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Is HR still a paper-intensive division with little scope for innovation? Is its role still limited to tasks pertaining to recruitment, dismissals, and administering of company policies? Has it moved beyond the administrative burdens of legal compliance and employee information management to a more strategic role in the business?


The recent years have seen HR evolve into a technology-driven profession. Does that change the way we look at HR skills as known to us traditionally? It doesn’t. However, it does indicate a sharpening of that knowledge with an ability to harness proficiency and information through smart use of technology.


Intelligent automation, data visualization, and smart analytics are gradually changing the traditional function of HR and empowering them to shift gears for a more strategic role that is equipped to focus on talent retention, employee engagement, and nurturing of future organizational leaders.

 

T3 Workforce solutions are envisioned to streamline HR processes, bust silos, and enable access to information in a way that reduces manual intervention, enhances process consistency, and promotes a unified company culture.

 

T3 helps companies utilize people-focussed automation and self-service features to efficiently manage repetitive HR tasks and register time-savings of up to:

  • 90% in contract generation

  • 80% in leave management

  • 75% in timesheet management

  • 90% in timesheet generation

  • 75% in onboarding

It comes as no surprise then that even smaller businesses today are making tiny, digestible changes to allow data to help them unlock actionable insights to better align their workforce performance with their business goals. If this isn’t evidence of HR gradually transforming from its role as a facilitator to a partner in a company’s growth strategy, what is?


[Is your company ready for an HRIS? Do you feel stuck with an HR system that’s proving to be overwhelming for your use? Watch this space for our next post on how to choose the right HRIS solution. Explore T3 Workforce and find the best solution for your company’s HR needs.]


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Updated: 4 days ago



Addressing burnout and high employee turnover is a serious concern for companies today. With industries across the world sharpening their approach to engender loyalty and retention, organizations are relying heavily on strategic onboarding and periodic pulse checks to improve employee experience. However, there is one checkpoint – capable of providing evidential proof of the real employee pain points – that most companies continue to overlook. We are referring to the exit stage that can provide crucial clues on why certain teams demonstrate low vibration and energy, why a workplace could be heading towards mediocrity, or why there could be an urgent need for realignment in leadership to regulate job fatigue.


Enable employees to steer clear of job exhaustion


T3 Workforce harnesses the power of psychometric assessments to help organizations build countermeasures against undetected employee burnout and occupational stress that may eventually lead to employee churn. This becomes extremely crucial in the wake of unprecedented phenomena like ‘The Great Resignation of 2021' where many organizations are still grappling with the aftermath of inevitable Covid-19 workforce realignments, mass layoffs, and closures. The uncertainty hhad a ripple effect on resources with voluntary resignation rates reaching a record high that year – reflective of burnout, search for more stable careers, pent-up job frustrations besides pandemic-induced duress.


 

Aimed at helping organizations derive meaningful insights from the exit process, the T3 Exit and Attrition Control solution allows configurable dashboards to give a straightforward account of a company’s prevailing culture.

 

The solution is designed to facilitate organizations to create work environments that enable employees to steer clear of job exhaustion and align their career aspirations with their organization’s vision.


Boost retention by harnessing unfiltered exit feedback


T3 acknowledges that the exit feedback stage should never be the first conversation that an organization has with an employee. In fact, the company endorses smart onboarding solutions to minimize new hire awkwardness and facilitate team cohesion. The adaptable features of the platform can also be explored by organizations to periodically obtain predictive indications on employee engagement and job satisfaction levels before attrition occurs. However, the dedicated burnout and attrition control module keeps the spotlight on investigating inputs derived from honest, unfiltered exit feedback and refining it further through psychometric assessment to boost retention.


The T3 offboarding module


Like the T3 onboarding solution, its offboarding solution too comes with a configurable self-service dashboard equipped to seamlessly manage exit checklists, handover proceedings, clearances, exit interviews, outstanding leave adjustments, final settlement, and superannuation formalities.

 

The solution can provide tangible indications on workplace burnout and attrition patterns that may be injuring a company’s work culture.

 

Organizations can use this information to draw valuable insights on the pulse of teams operating within different departments across locations, under different leadership styles.


Leverage psychometric analysis to drive your retention efforts


The psychometric tests assign individual scores to the confidential responses of departing/ exiting employees. Multi-criteria questionnaires are configurable based on the rationale for such assessments; and can cover a range of dimensions including suitability of job environment, workplace relationships, fairness in task distribution/workload, quality of leadership, human biases, execution barriers, work-life balance, reward and recognition, employee well-being, scope of growth, training and development, and so on.

 

Adhering to a high level of information security and anonymity of respondent data, the solution seeks to:

  • make the offboarding process uncomplicated and swift;

  • demonstrate an organization’s commitment towards building effective employer-employee relationships; and

  • assure departing / exiting employees that their opinion is valued and remedial measures are in the works.

 

Meanwhile, predictive analysis based on psychometric assessments can provide organizations with evidence-based actionable insights, enabling them to address attrition-related pain points, enhance employee engagement, preserve networking possibilities, and create a lasting positive impression. A sharper, smarter approach like this towards exit and attrition control can not only earn them the good word of former employees but also create a strong employer brand that job-seekers would love to work for.


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Updated: Apr 28




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