in handy every step of the way.

Make informed hiring and removals

You may be hiring new talent without an HR professional. This means that you will have to guide him or her through the work process and effect training for the role. Are you up for that? If not then make sure your HR framework is.

Similarly, when you are firing someone, remember to take care of certain things like

• Final pay

• Documentation

• Severance and contractual agreements

Stay updated on latest compliances and standards

There are numerous regulations and standards when it comes to Human Resources . These laws also continue to evolve and change rapidly. That is why it is important to keep monitoring them. Compliance requirements can be easily missed, and they can quickly add up to big penalties that can prove very costly for small employers. Make sure you have advisers like an employment lawyer and accountant to help keep you up-to-date.

Allow your employees to grow and reward them timely

HR growth is essential even for small businesses and MSMEs. You should not think that you don’t need employee appraisal and engagement programs just because you are not a multinational.

In fact, it is quintessential for your employees to feel rewarded on performance you want to scale up. Rewards and appreciation create a close relationship between the company and your employee that transforms into enhanced performance.

Recognition of reliable performance is essential to a healthy workplace. You don’t want to face retention issues, as employee turnover can be costly. You can avoid this issue by using simple appraisal methods. These can include public recognition, annual appraisals, extra holidays or even a gift certificate occasionally!

The focus should be to forge employee relationships around trust, loyalty and performance based appraisal. Using tools like automated HRMs helps a lot, but in the end, as an HR manager, your goal should be transparency and efficiency.


Cost to Develop Resource Management Software

Given the title of the blog, you would have already guessed what we are pointing at. Having a look at the trends of the current market, it would be very easy to develop your own solution for managing human resources in your organization.

Also, prior to stepping to the fore to talk about the price rates, let us first characterize what type of work will be carried out. We will take help of UI/UX design and web development. The cost for software development varies all across the globe, and every company set its own price rates, which greatly depend on two key factors: location and the value of work.

While we have been discussing an app that can deal with all your human resource management processes very well, let us take a look at what this solution might cost reckoning with all the features we are about to list below:

1. Recruitment Module

  • Creating jobs with descriptions
  • Creating employee and candidate profiles
  • Posting jobs on job websites and social networks
  • Scheduling interviews
  • Assessing candidates (with likes or stars)
    Sharing CVs
  • The recruitment module costs around $25,920-$28,800 to develop.

2. Onboarding Module

  • Creating and editing onboarding tasks
  • Assigning onboarding tasks to employees
  • Tracking onboardings tasks
  • Task management dashboard
  • The onboarding module costs around $22,680-$25,200 to develop.

3. Performance Tracking Module

  • Goal tracking
  • Performance feedback
  • Generating reports about employees performance (through transcripts of achievements), overall company performance and more
  • To develop a module like this, expect to spend around $11,660-$12,960.

4. Benefits Management Module

  • Incorporating benefit plans
  • Sharing benefit plans with employees
  • Turning about reports about the range of benefits per employee, monthly benefit expenditures, etc.
  • Statistics dashboard
  • Expect to spend around $11,660-$12,960 on developing a benefits management module.

5. Training Module

  • Lists of training
  • Scheduling trainings
  • Keeping a tab on employee training progress
  • Events calendar
  • Application system for training
  • Document management
  • This module is estimated at $12,960-$14,400 to develop.

6. Payroll Module

  • Payroll tracking
  • Request management (sick leave, time off, vacation)
  • Work hours tracking
  • Compensation and benefit plans
  • Payroll notifications
  • Generation of payment reports and paychecks
  • Payroll dashboard for employees
  • Finally, the payroll module costs around $23,320-$25,920.

Finishing up

Now while we have worked out a ballpark figure of the cost of developing the features of a Resource Management App , it is easy to guess that it will cost approximately 2,800 hours (3.8 months) of developers’ time to build a comprehensive human resources management application. However, the most provocative question about any software development is the cost. To put in simple words, you should brace yourself to pay $113,400 (2,800 hours X $45/hour average rate) for a comprehensive HR management product that is inclusive of all the features required by your HR managers and employees.

It consumes a plenty of time and effort when it comes to building a web application for a specific reason. At SHIFTS , we enjoy to take up and deal with the challenges, and during the stint of our being in the industry, we have developed a handful of applications for HR departments. The ballpark figures we have mentioned in this blog content are dependent on our prior experience however if you want a ballpark figure relevant to your needs, feel free to get in touch us and let us know your idea!

Easy Way to Define Entity and Additional Custom Logic (Crud) In Module

Concerning an easy way to define entity and additional custom logic (CRUD) in module, basically three options are available, out of which the first one cannot be exactly comprehended as an option exactly:

1. If you are good at PHP coding, it is worthy of creating an entity type by dint of the admin interface, and create a new node.html. twig template file, however this lacks the competence to carry out custom PHP logic and deliver the information to twig.

2. You can create a content type in a component and define the fields by dint of the admin. If you are able to read and analyze it the proper way, this can be carried out via drupal generate: entity:content with the Drupal Console.

3. You can create a module in which you can define the content type and hard-code all the fields. This in general is less flexible but is perhaps a more powerful option: in case something out of the ordinary happens with the database, there is no need to recreate the structure.

Both option 2 and option 3 seem feasible. Considering the options, a custom template can readily be created in the module sooner or later.

For more information on learning the east way to define entity and additional custom logic (CRUD), please visit the website

The Importance of Leave Management Software with Time and Attendance

The combination of leave management software with Time and Attendance Tracking Software program in place can work wonders for any business (with a legion of employees) in a number of beneficial ways. Not only will the combinatorial program help a business to keep a tab on when an employee is present in the workplace but it will also help employees to learn how many hours an employee has dedicated to working. The highlight of the program is that it is a great way to enhance the productivity levels in the business.

Today, a range of different software programs are available to offer the following benefits to a business.

1. It cuts back the amount of managerial time that would typically be required to bring together all timesheets and then deal with them that employees offer.

2. Revenue levels within the business can be enhanced because the time that the human resources can be benefited more remarkably which in turn can give a step-up to the productivity levels.

3. It discards the constraint of data which is taken in to be an otiose thing and enables a business to keep and uphold much more accurate time and expense reporting facilities.

4. In addition to keeping the information much more picture perfect, it renders the user with the opportunity to readily access and keep a track of the historical records with regards to all the aspects of employee’s attendance at work.

As a result of using the software programs, an organization can readily deal with the target areas which could end up incurring money to them and deficits in their revenue. Also, it can aid them to look directly as if whether overtime is a constraint or changes can be made which will contribute to enhancing the productivity levels of employee’s productivity. It can also help a business to resolve a decision whether they are indeed in need of recruiting temporary staff or not.

However, the systems being able to keep a tab on the staff members’ attendance at work some of the software programs also furnish the user with the opportunity to key in other information they take in significant with regards to every single employee within the company. It enables them to key in information about when an employee takes any type of leave or when they take leave that has not been granted.

While making a profit is necessary for any organization to keep on running efficiently then implementing a worthy leave management software SHIFTS with time and attendance tracking software program is essential to achieve the need.

For more information on time and attendance tracking software, please visit the website

What every manager should know about employee reward system?

Being the manager or the owner of your organization is bestowing rewards on your employees and motivating them to perform better in their role is something a regular or an episodic part of your business. The reward system is a great way to render thanks to your employees who are already performing very well in their job.

There is no doubt in mentioning the fact that employees are the lifeblood of every organization. Installing these guys on the job is an important task for every recruiter or manager. Generally, those employees leave organizations who feel unrewarded, underestimated and unmotivated. By furnishing your employees with the tools to help them witness a range of benefits that is instrumental in their growth as individuals, they will be able to feel more occupied and in control of their career. They will see from their rewards package how much value their contributions mean to the organization.

Managers should be aware of actually who, what, and when to give a reward to an employee. They need to ensure that their employees are aware of how to earn the rewards. Managers should also communicate transparently with the employees as if what they need to do to be in receipt of that reward. Set levelheaded and see-through performance benchmarks for these rewards.

In general, the HR department of an organization is typically in charge of giving rewards and benefits, yet the manager can also propose an employee for rewards and the benefits based on the proven and excellent performance.

Motivated employees are the ticket to give a plentiful success to every company. Employee Reward System if carried out properly, helps turn around performance, morale and strengthen employee loyalty.

Here are some good points we at SHIFTS suggest encouraging your employees:

1. Paid time off or additional vacation period

2. Flexible working hours

3. A note or a letter of appreciation from the company’s CEO

4. Dinner (for two) at a local restaurant or a group lunch for an outstanding department

5. A photo and a brief description in the company newsletter or magazine

6. Movie tickets

7. Discount vouchers

8. Bonuses

9. Thank you meeting

Apart from the aforesaid suggestions, you can search for more valuable employee rewarding ways online to help encourage your employees based on the ethnicity of your business.