Manage Your Gig Workforce by Time-sheet Module

Manage Your Gig Workforce by Time-sheet Module

The gig economy describes an environment where organizations hire contract or temporary professionals for a brief length of time or some specific tasks. These gig or contractual specialists may consist of subject matter experts, freelancers, contractual workers, advisors but not restricted to only these. The gig workforce works on a workhour basis, i.e., by timesheet monitoring and other by lump-sum project basis in which the whole project needs to be completed in a particular amount by a fixed deadline, which is monitored by the Project Management Team.

Why Gig?

Gig workers are different from permanent employees in many aspects. Gig workers are not on formal employment payroll of the organization. At any time, they might be working for more than an organization simultaneously. This kind of professionals or workforce mostly includes people who are looking for agility, flexibility, and a non-traditional work environment.

Is gig real?

Research conducted by Intuit suggests that by 2020 over 40% of Americans would be working freely on a gig workforce structure. The same research position India as second in the worldwide Gig workforce structure by 2020 after the United States. As indicated by the National Skill Development Corporation, around 70 million are relied upon to enter the nation’s work power by 2023, including 59 million youth under 30 years. People under age 30 are the frontrunners in the gig workforce as they love to work on their terms, focusing more on the project, rather than the organization. India, for sure, is on its way to a gig economy, making us “Atmanirbhar Bharat.”

Benefits to the Organization:

  • The capacity to hire specialists permanently is not required all the time and here a considerable chunk of operational expense can be reduced
  • Agility in scaling the workforce up or down all over rapidly to fulfill the business need
  • Reduced expense of giving different non-tangible benefits
  • Lower space costs as mostly gig workers work from home

Benefits to the professionals:

  • Dealing with different projects for different organizations at the same time enables them to expand their skillset
  • More autonomy and opportunity to pick when and where to work
  • Less risk of occupation and income loss with different organizations
  • In specific fields, gig laborers can earn more while working less than full-time employees on similar levels

Hurdles in implementing Gig Workforce:

  • How to mobilize internal and external workforce?
  • How to measure the utilization of the gig workforce?
  • How to finally reward employees when they are operating from a remote location?
  • How to effectively manage hours spent vs. allotted in a timesheet?
  • How to link payment to the Number of hours spent on work/project allocated?
  • With a lot of workers, singular accountability becomes quite troublesome

When it comes to measuring performance, organizations still depend on old models and metrics, and with a gig coming into the picture, it becomes more challenging to measure part-time and remote workers by these obsolete systems. The fact that a gig employee works simultaneously with many organizations and different cultures makes it more difficult for both employer and employee to manage and measure performance.


How will you manage your gig workforce?

How will you measure the gig workforce’s efficiency and effectiveness?

You need a flawless process where you can monitor the work hours by timesheet, minimize the cost incurred, risk management, cycle time, and analytics.

Stratemis HR Tech has crafted an astonishing Project Management Module to turbocharge the end-to-end efficiency of your GIG Workforce. This scientifically designed and handcrafted module comes with advanced features like Time-sheet monitoring, ticket creation, and email notification, and is entirely configurable as per your need. This all comes powered by a mobile responsive platform and CHATBOTs.



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Post-COVID Lockdown Relaxations – Workplace Norms

Post COVID Lockdown Relaxations - Workplace Norms

The Centre’s move for a stepped phase: unlocking market activity after the rigorous lockdown that lasted for more than 2 months, setting the stage for people to resume their jobs and undertake travel as per guidelines. As the lockdown rules are eased, many of us will be venturing back to the offices. However, it does not mean life will get back to normal immediately.

Offices and other workplaces are relatively close setting, with shared spaces like (corridors, elevators & stairs, parking places, cafeteria, meeting rooms, and conference halls, etc.) and thus COVID-19 infection can spread relatively fast among officials, staffs, and visitors. Thus there is a need to prevent the importation of the infection in workplace settings and to respond in a timely and effective manner in case the suspect case of COVID-19 is detected in these settings, so as to limit the spread of infection.

There must be a bundle of questions buzzing in your mind. Should you step out? What precautions must you take? Is it safe?

The World Health Organization (WHO), United States Centres for Disease Control (CDC), and Ministry of Health & Family Welfare, Government of India has answered some of these frequently asked questions to ensure prevention against COVID-19 at the workplace and during traveling. Here is a primer gathered from these guidelines to help you stay prepared to get back into your routine.

For Employers

Make sure your workplaces are clean and hygienic

  • All areas on the premises including the following shall be disinfected completely using user-friendly disinfectant mediums:
  • Entrance Gate of building, office, etc.
  • Cafeteria and canteens.
  • Meeting room, Conference halls/ open areas available, verandah/ entrance gate of the site, bunkers, portacabins, building, etc.
  • Equipment and lifts.
  • Washroom, toilet, sink; water points, etc.
  • Walls/ all other surfaces

Some other directives

  • Display posters promoting hand-washing
  • Put sanitizing hand rub dispensers in prominent places around the workplace. Make sure these dispensers are regularly refilled
  • Display posters promoting respiratory hygiene
  • Ensure that face masks and/or paper tissues are available at your workplaces, for those who develop a runny nose or cough at work, along with closed bins for hygienically disposing of them
  • Keep communicating and promoting the message that people need to stay at home even if they have just mild symptoms of COVID-19
  • Display posters with this message in your workplaces. Combine this with other communication channels commonly used in your organization or business.
  • Not more than 2/4 persons (depending on size) will be allowed to travel in lifts or hoists.
  • The use of a staircase for climbing should be encouraged.
  • All workplaces shall have adequate arrangements for temperature screening
  • Workplaces shall have a gap of one hour between shifts and will stagger the lunch breaks of staff, to ensure social distancing.
  • On the occurrence of a case, isolate the ill person in a room away from others at the workplace
  • Close workplace and allow staff to work from home if any positive COVID-19 cases are found

For Employees

The basic preventive measures include simple public health measures that are to be followed to reduce the risk of infection with COVID-19. These measures need to be observed by all (employees and visitors) at all times. These include:

  • Wearing face cover is compulsory in all public places, workplaces.
  • The physical distancing of at least one meter to be followed at all times.
  • Use of face covers/masks to be mandatory.
  • Practice frequent hand washing (for at least 40-60 seconds)
  • Respiratory etiquettes to be strictly followed. This involves the strict practice of covering one’s mouth and nose while coughing/sneezing with a tissue/handkerchief/flexed elbow and disposing of used tissues properly.
  • Use of alcohol-based hand sanitizers (for at least 20 seconds)
  • Self-monitoring of health by all and reporting any illness at the earliest

When organizing meetings & events

  • Consider whether a face-to-face meeting or event is needed. Could it be replaced by a teleconference or online event? Could the meeting or event be scaled down so that fewer people attend?
  • Pre-order sufficient supplies and materials, including tissues and hand sanitizer for all participants. Have surgical masks available to offer anyone who develops respiratory symptoms
  • Arrange seats so that participants are at least one meter apart
  • Open windows and doors whenever possible to make sure the venue is well ventilated

The above-stated measures will help us to bring the normal back and erode Corona Infection from the roots. Abiding the directives from WHO and Central/State Governments should be humanitarian duty to protect us and our surroundings from any further misery.


Source: The World Health Organization (WHO), United States Centres for Disease Control (CDC), and Ministry of Health & Family Welfare, Government of India


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Future of HR Functions – Hiring & Retention

Future of HR Functions - Hiring & Retention

The Human Resource department is an irreplaceable part of any Organization, and its existence to the well-being of all the employees (lowest to highest level) is extremely crucial to the growth, sustainability, and development of the undertaken business. It takes into account every employee’s journey and feeds it to a database (centralized/decentralized) to understand the contribution of every individual toward the stated goals and philosophy.

Some applications of Technology in HR

Today’s HR is STRATEGIC, and its involvement starts right from planning the roles, then moves on to fuelling it with Human Capital and then stabilizing the same through timely analysis of deliverables with the assigned tasks that are targeted for proposed growth. Right from creating a Talent Pool through the Applicant Tracking System further towards On-boarding, on to Succession Planning, and until the Final Exit, the above-mentioned cycle is followed for each department and its sub-departments of the business. The challenge here is to have an intuitive high-end interactive process at every stage within the life cycle of the employee, which otherwise leads to ambiguity towards performance, attrition, and mapping of the employee’s progression within the organization.

Another lookout for the HR managers, today is to streamline the internal processes, core competencies, and the alignment of the organization structure. All these efforts from the HR department aim for higher engagement from employees and creating the feeling of being wanted during the tenure, which builds trust and care towards the assigned duties with high returns.

To achieve the above stated and empower the Human Resource: Advancements in technology will continue to play a massive role in bringing HR function from a responsive to an administrative one. Right from Intelligent Process Automation – They involve machine learning, artificial intelligence, natural language processing, to other related technological advancements that can deliver consistently and error-free people processes, given the dynamic nature of the requests they receive.

HRs adapting to these advancements in technologies will lead to greater efficiency, unmatchable customer service, and significant cost savings.

Advancements in technologies will lead to

The dynamics of the technological world have long called upon for automation of most of the elements of the hiring process to bring in the strategic component of HR functions. With the same philosophy and innovation at the core, Stratemis HR Tech has come up with solutions like BOT–as-a-service, where drafting job descriptions, issuing offer letters, setting up payroll, and gathering benefits data is complete automation with absolutely zero human intervention. These BOTs have potentially transformed the interaction between HR and employees wherein each interaction is preserved in a database and used to derive analytics that builds the base for necessary actions.

Taking an example – Stratemis chat BOTs can instantaneously answer grievances and questions, through a 24×7 service excellence via a web-based and mobile-based application platform, when compared to the traditional approach of personally reaching out to an HR.

Given the cost-efficiency in deploying BOTS, at every stage of the life cycle, HR Automation becomes all the more viable for any business in enabling a faster turnaround time for processes along with meaningful outputs in terms of analytics to the management.

Potential milestones by adopting technology in HR

Apprehending from above, we believe that talent in any organization is directly linked to driving business value, and Stratemis’s products are here to help HR Leaders ensure that they have the right people in the right roles at the right time to solve the most challenging tasks.

Stratemis Micro product “EWS – Retention Management” uses AI platforms to single out employees that may be heading for the exit door. The AI analyses different clusters of data with Natural Language Processing (NLP) to find out a baseline of standard activity patterns in the organization. Based on the derived model, employees who might leave are flagged and reported to the employer to make the necessary arrangement as per the criticality of the roles.

We must remember that life in fast-paced metro societies must always match innovation and integrate the latest technology available. The competitiveness in procuring and retaining the best of the talent will continue to push for product innovation and future-looking capabilities in the HR space, and HR teams must balance these with transparency. Hence the role of Strategic HR is to look beyond today and into the future of the evolving technologies for greater efficiency, superb customer service, and significant cost savings.

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