Trio HRMS - A complete HRMS solution by Triocodes Technologies.

2.  What is Trio HRMS ?
 How Trio HRMS will help your company ?
 Features of Trio HRMS
 Data flow diagram of Trio HRMS
 Functions of Trio HRMS
 Objectives of Trio HRMS
Contents

3. Trio HRMS is a mixture of systems and processes through HR software to ensure the easy
and efficient management of data and employees of an organization. Trio HRMS is fully
web based, full fledged, mobile responsive and customizable one. LMS, PMS, TMS, ESS are
the main functions of Trio HRMS.
What isTrio HRMS?

4.  Efficient employee management.
 Reduce time-consuming tasks through automation.
 Easy and fast access to information.
 Accurate statutory reports.
 Helps in Appraisal.
 Reduce redundant data entry and errors.
 Grievances can be identified and resolved soon as it arises.
 Employee self-service options.
 Improved ability to reach large candidate pools regarding new position openings.
HowTrio HRMS will help your company

5.  Reduce the wastage of paper and storage which is a cost saving.
 Travel, loan and skill matrix management.
 Improved participation throughout organization, even when there are multiple company
locations.
 Employee leave and attendance tracking.
 Timesheet management of progressing tasks.
 Fast payroll processing.
 Performs analysis and reviews metrics related to various aspects of the organization which
can assist in better decision making.
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HowTrio HRMS will help your company

6.  Fully web based
 Full Fledged HR software
 Mobile Responsive
 Customizable
 Mobile app for Employee Self Service
 Payroll management
 Assists you from the recruitment to the final settlement of
an employee
 Manageable and easily accessible
OurTrio HRMS Features

7. Data Flow Diagram ofTrio HRMS

8.  WORKFORCE AND PLANNING
 RECRUITING
 ONBOARDING
 TRAINING AND DEVELOPMENT
 PERFORMANCE MANAGEMENT
 LEAVE AND TIME MANAGEMENT
 WELFARE MANAGEMENT
 PAYROLL MANAGEMENT
 EXIT
Functions ofTrio HRMS

9.  HR can collect resumes of applicants.
 Interviews can be scheduled and appointment letters are send to
applicants.
 Notification to the interviewer about the time of interview can be
send.
 After the interview, the status of interviewee either as shortlisted
or rejected can be updated by the interviewer.
 Offer letters to selected candidates can be send.
 No manual records need to be maintained.
Recruiting

10.  When a candidate is joined, his/her details are entered through
two ways.
 Personal details can be entered by the employee itself through
the provided link.
 Other general details such as category of employee, salary etc. can
be entered by the company admin.
 Salary, PF, ESIC etc. of the employee is set according to the policy.
Onboarding

11.  Trainings can be scheduled and allocated.
 Employees can accept or reject trainings through email
confirmations.
 Upon accepting training invitation, details such as
time, location allocated and employee details will be
sent to the respective branch authorities.
Training and Development

12.  Trainers can update daily attendance of each employee undergoing
training.
 If an employee needs training in certain field he/she can request
for training.
 Employees can be recommended by superior officers to attend
training sessions.
 Provisions for collecting feedback from employees about training.
 Online test for employees after training session.
Training and Development

13.  Performance of employees can be evaluated.
 360 degree appraisal is configured. (Feedbacks from superior and inferior
level workers can be collected.)
 Each employee can examine his own performance.
 Performance evaluation of employee will give an idea about how much he
needs to perform to reach the goal.
 Results of performance can be compared and can use these results to
provide feedbacks.
Performance Management

14.  Leave requests can be submitted by employees.
 Manager can approve or deny leave requests.
 Biometric punch as per Clients customization for tracking
attendance details. (Data should be present in the central
server).
Leave andTime Management

15.  LOP is also configured in settings if leave balance is
completed.
 100 % accurate attendance data.
 Attendance management based on ESS.
 Every employee’s in / out time can be tracked.
 Shifts can be created and managed.
 Work-from-home / out-duty attendance can be recorded.
Leave andTime Management

16.  PF, ESIC etc. of employees are calculated and managed.
 Medical care fund, bonuses and extra benefits are also
calculated.
 Health Insurance
 Over Time
 Social Security
 Bonus
 Achievements Awards
 Employees Allowance
Welfare Management

17.  Salary calculation and its management according to the
category of employee.
 Deductions, withholdings and overtime payments.
 Full and final settlement of employee after his/her
resignation is calculated and managed.
Payroll Management

18. 1. Organizational Objectives:
 To achieve efficiency.
 To attain organizational goals.
 To acquire right man for right job at the right time in right quantity.
 To provide right kind of training.
 To utilize and maintain the selected workforce.
 Succession planning.
2. Functional Objectives:
• To build coordination between various departments.
• To maintain department’s contribution at a level appropriate to the organization’s need.
Objectives of HRMS

19. 3. Personal Objectives:
• Offers total employee satisfaction and self-actualization.
• To assist employees in achieving their personal goals.
• To manage the welfare of employees.
4. Societal Objectives:
• HRMS must see that the legal, ethical, and social environmental issues are properly
attended to.
• Equal opportunity and equal pay for equal work are the legal issues not to be violated.
• To help the society through generating employment opportunity, helping women
empowerment are the social responsibility issues.
Objectives of HRMS