For Demo : http://bit.ly/2eokOyB Our unprecedented HRMS (Human Resource Management System), brought to you from the house of Paradiso, portrays a robust combination of systems and processes that’ll help you connect your company’s human resource management and information technology. It’ll literally help you revolutionize your workplace. The most important benefit our HRMS offers is that it brings about automation of repetitive and time consuming tasks associated with HR management. This majorly frees up time of the HR personnel so that they can allow the focus to shift to nurturing a company’s culture, increasing employee retention, and other highly impactful areas.

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

2. Employees Expect More Now...
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● 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.

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Out with the Old School HRMS…
Say Hello to the Modern HRMS

4. Spreadsheets Overload ...
● Leaves
● Performance reviews
● Emergency contacts
● Onboarding
----- everything is in excel (and in chaos)
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5. Disengaged Employees ...
It is seen that
2/3 of employees
are disengaged at
work
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6. Employee Disengagement = Lost Productivity
It can cost a company approx. 5 Billion/year
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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.

8. Employee tenure in a company is reducing
Avg. tenure millennials stick to a
company
Avg. tenure GenX stick to a
company
7 Years3 Years
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9. Understand someone’s needs
Explore and ideate various solutions
Create a prototype
Test and iterate
Approach / Design Thinking to HRMS
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10. “We are in the business of creating amazing
experiences for your employees using technology”

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

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

13. Onboarding
Current State Desired State
86% of the new
employees decide if
they’ll stay on with
company, in first 6
months.
Lack of excitement
during onboarding.
Limited clarity on goals
of the company.
Pre-boarding and
on-boarding should be
fun and exciting.
Establish key
milestones for
onboarding.
Automated onboarding
that saves hours of the
new hire enrollment
process.
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14. Learning & Development
Current State Desired State
Training based on
70-20-10 learning
model.
Continuous learning
not supported in the
current model of
elearning.
Content delivered is
not refreshed and
current.
Fully customizable
LMS, ready to be
integrated.
Course library with
5000+ courses ready
off-the-shelf
Employees are self
motivated to learn new
things.
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15. Project Management
Current State Desired State
Disrupted view of
projects. The project
manager lacks clarity of
key result indicators
and milestones.
No centralized place to
add/manage/delete
projects.
Add/manage/delete
projects whenever you
want.
Features such as a
scrum task board,
resource planning,
progress tracking,
Kanban and Gantt
chart views.
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16. Performance Review
Current State Desired State
Traditional methods of
performance reviews
that don’t help
employees grow and
develop.
Annual performance
review methods waste
nearly an years time of
corrective action.
Managers/Coaches can
address performance in
the moment. It’ll help
inspire and engage
your workforce.
No one-size-fits-all
strategies that don’t
recognize individuals’
unique contributions.
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17. Self Service Portal
Current State Desired State
Employees have to
have for HR revert for
every little HR-related
query.
Wasted labor hours
and heightened
frustration of the HRs
because of handling
unproductive tasks.
Employees can
view/manage/update
their data on their own.
Access to such portals
saves HR’s and
employee’s time and
can boost feelings of
empowerment in the
employee.
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18. Exit Management
Current State Desired State
Employees have no
clear pathway of the
exiting process.
Important papers
remain unsigned and
un-submitted resulting
in delays in
compensation
clearance or any other
exit-related paperwork.
You get to configure
the exit process as per
your organization’s
policies and processes.
Define departments
from which NDC is
required and the
department specific
check, for a smooth
exit management for
the employee and the
HR
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Story of John the employee,
his Learning & Development manager Lisa
and HR manager Andrew

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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.

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

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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.

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● 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.

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

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Day 1 on job, all contracts are signed and John starts his onboarding training
on the LMS that’s inside the HRMS.

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John starts using the company’s intranet social network to get to know people

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

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

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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

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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.

31. Presenting Paradiso HRMS
Real good features out-of-the-box
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32. HRMS Mobile
Compatible across
multiple devices, OS and browsers.
All you need is
a browser and a
connection.
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33. Why Paradiso HRMS?
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34. Thanks for Attending!
Sach Chaudhari
Paradiso Solutions
www.paradisohr.com