HR Solutions & Services | Payroll Processing Services & Solutions | EHRS Blogs

  We are way past the recovery phase from the COVID-19 impacts – businesses are doing better than simply recovering. According to a survey, organizations have spent a record-breaking $4.3 trillion on acquisitions and global mergers this year. This is the second-highest record compared to the numbers from 2015 of $4.8 trillion. Global expansion has been crucial for companies in opening the doors for potentially lucrative new markets. In addition, in today’s market scenario, global expansion is even more compelling as it relieves businesses from supply chain problems and labor shortages. However, overseas expansion isn’t simple – it comes with new challenges. A self-explanatory one is a payroll.  Payroll processing for small businesses  or giant companies is almost the same – in simple terms, it is the process of paying your employees. This incorporates calculating salaries, withholding taxes and other deductions, and issuing payments. To the benefit of businesses worldwide...

  Modern private equity and venture capitalist firms have been around for over half a century. With time, these firms have gotten better and more efficient at what they do by leveraging technology and expertise. This is why, nowadays, you won’t get to read any news about major PE or VC firms blowing up and ending up bankrupt. Advanced tech like machine learning, artificial intelligence, neural networks, etc., allows them to process and analyze data with extremely high accuracy, enabling them to make highly accurate decisions which helps them make massive strides that eventually result in fast and sustainable growth over a long period. Having said that, it is often noticed that this level of positive and aggressive change is not exactly translated over properly to other internal departments within these companies. In this article, we will be going through the important details of how PE and VC firms can leverage  HR  to find areas of untapped potential that can be accessed...

  The pandemic, its after-effects, how it has altered businesses and industries worldwide, how it has led to rapid digitization and technological innovations and challenges alike, and more – we’ve witnessed it all over the last couple of years. However, one crucial aspect hasn’t changed – people will always remain the most crucial asset of an organization, and this is evident in how companies prioritize their workforce over profit margins. There has been a sea of changes in human resource management. At the same time, technological advancements are opening a new frontier of opportunities for organizations to amplify their  HR functions  – including recruitment. New-age, technology-backed recruitment tools help attract, source, and employ better-qualified and worthy candidates, relieving recruiters of the pressure, and saving time and money for businesses. However, the availability of diverse tools and platforms working towards better recruitment has made it tricky to diff...

  Remuneration is one of the biggest reasons why people come to work. Imagine the stress a professional must endure if there is an error in their salary computation, or worse – if they don’t receive a month’s pay after all their hard work.  Payroll processing  only appears like an effortless task. But in reality, handling payroll is no joke, and it gets increasingly challenging as the size of your business increases. The most significant limitation in managing payroll is complying with relevant and area-specific labor and tax laws, which are subject to periodic modifications. Non-compliance can lead to heavy penalties, resulting in your employees' losing faith in the organization. Sure, this also translates to increased employee turnover costs which are heavy on the wallet. But, goodwill and reputation thus lost are incomparable. If you were part of the recruiting panel that took the effort to complete the employee’s hiring cycle, you'd be twitching with disappointment. P...

  Close your eyes and go back to the times you’ve opened resignation emails from your most productive bunch. Remember those specific instances and try to recall the emotion that first cropped up. No, this isn’t a guided meditation. But, your trip down memory lane will lead to some conclusive revelations about you and your company’s talent retention ideologies. Understanding your Attrition Control Strategy Assuming it was your top performer who decided to call it quits. Yes, the same one who shouldered the team’s targets and ensured KPIs got met by averaging the team’s productivity at acceptable thresholds. What is your instant reaction? Do you: 1.       Counter their new proposed remuneration till you get a favorable outcome? 2.       Entice them with a role or designation swap? 3.       Treat them like a traitor with poor work ethics and/or arrange for a loyalty convention program? 4.    ...