The 10 best performing hr solution providers august 2017 | Insights Success

1. The way of business solutionsAugust 2017
www.insightssuccess.com

4. o matter wherever a person reaches, whatever the person
Ngets or enjoy, however, he/she is, the demand for more is
immortal, and it is never going to end. If one stops asking
for more, then, the person has apparently reached the ultimate
destination of mental power and is no less than a saint who is ready
to sacrifice each and everything in life. The most difficult job in the
world is to satisfy a human being. Whether be it an employer or an
employee, the satisfaction level for both remains too high to fulfill. It
is when the demand for Human Resource Solution Providers arises.
With the sudden ups and downs, economical crash, recession in the
world job market, it becomes an extremely burdensome task for
businesses to manage and take care of the human resource. If any
enterprise is less concerned about its workforce, the company can
hardly thrive in the industry for long. The Human Resource
Management companies are providing services all across the globe
to maintain a highly balanced bridge between an employer and their
employees. It acts as the pathway between a talent and it’s perfect
destination.
With the change in the industry, the workload for HR solution
providing companies are rising in a rapid rate. The workplace, the
work pattern and the mentality of the hirers and workers are
changing, hence, the job role of Human Resource Solution Providing
Companies are also transforming. The current scenario suggests that
the companies are using certain strategies to hold on their employees
like focusing more on improving their candidate and employee
working experience, continuously reviewing and evaluating their
talents to help them develop themselves, introducing more
technological equipment to reduce the gap between different
generation of employees, introducing beneficial schemes and perks
for the employees and various other methods to maintain human
resource efficiently. Every HR Solution Provider is evolving and
finding innovative ways to satisfy both sides of the coin and each of
their techniques and strategies vary from the other.
Editorial
SearchforSatisfaction
EndswithStrategic
HRManagement
Rajarshi Chatterjee

5. www.inonic.com

6. C O N T E N T S
Redening Human Resources
with Evolving Technological Trends
22
CXOSTANDPOINT
C O V E R S T O R Y
Zoho Corporation:
THE Operating System for Business
Path to Success:
How Can Empathy Lead
One to the Way of Success?
36
A r t i c l e s
Strategy Talk:
Harnessing the Potential of
Strategic Human Resource
Management to Achieve
Organizational Success
20
Editor’s Opinion:
Re-Invent the Fundamentals
of Human Resource
Management
30
08

7. All Aces Promotional Stang Inc.:
Satisfying Clients with Best-in-class
Event Stang Solutions
Hrsoft:
Providing A Complete Compensation
Solution for Employers
AMN Healthcare:
Delivering Better Patient Experience For Decades
Bonfyre:
Improving Workforce Engagement and
Driving Culturally Enriched Workplaces
Jumpstart:HR:
Helping Businesses Run Efciently

8. ,
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Corporate Ofces:
August, 2017
Database Management Steve
Technology Consultant Vishal More
Circulation Manager Robert
Research Analyst Jennifer
David, Joseph,
John, Mary
Editor-in-Chief Pooja M. Bansal
Ariana LawrenceSenior Editor
Managing Editor
Co-Editors
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Contributors
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David Smith
Stephanie Andrews

9. ffering businesses with talented, skilled and efficient workers based on their demand and needs, the HR
OSolution Providers help businesses to strategize their plans and ways to effectively manage their human
resource. These companies are using technology to modify the human resource management industry and
aiding businesses to use their workforce in an effective way to gain greater return on investment with ease. At the same
time, these HR Solution Providers are helping talents to reach their desired job and employers to get the desire
employee. Whether be it IT, healthcare, industrial, automobile, hospitability or any other industry, the demand for
human resource and HR Solution Providers are everywhere.
To bring forward such HR solution providers that are helping all the leading industries, let it be hospitality, retail or
healthcare, we have come up with an issue of The 10 Best Performing HR Solution Providers 2017.
Right from the beginning of the journey we have shown how different HR solution providers are helping the world of
business with their strategies and expertise. On the cover of this issue, we have Zoho Corporation, a leading HR
Solution Providing enterprise in the cloud technology and on their devices offering business, network and IT
infrastructure management applications and software maintenance and support services with an inspiring journey that
has a legendary status in itself.
With a total staffing of around 4000 employees, headquartered in California, more than 30 million users around the
world across hundreds of thousands of companies rely on Zoho every day to run their businesses. Its comprehensive
range of online applications enables individuals and businesses to manage all their work with ease while dramatically
reducing the cost.
While flipping through the pages, one can get to know about other leading HR Solution Providers as All Aces, an
award-winning event staffing agency specializing in conferences, experiential marketing programs, and product demos
nationwide with capabilities in Canada, the U.K., and Europe. AMN Healthcare, an immense innovator in healthcare
workforce solutions and staffing services to healthcare facilities providing unparalleled access to the most
comprehensive network of quality healthcare professionals through its innovative recruitment strategies and breadth of
career opportunities.
BonfyreApp is making businesses culturally enriched and helping organizations to deliver better services/products and
gain greater return on investments through their workplace culture platform that helps employees build personal
relationships in the workplace. HRsoft is helping enterprise employers to save time and their best employees and
providing a leading solution of compensation and total rewards software. Jumpstart: HR is focused on growing small
businesses and startups through cutting-edge HR consulting services.
In this issue of The 10 Best Performing HR Solution Providers 2017, we have included masterly articles written by our
in-house writers; Re-Invent the Fundamentals of Human Resource Management, How Can Empathy Lead One to the
Way of Success and Harnessing the Potential of Strategic Human Resource Management to Achieve Organizational
Success.
Hope this issue will make a mark on your mind and a memory that you will always remember.
HR Solution Providers, Helping Businesses
Manage Human Resource Efciently

10. Cover Story
Sridhar Vembu
CEO Founder

12. Startups have been the overrated success story of the
past decade, with numerous new entrants not just
hitting it big, but changing the face of business in the
process. However, the harsh truth of startup ecosystem is
that nine out ten startups fail, sometimes mysteriously and
often unnoticed! But for every nine startups, there emerges
a quick, inventive and incredibly innovative startup. One
such firm, which has emerged from a small apartment
located in the suburbs of Chennai, India in 1996, to become
a multi-million dollar company without taking any external
funding, is the Zoho Corporation with an inspiring
journey that has a legendary status in itself. Over the last
two decades of its journey, Zoho has emerged as a leader in
the cloud and on your devices, while providing a single
cloud platform with all the necessary applications to run a
business entirely from the cloud. With a total staffing of
around 4000 employees, the company is headquartered in
California and also holds offices in Singapore, Japan, China
and India.
Today Zoho’s marketing, sales and customer support
applications – Campaigns, CRM, and Desk – enable
businesses to acquire and manage customers and empower
employees to create, store and distribute content on the
cloud with Zoho’s productivity and collaboration
applications - Office, Mail and Docs. Furthermore,
businesses can run their operations on Zoho’s finance and
human resources applications - Books, People and Recruit.
More than 30 million users around the world across
hundreds of thousands of companies rely on Zoho every
day to run their businesses - including Zoho itself. A
business can choose to run the entire Zoho suite, or just a
single application. Zoho applications are available directly
through zoho.com, or through an ecosystem of hundreds of
worldwide Zoho partners.
Zoho’s comprehensive range of online applications enables
individuals and businesses to manage all their work with
ease while dramatically reducing the cost. But being more
productive and saving money is just the beginning of using
Zoho. The HRM vertical is also equally essential for a
company. The processes to be maintained are a lot, and that
takes away all the time. So, its HR solutions suite of Zoho
Recruit and Zoho People ensures that recruiters focus on
what needs their attention the most – good talent.
The Smartest Entrepreneur Who Turned Down VC
Money
Sridhar Vembu is the CEO of Zoho Corp. He co-founded
Zoho (formerly AdventNet) along with Tony Thomas, and
has been a CEO since 2000. Leading from the front, Sridhar
has transformed Zoho, from a modest beginning as a
software company serving network equipment vendors into
an innovative online applications provider.
Sridhar Vembu hails from Chennai, India, with an electrical
engineering degree from IIT Madras and a doctorate from
Princeton University. Before starting out on his own in
Silicon Valley, he worked as a wireless systems engineer at
Qualcomm, Inc. for two years, where he was fortunate to
work with some of the leading minds in wireless
communications.
Not every startup makes it to the finishing line and not
every entrepreneur either. It demands courage,
determination and perseverance to become the next big
thing. And this is precisely what Sridhar has proved
throughout his career. Right from introducing a new
product line in the market to going against VC funding in
2000, he has done it all. What his career proves is that it’s
not impossible to live the dream of every entrepreneur –
being chased by VCs, and rejecting them!
The Modest Beginning that Became Strong Foundation
Zoho was set up to provide customers (individuals,
students, educators, non-profits, small and medium sized
businesses) with the most comprehensive set of applications
available anywhere (breadth); and for those applications to
have enough features and depth to make your user
experience worthwhile.
However, being a bootstrapped company, it was not an easy
row to hoe. The prime obstacle in its early years was simply
to figure out a way to grow without external financing,
simply because no such financing was easily available.
They had to find specialized market niches while staying
under the radar of big industry players.
But as they say, every hurdle comes with the lesson to learn
and take something valuable out of it. Something similar
happened with Sridhar when he learned that small niche
markets exist that are not attractive to major incumbents
can provide good opportunities for new companies, and he
leaped.
Initially, Sridhar was Chief Evangelist and focused on
promoting and marketing the technology the company was
selling and began approaching customers in the Bay area.
And in no time, the company started getting clients, out of
whom, one of their first clients turned out to be Cisco.
The software had begun selling well, and they sold it to a
lot to companies in the Silicon Valley and developed a good
market in Japan too. By around 2000, the team had crossed
century in a number of engineers with the business of
around $10 Million.

13. Awaiting Bubble that Showed Right
Direction
The business was growing steadily, but
something else was waiting for them – the
bubble burst, and they saw a major downfall
from 150 customers to just three customers.
Sridhar had just taken over as the CEO of the
company, and it was a very crucial phase for
him as well as the company.
But, once you replace negative thoughts with
positive ones, you’ll start having positive
results; he took it positively. The year was
called an RD, which only moved them into a
right direction, and took place the birth of
ManageEngine which today accounts for over
half of Zoho Corp’s revenues.
A year later, a lot of the start-ups were gone,
and Zoho had successfully managed to
transition the core of their business to well-
established companies. Over the period, apart
from ManageEngine, Zoho evolved into two
more divisions; Zoho.com and WebNMS
which ruled respective markets successfully.
We invest more in
product development and
customer support than in
sales and marketing
We invest more in
product development and
customer support than in
sales and marketing

14. The Culture that Retains the People
The biggest asset Sridhar considers in the organization is its culture, which enables them to retain their people. As per
Sridhar, retaining talent and inspiring them to excel is the most durable competitive advantage any company could have.
They think of the company as not just a commercial entity, but as a community, and think holistically about people and
nurture talent in following ways.
Zoho Recruit: Zoho Recruit is an easy-to-use collaborative recruitment software, catering to multiple hurdles faced by
recruiters. With complete solutions for both corporate recruiters and staffing agencies, Recruit helps you source, track and
hire the best candidates. Zoho Recruit’s strengths lie in its simple, yet effective user interface and maximum customization.
Be it pre-hiring or post-hiring processes, set up Recruit to make hiring work your way.
Zoho People: Zoho People is a complete human resources solution. While you focus on taking care of your employees and
your business, Zoho People focuses on taking care of all the HR details that can often be so tedious and distracting. By
empowering employees this way, Zoho People frees up management from repetitive time-consuming activities and allows
your managerial and administrative teams to focus on the core services of your organization.
“How an organization recruits and how it inspires its people to give their best is the essence of productivity at the
microeconomic level and prosperity for society at large. HRM software plays a crucial role in these processes. By matching
organizations with the right talent, recruitment software helps place people where they are the most productive. As more and
more organizations in an economy scale greater heights of productivity, society itself benefits. Employees of well-run
organizations also become pillars of their local communities, providing leadership to voluntary organizations,” – Sridhar
shares his view on the current HRM industry.
Constantly Striving to Innovate
Zoho continually strives to innovate and build software that simplifies running business for companies of every size. The
company’s latest release is the Zoho One, an all-in-one suite of applications to run an entire business—across every function
and organizational group. Zoho One includes more than 35 integrated web applications and an equal number of mobile
apps—under a single sign-on and with centralized administration and provisioning—making it a true operating system for
business.
Zoho One is available for $1 a day, per employee. With over 35 applications, complementary mobile and native apps along
with several browser extensions and extras, Zoho One offers the broadest suite of business applications in the market along
with an administrative control panel for centralized administration and provisioning.
Envisioning the future, Zoho aims to be The Operating System for Business, providing the foundational software for millions
of organizations and hundreds of millions of users worldwide. With the kind of inspiring journey it has had, the company is
surely on its voyage and already way ahead of the competition.
The software we create is a reection
of our organizational culture, and we
are inspired to share our life’s work
with our customers, so they can reach
greater heights in their own business

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17. Management BriefCompany Name
ALLACES PROMOTIONAL
STAFFING, INC.
acespromo.com
Lauren Raimondi
CEO
All Aces is an award-winning event staffing agency specializing in
conferences, experiential marketing programs, and product demos
nationwide with capabilities in Canada, the U.K., and Europe.
AMN HEALTHCARE
amnhealthcare.com
Susan Salka
Founder CEO
AMN Healthcare is the leader and innovator in healthcare
workforce solutions and staffing services to healthcare facilities
across the nation.
BonfyreApp
bonfyreapp.com
Chris Dornfeld
Co-founder President
Mark Sawyier
Co-founder CEO
Creative Circle, LLC
creativecircle.com
Lawrence Serf
CEO
Creative Circle offers creative staffing, marketing staffing, and
creative jobs in several major cities.
Jumpstart:HR
jumpstart-hr.com
Joey Price
CEO
Jumpstart:HR is an American-based organization that is focused
on growing small businesses and startups through cutting-edge
HR consulting services.
Oasis HR
oasishr.com
Miles Hunt
Chairman
Oasis HR is an innovative, dynamic and multi-award winning
network driven HR Recruitment Consultancy helping industry
with market trends, industry insights and human resource
solutions.
RiseSmart, Inc.
risesmart.com
Sanjay Sathe
President CEO
RiseSmart offers outplacement services that are better, smarter,
and faster than the rest – delivering greater value for better
savings than those of outdated, traditional offerings.
WunderLand Group
wunderlandgroup.com
Matt Hopkins
CEO
Zoho Corporation
Pvt. Ltd.
zoho.com
Sridhar Vembu
Founder CEO
Zoho Corporation offers online business, network, and IT
infrastructure management applications, and software
maintenance and support services.
Bonfyre is a workplace culture platform that helps employees
build personal relationships in the workplace.
WunderLand is a digital, creative and marketing staffing agency
for full-time or contract jobs.
Hrsoft Inc.
HRsoft.com
David Kennedy
CEO
Hrsoft is a leading provider of compensation and total rewards
software that helps enterprise employers save time and their
best employees.

18. August 201716
Automation is the key to future. Companies from all
across the globe are automating their systems and
reducing their workforce to increase both
efficiency and revenue earnings. Experts believe that with
all the complications between the United States and its
Government, the importance for automated and organized
systems are growing daily. Industry pioneers are expecting
that the government of the United States of America will
soon allow the I-9 process to be performed digitally, since
the current system is considered to be antiquated and
companies like Uber are really bringing to light the
necessity for another classification of working class after
1099 and W2. With more and more workers falling into this
category, it has become a central issue in the event staffing
industry.
All Aces Promotional Staffing Inc. is an award-winning
event staffing agency giving the industry best-in-class
staffing support and talent. The firm works with agencies,
brands, and event coordinators, and is specialized in
conferences, experiential marketing programs, and product
demos nationwide in the US with capabilities in Canada,
the UK and the rest of Europe. The company is known to be
W2 throughout the nation and is a certified WBE (Woman
Owned Business Enterprise) in New York.
Some of the primary services and staffing capabilities
offered by All Aces include International event staffing
and management, assistance with program logistics,
brand ambassadors, mobile marketing tour staff,
production assistants, registration staff, street teams,
product sampling and demonstrations, publicity stunts,
mascots, and out of home media.
The extraordinary services of the company have earned
them Inavero’s Best of Staffing award for the last six years
and the Best of Staffing Talent Diamond award for two
consecutive years. It has also won Corporate LiveWire’s
Innovation and Excellence Award for Event Staffing and
Corporate Insider’s Event Staffing Management Firm of
the Year award for its excellent innovation and leadership
skills in the HRM industry. All Aces’ staff have represented
numerous renowned multinational like Time Out Magazine,
Armani Exchange, Nivea, and Google.
Entrepreneur by Profession and Rock Star by Soul
Graduated in 2005 with a degree in Biology, Lauren
Raimondi, Founder and CEO at All Aces Promotional
Staffing Inc., is an entrepreneur filled with passion,
dedication and hunger to learn and move forward. She has
also completed graduation from the Goldman Sachs 10,000
Small Businesses program in October 2016, which has
motivated her to re-think about the structure of her
company and taught her the things she needed to scale her
business.
While building up All Aces, Lauren had also served as
Cofounder and Director of Operations at Brand Influencers.
Apart from being a leader and the owner of an event
staffing agency, she has a great taste for food, science,

19. Lauren Raimondi
Founder CEO
literature, music, traveling and
devotion to learn different languages.
Lauren loves to enjoy every moment of
her life by traveling to various places
in the world, reading novels, going to
lectures about cosmology and
astrophysics, and playing drums in the
videogame rock band like a big kid.
Passion and Dedication led the Way
to Success
Established in 2007, beginning days
were difficult for Lauren since she
never had a “real job”, but slowly her
enormous dedication helped shape the
business. Her and the team’s closeknit
relationships with the field staff and
clients have aided All Aces growth. To
ignite more growth, All Aces decided
to outsource the back-end of the
company and partner with ESSG,
which holds various insurance policies
including Worker’s Compensation for
the different codes in all 50 states, and
this is what has enabled All Aces to
enjoy group insurance benefits
including ACA compliance for the field
staff.
Fruitful Responses that Makes the
Journey Worthwhile
“All Aces is a great partner! They are
always quick to respond and have a
quality resolution no matter what the
circumstance,” says Marissa Catapano,
Time Inc. All Aces is quite famous in
the industry for their work,
contribution and long-term relationship
with the clients. Many of their clients
continue to work with them even
though they have switched companies,
and that loyalty is what motivates All
Aces to work hard and consistently
strive for excellence.
“All Aces has been a great go-to
manager for us. They consistently
provide excellent services, and I know
that when we give them work, it will
get done right,” asserts Terry Lozoff,
Antler Agency (now works at Latitude
Beverage/90+ Cellars).
Pillars of Achievements
All Aces is all about its people, their
skills, relationship with others, and the
clients. The passionate and dedicated
team of All Aces, both in the field and
in-house are the pillars of the company
and takes it forward on the path of
success. The leader of the company
feels fortunate to have had a solid base
of people who care about doing a good
job. The company believes LinkedIn,
their talent platform, and Lauren’s
colleagues from the Goldman Sachs
10,000 Small Business program, form
the other pillars of success for All
Aces. Along with their solid
foundation, the company is planning to
expand their client base into
government and high-level
corporations. All Aces is also planning
to create more relationships with event
staffing firms internationally to expand
their reach for their clients.
Our approach is simple – plan for
the best and expect the
unexpected. Happy clients begin
with happy staff. Maintaining
positive relationships and
consistently good customer service
with both are top priorities at
our company
August 2017 17

22. The overall strategy of an
organization refers to the
competitive approach
implemented by an organization in the
market. The word ‘strategy’ and its
usage is derived from a military term,
meaning a plan of action that is
formulated and designed to achieve a
long-term goal or objective. This was
then later on integrated into the
business scheme of things so that all
the organizational units function and
operate in a coordinated fashion in
support of the overall business strategy.
Strategic Human Resource
Management (SHRM) is based on the
principles of HRM but incorporates the
concept of strategy into its process. It
is a fairly new concept which has
branched out from its parent discipline
of Human Resource Management.
Strategic HRM stands in contrast to
conventional HRM, which confers to
an organization at its operational level.
Great vision without great people is
irrelevant. SHRM is not merely a
subsidiary function of HR department,
rather all the managers and executives
need to be committed to their
involvement as the role of the
workforce is vital for a company to
gain competitive advantage.
Strategic Human Resource
Management requires the following
involvement: -
Ÿ The Human Resource policies
should co-exist both across the
policy areas and across the
managerial hierarchies
Ÿ Line managers and employees
should adjust, accept and utilize
Human Resource practices as part
of their daily work.
Ÿ To enhance the financial
performance of a firm, a human
resource architecture should be
formulated and adopted.
Ÿ Human resource management
should be fully integrated and
aligned with the strategic
requirement of the firm.
Historical Viewpoint
During the mid-1980s, it was the
responsibility of the personnel
department to hand over applications,
provide employees of the organization
with insurance enrollment forms and
processing payroll. It was the
personnel department who played an
administrative role back then. Over the
course of the next two decades, the role
August 201720
Strategy Talk

23. and functioning of the personnel administration became a
lot more involved with the overall business goals of the
organization. Companies started recruiting human resource
leaders who had the distinct capability of managing the
department in a much more strategic manner. This is how
personnel administration gradually evolved into a business,
one which came to be known as human resource
management.
Going Beyond the Traditional Human Resource
Functions with its Distinct Features
Ÿ It provides complete visibility and rich
monitoring insights of all
employees through its
Business Intelligence
(BI) reporting, thereby
leveraging the
complete potential
of Big Data
Ÿ It provides
organizations
with predictive
analytics to
identify the best
performers and
fight-off any
imminent risks,
allowing HR
professionals a much
more proactive approach
to talent management.
Ÿ It helps in simplifying the payroll
structure with its Smart Tax Search that sorts complex
tax codes automatically.
Compensation and Benefits
The compensation and benefits structure of an employer
partially determines the company’s business reputation and
status within the industry. Additionally, the decision HR
managers make, concerning pay scales, compensation and
employee benefits can dramatically influence employee
satisfaction, as well as the capability of the organization to
recruit skilled professionals. HR managers need to consider
a host of factors including labor market situation, shortage
of workforce, budgetary constraints and job evaluation,
before formulating a strategic plan to ensure pay and
benefits. Another strategy of HRM includes weighing an
employer’s choices between satisfying its workforce and
pleasing the stakeholders at the helm of the company.
Effectiveness of Human Resource
SHRM teaches Human Resource professionals on how they
can streamline the HR systems and processes of the
organization. HR management can access insightful guides
that explain how to strengthen employee solidarity by
providing them mentoring guides and company activities,
encouraging recruitment referrals, and designing individual
teams. SHRM enables HR professionals to incorporate job
expectations and organizational principles into the
employee recruitment process. Thus, Strategic Human
Resource Management helps in improving the efficiency of
the Human Resource department through its valuable
insights. Incorporating these strategies are of immense
importance for cost conscious companies. Benefits account
for 30% of the total overall benefits for the employees, in
which health insurance accounts for the largest costs, paid
leave, savings and retirement
Employee Relations
Strengthening the relationship between an employee and
his/her employer is a critical area of focus for the HR
department. Through SHRM, Employee relations could be
boosted by influencing each and every discipline, including
benefits, compensation, salaries, security, training and
employee development. Implementing an on-premise
investigation and imposing a fair employment process, are
the two key components of an employee relations program
and this becomes far less sophisticated with the
incorporation of SHRM.
Reaping the Future Potential of SHRM
Strategic Human Resource Management enlightens
organizations with a newly formulated plan and consistent
work framework, in accordance with their business goals,
needs, and strategies. Whether it be employee management,
employee training and development, performance
monitoring or accomplishing company goals, SHRM
influences organizations in various aspects to lead them
towards achieving business success. Primarily, a strategic
human resource manager identifies the key HR areas where
the already formulated strategies can be implemented in the
future, to enhance the overall productivity and motivation
of an employee. With changing skill set requirements,
advancing technologies, workforce diversity and
globalization implications, it is imperative for organizations
to realize the potential of Strategic HRM and incorporate
the same into their Human Resource department.
August 2017 21

24. CXO Standpoint
Redefining Human
Resources with Evolving
Technological Trends
Redefining Human
Resources with Evolving
Technological Trends
uman resource is basically the professional field
Hthat involves optimizing relationships between
employers and employees while simultaneously
ensuring that both groups positively contribute to the
functioning of the businesses or organizations.
The following are a few technological trends that bring a
major change in human resources management software
and industry:
1) Big Data Powers Organization:
Technology has transformed the monotony through HR
platforms that digitize the information human resource
needs. One such technological trend is Big Data, which is
helping HR professionals to understand their customers,
market to target audience group and communicate with
prospective customers. When integrated with other
technologies, Big Data helps to gain a deep insight and
allows HR professionals to make decisions powered by
vital information.
2) Mobile Apps are the Future:
Smartphone is likely to dominate the HR landscape this
year. As the workforce across various operations seeking
access to applications via mobile devices, companies are
considering to adapt their HR systems. Delivering this kind
of functionality implies that organizations will consider HR
applications with mobilization process and the interface that
employees are looking for.
3) Social Media – A powerful tool:
Social media plays an active in HR today, especially when
it comes to recruitment. Around a quarter of employers are
using social media channels like LinkedIn to recruit staff.
HR departments can use social media not only for
recruitment and for employee engagement. It is considered
as a prime source for companies to reach their HR goals.
4) Cloud based HR systems:
Be it a web application or a native application, SaaS apps
play a key role in every sector including the Human
Resource Department.
With the advent of cloud technologies, all the information
such as documents and other pertinent information can be
easily accessed online.
MM 201722

25. About the Author
Kailash Sahani is the Founder and CEO of Morpheus Human Consulting. “The difference
between the impossible and the possible lies in a person’s determination.” - This determination coupled
with flair to take up challenges have been the pillar stones of Kailash’s vision to make Morpheus a
leader in HR domain. He has 16 years expertise in various domains like Banking Financial Services,
IT, ITES and Recruitment. He brings in his experience from companies like Manpower, Times Group,
Standard Chartered Bank, Global Intelenet and EFunds. He networks with senior management people
across sectors. Extremely focused on client servicing, he drives Morpheus in meeting deadlines and has
successfully led to senior level closures.
Morpheus believes every human is a unique asset and can be the right fit somewhere. So, what the
consulting firm do is identify the right place for these assets so that they realize their true potential and
bring the best value for the organization.
Kailash Sahani
Founder CEO
MM 2017 22
Kailash Sahani is the Founder and CEO of Morpheus Human Consulting. “The difference
between the impossible and the possible lies in a person’s determination.” - This determination coupled
with flair to take up challenges have been the pillar stones of Kailash’s vision to make Morpheus a
leader in HR domain. He has 16 years expertise in various domains like Banking Financial Services,
IT, ITES and Recruitment. He brings in his experience from companies like Manpower, Times Group,
Standard Chartered Bank, Global Intelenet and EFunds. He networks with senior management people
across sectors. Extremely focused on client servicing, he drives Morpheus in meeting deadlines and has
successfully led to senior level closures.
Morpheus believes every human is a unique asset and can be the right fit somewhere. So, what the
consulting firm do is identify the right place for these assets so that they realize their true potential and
bring the best value for the organization.

26. Challenges faced by HR industry:
1) Talent retention:
Talent management is the term used to describe the HR process of hiring and retaining top employees. Companies sometimes
need to offer more in terms of benefit packages or incentives, because people increasingly look for jobs that reduce their risks
in tough economic times. Employers are advised to identify their key employees from entry-level to upper-level management
and take the appropriate steps that are unique to their businesses to retain these individuals.
2) Leadership Development:
As companies grow and expand, developing leaders who are promotable is important. Leadership development also
connects to retention in two ways. Employees often indicate poor manager leadership as a reason for leaving jobs.
Additionally, employees want more active leadership roles in decisions within their departments and jobs, which may
necessitate training.
3) Corporate Culture:
Human resources plays an active role in the development of an organizational culture. Great workplaces with a great
corporate culture are more financially successful than their peers. Great workplaces have lower employee turnover than their
competitors and are able to recruit top talent that fits their culture and needs. The result is they provide top quality customer
service and create innovative products and services that contribute to their overall financial success.
Technology is the future in HR:
Workplaces around the world are continuously changing due to technology. Technology is revolving around HR to automate
and streamline practices for the department and company to become the definition of efficiency, high performance and cost-
effectiveness.
1) Artificial Intelligence in Recruitment:
The HR department loses numerous hours on resumes from unqualified people. This is one area where technology may solve
the problem. Artificial intelligence (AI) is on the front foot in regards to developing specific HR tech. Recruiting and AI fit
perfectly together due to the simple fact that AI demands huge amounts of data and companies have millions of resume in
their databases. Going through such a large database is exhausting for a person, but with the help of AI the process of
screening can be done rapidly and offer a compelling list of candidates based on job requirements by means of simply
grading them from best to worst.
2) Schedule and outreach automation:
Automation can be a big help in recruitment. Discovering top talent in today’s world is hard enough and recruiters require
automation to intelligently pick their candidates. Automation can be helpful in many ways. Recruiters can automate their
calendars and email to send requests to candidates that have been identified as good matches using the AI screening tool, so
recruiters don't have to deal with B-list candidates.
3) Training and Testing through Virtual Reality (VR):
Virtual reality simulates the environment surrounding us which can be controlled through our body movements. Recruiters
can use this technology to assess a candidate’s skills and abilities. Employers deal with high employee turnover rates in the
first year due to mismatch. VR could be massive for the HR industry, because it could help reduce turnover by providing
candidates with a realistic view of what the job consists of and get to understand the company culture as well.
MM 201723

28. AMN Healthcare:
Delivering a Better Patient Experience
For Decades
AMN Healthcare is the largest healthcare staffing
and workforce planning firm and a proven leader in
developing innovative solutions for recruiting,
managing, strategic planning, and optimizing the healthcare
workforce. With the most comprehensive workforce
offerings in the US, the organization has unparalleled
access to the country’s largest and most diverse network of
healthcare professionals. Founded in 1985, AMN
Healthcare is a strategic partner, providing state-of-the-art
sourcing strategies and resources to help its clients increase
efficiency, reduce complexity, and improve the patient
experience. Its customers include acute-care hospitals,
community health centers and clinics, physician practice
groups, retail and urgent care centers, home health facilities,
and many other healthcare settings.
A Leader Driven by Innovation
Ms. Susan Salka is the CEO and President of AMN
Healthcare Services, Inc. In the healthcare and investment
community, Susan is an active industry spokesperson and
has been one of the driving forces behind the strategic and
operational success of AMN since joining the company in
1990. Under her leadership, AMN became a known name in
the world of healthcare workforce solutions and is now the
largest and most diversified healthcare staffing company in
the country. Prior to her appointment as CEO of the
company, Susan served in several other executive positions,
including CFO, COO, and SVP of business development.
Additionally, she serves on the board of directors of
McKesson, The Campanile Foundation at San Diego State
University and on the editorial advisory board of Directors
and Boards magazine. She has previously served on other
public company boards, including Beckman Coulter and
Playtex Products.
Susan also plays an active part helping others to achieve
personal and professional goals. She is aware of the need to
promote the value of women in leadership and the
importance of community service. She was recognized
twice as San Diego’s Most Admired Public Company CEO
and has received various industry and business awards,
including the Exemplary Award at San Diego Business
Journal’s Women Who Mean Business Awards in 2011, and
Woman of the Year by San Diego Magazine. She was also
recently named to the Staffing Industry Analyst inaugural
Staffing Hall of Fame.
She started working for AMN when it was a nurse staffing
company called American Mobile Nurses. With only 19
team members, Susan joined as the company’s first Chief
Financial Officer. As she often jokes, it was really the role
of a glorified bookkeeper, but she enjoyed the challenge.
Soon the company began to grow rapidly, and Susan
expanded her career alongside the enterprise. She began
taking new responsibilities, including IT, marketing,
operations, legal and sales. Eventually, she advanced into
the COO, then the President, and now the CEO of the
company. During her 27 year tenure with the company,
AMN has acquired over 20 companies. Additionally, she
helped the company go public on the NYSE and managed
August 201726

29. Susan Salka
CEO President
the organization through economic
downturns as well as growth stages.
At AMN, the Team is the Best Asset
The AMN Healthcare team is the
organization’s best asset. The hard
work, innovation, and execution of the
organization’s nearly 3,000 team
members has guided its success.
According to Susan, anyone can have a
good idea, and many can come up with
good strategic planning surrounding
those ideas. But one hasn’t
accomplished anything until one can
move those ideas forward through
solid execution. This is where the team
at AMN excels, often implementing
strategic priorities that meet or exceed
objectives.
Healthcare: An Arena with
Incredible Growth Potential
The human resource function within
healthcare is growing rapidly, thanks to
market drivers such as an aging global
population, retirement surges for
healthcare professionals and the on-
going shortage of clinicians. Many
healthcare organizations are also
realizing the importance of recruiting
the right candidates and engaging them
in their work. They understand that
employee retention and recruitment are
vital to the organization as people are
often a company’s best asset.
Many healthcare organization are
focused on providing quality patient
care and often opt to partner with a
staffing expert like AMN Healthcare to
support their human resource function.
Healthcare facilities that choose to
partner with AMN benefit from the
company’s expertise in recruiting,
managing, strategic planning, allowing
the healthcare facility and their
clinicians to instead focus on providing
great patient care.
Bright Days Ahead
Susan believes one of the most
important ingredients to the success of
AMN Healthcare is the way the
company engages clients in finding
innovative solutions to their staffing
challenges. The organization prides
itself on anticipating client needs and
bringing solutions forward in real time.
The healthcare workforce has always
been faced with clinician shortages and
this trend only looks to continue given
the scarcity of healthcare professionals,
quick retirements among the
experienced and specialty practitioners,
and growing demands due to the aging
population and the improving
economy. Healthcare service providers
will soon need more help in hiring and
optimizing their workforce. AMN
Healthcare provides the most advanced
staffing tools available and is now
quite busy developing new services. At
the same time, the organization is
expanding its managed services
program and the recruitment services
offerings in order to provide the
broadest and most diverse portfolio of
workforce solutions in the healthcare
industry, and to deliver greater value to
their client now and in the future.
AMN Healthcare’s position as the
industry leader gives us an
opportunity and a responsibility to
innovate and elevate our
collective contributions to
healthcare delivery. Together, we
make a critical impact in the lives
of millions of patients every year
August 2017 27

30. Bonfyre:Improving Workforce Engagement and
Driving Culturally Enriched Workplaces
C
ompanies everywhere are constantly on the search
to find (and keep) top notch employees whose
values and goals align with those of the
organization. In order to accomplish this, companies must
maintain a robust HR team with strong leadership and tools
that drive rich company cultures and high engagement rates
throughout the organization.
The HR industry, in addition to the businesses it serves, will
go through incredible changes and growth in the next
decade. These changes are heavily driven by technology, as
the growing investment in HR is fueling the growth of new
tools and tech, and pressuring more established players to
evolve. Experts also suggest that extrinsic-based incentive
programs will turn into intrinsic drivers, resulting in better
performance among employees.
In order for any company or organization to make progress
in these areas, more focus needs to be placed on the
employees themselves. Developing a healthy work
environment and company culture is a crucial first step.
Enter: Bonfyre, a company that helps businesses do just
that.
Bonfyre is a workplace culture platform that is
headquartered in St. Louis and serves large organizations
like Express Scripts, Marriot International, Commerce
Bank and Golden Corral. The Bonfyre team is constantly
working to improve its product offerings, most recently
with the addition of secure, one-to-one direct messaging
that helps remote workers stay connected and well-
informed.
Helping Employees Build Personal Relationships in
Workplace
The main driver of a solid company culture comes from
creating and maintaining personal relationships between
employees in the workplace. Bonfyre strives to do this by
providing businesses ranging from medium-size startups to
Fortune 500s with a platform that mimics familiar social
media apps, making it easy to boost adoption among
employees. Users can scroll through a continuous feed and
share statuses, announcements, photos, articles and more.
Admins may also send surveys or trivia questions to
employees, in addition to puzzles and other activities.
Bonfyre allows employees to set up their specific profile
with anecdotes about their personal interests to further drive
employee “relatedness.” The platform can be used to
connect teams across offices to promote better engagement
among remote employees, and better integrate them into the
company culture.
The idea behind the creation of Bonfyre was sparked from a
desire to explore how technology can be used to drive
large-scale change within an organization. Today, the
company has evolved into a communications platform that
August 201728

31. Chris Dornfeld
Co-founder President
is used by some of the world’s top
companies, helping employees across
the world form relationships with one
another in the workplace.
The Men who lit the Bonfire to
Celebrate Workplace Culture
Chris Dornfeld and Mark Sawyier
founded Bonfyre in 2012. Currently,
Chris serves Bonfyre as the Co-
founder and President, while Mark
serves as its Co-founder and CEO.
For two decades, Chris has applied his
talents in strategy, technology and
performance management to solve
complex problems and build high
performing organizations. His
experience spans start-ups, global
corporations, higher education
institutes and as CIO for the City of St.
Louis. Chris has a unique viewpoint
that drives his understanding of
culture, relationships, technology and
their impact on human performance.
Educated at The University of Kansas
and starting his career as an architect,
Chris has always focused on building
things that positively impact the world.
Recently, he led the creation of a
national collaborative network to
address STEM education in partnership
with science centers, GE and National
Geographic.
Mark founded his first company in
2004, an off-campus apartment
website, while he was pursuing his
bachelor’s degree at the Washington
University in St. Louis. Mark is a
passionate entrepreneur who is known
for bringing his curiosity, creativity
and passion for technology to
companies ranging from Fortune 500s
to early-stage startups. Apart from his
entrepreneurial skillset, Mark has also
been active in local not-for-profits such
as COCA, Saint Louis Art Museum
and Peter Paul Community Services.
Mark has always firmly believed in the
fact that the people are the most
valuable factor for any successful
company. For Mark, maintaining a
workplace culture that benefits the
employees best showcases that value
and affects the business’s bottom-line.
Future Goals of Bonfyre
With a goal of constant growth and
improvement, the Bonfyre team is
currently working on refining and
adding more intelligence-driven
features to its platform. Customer
needs and feedback are aspects that
contribute largely to future
advancements of the platform. Most
recently Bonfyre developed a
proprietary machine learning algorithm
that categorizes how people are using
their platform across four categories:
relationship building, knowledge
sharing, internal communications and
recognition. Bonfyre views these
categories as the areas companies need
to focus on to drive engagement and
culture.
Forever change your
workplace culture,
communication and
engagement with
Bonfyre
Mark Sawyier
Co-founder CEO
August 2017 29

32. In every phase of human civilization, there are random ups and downs but the
job sector has seen the worst in recent times. The world politics and
economics have been through a lot of fluctuations. Let it be the US or the
global scenario, the world has witnessed horrible stress and pressure in the
workplace last year. The job of a Human Resource(HR) manager or a Human
Resource Management (HRM) company has become more challenging especially
after the extreme level of pressure applied on the employees for long working
hours and rapid cutting down of jobs. The HRM teams must look carefully on the
matter and focus on the new challenges to keep up with the pace.
The Global Head of Talent Management at a German software corporation, SAP,
Bhuvaneswar Naik said, “The only way to have a competitive advantage will be to
keep reinventing the fundamentals of HR.”
Talent acquisition and its challenges
In every country, the present scenario seems that the population is rising at a rapid
pace, more talented and better skilled labors are outsourced from other countries,
machines and computers are replacing human workers, and factories are
RE-INVENT THE
FUNDAMENTALS
OF
HUMAN
RESOURCE
MANAGEMENT
August 201730
Editor’s Opinion

33. shutting down. In such a time when entrepreneurs are going for
more automated workers, the unemployment is rising and simultaneously the demand for
HRMs are getting reduced.
August 2017 31

34. As more and more jobs are getting
automated now, companies are looking
for people with only specific set of
skills. Clearly, once that person with
the required set of skill is a part of the
company’s workforce, the HR team
must constantly remember to appease
them. The vice-president and HR of
Metropolis Health Services, Russell
Rozario, pointed out another challenge
and said, “For example, we are
reaching out to the retail space
because people have some knowledge
about the healthcare space, or to
telecom, because they have worked
within an industrial distribution
network.”
Hiring, training and keeping
employees stay relevant to the
industry
In most enterprises, employees are
traditionally trained by the
organizations but the trend is changing
now. Experts say that while the person
who is hired might be skilled and good
in performing certain roles, the
companies must look for the ones who
are curious to learn. These curious
people are the ones who can shift from
one to another role. They suggest that a
mix of apprenticeships as well as some
online certifications and courses can
help employees to stay updated and
relevant even in the rapid changing
scenario of the professional world.
Stephane Kasriel, the Chief Executive
Officer at a global freelancing platform
named Upwork, mentioned the need
for updating themselves and staying
relevant, in an article for World
Economic Forum published last year.
Kasriel said, “No matter how much
training is on offer, companies
probably won’t have all the tools they
need and freelancers will begin filling
those gaps.” He informed that the
employees must renew their skills as
often as possible to stay relevant to the
industry.
Redefine Work-Diversity through
HR tactics
Experts say that diversity is not just a
matter of demographics but the
approach to diversity is most likely to
become more varied where
corporations need to look at attaching
thought diversity as an important
aspect of the workforce diversity. The
Human Resource Managers must focus
more on the individual’s unique and
exceptional skills and at the same time
they should acknowledge and
encourage their unique perspective and
the ways of thinking.
The modern industry is different from
what it was few years ago and it is
evolving daily. Those days are coming
to an end when people used to spend
their whole life working in a single
corporation. Its time when freelancing
is reaching at the peak. Professionals
define a diverse workforce as a mixture
of full-time and freelance employees
which includes young and old of all
genders. The Chief of HR at VFS
Global Bernard Martyris said, “Diverse
workforce is a trend we can see, but it
will make employee engagement more
complex.”
Entering the Digital Industry
With the increase in the work- pressure
for the HR and HRM providers,
organizations are soon going to employ
analytics to understand the people’s
demand in a more customized and
individual manner to provide solutions
using mobile technology and other
newer platforms. The possibilities of
digital technology into the process of
Human Resource Management are
endless, that is, easier ways to analyze
and manage performance, the mobile
friendly platforms for communication,
continuous feedback and pulse surveys
and easier HR systems, automated
processes, chatbots and a lot more.
While talking about the possibilities of
ultimate digitalization of the HRM
processes, the Head of HR of Infosys,
Richard Lobo said, “Automation of HR
processes must take place to reduce
effort spent in redundant processes.
The time made available through
automation can be used to truly partner
with business and people, towards
better employee experience.”
Data Analytics is the new point to
focus on
Every businesses and enterprises are
relying heavily on technology to keep a
track of life-cycle of every employee.
Technological advancements are
opening a wide window for the HRM
providers. With these, the extent of
data available with the HR team will
go beyond just joining date and
remuneration increase. Experts
comment that data analytics will not
enable HR to provide and track
training, but also enable them to
correlate reasons for attribution and
client loss.
Highly experienced people in the
human resource management industry
mentioned that the introduction of
more artificial intelligence and robotics
in data analytics will smoothen sharper
people insights and predictive analytics
for the proactive and the better-quality
decisions of the HR Managers and
HRM providers.
August 201732

36. soft:HR
HR is changing rapidly with various trends still on
the way. Due to this change, Human Resource
Management (HRM) Providers are changing and
evolving adapt to this new environment. Just some of the
major changes facing HRM providers are globalization, a
changing workforce, workforce diversity, pay equity and
that’s just the beginning.
Leading the way for HRM providers in the area of
compensation management and total rewards is HRsoft - an
award-winning talent management software company that
specializes in cloud-based compensation solutions that help
managers save time and their best employees. We’ve named
HRsoft one of the 10 Best Performing HRM Solution
Providers of 2017.
By focusing specifically on compensation and total rewards
software, HRsoft has created a best-of-breed solution that
offers industry leading configurability and functionality that
their clients love. Both user-friendly and client-centric,
HRsoft is quickly becoming the compensation solution of
choice for employers around the globe.
Luke Malloy, VP, Compensation, Ameriprise Financial,
commented on the services of HRsoft and said, “We
completed a full replacement of old outdated solution with
the HRsoft compensation module to plan and pay salary
increases, incentive payments for 20 plans and long-term
incentive awards. HRsoft has a great solution and even
better people.”
HRsoft focuses on innovative product delivery for
“Complete Compensation”
HRsoft started their journey to fill in the gap where the
modules provided by HRIS vendors proved to be lacking.
They saw that the companies with more than 1,000
employees have needs around compensation planning that
are too complex for HRIS vendors to handle. HRsoft’s
specialization in “complete compensation” enables them to
stay focused on best-of-breed solutions for compensation
planning and total rewards – two areas where many
employers still struggle with spreadsheet and paper based
technology.
Like many other software companies, HRsoft marks their
biggest challenge as growing responsibly while continuing
to balance that with new innovations that their clients need.
There appear to be many opportunities in terms of
expansion, but maintaining focus and continuing to deliver
innovative products with great support is their priority.
This type of focus also helped HRsoft recently win SaaS
Product of the Year in the Stratus Award Competition where
judge Jason Bloomberg said, “HRsoft targets the retention
problem across multiple industries via a proactive and
strategic approach – where other companies only offer
reactive, tactical tools that rarely work.”
About the Man Leading HRsoft
David Kennedy, the CEO at HRsoft, has a solid
experience of more than twenty years in leading HR
Providing A Complete Compensation
Solution for Employers
August 201734

37. services and technology vendors.
Kennedy finished his education from
the State University of New York
Maritime College and previously he
has served as the President of First
Advantage’s Background Verification
Group. Under David’s leadership, the
business grew from $12m to $65m in
revenue through organic growth and
acquisitions.
The three pillars on which HRsoft
stands
The company believes there are three
keys that have driven their success:
their people, their approach and their
technology. HRsoft says they are really
in the “people business” and that
continues to be the foundation of the
company. Their customer service
model is unique in the industry known
as “i2i Implementations”. The
company does not outsource unlike
others and their entire business is in
house from RD and implementations
to professional services and client
success.
They define their second key to be
their approach. Their complete
compensation service allows
employers to leverage their largest line
item that is, payroll, in a more efficient
and effective way. Experts say that it’s
not about just buying a module to
automate a process, it’s about
providing an end-to-end compensation
solution that drives efficiency for HR
and retention for the organization with
both manager and employee facing
compensation tools.
SaaS technology has changed a lot in
the last few years but HRsoft is leading
the way with their award-winning
InSITE Technology – their third key to
success. InSITE provides the most
secure, scalable and configurable HR
SaaS platform on the market which
also integrates seamlessly with almost
every HRIS provider. They claim that
their layered architecture and
infrastructure tenancy model are
unable to be duplicated by the big box
vendors and provides their clients with
their own private piece of the cloud
that dramatically improves reliability,
security and usability.
“Great Software. Great People. Your
software is fabulous but it’s the people,
your people, who make the difference,”
said the HR Manager at Ascension
Health.
The Way Forward
HRsoft is working on some exciting
ideas and the world is soon going to
get some amazing HR tools. HRsofts’s
core focus is on: the leader of
Compensation. The company is
growing rapidly because they continue
to refine the software to allow their
clients to be more efficient with both
their time and their budgeted spend.
Additionally, they see opportunities to
make the deployment of their software
faster and more flexible. Clients’ long-
term cloud strategies are firming up
and HRsoft is able to align itself
completely with the requirements of
their clients.
Our people, our approach
and our technology are
the entities that have driven
our success at HRsoft
David Kennedy
CEO
August 2017 35

38. When you start to develop your powers of empathy and imagination, the whole world opens up to you,” said by
famous American actress and activist Susan Sarandon.
In any field of Human Resource and Human Resource Management, the first challenge comes with the hiring of an employee
based on the requirements of the employee and the employer. Followed by the recruitment procedure, the biggest challenge
that comes to the scene is keeping the talent active for a longer period, and that can only be achieved by introducing salary
hikes, employee engagement activities and various other benefits being offered to the employees. Employment engagement
activities not only keep the employees’ active and mentally charged for work process, but also keep up the vibe for the day-
to-day stressful work.
Experts say that empathy is one such thing which plays a vital role in holding employees for a long time, yet it is one such
skill which is often overlooked in the workplace. Empathy is defined as the awareness of one’s own and other people’s
feelings, needs, and concerns. Research studies have revealed that the individual who is quite empathetic can prevent poor
morale, misunderstanding, and conflicts, ultimately allowing a person to build a significant and long-lasting relationship with
others. Hence, philosophers have stated that this is the quality which is helping a person to achieve both personal and
professional success.
Empathy and Sympathy Are Entirely Different
“Empathy fuels connection; sympathy drives disconnection,” asserts Brene Brown.
People often get confused between empathy and sympathy and think that they mean similar things though they don’t. If one
sees the dictionary, one can quickly find out that they say two entirely different things. The dictionary defines empathy to be
the ability to understand the thoughts, emotions, and experiences of another individual and on the other hand, sympathy is
stated as the feeling comprising of pity and sorrow which one feels for someone else’s misfortune. In short, empathy is
defined as the ability to step into someone else's shoes, being aware of that person’s feelings and considerate of that person’s
needs.
August 201736
Path to Success

39. “Leadership is about empathy,” asserts Oprah Winfrey.
Best Ways to Develop Empathy in the Workplace
Most of us often overlook or neglect the fact that others can
also feel something about a certain thing as we remain
mostly preoccupied with our thoughts. This is the reason
which often gives rise to misunderstandings and conflicts,
consequently resulting in a toxic and pressured
environment. Experts are now referring, while in a
conversation, people should look at the facial expressions,
body language, gesture, the pace of speech which they feel
are contradicting to their thought. Sometimes, words do not
speak everything, yet the expressions speak a thousand
words which the speaker might want to say in reality. It is
important to gain patience, pay attention to everyone and
everything that is happening around and respond to people
in the workplace and elsewhere in a supportive way and not
in a way which might give rise to a conflict.
The world has already got too many speakers as most of the
people on earth love to speak and there are only a few
people on the planet who love to listen. Experts suggest that
the first way to win people’s heart is to be willing to listen
to others and not just observing. Recent studies revealed
that top three business skills, which leaders are looking for
while hiring someone, are people’s skills, team-working
skills and strong and effective communicative skills.
Apparently, it seems that the basis of all these skills is
listening. It does not matter who is speaking, but what
counts more is that you are listening and that is what will
help you and your business to succeed in the days of future.
“Empathy isn’t just listening; it’s asking the questions
whose answers need to be listened to. Empathy requires
inquiry as much as imagination. Empathy requires knowing
you know nothing. Empathy means acknowledging a
horizon of context that extends perpetually beyond what you
can see,” said Lesli Jamison.
How can empathy help your business grow?
An independent survey has revealed that a major percentage
of employees believe that profit is everything that the
organization cares about and they are not even bothered
about the employees. This apparently gives us the picture of
a scenario where it shows how the employees all over the
world see their workplace to be and how emotionless that
seems. It seems to employees that the employers are
focused on filling their pockets and nothing else and this is
the idea which has to be changed anyhow, and as soon as
possible, otherwise the organization will not be able to pace
much towards success. This can lead to a very harmful
perception getting built in the mind of the people, reduce
the morale of the company and can ultimately lead to the
lack of proper human resource in a company.
August 2017 37

40. Jumpstart:HR:
Helping Businesses Run Efciently
HR Consulting services often play a vital role in
determining the success of an organization. They
develop and retain a workforce in order to
accomplish business goals. So, with a focus on growing
small businesses and startups through cutting edge HR
consulting services, enters Jumpstart:HR. Established in
2011, the US based company transforms challenges into
opportunities, while providing innovative HR solutions that
increases access to the successful implementation of talent
management strategies, programs, and processes. The
organization works with its clients as a virtual or on-site
service provider to streamline HR policies, procedures and
challenges to run businesses more efficiently.
Building a Better Business
Jumpstart:HR has been respected by bringing a fresh
combination of HRM knowledge and strategy to the Small
Business and Startup marketplace. Most of the HR agencies
scare their prospective customers into compliance by only
sharing the negative aspects of poorly run HR functions
within an organization. They often commoditize HR by
sharing a list of transaction services that can be acquired
anywhere. That’s where Jumpstart:HR stands out, as it says,
“let’s build a better business together” and not “let me save
you from the scary compliance monster!” The company
invests knowledge, resources, and hustle muscle into
customer organizations, so Jumpstart:HR’s ROI is its
customer’s ROI.
Due to its holistic approach, the organization has received
numerous numbers of testimonials. However, the biggest
feedback it has received is just how valuable it is to have
strategic HR on a fractional basis. Making this type of
leadership accessible for its customers has resulted in their
tremendous success and sustainability. With the support of a
Strategic HR Partner like Jumpstart:HR, some of their
clients have gone on to receive prominent accolades such as
being on the Inc. 5000 list and winning Best Place to Work
awards - not to mention organizational growth and
profitability.
The Passionate Leader
Joey Price, CEO of Jumpstart:HR started his career as a
Human Resources Assistant more than a decade ago, and
eventually ended up in the boardroom as a CEO of an HR
consulting firm. With hands on experience of over ten years
as an HR expert in various organizations, he identified the
needs to revitalize underperforming businesses through
some never seen before innovative consulting strategies and
efficient HR administrative outsourcing support.
So, in the midst of recession and an uncertain economy, he
founded the company on October 12, 2011, with a mission
to help small business owners build capacity, lead happily
engaged teams, and weather to storms of economic
uncertainty and business climate change. Eventually, with
the backing of HR professionals with years of industry
experience in helping businesses translate their goals to
high ROI through happily engaged staff members,
Jumpstart:HR helped many small businesses and startups to
rebuild, and his business to grow as well. Since the
inception of the company, Joey has earned many
August 201738

41. Joey Price
CEO
recognitions from the industry which
includes Baltimore Business Journal’s
Top 40 Under 40 Award for his
innovative and creative approach to
HR for small businesses, the SHRM’s
HR Magazine even featured him in
“Top 30 HR Professionals Under 30”.
Joey is a serial entrepreneur and loves
helping leaders develop, so he hosts a
weekly podcast about personal and
professional growth for entrepreneurs
called the Business, Life, and Coffee
podcast. The show is completely
determined on enhancing the quality of
business and life. Joey engages in
conversation relating to personal
finance, psychology, professional
development and business for
emerging professionals and business
owners alike.
A Unique Industry
According to Jumpstart:HR, the HRM
industry is in a very unique place, with
quite a lot of upside. Many expert
scholars and well-known businessmen
over the past few decades emphasize
on the importance of intentional HRM
Leadership and case studies of
successful HRM and not so successful
HRM in different areas like talent
recruitment and intergenerational
workforce that can be easily found.
The message is finally sinking in with
the CEOs and Executives that in order
to drive profits and productivity, one
must inspire and cultivate his people.
The organization believes, “good
products don’t make a business, good
people do”. Every business is the end
result of a bunch of people, who work
for it and last but not the least HRM is
a key environmental architect that
makes work productive, safe and
rewarding. The organization also
believes that rather than replacing
senior level HR professionals, the HR
Technology will aid them. The
technology has made the processes far
more efficient and user friendly for
employees and how HR professionals
can make more intelligent decisions
about the people based on HR Tech.
Tackling Uneven Roads
During the initial days, it was quite
challenging for the organization to get
customers know about it, and building
trust among the clients was also an
issue. However, to overcome that, the
company adopted a ‘teach first’
approach to sales and marketing.
Blogging, social media, and public
speaking, all played a role in helping
customers see the immense value they
can receive while working with
Jumpstart:HR. Eventually, these helped
prospective clients to see special
moments that led them to think of new
possibilities in their businesses.
What Future Holds for
Jumpstart:HR
The company will continue to find new
and different ways to add value to
various small businesses and startup
clients across the United States. In the
midst of changing laws, changing
preferred practices around talent
management; and the economic
changes, Jumpstart:HR will continue to
find its way to respond and prepare its
clients to be successful. According to
the organization, there are many ways
to do that, but soon it will be rolling
out a few new initiatives over the
months and years to come.
Let’s build a better
business, together
August 2017 39