#What are the 4 types of HRIS?

[integscloud]

HR Systems Explained: A Comprehensive Guide to Modern HR Tools

What is an HR System?

Envision possessing an extremely capable digital assistant who manages all facets of your companies activities, from recruiting and orienting new staff members to guaranteeing seamless payroll processing. An effective software tool that streamlines all aspects of staff management is the Human Resources (HR) system, which your organization can use to do this.

It is a smart, useful tool that helps you with payroll, hiring, performance management, and managing employee data, all of which simplify and expedite HR activities.

Types of HR Systems  

Tools that oversee applicant tracking, onboarding, productivity, and performance management are essential HR systems that enable businesses to meet their goals effectively. These systems streamline processes, enhance employee engagement, and provide valuable insights for strategic decision-making.

1. Human Resource Information Systems (HRIS):

At the core of efficient HR management lies the HRIS—a robust system that centralizes and secures employee data while automating critical functions like payroll, benefits administration, and regulatory compliance. It serves as the cornerstone of organizational efficiency, allowing HR professionals to focus on strategic initiatives and employee development rather than administrative tasks.

2. Applicant Tracking System (ATS):

In the competitive landscape of talent acquisition, an ATS stands as the gatekeeper of streamlined recruitment processes. It efficiently manages job postings, applicant tracking, and interview scheduling, ensuring a seamless candidate experience. By leveraging sophisticated algorithms, it identifies top talent swiftly, empowering HR teams to make informed hiring decisions that align with organizational goals.

3. Payroll Management Systems:

Precision and reliability define modern payroll management systems, which automate wage calculations, tax deductions, and compliance reporting with meticulous accuracy. These systems not only ensure timely and compliant payroll processing but also provide comprehensive reporting capabilities that support strategic financial planning and decision-making.

4. Human Resource Management System (HRMS):

The HRMS integrates disparate HR functions into a unified platform, enhancing operational efficiency and strategic HR management. By combining HRIS, payroll, ATS, and advanced analytics, it offers actionable insights that drive workforce productivity, talent retention, and organizational growth. It empowers HR leaders with the tools to optimize resource allocation, mitigate risks, and foster a culture of continuous improvement within the organization.

Introducing Zoho HRMS

Zoho HRMS is a comprehensive human resource management system designed to streamline HR processes and improve organizational efficiency. It integrates various HR functions into a single platform, making it easy to manage employee data, payroll, recruitment, and more. Zoho HRMS is known for its cost-effectiveness, offering powerful HR solutions at a fraction of the cost of other HR systems.

Benefits of Zoho HR:

Here are a few benefits of the Zoho HR System;

Effortless Onboarding: Quickly onboard new hires with a user-friendly process.

Automated HR Tasks: Automate leave requests, approvals, and timesheets.

Performance Management: Set goals, track progress, and provide ongoing feedback.

Employee Self-Service: Empower employees to manage their own data and requests.

Accurate & On-Time Payroll: Ensure precise and timely payments.

Automated Tax Compliance: Stay compliant with changing tax regulations.

Applicant Tracking: Manage the hiring process efficiently from a single platform.

Interview Scheduling: Schedule interviews seamlessly.

Candidate Engagement: Maintain strong relationships with potential hires.

What are the benefits of switching to Zoho HR from an ERP HR suite? 

Switching to Zoho HR can provide several benefits:

Cost Savings: Save up to 70% compared to traditional ERP HR suites, accessing powerful HR tools at a significantly lower cost.

Streamlined HR Operations: Simplify tasks and enhance efficiency with integrated solutions for HR, payroll, and recruiting.

Seamless Integration: Easily integrate Zoho with your existing ERP system, ensuring smooth data flow and operational consistency.

Comprehensive Solutions: Manage all your HR needs in one platform, covering HR management, payroll, and recruiting.

Easy Integration with Various ERPs  

Zoho HR integrates seamlessly with a wide range of systems, including Oracle NetSuite, Microsoft 365, SAP, G-Suite, Zapier, Adobe few to name. This integration ensures that all HR data is centralized and accessible, eliminating the need for manual data entry and reducing the risk of errors. The seamless integration helps in synchronizing HR and financial data, providing a holistic view of your business operations.

Conclusion  

Zoho HRMS is a amazing, simple, cost-effective solution for managing all your HR needs. It offers a wide range of benefits, from streamlined onboarding to automated payroll and recruitment processes. Whether you have an existing ERP system or not, Zoho HRMS can seamlessly integrate with your current setup, enhancing efficiency and reducing costs. Start your free trial today and experience the difference Zoho HRMS can make for your organization.

Why Choose Integs Cloud as Your Zoho Partner?  

At Integs Cloud, we are a trusted Zoho partner committed to helping you harness the full potential of Zoho. We provide seamless implementation and data migration services, integrating Zoho into your workflow effortlessly. Our experts customize Zoho to fit your specific needs and offer ongoing support from our Zoho-certified team to ensure optimal use of the platform.

Transform your digital landscape with ease by contacting Integs Cloud today and unlocking the full potential of Zoho for your business!

[budgetingperformance]

How to Evaluate the Best Pre-Employment Assessment Tools on the Market

Pre-employment assessment tools have become integral to modern hiring practices, helping employers make informed decisions about candidates' skills, personalities, and fit within their organizations. Evaluating and selecting the right assessment tools requires a systematic approach to ensure they meet your organization's needs and provide reliable insights. Here’s a comprehensive guide to help you navigate the process effectively.

1. Understand Your Hiring Needs

Before evaluating assessment tools, it’s crucial to understand your organization’s specific hiring needs and objectives. Consider the roles you’re hiring for, the skills and traits critical for success in those roles, and any specific challenges or requirements unique to your industry or company culture.

Key Steps:

Define job requirements: Identify the skills, competencies, and personality traits essential for success in each role.

Align with business goals: Ensure that assessment tools align with broader organizational goals, such as improving retention or enhancing team diversity.

Consider scalability: Assess whether the tools can scale with your organization as it grows.

2. Research Available Tools

Once you have clarity on your hiring needs, research available pre-employment assessment tools in the market. Consider factors such as the types of assessments offered, the validity and reliability of the assessments, and the technology platform used for delivery.

Research Steps:

Types of assessments: Look for tools that offer a variety of assessments, including cognitive tests, personality assessments, skills tests, and situational judgment tests.

Validity and reliability: Evaluate the scientific validity and reliability of the assessments through independent reviews, case studies, or validation studies.

Technology platform: Assess the usability and accessibility of the platform for both candidates and hiring teams.

3. Assess Validity and Reliability

Validity and reliability are critical factors in choosing assessment tools that accurately predict job performance and minimize bias. Validity refers to whether the assessments measure what they claim to measure, while reliability indicates consistency in results over time and across different test administrations.

Evaluation Criteria:

Conduct validation studies: Review evidence supporting the validity of assessments for predicting job-related outcomes.

Consider fairness: Ensure assessments are fair and unbiased, with no adverse impact on protected groups.

Check reliability: Look for assessments with high reliability coefficients and consistency in results.

4. Evaluate User Experience

A positive user experience is essential for both candidates and hiring teams using assessment tools. Assess the user interface, ease of navigation, and clarity of instructions provided to candidates during the assessment process.

User Experience Criteria:

Candidate-friendly interface: Evaluate how intuitive and engaging the assessment platform is for candidates.

Administrator tools: Assess the functionality and ease of use of tools for managing and interpreting assessment results.

Accessibility: Ensure the platform is accessible to candidates with disabilities and supports multiple devices.

5. Consider Integration and Support

Integration with your existing HR systems and support services offered by the assessment tool provider are crucial considerations. Evaluate whether the tools can seamlessly integrate with your applicant tracking system (ATS) or HRIS and the level of customer support provided.

Integration and Support Factors:

API capabilities: Check if the assessment tools offer APIs for seamless integration with your HR tech stack.

Data security: Ensure the provider complies with data protection regulations and maintains high standards of data security.

Customer support: Evaluate the responsiveness and expertise of customer support teams in resolving issues or providing guidance.

6. Review Cost and ROI

Finally, consider the cost-effectiveness and return on investment (ROI) of the assessment tools. Compare pricing structures, subscription models, and the potential ROI in terms of improved hiring outcomes, reduced turnover, and enhanced organizational performance.

Financial Considerations:

Total cost of ownership: Calculate the overall cost of implementing and maintaining the assessment tools over time.

ROI calculation: Estimate the potential savings or benefits derived from using the tools in terms of reduced time-to-hire and improved quality of hires.

Conclusion

Choosing the best pre-employment assessment tools requires careful evaluation based on your organization’s specific needs, the validity and reliability of assessments, user experience, integration capabilities, and cost considerations. By following this step-by-step guide, you can make an informed decision that aligns with your hiring objectives and contributes to the overall success of your organization. SITES WE SUPPORT

Budgeting Performance - Wix

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[squadsymarketing]

The Step-by-Step Process of Implementing Digital Preboarding in Your Organization

Step 1: Setting Clear Objectives

Every journey's success hinges on knowing the destination, and preboarding is no exception. Setting clear objectives is akin to plotting a course on a map, ensuring you reach your desired outcome without unnecessary detours. For organizations, these objectives determine the experience a new hire should have, even before stepping into their role.

So, what might these objectives look like? For one, it could be about instilling a sense of belonging, ensuring that every new team member feels valued and included from the get-go. Another objective might be to familiarize new hires with the company culture, values, and ethos, laying the groundwork for alignment with company goals. 

Yet another could focus on logistical readiness, ensuring that the new employee has all tools, resources, and information at their fingertips to hit the ground running on day one.

By defining these objectives upfront, you're setting a roadmap for a successful and enriching preboarding experience.

Step 2: Engaging the Right Stakeholders

A robust preboarding process requires collaboration across various departments. Ensuring each stakeholder knows their role is crucial for a smooth transition for new hires.

Step 3: Choosing Appropriate Digital Platforms

Navigating the myriad options of preboarding tools can feel like standing at the crossroads of a vast metropolis. Each avenue promises unique attractions and potential pitfalls. The challenge lies in discerning the best path to ensure your new hires transition smoothly and efficiently.

Available Platforms

There's no shortage of options in the market. Platforms range from comprehensive Human Resource Information Systems (HRIS) like Workday or BambooHR, which offer preboarding as part of a broader HR suite, to specialized tools such as Talmundo or Enboarder, focused solely on onboarding and preboarding experiences.

Criteria for Selection

Selecting a platform isn't just about flashy features. Here are key criteria to consider:

User-friendliness: The interface should be intuitive, minimizing the learning curve for both HR teams and new hires.

Scalability: Can the platform handle your company as it grows, or will it become obsolete with expansion?

Feedback Mechanisms: A good platform allows new hires to provide feedback, ensuring continuous improvement of the preboarding process.

Cost Implications and ROI:

While it's easy to gravitate towards cheaper solutions, it's imperative to consider the long-term return on investment. A more expensive platform might offer features that drastically reduce onboarding time, lead to better new hire retention, or improve overall employee satisfaction. Always weigh the upfront costs against the potential long-term benefits to find the sweet spot in your platform selection.

Step 4: Crafting Engaging Content

At the core of an effective digital preboarding process is the content that fuels it. Just as a teacher curates lessons to best fit their students, companies must design content that resonates with, educates, and excites their new hires.

Different Types of Content

Videos: Ideal for sharing company culture, tours, or even CEO welcomes. Videos offer a personal touch and can simulate a face-to-face interaction.

Quizzes: They're not just for testing; quizzes can be a fun way to reinforce information, ensuring new hires internalize essential details.

Presentations: Slide decks can offer a structured way to convey processes, company history, or role-specific information.

Striking the Right Balance

While it's vital to provide all necessary details, a barrage of facts can be overwhelming. The secret is in the mix. Weaving in engaging elements like stories or interactive scenarios can help break the monotony and make the learning experience enjoyable.

The Power of Multimedia

Multimedia isn't just about variety; it's about capitalizing on the way we process information. Our brains are wired to retain visual and auditory data more effectively than text alone. Integrating images, sound, and motion can significantly boost understanding and memory retention, ensuring that new hires not only consume content but truly grasp it.

Step 5: Personalization is Key

Using a generic approach in preboarding is like expecting everyone to wear the same uniform regardless of their role—it simply doesn’t cater to individual needs. A one-size-fits-all strategy is inadequate because it overlooks the varied backgrounds, experiences, and expectations of new hires.

Why Generic Doesn’t Cut It

Each person brings unique experiences and skill sets to the table. What's relevant for a software developer might be redundant for someone in sales. Offering a generic experience can lead to disengagement or information overload.

Tailored Approaches

It's essential to modify preboarding based on factors such as role, department, or location. For instance, a finance professional in Europe might need insights distinct from their counterparts in Asia. By creating tailored experiences, we make the preboarding process more relevant and effective.

Leveraging Technology

With the advent of AI and analytics, personalization has reached new heights. These tools can analyze individual interactions and preferences, allowing platforms to adapt content to each new hire’s specific needs and position.

‍To read more - https://www.squadsy.team/blogs/implementing-a-digital-preboarding-process

[sumhr]

What is HR Software?

What is an ideal tool for an organization? It is an easy HRMS software that can manage your HR processes. It empowers a company with access, management, and automation of various organizational and employee records.

Different businesses use different types of human resource software. Each of these digital solutions have unique characteristics that are best suited for their needs. 

1. Human Resources Information Systems (HRIS):

This software helps the hiring managers to control data for managing the employees.  It contains details on all the employees including their past professional experience.

2. Human Capital Management (HCM)

This offers several applications designed for assisting, tracking and development of employees. It is a people management software that is slightly more profound when compared to HRIS Software.

3. Human Resource Management System:

HRIS and HRMS are not too different types of software. HRMS software involves tracking employee records, skills, abilities, salaries, and reviews. 

4. Applicant Tracking System (ATL)

 This software is ideal to source hundreds of candidates. It also makes the hiring process  & exit processes easier.

5. Payroll Software 

Payroll software looks after the salaries, reimbursements, compensations, incentives, and complete funds-related processes. This integrated payroll solution automates the payroll and benefits the employer in terms of time.  

6. Employee performance evaluation

The robust analytics software helps you track the performance of each employee with the help of timely review cycles, feedback forms, and rating scale results

7. Attendance Management System

An ideal app for employees that helps in managing work shifts, absentees, work-from-home, mark-in/out, leaves and leave deductions and complete attendance in an easy-to-use interface

I hope this answers your questions regarding HR Software/HRMS.

[7soulstars]

Hello ☁️ Can I request a Sherlock x deaf reader who is very shy and self concious? you're an amazing writer!

 Omg thank you for requesting darling! I had a lot of fun researching this but it was quite a challenge ! I wasn’t sure if you wanted a fic or an hc so I decided to do a hc ! I hope you like this !

Sherlock with a Deaf S/O

- Now it is not new to everyone that Sherlock doesn’t do feelings.

- BULLSHIT

- WHO THE FUCK EXPLAINS HOW HE SOLVES A MURDER VERBALLY AND THEN IN SUPER FAST SIGN LANGUAGE SO THAT YOU UNDERSTAND TOO ?

- He knew sign language, he had learnt it for a case years before meeting you.

- You kind of saved him from getting strangled by a murderer by knocking him out with a fire extinguisher the first time you two met at a library where he followed the murderous man.

- Why were you there ? Well it is a good place for an introvert to hang out. You were studying a bit of something related to your profession when that happened.

- John, Greg and his divsion had followed in a few mintues later .

- “Sherlock!” *looks at you who is staring down out the fainted body in absolute terror* “Thank you for helping him !”

- But you didn’t hear him, you chose not to wear your hearing aid that day either.

- “She’s deaf Gavin stop embarrasing yourself ! Really are you that stupid? ”

- You never thought you would see him after that but fate had it’s own gameplay.

- Next time you met him and John was when he scared off a creepy man following you.

- “Just a payback for last time”, he had signed looking at any direction but yours.

- You just stood their silently. You were too shy to talk so you decided you should take your leave from the undoubtedly handsome detective with a squeaky little goodbye.

- But he stopped you by saying that he needed help with a case related to your profession.

- He lied.

- He spent the entire night bothering Greg and Mycroft to find him a case involving you profession.

- Soon enough every single person who Sherlock was always around had to learn sign language even though you assured Sherlock you knew how to lip read.

- Sherlock speaks too fast so he always has to sign for you.

- You feel bad because you think it’s bothersome but your boyfriend doesn’t think so.

- “It’s quite entertaining keeps me alert and on my toes”

- Explains how he solved a case to you in rapid sign language because we all know that little shit will be all smug about it.

- Unspoken habit of not shooting while you’re at 221B because the vibrations startle you a lot.

- You are highly insecure and he read that out the moment he saw you but he doesn’t know the cause.

- So he asks. ( And has John by his side to whack some sense into him incase he blurts something rude)

- By the time you had finishing the duo had the biggest frowns on their faces

- The fact that you were rejected by regular schools for being disabled and were not accepted at a school for people like you for not fitting into the stereotype pissed Sherlock off.

- The fact that you underestimated yourself annoyed him even more.

- You are highly intelligent and Sherlock knew that very well, but your self conciousness always came in the way.

- He starts giving you little affirmations all the time.😭

- You often refuse to wear your hearing aids because they’re a bit uncomfortable but Sherlock insists you to wear them whenever he drags you out on a case.

- “Not everyonee is as smart as us darling”

- He doesn’t smoke anymore. Whenever he has a bad day he just gets home and stares at you.

- *stares* 

- ”Need a hug ?”

- *wordlessly falls into your lap as you skim through his curls*

- Once did the same when you had a REALLY bad day and when you were extremely insecure.

- “You do this for me all the time you look like you need one today...”

- You cried in his arms and he said nothing. Just held you tighter because that’s what you needed the most.🥺

- IRENE WHO ? He figured out you felt like she was better for him than you and the man blocked the woman’s number and told her to not contact him again in the most polite way possible

- You’re the only one who can handle his childish tantrums when even John can’t.

- “You are MY GIRLFRIEND don’t side them !”

- “YOU ALMOST POISIONED MYCROFT !”

- “It was an ExPeRiMeNt Y/N !”

- You being the only one who is allowed to stay in the room while he is in his mind palace.😤

- “Anderson get lost, Y/N where are you going? Stay here”

- MUMMY AND DADDY HOLMES ADORE YOU !

- “Sherlock really loves you darling I just know it !”

- ”MUMMY !”

-”You better marry her”

- He makes you feel like the most important person in the room in the most subtle ways.

- Even his rivals know that you are a line they willl never dare cross because nobody touches Sherlock Holmes’ girlfriend or they will pay in unimaginable terms.

- Even though he would never dare to tell you, William Sherlock Scott Holmes was awfully and dreadfully in love with the local shy and deaf girl and the entire world knows of this.

Part 2

*Stops typing and wallows in self embarrassment because I think it's not perfect enough for my perfect readers*

Sherlock: it may be shitty but you tried

Me*nodding*: I tried😔

Moriarty: well, all you can do is pray that they like it.....

Me:*cries*

But in all seriousness I FINALLY finished this piece after battling with my writer's block. I know this is not at all accurate and that brings me to an important point. I research a lot for this hc but I was disappointed that there was rarely any information on deafness and experiences of people with disabilities and problems faced by them. What does that mean?

WE NEED MORE REPRESENTATION OF PEOPLE OF DIFFERENT ABILITIES AND AWARENESS ABOUT IT ON MASS MEDIA AND THATS ON PERIODT. WE NEED TO EDUCATE PEOPLE AND THIS IS IMPORTANT.

Again I really really really tried my best and I really hope you all like it. In case of any mistakes I've made or if I have written anything offensive or triggering please tell me in the comments so that I can make immediate corrections. Please like and reblog my work if you like it to support me. Comments and constructive criticism is always appreciated. Please do not plagarize my work I really work hard on it! I have 4 fics to be completed but I promise to finish it soon. Thank you guys for being patient. 

~Love Hri! 😘

[timep3tals]

Since I’m such a slut for Iron Dad & Spidey-Son field trip fics, I decided to procrastinate my homework by creating a detailed list for clearance levels for the badges given out by SI because I’m sick of the same Alpha, Beta, etc. or just the numbers.

It’s too basic. In this household, we are Extra.

Shoutout to @riseuplikeglitterandgold​ for watching me go down a rabbit hole and not attempt to stop me whatsoever.

Please read this and use this, I spent too much time on this for it to go to waste.

Clearance Levels 

Visitor: 

Construction (1) - Not often utilized, as SI is fully completed, but when needed, will have a badge that grants them access to the construction zone only. Construction is entirely outsourced.

Tours (2) - Discarded after use; at all exits, there’s a box for discarding the badge. It is automatically deactivated once it passes through the bin, and is shredded before being recycled into new tour badges.

Educational (2.1) - One of the lowest levels of access to the building; often linked to the tour guides badge, and are unable to access any room the tour guide has not swiped into.

Science (2.2) - These tours are guided throughout the majority of the labs, often for parties interested in becoming an employee at SI. Can be more specific to a certain field, and will usually be conducted by interns-turned-tour guides as they move up through the ranks in SI.

Press (3) - Only has access to conference rooms, and are often allotted one badge per press company, which they pick up at the front desk at given times depending on the press conference schedule, as decided by the PR division.

Buyers (4) - Are considered an upper-level visitor badge, but mostly just for show to make the buyers feel important/be more likely to purchase from SI. Have relatively limited access, and are only shown products/labs that pertain to what they’re looking at purchasing.

Partners (5) - Are not very often used, as partners often meet off-site, or are communicating largely through email with either the Board of Directors, or Pepper. Have the most access out of all visitors badges, but is still usually directed by/connected to a tour guide’s badge.

Ex(s): Visitor 2.1, Visitor 5, Visitor 1

Maintenance: Access is often changed as needed. No subsections under maintenance; FRIDAY is in direct control of badges and will allocate where they are needed as work orders are processed. No attached number.

Ex(s): Maintenance

Janitor: Much the same as maintenance. There are specific crews of “spill/break/chemical teams”, but those requests are again processed by FRIDAY. No attached number, though an implied 1.

Lab Clean-Up (2) - Labs are largely kept clean and handled by scientists, but every Sunday there is a deep clean of all floors/surfaces. These janitors have higher access, as most of the janitors are kept locked out of labs for their own safety. Have to have special training.

Ex(s): Janitor, Janitor 2

Interns:

Business (1-9) - Any intern under any division in the corporate offices (financial, PR, HR, etc.) Level depends on sector/experience and where the intern is initially placed.

Lab (10-19) - Often the “janitors” of each lab throughout the week. Are allowed to work on small projects with a chosen mentor (usually Head Scientist). This is the largest, most diverse group, and their access depends on which lab they’re placed in (determined by prior experience, collegic level, etc.) Apply through Operations Management, not HR; no high school students are accepted as the work they’re surrounded by can often be dangerous. No interns are placed in High-Level Labs.

Ex(s): Intern - PR 5, Intern - Financial 8, Intern - Marketing 2, Intern - Lab 15, Intern - Lab 10

Tour Guides:

Press (1) - Technically classified under PR; is solely there to guide press to the designated location and manage traffic during conferences.

Educational (2) - Typically beginning level tour guides; still expected to know as much about the company as a tour guide for partners would.

Science (3) - Has to have intimate knowledge of the workings on each lab; usually coordinates with Head Scientists to stay updated on each lab. Often has the least amount of tours, and typically will have another job/duty elsewhere.

Business (4) - Mostly for corporation heads to come and tour the business portion of SI. Small business/first time business owners are encouraged to take these tours so they could see an example of an effective work environment/procedures.

Partnerships (5) - Has intimate knowledge of the going-abouts in all labs. They are also aware of some financial statistics in regards to new/upcoming projects, as well as ongoing projects. Out of all tour guides, these guides have the greatest access to the building. These guides also lead the buyer tours as well.

Ex(s): Guide 5, Guide 2

Financial: (1-7)

Chief Financial Officer (CFO) (7) - Head officer that has primary responsibility for managing the company's finances, including financial planning, management of financial risks, record-keeping, and financial reporting. The CFO is also responsible for analysis of data, but has the option, and often will, to delegate it to others in the financial sector.

There’s probably a lot of other jobs in this, but it’s unimportant and I do not possess that sort of energy.

Ex(s): Financial 7 (only applicable to the CFO), Financial 2

Public Relations: (1-7) There’s probably a lot of jobs, but it’s unimportant and I do not possess that sort of energy. Ex: Social Media Manager, PR Specialist, Spokesperson, etc. (I’m of the opinion they created a section specifically to help handle whatever it was that Tony said this time. Official title: Owner Management. Unofficial title: Tony’s Bullshit Cover-Up Specialists.)

Ex(s): PR 4

Marketing: (1-7) There’s probably a lot of jobs, but it’s unimportant and I do not possess that sort of energy. Ex: Designers, Web Content Writer, Supply Chain Analysts, etc.

Ex(s): Marketing 5

Human Resources: (1-7) There’s probably a lot of jobs, but it’s unimportant and I do not possess that sort of energy. Ex: Compensation and benefits managers, Training and development specialists, Employment, recruitment and placement specialists, Human resources information system (HRIS) analysts, etc.

Ex(s): HR 6

Board of Directors: Despite being one of the highest positions in SI, they have extremely limited access. This clearance level is mostly restrained to the upper level offices and meeting rooms, but can have special access granted to visit labs, if absolutely necessary. No attached number.

Ex(s): Board Member

Operations Management: 

Hiring Managers (1)  - These managers directly oversee hiring of all lab personnel, including interns. 

Inspectors (2) - Inspectors handle all safety precautions/procedures in all labs in SI. Are often updating rules and regulations in order to best protect all personnel and equipment.

Lab Overseers (3) - Are who Head Scientists report to. Overseers are then to report their findings to the Head of Research and Development in a succinct manner. Are one of the last lines of defense when it comes to arising issues.

Project Managers (4) - Their job corresponds directly with the Principal Investigator and the financial & marketing division to help get finished products out into the market. Often help oversee manufacturing of said products at the different plants across the planet.

Ex(s): Operations 3, Operations 1

Research and Development:

Low-Level Labs (1-15) - Low level of risk. Most often handle coding/computer sciences/refining formulas sent down from some of the upper level labs.

Research Assistants (1-3) - Hand selected by the Principal Investigator from the top universities across the nation to help with research. Found generally at conferences hosted by SI at universities.

Graduate Student (3-5) - Single student from a graduate program, also hand selected. Typically have worked on projects in SI before.

Post-Doctoral (6-9) - Single student from a post-doctoral program. Prior SI experience is required for this position, and must present a thesis project based off outside research in order to maintain position.

Principal Investigator (10-12) - Previously Post-Doctoral, generally, but the position can be earned through impressing the Head of R&D at conferences/presenting thesis work or previous research on a specific topic.

Head Scientist (13-15) - Manager of funding for project, and overseer of the work being produced by the team. Doesn’t typically involve themselves in actual research, but is more the manager to maintain structure/order in lab and ensure work is flowing smoothly.

Ex(s): LLab 14, LLab 3

Mid-Level Labs (16-30) - Mid level risk. Performs higher risk sciences, more along the lines of a chemistry lab. Tests different types of products for higher efficiency.

Research Assistants (16-19)

Graduate Student (19-22)

Post-Doctoral (22-25)

Principal Investigator (25-38)

Head Scientist (28-30)

Ex(s): MLab 25, MLab 19

High-Level Labs (30-45) - High level of risk. Handles all new and volatile materials, and is the most involved in the newest products, etc. on the market. Requires highest grades/performances/experience/etc.

Research Assistants (30-33) 

Graduate Student (34-36) 

Post-Doctoral (37-39) 

Principal Investigator (40-42)

Head Scientist (43-45) 

Ex(s): HLab 43, HLab 30

Head of R&D: (All Access) Tony Stark. Oversees all divisions and labs. Spearheads the creation of new tech and development in the company, and is expected to continue to expand SI’s reach into new areas of science and technology.

Ex(s): You Know Who I Am

Avenger: (Residential: Semi-Access) No associated number. One of the most lucrative badges, only granted to Steve Rogers, Sam Wilson, Natasha Romanoff, Bruce Banner, Clint Barton, Thor Odinson, and a few select others. Most have been deactivated following the events of the Civil War. Typically allowed access to all floors (though entry to labs was not granted unless necessary), the residential living spaces, and the training room.

Ex(s): Avenger, Residential: Semi-Access

Remaining Badges (All Access) - Granted only to James Rhodes and Peter Parker (Peter, although classified as Avenger, will be announced as Personal Intern, as per his request). 

Ex(s): Avenger, Residential: All Access, Personal Intern: All Access

CEO: (All Access) A lovely Miss Pepper Potts. Her job is kind of a given, I don’t think an explanation is necessary. Also I’m tired.

Ex(s): Virginia Potts

[shiro-0197]

Omg that sounds so cute 😭😭😭 I do that sometimes too. Mostly little faces and hearts and the beats turn out horrific 😳 I'm glad you had the time to do so, love :D

awww thank you, I feel much better about it now. You're right, taking a rest is suitable. I was just so focused on other stuff I never got around to studying, but I will definitely do so next month 😅😚

oh I see!! Good luck with those, you're gonna do so amazingly well xx 💖💖💖 hmm they're not the same. So we start our school year in January, and we have a first quarter exam in march, then another midterm in June/July, then a second quarter exam in September, and our finals somewhere in November (and then we get a break from November to December, and resume on the 2nd of January), tho we have many week-long holidays in between, like after our midterms (two weeks) and after the quarter exams (one week each). That's before quarantine. Now, due to quarantine, we didn't have our finals because school was out, so the school postponed it to January, when school reopens xD it sucks because we didn't even have lessons for most of the topics which are supposed to come out, and self studying is rubbish, honestly. But I think I'll be okay if I put in the hours <3

awww 😭😭 that's okay maybe use a pillow to muffle it. Oh how I'd love to give you a headpat rn. I love headpats, do you like them too?

RIVER PHOENIX BESTEST BOY. I love his name so much too, ahdbsksj!! I mean... LOOK AT HIM?? PRECIOUS, BEAUTIFUL, ANGEL.

(He's not alive anymore tho... He passed away on Halloween's day 27 years ago. His story is such a sad one, actually. I have to hold back tears when u think about it)

I'm glad you liked them!! I don't share classical music recommendations with people, you're the special exception, but I'm so happy you like it. It's very soft and soothing, and river flows in you is my favourite thing to play on the piano 😣💖

KSBSKSHSKJ CUTE CUTE CUTE YOUR VIRTUAL DATE SOUNDS ADORABLE GOSH IM MELTING. 😭😭 Poor Kuro, I hope the store restocks some of that juice for him skdjsksk. It's nice that you have someone to spend time like that with. Life is so much more fun when you have someone with you to spend the boring days away. I'm so glad you have Kuro, the two of you sound so wonderful together.

ah yes!! Abigail made it. She's hoping to start a baked goods business in the future, so she practices a lot, and that's nice because whenever I go over the house smells really good. I loved seeing them all too. I nearly cried when I saw Hri (anime protagnist friend sjdjsks it's such a mouthful to type, so that's his nickname xD) because I'd missed him a lot, so I was really really happy. He sat on the floor and let me braid his hair and tie it up, since it's grown so long now!!

Really? I didn't know that but I'm so glad you think so. You make me so happy, I hope you know that.

AHHH yes I really did miss you more, bae 😭💖 didn't not think about you :) I'm glad, it's always so nice to rant with a best friend. I hope things with his family get better!! and oof 😭😭 I never knew that about phones, but it makes sense, extremes of temperature would definitely affect the battery life :( shame that it happened tho!!

I love you too, my wonderful Shiro. Thank you for existing, and always putting a smile on my face.

—miss i'll-braid-your-hair-someday-too-shiro 💖

Heheheh, yes, every time the sounds are like music composed from the cries of the sinful souls right from Hell. It's too fun to pass, though

I'm really glad, also thanks a lot!!!

Damn ... school system is so differnet everywhere. Even the school start, ours starts at first of September😭 It's usually 3 exams per term for each subject, and there are 4 terms. 2 of the exams are for the unit we had passed, and the 3rd exam is what I like to call the final exam, and its has questions of everything we had passed in the term. Or semester. idk how it's called anymore😩 I just know that they're not divided equally (one is two months, one is three, one is 3,5, the other one is 2,5 or something🤨) and it bothers me a lot. Could've done it a little more organized.... pain😞😞

Yeah, selfstudying is really hard... you just lose focus and it's difficult to understand something with all those weird words. For me, at least. With a study buddy i could at least brag that I'm ahead of them XDD I'm sure you can do it, though! Good luck<33

I like to give out headpats!! But, I guess, to have one from you would be lovely😭

Omg!!!! He looks so gorgeous??!? It's such a shame he died at such a young age:((( rest in peace, River Phoenix😖

Ohhh!! Am I, now? That's cute, I'm glad🥺 I'd love to listen to you playing it someday🥺

Hahah, I know right!! I've been thinking about how cute it sounded, tbh I wanted to draw that but really haven't been feeling up to it XD I'm also very happy to have him. It gets lonely around here :( I'm also very glad to have you! And your sweet messages. It's really a relief, knowing someone so wonderful cares about you. Makes me feel even more special, you know?

Ohh that sounds so good!! I wish her luck, I'm sure she'll succeed. That cookie looked gorgeous, bet it tasted great too😋😋 Also that's so sweet omg???? I'm glad you got to see him🥺🥺 and he let you braid his hair what a wonderful man😍🤭

You make me very happy too!!<33

You're making my heart dance rn wth😭😭💞 you're right, it's really nice to just ramble on about stuff with you♡♡ I really hope so as well, but I think it's really better to hope that they can move out. I wish I could help them fjnancially:(

Yeah phones are kinda annoying like that sometimes >:(( it sucks, but at least they do what they need to hehe

Thank you so much for everything, for everything you've told me, for everything you showed me and everything you wished me, you never fail to make my day better💕💕💞💓

[samplex24]

Basics of Best HR Software India by Samplex24

Most modern companies use some form of personal (HR) software provided by Samplex24 to manage employee’s data. The Best HR Software simplifies and optimizes personnel management in an ever-evolving way. By choosing an up-to-date HR software solution that fits your company, your company can best manage its skills, make employees happy, and increase productivity.

If you don't know about the HR Payroll Software In Noida by Samplex24 or think you can use information updates about your HR technology skills, read on for more information:

What is Human Resource Information System(HRIS)?

Human Resources Information System collects and stores every possible data about each employee in a company. In most cases, an HRIS contains the basic functions required for comprehensive personnel management (HRM).

HRIS can work on the company's technical infrastructure or is currently cloud-based. This means that the software works outside the company, which makes it very easy to update. The HRIS also contains two important portions of any Human Resource Management Software.

1) Payroll Section:

The payroll section automates the Salary process. HR Payroll Software In Noida by Samplex24 create employee checks, make direct deposits, calculate taxes, deduct, and keep payment records. It also includes features that management can use to monitor attendance, time, and salary structures.

2) Human Resource Management Section:

Human Resource Management Software is well known because of this section. Because this section manages all the information related to a person within a company. In the early stages of HR software, Human Resource Management Software was used for systems that offer more data analysis and prediction options than a standard HRIS.

Different types of Functionalities of Best HR Software India

Many different types of HR software that can perform different HR tasks. Some solutions are comprehensive and include most or all of the HR manager’s functions. Other solutions are specialized and offer support for only one or two HR tasks.

However, other solutions are flexible and provide support for central human resource management tasks such as database management. You can also add modules in Best HR Management Software In Noida that allow you to monitor self-service, time, and attendance when needed.

1) HR software on site

2) Cloud-based HR software

Advantages of Best HR Software India

The use of HR Software offers many obvious advantages.

1) Keeping records. HR software comes with a recording system that tracks changes in all employees. HRIS can be seen as the only source of truth when it comes to personal data.

2) Attention. Some data are collected and stored for compatibility reasons. This includes materials that identify employees in case of theft, fraud, or other abuse and expiration dates for mandatory certification.

3) Productivity. Having all this information in one place not only improves accuracy but also saves time.

4) HR strategy. Best HR Software India ensures the monitoring of the data required for the further development of staff and business strategy. Depending on the organization's priorities, different data is very important for monitoring. 5) Self-service HR. The ultimate benefit is the ability to provide self-service HR to employees and managers. When done right, the HR software can provide a good employee experience. Note that not all Human Resource Management Software offers this in a user-friendly way as Samplex24 software.

[amy-lightsky]

How many type of lighting source is available in stage lighting field

As we all know, with the development of the lighting source, during these years, some new light source types have been applied to stage lighting equipments, here we would like to make a brief instruction about four types lighting source

A. LED Chip

LED chip started with 1W and 3W, each LED chip can only with Red or Green or Blue or White, one color, one LED chip. So, at that time, the LED par/wash stage lighting we saw were like 54pcs *3W, 108pcs *3W, 120Wpcs *1W etc. While with the technology development of LED chip, Nowadays 10W /15W /20W/30W/40W/60W RGBW 4 in 1 or RGBL 4 in 1 are the common LED chips using in the stage lighting fixture.

the most popular LED chip manufactures are OSRAM, PHILIPS, CREE, TYANSHINE. And different stage lighting manufacture choose different brand LED chip according to the price, service and color quality, etc provide by LED chip supplier. For example, China professional stage lighting manufacture LIGHT SKY , the LED chip they are using are from OSRAM and TYANSHINE.

The following is LIGHTSKY ‘s AQUAPEARL-PRO, which is using Osram ‘s 40W RGBW 4 in 1 LED chip, it is an IP66 waterproof LED moving pixel beam wash, the function with individual LED control, ZOOM angle from 4.5 to 60 degree, lens rotation can create kaleidoscope effects. Quite similar to Clay Paky’s B-eye series K15.

B. New Energy Lamp

When it comes to Lamp, many people would think of the Big Power HTI lamp like 575W, 1200W, 2500W from Osram and Philips. But these big power consumption lamp were past, they have been replacing by new energy-saving lamp like 230W, 330W, 450W, and coming 600W Lamp.

What are the advantages of these new energy-saving lamp? Let us take Osram Sirius HRI 440 lamp as an example to explain.

First, Although Osram Sirius HRI 440 lamp’s power is only 440W, the brightness can reach HTI 1200W lamp’s brightness. So, with new lamp, we can save more electricity power during our event or project.

Second, Osram Sirius HRI 440 lamp’s average life span is 1200H, but HTI 1200W lamp’s life span is only 750H. So, with new energy lamp, we can save lamp cost as well.

For HTI lamp, with same power, Philips and Osram’s lamp can exchange freely. but new energy-saving lamp is different because this kind of lamp is small power but super high brightness, so, the source’s luminous point is different and super hot, which request the temperature cooling system different. So, for Osram and Philips New energy lamp they can not exchange anymore.

Therefore if you bought LIGHTSKY’s F230II beam, which adopts Osram Sirius HRI 230 lamp, once the lamp damaged, you can only buy Osram Sirius HRI 230 lamp to replace it. or your F230II beam would have a lot burning issue.

Lastly, Do not forget another new manufacture of new energy-saving lamp: USHIO from Japan. Ushio lamp these years with its wide durability of temperature and stable quality have been getting nice market share from Philips and Osram. Especially Ushio company 400W long life span lamp: NSL400L, which is highly adopted by many supplier: Such as CLF lighting’s IP65 waterproof moving head 400W beam -POSEIDON BEAM, P65 waterproof moving head 400W beam spot wash -POSEIDON HYBRID and LIGHTSKY’s 400W Moving head beam — AQUABEAM400LL.

All above lighting fixture are with USHIO’s NSL400L, which is maximum life span is 4000H.

The following are the photo of how the new energy lamp looks like

C. LED Module

With more nations pay attention on the environment friendly, the stage lighting with LED module as lighting source have been catching more eyes from customers, particularly for European and USA market. LED module can be divided into color LED module and white LED module, and white LED module is more popular for its higher brightness.

LED module moving head light is famous for its long life span and low damage rate, the average life span of the LED module is 50000H, and if no big accident happened, the LED module would work peacefully in its whole life. But by comparing with Lamp, the disadvantage of the LED module is Low brightness and High cost. So, just like the saying goes Every Coin Has Two Sides.

Anyway, LED module is the tendency of the stage lighting development, so, all the stage lighting manufacture are doing the LED module equipment, not only for indoor, but also for outdoor.

Such as IP66 outdoor Moving Head 1200W LED spot & profile — SHARK PROFILE, Indoor 1400W LED spot & profile — Super Scope Max, indoor 580W LED spot & profile — Super Scope from LIGHT SKY, a professional stage lighting manufacture from China. All of them are White LED module, professional framing system, rotation gobo wheel, color wheel +CMY +CTO, Prism, ZOOM, Focus etc.

The following are the photo of how the LED module looks like

D, Laser Module

Like LED module, in current market, laser module also have color laser module and white laser module two types available. For the Color laser module, presently the most popular models in the world is CLAY PAKY’s indoor Xtylos and outdoor Xtylos Aqua. These two models are high-level laser beam in the market, until now, in the market no model can compete with them.

As to white laser module, the most popular power is 260W, many stage lighting manufacture adopts this white laser as laser beam is because of its long distance sharp beam and long life span：12000H.

LIGHTSKY as a TOP stage lighting manufacture in China, Its IP66 waterproof 260W white laser beam — SHARK LASER has been launched into market in 2021, until now LIGHTSKY’s laser beam is widely praised by its client for its high brightness and good quality. as the laser beam, LIGHTSKY’s SHARK Laser with CMY color system, 190mm diameter’s optical lens, the brightness is 1750000 lux @10m etc. If you need laser beam, Lightsky’s SHARK LASER would be a good choice. Here is the SHARK Laser details: https://en.lightsky.com.cn/product-category/outdoorlaser/

The following are the photo of how the laser module looks like

Hope my sharing can help you!

[nimble-infosys]

The Most Frequently Asked Questions About a Human Resource Software

Planning for a HRIS system is tough, especially when you have so much questions on your management meeting table and wonder which is the best HR software in town. Investing in a technology can be tough deal, but as it is your one-time investment, it can surely get you good returns (Unless of course you choose the right one!!). Here are 19 questions answered relating to HR and Payroll System that you can look forward to. (A FREE GIFT IS WAITING, READ THROUGH) ;)

1. What is its advantage in terms of financial and Human Resources?

--  As we know procuring a HR system is your capital investment decisions and we are aware that it’s return are your concerns. Using our system can give you manual manpower cost reduction that will:

i. Have your human resources spend much time on other productive decision making and human capital investment

ii. Give you reduced manual costing that will reduce your administrative and other operating expenses to increase the profit in the long run. So, it is a one-time financial investment for you.

2. How will it help to reduce my human working works?

-- Imagine yourself inside the pile of documents if you have to search a missing file, the maintenance of appraisal document of many staffs at once, the complexities and time taken to manage the grades and payroll during the payroll period of the month, it takes you hours to just process the data. Our system will do it in few clicks, that way it reduces your human working works.

3. How much monetary reduction will us be benefited?

-- If you are incorporating just attendance and leave system, manually if you are using two extra manpower to monitor the attendance and to make record of it by paying Rs. 15,000 each (just an example), you will be saving Rs. 30,000 just by the installation of a single module as your HR Admin can pull the attendance record in a click.

Now, take into account how many HR personnel you are to run all the functions in your department? Reduce it to just 2/3 HR and Admin Users as other employees will be having their own self service for themselves. The cost savings and monetary reduction are right there calculated on your hands.

4. What is the accuracy?

-- Pressing 1+1 in a calculator gives you 2, ALWAYS. It’s that simple with a software too.

5. What is the efficiency?

--It all depends upon the data. If you are providing proper data of your organization, you ALWAYS get quality output. However, minor bugs and lags are seen in brilliant and brilliant of software internationally too.

6. How good is the control over manpower?

-- Technology and software are designed to follow our command. They understand what is wrong what we set on it. If you would want to control over the manpower, you can set the rules like no back dated attendance request, only 15 minutes of grace time for attendance or no grace time at all, etc. Also, you can giver modules and user access selectively to each and every individual on each and every module so that yes!! If you want, you can have a really good control over the manpower.

7. How much time is saved or how much time is consumed?

-- To be extremely honest with you, the initial data preparation, migration, modules implementation and training is the only phase where you time is consumed. Once everything is set and manpower are trained, all you can observe is swift and easy processes with so much time saved.

8. How is the cost controlled?

-- As mentioned earlier, your manual cost on each and every HR functions are controlled by using our software. So, basically your manpower cost as well as the cost of manual process are controlled narrowing down your operating expenses.

9. What are the reports generated by cit, epf, cit, ssf and in other regards?

-- We have the best ever payroll system you can get in Nepal. Our system supports and generates all type of TDS, SSF, CIT, PF , etc. reports with full on government rule compliance on payroll and grade calculation. The reports are customizable as per your needs. We also have direct export to SSF function that will generate you the format for the SSF posting.

10. Can it be linked with banking?

-- Yes, we can integrate with CBS or other banking software if they are open to call API with us.

11. will it auto generate the pay slip?

-- Definitely YES!! The pay slip can also be mailed or displayed in the self-service portal of each individual employees.

12. Will it prepare the ledger?

-- The system doesn’t automatically prepare ledgers or trial balances and we don’t have inbuilt accounting software but it can generate any type of reports that you would want to post on your third-party accounting software and can be API enabled to integrate with accounting software as well.

13 How will it handle advances and bonuses?

-- The employees can ask for advance from their own self-service portal and after the supervisors approve of it, it can be forwarded to payroll admin part for the reconciliation after advance has been paid to employees. The bonuses can either be provided bluntly during payroll calculation or if you have especial taxation policy on bonus, you may set the formula and your payroll slip adjusts accordingly.

14. How much time will it consumes in daily, weekly and monthly?

-- It depends upon the MODULES!! Well, it doesn’t take much time working in a software. We can say if managed properly, the amount of time you have been consuming on the manual process is cut off by 45-50% while operating on a system.

15. How it handles the shift workers and absenteeism?

-- We have the option of creating Shift and Duty Rooster as per your shift policy and manage the employees who are allocated to special shifts. For example, if the shift of an employee starts at 9:30 and he/she punches in at 9:00, it shows that the shift has not yet begun, similarly shows lateby , early by or absent on the attendance reports of every individual.

Moreover, the admin or the supervisor can login to their dashboard to see the total absenteeism for the day or specific period, thanks to the dynamic dashboard and widget creation with customizable analytical report generation tools.

16. Can it generate report of an individual in yearly basis in terms of financial and displininary like absenteeism, punctuality.

-- Yes!! IT does. Once again, thanks to the dynamic dashboard and widget creation with customizable analytical report generation tools. We have a report builder, which can create special customized reports as per your requirements either in excel file or charts, pie chart, diagrams and all.

17. Why do we need to choose Nimble over other software?

-- This can be answered well if you let us a chance to show why rather than to say why but for the respect of your question, these are the following reasons why:

The most dynamic and customizable software in Nepal, Over 11 years of experience in HR software Over 300 plus clients from 10 plus industry segments, A dedicated team of 50 plus employees and splendid implementation and support system. Up to date with Government policies and auto updates on the payroll system.

18. What additional benefits does nimble provide over other service providers?

-- We are always exploring the ways we can help our partners be the best and leading company for HRMS solution through the push of the technological wings,

--we provide Sunday to Friday support with ticket system that will help you and your queries addressed along with on demand premium support service for a premium price,

--we not only implement our system but collectively and participatory work as a consultant for your special requirements on the policies as well and the ways you can grow your overall business.

-- we don’t take you as our client but as our partner to transform your organization digitally.

Congratulations!! You have made it till the last. Kindly use the code SABLOG1 to get one month of free service on your first purchase with us as an appreciation from my side. To redeem the gift, you may also connect through my email directly. Got additional questions?? Feel free to talk to us.

[remotecareers]

Employment Records Management Analyst Senior-Remote Available

Purpose of Job We are currently seeking talented Employment Records Management Analyst Seniorfor our San Antonio, TX, Phoenix, AZ, Colorado Springs, CO, Tampa, FL or Plano, TX facility and 100% work from home remote environment.We are seeking a talented Employment Records Management Analyst to join our Human Resources Team.

As an Employment Records Management Analyst you will be critical in driving the maturity of the Information Lifecycle and Management practices within HR.Develop and administer a Human Resources records management framework to ensure capturing, filing, protecting, and retrieving of personnel records happen in an efficient and compliant manner in alignment with USAA’s Enterprise Information Lifecycle Management Policy & Information Retention Standards.

Define and classify records subject to business, legal and regulatory retention agreements.

Work collaboratively with HR IT, HRIS, Information Governance, and Security on solutions for managing records throughout the records lifecycle: creation, receipt, maintenance, use, and disposition.

Job Requirements About USAA USAA knows what it means to serve.

We facilitate the financial security of millions of U.S.

military members and their families.

This singular mission requires a dedication to innovative thinking at every level.USAA Careers – World Class Benefits ((31 seconds) Primary Responsibilities: + Identifies and manages existing and emerging risks that stem from business activities and the job role.+ Ensures risks associated with business activities are effectively identified, measured, monitored, and controlled.+ Follows written risk and compliance policies and procedures for business activities.+ Plans, develops, and administers records management policies designed to facilitate effective and efficient handling of business records and other information: Plans development and implementation of records management policies intended to standardize filing, protecting, and retrieving records, reports, and other information contained on paper, microfilm, computer program, or other media.+ Evaluates data and reports, utilizing knowledge of principles of records and information management, administrative processes and systems, cost control, governmental recordkeeping requirements, and organizational objectives.+ Partners with key stakeholders and Information Stewards to assure compliance with policies, procedures, and practices of records management program.+ Responsible for maintaining and updating an appropriate Employment Records retention and destruction schedule to meet the needs of the business while reducing corporate risk.+ Tracks and publishes where employee records are filed, who is responsible and accountable for filing employee records, and how to request access to records.+ Executes appropriate controls to verify timely availability of requested records.+ Defines and identifies data, correspondence, forms, or reports on any format that could be considered an “employee record”.+ Coordinates with appropriate HR functions and Legal to determine specific information and to ensure that retention requirements are aligned with Enterprise Policies and Standards.+ Guides and advises on records management issues and information management lifecycle; provide training as needed.+ Provides subject matter expertise assistance on process and risk controls development, vendor and tool evaluations and selections, and business continuity guidelinesWhen you apply for this position, you will be required to answer some initial questions.

This will take approximately 5 minutes.

Once you begin the questions you will not be able to finish them at a later time and you will not be able to change your responses.

Minimum Requirements: + Bachelor’s Degree or 4 additional years of related experience beyond the minimum required may be substituted in lieu of a degree+ 6 years of relevant work experience in in employment records management or information management, working with confidential records and information and/or developing, implementing and planning related workflow processes.+ Knowledge of applicable legal and regulatory records obligations to include varying retention policies and procedures and state laws.+ Proven experience establishing regulatory record keeping/maintenance.+ Knowledge of relevant employment and HR laws.+ Experience with Workday or other HRIS systems and digital imaging systems.+ Proficient knowledge of all privacy policies, regulations/statues, and best practices for handling confidential and sensitive information.+ Understanding of risk management principles and regulatory expectations applicable to employment laws at a financial institution.+ Subject-matter-expert knowledge of Microsoft Office products and other software to be used to develop analysis, charts, and/or supporting documentation Preferred Experience: + Previous experience and responsibility for the development, maintenance, review and publishing of an Employment Records retention and destruction schedule+ Strong background and demonstrated understanding of employment and privacy regulations such as; OSHA, HIPPA, EEO, FLSA, FLMA, etc.+ Experience with information lifecycle and records retention governance such as data/information classification, sensitive data management, legal holds, etc.The above description reflects the details considered necessary to describe the principal functions of the job and should not be construed as a detailed description of all the work requirements that may be performed in the job.

Compensation: USAA has an effective process for assessing market data and establishing ranges to ensure we remain competitive.

You are paid within the salary range based on your experience and market position.

The salary range for this position is: $72,900 – $131,400 (this does not include geographic differential it may be applied based on your work location)Employees may be eligible for pay incentives based on overall corporate and individual performance or at the discretion of the USAA Board of Directors.

Geographical Differential: Geographic pay differential is additional pay provided to eligible employees working in locations where market pay levels are above the national average.

Shift premium: will be addressed on an individual-basis for applicable roles that are consistently scheduled for non-core hours.

Benefits: At USAA our employees enjoy best-in-class benefits to support their physical, financial, and emotional wellness.

These benefits include comprehensive medical, dental and vision plans, 401(k), pension, life insurance, parental benefits, adoption assistance, paid time off program with paid holidays plus 16 paid volunteer hours, and various wellness programs.

Additionally, our career path planning and continuing education assists employees with their professional goals.Please click on the link below for more details.USAA Total Rewards (Relocation assistance is not available for this position.

If you are an existing USAA employee, please use the internal career site in OneSource to apply.

Please do not type your first and last name in all caps.

_Find your purpose.

Join our mission._ USAA is unlike any other financial services organization.

The mission of the association is to facilitate the financial security of its members, associates and their families through provision of a full range of highly competitive financial products and services; in so doing, USAA seeks to be the provider of choice for the military community.

We do this by upholding the highest standards and ensuring that our corporate business activities and individual employee conduct reflect good judgment and common sense, and are consistent with our core values of service, loyalty, honesty and integrity.USAA attributes its long-standing success to its most valuable resource: our 35,000 employees.

They are the heart and soul of our member-service culture.

When you join us, you’ll become part of a thriving community committed to going above for those who have gone beyond: the men and women of the U.S.

military, their associates and their families.

In order to play a role on our team, you don’t have to be connected to the military yourself – you just need to share our passion for serving our more than 13 million members.USAA is an EEO/AA Employer – applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, disability, genetic information, sexual orientation, gender identity or expression, pregnancy, protected veteran status or other status protected by law.

The post Employment Records Management Analyst Senior-Remote Available first appeared on Remote Careers.

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[7soulstars]

Emerging of Kalon

Request: I need some new johnny depp fics in my life where I want a reader with insecurities and johnny reassuring her that he loves her the way she is.Maybe she is a bit more chubby than his past gfs and she has to wears glasses.Abd thanx so much for accepting it.

Yooo this imagine is soo important to me. As a person who had a lot of insecurities and has suffered through depression.It is really important for me to spread a certain message to others like me. I have this belief that you aren’t born with insecurities,you are made to have them.Don’t point out things to people that would make them uncomfortable in the long term guys it becomes quite scarring for them and it also makes you a damn bully. Also it is normal to have stretch marks, tummy rolls ,acne, scars ,body hair and all that stuff, Man or Woman or any other gender you identify as.That’s what makes you human.If people can’t accept you for who you are please cut them out of your life.Ya’ll beautiful and I love ya’ll. Hope you like this !!

................

Pairing : Johnny Depp x Reader

Warnings : TW,Nosy people who like putting others down for fun, Signs of depression,Suicide attempt,Angst,Swearing, Fluff, Johnny being the absolute sweetheart he is.

................

Kalon ;Latin for ideal beauty in all, physical ,spiritual and moral forms

1.Instigation.

“I still can’t believe THE Johnny Depp went for you after his past ones”,said someone snapping her out of her trance.”Pardon ?”,she asked as if to confirm whether she heard him right . “I mean look at you....His exes were all supermodels weren’t they? Not a single flaw..”,the man guffawed.”Well you have have a micropenis why did your wife choose you?”,her bestfriend snapped crudely making her cringe.”Let’s go Y/N “, Y/BF/N said dragging she out of the restaurant .Well this wasn’t how I wanted college reunion to end up like,thanks Nathan she thought. “Are you alright Y/N ?”, Y/BF/N asked. “Of course”. No I’m not. “It doesn’t bother me at all.” It bothers me too much. “Nathan’s a dick .Don’t let it get to your head EVER”. But he’s right, his words are already in my head. “Yeah...”

2.The disquieting

“Hey glasses ! Looking ugly as always.”

“Look at her hogging like a pig, hey fatty you want more?”

“Darling why don’t you try going on a diet.”

“Don’t watch telly, you’re blind enough already”

“Jason what do you think of Y/N ?” “Damn man she was not even my type”

“Please Stop !”, Y/N woke up with a jerk, breathing in short gasps .”Johnny-”,she stops cutting herself off as she looked at the empty looked at the empty side on her bed. He isn’t in the country she remembered . Silence. She stared at the framed picture of them together on the wall. Plip. A tear fell. Plip Plip. Two more,before she couldn’t control it any more. The past wouldn’t change.She knew it would haunt her forever. But they had stopped for a while. But since Nathan ,it came back harder than ever. She didn’t tell Johnny, she’d never tell him , the last thing she wanted to do is to become a larger burden. So she cried herself to sleep every single day.

3.Repressing

Y/BF/N frowned as she looked at Y/N’s lunch. “Since when do you eat salads ?Hell,that isn’t even salad it’s just *ugh* lettuce....”,she says looking at the leafy stuff with absolute disgust. Y/N looked at her as if she did not understand what she was saying “I love salads,you know what? I’m not that hungry.....better get back to work! See you later!”,she said leaving as she didn’t even let the other speak. Starving, Hurting, Looking into the mirror and hating herself. The cycle continued.This was going to be dangerous in the days to come and she knew that too. 

4.Avoiding

6 missed calls from Mom

19 missed calls and 87 messages from Y/BF/N

40 missed calls and 150 messages from Johnny 

3 notifications from Twitter. 

No one had seen her in 4 days .The telly changed channels at Johnny’s apartment .Things scattered around as a trembling hand set down the remote . Fat tears dampened the pillow as her eyes read the news headline. ‘Johnny Depp at a dinner date with ex wife Vanessa ? Is he finally done with his simple girlfriend ?’

5. Falling

This was it.She ended up the way she predicted she’d end up 10 years ago. Weak,Tired,Empty and Lonely. She stared at the bathtub as it filled itself until it was overfilled,water spilling out of its sides as it splashed onto her feet. She didn’t flinch at the coldness.She stayed robotically still, looking down at her palm. A blade. Without hesitating she got into the tub,the tap still running. She didn’t think anymore,tears wouldn’t fall even if they wanted to. She closed her eyes as she let her self go ,ignoring the frantic ringing of her phone and the banging on the apartment door.

6. Alerting

To say Johnny was concerned was an underestimation.Y/N wasn’t picking up his phone since several days .He was distracted, couldn’t concentrate and worry filled his entire existence.He didn’t know what to do,even going as far as asking his ex wife for advice.He decided to go back ,back to his girlfriend’s loving arms.

The moment he stepped back into the city he took his time.Picking out her favourie flowers ,the chocolate she always loved and a little something of importance. He ignored the notifications is phone was chiming with, his mind only full of thoughts of her....The thoughts were short lived , disturbed much to Johnny’s dismay by Y/BF/N’s call. He ignored once,ignored twice but after that he knew something was wrong.”Johnny !”, panicked voice spoke through the phone. A frown replacing the man’s smile “Did Y/N text you that absurd note too?” “No,wait Y/BF/N let me check”,he put the call on hold as his eyes skimmed over the words displayed on his screen. His phone now dropped on the car floor he wished all of it was a dream.They stopped as he stormed out, back to his apartment. He knocked wildly on the door but not a voice came nor a cackle. He threw his body on the door several times ,”Goddamitt Y/N OPEN THE FUCKING DOOR DON’T PLAY WITH ME RIGHT NOW !”.In his panicked feat he had forgotten he had the keys until they dropped out of his jacket pocket.He didn’t wait a moment as he fumbled it into the key hole ,kicking the door open as soon as it opened.

Silence. 

Splosh . The sound of water hitting the ground from the bathroom echoed in the whole house.

“Y/N ?”, Johnny softly whispered as he pushed open the bathroom door. A horrific scene unfolded before him.

7.Mourning

It had been two days and Johnny wouldn’t budge.He saw red that day and the site still wouldn’t leave his thoughts alone.He would neither eat,nor sleep as he sat beside his beloved girlfriend who lay on a hospital bed. Dark Enough by Amanda played on the radio. The text message, and the talk with Y/BF/N replayed in his head as if war replayed in a retired soldiers dreams. “I didn’t know you were hurting that bad”,he whispered, tears threatening to fall again. He place his head on her stomach as he let the silent tears fall,until her hand fell on top of his head.

8.Resuscitation  

Johnny jerked up ,his eyes as wide as saucers, as he froze with eyes full of pain and hurt.Y/N did not dare meet his gaze.She felt ashamed and disgusted. But those feelings were immediately replaced with shock as Johnny almost lunged at her,hugging her tight. “I was so scared I was so fucking scared when I saw that text and then you drowning in the red water filled in the bathtub ! I thought you’d left me ! I thought you died you weren’t breathing...How dare you think of yourself that way how dare you think you were not good enough !? You were the best fucking thing that happened to me since my kids goddammit !”. Y/N had never seen Johnny this mad.Hell, she had never even seen him cry. She didn’t know how to answer him, she was too ashamed.He wouldn’t break the hug, as if he would loose her if he did. He loved her too much. “Why ?”,he asked again,as if he was begging for an answer. Even a word. He just wanted to hear her voice. “I was scared...”,her voice cracked coming out much broken than she predicted. “ I didn’t think I deserved you, I thought I’d never reach the levels of those beautiful actresses and models.I was scared to tell you about my past..I was scared to bother you...”. Johnny’s heart broke. He never thought his Y/N would think that way. She was always smiling .Not even a little frown on her face. Always there for everyone. Yet no one comforted her. How could he never see it? Of course he couldn’t see it she was perfect to him.His Y/N was the most perfect person in the world. “I love you”, he blurted. He never said that.He was too shy. But he hugged her tighter ,” I love you so much. Even with scars,insecurities or that ugly face you make when you see things you do not like. You were, have and always will be the most perfect to me. Please....don’t do that again...”

9.Emergence

Y/N was discharged from the hospital in a few days. Johnny wouln’t leave her side. All his attention would be on her to see if ate well, and loved herself. Y/N felt safe. And she wasn’t wrong . Johnny was everything she deserved.

They sat on the rooftop of a cafe in Paris. A calm silence passing over them. “Y/N ?” ,Johnny asked. “Hmm?”,she hummed along, silence entailing after. ”Marry me ?”,he asked. That was the day Y/N was the most happiest, and did the beautifully emerged Kalon say yes? you’d ask. She said it without a second to spare. After all our Kalon had found her wings.

“No one is born ugly, we’re just born in a judgemental society”~ Kim Namjoon(BTS)

----The End----

Whew ! After all the procrastination and time I took brainstorming this baby is done! This was requested by the wonderful @anycsirp​ I really really hope you liked this ! Also I meant what I said before the start of this oneshot . YOU ARE BEAUTIFUL. PERIODT. Please do like and comment your opinions! I really hope to read em ! I’m not that great of a writer but I did my best ! 

~Love, Hri

[thehomosapien7495]

Top 5  Reasons Enterprises Should Have A Perfect HR System

An HR management system is a type of human resource software, combining several systems and processes for ensuring an easy and simplified hr management, business processes and organisation/enterprise data.

HR systems such as Biometric Attendance Management Systems, Payroll Management Systems, etc. work on HRIS, that human resource information system. HRIS is an HR system software focusing on collection and storing of employee data in enterprises. Its various systems include Performance management, recruitment, etc.

Every enterprise must install a strong HR Management System for ensuring a smooth and systematic enterprise working.

In this article, we will be looking at the top 5 reasons stating why enterprises need a perfect HR system in India.

Let’s get started!

1.Optimised Employee Experience & Working

Installing a straightforward, secure and simple hr management system in your enterprise can result in a hassle-free and systematic employee working experience, as employee interaction with the hr system will take place at their convenience and will be quick and seamless. Usually, employee-hr interactions involve employees working around large spreadsheets and forms for various employee procedures such as appraisals, objective settings, etc. 

With an HR system, employees can complete all the said procedures easily without working extra hard, resulting in a happy working experience. They engage with enterprise-employees procedures better on HR management systems. This in turn also affects employee working mood, which is always optimised when dealing with HR systems.

2. Safe & Secure Enterprise Data Storage

Enterprise hr no longer has to worry about a safe and secure data storage solution, as an HR management system proves to be a single location, safe and secure system. When operating without and HRMS, your HR team usually stores private and confidential data within multiple locations and formats such as emails, Google Sheets, Microsoft sheets, etc. Task management apps like Trello or simple paper-based files. Storing data in multiple locations and formats can be a big risk and is at the liberty to get stolen, corrupt or even used for wrongdoings.

A specialised HR management system stores all important employee information in a single location and in a format that can be easily updated. 

The data can be accessed from almost anywhere. Whether you are working from home or your enterprise and in a single click.

3.Helps Your HR Team Take Strategic Data-Backed Decisions

When all significant data is stored in a single location, your HR team can focus on important tasks such as creating a better work atmosphere, conflict resolutions, analysing employee performances, etc. helping your enterprise optimise its working and make smarter decisions.

4. Increases Employee Productivity & Efficiency

Installing an HR system in your enterprise allows employees to take care of their tasks such as annual leave bookings and approvals, updating their personal information, viewing payslips, recording performance and objectives, etc. Employees can independently carry out these tasks without wasting the HR manager’s time for approval.

Further, an hr management system stores all employee data in a single system, that can be accessed anytime. It is easy to analyse the database, visualise trends via automated reports and in-built dashboards. You no longer have to scatter through bundles of Google sheets or files for viewing statistics, performance reports, training completion rates. 

5. Helps Your Enterprise Comly Better With The Set GDPR Expectations

A smart hr system will provide you with the required tools for easily complying with the GDPR requirements of your enterprise. Features such as data retention dashboards (that help you identify what data needs to be deleted and automated), stating data-retention periods, ICO recommendations and tools helping you complete SARs will not only help you abide by the regulations,

but also increase the speed of your data-protection rated activities.

Why Invest In The 3 Equals HR Systems?

3 Equals, promises to provide enterprises with one of the best HR software in India. We aim at delivering integrated technological solutions making your HR processes:

Automated

Smart

Analytical

We focus on relieving HR personnel form their constant anxiety pangs regarding their HR processes by offering simple, sophisticated and modern HR management systems. We customise our HR systems as per the needs and requirements of our clients. 

Our HR Management systems are:

Affordable

Business-Specific

Modern & Technologically Advanced

[thepeoplemesh]

Avail the Benefits of Performance Review Software – The People Mesh

The performance of workers plays a critical role in a company's success. Performance reviews offer useful feedback that can influence efficiency and enhance efficiency. Performance review software can help to increase the reliability and consistency of employee performance evaluations within a company, so when choosing a new HRIS, the best HR management software can be a beneficial complement to an existing HRIS or can be a vital factor.

Some of the benefits of the best HR management software are:

1. Recognition Employee performance evaluations have long been recognized as a beneficial instrument for workers to receive performance feedback. Studies show that even negative performance recognition is preferred by workers to no recognition at all. Performance review software will help to make it simpler and quicker to complete and deliver periodic reports for managers and human resources practitioners.

2. Overall Performance Review Performance review software can differ, but most make it easy to conduct reviews of "360 degrees". This type of analysis enables clients, colleagues, and supervisors to gain input about employee results. Reviewing input from all of these sources will provide a more accurate image of the strengths and limitations of an individual to managers and human resources practitioners.

3. Better Feedback Frequency For managers and employers, performance review software makes it easier to give reviews from a remote location to workers. This gives greater flexibility to employers, which could encourage more regular reviews. Employers will also be able to offer more in-depth feedback if the versatility provided by software for performance evaluation alleviates the stresses associated with writing reports while under time constraints in the office.

4. Less Blot Around Reviews Reviews have also been viewed with fear by both managers and staff in the past. This is largely due to the weight put on annual or biannual reviews, with the reviews also riding on promotions and raises. If evaluations are given more regularly and simply to let workers know what aspects of success are powerful and the aspects should be enhanced, reviews will be interpreted by those concerned in a more positive light.

5. Better Performance Tracking Based on current events, as employee performance reports are filled out on the spot, supervisors can be biassed and fail to take previous performance factors into account. Technology for performance analysis helps supervisors to maintain a running list of notes that can tell a tale about the success of the employee over time. This shifts the method to performance evaluations from a "snapshot" view of the performance of workers to a peak in the progress of an employee's journey.