The 10 Most Innovative HCM Companies Revolutionizing Workforce May 2021

Editor’s Desk

Findingthe BestwithHCM

Undoubtedly,thegreatestassetanynationcanhave

isitspeople.Withoutthecontributionofthemost resourcefulpeopletothecountry'seconomy,no nationcanreachitshighestpotential.Thesameisthecase withanyorganization.Anyorganizationorbusiness flourishesbecauseofthepeopleinit.Thecontributionfrom themostresourcefulpeopleinthebusinessororganization playsasignificantroleinthesustainablegrowthofallthe organizations.

Whenanyorganizationreferstoits‘people’as‘assets’, whateconomicvaluedoesthisintangibleassetcarry?Itis certainlythingsliketheirexperience,skills,knowledge,and abilities.Buthere,thequestionthatarisesishowwillthe valueoftheseintangibleassetsgetimpacted?Thisiswhere HCMstepsin.

TheendgoalofHCMistooptimizeandmaximizethe economicorbusinessvalueofanorganization’shuman capital,helpingitgainacompetitiveadvantage. Organizationshavestartedrealizingtheimportanceof HCMandhavejoinedhandswithcompanieswith exceptionalHCMtoolsandplatforms.

ThekeyfocusofHCMcompaniesistoadapttothe upcomingcultureandmakebusinessesfeedback-driven companies.Theyhavebroughtadrastictransformationinto theHRarenaandhavebenefitedbothemployersand organizations.Theirsolutionsandtechniquesprovidea productiveworkingenvironmentfororganizations,creating multiplegrowthopportunities.Theirprocessinvolves communicatingandengagingwithpeopleandstreamlining theirperformanceaccordingtotheirskillsets,ensuringthat theygrowhappilyandfaster.Thereisacontinuous improvementintheseprocesses.Whenthepandemichit anddisturbedbusinesses'operations,theseHCMcompanies helpedthosebusinesseskeepeverythingaligned.

TheHRindustryisembracingthenewHCMtechnologies andtoolstoboosttheefficiencyandproductivityof

employees.HCMhasbecomeaplatformwhereHR companieswanttoimplementthesemoderntoolsto enhanceemployeeexperience.Thishasalsoenabled organizationsproposethebestsolutionsattheright stageandmovetowardsmoredata-driventools.

Itiscurrentlytherightstepforbusinessesto optimizeHCMbecauseoftheshiftofdigitaltools duetothepandemic,astherewillbealotmore competitioninthefuture.Theneedofthehouristo increaserecruitingabilitybyidentifyingthebest candidatesandavoidmissingtoptalent.Thefutureis withHCMinrecruitmentinnovation,andoverthe nextfewyears,itwillbemoredevelopedwiththe businessecosystem.

ConsideringthesignificanceofHCM, Insights Success hasenlistedlife-changingHCMcompanies initsupcomingedition-The10MostInnovative HCMCompaniesRevolutionizingWorkforce. Thesecompaniesstrivetobethebestintheindustry byprovidingthebest-in-classservicesforthe employees.

EmergingasoneofthebestHCMsolution companiesistheCoverStoryofthiseditionPayServSystems.PayServSystems’purposehas beennotonlytohavethebestcloud-basedHCM solutioninthecountry,butalsotoemploythe world’sbestemployeestogrow,stretchandservice thefullyintegratedEndtoEndsoftwareandservice solution.

Learnaboutmoresuchcompaniesfeaturedinthis edition.Also,whileflippingthepagesyoumaycome acrossCXOstandpointsbyindustryveteransand strikingarticlesdraftedbyourin-houseeditorial team.

Sourabh More

Brief CompanyName

analytic.li analytic.li

FeaturedPerson

JanaFuelberth President,CEO Co-founder

CareerBuilder careerbuilder.com

IrinaNovoselsky CEO

CivicPlus civicplus.com BrianRempe CEO

EverythingBenefits everythingbenefits.com

PayServSystems payservsystems.com

RachelLyubovitzky CEO,Chairwoman

analytic.liisaworkforceanalyticscompanythathelps employersmakebetter,data-drivendecisions.

CareerBuilderisaglobal,end-to-endhumancapitalsolutions companyfocusedonhelpingemployersfind,hireandmanage greattalent.

CivicPlusenablesmunicipalitiesofallsizestorapidlyand efficientlymigratetraditionalcitizenservicesonlinetomeetthe newonlineimperativeoflocalgovernment.

EverythingBenefitsistheleadingproviderofnext-generation, end-to-endbenefittechnologysolutionsandservices.

ToddSaylor CEO

PayServ'sWorkforcethriveisasingleapplicationthatmanages theentireEmployeeLifeCycle,fromHiretoRetire.

PayrollHero payrollhero.ph

ParadigmLearning paradigmlearning.com

Qandle qandle.com

Mike CEO

CathyRezak Co-founder,Chairman

ChayanMukhopadhyay Co-founder

PayrollHero.phuseyouremployeesfaceasitsprimary biometrictoavoidbuddypunchingandghostemployees

ParadigmLearningamplifiesthebusinessacumenandstrategic alignmentofleaders,managers,employeesandsalesteamsto achieverealbusinessresults.

Qandleisasmart,cloud-basedHRSolutionforforwardlookingorganizations.

Talegent talegent.com

JohnAustin CEO

VibeHCM vibehcm.com

SusanneBowen CEO

Talegentoffersafullrangeofproprietarypredictiveanalytics toolsthatareoff-the-shelfreadyforuse.

VibeHCMistheHCMEngagementplatformfortalent-driven businesses.

Todd Saylor, CEO, Vision and Acon Leader, PayServ Systems

As

HCMindustryisevolving,manyclientswishto

havethebestofHumanCapitalManagement PlatformtoeasetheirHRprocesses.Itshouldbe abletohelpclientsinovercomingtheirchallengesbygoing beyondstatusquo.TomakeadifferenceintheHCM industry,itisessentialtohaveacomprehensiveHCM platformbyusingworldclasstechnologywhichshouldbe abletodeliverthebestimplementation,training,and supporttoitsclients.PayservSystemsis“Wired Differently”fromothersintheHCMindustryinawaythat theyutilizeworldclasstechnology,itsstrengthsand leveragesitsfavorstoassisttheirclientsinovercoming theirchallengesandemergingfromthestatusquooreven worsethelargerlandofmediocracy.ToddSaylorasthe CEOandVisionandActionLeadersteerstheshipof PayservSystems.PayservSystemsisabusinessservices company,whichimplementsandsupportsitsUnifiedHCM Platform,WorkforceTHRIVE.

EnhancingTechnologytoIncreaseCapabilities

ThejourneyofPayservSystemsisuniqueinthesensethat ithasneverbeenacompanywhorestsonitslaurels.In 2003whenitwasfounded,itsgoalwastobeahighservice, multi-statepayrollprovider.Itachievedthisrelativelyearly initsevolutionhoweverasitsorganizationalcapabilities developed.Itfoundthatitssoftwareplatformcouldn’trise tothe“RarifiedAir”itwascapableofflyingin.Asaresult, PayservSystemsmadethedecisivedecisiontoenhanceits technologytobetterfititsorganization’sgoalsand capabilitiesofitsteammembers.Theresultingchangewas a100%focusontheUKGReadyplatform,whichoccurred in2017.Thiswasacriticalstageinthecompany’sjourney asitenableditstalentstobefocusedonaplatformwhich hadvirtuallyunlimitedcapabilitiesandsatisfylargerand morecomplexorganisations.Since2017,PayservSystems hasenjoyedmanagedgrowthwhilestillreaching unprecedentedheightsinoverallclientsatisfactionand engagement.Infact,PayServisratedbyitsclientseach timeaServiceCaseisclosed.Overthepast2years,those surveyresultshaveyieldedanNPS(NetPromoterScore) Scoreinexcessof93!ForthoseunfamiliarwiththeNPS scoringsystem,scorescanrangefrom-100to100.The typicalNPSMarkforanEnterpriseSoftwareorSaaS organizationisbetween30and40.PayServ’s2year aggregatescoreof93showshowasupremelypurposeful commitmenttoexcellencedrivestangibleresultsinclient satisfactionandretention.

DevelopingFullyIntegratedSoftwareSolution

HCMmodelofPayServSystemswaslaunchedin2003.It deliveredASOstyleserviceswithanemphasisonHRIS Technology,soontobecalledHCMservices.Itinitially specializedon50employeesandundercompaniesand leveragedthatdevelopmenttogrowitscapabilitiesto

support500employeeandundercompanysizes.Todd Saylor’sgoalwastoprovideindustryservicesolutions providedbyamazinglysmartsoftwaresavvypersonnel.Its latestshift,backin2014,leveragedthatdevelopment throughawholesalesoftwareplatformchangeandnowit haslandedon1000ormoreemployeecountenterprises supportedthroughitsWorkforceThriveHCMsolution.

PayServSystems’purposehasbeennotonlytohavethe bestcloudbasedHCMsolutioninthecountry,butalso employtheworld’sbestemployeestogrow,stretchand servicethefullyintegratedEndtoEndsoftwareandservice solution.Toddhasbeeninthepayrollindustrysincelast30 yearsinfluencing,developing,andchangingtheHuman Capitalserviceindustry.Hehasleveragedmultiple businessesandfundedtheentirePayServSystemssolution independentlywithoutanyinvestorsorventurecapitalist.

MaximizingROIofClients

PayServSystemsemploysandpaystheirpersonnelabove industrystandardstoprovideaboveindustryservices.The companyoffersexclusiveCSSonboardingandsupportwith aWiredDifferentlymentalitytodeliveroptimalserviceand maximizeclientROI.PayServalsooffersthenation’sonly ClientFundManagement(CFM)solution.Itisblazinga trailintothefutureofcompletelytransparenttaxfund escrowingfortheclient.Essentially,CFMServicesprovide aJointTrustAccountwhereclientfundsarestagedfor distributiontovaryingtaxagencies.Theclienthasview accesstothisaccountandisprovidedmonthly reconciliationreportingthatisbalancedtothepenny. Further,DDVerify®isofferedtoclientssothatthesame leveloftransparencycanbeachievedregardingEmployee DirectDepositTransactions.

DeliveringBestImplementationExperience

Whilethetechnologyisworldclass,PayServSystemsis,at itsheart,aServiceOrganization.Thecompanystrivestobe

PayServ Systems strives to be the world’s best implementation, support, and training organization in the HCM industry.

‘‘ ‘‘

theworld’sbestimplementation,support,andtraining organizationintheHCMindustry.PayServSystemsis supremelypurposefulinprovidingitsteammembers “AboveMarket”compensationpackages.

PayServSystemsfocusesnearly100%ofitstimeand attentionto:ProvidingtheBestImplementationExperience itsclientshaveeverexperienced;Providingthemost capableandresponsiveServiceRelationshipitsclientshave everexperienced;ProvidingitsclientswithMaximumROI throughcomplimentaryclienttraining,Engagement Surveys,FeedbackLoopWebinars,andacommitmentto educatingallusersregardingtheevolvingcapabilitiesof thisexpansiveplatformandFerociousreal-timesmartsheet clientservicesManagement

MostComprehensiveHCMPlatform

PayservSystems’technologyispoweredbyUKGReady andoffersthemostcomprehensiveEnd-To-EndHuman CapitalManagementSuiteavailabletotheMid-Market. WorkforceTHRIVEisatruesinglesystemthatsupportsall aspectsofHCMincludingTimeandLabor,Payroll Processing,AdvancedHCM,ReportingandAnalytics. Manyclaimtheabove,butfewdeliverit.Someof WorkforceTHRIVE’sfeaturesarementionedbelow:

Fully Responsive UI (User Interface) and Parity with the Mobile App:Whicheverwayonemayaccessthesystem suchasDesktop,Tablet,SmartPhone,MobileApp,etc.,it isallthesamedesign,experience,andcapabilities.

Depth of Configuration: Manysystemsworkwellifusedin aparticularway.However,mostbusinesseshavetheirown personalityquirks.Thisplatformcanautomatejustabout anyusecase.

Ithasuniquecapabilitieslike full integration with Google Suite, Advanced Scheduling for Restaurants, Retail and Healthcare, Deep LOA Module and Learning.

Inaddition,italsohas Unified LMS forallsystemusers. LearningTracks,Quizzesandcustomcontentareall deliveredsothatsystemusersofalltypescanmaximize theirusageandvalue.

WorldClassTechnologyandDedicatedSupport

Thereareplentyofcapabletechnologyvendorsinthe marketspace,butPayservSystemsis‘TechnologyVendor’ thatoffersWorldClassTechnologyandDedicatedSupport thatgoesalongdistanceinbeingthepreferredchoiceofits clients.PayServSystemsisWiredDifferentlyasaService Organizationwhooffersfantastictechnology.Itisthis distinctionthattrulymakesPayServSystemsunique.

EnergeticandPurposefulExecutiveTeam

PayServSystemsisledbyanextremelyenergeticexecutive team.Eachwithover15yearsofexperience.Sam Fessenden,HeatherDavid,andToddTrentareallindustry bellwethersandaresupremelypurposefulintechnology, service,andexcellencecommitments.

PrincipleofHumbleExcellence

Followingitsprincipleofhumbleexcellence,PayServwas bornoutofanideathatbusinessesdeservebetterservice.It understandsthatHRisaboutmorethanpayrollandstaffing. Withconsideringemployeesoforganizationsinmind, PayServ’suser-friendlysoftwareisdesignedtosimplifyall ofHRprocessesofdifferentorganizations.

NeedofAdvisoryGroupofHCMVendors

Ifgivenachancetochangeonethingaboutthebusiness ecosystemintheHCMmarket,ToddsuggeststheFederal GovernmenttoincludearepresentativegroupofHCM Vendorstoactasan‘Advisory’committeewhendrawing upthefinerpointsofnewregulations.Whilemany regulationsaredesignedtostrengthenandsupport businesses,theramificationsofthebusinesssector’s compliancewiththem,oftentimesdiminishesor

completelyeliminatestheactualgainsofsuchlegislation.

MakingMostofSpectacularSoftwareSolution

PayServSystemsbeliefhasonlybeen‘youareonlyasgood asyourcompany’semployees’.Eventhebestsoftwareis horriblewhendeliveredbythosewhodonotunderstandit. Toddhasalwaysemployedemployeementalityfirst. MeaningWorkLifeBalance,committingtoitsEmployee’s PersonalandProfessionalDevelopmentandEncouraging fulluseofTimeOffandFlexHoursarecriticalfactorsto company’ssuccess.Further,bothClientANDEmployee retentionarecriticalaspectstoPayServandthus,itstrives tooffer“AboveMarket”compensationtoeachofitsteam members. “We pay our people like Managers but allow them to follow their passion providing Direct Support to our Client Partners,” saysToddSaylor ThisallowsPayServ Systemstoofferthemostspectacularsoftwaresolution, WorkforceTHRIVE,whencomparedtoanyothervendorin thecountry.WorkforceTHRIVEsoftwaresolution, combinedwithHR-firstapproach,ensuresone’semployees aretreatedinthebestpossibleway-frompre-hiretoretire.

VersatileandRobustSoftwarePlatform

“The reporting is soooo good! So much better than any other HRIS system I've used! Love it! Customer service is very responsive and friendly!” —TrishaHunnicut,HR DirectorFederatedMedia

“I love that the software is so robust. We operate a staffing agency for the business aviation industry, and we have a wide variety of needs for onboarding, training

documentation, and payroll needs. PayServ can handle anything we can throw at it. It works great for any size company.” —JasonWardwell,VPHumanResources,Jet ProPilots

“A real time saver compared to other programs. Payroll processing is super easy and fast. Employee information is neatly organized making updates a cinch. There is a lot of versatility with reports, charts and graphs, and employee tracking.” —DeniseSousa,HRDirector,SauderFeeds

AdvancefromAveragetoExtraordinary

Doyouwanttobeaverage?Iftheanswertothisquestionis aresoundingNO!thenimmerseyourselfinthisbook “Wired Differently: Leveraging Your Favors on Fulcrum Principles” byToddSaylor,ashetakesyouonan incrediblejourneywherethegoalisnothinglessthanto rewireyourmindforsuccess.Realizingearlyinlifethathe waswireddifferently,Saylorhasalwaysbeenonetotake risksandtoneverbesatisfiedwiththestatusquo.Buttime andtimeagain,hehadhisplansputtothetestincrisisand personalsetbacks.Toovercomelife’smessychallenges, SaylordevelopedhisuniqueFulcrumPrinciples,inwhich helearnedhowtoleveragehisFavors:opportunitiesfor gainthatpropelledhimforward.Heshareshowtoidentify yourFavorsandhowtocompensateforthecompromises andexcusesthatcauseyoutoDriftoffcourse.Saylor explainshisFulcrumsinentertaininganecdotesand epiphaniesthatareillustrative,poignant,andlifechanging. Amanoffaith,anathlete,devotedfather,andself-made millionaire,Saylorpresentstime-testedandpractical strategiesthatwillstokeyourpassionandchannelyour hustleasyouadvancefromaveragetoextraordinary

Staytunetohaveasequelofthisbooktitled “Wired Differently: DriftAgain 8 Traits of Supremely Purposeful st People”, whichiscomingon31 May.

Toknowmoreyoucanvisit WiredDifferently.com

PayServ Systems is Wired Differently as a Service Organization who offers fantastic technology.

TalentSimplified

A VALUE ADDED APPROACH TO THEBUSINESS

Humancapitalisanessentialcapitalinvestmentin anyorganization.Thequalityofthehumancapital determinesthesuccessofanyorganization.The skilledhumancapitalcandeliverthemostproductive resultsanddrivethegrowthoftheorganization.Such humancapitalplaysacrucialroleinensuringthe organization'scompetencyintheworldofcut-throat competition.

TheHCMindustryplaysexceptionallyvaluablerolein deliveringhighlyskilledandresourcefulpeopleto organizations.HCMcompaniesmakesurethattheyarenot disappointingtheorganizationsbynotprovidingtalented individualstothem.HCMcompaniesadaptthemost innovativewaystofindthemosttalentedpoolanddeliver thesetalentedpoolstotheorganizations.Thesecompanies knowthevalueofresourcefulpeopleandattimes,theyalso playthepartoftrainingthepeoplewiththenecessaryskills. Theycreatethemostresourcefulpeoplebyplayingarolein thedevelopmentofhumancapital.Theymanagethehuman capitalmostprofoundlyforthegrowthofindividualsas wellasorganizations.

HCMcompaniesplaytheroleofperfectlymanagingthe humancapitalinthemostinnovativeway Theyensurethat thebesttalentishired,trainedwell,andcangivelong-term contributionstotheorganization.Theymakesurethatthey havethemostadvancedmethodsofhiringpeoplefromall cornersofsociety.Theyutilizethemostadvanceddigital platformstofindthemostcreativeandtalentedpeople. Theyeffectivelyutilizetechnologytoensurethesmooth andeasyonboardingofpeople.

HCMcompanieshavepeoplewithexcellentsoftskills,and theyhirepeoplewithgoodsoftskills.Theyknowthat havinggoodsoftskillsisessentialforgivinglong-term

stabilityintheorganization.Theyhirepeoplewithgood emotionalintelligence.Theyareverygoodatidentifying thebesttalentandprovidingtherecognizedtalenttothe organizations.HCMcompaniesdeliverpeoplethataregood attakingthemostvaluabledecisions.Theyprovidethe mostlogical,analytical,creativeandrationalpeopletothe organizations.

HCMcompaniesdeliverpeoplethataregenuinely interestedinprovidingvaluetotheorganizations.They utilizeallinnovativetechnologiesforallthecandidates' completerecruitmentprocessinthemosteffectivemanner. Theyensurethatthehiredpeopleareinformedwellabout theorganizationtheyaregoingtoworkfor

Theyensuregoodinductionprocessesalso,andtheir retentionpercentageofthecandidatesisalsohuge.HCM companiesmanagethepeoplemosteffectively Theybreed goodrelationshipsinthepeopleatwork.HCMcompanies ensurethatthereisagoodworkcultureintheorganization soastoretainthebesttalent.Theypromotegoodvalues amongalltheteammembers.Theypromoteteamspiritand ensurethatpeopleenjoythework.

HCMcompaniesnurturethevaluesofcommonsense, communicationpractice,confidence,calmness, cheerfulness,discipline,integrity,honesty,andhumilityin thepeople.Thesevalueshelptheminensuringagood environmentinallorganizations.Theyensureapositive atmospherebydeliveringpeoplewithsuchhighlyuplifting valuestotheorganization.Andthispositiveatmosphere withhighlyvaluable,creative,andresourcefulpeopleleads tothesustainablegrowthoftheorganizations.HCM companiesthusrevolutionizetheworkforcetodrivethe successfulgrowthoftheorganizations.

Chayan Mukhopadhyay Co-Founder and CEO Qandle

HelpingOrganizationstoBuildConnected, Empowered,andEngagedWorkplaces

Humanresourceisthemostimportantpillarforthe successfulgrowthofanyorganization.Toensure thesmoothon-boardingofemployeesand resolvingalltheirqueriesandhelpingthemlearnandgrow intheorganizationisthehallmarkofanygoodHuman CapitalManagementplatform.Qandleisanall-in-one cloud-basedHRsolution,builtwiththeemployeesinmind. Itwasinceptedwithamissiontobuildconnected, empowered,andengagedworkplaces.IthelpsHRteams withbothadminandstrategictasks.Itprovidesintuitive anduser-friendlyplatform.Thesolutionoffersallpossible HRrequirementsacrossCoreHR,Talentmanagement, Payroll,andExpensesononeinterface,inonetool.

SeeingtheGapinHRServicesandDecidingtoAddress theGap

ChayanMukhopadhyayistheCo-FounderandCEOof Qandle.WhenChayandecidedtoenterinto entrepreneurship,helaunchedanemployeebenefit platform-Perkkx.Topitchthesolution,whenhe approachedHRsofdifferentorganizations,theytalked abouttheirtruepainpoint-anend-to-endHRtool.They wantedtoknowifPerkkxcanprovideanHRtoolthat workedseamlessly Theysaidthatemployeebenefitswere likevitamins(goodtohave),butawell-functioningHRtool wasthepainkiller(amusthave)theyneeded.Thatiswhen Chayansawthegapanddecidedtoaddressthesame.

ChayanandHimanshu,nowCEOandCTOconnected serendipitously,andHimanshuhadfacedsimilar dissatisfactionwiththeHRtoolsinhisprevious organizations.Himanshuhadbeenatechieallthroughout hiscareer Theydiscussedtheideawitheachother,realized theyhadcomplementaryskillsanddecidedtostartQandle together.

Top-NotchSolutions

Qanbot (AI Chatbot): Qanbot serves as each employee’s

assistant to take care of their HR queries. It automates the answerstoday-to-daygeneralqueriesofemployeesonbehalf of the HR department and frees the HRs’ time for more important activities. By chatting with Qandle Assistant, employeescangettheirtasksdonequicklyandeasily.Itkeeps employees updated on their leave balances and attendance and allows them to apply for leaves and time offs, request attendance regularizations, and raise helpdesk tickets for issuestheyarefacing.

Qandle Touchless: Qandle Touchless helps to mark employees' attendance while eliminating the need to touch anycommonsurfaces.Theideabehindthesolutionistogive analternativetoBiometricorCardbasedattendancesystems toorganizations.AmidsttheCovid-19pandemic,usingsuch attendancesystemsrequiringphysicallytouchingacommon devicecanbeveryrisky

Qandle Touchless actually includes an array of 4 different solutionstotrackattendancewithouttheneedforemployees totouchanycommonsurface,whileincreasingtheaccuracy of measurement. Through Qandle Touchless, the brand is offeringsignificantconvenienceandsafetytobothemployees andtheHRteams.

AdaptingtoCultureofRemoteWorking

TheareaoffocusforQandleisadaptingtoandhelping clientsadapttotheupcomingcultureofremoteworking. Whenthepandemicstrucklastyear,Qandlelaunched remotetrackingandtaskmanagementmodulestobetter tracktheworkofemployees.

Moreover,thecustomersupportprovidedbytheteamis highlytalkedaboutbyallclientsandisoneofthemain reasonsforpreferenceoverothercompetitors.

Qandleisafeedbackdrivencompanyandseeksfeedback fromallstakeholderstoensuresolvingwhatismost importanttothecustomersatanypointintime.

BenefitingBothEmployersandEmployeeswith Automation

Sharinghisviewsontheimpactofthecurrentpandemicon theHRM,ChayanmentionsthatHumanResources Managementisoneofthesectorswhichisindireneedof automation,toshifttheemployeesandworking professionalsfrommundaneandrepetitivetaskstomore strategicones.Pandemichasbroughtforwardtheneedfor automationandtechimplementationintheHRdepartment oforganizationsthatcanbenefitbothemployersand employeessignificantly

Moreover,ArtificialIntelligence(AI),EmployeeSelfService(ESS),CustomisedApplicantTrackingSystems (ATS),LearningManagementSystems(LMS),aresomeof thesolutionsandtechniquesbeingusedbyHRsin companieswhicharewinningthetalentwar Theuseof suchtechnologyishelpingtheorganizationsprovidea conduciveworkenvironmentandmultiplegrowth opportunitiestopeoplebasedontheirskillsetsand aspirations,communicateandengagewiththemefficiently, andstreamlinetheirpayroll,attendance,performance,and otherrelatedprocessestoensuretheyfeelcaredfor

With the adoption of these technological advancements, not onlyaretheemployeeshappierandmoreproductiveatwork, buttheyarealsogrowingfasterasprofessionals.

EmbracingNewDigitalTechnologiestoBoostEfficiency

Qandleiscontinuouslyimprovingtoaddresstheevolving requirementsofcustomers.Whenthepandemicstrucklast

year,andmostcompanieshadtomovetoaremotesetup overnight,itlaunchedremotetrackingandtask managementmodulestobettertrackworkofemployees.

Qandlealsomodifieditscollaborationmoduletoensureit ismoresuitedfromaremoteworkingsetup.Oncepeople startedcomingbacktooffice,itlaunchedtouchless attendancetoensuretheriskoftransmissionisminimized. ForHRteamsandprofessionals,remoteworkingprovedto bequitechallengingintheinitialdays,butthisisthenew normalnow.Remoteworkingisgivingtherequiredshape totheHRindustry.HRleadersareembracingnewdigital technologiesandtoolstoboosttheefficiencyand productivityofemployeesbecauseoftheabsenceof person-to-personinteraction.

MakingSolutionMoreIntuitiveandConfigurable

Qandleiscontinuouslyimprovingthesolutiontomakeit moreintuitiveandconfigurable.Itisatechnologyfirst company,andoneoftheveryfewHRtechcompaniesin IndiawithaTechCo-founder,whichisessentialforany Techcompany

HimanshuAggarwal,Co-founderandCTO,drivesthetech backboneasfeaturerequestsarepouredinfromcustomers, inordertomakethesolutionbetter.Qandleshipsnew releasesevery2weeks.Theproductroadmapisvisibleto allcustomersandtheycanvoteonthefeaturesinorderto prioritizewhattheywantshippedsooner.Itisavery transparentprocessandsomethingthathasreallyassistedin customersgettingvisibilityintowhatQandleisbuildingat anypointintime.

SatisfiedClientele

“One thing that I really liked after we started using Qandle is that we have started onboarding candidates digitally. It is cost-effective and environment- friendly as we are using paperless methodology to onboard candidates. It is very easy to onboard people as we can access all the forms on Qandle.” —PriyankaSharma,SeniorExecutive,Human ResourcesDJTRetailersPvt.Ltd.

“I would like to thank Qandle to change the way we look at the Performance Management System, even though we are in the industry for more than 15 years. Right now we can have the right platform for our people to measure the performance. Great job, thank you.” —KiruthikaPrasadh, SeniorHRManager,Prochant

Qandleisbuiltasa modularand extremelyflexible solutionforHRs lookingtodeliverthe next-generation experiencetotheir teams.

Hailima I. Yates Luv Mrk CEO

Importance of Diversity, Equity, and in Workplaces Inclusion

Diverseworkplacesincludeemployeesfromabroad spectrumofdemographicandphilosophical differenceincludingbutnotlimitedtogenders, ages,races,ethnicities,culturalbackgrounds,languages, ideologies,sexualorientation,physicalandcognitive abilities,andsocioeconomicstatuses.Thebenefitstohaving adiverseworkenvironmentisthatindividualswith differentvalues,experiences,skills,perspectivesand insightscanleadtogreaterproductivity,profitability,and teammorale.

Employingpeoplefromavarietyofbackgroundsallows youtodrawonawiderangeofinnovativeideas,broader approachestosounddecisions,andabetterconnection betweenthelocaltoglobalcommunitiesyouserve,which boostsyourbrand’sreputation.

Belowaresomesuggestionsforrecruitingmethodsaswell asensuringthatwhenyouhaveadiverseworkspaceit actuallyisinclusiveandequitable,soemployeesfeel valuedandwanttostay

RecruitingMethods:

Ÿ Postjobannouncementwhereidealcandidatesare looking.It’sunethicalanddiscriminatorytohireornot hiresomeonebecauseoftheirgender,race,age,etc.but youcanpurposelypostwhereyoucanreachadiverse candidatepool.

Ÿ Havegender-neutraljobdescriptions.Insteadofsaying “Hewillleadthemarketingteam,”useyouor they/them.Thelanguageyouusewillhavepotential employeesoptoutofapplyingorenvisionthemselvesin therole.

Ÿ

Noticelimitations.Ifajobdescriptioncallsfor experienceinaspecificroleoraspecificdegree,itwill

Ÿ

limitwhoapplies,andyoumaymissoutonpeoplewho canprovideanextraordinaryperformance.

Doesthepositionreallyrequireacollegedegree?Some maynothavethedegreeyou'relookingfororthey didn'thaveanopportunitytogotocollege,butthey haveexperienceortheintelligencetoperformthejob.

Ÿ

Hireforpotential,assessthatthroughbehavioral-based interviewquestionsorresultsbasedhiringpractices,see examplesbelow:

Describehowyouachievedagoalyouset.

Explainatimeyouhadtobecreativetosolvea   problem.

Howdoyouworkunderpressure?

Howdoyouinteractwithcoworkersorclientswhose   personalitiesaredifferentfromyours?

Shareanincidentwithacoworkerorclientyouwish   you’dhandleddifferently.

Describeyouractionsthatdemonstrategood   leadership?

Areyoulettingapriorfiringorcriminalrecordbea   deterrentfromhiringanapplicant?Somepeoplemay havebeenwrongfullyterminatedandsomecrimes committedmaybeanon-violentoffenseorthere’s alsothepossibilityofbeingwrongfullyaccusedand convicted.

Areyoupassingonpeoplewithgapsintheirresume   orjobjumping?Therecouldbevalidreasonssuchas raisingachildorcaringforafamilymemberinneed.

Whenreviewingresumes,noticeifapplicantswith   ethnicnamesarehavingskillsoverlooked.

Areyourejectingcandidatesduetoculturefit/gut   feeling?Toensuretherearenobiasesarticulate specificreasonsfornothiringacandidate.

Doyouconsidertheirappearanceasunprofessional?

Wouldyounotconsiderhiringsomeonebecause   theyhavetattoos,eveniftheyarenon-offensive?

DoyounotfeelcomfortablehiringAfricanAmerican   orBlackemployeeswhoweartheirnaturalhairafro,braids,locs,etc.,becauseyoudeemitas “unruly,unprofessional,unkempt”?

Havestructuredinterviews-Askcandidatesthesame   setofquestions.

CompanyImage–Ifyouhaveawebsiteand   promotionalmaterialwithdiverserepresentationthat mayhelpjobseekersenvisionthemselveswithyour company.

Inadditiontoimplementingpracticestocreateadiverse workenvironment,youwanttomakecertainyoudon’t participateinperformativeinclusion.It’simperativeto designforagenuinelyfairandwelcomingenvironment.An organizationcanbediverse,buttotrulybeinclusivemeans valuingallfacetsofidentitiesandvoices.

CreatinganEquitableandInclusiveWorkEnvironment

Ÿ

Fairpayscale.

Allgenders,allraces/ethnicities,allages,etc.make   thesamepayforequaltimeatworkand responsibilities.

HistoryMonth,GayPrideMonth,Women’sHistory Month,etc.

Ÿ Allowemployeestimeofftohonortheirreligious holidays.

Ÿ

Equalaccesstoopportunities.

anequivalentchanceforpromotion.

Allgenders,allraces/ethnicities,allages,etc.have

Ÿ Youdon’timposeyourculturalbeliefsonemployees andrespectotherperspectives,lifestyles,values,and cultures.

Ÿ Gobeyondacknowledgingtheremaybepeoplewho practicetheirreligionorspiritualityduringthedayand createadesignatedspaceforthemtopray,meditate,or observe.Thiswillencouragethemtobethemselvesin theworkplace.

Ÿ

AcknowledgecommemorativemonthslikeAsian AmericanandPacificIslanderHeritageMonth,Black

Ÿ

Magazines/readingmaterials/artinofficeandlobby–relevanttoindustryand/ordiverserepresentation. Ÿ

Visualsonthecompanywebsiteandcareerspage showingthediversity Ÿ

Valueallvoicesinmeetingsorwhenapproachedwith newstrategiestoreachgoals,etc. Ÿ

Wheelchairaccessiblefacility Ÿ

Genderneutralrestrooms. Ÿ

Haveconsequencesforharassmentand/or discrimination.

Theabovemethodsarejustafewsuggestionsforbuildinga diversecultureinyourorganizationwhichallowsyoutobe morethancompetitiveandprofitable.Beingimmersedinin anenvironmentwithvaryingbackgroundsgiveseveryonea chancetobeexposedtovaryingperspectives,learnabout eachother’scultures,anddiscovernewapproachesto conductbusiness.Thisenrichingexperiencecanhelpall involvedbemoreopentotreatingpeoplewithbackgrounds differentfromtheirswithrespectandkindnessintheir professionalandpersonallife.

John Ausn CEO and Founder Talegent

Togethereveryoneachievesmore.That’sthepower ofateam.Bycombiningtheeffortsofresourceful peopleintheorganizationanyorganizationcanrise totheheightsofgreatsuccess.Itisalwaysachallengefor recruitmentboardstofindtherightpeoplewiththe potentialtodeliverthingseffectively Talegentprovidesa rangeofassessmentstohelprecruitmentteamstoscreen andselectcandidateswiththehighestpotential.

ImprovingEffectivenessofAssessments

Byleveraginganengagingcandidateexperiencethat optimizestheexistingtalentpool,Talegentprovides analyticallyinformedandbias-freesolutionsforidentifying thebesttalent.

Talegentimprovestheeffectivenessoftraditional assessmentwithbest-in-classpredictiveanalyticstools togetherwithanenhancedcandidateexperience.This streamlinestheapplicationprocessandprovidesrecruiters andcandidateswithfeedbackwhilestillmaintaining psychometricvalidity Thecompany’sdata-drivensolutions arespecificallydesignedtosupporthiringtalentofthe future.Datacanbeleveragedthroughouttheemployeelife cycleandrecruitmentprocess.TheapplicationofTalegent’s solutionsspanattraction,recruitment,interview,onboarding anddevelopment.

EnablingOrganizationstoIdentifyBestTalent

TheinceptivemindbehindTalegentisJohnAustin,an OrganizationalPsychologist.JohnisanInternationalTalent MeasurementExecutivewithaprovenrecordof establishing,leading,growing,andsellingsuccessfulcloudbasedHumanCapitalbusinesses–thelatestofwhichis Talegent.

Heisaninternationalthoughtleaderindevelopingandthe applicationofselectionsystemstoenableorganizationsto source,screenandidentifythebesttalent.Hehasworkedas Psychometricianwitharangeofinternationalorganizations inAustralasia,theUKandEurope,theAmericasandAsia.

OptimizingAllStagesofRecruitmentProcesses

AmajorbenefitforTalegent’sclientsisthatithelpsthemto optimiseallstagesofrecruitment–fromsourcingto onboardinganddevelopment.Talegentworkstomapthe candidatejourneyandthensuggestproductsorcreatea solutionthatiscustomtotheclient’scandidatejourney. EngagingBrandingVideos.Thesevideosofferinsight • intotheorganizationandtherole.Theycanbedirectly

integratedwithavaluesassessmentorSituational JudgementTest.

VideoInterviews.Customon-demandvideointerviews

• allowforcandidatestofilmtheirresponsesintheirown time,tobereviewedatatimethatsuitstherecruiter

VideoProctoring.VideoProctoringforitstraditional • CognitiveAssessment&skillstesting.Thisensuresthe candidatecompletingtheassessmentiswhotheysay theyareandarecompletingtheassessmentsontheir own.

PATHSuite.Cognitive,Personality,andValues • Assessments.Innovativetestsforpersonality,cognitive ability,andvaluesunderasinglepowerfulandflexible system.

AILabs.TalegentgathersdataforApplyingAIand • MachineLearningtoassessmentsthatwillsupport humanintelligenceandfacilitatenaturalresponses, empoweringcandidatestosharetheirstories.

GamifySuite.Talegent’sgamifiedcognitiveassessment • suitecontainsthefirst-everrealisticgamifiedsimulation assessment.ItscreensonLearningAgility,Logical Reasoning,NumericalReasoning,VerbalReasoning.

TakingaConsultativeApproach

Asapartofimplementingsolutions,Talegentprovides consultancyservicesconnectedtobestpracticesofbuilding acandidatejourney.Ithelpstooptimisetherecruitment processwithsolutionsdevelopedtofiteachstageofthe client’scandidatejourney Talegenttakesaconsultative approachtodevelopadeepunderstandingofclient’s recruitmentneeds.Itbeginswithasuccessprofileand mappingthecurrentcandidatejourney,fromapplyingfora roletoemployment.Itstalentmeasurementassessmentsare configuredtofiteachstageofthecandidatejourneyto optimizetherecruitmentprocess.

EnhancingCandidateExperience

DevelopingrelationshipsenableTalegenttoofferproducts andservicestailoredtotheclient’sspecificobjectivesand implementthemseamlessly.Talegentprovidesongoing supportandinformationsuchasdataanalyticsreportsand usertrainingtooptimizetheirsolution.Thiscanalso includevalidationstudiestoensurethesolutionisworking wellandtofurtherenhanceandoptimizeitspredictability Toprovidevaluetoclients,Talegentseekstounderstand theirfullrecruitmentprocess.Thisenablesthemtopropose thebestassessmentsattherightstage,enhancethe candidateexperience,andpromoterecruitmentefficiencies.

Innovave HCM Companies

ImprovingProcesseswithData-drivenTools

InJohn’sopinion,thepandemichaspushedmore organizationstodigitalmethods.Inthepast,manyHCM employersusedtraditional,in-person,methodsforHuman CapitalManagement,butthepandemicforcedthemoveto digitalprocesses.Thishasbenefitedorganizationsasthey havebeenabletoimprovetheirprocesseswithmoredatadriventools.

Johnsaysthatitisastepintherightdirection.Movingto digitalapproacheswithtechnologicaldevelopments, organizationsaremovingtowardsmoreobjectiveanddatadrivenmethodsofHCM.

LeveragingAIandEmpoweringCandidatestoShare TheirStories

HRisleveragingAIandrecruitmentassessmentsastools alongsidecurrentprocessestooptimizerecruiting.Withthe shifttodigitaltoolsduetothepandemic,thereisalotmore AIandautomationdevelopmentinthemarket.Atahigh level,JohnisseeingAIbeingappliedtorecruitmentinfour mainways:

• Increasingrecruiter’sabilitytoidentifythebest

Helpingmeasurethecompetenciesofthefuture.

• candidatesandavoidmissingoutontoptalent.

• engagingandsupportivecandidateexperience.

Improvethecandidatejourneybycreatingamore

Talegent’sAILabsarecurrentlyworkingondatagathering forapplyingAIandmachinelearningtoassessments.These willsupporthumanintelligenceandfacilitatenatural responses,empoweringcandidatestosharetheirstories.

LeadingtheWayinRecruitmentInnovation

Talegentisleadingthewayinrecruitmentinnovation.Over thenextfiveyears,itwillbeutilizingmoreAItechnologies thathavebeendevelopedin-house.Thesewillbeenabling itsclientstoimprovetheirHCMprocesses.

DeliveringBestTalentsandDevelopingExisting Employees

“The PATH Cognitive tests enable us to delve deeper into the potential of our candidates, and PATH Personality helps us to gain a picture of who they are, so we can give them the best experience at the Treasury. What’s great about Talegent is the Graduate comparison group, so we know our candidates are being assessed against the right level of experience.” —NewZealandTreasury

Supportingcandidatestosharetheirstories,authentic

• selves,andhighlighttheirstrengths.(suchasinvideo interviews).

“After installing the Talegent assessments for our CSR, there were measurable improvements in the success of training and the quality of hires, especially in the leadership positions.” —CommonwealthBank “Talegent has really brought this idea to life, identifying the job-relevant competencies that are tested via a gamified experience.” —Deloitte

‘‘ ‘‘

Marn Founder HRBoost

Nicole

The New Norm of Work is to Make Everyone Contributed

Thenewmust-havesforsustainableproductivityin business,letaloneretentionoftalent,includereal advocacyformentalhealthandsafetyatthe forefront.Theimpactsonthenextgenerationarehardto measurerightnowbutweallknowitwillsurelybe impactfulonthefuture.Childcareandbackupcareaswell aslongtermcareresourceslikeEAPshavebeenseenin somelargerbusinessesforyears.Nonetheless,thecreativity ofsomeofthebestleadingcompaniesincludeexploratory newprogramsandsolutionstomeetthetalentwherethey are,athome.Pivotingtoprovidevirtualand/oronsite learningresourcesatadiscountorevenforfree,thiswas necessaryaschildrencamehomeandformanytheendis farfromsight.Companieswereforcedtoactandadaptto keeptheirtalentworkingwhenmanyfeltlikethrowingin thetowel.Iwasevenonsiteataclientintheessentialsector thispastweekandIwalkedpastcubicleswithchildrenin them.Remember,takeyourchildtoworkday?Anactual rd nationaldaydeclaredtobeApril23 eachyear.It’s laughablenowandthatmaybeagoodthing.Itwas wonderfultowitnessallthepetsandchildrenthat interruptedourmeetingsthispastyear.Suddenly,reallifeis okay.Finally,peoplearerealizingwedonotneedtobe compartmentalizedtobeprofessional.Wearewhoweare andAmen.Andforalltofeelthis,notjustmenorwomen, butall!

Andsomewhowereaheadofthecurvecannowhelpthe restofthemajoritytomakethenecessarytransitions.For example,mentorshipprogramshavemorphedinto businessesformallyidentifyinginternalcoachesand advocateprograms.Oneofmyfavoritesisofferedbya recognizedleaderinengagement,PwCwhopivotedby offeringParentFlexibilityChampionstoprovidesupportto workingparentsindevelopingtheirownflexibleworking arrangements.Thisrequiresgreatercommunicationand transparencyinbusinessesandamongteams.Whilemany

employershadtobeflexibleduringthelockdownsand shelterathomeorders,thereweremanyessential businessesthatneverclosed.Ifoundmyselfservingthemin personandthebusinessesthathadmeonsitewereinvesting inlisteningtotheheartoftheirbusiness.Leading companiesbelieveinandsupporttwo-wayconversation andnodecisionisolatedtothetopexecutiveswillserveall inyourorganizationwell.Howcouldit? Morethan75%of workingparentssurveyedcitedtheiremployer’sprograms tobeineffectiveforworkingparents.Meanwhile,the responsetoparentswassomainstreamthatmanywhowere notparentssuddenlyfeltlessimportantatworkandthisisa wholenewsubsetofgenerationalupset.Thisfindingleads metobelievethateveryoneisfeelingthepriorities. Unlike theequalopportunityandsamegeneralbrushapproachto alltheprogramsandworkassignmentsofthefuturemust setforththeneedforbusinessestomeettalentwherever theyareinthelifestage.Itisnownecessarytocreate customand/orelectiveoptionsforpeopledependingon theirlifestage.Byonlyspeakingtoonesegmentofyour workforce,beitwomenorworkingparents,inequalities willbefelt.

Itisimperativethateverybusinessspeaktoeach demographicinorderforthemalltofeelheardand acknowledged.Mostparentsfallintomuchoftheavailable workforcegivenMillennialsnowmakeup50%ofthe availabletalentpoolandGenX’erscomprisingathirdof thecurrenttalentpooldomestically.Itisessentialtoattract newGenerationZtalentcomingoutofcollege.Infact,this talentiscareermindedandfiscallyconservativelikethe greatestgenerationwas.Thekeydifferenceistheseyoung professionalsaretechsavvyandgloballynetworked. Point being,whilenearlyallyourtalentislikelyintheyearsof raisingafamily,yourcurrenttalentonpayrollisnotyour futuretalentnorthetalentyouaretryingtokeepworking longer.Realitytellsmethatmanycompaniesarestill

figuringouthowtoadapt.Asforthetalent,manywill choosetonevercomeback,andsomemadechoicesto switchjobs,moveoutofstateandevenchangecareersjust togetaccesstovirtualwork.Ifindsomeleavingfulltime worktogotoparttimeworktocarefortheirfamily members,beitanoldergrandparent,anillspouse,ora child.Youhearitclearlyinjobadvertisementsofgrowing companiesnowofferingsignonbonusesandagileshift schedulingaswellasfullbenefitsforparttimeworkers.I feelmanybusinesseswillfailtoadaptandkeeppacewith thisshiftinpractice. Manywillevenunderestimatethe impactofhowtherealitiesofthepandemichithome.While thetrulybestcompaniesretaintalentsuccessfullyby providingflexibility,resources,andsupport;Ifeelthat employeeswillnotbeasgenerouswiththeirdiscretionary effort.Discretionaryeffortiswhatpeoplechoosetodo whennooneislooking.LiketheexecutivesIspokewithin Marchthatdidn’tlikehowtheiremployerhandledthe workforceduringthepandemic.Discretionaryeffortisthe energytheyreservetofueltheirsenseofpassion, accomplishmentorsomethingthatmakesthemfeelgood. Thus,ifgettingsomethingdonemakesthemfeelgood,the questionremainswillitbeforhomeorwork?Homewill

win9timesout10butthechallengewillbeforemployers tomakethelifeofanemployeesoseamlessintheir transitionbetweenhomeandworkthatthetwoare integrated.Worklifeintegrationmakesspaceforphysical health,mentalwell-being,andoverallself-actualization. Whenpeopleareenabledandempoweredthroughworkto dowhatisbestforthem,discretionaryeffortisrealized.If personalvaluesalignwithorganizationalvalues,thenwhat isbestforthemisinfactthebestforthebusinessinwhich theyworkaswell.Imagineyourtalentbeingenabledto achieveexcellenceinbothplacesandfeelgoodratherthan feeltheneedtochooseandsacrificeonefortheother. Imagineifyourbusinesshadahandinmakingthatareality foreveryone.Unlessthebusinessesreallyadvocatefor sharedleadershipacrossdemographicsandasharedfateto affectthegreatergoodoverall,businessesthatconduct businessasusualwhenweallknowitisn’tusual,willlose.

Inessence,gonearethedaysofjustprovidingbenefits. Trulycaringforpeopleisnotaperkyougetatwork.Truly caringisessentialtoanyrelationshipandbusinessesneed tostarttorecognizetherelationshiptheyhavewith everyoneontheteam.Thisrequiresleadershipatalllevels.