Monday, 1 December 2014

Adrenalin HCM on Cloud is set to drive the Business Transformation of Enterprises


Ajay Agarwal , Executive Vice President - Cloud at Adrenalin eSystems Limited tells us about Human Resource Management Systems on the Cloud, Adrenalin's partnership strategies and the future of HR.

Why is the Cloud so important for an enterprise?

Automation is important for an enterprise.   However cost of automation and the skill-sets required for managing that is always a deterrent for adoption.

This is where Cloud Solutions come in handy and becomes important.   It is something like a ‘ready-to-eat’ food that is available.  You only have to heat it and have it – no cooking science involved.   Adoption of Cloud-based solution is like that.  Enterprises need not have to spend elaborate time in exploring technology, fitment to environment, etc. for choosing this – they just need to validate with their business process.

Enterprise can concentrate on their core business and let technology experts deliver results.  They just need to pay-for-usage.

What are the challenges to the Cloud adoption in India?

Challenges are only in the mind.  

Today we have come a long way from where we were 10 years ago.  There is stable and almost secure connectivity.   Adoption of internet and web is not taken for granted.  Familiarity is high.  Mobile networks are widely used.

While remote parts of the country may not have internet connectivity directly, it is serviced otherwise through mobile networks (SMS, etc.), which can be effectively used for Cloud-based solutions.

What has changed in the decision making process of an enterprise?

The way business applications will have to be looked at has changed (is changing).  Enterprises do not look at it purely from ROI in rupee terms, but more in terms of business benefit terms.

Many things today are falling into hygiene factors – a must to have – from what used to be computed on business yield calculations. 

There were times few years back, when you needed to buy a Desktop in an enterprise, a yield justification had to be provided for payback of the capital expenditure.  Now no one questions the need for a desktop for an Employee, it almost is made available on the day he joins the company.

Business applications are getting there.   Enterprises are challenged every day to usher in efficiency of their workforce – they expect more to be done, by less or same workforce.  So the key is in enabling them with tools and techniques that will help them focus more on Work related activity – or possibly help them complete their task more efficiently.

Added to this is the concept of ‘work-life-balance’.  There is no denying that the Employee is also a human being and has his own needs that has to be addressed.  

The employee needs to be engaged with the Enterprise, he needs to be aligned to it.

All these factors are taking centre stage in the decision making process of an Enterprise.

How is Adrenalin different?

Adrenalin recognizes the importance of Employee in an Enterprise.  It recognizes that every Employee wants to positively contribute to the business, at the same time he has his personal needs.

Adrenalin is a single product, single domain company, focussed only in HR and Employee.  Our undivided focus on HR has enabled us to provide for each and every nuance of this department so thoroughly.

Recognizing that different industry needs are different, Adrenalin has a solution specifically for that.   Adrenalin also believes that technology should not be a deterrent for small companies and thus offers an Enterprise Class Application on the Cloud and on Mobile.

Workforce mobility is a given in today’s business.  Adrenalin is sensitive to this and enables full functionality on mobile, thereby enabling the Employee to be connected to the Enterprise and vice-versa.

Adrenalin also recognized that need for social interaction among Employees in an Enterprise, be it sharing knowledge or extending help.   Adrenalin’s Jonction serves this need as well.

Adrenalin helps Enterprise with sufficient analytics and reports to take meaningful decisions.

Adrenalin’s Go To Market Strategy

Small businesses are the under-serviced businesses in India with good technology.  The reach to them has always been a challenge.   Adrenalin’s outreach program is intended to handle this gap.  Going with the spread of IT vendors across India, Adrenalin intent is to partner with them for growth.

These IT Vendors would greatly benefit in carrying an Enterprise Class product to their under-serviced customers and provide great value to them in their business function.  By enabling partners in our offerings, Adrenalin looks for a win-win relationship.

IT partners are quickly gaining prominence with the way the Cloud is growing. Partners will soon start building their own eco-system of products on the Cloud, which they will sell to enterprises. We are looking at having about 500 partners by next year, which puts us in over 70 cities.

With dedicated support team, Adrenalin commits a promising future to these IT Vendors when it comes to offering Adrenalin-on-the-Cloud.

Adrenalin's Investment in the Cloud

As the future of enterprises is definitely in the Cloud, we do see ourselves contributing considerably to its growth.

Our intent is always to bring Enterprise Product at an affordable price to the customer at large.  We assure high-security and availability.   Keeping highly interactive and simple User Interface, we aim for higher adoption rate.  And in this regard, our investment will continue to be in expanding the Cloud-reach, technology innovation and data security.




Friday, 21 November 2014

RCBC Group Selects Adrenalin, the Human Capital Management Software from the house of Polaris.

(From left to right) Patricio Picazo (Head, Human Resources Division, RCBC Savings Bank), Rowena Subido (Head, Human Resources Group, RCBC) Dennis Bancod (Head, IT Shared Services and Operations Groups, RCBC), Kelvin Loh (Country Manager, Polaris) and Hana Nomura (Sales Manager, Polaris)
Manila, Philippines– November 3, 2014 – RCBC Group, the banking and financial arm of the Yuchengco Group of Companies (YGC), has selected the Adrenalin from the house of the Polaris Group as its new Human Capital Management (HCM) Solution. 

Speaking on the occasion, Rowena F. Subido, FSVP and Head of the Human Resources Group, RCBC said “We chose Adrenalin HCM because it is the most flexible and configurable system in the market that would fit the needs of associates situated in our 435 branches and various head office locations.  Its depth of offering and technology was a critical deciding factor for us.”

With the Adrenalin HCM Solution, the RCBC Group can further enhance its growth strategy and plans, which are centered on organizational capability building, innovative programs and initiatives on talent management and development, leadership continuity, retention programs, employee well-being as well as corporate social responsibility.

 “We are quite excited to be part of this initiative of RCBC. This shows the depth of offering that Adrenalin solution has for global HCM needs” – said Mr. Balaji Ganesh, CEO & MD, Adrenalin eSystems Limited.


Wednesday, 11 June 2014

De-mystifying Cloud for HR

Mr. Balaji Ganesh
CEO and MD
Adrenalin eSystems








Mr. Balaji Ganesh, CEO & MD of Adrenalin eSystems Limited talks about changing trends at workplace and the corresponding adaptations of Cloud for HRMS. He starts with Smart Technology’s role in today’s work environment and goes on to detail the benefits, security aspects and the role of HR in this transition.

Cloud Technology has experienced favorable adoption not only by large enterprises but increasingly by many SMEs too.  Still there exists uncertainty about Data security, posting sensitive employee data with third party service provider, etc. in the minds of HR. The objective of this article is to assist HR to unravel the myths surrounding Cloud and simplify their understanding for better adoption.  It is important for HR to ask the right questions to the Service Provider before embracing Cloud solution.

HR should not fear adoption of Cloud services due to lack of understanding.  According to Mr Balaji Ganesh, CEO and MD of Adrenalin eSystems Limited, "The fact that it is a shared service does not make Cloud for HR less-favorable“. In order to convince the HR industry to adopt Cloud, the argument can be made that most companies already outsource payroll to other vendors, which strikes similarity to what data in Cloud implies too.  The same process of validation of the payroll vendor in terms of reliability & security, should apply to the cloud service provider as well.

Security is a major mental block for many companies who are considering Cloud since sensitive data is to be made available in an external environment.  "One of the many options to ensure security and privacy of data is to go with trustworthy, long-standing, credible Application and Service partners. A service provider need not be an application provider too but could be the same," added Mr. Balaji Ganesh. Both parties should considering signing a NDA (non-disclosure agreement) and have necessary contractual obligations set up among themselves in terms of service availability, access rights, disaster plans, etc. Data that are externally hosted can also be encrypted and periodic (say quarterly) access audits conducted. The company can also ensure that user privileges are exclusive to their company employees and only specific users are empowered.

Cloud based HRMS is also a very cost-effective solution since only a subscription fee (pay per use - per employee per month or per employee per year) needs to be paid.   Many make the mistake of trying to compare the cost of on-premise solution with that of cloud solution directly.   On-premise solution has many additional components of cost like infrastructure, hardware, software, maintenance, support structure, etc., in addition to cost of downtime during migration to new version/update.   These are non-existent in case of Cloud and makes it simpler and easily adaptable.

Cloud can be successfully implemented in a company comprising of as small as 20 employees, as the infrastructure cost is non-existent. HRMS (Human Resource management systems) on Cloud can be implemented very fast because there is no infrastructure, hardware or software installation, database configuration and application setups. 

In today’s context integration with other applications or devices and/or customization are also possible in Cloud. Depending on the organizational requirements customers can customize their needs, carryout enhancements and integrate with other systems as well.

Where there are major customization involvement, companies can opt for private Cloud instead of using a public Cloud.

Integration or interfaces with other 3rd party applications which are in-house or on-Cloud is also possible. Support and maintenance is also a lot easier on Cloud both from the application and infrastructure perspective. Anti-virus and patches updates, etc. are done by the service provider as part of the contract.

The service provider can also expand the hardware resources on the Cloud as it detects changes in the volume of transactions – for instance when the number of transactions goes up during an organization’s appraisal. This flexible scalability and consistency functionality of Cloud environment may be absent in the case of in-house solutions, where the company has to add the resources needed to support the increased data volume.

Even disaster recovery is handled by the application or service provider whether it involves backups, disaster handling mechanism or even a location shift; everything is taken care of by the Cloud vendor.

"With lower cost, no capital expenditure & faster implementation, Cloud for HR is an attractive proposition for many companies," said Mr. Balaji Ganesh, CEO & MD of Adrenalin.

Friday, 16 May 2014

Mobile, cloud, and social are here to stay

HR tech will be driven by mobile, social and cloud thanks to inherent benefits over traditional HR management styles.
                     
Mr. Balaji Ganesh
CEO and MD
Adrenalin eSystems
Mobile and social are driving the HR technology space across the globe. While HR priorities such as hunt for good talent, grooming talent and making them more productive still remain, the channels to effectively meet them has changed to mobile and social due to the speed of these services.

Mobile and social, however, come with risks. These platforms expose the inner workings of an organization to the outside world and identifying the right amount of exposure is always a debatable point. The amount of flexibility that a company wants to give its employees compared to the amount of control it wants to exercise is always a trade-off.

The concept of “BYOD” (bring-your-own-device) is picking up in companies. While the amount of internet activity on proprietary infrastructure of the company can be monitored, it is virtually impossible to monitor or control what employees are doing through their smart devices. Some companies try hard to restrict employees’ use of social and mobile. Rather, the organization should focus on policies, coaching and culture-building to hedge the risks. On the flip side, employees also need to be careful about what they post about an organization on social platforms because negative connotations about a person’s social profile can be watched and viewed by the employee’s potential future employers.


Analytics will change the world of HR and HR technology in the coming times. While companies are inclined to get more analytical in their approach to human capital management, the real potential of analytics is unlocked when a company’s trends can be benchmarked against the industry or a particular geography. The possibility of such macro-level analytics is getting more real as more companies post their data on the cloud.

Cloud services are known to be secure and more stable than traditional enterprise systems. Through an analytics platform that can aggregate data from various enterprise systems and compare trends across macro-level parameters a company will be able to obtain more real-time and relevant data about its workforce. For example, traditional engagement measurements relied on retrospective point-in-time surveys. Analytics, however, has changed all that by allowing a company to obtain engagement data, which is benchmarked against the industry or geography and in real-time. This is real actionable data a human capital department can employ to course-correct its management approaches. Organizations failing to understand the potential of these trends will likely fall behind the more progressive ones in their ability to manage the changing composition of the workforce.

Choosing a technology service provider is a tricky affair. First and foremost, an organization should be very clear about who are the stakeholders involved in a service evaluation process. Typically, enterprise risks and priorities are reflected by a CXO-level executive better than a team of junior analysts. For important HR technology decisions, it is always advisable to have the CXO on board in the vendor evaluation process.

The first factor step in a vendor evaluation process is the credibility of a vendor. Besides that, it is important to evaluate how the technology service provider’s current and future product plans relate to the organization’s current and future plans. The questions that one needs to ask are “Can we migrate?” or “Can future integration be seamless?” it is also important to assess the long-standing-ness of the service provider besides other risk assessments. Risk analysis can include assessment of where the vendor puts the enterprise data and number of security layers.

In conclusion, changing workforce models in HR will drive the HR technology space in India. The strife between the older generation workforce trying to enforce controls and the younger generation eager to make changes will drive HR technology. Mobile, cloud, and social will continue to remain buzzwords for a while.



Wednesday, 25 December 2013

HR Tech 2014: What Awaits Us?

The HR Tech industry has been on an exciting journey in the past few years. A dynamic work environment, better technological ecosystems and a workforce that’s constantly demanding for more from an organization as well as themselves are all just a few signs of its growth.
The next year promises to bring more progress in remote workforce, cloud, gamification, social media integration, more focus on mobile and the BYOD (Bring Your Own Device) concept and much more. At Adrenalin eSystems, we pride ourselves on understanding our market and the changing environment of our industry.
So these are the top trends we feel the HR Tech industry should look out for 2014 –
1. Shift to cloud – The shift to cloud in the HR tech industry will be more prevalent in 2014. More oragnisations will start doing business on cloud, as organisations understand the value addition that cloud on HR provides.In May, Amazon Web Services cloud received approval from the Federal Risk and Management program to allow US government business to use the cloud service.

2. Social media integration–This helps employees both in remote as well as on site locations, to consistently communicate and collaborate efficiently through a comfortable medium.

3. Gamification is the new reality – The idea of playing games to inspire an organisation’s workforce has not been given its due importance. But through behavioural techniques incorporated in HR processes and creating relevant games helps keep the talent motivated, increases retention and builds a corporate culture. Since most of the current workforce are millenials, gamification is the prefect to reach and engage with talent.

4. Remote Access – The world is becoming a smaller place through globalization. The idea of employees not working in an office, but other locations is gathering steam. Virtualisation is also aiding this process. Organisations will have to work harder to create a single platform that reach and bring together all employees.

5. Mobile is the way to go –Smart phones have changed the way the world functions. Employees are increasingly using and preferring to use the mobile to connect professionally. It also helps ensure that time-sensitive decisions are not held back due to locational challenges. Even the BYOD (bring your own device) has helped build employee efficiency, in this regard.

6. Analytics in HR – Software analytics takes the HR component in an organization to a new level. Relevant data can be collected to gauge employee retention patterns and satisfaction levels. Understanding the workforce and the environment better will help improve the same.

7. Redefining HR – With so many changes in HR as a function itself, the technology required to understand this ever-changing environment.

Tuesday, 12 November 2013

Why SME’s need HR on Cloud?

As technology keeps evolving every day, going the cloud way has become the way to go for all companies big and small. Though there has been a high adoption rate amongst bigger companies, the SME sector to whom the benefits are even greater have seen less adoption rates. Mr. Ganesh Balaji, CEO and Managing Director of Adrenalin eSystems Limited, tells us more about Cloud HR and its advantages to SMEs, its myths and why SMEs are hesitant to adopt the technology.

Q. What are the myths surrounding HR on Cloud?

A. Some of the major concerns companies not just SMEs have are-
1. Is my data secure ?
2. Is there a flexibility of software, in terms of upgrades etc.
3. Are there any hidden costs, which will come up later?
The answers to these questions are simple. Most data centres are very secure and have their own standards for data security. Every cloud provider gives information about how to transfer data, whenever required. Cloud Software does not mean that it necessarily need to be “one size fits all”, you can have the flexibility to meet specific business needs. Upgrades keep happening and users will have the choice of when to take them on. And in terms of hidden costs if the company asks the right questions in the beginning, these are mostly unfounded. Overall these are more a mindset than anything else.

Q. What are the advantages of HR on Cloud to a SME?

A. SME’s are aspirational in nature and they want to grow bigger and they need to have the strong support of Technology to streamline their process. Having a centralized single data point of all employees will always help a growing company. With HR on Cloud, there are no capital costs and investments in hardware. A separate IT team is not required to manage the setup, since the cloud environment will be maintained by the service & application provider; the application support is also simpler. Upgrades to a newer version are easy since the application provider takes care of it. This also means there is less downtime for the company, since the transition takes place seamlessly. The applications are very user friendly. It’s almost as easy as using a smart phone, where you don’t even read the manual to start.You can get started almost immediately

Q. Why SMEs are skeptical about HR on cloud?

A. The fear is that any investment in technology is time-consuming, costly and companies are not sure if it will suit their needs. However, in cloud HR these problems are addressed. The cost is low, since it is based on usage and companies can even opt to try it for a few months. The exit rate is zero, unlike on premises programs where investments on hardware and software are sunk. If it fails, then the investment is lost. In cloud these problems do not exist. Companies that adopt applications on cloud will get faster business benefits.

Q. How does HR compliance help SME’s to grow their business?

A. These statutory compliances take too much of administrative time. Technology helps to meet these compliances faster. Businesses can spend productive time performing core activities. The compliances need to be maintained in a particular format that is possible with On Cloud tools. Also, the applications make sure the companies follow the compliances need with timely reminders etc.

Q. Smaller businesses where one person has multiple roles to play are said to benefit from cloud HR. How?

A. A small operation spread across multiple locations, without a dedicated application to handle its HR will be a problem. So if an employee in one location wants to apply for leave through a centralized system, this will be easy. Since the system will send the request to the necessary person. It will connect people who are geographically dispersed through a common system.The additional cost per employee towards this application will not even be more than a cup of coffee. The advantages are empowered workforce, transparency of policies; people are productive since they have time outside administrative hassles.

Q. What measures can be taken to bring SMEs to use cloud HR?

A. Education, nothing else. The fear of the unknown (technology) needs to be removed. Leaders should take the initiative to adopt. There are trial accounts offered by most providers, so that users can see if it fits their requirements. (The software can be used for various verticals since the provider will customize it based on organizational requirements.) The exit policy offered by many vendors are so attractive that the SME’s don’t have to worry about getting stuck with one vendor for lifelong if it does not fit their requirements.

Thursday, 10 October 2013

Simplicity Drives Demand for HR Tech



Mr. Balaji Ganesh, CEO & MD of Adrenalin eSystems Limited on how technologies are helping organisations develop agile strategies for impact.




Q. What is driving the demand for HR technology in India?

A. The need for simplicity is driving the demand for HR technology in the market. In a highly complex operating environment, the deluge of different processes is compelling organisations to think about unification and simplification and consequently driving the need for HR technology. Another key factor driving the upsurge in HR technology demand is the changing nature of organisational demographics. As the percentage of young talent grows in an organisation, the proliferation of social media, mobile and collaboration tools within the enterprise happens proportionately.

Collaboration has become a vital factor of the technology plans of any organisation because the current generation workforce prefers sharing and sourcing of knowledge and resources even while executing individual tasks and assignments. Organisations thus are constantly on the lookout for tools and technologies that allow seamless collaboration between employees. Therefore, presence on the web and social media is a vital part of an organisation’s talent management plan.

Q. What are the points of caution for an organisation’s talent brand on social media?

A. There are a few risks of spreading an organisation’s web and social media presence. First of all, it is difficult to administer control over web-based social media interactions. Several cases keep cropping from time to time showing how an organisation’s product and talent brand was severely affected due to some unwarranted social media activity. At the same time, it is no secret that an organisation that restrict employees’ social media usage will perhaps not likely end up with as a preferred talent brand. There has been a rising trend in organisations trying to overcome this challenge by building internal social media platforms hosted on the company’s intranet that try to replicate the user-experience of some of the most popular public-domain social media platforms.

Companies are now very serious about gathering information from public social media forums about what is being spoken about the organisation. Many companies take concerted steps to influence positive opinion about the organisational brand by influencing what employees post on external social media. Consequently in the services space, there has been an upswing in products and services that help companies analyse the organisation’s social media brand and devise strategies to influence them. The need for such analysis is gaining prominence because most employees have access to public social media through smartphones.

Q. What are the technology options available for talent brands on social media?

A. There is a great need for a company to be agile and proactive with their social media strategy. Agility refers to quickly acting on any positive or negative social media activity. Precedence has shown that it takes very little time for any influential social-media activity to go viral and this can greatly affect an organisation’s brand. Companies, therefore, are looking to employ products that enable them to quickly act on any social media activity. For example, there are technology products available now that provide real-time alerts whenever any content about the company is posted on any social media.

Smartphones have caused a huge upsurge in the space of apps for HR processes. Nowadays, most of the enterprise HR processes can be conducted through a smartphone with an internet connection. Many of these apps are also available to companies for customisation according to unique processes in an organisation. Technology service companies help organisations capture unique processes and create customised apps for various purposes such as performance management, engagement initiatives and social-media.

Social media and mobile technology will drive brands and talent strategies to a great extent in the coming times. While evaluating a technology solution, there really are two key criteria that an organisation should evaluate: Whether the solution meets the organisation’s requirement and if it is adaptable and scalable to meet future requirements. It is in the best interest of an organisation to start thinking about the impact of social and mobile technologies and how to build strategies around them.