Every organisation has different types of individuals, but out of those the bosses come in different flavors. Of course you have your typical manager that enjoys bossing you around and then you have your leaders the kind that works with you and directs you to grow with every experience. If you have been working for a while now surely you have met your fair share of bosses. And if you are still new to the professional world, well, there’s a long line of bosses just waiting to meet you. Some of them you will love, some would be more of an acquired taste and some you’d simply hate. If you are still not sure of what these different flavor might be, well they are typically your leaders and managers. And no, they are not the same and yes, they have a whole lot of differences between them. Here’s a comparison of Leaders vs. Managers.
All organisations say “We want the benefits of the public cloud – more technology – but with more control and less risk” This is what customers seem to be saying increasingly and it is the main reason as to why organisations are exploring the features of having a private cloud. According to research, it has been predicted that the expenditure on private clouds will increase from 5% to 25% by 2018. In addition, private clouds are now considered the feature that will have the fastest expenditure within the next three years.
Big Data is simply a collection of data from digital and traditional sources, inside and outside an organisation that is used as a source for ongoing discover and analysis. Big data is transforming at a rapid rate and it is not surprising that the collected is now being used for hiring purposes. According to various research specialists, an increasing number of organisations are combining big data with recruitment and creating what is called “Workforce Science”
The headlines of the year 2014 mainly showcased global economic growth and a greater level of employee engagement. With the start of the New Year, it is time to once again, predict the next big thing in HR for 2015. The fired up topic in HR is the emphasis on new technology and innovations that will drive HR forward in the coming year. From benefits technology to leveraging big data to better understanding your employees, 2015 will be more sophisticated with its new technology and methods for HR.
After a thorough analysis of the trends this year, HR Technology has welcomed a new hot trend; usage of small applications that are simple and employee or business-oriented. There are many applications that are used in HR, which gives ease to the workflow. However, these applications are emphasised on being simple instead of powerful.
There are Human Resource professionals all over the world that are very eager and are carrying out research to a great extent for ways in which they can be more creative and innovative with HR and how technology can contribute to improving human capital management.
This could be related to managing the payroll system in their organisation or drawing up more significant workforce plans, but it is quite expected that cloud and mobile based platform can create a massive difference. To add to this, it is not only HR organisations that will benefit from the evolution of technology.
When it comes to selecting the right HRM solution for an organisation, there is quite a lot to do; there are different stages that one has to go through such as reviewing products, demos, collecting requirements and not to forget, the implementation process. With all this in mind, HR professionals tend to overlook one of the most important subjects of the solution: the actual user. It is critical to remember to always keep in mind their wants and needs and skills in order for them to use such a technical solution.
Reflections of Sri Lanka, an event hosted by the Export Development Board of Sri Lanka was held in parallel to the Commonwealth Heads of Government Meeting. The exposition included products of local industries alongside state-of-the-art machinery, equipment and technology. The event was held at the Folk Art Centre of Battaramulla from the 13th to the 17th of November 2013. hSenid Business Solutions, hSenid Outsourcing and hSenid Mobile Solutions represented hSenid at this event in the ICT, KPO, BPO sector.
It will then be followed by a panel discussion with Dr Ajantha Dharmasiri.
The event will be held on October 23, 2013 at Jaic Hilton, Colombo from 7.30 am to 10 am.
It is a strategic process that minimizes leadership gaps for critical positions and provides opportunities for top talent to develop the skills necessary for future roles.
Technology has seen its good improvements from within decades to months and now even days. Each department in any organisation, small as a founding business to a worldwide multinational deploys technology in many forms to provide a better service to their customers as well as keep in par with competition posed by rival firms. Everything which controls long term operations to day-to-day tasks which keep the company up and running. From departments such as manufacturing, marketing,
to finance and administration, technological innovation has made its mark. One such sector of the organisation which has seen its leaps and bounds is the HR sector, which has majorly shifted to the use of cloud HR systems. Human resource management in any industry is the careful management of the organisation’s key asset; the employees. Perfect management of the employees is the key to business success, and with the advent of cloud HR, it has made the people management process faster and more flexible in many ways to the company.
Cloud technology has modified the workflow of businesses worldwide with the ease of being able to store data in a cloud server, which saves the effort of making a great deal of work to both staff and management. This helps avoid many costs such as paperwork done to keep record of details. In an organisation where there are hundreds of employees, there would be a lot of personal information to hold, ranging from name, contact details, employee track records and performance analysis and other critical data which would be of use to the company, it is easier to store all these in a cloud HR system where information is directly stored on the cloud. Reduced paperwork saves a great cost for a business and makes the data accessible from the press of a button, whether it be one specific record or a defined set of records. The other good thing about a cloud HR system is that to a company which stores information of employees in branches scattered across the world, it is easier to create a repository of all the necessary data which can be accessed from anywhere in the world at anytime. That can be a useful for management who want to obtain information of staff from anywhere in the organisation, even if from another country.
Finally we can see how beneficial that cloud HR has become to organisations worldwide in terms of cost reduction, time saving and simplifying the process of managing an organisation regardless of size and span across different location. Retrieval and reuse of information has become easier than never before as well as affordable with cloud technology saving up paperwork costs. Cloud HR has taken human resource management to the next level to bring the best of performance efficiency they can get.