Rajesh Tripathi

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...