![]() Finally, Keka’s Continuous Feedback Module offers managers insights to build a motivated culture and help keep their teams engaged and inspired. Subtle solutions like employee profiles by Keka can boost workplace productivity and pride. Keka’s HR analytics also generates instant reports to help companies make swift and meaningful decisions. Keka offers analytics to identify workforce attrition rates, and other aspects of the workforce. According to the Harvard Business Review, employers should take a data-driven approach to improve retention. Companies now have to figure out how to transform resignations into retention. India is no exception as attrition rates touched 21 percent in 2021 according to reports. This movement, known as The Great Resignation, was attributed by workers to overwork and the consequent burnout. In April 2021, a wave of resignations rolled over the US. The company is also compliant with the EU’s General Data Protection Regulation, amongst other security measures. By leveraging technologies like Amazon AWS cloud infrastructure and Microsoft Azure, Keka ensures that there is no local or on-premise storage of data. Keka’s internal customer support personnel will also require access to a client’s portal. By employing a cross-functional approach to security, Keka ensures that the company's database access is restricted to three senior employees, and can only be accessed through independently designed authentication gateways. Keka has prided itself on the high standards of data protection. Moreover, as companies continue to embrace and leverage digital technologies and solutions, HR professionals are tasked with handling increasing amounts of sensitive business data, including personal information, or salary details. The last two years have seen a boom in cybersecurity concerns, shaped by global scale events. Keka’s cloud management system integrates every aspect of time tracking - across locations, shifts, and overtime (which is fully integrated into payroll). Now companies can confidently manage their employee timings with tools like leave and attendance management, GPS / mobile attendance (for remote working employees) and shift management (through shift scheduling). Keka’s time and attendance service allows HR professionals to manage timesheets and leaves accordingly. Managing people across different locations, ensuring that they are healthy, engaged with the workplace, and have access to different HR products and services is no mean feat. However, these options do present challenges for HR departments in organisations. Flexibility in the workplaceĮven as offices around the world open up, many employees choose to engage in remote work, virtual operations or in hybrid workplaces. Keka stands poised for this change and the trends that will shape the HR sector in the coming months. With 2021 challenging organisations to stretch and adapt to fundamental changes in the way we work, 2022 is all about pushing the boundaries of the new normal. In the last seven years, Keka has established itself as SME HR tech leader that has focussed on simplifying complex workflows through strategic solutions and services in payroll and expenses, hiring and onboarding, performance and careers, time management and more - all while keeping sensitive employee information secure. Keka - a Hyderabad-based employee experience platform - embodies these three qualities. The article continues, stating “Emerging models are creative, adaptable and antifragile”. More importantly, in these years, we have analysed and challenged fundamental questions such as where do we work, how do we work, and what technologies enable us to continue what we do successfully?Īccording to a 2021 McKinsey article titled ‘The new possible: How HR can help build the organisation of the future”, CHROs (Chief Human-Resources Officers) and other leaders must reimagine the very roots and basic tenets that an organisation grows from. In the last few years, the Human Resources sector has faced hurdle and hurdle with workforces shifting and adapting to a new normal, a dynamic reallocation of resources, the push for digitisation and automation and finally evolving employee needs.
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