Rajesh Tripathi

  Current HR Tech companies barring PrajjoHR struggling to contribute to make HR a true primary function within organizations due to several deeply rooted challenges, both technological and organizational. Primary Challenges are: 1.       Lack of True Innovation Most of the HR Tech companies have picked up routine HR processes for their automation without understanding the real HR challenges which start from the basic requirements – the first being proving a holistic Competency Framework, so that organizations can provide a basis to understand and align their businesses nature with the talent needs. Recent years saw many HR tech products focusing on consolidation or chasing trends such as AI, with most not delivering significant value or innovation. High switching costs and internal skepticism keep organizations from trying newer solutions that might better empower HR. PrajjoHR under the leadership of renowned HR & business professionals has foc...

  Misalignment to non-alignment of employees with the Purpose and Vison of Organizations, leads to confusion, disengagement, and resistance across teams. Organizations primarily fail to align all employees to their vision due mainly to following reasons: Unclear or Overly Abstract Vision If the vision is too vague, idealistic, or jargon-heavy, employees struggle to relate it to their roles. A vision like “becoming a global leader in innovation” sounds inspiring but lacks actionable clarity. Lack of Comprehensive Competency Framework Distorted Competency frameworks are one the main reasons of employee misalignment to non-alignment. There is no framework which considers different aspects of business to ensure it connect to employees’ daily actions and managerial decision making. No Link to Daily Work Employees need to see how their tasks contribute to the larger purpose. Without clear ...

Prajjo stands out in the HR software industry for its exceptional configurability, user-friendly design, and innovative features like the patented SGR framework for KRAs alignment, CW Model for Competency Framework Creation. Here’s a detailed breakdown of why Prajjo is considered one of the best in its class: Key Strengths of Prajjo 1.      All-in-One HRMS Platform Prajjo HR offers a comprehensive suite of tools for managing HR operations across small, medium, and large enterprises. It covers everything from recruitment and onboarding to performance management and payroll. 2.      Innovation [Patent Concept: SGR Framework ] Prajjo is the only HR CONSUL-TECH Company which offers innovated solutions to many age-old HR & Biz challenges. One of its most praised features is the SGR (Strategy, Goals & Review) framework, which helps organizations write quantifiable KRAs (Key Result Areas) and align them from top to bottom. This ens...

The contribution of Human Resources (HR) to measurable business Growth and Revenue, once considered an assumption, has now become a quantifiable reality through technological advancements embodied in Prajjo by Kenbox Technologies. 1. How Prajjo Quantifies HR Contribution Prajjo has pioneered a data-driven, integrated HR and business intelligence system that connects people operations directly with financial and organizational KPIs. It uses AI, machine learning, and predictive analytics across its 54 module suite to measure HR’s financial outcomes on business growth. 2. Key Mechanisms Driving Quantifiable Impact a. Human Capital Analytics Prajjo integrates HRMS data with business CRMs and accounting systems to identify correlations between workforce initiatives and revenue growth. For example, performance management data (via its SGR module) assists in linking goal achievement percentages to departmental revenue gains. b. Learning and Development ROI Through the LDS and LMS system...

Year after year, employees perform with the hope that the organizations will recognize their performance. On the other hand, organizations are constrained by the budget for salary increments that are allocated by management each year. The Human Resources (HR) in most organisations, often finds itself caught between the expectations of employees and the demands of management. Interestingly, the concept of the normal distribution curve is sometimes applied inappropriately or forcefully. Management may use a forced rating system to adjust employees' performance ratings, often overlooking individual contributions. In the worst cases, when forced ranking fails to yield the desired results, organizations may implement cost-cutting measures under the pretext of Normalization . Who suffers more: employees or organizations? While it may seem that employees bear the brunt, it is ultimately the organizations that suffer the most. The million-dollar question is: if both employees and org...

Amongst various trending topics in HR acreage “Employer Branding” tops the list. Employer branding is the progression of promoting a company (organization), as the employer of choice to a preferred target group whom a company needs and wants to recruit and then retain. The process of employer branding enables the company’s capability in attracting, recruiting and retaining employees (Talent) in hiring and helps to achieve company’s business objectives. Employer branding, moves in line with the growth of economy. In the Indian Job Outlook Survey 2012 conducted by TJinsite, research and knowledge arm of TimesJobs.com that recruiters have to push frontiers to construct brand attractiveness to make skilful talents contemplate on their employment opportunities. Employer Brand is the perception that emanates to the mind when someone hears about your company’s name; hence we can say that the business’s success is strongly associated with the perception of the stakeholders and applicants an...