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A cloud-based ATS (Applicant Tracking System) is going to be your best bet, especially considering you want to keep HR documents safe and secure and considering the size of your company. Cloud-based systems allow you to keep your candidate data outside of the jurisdiction of the Patriot Act, meaning the information can’t be tampered with or monitored. Now, this won’t cover the entirety of your employee’s time at work, from health to licenses and such that you mentioned. However, hiring deserves its own platform to keep all of the data organized. Hiring is something that needs to be optimized constantly to be effective - not just when you are actively trying to fill an open position. For this reason, an ATS like Recruitee that streamlines your info and allows you to collaborate with all 30-50 of your team members is essential!I chose Recruitee for several reasons. One happens to be that I work with them and know how often they update the platform, as well as care about customer feedback and collaboration. In fact, they just released Recruitee 3.0 with a whole bunch of new features, like private team notes, a Slack integration, and notifications. Since you asked about HR documentation specifically, it’s important to note that Recruitee’s servers are secure, and you can upload candidate files (like CVs, resumes, and anything relevant really) right in their profiles.Here’s a free trial to test it out for yourself!

Yes, you got the job, barring a massive earthquake, a hostile takeover, your hiring manager getting fired tomorrow, and a few other rare events. When you get the letter don't forget to formally accept the offer, first by email  but then follow it up with a hardcopy letter. The form for an American company is simple and should be along the following lines: "I accept with pleasure your employment offer of [date of offer] and look forward to joining [Widgetronics]. Thanks for all your help and consideration during the interview process. Sincerely, [your name].

The pay gap is a legend. Women in the western world are generally receiving the same wages for the same kind of work as men, plus minus 2%. The reason men earn more then women is that they are studying for and doing the jobs that generate more income, as well as they tend to work more hours. There is no way to get rid of the pay gap beside of FORCING women into education and jobs they currently prefer to avoid. It has been proven that the more free a society is, the more women have free choice, the more they tend to roles that are less well paid.The one argument that you should open your eyes: In our capitalistic world, wages are one of the biggest cost factors in production and services. If the market would find a group of people, no matter if that group identifies by race, gender, nation, political spectrum or whatever, if the market would have access to any such group that accepts 20% or so less wages for the same kind of work, the laws of market would put this group into high demand and the groups would have a high advantage when looking for jobs. Do you see this happening with women?

I am listing few major features of an HRM, they are:-Attendance Management System: An attendance management system is an important feature in HRM. Recording and showcasing employees attendance in a distinctive way helps them to keep a track of their daily attendance. Few sub-features an attendance management system must have are:Web-clock InRemote Log-InGeo-locationWork from Home attributeLeave Management System: Customisable leave management system helps to execute organisation’s leave policy and apply it to all the employees. Leave management system should be integrated with employee’s attendance as they are categorically interdependent to each other.Timesheet Management: Timesheet is a feature for calculating and managing resources according to projects. This feature is widely useful in an IT industry as there are project wise employees segregation and payment are on the basis of the project status.Performance Management System: To streamline the process of performance management to increase transparency and to remove management-employee clashes performance management system was introduced. Forward thinking companies are taking steps to successfully implement Performance Management System. So i believe it could be counted as a minimum feature for an HR software.HR Anlaytics and Report: Analytics and Reports are one of those features which cannot be overlooked. A MIS(Management Information System)report showcases all the related employees data in a structured way.Reimbursement & Expense Management System: A comprehensive Expense Management system is an exquisite feature which is used to help employees to claim their share of money. It should be integrated with the Payroll to keep the system synchronized.Loan Management System: If an organisation gives out loan to their employees for special purpose then the loan management system helps out to keep the track of the amount and even EMIs can be framed out of the lent amount.This also should be integrated with Payroll.Payroll Management System: Payroll management system is an integrated feature. Having a payroll system along with HRMS is like icing on the cake. A single system for Payroll and HRMS eliminates integration limitations. So i think it is an important feature.I have listed more or less all the major features of an HRM. Well if you are interested in taking a first hand experience of these features. Then Keka provides you a FREE TRIAL version. Just Sign-Up and see it yourself.

About 2 years ago, I was asking the same question for my company. We were disappointed with the products in the market and felt that India deserved better HR products. That’s when we started building Keka - a modern HR Payroll platform. So, I could be biased about my own product but I will be honest with the criteria for you to pick the best software.Below are the decision making criteria you need to look into in identifying the best software for your needs.User Experience: A software that you and your employees don’t find intuitive and easy to use, will end up being a failed experiment with no one every using the software at all. This is what happens most of the time with HR software. Having failed once, HRs don’t attempt to experiment with another software again. User experience should therefore be your top most priority in ensuring employee adoption of the software. I answered another question on how to identify most user friendly HR software, that should help you shortlist user friendly products.Security: Many businesses in India do not see security as a top criteria, but the new age businesses seriously care about security and privacy of their employee data. If you are serious about security, I have written in another question about safety concerns when selecting a payroll software.Cloud vs Desktop:This is no more a debate. All modern HR softwares are cloud based and this is the future. The desktop based software due to their inherent limitations cannot serve the needs of your employees on par with cloud based systems. While there are concerns about your employee information residing in third party servers, choosing a right vendor should alleviate this concern as well.Quality, not quantity of features: Most customers evaluate software products based on number of features & modules. In tune with that, almost every vendor boasts of a laundry list. What you should really be looking at is the depth and usefulness of each of the funtions.The HR suites that have entire hire-to-retire modules like performance management, learning & development, recruiting etc. all suffer from lack of depth of functionality in any of those features. The very fundamental building block such as Payroll is in fact signNowly lacking in depth in all of these suites of products.At Keka we chose to focus on core HR & Payroll activities first and have been actively refining these modules before jumping to develop new modules. Even basic modules such as Attendance Tracking got deeper attention. We are the only product in the world that support more than 120+ attendance devices along with GPS tracking for attendance. And not to mention the simple and beautiful UI for such a boring module.Demo & Trial: Nothing beats the experience of trying a software and getting a hang of it. Have a demo walkthrough of the softwares. Run a sample payroll and then imagine if that is the software you are going to spend time all day long at your job.Strong Tech Team: Often times this is overlooked, but it matters to know if the team building the product is technically competent enough. If you are looking for a product that is here to stay for years with constant upgrades, you’ll need a strong tech team backing it.Most HR-Payroll software vendors really struggle to hire and retain top tech talent for many reasons. Hence their product update cycles are slow and sometimes years behind causing them to get out dated fast. Most traditional products backed by non-technology founders coming from HR and Payroll functions in particular seem to have this problem. Good programmers prefer to work with good Tech founders than work for a HR/Payroll services firm.About our product Keka: Having launched just 6 months ago, our product Keka is the youngest of all HR and Payroll products in the market and yet the fast growing product consistently being chosen as the preferred platform by top tier companies. Here are few examples.One of the top 5 HR services companies in India evaluated 18 products in the market and selected Keka as their preferred HR & Payroll platform to service their customers. They have 1 lakh+ employees on their payrolls.India’s top tax filing startup chose Keka as their preferred HR software, after having used and evaluated many other HR platforms.I am not claiming we are a perfect product, but we are the on the right track if we have to believe what our customers say. Give it a try.

It's quite simple. From​ the time you quit your employer/company, wait for a period of 60 days post your last working day. Then go to your previous​ company, meet the HR/personnel in charge for PF/EPF queries. They give you a form 19 & other forms to fill for claiming your PF. They might even give you​ a reference copy of the PF forms for you reference.And now comes the twist! You're supposed to have an UAN number which is in your payslips. The very first thing you gotta do is register your UAN in the EPFO website/UAN portal. That's how you can take a print out of the UAN card. It's a mandatory document submitted along with the forms I've mentioned.Here's the website link:Member HomeClick on to this link & first register into this UAN portal. Don't worry, it's optimized for mobile. Just open it in Google chrome from your smartphone.After registering you'll find an option called download UAN card. And that's its, your UAN card is ready for print out.Documents required for filling PF apart from the form 19 and other forms are listed below:Photo copy of aadhar cardPAN card copyUAN card copyBank statements (recent 30 days)Cancelled cheque (not mandatory) but if in case, u might need it.All these docs mentioned above needs to be signed by you.Do carry your paystubs/payslips for reference regarding the PF number and UAN number. Do remember that your UAN number, bank account number & PF number is in the payslips and you need not break your head regarding this.I hope this helps. After submission, it might take around 20 working days for your PF to credit into your salary account/previous company salary account.Things get faster​ when your ex-employer submits it to the PF office. The time it signNowes the PF office, you get a message or an email in your mobile stating that your PF form has been submitted to the PF office. It hardly takes a week to receive your PF amount in to your salary account when your form has been submitted to the PF office.Cheers!

Legal action? I’m not sure I’d go there. From experience, going the legal route for anything is usually more valuable as a “threat” than a viable choice. When you follow through, being “right” is not enough to win a case.Back to your issue, you don’t need an experience letter. If you were employed, there’s proof you were there in your tax and payment history. If you were a paid intern, the same applies. If you were unpaid, then the letter is important, but there could be reasons they don’t want to write the letter.They may have not paid you, and yet were legally required to pay you (for some reason). Your relationship may not have ended appropriately, and therefore they have some liability they are trying to cover. They may not have liked your work, and don’t want you associating yourself with them. Painful, but possible.In short, you have to consider what you’re looking for. Do you want a letter of reference, or proof that you participated in something and gained experience from it? Most future employers are less concerned about “proving” that you sat at a desk in a specific office, but they want to know what impact that position had on you. If I have proof that I worked on project X for company Y, does that mean I’m better or did more than someone else? No…it means I was present…little more.It’s more valuable to have a letter of reference, from individuals that you’ve worked with, that can adequately define your skill level, passion, and ability to learn, to a future employer.If no one is willing to provide you with that, I wouldn’t go after them…I would look at myself and wonder why that is. A letter of recommendation is something most people would be happy to write. If you haven’t made a good impression on your teachers, professors, or previous employers, to the point where they are willing to associate their name with yours, that’s not something that’s going to improve without some change on your part……and it’s definitely not something that will get worked out in court.

Here are 6 essential features that any payroll software should have:Payroll ProcessingMost of the payroll software offers the Integration capabilities such as linking the system to leave applications, timekeeping, overtime pay rates etc. This saves the payroll processing time to manually input the necessary payroll information.Direct Bank DisbursementA direct bank disbursement is likely to resonate well with both your HR department and employees. By disbursing monthly salary payments directly into employees’ bank account, it saves your company time and money from having to issue paper cheques.Tax Calculations and FilingPayroll software takes the tedious paperwork out of taxes computation and filing. With automated calculations, it reduces the risk of human calculation error; automated filing ensures that your company and employees’ taxes are filed on time. This can prevent the company from incurring penalties due to late submission.Payroll CompliancePayroll compliance system has to be in place to prevent data leak or loss of critical payroll records and employees’ personal information.Employee Self-ServiceWith Employee Self Service, Employees can log in to view their own payroll history or fill in their time attendance – all of which would then be recorded in the system for seamless salary calculations at the end of the month.Accounting IntegrationAccounting integration in payroll software helps you easily post payroll entries to your general ledger in just seconds.Eilisys based in Pune, India help you processing your payroll and HR function smoothly with their Ascent Payroll Software.