NAME: BANKAR PALLAVI RAVINDRA

STD: S Y BBA
ROLL NO:6

SUB:EMPLOYEE RECRUITMENT AND RECORD KEEPING

UNDER THE GUIDANCE OF : SMT. DR. A.U.GUPTA
 INDEX

SR. NO. TITLE

1.
Work life solutions

2.
Employees engagement

3.
HRMS business value
 WORK LIFE SOLUTIONS

INTRODUCTION

 ‘Work life solution’ typically means the achievement by employees of equality between
time spent working and personal life.
 A good work life balance for employees can improve staff motivation,increase staff
retention, rates, reduce absence, attract new talent, and reduce employee stress.
 The right to request flexible working is designed to encourage employees to improve
their work life balance.
 Work life blance and solution has always been a concern of those interested in the
quality of working life and its realtion to broader quality of life.
1.Surveys of employee’s work life solution issues.

2. Set priorities for all work.

3.Train line managers to recognize signs of overwork.

4.Seminars on work life solutions.

5. Flextime

HR SOLUTION TO WORK LIFE BALANCAE AND SOLUTIAON

 BENEFITS OF WORK LIFE SOLUTION

 Improve on the job and off the job relationship.

 A healthy blance between work life eliminates this issue to a great extent.

 When employees feel relaxed and satisfied at their work , they develop a better focus on
their work.

 It also helps them again more control over their work there by delivering the best results.

 The normal work schedule now is not only confined to usual office hours.
1. Improve productivity and worker commitment.

2.Reduce sickness absence.

3. Increase retention rates for talented workers and reduce replacement costs.

4.Allow organization to recruit from a wider pool of talent.

5.Enable organization to offer services beyond usual business hours by employing workers
on different shifts that fit in with caring responsibilities.

Effect of work life solution

 EMPLOYEES ENGAGEMENTAT

INTRODUCTION

 Employee engagement is a measureable degree of employees positive or negative

emotional attachment of their job, colleagues and organization which profoundly
influences their willingness to learn and perform at work.
 An eagaged employee is one who is fully involved in, and enthusiastic about, his or her
work thus will act in a way further their organization’s interests.
 Engagement is seen as a positive attitude to the job and its is distinguished from both
job satisfaction and commitment.
 It is more temporary and volatile than commitment ,which is a, more stable perception.
WHAT IS EMPLOYEES ENGAGEMENT?

 In simple terms, employees engagement is the level of commitment and involvement

an employee has towards their organization and its values.
 An engaged employee is aware of business context, and works with colleagues to
improve performance within the job for the benefit of the organization.
 Unlocking employess potential to strengthen performance resulting in the capture of
discreation effort.
 It is a combination of employee potential and company performance to create a highly
engaged workforce.
“
1.Work

2. Quality of life

3. Total rewards

4.People

”
5.Opportunites

6.Company practices

ENGAGEMENT MODEL

The engagement model goes beyond measuring people’s satisfaction with each of theses
drivers. Another key premise of the engagement model is that the engagement drivers are
interrelatable they do not operate in insolation.
Employee engagement startegies have been proven to reduce staff turnover,improve
productivity and efficiency, retain customers at a higher rate , and make more profits.Most
importantly, engaged employees are happier , both at work and in their lives.

Engaging employees is critical for retaining valuable talent and is an important piece of the
employee satisfaction puzzle as disengaged employees are more likely to leave their jobs.

Employees who are engaged in their work are more likely to be motivated and remain
committed to their employer.

EMPLOYEE ENGAGEMENT IMPORTANCE

 HRMS BUSINESS VALUE

INTRODUCTION

 The fundamental payoff of an HRMS is having all your workforce information in a

cental repository.
 That lowers compliance risks, provide a rice data set to inform decision making helps
keep employees engaged and makes HR professionals more productive and their
processes more efficient.
 An HRMS, or human resources management system,is a suit of software application
used to manage human resources and realted processes throughout the employess
lifecycle.
While HR expenditures,especially office space are in flux now given shifts to a work from
home model companies must still accurately calculate labor costs to keep revenue per
employee current.

More over companies with overstretched human resources departments should be rolling
out slef service capabilities .

There’s no reason for an HR spcialist to spend time assisting a manager with routine
updates to hours worked ,for example or helping employees access forms like.

Why HRMS is important?

FUNCTION OF AN HRMS BUSINESS VALUE

 When considering which HRMS is right for your company it’s helpful to think in
terms of fuctional components.

CANDIDATE EMPLOYEE EMPLOYEE

MANAGEMENT ENGAGEMENT MANAGEMENT

WORKFORCE
OPTIMIZATION
MANAGEMENT
1.Manage employees effectively.

2.Fast payroll processing.

3.Improved access to information.

4.Accurate statutory reports.

5.Helps in appraisal.

6.Reduce redundanr data entry and processes..

HRMS BENEFITS VALUE CHAIN

THANK YOU….