Orange HR Solution at HR Expo 2016

Jakarta, December 9, 2016 - Orange HR Solution attended exhibition held by Intipesan at the Jakarta Convention Center on 7-8 December 2016. HR EXPO is a showcase summit for HR Practitioners Indonesia held annually in December. This event became the center of the development of human resources management knowledge in Indonesia, so it has a positive contribution to the development of human resource management practices in Indonesia.Activities are held at HR Expo includes seminars on the issue - the actual issues surrounding the Human Resources and Exhibition for services and goods related to the HR industry such as; HR Consultant, Training Providers, Educational Book Publishing HR and so on.Orange as HR solutions must always provide solutions tailored to the needs of HR and problems faced. For example, by supplying applications that can be used by employees.

Ten HR Trends in 2017

The growing popularity of social media and the use of technology are causing businesses to redefine the role Human Resources plays in companies around the world. Between 2016 and 2017, the job market will continue to improve causing both job seekers and employees to have more leverage, which will cause salaries to increase and employers to invest more job advertising, staffing firms and employee benefits.You will see an emergence of HR practitioners with new skills, including people analytics, Internet marketing, branding and knowledge on new technologies like virtual reality and wearables.These trends have all impacted how companies recruit, retain, train and structure their workforce for the future. According to Dan Schawbel, Forbes, the top workplace trends for 2017 include:Companies focus on improving their candidate and employee experiences. Companies have always created marketing experiences for customers, and prospects, in order to delight them, increase loyalty and grow their revenues. Next year, you will see the walls come down between your HR, marketing, and customer service departments in order to develop experiences for both candidates and employees.The blended workforce is on the rise. In the past five years, the gig economy has become a major trend impacting the global workforce and has created a new kind of diversity, with full-time permanent employees working side-by-side with freelancers.Annual performance reviews evolve into more continuous reviews. One of the biggest discussions in HR circles is performance reviews, how to transform them and implement something new that serves both managers and employees. Professionals today desire instant feedback, a behavior they've adopted from the instant gratification they receive on social networks like Twitter and Facebook.Millennials meet Generation Z in the workplace. 2016 marks the first year that gen Z is in the workplace, while a third of millennials are in management roles, some of whom have direct reports. 2017 will mark the first full year that gen Z will be settled into the workplace, with a new outlook on business, new demands and widening the technology gap even more between younger and older workers.Augmented and virtual reality revolutionizes recruiting and training. While there has been a lot of hype around new forms of reality in 2016, companies are going to take it a lot more serious in 2017 as new equipment, programs and use cases surface. Virtual reality hardware revenue is set to reach over eight billion in the next two years and the amount of money invested will be over four hundred million with 25 million users by that time.The war for talent heats up as the employer and employee contract continues to evolve. Through hardware, including smartphones and wearables, and social networking sites, talent is more freely available and talent has more opportunities to choose from. With all of this competition for talent, an entire 90% of employers anticipate more competition for talent, especially in emerging markets such as India, North America, and Asia. This is why you will see an even greater emphasis on the employee experience in 2017 because companies are being forced to focus more on corporate culture and values than pay in order to retain employees.Organizations restructure to focus on team over individual performance. One of the fascinating trends, despite the rise of the gig economy, is the emphasis on teamwork regardless of the employment situation, industry or politics in a company. While individuals have their own career agenda, companies are now structured with teams because high performing teams will enable them to compete for the future.Workplace wellness and well-being become critical employee benefits for attracting top talent. Companies are using wellness programs to lower absenteeism, attract talent, and save on healthcare costs, while employees have become more health conscious in the past several years.Companies get creative with their employee benefits packages and perks. Fair compensation is most important to all age groups, genders and ethnicities almost unanimously around the world based on several studies that I've conducted over the years. Once you get past pay, then the two most important employee benefits are health care coverage and work flexibility, a benefit that wasn't mainstream a decade ago but is today because of the sheer demands of work and our "always on"society.Office attire and workplace culture become more casual. In 2017, you will see a continuation of this trend, with more employees demanding to drop their suits and ties in exchange for jeans and shirts.​​Source here

10 Disruptive HR Technology Trends for 2016

The transformational changes taking place across the HR technology landscape have the potential to provide CIOs with better tools for managing the people side of their IT organizations.Imagine a human resources application that runs on employees' smartphones, recommends nearby people with whom they can network, helps to boost their productivity by evaluating their time management, offers suggestions for improving work-life balance, and provides targeted, on-the-job training. It may even share exercise and healthy eating tips when and where employees need them.This scenario illustrates the consumer-focused direction of HR technology, one that centers on employee productivity and engagement. Given the strides vendors are making to provide those capabilities, they may become reality for large enterprises sooner than many executives think, according to a new report from Bersin by Deloitte, "HR Technology for 2016: 10 Big Disruptions Ahead".Indeed, HR technology providers are increasingly designing applications for employees first, to enable workers to learn and develop, collaborate, share feedback, steer their careers, and even manage other people more effectively. The trend reflects a major shift from a decade ago, when vendors designed HR systems primarily to streamline HR administration, improve record-keeping, and help redesign HR processes. Today, digital technologies are transforming nearly every aspect of HR, from sourcing and recruiting to talent and performance management.The current wave of technology-led HR transformation has two primary implications for CIOs. One, it offers a range of potentially promising new tools to help IT leaders better manage and engage the talent inside their organizations. Two, it creates opportunities for increased HR-IT partnership as HR leaders seek vendor selection and technology integration advice from CIOs.In addition to technology aimed at engaging employees, several other trends are likely to influence CIOs' and CHROs' purchasing decisions:Mobile emerges as a new HR technology platform. With smartphone use surging and employees across a range of functions seeking access to corporate applications via their mobile devices, companies are scrambling to adapt their HR systems accordingly. In some cases, they may create their own apps-pared-down versions of enterprise software that offer users streamlined access to basic HR functionality, such as submitting time sheets or expense reports. In cases where companies are ready to replace existing HR systems, they may look for vendors that offer mobile apps as part of their core services. Regardless of whether companies build or buy, delivering HR functionality via mobile platforms requires companies to consider the different features, mechanics, and user dynamics associated with mobile devices.ERP vendors catch up as credible talent management providers. A decade ago, the talent management market was dominated by best-of-breed providers selling licensed software. Recruiting, learning, and performance management tools were sold as separate products, forcing companies to stitch those systems together and integrate them with their ERP systems. Then ERP vendors began acquiring these smaller companies and weaving specialized talent management products into their broader suites. As a result, many ERP vendors now provide end-to-end talent management solutions that meet the requirements of large, complex organizations."Built for the cloud" technology providers redefine HR functions. Even as ERP providers expand their HR product lines, a "third wave" of vendors is emerging with cloud-based talent solutions that are user-friendly, inexpensive to buy, and built for mobile devices from the start. These new vendors target a range of core HR activities, including payroll, recruiting, learning, and employee engagement.New software categories include feedback, engagement, and culture management. Companies have grown increasingly concerned about low levels of employee engagement. In response, a plethora of software vendors have popped up that provide new tools for soliciting real-time employee feedback, assessing culture, monitoring engagement, and managing employee performance and goals. These tools allow organizations to more promptly uncover and respond to employees' issues, needs, and suggestions.Performance and goal management are reinvented with feedback and check-ins. Dozens of large companies that have replaced traditional, year-end performance management practices with more agile, real-time, and feedback-driven approaches have found their existing performance management software doesn't support their new processes. Startups see an opportunity to fill this gap but, to date, they have yet to build into their products many of the features that large companies typically want, such as reviews and ratings. As a result, companies may have trouble finding the appropriate tools to support a performance management redesign.Startups move to integrate learning content from disparate sources. The growing need for training has created tremendous demand for easy-to-use, Web-based professional development content. Companies are increasingly offering online training from a range of sources and platforms, but the challenge many now face is bringing this content together to create an integrated learning experience for employees. As with the areas of performance, engagement, and culture management, small vendors are stepping in to address this need.The field of predictive analytics continues to grow. Predictive analytics is likely to become one of the most important features in HR technology platforms over the next several years. Even though many HR organizations have been slow to adopt people analytics, a wide variety of vendors offer impressive capabilities in that area, including the ability to identify "toxic" employees, recommend training, predict attrition and unplanned absences, and highlight the promotions and transfers most likely to produce high-performing employees.Cloud computing hasn't dampened demand for technology services. While cloud-based software is generally easier than on-premise systems to implement and maintain, it still requires significant effort to roll out. Bersin's research shows organizations that purchase new cloud-based HR systems experience many unexpected challenges during the transition: New systems have to be "harmonized" with existing processes, integrated with existing systems, and introduced to users with vast amounts of training and communication. To ease the switch from on-premise to cloud, select HR vendors that offer high levels of service, products with open-programming interfaces, and industry-specific experience.HR technology innovation brings employee engagement to the fore. The HR technology landscape is changing more rapidly than ever. As CIOs and HR leaders look to upgrade and replace existing HR systems, they should consider vendors and tools that offer consumer-like experiences, mobile capabilities, and predictive analytics-and allow employees to test them for ease of use, not just for features and workflow. The number of employees using HR tools and the duration and frequency of their usage will become important measures of engagement and effectiveness.Source: http://deloitte.wsj.com

Orange Sponsorship The 3rd Jobstreet.com Career Congress

Jakarta, October 6, 2016 - OrangE as an HR solution participates as sponsorship in The 3rd Jobstreet.com Career Congress with the theme of Millennial Generation, Dilemmas, and Solutions Work For Them.Millennial generation (Gen-Y) is a generation born in the span of the early 1980s until 2000. Millennial behavior as follows: multitasker, tech-savvy, collaborator / cocreator, social, adventurer, transparent, work-life balance.Gen Y, aka Millennials, live in an era that is more democratic and decentralized, making them feel they have autonomy over their lives. Millennials live with curtailing freedom of expression and open-mindedness that sometimes regardless of the thoughts or opinions of others, in addition to the culture of instant increase the level of no-show when the interview session.What other problems that may occur because of these cultural differences in the world of work?At the 3rd Jobstreet.com career congress, OrangE as an HR Solution gives a presentation and discuss to find solutions for the problem with our HR Consultant.

Crafting A Better HR Technology Contract

In an ideal world, there would be no need for contracts between HR and it's IT providers because each party could be counted on to meet the other side's expectations. But agreements are written to govern the imperfect world in which we live and work. To that end, here are steps HR professionals can take to reduce risks to their organizations and secure recompense if the vendor's promises aren't realized.Be Clear and PreciseHRIS leaders should take a proactive negotiating stance to ensure that tech providers are held accountable for performance after a new system is purchased. Although many vendors maintain that the boilerplate contracts they use can't be modified because those contracts have been meticulously constructed by attorneys, experts say there is usually leeway to insert addendums and other languages.One of the biggest areas of contention can be service-level agreements (SLAs), which detail how vendors will manage client accounts after the technology is deployed. Negotiating a good SLA with software-as-a-service vendors is particularly important, given the challenge of identifying the root cause of performance breakdowns in more complicated cloud environments.Set ExpectationsA vendor's failure to meet requirements spelled out in the agreement should result in actions that compensate the client for its losses. These penalties should be clearly stated. If a cloud provider doesn't meet its obligation to ensure an agreed-upon 99.5 percent of a monthly system "uptime". Uptime is the time a system is operational and available and is a measure of reliability. Credits are typically applied as a percentage discount against future monthly service fees.Assess SecurityGiven that cloud vendors will have control over your sensitive HR data, it's crucial that contracts address how information will be protected in storage and in transit. HR should also verify that a provider has adequate insurance in the event one of its employees causes a data breach.Iron Out ImplementationWhether they are addressed in the contract or not, system implementation issues need to be ironed out in the negotiating stage. The stakes for HR during this period are high, given that the seamlessness, or lack thereof, of the system implementation, has a big impact on user adoption, which is a key measure of a new technology's success.Anticipated Staffing ChangesHaving the right vendor personnel assigned to your account is key to a successful relationship. But the customer doesn't always have the ability to choose the staff assigned to its project. It's not unusual for senior personnel to shepherd the start of a system implementation, for example, only to delegate the rest of it to less-experienced junior staff as the process unfolds. That's why some HRIS leaders insist on a contractual clause that gives them the right to preapprove vendor staff assigned to their projects.Have an Exit PlanMake sure to consider what your "tipping point" is for exiting a contract, whether it is one major issue such as a data breach that is the fault of the vendor or a series of small problems that aren't resolved.

Indonesia's Best Companies to Work for in Asia

Jakarta, April 8, 2016 - PT Lautan Luas Tbk, as our head company have won the award in the event HR Asia in 2016. This award is given to PT Lautan Luas Tbk as one of the best companies to work for in Asia.Winners of the award are selected from 138 nominees among 20 industries, based on a proprietary survey that assesses the company's working environment, HR practices, employee engagement and the resulting job satisfaction.Survey participants were asked affirmative statements about their employers, and either agree or disagree with each of the statements. Based on these answers across the survey, the top 3 areas that employees in Hong Kong agree about their jobs are:The Need to Meet and Exceed Customer ExpectationsTaking Pride in the OrganisationKnowing What is Expected of the Employee at WorkOn the other hand, the 3 areas that score the lowest in the survey (i.e. the ones which the employees feel their companies can improve on) are:Receiving Recognition for Doing Good WorkConfidence in Senior ManagementEmployee RetentionAs a subsidiary, PT Strategic Partner Solution proud and make this award as an inspiration for good employers.HR Asia is Asia's most authoritative publications for HR professionals and the awards covers 12 markets across Asia.Source here

Creating Your HR Technology Strategy

Changing employee expectations, new technologies, increasing globalisation and a need for agility in the face of a turbulent business environment mean that tomorrow's workplace will be barely recognisable from today. HR will need to respond accordingly.The impact and use of technology in the Human Resource function has seen a rise in importance as HR leaders are becoming a valuable part of strategic senior leadership. Once viewed as a cost center part of the business, organizations are now including HR as part of key decision making. Technology is enabling HR leaders to create a true business case for what they bring to the table and to manage their people more effectively.To be truly valuable to the business, HR data should be combined with business performance data to generate trends and correlations that push towards the "why" rather than the "what". Historically, IT has had access to business data and HR relied on them to create workforce reports. But as HR technology has advanced, workforce analytics tools have become increasingly easy to use. These tools deliver actionable insights about the flow of talent into, through and out of organizations over time, to help organizations make informed decisions about how to better manage its people and evolve its culture.Cloud-based learning, collaboration and performance management are among the HR technology trends 2016 that are conspiring to put more control over HR processes in the hands of employees and managers, according to a new report released at the HR Technology Conference & Exposition at Las Vegas October 20152016 Trend HR Technology understand two things:How organizations use HR technologyHow HR technologies impact organizational performanceHR departments are often seen as a non-value adding cost-center function within a business. But, among many other things as finding and attracting talent is a value add that has direct bottom line implications. Developing people increases retention, reduces expense and makes the company more responsiveIn a thriving job market and with the social work habits of millennials, job hopping is on the increase. Shorter stints in a company are becoming the rule, especially compared to the "lifer" mentality of the baby boomers. With talent acquisition being extremely costly for organizations, HR departments are deeply concerned with ways to retain their workforce longer. Succession plans are required to manage the consequences of shortened job. Companies require a strategic plan for employee talent and development cultivates internal talent to meet evolving company needs. Leveraging HR technologies to accomplish these needs is an important part of the overall strategy. The correct system gathers data to create insights.A successful employee engagement strategy involves technology with an intuitive user experience. The younger workforce has an expectation for user friendly technologies and is often resistant to antiquated HR systems. With the correct execution of HR technologies, HR leaders can work to accomplish the following for their workforceTackling core HR processes effectively is a paramount to success. Paying those currently on staff and ensuring that benefits, maternity, permits to work, taxation, employment laws and all the basics are in perfect shape must be in order first before HR can worry about other areas of development. Organizations are nervous to rely on technology only as this area carries much variation with individual regulatory concerns, qualifications for different types of employees, work schedules: full time, part time, seasonal, etc.But technology can also allow organizations to quickly achieve what they need to in these important areas, so that HR professionals can concentrate on more strategic, value adding tasks:Managing multiple payroll structures in one systemTrusting vendors to ensure employment regulations & compliance requirements are met and consistently updatedManaging employee benefits and creating ongoing review processesProviding an employee self-service to review and change personal informationEffective training and learning begins in the onboarding process and extends throughout the employee's life with the company. The more knowledge and learning, the greater the value add. The best use of learning technology is to develop the team in increasingly effective and efficient ways.The HR function is broad and requires many unique bits of functionality in order to achieve operational requirements. Successful HR Technology implementations depend on the interface and integration of a variety of technologies. Each individual HR setting requires a unique set of technologies based on the organization's priorities.For this reason, the most effective HR Technology problem solving begins with a clarifying view of the problem followed by an agnostic investigation of possible technology solutionsEmployees now want access to the same tools HR has-and they expect those tools to be simple, effective and even enjoyable, just like consumer technologie. When technology is more social, mobile and accessible, employees are more engaged, productive and fulfilled-which results in a positive impact on the bottom line.The correct systems can create an HR environment where the technology frees up HR leaders' time to focus on the needs of the organization and become a strategic part of the business. HR Leaders want technologies that help them execute their strategies. Instead, they are often pointed to HR Technologies that require adjustments to the strategy. A key component of a successful software selection and implementation process is understanding what the business needs and designing the strategy first.

10th Indonesia HR Expo

Jakarta, December 11, 2015 - PT Strategic Partner Solution attended the 10th Indonesia HR Expo at the Jakarta Convention Center (JCC) by brought its HR solution that is ORANGE. The event was attended by more than 600 participants both from within the countries and abroad as an exhibitor and seminar participants. ORANGE is following events of HR Expo Indonesia from year to year to see the latest trends regarding human resources as well as to introduce more ORANGE itself.To attract visitors, ORANGE provided a comfortable booth to do consultation and did not forget to give souvenirs from ORANGE for expo's participants who was attended the booth and knew ORANGE. Indonesia is expected to follow the HR Expo, ORANGE might be the top of mind human resources applications.