If it is a small sized concern, i truly believe that all this can be excel driven instead of investing on an HRIS Software. I was with a company which had around 7000 employees with no HRIS but we were able to appreciably manage things at work
Thank you so much for your reply. Could you pls just briefly guide me and explain what all you maintained in Excel besides personnel information, leave records, etc. Did you also maintain Performance Management System (appraisals) in Excel?
Also with 7000 employees what used to be your attendance system? was it manual?
Thank you so much for your guidance. I look forward to hearing from you.
We used to get the Monthly Attendance Report from the HR Spoc of the respective process (They would track the attendance on a daily basis and match it with the Login hours of each system - Provided by IT on a day today basis). The number 7000 by itself is huge, but when it is broken down into smaller units being taken care by the respective HR SPOCS it becomes easy to track in the month end.
Appraisals were also being done in conventional way. We did not have any specialized tool for that. On a MoM basis the employees to be confirmed would be pulled out from the master skillset file, and the probation review form would be sent to the respective Managers, who would inturn confirm if the person can be confirmed with the notes therewith. The letters are rolled out based on the inputs and are given to employees again thro the HR Spocs. In case of the yearly appraisal a similar pattern is folloed, the nly difference is wrt the forms. Apart from this F&F etc etc are also taken care in excel
Pls get back in case you have somethin else to be known.
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