Posted: October 4th, 2022

Happy HR

Happy HR

Table of contents
Synopsis
Application……………………………………………………………………………. 1
Demo…………………………………………………………………………………….2
Pricing……………………………………………………………………………………3
Payroll……………………………………………………………………………………4
Security…………………………………………………………………………………..5
Benefits and opportunities………………………………………………………………6

Synopsis
Happy HR is a human resource app that is used to improve the overall management tasks in the HR department. The application organizes the management of employee data and administrative tasks. The primary function of the app is employee management of the whole life cycle by the click of a button. The core functions of the app include onboarding, recruitment and candidate management, employee self-service, employee management, performance and leave management, employee self-service, employee documents expiry reminder, training and development, probationary meetings, disciplinary processes, grievance management and 360 surveys. With Happy HR, human resource tasks are centralized to improve efficiency. The management tools have a notification bell for alerts and up to date occurrences. Other tools that are applied in managing the tasks are contract and policy compliance, workplace and health safety, procedural documents, organizational charts, reporting, cloud-based services, in-app messaging and user access level (Gupta et al.,2019). Happy HR allows employee and applicant data records to get recorded and stored in one central location for easy access.by all team members. The apps features and tools make it easier to overview the personnel profiles; thus, the managers can keep tabs of the performance reviews (Masum,2018).
Happy HR is designed to improve workforce management with features such as contract and asset management, integrations and payrolls, checks, awards, and recognition. Happy HR offers the tools that a company needs to take care of the whole employee life cycle. The app is created to manage employees, thus helping employees take care of people. The system is a consultancy service that helps organizations save time, improve their capabilities, and save money while putting people’s well-being first. Focusing on employee management is always intended to hire the right talent (Wang,2016). Efficient employee management informs the company of the matches it requires to progress for various job positions. Happy HR is a tool that automates the processes, thus allowing the company to keep up with the events that can lead to professional leads (kearns ,2012).
Happy HR offers a robust solution that aligns with corporate goals and culture. The present features find answers in the company related documents such as safety guides, employee handbooks, and related documents (Lengnick and Moritz,2003). Features like performance management ensure the company’ goals, objectives, reviews, feedback, and ratings are located in one portal for streaming purposes. Happy HR is the best tool for the proper evaluation process of productivity that ensures collaborations. The app is an open communication platform that allows transparency between staff members. Employers can easily communicate and share the goals with other employees, thus ensuring that their objectives fit into the objectives of the organization (Nagendra and Deshpande,2014). Happy HR is an app that provides an organized system in the workplace. Managers can monitor employee’s goals and accomplishments in a single place while gauging the performances in real-time.
Application
Demo
The design process has a 45-60 minutes demo that allows the user to access certain modules. The demo is designed to provide all the information needed when making decisions for the business. After using the demo, the user can proceed for the registration and booking with one of the HR consultants’ expert to begin using the platform. Also, the interested users can access the detailed needs analysis with the suggested plan options.
Pricing
The pricing is divided into plans that can be paid in 12 to24 months. The yearly contract costs seven dollars, and it can include a minimum of 10 employees with fifteen minutes of HR support per month from qualified professionals. Subscribing to the yearly plan allows access to the entire HR platform, training webinars, and blogs. Plan two has a 12-month contract plus an account set up and HR consultation services. The plan requires a minimum of ten employees and a maximum of ten position descriptions. Plan three costs five dollars per employee and month. The platform also offers 15 minutes of HR support from qualified professionals (Paré and Tremblay,2007). The 24-month plan allows access to the entire HR platform. Plan 4 is similar to plan 3 but the difference is that plan 4 offers account setups and HR consultations. Plan 5 is a 24-month plan with an HR healthcare plan that costs 15 dollars per month.
Payroll
The payroll packages offer 4 dollars and 6 dollars GST per employee per month. The 4 dollar package provides a flexible payroll, employee self-service, comprehensive reporting, ATO electronic elements, and super quarterly processing. The 6 dollar package is a Happy HR payroll plus that comes with all payroll standards, payroll conditions engine, and comprehensive reporting, roistering, time and attendance kiosk. The features of the system include the employee management tools such as recruitment, onboarding, employee self-service, employee performance management, training, disciplinary and probation tools, training, and development. The HR management has notification tools, organizational charts, and contract and policy appliance in-app messaging.
Security
Happy HR takes security very seriously; thus, the platform runs on AWS technology, which is backed up by uptime service level agreement. The user can access the data whenever necessary as the information is maintained at all times. Happy HR stores data in the AWS cloud server that is highly secure. The storage system protects the data even when the user happens to lose their computer. The clients own the personal data and information, and Happy HR cannot access it unless under permission from the user. The platform undertakes stringent audit processes that ensure the system runs as it should; therefore, Happy HR is a secure site daily. Happy HR has firewalls that restrict access, thus protecting the data from unauthorized access. The servers are only available to the Happy HR engineers and developers that are responsible for the audit processes. Also, the platform has SSL encryption that guarantees full-page security (Groe, Pyle, and Jamrog,2016). The payment options such as the credit card are protected by EWAY, which does not store any credit card information. The Happy HR staff is trained to act in line with the Privacy Act, and the staffs are police checked to ensure adequate security.
Benefits and opportunities
Happy HR offers optimal performance opportunities for companies and organizations. A productive and happy workforce is fostered by effective and timely performance management. Ensuring employees stick to their goals through tracking their performance and collecting feedback is not an easy task (Werbach and Hunter, 2012). Happy HR offers the necessary assistance needed for the process hence increasing the performance of the business. High performing business is essential for consistency that creates brand loyalty. For example, features like the 360-degree feedback optimize on the employee skills and performance, thus ensuring major profits in the company (Noe et al,2017). Feedback from managers, direct reports, peers, and external contacts is essential to measure the progress of the company. Happy HR cares for not only the human resource needs but also employee satisfaction. Employee’s needs are critical because their requirements vary; hence, Happy HR allows the managers to create personalized development plans that track employees satisfaction. The employees should experience the freedom of creating goals for themselves as long as they are in alignment with the organization goals. Happy HR entails such features that promote goal management (Adler,2003).
Business strategies can be implemented by efficient workforce management (Reeves and Haanaes.2015) The HR team is responsible for managing the day to day operations. Workforce management is essential to achieve the desired results. Happy HR entails tools that promote efficient work management through the automation of the employee features. Interaction with Happy HR allows the clients to get integrated with the easy to use accounting software. Xero streamlines the overlapping HR activities in one central place. The software eliminates data duplication and allows the following and information to get synced at the Xero HRIS.

References
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Adler, P. S. (2003). Making the HR outsourcing decision. MIT Sloan Management Review, 45(1), 53.
Lengnick, M. L., & Moritz, S. (2003). The impact of e-HR on the human resource management function. Journal of labor research, 24(3), 365-379.
Groe, G. M., Pyle, W., & Jamrog, J. J. (2016). Information technology and HR. People and Strategy, 19(1), 56.
Nagendra, A., & Deshpande, M. (2014). Human Resource Information Systems (HRIS) in HR planning and development in mid to large-sized organizations. Procedia-Social and Behavioral Sciences, 133, 61-67.
Paré, G., & Tremblay, M. (2007). The influence of high-involvement human resources practices, procedural justice, organizational commitment, and citizenship behaviors on information technology professionals’ turnover intentions. Group & Organization Management, 32(3), 326-357.
Masum, A. K. M., Beh, L. S., Azad, M. A. K., & Hoque, K. (2018). Intelligent human resource information system (i-HRIS): a holistic decision support framework for HR excellence. Int. Arab J. Inf. Technol., 15(1), 121-130.
Wang, S. (2016). Enterprise Management and Performance Evaluation of E-business in SMEs: Based on Human Resource Management Perspective. International Journal of u-and e-Service, Science and Technology, 1(1), 10.
Gupta, M., Pandey, J., Gaur, J., & Vohra, N. (2019). Preface to Research on Role of Technology in Workforce Management. Australasian Journal of Information Systems, 23.
Reeves, M., & Haanaes, K. (2015). Your strategy needs a strategy: How to choose and execute the right approach. Harvard Business Review Press.
Werbach, K., & Hunter, D. (2012). For the win: How game thinking can revolutionize your business. Wharton Digital Press.
Kearns, P. (2012). HR strategy: business focused individually centred. Routledge.

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