Paradiso HRMS

1. Managing Employee Lifecycle with Modern HR Application Speaker: Sach Chaudhari Paradiso Solutions www.paradisohr.com

2. Employees Expect More Now... ● Your employees are swamped with latest technologies in the world outside of work. ● They’re obviously going to demand the same at work. ● Imagine such employees switching to boring 1990s application. www.paradisohr.com

3. Out with the Old School HRMS… Say Hello to the Modern HRMS www.paradisohr.com

4. Spreadsheets Overload ... ● Leaves ● Performance reviews ● Emergency contacts ● Onboarding ----- everything is in excel (and in chaos) www.paradisohr.com

5. Disengaged Employees ... It is seen that 2/3 of employees are disengaged at work www.paradisohr.com

6. Employee Disengagement = Lost Productivity It can cost a company approx. 5 Billion/year www.paradisohr.com

7. Attrition is going up... ● People jump ship due to lack of clarity ● Inefficient ways to onboard and give feedback to employees. ● Inefficient ways to transfer knowledge from old to new employees. www.paradisohr.com

8. Employee tenure in a company is reducing 3 Years 7 Years Avg. tenure GenX stick to a company Avg. tenure millennials stick to a company www.paradisohr.com

9. Approach / Design Thinking to HRMS Understand someone’s needs Explore and ideate various solutions Create a prototype Test and iterate www.paradisohr.com

10. “We are in the business of creating amazing experiences for your employees using technology”

11. Stages of Employee Lifecycle Project Management Performance Reviews Succession Planning Recruiting Onboarding Learning & Development Pre-boarding Social Network Self Service HR Employee Exit www.paradisohr.com

12. Recruitment Current State Desired State Portals like Monster.com, Indeed.com have jobs distributed all over. A complete recruitment management solution. Complete package, from sourcing and referrals to tracking and analytics. Do not settle for less than a complete solution. No centralized system for displaying or applying for jobs. www.paradisohr.com

13. Onboarding Desired State Current State 86% of the new employees decide if they’ll stay on with company, in first 6 months. Pre-boarding and on-boarding should be fun and exciting. Establish key milestones for onboarding. Lack of excitement during onboarding. Automated onboarding that saves hours of the new hire enrollment process. Limited clarity on goals of the company. www.paradisohr.com

14. Learning & Development Current State Desired State Training based on 70-20-10 learning model. Fully customizable LMS, ready to be integrated. Continuous learning not supported in the current model of elearning. Course library with 5000+ courses ready off-the-shelf Employees are self motivated to learn new things. Content delivered is not refreshed and current. www.paradisohr.com

15. Project Management Current State Desired State Disrupted view of projects. The project manager lacks clarity of key result indicators and milestones. Add/manage/delete projects whenever you want. Features such as a scrum task board, resource planning, progress tracking, Kanban and Gantt chart views. No centralized place to add/manage/delete projects. www.paradisohr.com

16. Performance Review Current State Desired State Traditional methods of performance reviews that don’t help employees grow and develop. Managers/Coaches can address performance in the moment. It’ll help inspire and engage your workforce. Annual performance review methods waste nearly an years time of corrective action. No one-size-fits-all strategies that don’t recognize individuals’ unique contributions. www.paradisohr.com

17. Self Service Portal Current State Desired State Employees can view/manage/update their data on their own. Employees have to have for HR revert for every little HR-related query. Access to such portals saves HR’s and employee’s time and can boost feelings of empowerment in the employee. Wasted labor hours and heightened frustration of the HRs because of handling unproductive tasks. www.paradisohr.com

18. Exit Management Current State Desired State You get to configure the exit process as per your organization’s policies and processes. Employees have no clear pathway of the exiting process. Define departments from which NDC is required and the department specific check, for a smooth exit management for the employee and the HR Important papers remain unsigned and un-submitted resulting in delays in compensation clearance or any other exit-related paperwork. www.paradisohr.com

19. Story of John the employee, his Learning & Development manager Lisa and HR manager Andrew www.paradisohr.com

20. Andrew met John 2 years ago in a conference and gave his email… John wasn’t interested in a new job at that time, but seemed to be a good potential candidate. www.paradisohr.com

21. Now, Lisa (A smart HR who uses HRMS…) Uses ATS functionality of the HRMS to keep sending email newsletters to John. www.paradisohr.com

22. When John was ready for a change… he saw Andrew´s newsletter about new technology that was being developed… and eventually applied using the website’s online career page. www.paradisohr.com

23. ● John fared good in the interview and got selected. ● When the offer letter was due to be sent, Andrew wasn’t present to sign it. ● Lisa took over and using the e-Signature functionality, got the offer letter ready easily. www.paradisohr.com

24. 2 days prior to joining, John gets his pre-boarding package in the email. He fills his information details and is ready to go. www.paradisohr.com

25. Day 1 on job, all contracts are signed and John starts his onboarding training on theLMS that’s inside the HRMS. www.paradisohr.com

26. John starts using the company’s intranet social network to get to know people www.paradisohr.com

27. While working for the company, John changed his residence. He directly went to the Employee Self Service Portal and updated it. www.paradisohr.com

28. Via the Project Management feature, John was added to a new project. He could view/edit/manage milestones and other conversations through it. www.paradisohr.com

29. Andrew does a timely performance review of John to identify his strengths and weaknesses. He gathers 360 degree feedback of John from his colleagues and other team members. He sets KPIs/KRAs for John www.paradisohr.com

30. 3 years later, John gets a challenging opportunity in another organization and decides to leave for better prospects ● He initiates the separation request online and based on the configured workflow authority assigned, his resignation gets approved. Online exit forms and exit interview is initiated and he gets automated e-mails for the same. John’s notice period gets defined. ● Succession planning and knowledge transfer is done to fill the gap. ● John leaves the company on a happy note. ● ● www.paradisohr.com

31. Presenting Paradiso HRMS Real good features out-of-the-box www.paradisohr.com

32. HRMS Mobile Compatible across multiple devices, OS and browsers. All you need is a browser and a connection. www.paradisohr.com

33. Why Paradiso HRMS? www.paradisohr.com

34. Thanks for Attending! Sach Chaudhari Paradiso Solutions www.paradisohr.com