Today as automation has taken over almost every department of business operations, the HR department is not far behind. The new age advanced HRMS software available in the market today are designed to automate every HR task to save the time and efforts of the HR personnel and at the same time, boost efficiency and productivity of HR department. Digital HRMS, Pocket HRMS, Keka and Beehive HRMS are good examples. Having said that, HRMS is perhaps the most data intensive software in organisations today. In such a scenario, it becomes extremely important for organisations to ensure optimum protection of data from breaches, external threats and vulnerabilities of all sorts. HRMS advanced security features are thus, extremely essential for ensuring protection of employee data within the organisation.

There are several threats to human resource data in today’s world. To begin with, more and more HRMS software are now hosted on the Cloud, to make way for applications and on-the-go access. The rise in the popularity of enterprise mobility has taken things a step further, as now employees access HRMS software on the mobile devices of all kinds, including smartphones, tablets and laptops. Even as more and more employees access HRMS software on their very own devices, there is the risk of malware and other threats creeping into the application. After all, the more number of devices on the network, the higher the chances of threats creeping in. This is the reason enterprise mobility has resulted in stricter security measures in enterprises across the globe.

The fact that not many people are aware of the consequences of compromise in data security, means the stakes are high. Surprisingly, a significant amount of data breaches happening in organisations across the globe, are directly or indirectly a result of employee activity. This calls for the need for an initiative to raise awareness about information security in organisations today. Also, controlled access and role based access to information is a good measure to prevent misuse of sensitive information.

Talking about HRMS advanced security features, here is a quick look at what can be expected from the new age HR software that the organisations are investing in today.

Key Features of New Age HRMS Software

• Encryption of user data
• GDPR Compliance
• SSL certification
• Physical data security
• Role based access to data
• Measures against unauthorised access
• Controlled access
• Internal security controls
• Strict password policy
• Data purging policy
• IP based access restrictions
• Antivirus and firewall

As cybercrimes continue to rise, there is an ever increasing need to step up when it comes to information security in organisations. As data is being gathered from different sources, there is a very high possibility of threats and malware linked to this data, being transferred into the system of the organisation. This can prove to be highly damaging and the consequences can be disastrous.

Hence, it’s high time the enterprises woke up to the seriousness of the situation. There is the urgent need to take concrete steps for complete security of HR and employee information. Advanced HRMS security features are a must-have if organisations want complete protection of information that they have stored and maintained in the database.

The good news is that the new age HRMS software that one finds in the market today, have these HRMS advanced security features built in, so all that the enterprises need to do is get one such software and use it to the maximum potential.

By Ramya Dilip

In any company it is very important to monitor the employee’s attendance for accurate payroll & discipline.

It is very efficient to have a fingerprint time recorders to track the employees attendance instead of having manual punch card. The biggest advantage of using the fingerprint system is the employees can’t do the buddy punching (making proxy attendance for other employees).

In older days companies are using manual punch card to record the employee’s attendance. In punch card machine employees can easily do the proxy attendance for others. Especially in the companies where there is more overtime involved it is very critical to record the employees IN & OUT time accurately.

Also at the end of the month the payroll officer need to calculate the daily overtime day by day for all the employees. It is very time consuming and lot of manual errors may happen.

Biometric / Fingerprint Reader:

It is very efficient to have fingerprint readers to track the employees attendance instead of having manual punch card. The biggest advantage of using the fingerprint reader is the employees can’t do the buddy punching (making proxy attendance for other employees).

Usually in most of the fingerprint time recorders, Up to 3 fingerprints per employee can be registered. While doing time attendance the employee can use any one of the finger to do clocking. The purpose of registering 3 fingerprints is, if any one finger has problem due to injured / cut / dirty then the employee can use alternative finger for attendance. So it is better to have fingerprint readers with higher capacity. Usually the fingerprint time recorder will have the capacity of 1500 / 3000 / 5000 fingerprint templates.

It takes about one second to verify the employee finger, once verified the employee id, Date & time will be recorded into the device internal memory. Also it is good to have a device which can store more records. In general most of the finger scanner devices can store 20,000 / 30,000 / 50,000 records. Once the records reach the limit the new record will automatically overwrite the very first record. Those records can be downloaded to the Time Attendance Software via built-in Network card or via Thumb Drive.

Time Attendance Software:

Information from fingerprint time recorder can be transferred to the Time Attendance Software which will calculate the useful information like Lateness, Overtime, allowances, etc…

Usually the time attendance software will have the option to create multiple shift patterns like morning shift, afternoon shift, night shift, etc…

Good software should come with nicely designed useful reports like Daily attendance report, Individual attendance report, consolidated reports which consolidates the late comers, Early Leavers, Absents & missed out punching, Lateness summary report and Working hour’s summary report.

The working hour summary report usually will have the monthly lateness, early leaving & overtime worked by the employees. This summary report is very much good enough to calculate the employees overtime pay together with the salary.

Conclusion:

It is good to have a biometric fingerprint time recorder for employee attendance monitoring which enables fast & efficient payroll calculation.

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Biometric Attendance | Biometric Time Attendance | Time Attendance System Biometric Reader | Biometric Time Recorder | Biometric Scanner Time attendance | time management software | Attendance Software

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Submitted by: Himfr Tian

Foxconn implemented in salary after the survival of the so-called “cost advantage” will face great challenges. Foxconn’s past success is built on cheap labor costs based on.

China’s 30 years of reform and opening-up policy, has attracted hundreds of thousands of foreign-funded enterprises to invest in the development, preferential policies and cheap labor, so that foreign companies have been rewarded, to achieve an impressive growth. However, a large number of front-line workers in these enterprises income, and average wage growth rate and price level of growth compared to slow growth or even stagnation.

Press survey found, as well versed in foreign laws and China’s national conditions, although a number of foreign enterprises face in their home country or region can not slack labor rights and trade unions in China have found a “compensation rules of the game”, that is in China, “the minimum wage Standard “The bottom line on the” low-flying principles.”

Example of a company in Shenzhen, Shenzhen, the minimum wage in 1996 was 310 yuan per month in 2008, Shenzhen will raise its minimum wage of 900 yuan, while the wages of ordinary employees of the enterprise is always “stable” to remain in this ” High red lines “on neither offense nor” beyond. “

Shenzhen Municipal Federation of Trade Unions Production and Protection, said Vice Minister Li Wang, investigations revealed that the company provides employees Tounian Xinjin the salary standard is the minimum wage, You Yu enterprise personnel flow rate, many people get finished this year, left the minimum wage the enterprise. “Such acts are legal, but not moral.”

It is this great contrast and the objective existence of low-income workers led to the survival, development of the reality of the state is facing many difficulties, so in some areas to a “business improvement, employees do not appreciate the Government the middle clip,” three-game “cycle.”1994, working in Guangdong Hunan Yongzhou people Zhanghuang Yong said that many companies before the “foul” is not wages, is the employment environment is poor and clearly illegal.

Workers to the labor departments and labor unions to report the complaint is relatively easy. “Now companies are astray, and the basic minimum standards for wages are pressing, forcing workers to rely on overtime to take a lot of” paid. “Standardized management business looks, but the fate of employees has not improved, a lot of cases, no complaints the door. “

This enterprise strong, weak labor workers consultation and negotiation pattern, also makes the grassroots government departments in labor conflicts in two to suffer any humiliation. Some grass-roots agencies to handle labor disputes in the show’s “only GDP” concept does not help to resolve the business and employee conflicts.

In a recent interview with reporters, once seen PRD party secretary of a certain town dealing with labor disputes process “complex” mentality: on the one hand, he admitted that given this well-known foreign wage “really is not high, also in the local business can only be considered medium-level “and continuing to improve, not improved; on the other hand, he repeatedly stressed that this enterprise is the” standard operation “and” the overall employment environment or good, to the welfare of workers is also high, “is the greatest pillar of local economic development “can not beat him to death.”

“The economy booming, but the majority of workers in particular, the rights of migrant workers is in decline; wages appeared to be growing, but the actual earnings of workers are in relative decline. This situation can not continue in any case.” Li Wang says.

Experts believe that the end of “pipe wages” lies in labor-intensive enterprises to strictly urged foreign investors to change the employment system and labor, resulting in a reasonable benefit-sharing mechanisms.

End “pipe wages”, the key lies in the junior local government’s “inaction.” WANG Hongli said, a long time, China’s economic development is faced with abundant supply of labor and capital scarcity situation, some local governments in the process of economic development to form a GDP-oriented and capital supply for the primary task of the Zhi Dao ideas and approaches, forming a habit of accommodating capital, to consider the interests of many enterprises to consider the interests of workers less, taking into account the social costs of government revenue and more pay less, not supervision, can not supervise, do not want to supervise the bad state of mind.

However, deep “tube wage” survival of the soil, the fundamental measure is to promote the advantages of relying solely on the price of labor intensive industries and enterprises accelerate the transformation and upgrading.Currently, the Guangdong provincial government has also clearly stated in the current situation, we must strive to solve the problem, deal with the crisis accelerated the process of becoming a catalyst for economic growth mode transformation, a turning point changes in income distribution pattern, establishing a sound non-public business conflicts and disputes handling mechanism of the new opportunities for co-ordination.

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