This article has been contributed by Samyak Jain, Co-Founder, and CEO, Zeko AI.
2024 saw the application of generative AI at all levels in organizations. The revolution of HR technology with AI-powered recruitment, performance measurement, and retention has begun and 2025 will witness more changes driven by new trends and innovations. According to Vorecel’s research, 70% of HR professionals believe AI and machine learning will improve their recruiting processes. In 2025, the next steps for companies will be to prioritize learning and leverage data for personalization. Additionally, focusing on mental wellness through programs and digital tools will become more crucial. With these changes, the future of HR technology appears promising. This is because it will significantly boost the productivity and satisfaction of employees in any company.
AI in Recruitment
Artificial intelligence is no longer an imagination about the future; it is fast becoming an indispensable tool in recruiting. Organizations have started using AI tools for sorting resumes and finding top talent. 2025 will find recruiters using AI-driven platforms and assessments at a large scale, ensuring cost and time-saving. From sourcing candidates to screening resumes in seconds, HRs will use these features extensively which will further permit HR professionals to pay attention to crucial factors in their responsibilities, together with cultivating relationships and identifying the appropriate organizational way of life.
Mental Health Support
The age and time when the welfare of employees was an afterthought has come to an end. With 2025 in sight, there may be a growing number of different initiatives that address employee wellbeing. For example, companies like Accenture and MasterCard are investing a lot in programs that support mental health, work-life balance, and the overall well-being of employees. The platforms supplying mental health guides, customized well-being strategies, and flexible planning are expanding rapidly. Satisfied personnel are more productive, engaged, and less likely to be seeking a job change. In 2025, leadership teams will further integrate AI chatbots for on-demand therapy, virtual wellness programs, and mood-tracking applications.
VR/AR in Training and Development
The integration of virtual reality (VR) and augmented reality (AR) is reworking the area of expert training through presenting immersive opportunities. Organizations have begun using VR/AR systems in their expert development programs which provide more efficient and interesting learning outcomes. By 2025, this trend is expected to grow with the introduction of specialized, advanced VR/AR technologies aimed at certain economic sectors and business applications. AR is expected to become a standard tool for onboarding and training programs, providing employees with hands-on experiences in virtual settings.
Promoting Remote Workplaces
Covid-19 brought the culture of work from home and then the hybrid model which is now the standard for all businesses. Technology serves as a link between employees who work in offices and those who work remotely. Productive remote meetings can be held using various platforms, which are important to simplify discussions and collaborations. For example Google Work Space, Slack, Microsoft Teams, Gmeet, and Zoom for communication; Trello and Asana for project management; OneDrive and Dropbox for file sharing; and Toggl and Clokify for Time Management and Productivity, these platforms enhance the ability, productivity, and understanding of work while working remotely. Additionally, AI-driven insights will help managers identify and address challenges unique to remote workers.
In 2025, expect to see more organizations adopting systems and processes that analyze employee performance and provide real-time support in terms of learning opportunities, feedback, conflict resolution, and wellness programs.
Pre- Onboarding
AI- powered Interviews will see widespread adoption. They will evolve to assess not only technical skills but also emotional intelligence and cultural fit. Evaluation using NLP (Natural Language Processing) will be used for sentiment analysis giving insights into how candidates perform under pressure, problem-solving skills and communication in teams. Recruiters will be able to gather in-depth insights and evaluation through auto-generated reports.
Candidates can now complete real-time tasks or simulations that evaluate both hard and soft skills. AI-driven platforms will offer tailored feedback, helping hiring managers make more informed decisions and candidates to understand their strengths and areas for improvement.
Post- Onboarding
AI will examine a variety of personnel data in order to forecast any turnover issues. It will be able to detect patterns like engagement trends, performance declines, and personal milestones and send out early warnings about workers who may be thinking about quitting. Through mentoring programs, professional development opportunities, or other retention tactics, HR departments will be able to take proactive steps.
Predictive analytics is already empowering HR teams to forecast trends and plan for future requirements. This year, advanced analytics tools will help HRs make even better data-backed decisions for productivity and retention.
Strategic Decision-Making with AI
With innovations in AI, HR functions are becoming more data-driven, enabling organizations to recruit, onboard, and retain talent. With predictive analytics tools, it is now possible to monitor employee performance, giving real-time insights to managers and feedback to employees. The interview processes are and continue to be simplified by AI, reducing time and cost for HRs. Training and development programs are customized, with AI suggesting personalized learning options. AI is not only facilitating HR managers but also helping employees become better with AI-powered chatbot assistants for common employee questions, lowering the burden on HR. 2025 will continue to see developments in analytics and emerging technologies. Organizations will need to be proactive in the adoption of such tools and platforms that provide them.
The Bottom Line
The trends influencing Human Resources in 2025 are not just a result of technological advancements; they indicate a significant shift. These trends highlight a move to human-centered approaches aided by cutting-edge solutions. As an HR leader, it is now your chance to bring transformation to the work culture in your organization. By using systems that focus on AI, machine learning, analytics, or statistics, you will not only future-proof your company but also develop a workplace where everyone thrives.
Human resources are no less than a building block for organizations. A robust HR team can take companies and organizations to the next level; at the same time, a weak one can spoil established companies. It is vital to nurture and improve the human resources department. After all, this service line recruits the workforce. Stats show the AI market is expanding at a CAGR of 38.1% between 2022 to 2030. AI is claimed to be a top priority in their business plans by 83% of companies.
Artificial intelligence is transforming HR by making it more efficient and unbiased. Contrary to what many people assume, AI has the power to enhance the concept of human contact in HR.
Human resources deal with people and their attitudes. From planning to implementation, several processes come under the HR department. Making new policies, ensuring onboarding standards meet the standards, and whatnot— the HR service line also looks into labour relations, performance management, and job design. The HR team assists in achieving the mission and vision of an organization. The use of AI in HR will not only increase the efficiency of the company but also give employees more alignment with its objectives.
Impacts on Jobs Due to AI in 2022 Worldwide
As of 2022, the global AI market is valued at over $136 billion. Over the next 8 years, it is expected to increase by over 13 times. AI has and will have a heavy impact on job opportunities. It is estimated 2.3 million jobs will be created, while 1.8 million jobs will be eliminated by AI worldwide in 2022.
AI refers to Artificial Intelligence, a tech which enables computers to think and acts like a human. Organizations are using AI to improve productivity. AI takes decisions based on the input provided. It uses a certain kind of algorithm. With work-from-home culture now mainstream and organizations becoming people-sensitive, the need for AI is escalating.
Most of the activities executed by HR are now being managed by AI. It empowers human resources to enhance contacts. According to a survey, 60% of organizations are using AI for talent management.
Uses of AI to Assist Workers in Their Organization as of 2020
Artificial Intelligence in Daily Tasks
AI can take over several tasks that the human resources department deals with on a day-to-day basis. It can give responses to prospective and current employees. It can also help with questions related to policies and procedures. And this is just the tip of the iceberg when it comes to AI’s capabilities. It can also free up time for HR professionals to focus on other work.
Handling forms of different kinds, simplifying training sessions, and AI systems can execute various other tasks.
Improved Talent Search
For organisations, choosing the right talent is a crucial task since employees are the cornerstone to success. When it comes to skills, companies generally have some set of standards. AI can help the HR department to filter resumes as per the desired skill set. AI systems can screen resumes according to the data they are trained on. The department will then have to spend lesser time on the selection process.
Providing Training
AI can help new employees by providing efficient training. A conversational chatbot can be used for this purpose. Employees facing any difficulty can send messages to the chatbot. The latter will reply based on the way it’s programmed. Moreover, the chatbot shall give employees the flexibility to complete external and internal training according to their convenience. At times, employees don’t know whom to contact for queries. An AI-powered helpdesk can facilitate the situation.
AI in decision Making
Artificial Intelligence can help employees to understand their moods better. Due to workload, employees aren’t able to give their best at times. AI can be trained to provide personality and behaviour insights. Individuals can then use this system to facilitate decision-making.
Employee Retention
AI can help the HR team to analyze the reasons behind layoffs and retain more employees. Believe it or not, AI-based systems can help manage the workforce, and that too a satisfied one.
AI can detect and analyze employees who are disengaged or unproductive. It can provide insights as to where the company is lacking, or why its people are discontent.
Appraisals keep the workforce motivated. And the process should not be partial or biased. AI has a role to play here as well. It can ensure employees get the results in tandem with their performance. Giving appraisals or bonuses to the suitable candidate can boost productivity immensely. Moreover, appraisals require neutral thinking, something which AI is capable of.
Companies using AI for HR Management
Companies such as Google, Amazon, IBM, Unilever, L’Oréal, IKEA, Adecco, Hays, Deloitte, Vodafone, PwC, Oracle, TCS, Accenture, and Tech Mahindra have adopted AI for HR Management.
Some AI platforms/tools for HR selection and recruiting are HireVue, Mya Systems, HiredScore, Wade & Wendy, AllyO, Textio, Turing, Toptal, Manatal, Skillate, TurboHire, Talenture, Fetcher, SeekOut, Zoho Recruit, Paradox, Humanly, Findem, hireEZ, AmazingHiring, Loxo, Eightfold.ai , Textio, myInterview, and Arya, Pymetrics.
AI cuts time spent on CV verification, and other recruitment processes. The best eligible candidates are filtered out. Unilever, L’Oréal, and IKEA are the B2C using AI to transform their Candidate Sourcing Strategies.
Company Name
AI Hiring Assistant/solution
Purpose
IKEA
Robot Vera
Conduct interviews and send out customized follow-emails
Unilever
HireVue Assessments
Hire the best and most diverse graduates among potential candidates
L’Oréal
Mya
Filter out the best candidates among the received job applications
AI adoption in HR is increasing. Here is a list of a few companies revolutionizing recruiting process using AI.
AI platform/solution used
Companies using the platform
HireVue
700+ companies, including Unilever, Vodafone, PwC, and Oracle
Mya Systems
L’Oréal, Adecco, Hays, Deloitte, and more
HiredScore
Trusted by 40% of the Fortune 100: Intel, Dell, Domino, Johnson & Johnson, and more
Wade & Wendy
E-Trade, Randstad, Comcast, and more
hireEZ
Deloitte, VISA, Amtec, Wayfair, CommonSpirit, and more
The impact of AI on HR Management is now extending to use cases and problems hitherto unexplored. It is providing helping hands to people in their work. Health, finance, banking, computing, marketing, and management. Artificial Intelligence is penetrating every imaginable industry. With unbiased results and the ability to be improved further, AI is here to stay.
FAQs
How will artificial intelligence affect human resources?
AI provides HR departments with an opportunity to improve the candidate and employee experience by automating repetitive, low-value tasks and freeing up time to focus on the more strategic, creative work that HR teams need and want to get done.
What is artificial intelligence in human resources?
At a high level, AI is a technology that allows computers to learn from and make or recommend actions based on previously collected data. In terms of human resources management, artificial intelligence can be applied in many different ways to streamline processes and improve efficiency.
What is human resource transformation?
Human resource transformation is the process of fundamentally rethinking and rechartering the HR function/department in the organization. If HR professionals do that, they become the “go-to” people to help operating managers address “people problems” they face in getting the organization’s work done.
Can technology replace human resources?
No, technology is not stealing human resources jobs; instead, it’s helping small businesses work more efficiently. Although apps and software eliminate some tasks, they typically aren’t enough to replace a person in the workplace.
Company Profile is an initiative by StartupTalky to publish verified information on different startups and organizations. The content in this post has been approved byuKnowva.
Be it a small, medium scale, or large organization, all types of businesses need HRMS software to manage their workforce efficiently. HRMS facilitates employee satisfaction and productivity and helps the Human Resource department with all the employee details and their activity tracks. As entrepreneurship is evolving with advancements in technology, the need for HRMS software is also increasing. Human Resources Management Software (HRMS) Market is estimated to hit 33.57 Billion by 2030. Different Businesses need different software to manage, develop and engage their workforce. uKnowva HRMS provides a holistic HRMS to systematically acquire, manage, develop, and engage your employees. It has all the advanced features like dashboard and analytics, E-recruitment, automated payroll & appraisal management, and more. It can be fully customized according to your business needs.
Read the startup story of uKnowva, its founders, product, growth, and more about it.
uKnowva is a cloud-based HRMS that offers a secure and private platform to employees for engaging in seamless communication and networking, knowledge-sharing and utilising the capabilities of high-yielding tools to attain increased productivity and accelerated growth.
Their vision is to become the world’s SMARTEST HR platform. SMART means 360 degree HRMS software that is easy to use and administer, cost-effective and highly intelligent.
There are nearly 3 billion employees/workers across the globe as per the World Bank Data, which makes the overall market size to be around 24 billion USD per year. The HRMS market is gaining significant traction. HRMS provides digital solutions to manage human and material resources with versatility. Using HRMS results in increased efficiency through minimal errors due to automation of manual HR activities and assists HR departments to analyze the organization’s operational trends. Also, the rapidly evolving IoT and wireless technology have a positive impact on the market value. According to a report by Market Research Future (MRFR), the HRMS market is forecasted to reach USD 33.57 billion by 2030, growing at a CAGR of 12.2%.
Additionally, the cloud-based HRMS segment is anticipated to gain more traction during the forecast period.
Vicky Jain, Priyanka Jain, and Abhay Talekar have founded uKnowva in 2012.
After completing his engineering and MBA, Vicky Jain started to learn languages like Java, Oracle and Applets. It was when his cousin asked him to develop a certain software, life took him to a new course. His work was well appreciated and he got a complete assignment to build a website for his cousin’s company. Vicky along with Priyanka Jain, who also completed her engineering at the same college, worked on this project. As work started to come in, they decided to set up a company, Convergence Services. Since they started off as a service company they had to go through numerous challenges while developing their first flagship product, uKnowva. Vicky, Priyanka and Abhay Talekar (also co-founder of Convergence Services) started uKnowva back in 2012. While they all have individual roles to play within the organisation, they all come together to make sure that the business operates smoothly. It takes plenty of time and energy to juggle everything involved. Startup founders need to be self-motivated to keep up with the challenges at all times.
uKnowva – The Idea and Startup Story
uKnowva initially started off as a web development company. They created a few tools for better collaboration and people management, internally. When some customers approached them with similar requirements, they came to realize that this could be developed as a product and offered to consumers. They then tweaked some of its features and gave it to a few customers like Prime focus technologies, Capital first, etc., and the response was awesome. That gave them the confidence to take this initiative to a whole new level to develop uKnowva HRMS.
uKnowva – Name, Tagline, and Logo
Vicky Jain and Priyanka were in Lonavala, Maharashtra just brainstorming on the ideas to keep an apt name for the start-up. Their main objective was to have the letters U, V and W in the name as some renowned numerologists had suggested keeping U, V and W in the startup name to attract good growth. And after hours of brainstorming, they decided upon the name uKnowva. The logo was designed by Priyanka who is the creative director and the tagline of extending collaboration was adopted over a period of time.
uKnowva – Product
uKnowva HRMS
uKnowva HRMS has every core component of Human Resource Management starting from an employee directory to a self-service portal to automated payroll to leave management and work reports to a special disability feature to virtual biometrics and much more that employees and HRs love to use. By adopting uKnowva’s HRMS, one can step up productivity and manage everyday activities much more efficiently. The Employee Payroll system automatically calculates salary from the data available i.e. leaves, investment declarations, holidays, tax deductions etc. Virtual attendance management allows employees to punch in and out from any device. Also, uKnowva is the first HR tech company in India to launch the disability feature within uKnowva HRMS for visually challenged employees.
Easy to use, Cost-effective, Intelligent and Flexible are some of the major USPs of their product. In general, cloud-based HRMS are developed to be intuitive and user-friendly to those who need to access or use them. That’s why uKnowva’s HRMS has been designed keeping the end-user in mind, based on the requests/suggestions of real HR and payroll administrators.
Our’s is a SaaS based product and the pricing model is simple with per user per month pricing, which starts at USD 2 per user per month.
uKnowva – Customer Acquisition
uKnowva had a few customers who appreciated uKnowva product and the word of mouth also proved to be beneficial. They tried to onboard their existing customers initially. Other than that, they focused their efforts on building their website and enhanced their SEO efforts to reach out to more customers. This significantly helped them to expand their customer base and strengthen their efforts to maintain business continuity.
Over the years, while they have invested in increasing their reach and making more businesses aware of what they do and how uKnowva can help, a good product and support system has helped them retain their customers. So far, attracting new customers has worked best via referral channels.
uKnowva – Challenges Faced
While they were transforming from a “Service” company to a “Product” company, the major challenge was changing the mindset of the people involved. Initially it was like they visited the customers and asked them about their requirements and then built a product based on their needs or preferences. But, while transforming into a “product” company, things changed completely as they needed to ask themselves what would customers need and then build it and sell it to the customers. This entire process actually involved a change in the mindset of the entire team which was the biggest challenge. They overcame it through regular sessions with the team and made them understand how to think like a product owner.
uKnowva – Marketing
When it comes to content and social media, their main focus is on brand awareness and organic visibility. uKnowva is mostly active on Linkedin and they don’t promote and/or boost their posts or campaigns as such. It’s all organic and for brand awareness predominantly.
They had done a campaign called #InsideuKnowva where they introduced relevant topical memes featuring Shark Tank India. The memes garnered good impressions.
Also on Quora, they have crossed 65,000 views within a span of 2 months. Their polls do extremely well and garner good impressions on LinkedIn.
uKnowva – Growth
As technology continues to be at the forefront of a transforming business environment, there are vast opportunities for growth for HR tech companies. So far, their journey has been satisfactory and uKnowva is doing pretty well in terms of growth, innovation, and extending its footprint. They have more than 75+ customers with a doubling ARR per year. uKnowva is all set for further developments in the future.
These are the people who mentor/advise the startup:
Ganesh Sankaran: COO and Business Head-WUBS & New Initiatives at Weizmann Forex Ltd
Deepak Agarwal: Cofounder and CEO at TurboHire
Krishna Kabra: Head of Major Service Center, Orange Business Services
Ranu Parwal: COO & Business Head at Weizmann Forex Ltd.
uKnowva – Acquisitions
uKnowva acquired a company called Apptroid which is a digital agency helping businesses of all size get a better return from online activities like Website Design, Mobile Apps Development , SEO, etc.
uKnowva – Competitors
Following are some of the top competitors of uKnowva:
uKnowva recently received the “Entrepreneurial Company of the Year” award from Frost & Sullivan. The award recognises the efforts in keeping growth and innovation at the forefront of their vision while effectively addressing upcoming new opportunities and challenges for their business. In the Product Excellence Matrix Report in 2014 by Nasscom in association with Frost and Sullivan, uKnowva was featured in the “Unified Communication And Collaboration” category.
uKnowva – Future Plans
Currently, they are focused on increasing its footprints in India and the MENA region. The MENA region has huge potential for Indian technology start-ups as the region has a highly diverse, tech-savvy and distributed workforce whose priorities are flexibility and ease of access in their flow of work. The countries they are basically targeting include KSA, UAE, and Egypt to start and then we’ll cover the complete gulf region. Few customers they have onboarded in the MENA region are Ravin, Masdar, Khansaheb, Puregroup, etc.
FAQs
Who is the founder of uKnowva?
Vicky Jain, Priyanka Jain, and Abhay Talekar are the founders of uKnowva.
When was uKnowva founded?
uKnowva was founded in 2012.
What is uKnowva HRMS?
uKnowva HRMS is Human Resource Management tool that offers employee directory, automated payroll, leave management, work reports, and more employee management features.
"If you’re doing well, you’re a target, nobody’s interested in you except how you can be of use to them." – Richard Grant
This is the way headhunting works. You may have heard a lot about recruiting agencies and may be familiar with how an agency works. But what is headhunting? Let’s take a look into the plan of action of headhunting.
Headhunting is the process of finding potential candidate for a specific job profile. It is done mainly by a group or a company or an individual, commonly called headhunters.
What Do Headhunting Agency Do?
They headhunt the perfect candidate for a particular position, that may be an executive post in a company such as CEO or MD. These candidates may be happy with their current position and may not be looking for a job change. But that’s where a headhunter starts his job. They get paid by their clients to hire the most experienced and valuable and coveted candidate.
How Headhunting is Different From Recruiting?
What does a recruitment agency do? They post job offers, receive thousands of resumes for that 1 vacancy they have posted, shortlist the resumes to find the best ones, call for interviews, finalize the ideal candidate for their vacancy. This actually works while looking for employees or workforce who are responsible for the production or providing services that the company offers to the public. While in the case of headhunting, they select candidates without posting offers or letting them know they are being hunted. If someone is found apt for a position, they are directly contacted, offered the top positions they are capable of, without adhering to the antiquary.
After successfully headhunting the quintessential, they are directly contacted and offered the job they might have not thought about yet. Headhunters are given the complete authority to find the perfect candidate by their clients.
How Does Headhunting Work?
Headhunting
Head hunters may concentrate on a particular area of interest. They gather the details and connections among that particular area and maintain a good relationship with the clients by constant communication. They attain success by choosing the right candidate for the right position. For that, they have to ,maintain a proper course of action for the hiring process.
They must have the data of most talented professionals in their area of interest or for whom they are working for.
They must have the ability to match the perfect person with the clients requirements.
Matching doesn’t mean matching the resume which fulfills clients requirements, they must be proven talents, else which can make a black mark in a headhunters profile. For that, these candidates must go through thorough assessment before letting know about the new opportunity.
Although the whole process is completely different from recruitment, both target in matching the job with the ideal candidate. Headhunters focus on the job and select the ideal one whereas recruiters select the one from a batch of qualified candidates.
Both are headhunters with different mode of operation, with their own advantages and disadvantages.
Contingency Headhunting Agency
They focus on completing the work of hiring first and then getting paid. They are cheap compared to retained headhunters, but gives more assurance as they have to get paid for what they do. They are forced to complete the whole process within a time limit to keep up a good position in this field.
They would be completely prepared about the candidates and the job offers they get to be filled. So they will be ready any time to fill the vacancies notified the client companies with the available data in their hands. Presenting the best candidate in front of their clients make them win in this field and they work hard to ensure the same.
Retained Headhunting Agency
Retained headhunters, on the other hand, are paid at first before finishing the hiring process and after the whole process is done, they get complete payment from the clients. They assure more possibilities of getting the ideal person for the vacancy reported.
Both these agencies work on a global basis to stand out from the crowd. Choosing the best available person according to their client’s requirement is not a simple task. For that, they have to check globally and pick the perfect one and communicate with them.
Their clients are the companies who are in search of exemplary talented professionals for their company. They can’t go through a heavy recruitment process for filling the position of a CEO or MD. So they go to the headhunters to get the perfect employee for their firm.
Next is their responsibility to find the best match for the particular job. They are already connected with a large circle of employees and firms based on their experience in this field. So that makes it easier for them to choose the correct one for each assignment.
How do They Choose Employee?
In this contemporary world, everyone is living or working digitally, which makes the job easier for headhunters. Digital life exposes the work, industry, skills, and professional experiences and many more details a headhunter would look for while headhunting the candidates. Direct Communication and giving value to everyone’s time makes one a good headhunter. Choosing a high level employee to a low profile job and an employee to a high job profile are the mistakes headhunters can make if they are not completely prepared about the candidate and the job profile.
Headhunters research about the candidate’s profile available or with whom they are connected with and choose the perfect one. Candidates or top level employees who update and showcase their skills are more likely to be shortlisted by the headhunters. Also, active network and good communication skills are add-ons to get captivated by the headhunters.
Conclusion
Thus headhunting is not about hunting fresh or new faces. It’s all about selecting the expertise for a top level vacancy and convincing them to join the new company through genuine and clear cut communication.
FAQs
What does headhunting mean in recruitment?
Headhunting is a specialist recruitment service which attracts candidates with relevant work experience for a particular job profile.
Is a headhunter the same as a recruiter?
Headhunter searches and finds the potential candidate and recruiter is involved in the the hiring process of the candidate.
What does a headhunter do?
Headhunterhunts for candidates to find exclusive or highly skilled candidates for top-level positions.
Businesses grow off capital, that’s how it has always been. But as Thomas J. Watson, founder of IBM once said, ‘It takes people to build a business’. Human resource management is often taken lightly when it comes to smaller businesses.
These may be due to reasons such as lack of information or affordability factors. HR managers are expensive. Experienced and affordable HR personnel seem almost impossible to hire right?
Bambee, a service started back in 2016 does just this. Bambee is a simple and elegant solution to HR problems. Bambee lets you hire an HR manager for as low as $99 a month.
The service is available across all 50 states in the US. Bambee gives you a dedicated HR manager who helps you craft HR policy and understand compliances. The service is kept simple and organized to allow maximum productivity for your business.
Bambee was founded on the idea that every business should be able to hire an HR regardless of its scale and run like any major company in the industry. Bambee provides your business with a real, experienced HR.
They’re responsible for crafting company policies, taking legal actions, and managing your employees. The service is different from a freelance HR manager or a phone assistant.
They offer you a dedicated and experienced HR manager, a vital role in any business. Bambee offers you more than just management, here are a few notable features of the service:
Quick Interactions and Communication
Bambee lets you communicate with your HR manager through phone, email, or live chat. Besides this, the website has an interactions panel that further simplifies HR interactions. General, Employee issues, Policy requests, Termination, and Wages are the available quick interactions.
Bambee Real Time Chat Feature
Users have the freedom to interact with their HR at any given time. This helps save time and enables you to take quick actions for your business. If you ever have an issue with any of the employees or the government law, HR can resolve your issues within a few hours.
Business Compliance Indicator
Bambee provides all its users access to its web dashboard. A unique feature of the platform is its Business Compliance Indicator score. This is an overall score given to your business based on how efficient and protected it is.
A higher score means your business is doing well along with all the employees. A lower score means certain areas of your business or the policies involved need more work.
The hired HR will add suggestions to improve your score every time it is assessed. It also indicates your employee performance and business report. Having a bird’s-eye view of your employee relationships improves cooperation and hence productivity.
Mistakes are bound to happen in any business. Whether it’s a misplanned policy or an unwanted legal action it can’t be good for any organization. Bambee HR takes care of these mistakes and actively works to correct these through their CAP.
These include written and verbal warnings, deformed policies, and performance improvement plans. Businesses often create new policies when expanding or branching out. It is decisive of how the business will thrive.
Bambee lets you collaborate with experienced HR managers to create policies that are perfect for your business. They also handle flawed wages and termination policies which is normally a hassle for the business.
Employee Performance Reports
Bambee’s web dashboard gives you a comprehensive employee report. You can track the progress of every employee under a single window. These reports can help you decide who to keep, promote or terminate.
Employees are the soul of any organization and it’s crucial to have an understanding of their contributions. HR managers help improve company transparency and create a bridge for the employees as well. The generated reports include personal notes from HR to further explain the reasoning.
Bambee is priced in a way that almost every kind of business can afford and hire an HR manager. They have 4 pricing models concerning the employee count.
Their pricing starts for as low as $99 a month for a business with 1-4 employees and includes unlimited email and chat communication.
For 5-19 employees it is priced at $199/month and also includes phone communication.
Bambee also lets you hire a senior HR for businesses with 20-49 employees for $299/month.
For businesses with 50+ employees, Bambee has a custom price that depends on the company scale. This means you’ll get a dedicated HR director for your entire business.
All plans include a free one-time in-depth HR setup for your business. They also allow users to pay yearly with up to 20% off on their monthly prices. The service can also be canceled at any time in case of a change of plans.
Business is bound to be expensive and that is a good reason to always be on the lookout for efficient services. Bambee offers you the full services of an HR manager for a much better price.
Human resource management is simplified through their service. A service that helps bridge the gap between corporate owners and employees is always bound to be appreciated. This is exactly what Bambee offers. It stands as an affordable, professional, and friendly platform for all types of businesses.
FAQ
Who is the founder of Bambee HR?
Allan Jones is the Founder & CEO of Bambee HR.
What does Bambee HR do?
Bambee is a platform that gives access to small and medium-sized businesses to hire an HR Manager.
Company Profile is an initiative by StartupTalky to publish verified information on different startups and organizations. The content in this post has been approved by Qandle.
Qandle is a young startup focused on re-engineering HR Technology from employees’ perspectives. Founded by Chayan Mukhopadhyay and Himanshu Aggarwal in 2016, Qandle aims to build connected, engaged, and empowered workplaces. It has launched an all-in-one cloud-based HR software solution that impacts the entire employee lifecycle from hire to retire and makes each step smooth and hassle-free.
StartupTalky interviewed Mr. Chayan Mukhopadyay, Co-founder & CEO of Qandle to get insights into the Startup Journey and Growth Story of Qandle. Know all about Qandle’s business model, How it Started, its funding details, marketing strategy future plans, tagline, and more.
All-In-One HR Platform – founded in 2016, is a young startup focused on re-engineering HR Technology from employees’ perspectives. The brand providesHR Tech solutions that ease the way HR departments operate in companies. It has created an array of different tech-based solutions to fill in the gaps in the usual HR operations.
The company’s vision is to build connected, engaged, and empowered workplaces. In the short term, the brand plans to continue growing sustainably and profitably, while in the long run, the startup aims at being a leading HR tech solution across the globe. The brand believes that with the right employee experience-focused technology implementation, there can be a sea-size transformation in the way the HR industry operates in India.
Qandle – HR Tech Industry Details
According to many credible industry reports such as People Matters, Bersin, IDC, etc. the size of the HR tech industry varies between$50-100Bn. It is growing at 10% CAGR.
When Chayan met Himanshu, who was proficient with tech, and discussed the idea, he already felt convinced. Himanshu himself had the same experience in terms of clunky HR tools at the organization. He was confident that this idea can be very successfully implemented through refined tech skills.
Chayan Mukhopadhyay | Co-founder & CEO, Qandle
Chayan is an MBA graduate from IIM Bangalore (2009-11). Before that, he completed his B.Tech in ECE from IEM (Institute of Engineering and Management, Kolkata). Chayan started his career in 2011, with American Express as Associate Manager.After working for 2 yrs with Amex, next Chayan switched to Jabong as Senior Manager- Operations. He gained good experience and rose to the designation of Deputy General Manager and Head – Marketplace Operations in 2015. He wanted to start building something of his own. That is when he started Perkkx, followed by Qandle, which is his HR Tech venture along with Himanshu.
Himanshu Aggarwal | Co-founder & CTO, Qandle
Himanshu is an alumnus of IIT Roorkee. He completed his Engineering in 2007 and started his career as a Software Engineer with Techkriti. After working there for 2 years, he had 2 years stints each with Ibibo Group and Naukri.com as well. Then he joined the founding team of a US-based Foodtech startup Munchado and worked there for about 4 years. He is a cybersecurity expert and has been a tech consultant to multiple growing companies including Shopclues and Askmebazaar. He started Qandle along with Chayan in 2016.
On paper, Chayan looks at the business and the product side of things while Himanshu looks at the Tech side, but in reality, Chayan and Himanshu discuss everything and they both jointly look at all aspects of the business.
The current company size is about 40 employees. The team is intentionally kept lean. Work culture is – Get the work done. Qandle hires for just 3 things – attitude, ability, and willingness to learn.
Qandle History – How it started?
The idea was first conceived by Chayan. At his previous workplaces, he had experienced the challenge of working on clunky software solutions for different aspects of HR such as leave and attendance, performance, recruitment, reimbursements, etc. While he was working with American Express, it would take him over 30 minutes to submit his mobile bills. However, what struck him most was that organizations had to conduct training sessions for employees on how to use HR tools, which implied that the tools were not very user-friendly. Next, when Chayan worked with more companies, his experience with these tools was no different.
What further highlighted the lack of a perfect solution was that at least one of these tools would change every 6 months, and since these tools didn’t speak to each other, it would cause a lot of issues.
However, this alone was not the launchpad for Qandle. When Chayan first entered into entrepreneurship, he launched an employee benefits platform- Perkkx. However, when he met HRs to pitch it, he figured the true pain point – an end-to-end HR tool. They wanted to know if Perkkx could provide an HR tool that worked seamlessly. That is when Chayan saw the gap and decided to address the same by launching Qandle.
To explore the model Chayan and Himanshu connected serendipitously. Himanshu had been a techie all throughout his career. They discussed the idea with each other, realized they had complementary skills and decided to launch Qandle together.
Qandle leverages different technologies for various solutions depending on the relevant, expected impact, and affordability for the client. It has launched an all-in-one cloud-based HR software solution that impacts the entire employee lifecycle from hire to retire and makes each step smooth and hassle-free.
Qandle – Name, Tagline and Logo
The name is a play of letters on Candle. It signifies how we aim to spread light around us by enlightening companies about how to manage, engage, and empower their most valuable asset – employees.
Qandle’s logo looks like a magnifying glass, it is also a play on the letter Q, as the team named themselves Qandle because they didn’t get the domain candle.com. The logo signifies how companies need to look and listen closely to their employees in order to grow and win in the marketplace.
Qandle Logo and Tagline
The tagline – Smart HR for the Modern Workplace, signifies what Qandle stands for. Qandle wants to work with companies that care about their employees, organizations that want to create connected, engaged and empowered workplaces.
Qandle – Business Model and Revenue Model
Qandle follows a classic SaaS (Software as a Service) model where they charge the customers a subscription fee per employee per month. The amount depends on the modules subscribed, the number of employees, and the frequency of payment chosen (discounts are offered for quarterly or annual advance payments as opposed to monthly advance payments).
Qandle – Startup Launch
“We used our network and cold emails to get the first 20 customers. The journey of 20 to 100 was easy, as we ensured the initial 20 customers were happy, and then they recommended others” Says Chayan Mukhopadhyay, Co-founder & CEO, Qandle.
There are no growth hacks that work for the long term, except being customer-focused and ensuring customers are happy. That is the only thing Qandle does.
Qandle’s most successful campaign has been ‘word of mouth’. When happy customers recommend others, they purchase the solution without the company having to do much work. As mentioned earlier, keeping current customers happy and satisfied is Qandle’s only growth strategy.
Qandle – Growth
Qandle has been cash neutral since March 2020. It operates primarily in India, all across the country.
Notable clients of Qandle – Spinny, Quality Council of India, Shadowfax, Vidyamandir Classes among others.
Qandle – Funding and Investors
Qandle has raised total funding of USD $1.2 Mn to date.
Date
Stage
Amount
Investors
2018
Pre-seed
USD 1.2 Mn
Arun Chandramohan, Redwood Internet Ventures
Qandle – Advisors and Mentors
Multiple people including Arun Chandramohan (Ex MD and Founder of Jabong.com). We are part of 2 accelerators as well – Village Capital Future of Work India and Newchip.
Qandle – Competitors
“Our biggest competitor is paper and spreadsheet as most companies in India are using those, and these are error-prone, inefficient, difficult to archive and require a lot of manpower. Other companies who are trying to solve the same problem as we are, and who we admire are Darwinbox and SAP Successfactors” Chayan added.
Tools used by Qandle to run the startup
Its own software – Qandle, Google Workspace, and Whatsapp
Biggest achievement – being able to grow profitably since March 2020, i.e. when the pandemic struck. Managing cash flow is crucial for the survival of any company, and the team is proud that they have been able to do that so far.
Software Suggest Recognition awards 2021 in 5 categories:
1. Best support
2. Best value
3. Easiest to do business with
4. Fastest implementation
5. Best software
Software Suggest Recognition awards 2020 in 2 categories:
1. Most popular
2. Customers’ choice
Software Suggest Recognition awards 2019 in 2 categories:
1. Best usability
2. Highest quality
Techimply:
1. Top payroll software
2. Top HR software
Financesonline awards 2018 in 2 categories:
1. Great user experience
2. Rising star
CIO awards in 2 categories:
1. 10 most recommended employee management software solution providers 2019
2. 20 most promising HRMS solution providers 2018
Qandle – Future Plans
Qandle’s aim is to expand the number of clients they serve and make its solution even more intuitive and configurable.
Qandle – FAQs
What is Qandle?
Qandle is a startup focused on re-engineering HR Technology from employees’ perspectives. The brand provides HR Tech solutions that ease the way HR departments operate in companies.
Who founded Qandle?
Chayan Mukhopadhyay (CEO) and Himanshu Aggarwal (CTO) are the founders of Qandle.
Is Qandle an Indian Company?
Yes. Qandle is an Indian company headquartered in Gurugram.
How does Qandle make money?
Qandle follows a classic SaaS (Software as a Service) model where they charge the customers a subscription fee per employee per month.
Who are Qandle’s Investors?
Arun Chandramohan and Redwood Internet Ventures led the Pre-seed funding round of Qandle for USD $1.2 Mn.
What is the tagline of Qandle?
Qandle’s tagline is – ” Smart HR for the Modern Workplace”
Remote working and work-from-home is a convenient trend that’s gaining traction since the global pandemic has struck all our lives. Many tech companies like adobe, and Facebook have gone WFH at least till June of 2021. Twitter and Square has announce Work From Home Forever Option.
It’s high time for employers to learn different ways to keep your remote employees engaged motivated and happy. This includes activities such as fostering personal connections and gamifying the team work, encouraging wellness programs and celebrating your workers to keep their spirit high!
We spoke with top executives from 15 companies across the country, speaking up and endorsing their views on how they are keeping up the employee engagement and well-being. So here we present different ways to to take care your “family” remotely.
Khushboo Solanki – Founder, Zero Gravity Communications
While technology and product companies could easily swift into work from home creative fields where the output comes from interaction and stimulating discussion with different creative disciplines.
We used to do Monday morning team meetings. There used to be a quick presentation on last week’s issues and problems team-based while working from. We also made sure we discuss mental health and keep everyone’s spirit high since WFH can be demotivating at times.
We aren’t working remotely now, but we are working with all safety protocols in place. We are testing the team every week to make sure everyone‘s health is in check. There is proper health guidelines maintain from our management side.
Companies are trying many innovative ways to keep their employees motivated and in good humour in these trying times. Employee engagement activities like Town Halls, where people discuss the developments happening in the company and share information work as good breakout sessions.
A comprehensive and consistent internal communication strategy ensures that there is a flow of information all along and helps keep employees engaged. Several organisations are also using innovative rewards and recognition policies to appreciate the hard work that teams are putting in. Trainings are being organised to upskill/reskill employees – that has a higher signaling value
The pandemic has been hard on every individual, especially on those working in digital agencies as we work with hard deadlines. As a company, we have taken a policy to put employees well being first. We started more employee happiness initiatives. The primary one being giving off to everyone every alternate Friday! We have started other initiatives as well such as no meeting Friday, weekly fun catchups where we just chit chat, sing and talk for an hour over a video call. We have a lunch break and tea break where no meetings can be scheduled across the organization.
We started being very mindful of taking aggressive deadlines. Overall, this pandemic has taught us to become employee-centric and become policies that are employee-friendly.
The one thing that we figured is that the pandemic may lead to reduction in work performance and that is why right from the beginning we made sure that the weekly routines for all the employees are not focused only on the tactical work like accomplishing the concrete plans one need to execute. Rather half of the week we made sure that all the employees focused on adaptive performance, where there was no plan to follow, but instead, one is free to experiment and focus on problem-solving. Like on Monday a performance cycle meeting for the team was held that covered the result of the previous week, the commitments of the present week and what areas to experiment on to improve the performance. From Tuesday-Thursday we make sure that we have at least one individual meeting with each of the team members. By which we motivate them, help them focus on tackle challenges that are a slight stretch.
Along with that all the managers are asked to coordinate small group meetings in which their team members can collaborate on the week’s experiments and tackle problems together. And on Friday’s we focus on reflection. Help the employees showcase and gather input on the experiments of the week. Because It’s important for the employees to check in on each other’s motivation and progress. And as a leader, I feel it is really important to set the example by asking people how they are feeling: Where did they face struggle with their motivation, and where did they thrive?
Sumit Garg – Co-Founder, Luxury Ride
At Luxury Ride, we believe our employees are our pillars, we stand with them and they are our extended family. At Luxury Ride, we want our employees to be financially stable and be high on morale and thus there are no salary cuts or layoffs of employees. We have introduced the Employee Stock Ownership Plan (ESOP), promoted our employees, have given them incentives in cash.
We are organizing informal social connect session, emphasizing the need to balance family and household, online training on wellness, fitness, and learning sessions. We are also organizing various training programs for our employees which will add value to them both personally and professionally.
We believe in working together and combining all our strengths together as one. Amidst this pandemic we have continued to keep the morale and engagement of our employees high by keeping the communication game strong, formally & informally. Here is what we do for the same – Slack– Invested in an effective communication tool to connect with all on the same portal. Daily Scrum– To check with all the employees daily to do tasks and address the problem, if any. Virtual Celebration– Sending virtual cards for birthdays, anniversaries, new joinee or farewell along with calls with the team. Ice Breaking sessions to help new joinees open up to the team and make new friends. Flexible Work Timings– Each team has its own style of working and the main focus is only on the output. Mandatory Video ON calls at least twice a week to ensure teammates are more connected with visual contact.
Mr. Prasad Rajappan – Founder & CEO, ZingHR
Often, employees work beyond their shift timing, they are ignoring the fact that it will ultimately affect their physical and mental well-being which indirectly affects the business outcomes of the enterprises and also the health of the employees. The employees need emotional connect in tough times which we are all going through right now.
Many of our client organizations are reaching out to us to enable HR Tech tools like Online Surveys to understand the pulse of the employees, their wellbeing and engagement level, timesheets to track the daily activities, help-desk management through which any employee can reach out to the respective departments in the organization for urgent needs, mobile- learning to ensure contactless knowledge and information dissemination with Multilingual mobile-based Learning.
A critical virtue that will beat the Work-From-Home fatigue is Ownership. Topline lays huge emphasis on this capability in its resources. We train our employees to build ownership from the time of their induction with periodic reviews and goal setting. It hugely takes away the stress of micro-management faced by over 40% of managers in most other companies.
For the Emotional Quotient, we ensure our resources are sensitized and practice empathy. We break up the goals to give ourselves shorter snackable targets to keep the efficiency and momentum high. Each achievement and development are celebrated together as it boosts team’s morale, creates belongingness and raises the spirits. Our team is our strength and with them, our vision and mission to become a global organization strengthen even more.
Normally, the employees might feel zoned out or they may start feeling isolated and may lose their interest in work. Moreover, the pandemic is still not over, so this is the time when they will need counseling the most. Many organizations have started to realize the importance of having a corporate wellness program in the workplace. These initiatives are specifically designed to help the employees or staff members to take a break from their sedentary lifestyle and set their foot into a healthier lifestyle. Asking for feedback is another way to increase employee engagement in the workplace. However, it is a two-way process. Feedbacks should be given by both employers and employees. This way, the employees may feel that their opinions matter and it plays an important role in the company.
Pankit Desai – Co-founder and CEO, Sequretek
While we at Sequretek, ensure that communication within the organization is frequent, transparent and consistent, Zoom fatigue is very real. We make sure that meetings don’t overlap with employees’ personal days and timings, with a dedicated login and logout time. There have been other communications from our HR around safety and security, reinforcing the message of maintaining hygiene and staying safe.
A daily state of affairs newsletter is shared by our COO, that basically sheds light on the current Covid-19 situation: how things are getting impacted, what are the things we should be watching out for, what opportunities hackers would use, the scenarios to look out for, basically keeping our employees abreast with information but backed from a data perspective than rumours.
There is no doubt that difficult times and interacting with your team and keeping them engaged can help ease some tension and boost morale. There are a number of ways for the companies to engage with their employees.
The first thing to do would be to prune the grapevine. And the best way to stop rumors from spreading is to be transparent and update your team about the challenges that the organization is facing. Rumors often start whenever there is lack of communication. The organizations need to inform their employees about the safety measures they’re putting in place to reassure their teams that their safety would not be compromised. Any policy or workflow changes should also be conveyed at the earliest.
The second thing to do would be to not get embroiled too much into the tragedy of current scenario. Obviously, the employers need to acknowledge the present – which does seem gloomy – but they should look beyond it and make their team visualize the same. As devastating as Covid-19 has been, much like all other natural disasters, it would eventually pass away, and those who are preparing for the future – for the new normal – would have a competitive edge over others, who are only looking to survive. Also, by placing a bigger goal for the organization, the employers can motivate their teams and usher in a much-needed wave of positivity.
Finally, the normal that will come after the pandemic subsides would be a new normal and instead of trying to revert to the old way, it would be prudent to adapt to the new. Adapting though is easier said than done. This is why business owners must take their employees into confidence, make them feel like an integral part of the business and encourage them to devise strategies for the new normal. Thus, you will be able to create a way for the employees to collaborate, create and contribute to the change”.
Shivani Sanwal – HR Business Partner, Moglix
Lack of community belongingness is a significant downside of working remotely. Human resource leaders are leveraging technology to re-imagine their internal communication strategy, stay plugged into business, and check on employees’ general wellbeing.
Many enterprises have hired psychologists to address people’s woes and facilitate online counseling sessions for employees to seek expert assistance on emotional wellbeing. Moreover, people managers are encouraging employees to share their psychological issues without worrying about social taboos and ensuring that employees do not have to suffer silently.
Dr Malini Saba –Founder,Saba Group&Anannke Foundations
Dr Malini Saba, Founder & Chairman,Saba Group & Anannke Foundations
As our employees began working from home, we implemented a systematic approach for their engagement that has eight pillars – occupational, social, physical, intellectual, spiritual, environmental, financial and emotional. These pillars are aimed at the holistic development of our employees – both at a professional and personal level.
Our employees have been happier working from home & have yielded better results as they save commute time & get to spend more time with their families. We conduct sessions remotely and focus on the specific requirements of the individuals, the first 10-15 minutes of a virtual meeting is discussing business and then we have Leadership sessions, Motivational talks on self-care and parenting, moderate discussions, book summaries, psychological counselling etc. Teams connect over a cup of coffee, play Online games, bring pets & children during video calls, share picture streams, celebrate birthdays & festivals and more. These conversations have seemed very effective in preventing potential burnout, isolation and boost discipline among our employees.
Rashi Agarwal – Co-founder and CBO, ZYPP Electric Mobility
Zypp has given the option to work from home till December 2020 to function areas like Tech, Finance and Marketing. Zypp has got all its team insured for any kind of health concerns including Covid-19 too.
Also, to know the pulse of the team, Zypp is using eNPS and SSK surveys to understand the employees’ requirements and act on it.
We also work on some remote team-building activities through google meets to keep teams motivated remotely. We are also working on KPI’s and job scorecards to give better direction and action plan to teams to get better productivity. Also, we have a monthly way of celebrating happiness either via party or cake cutting, and all hand events rewarding the best performer too from time to time.
Mr. Dinesh Kumar TK – VP(HR), Aspire Systems
Our HR Partners and managers connect with Aspiriansregularly to discuss and resolve any concerns. The senior leadership team connects with managers to give regular updates and gain understanding about what is happening with the teams.
Due to the unprecedented lifestyle changes that have been thrust upon us now, it is natural to feel overwhelmed. Through our mental health and wellness initiative, MindSpa, our employees can reach out to our in-house counsellor when they require support and guidance. We also conduct Online yoga classes by partnering with a professional trainer.
As a trust-building measure, we have also taken steps to ensure Aspirians receive adequate care if they are affected by COVID-19 by supporting them with a leave of 10 days and providing them with an exclusive Covid insurance cover of 2 lakhs per head for the individual and their families.
Dinesh Kumar, Vice President at Aspire Systems
Conclusion
While working remotely has its fair share of benefits, like saving time and money commutes and encouraging better work-life balance, it also has some downsides. Because they’re not in the office with their team, remote workers often feel less engaged and connected to their company, which can hurt productivity and performance.
We hope the the above ideas will surely help you with for your own employee engagement programme.
Archana Karthikeyan
