Be Kind or Kindless...A Leadership Message For The Corporate HR

If your justice ever jettisons your existence, never do justice and never ever pay even an iota of attention to listen to others plea or supplication for mercy or justice.  It means, be cruel and merciless as that is how you have to be.  This message may sound barbaric and rude, but that is what nature conveys through the equation of prey-predator. 


The beauty is that both the prey and predator knows the above law the best.  None of the prey species of animals like deer, zebra or wildebeest ever seems to request or beg or prostrate before a predator for mercy or kindness.  They try to escape and to escape from the predator only nature has given them several adaptations and advantages.  If they fail, they have to accept that the law and justice are on the other side.

Similarly none of the predators are kind towards their prey species.  Because of the above, one should not assume that the predators are not kind.  They too carry lot of kindness, love, care and affection to their young ones and also towards other members of their group.   The question is why an animal that has lot of love and kindness towards its own clan is so cruel and kindles towards its prey animals?  If they ever become kind, the same kindness would jettison their very existence.

They cannot afford to be kind and merciful towards their prey animals.  That does not mean they are cruel.  Law of nature never defines so.   The justice and justifications of nature are always relative and what is right to my existence is right however bad it might be to others.

The advice and suggestion is not against being kind and merciful.  But remember your gesture should always support your physical and psychological existence first and only then rest should follow.

Also, the people who plead for justice and mercy must re-invent the enormous strength and capability the nature has given to them to win all odds and injustice.  If such strength is not understood, only helplessness has to be depended upon to help oneself.

The message of nature should not be understood indiscriminately.  Be kindles does not mean be cruel.  What it means is that be kind to you first and then be kind to others.

Sacrifice can only breed greed, weakness and hopelessness.  Imagine, the predator that had not taken its meal due to ‘self sacrifice' for the sake of its young ones had never been so successful in guarding, nursing and rearing the future generation.  Only the strong parents can up bring the best progenies.

The readers of the article should not run into either crazy or quixotic state.  The message has to be understood in the right dimension, sprit and reference. 

How Do You Choose the Right Human Resource Management Software?

So you've decided to deploy an online human resource management software solution at your workplace? Good choice. HRM software and process automation can help you implement the best practices in human resource management and gain new ROI from existing business processes.


There's only one little problem, you say. I don't know how to choose the best solution for my business. Not surprising. After all, a simple Google search for online HR software can give you thousands of results with each service provider claiming that his solution is better than the rest and that it is exactly what you need. They are all right, of course. Their solution is the best from their perspective but is it the same from yours? Add recommendations from colleagues and friends and numerous solicited and unsolicited overtures from service providers to this and you are right where you began.
So, how does one choose the right human resource management software for their business? What are the parameters on which the software has to be judged? What are the different steps to be taken?
Create a selection team: First things first. Before we take about features, costs, or benefits, build a selection team that will assume responsibility for the operation. This selection team should be balanced and comprised of end users, senior management, and decision makers. Invite members from different functions like Finance, IT, and HR who have a stake in the decision. Give each of them a clear area of responsibility.
Evaluate and enumerate: The first responsibility of the selection team is to evaluate the current practices being followed by the company and come up with:

• Critical business requirements
• Expectations from the software
• Parameters for evaluation of the software

The team has to actively take inputs from all stakeholders at several stages in this process.
Get recommendations from multiple sources: As I mentioned earlier, there are thousands of solutions available in the market now. Ask for recommendations from as many people as you can. We've heard of a client who used a solution because his banker suggested him to do so. Another client got a recommendation from a new employee who was using the same solution in his previous company. Search online. Ask friends and business partners. Invite recommendations from employees. Cast the net wide and get a good list of requirements.
Shortlist and qualify: Now that you have your evaluation parameters and recommendations, weigh one against the other and create a shortlist. Check all recommendations against your parameters and come up with a shortlist of no more than 3-5 vendors.
Next step is to qualify them. Speak to the vendors. Ask as many questions as you need and clear all the doubts you have. Schedule a demo and invite estimates. At the end of this stage you shouldn't have more than 2 vendors on your shortlist.
Test them: Nowadays, almost all vendors offer a free trial for a limited time period. Take advantage of this to test the solution at your workplace. Ask users for their feedback.
Deploy: Based on the feedback, deploy the solution that you found to be the most suitable for your business needs.
Congratulations! You just found the right human resource management software for your business.

HR and Payroll - The Backbones of any Company

It is now very much old school to rely on the process which involves paper-based form filling. The process is too much tedious to maintain the physical files and sheets. It is prone to errors and very much inefficient system and one cannot afford to have such a system which prone to errors, costs a lot of time and which has a possibility of loss of paper files.


Not only this, bust being updated is equally important. One must always aim at keeping the data updated while auditing the same and ensure that the entered data is precise which will in turn help in saving the precious time which would otherwise would have been consumed for rectifying the mistakes if any. It is a very much embarrassing situation when someone points out mistakes in the report during the presentation. Stale news makes a bad impression and could lead in wrong decisions taken which would affect the company. So it is always recommended to stay updated.
In order to have a fool proof HR administration, there are some key points that should be remembered and followed as a part of managing skills. Orderliness or Organization is a skill of keeping the files in well organized manner which can save one's time is very essential. Failure in doing so may lead to confusion and frustration when you need those files in future for use. Organizing your time will definitely help you in terms of completing the tasks on time and without headache.
Another skill which is very much recommended to have in HR administration is to build professional relationship with the employees which can build a trust about the HR person into the minds of the employees so that whenever the latter have any issues or problems they can consult the HR person. This skill helps in managing as well as leading the employees. Along with building the trust among the employees an HR administrator must also inculcate strict code and ethics within the employees while working in the company. It should be well taken care of by the human resource person that the information about the employees confidential and not let into the hands of an unknown person.

Another most important aspect of any company's management is the löneadministration. Payroll administration is the record of the employees regarding the salary, insurance premiums, payroll taxes, employee leaves and holidays. A payroll administrator is responsible for keeping a track of working hours and accordingly producing the paychecks of the employees in the company. The main objective of a payroll administrator is to ensure that each and every employee of the company is being paid the right amount and on time. If everything goes right as planned and precisely then it can help save a good deal of time which can hence be utilized by the payroll administrator to give service and advice to other customers and clients of the company. Due to all the things mentioned above, the HR administration and payroll administration act as the two mist crucial pillars or the backbone of any company.