What does make PrajjoHR different than other HR Tech companies?

 

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 focused on it from the day one. Mr Rajesh Tripathi, CEO Kenbox Technologies, has contributed immensely to it by providing a distinct direction.

 2.      Not able to understand business needs from HR

The first & foremost is that HR Tech companies failed to understand the need of business from HR. Once the ERP automation got completed, these companies picked the routine and administrative tasks of HR for automation without going deep that these routine tasks are not as critical as their objective understanding by the no-HR managers.

      The second challenge is that all these HR Tech companies did not understand that HR processes are not for HR professionals but all the other Business Managers who lack in basic understanding of HR and their prime objectives. These business managers are often the people who disown HRMSs, and they are right in their perspectives.

      PrajjoHR is the only company which worked on these aspects knowingly and consciously. This the reasons its CEO Rajesh Tripathi put R&D before mere blind automation.

 3.      Using technology as a "Quick Fix"

Many organizations view new HR technology as a solution to deeper cultural or management issues. This over-reliance overlooks the need for aligned company culture and effective leadership, leading to poor integration and missed objectives. Most of the organizations do not understand the requirements of functional managers who are the true HR leaders.

4.      Fragmented and Outdated Tools

A reliance on piecemeal systems that do not integrate well limits HR's ability to provide a seamless employee experience. These tools often lack scalability and cannot manage complex reporting or analytics, stalling HR from becoming a strategic function.

More importantly, all the tools offered to customers are crude automation that lacks defining objectivity.

PrajjoHR is the only HR Tech company which brought in solutions fulfilling the basic tenets of HR. Competency Framework Creator [CW Model] being the first copyrighted product well integrated with its another copyrighted product SGR [Performance Management System ]. Likewise, its LDS that is Learning & Development System, first of its kind in the market is well-tuned by AI and integrated with other copyrighted modules.

5.      Technical Barriers and IT Dependence

Many HR solutions are complex, requiring major IT involvement for deployment and maintenance. This increases costs and slows down adoption, keeping HR tied to old ways and reducing its strategic impact.

6.      Change Management and Adoption Issues

Even when technology is available and implemented, organizations often fail to transform their underlying processes or adapt work methods. Employees may not see improvements, and HR fails to step into a primary, impactful organizational role.

Every single HR process should be a part of Change management. Reason is that more than 99 percent people are from non-HR background and because of many reasons and myths they somehow made to feel HR is not for them; leading  to unrequired resistance.

Behavior change is another reason that need to be understood by HR Tech companies. Because of lack of standardization of HR processes, every time a non-HR professional moves to a different company, he/she has to encounter a new process for the same objective. This is making non-HR professionals doubting HR processes. Whimsical, unrequired distortion in HR processes, making the mass in an organization hating HR.

PrajjoHR in its pursuit is again working on standardization of HR processes with fulfilling inter linked HR & Business objectives and processes thereupon.

7.      Leadership Buy -In and Relevance 

If leadership does not see HR tech as solving genuine business problems or if HR systems are seen as tools that serve HR for compliance/admin rather than empower the business - HR remains operational instead of strategic.

PrajjoHR is determined to change this impression of business leaders about HR. Face change over requires meticulous working. PrajjoHR has already rolled out many HR Modules which are capable of calculating the value of contribution of HR to revenue and profit. Its different modules will for sure make HR stand with other Business Functions as a Primary function.

HR tech companies cannot make HR a primary function due to a mix of poor integration, lack of innovation, technical complexity, weak change management, and the persistent view of HR as an administrative cost center rather than a value driver. To change this, organizations need technology that truly solves business problems, integrates seamlessly, and fosters cultural transformation, rather than just managing records or automating routine tasks.

PrajjoHR as quoted above has strategically looked at all these challenges and has rolled out many products. It has plan to roll out more & more patented products regularly.

Comments

Post a Comment

Popular posts from this blog

Best Practices for Employer Branding

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...
Read more

EGO: Makes you fail, eventually!

Specific attributes or characteristics which differentiate a person with others and can make a person to be seen as a Talent and not others, are the building blocks for a person’s success or failure. Therefore, often referred to word ‘Talent’ means soft skills, nothing else. We may refer to it, in general parlance as an ‘attitude’ too. In corporate, you would find ‘Technical’ persons vehemently trying overlooking the importance of it. So much so that pressurizing a management crumble under the pressure. My belief here is that people know the importance of soft skills, but personal biases come their way to accept it. Simple reason, acceptance may devoid them of getting ‘vertical growths’ or more compensation without having required skills. Personal Interests!!! Personal interests to make companies fail. I mentioned about the ‘Talent’ in a different context in one of my previous blogs. Point there, I put forth was that there is no shortage of any talent except if managers do no...
Read more