Mehul Harsora's Linkedin Analytics

“The future CHRO isn't just an officer, but rather a growth architect.” That’s what Priya, a CHRO at a fast-growing mid-sized company, told me last quarter. Her days were spent discussing issues with managers, and sorting out different HR tools. Meanwhile, attrition rate was climbing, and hiring timelines were slipping. The irony? Her team had three different HR tools, but still no real visibility. And the leadership questioning, “Why can’t HR be more data driven like sales?” Because Priya's team now has a single dashboard that: -> Saved Time -> Reduced Errors & Gaps -> Made Smarter Decisions -> Aligned Everyone to Goals -> Increased Clarity & Led To More Accountability She didn’t need a new tool. But she needed a platform that worked all together. #HR #HumanResources #HRTech

You are not alone. 70% of the workforce feels disconnected. That leads to: ➡️ Lower productivity, higher attrition, and quitting. The fix isn’t more meetings. It is using the most appropriate tool. This 1 platform engages 100% of your Team. ✅ Our Customizable HRMS gives HR teams a tool to: 1) Centralize employee records. 2) Track engagement with real-time data. 3) Surface early warning signs before burns outs. 4) Personalize workflows by team, role, or location. 5) Companies report up to 2x improvement in retention. When people feel seen, they stay. When data drives your HR, results follow. 💼 Are your curious to see how you can use it too? 📅 Book Your Free Demo Now: 👉 https://lnkd.in/dKY4tTh4

I fixed client issue in 1 move, not 99 tries. I have a client, a fast-growing tech startup. They were drowning in resumes, hundreds a week. Their small HR team just couldn’t keep up. Great candidates slipped through the cracks. Wrong ones made it to interviews. They tried spreadsheets, filters, even sticky notes. Still, the hiring chaos stayed. Then I introduced them to our ATS. Just 1 system to track every applicant. It parsed resumes, scored fit, and sorted fast. Suddenly, the right talent rose to the top. No more manual sorting, no more missed gems. Hiring time dropped by 60%. Their next engineer was hired in days. And she’s now leading a key project. One tool, one move, everything changed. 💼 You can change your game too. 📅 Feel Free To Book Your Demo Now: 👉 https://lnkd.in/dKY4tTh4

“I don’t see a future here. And so would like to resign.” We got a message from an HR head late Friday. She said: “Our best people are leaving. And I don’t know why.” They lost 10 team members in under 90 days. We ran anonymous stay interviews. Patterns emerged. People weren’t upset, they were uncertain. One of them said, “I don’t see a future here. And so would like to resign.” No one knew what growth looked like. Managers avoided feedback because they didn’t feel equipped. We built them a simple retention playbook: → Train managers to coach, not just delegate. → Run regular stay interviews, not just exits. → Align roles with personal growth goals. → Give clear career paths for every role. → Recognize effort publicly and often. → Promote based on skills, not tenure. It wasn’t magic. But it worked. Attrition dropped by over 50% in 60 days. P.S. What do you do to retain top talent?

This HR had 1,742 resumes for this one open position. Hiring manager needed to shortlist by Thursday. In the past, this would have meant late nights, and hours of endless manual scanning. But now this time was different. They started using our AI-powered CV screening tool. Then in just minutes: -> the system had read every CV. -> And ranked it based on skill match & culture fit. -> HR could now filter by must-have criteria instantly. Other benefits included: → Duplicate profiles? Auto-flagged. → No more manual sifting through resumes. Instead of spending hours scanning resumes, she spent minutes reviewing a quality shortlist the AI had created. She got more time to focus on connecting with people. And guess what by Thursday, the offer was out. How do you save time with huge number of resumes? 📅 Feel free to book a call to know more about the tool 👉 https://lnkd.in/dKY4tTh4

“People started laughing again in our office… and I knew something had changed.” That’s what the CHRO of one of our clients shared. Before that? The mood was different. - Smiles were very rare. - Motivation was very low. - Work pressure was creeping up. - Attrition rates were going much higher. They had smart people. A great product. But… something was missing. - Joy. - Energy. - Connection. So here’s what we did. ↳ Opened honest conversations. ↳ Trained Managers to Listen, Not Just Lead. ↳ Focused on well-being, not just performance. But what happened next? -> Energy came back. -> Team lunches returned. -> Engagement scores jumped up. -> Attrition rates dropped to all time low. Culture doesn’t shift overnight but when you treat people like people, not positions. P.S. What else would you like to add?

"People were walking in 2 hours late… and HR couldn’t do anything about it." That was the first thing our client told us on the call. Their attendance policy existed, but it wasn’t enforced. No visibility, no alerts, no accountability. Team leads were frustrated, HR was overwhelmed. That’s when we stepped in. We sat down with their HR team, understood their policy and the real-world gaps, and within days: -> We configured grace periods & shift timings. -> Integrated biometric + app check-ins. -> Set up real-time alerts for late marks. -> Empowered managers with reports. And the results? -> Late arrivals dropped by 63% in the first month. -> HR saved over 10 hours a week on manual tracking. -> And employees? They finally knew the rules, and started following them. Solving problems isn’t just about tech. It’s about translating policy into behavior. Write in comments how do you handle attendance?

Which one are you, the lazy one or the exhausted one? One of our clients, was noticing these signs in her team: -> Silently quitting. -> Exhausted teams. -> Lack of enthusiasm. We implemented mental wellness inside the HR system: -> Guided mindfulness sessions within the platform. -> A safe, anonymous space for real talk. -> Dashboards to detect burnout early. And this led to: -> Proactive Burnout Prevention -> Higher team productivity levels -> Cultural shift toward work-life integration This wasn’t about tech. It was about you taking care when pressure was peaking. Mental health isn’t a trend. It’s a basic foundation. P.S. Feel free to comment on more ideas to handle stress.

They were about to reject her. “She doesn't have enough experience,” the HR said. She had no big-brand pedigree. No perfect CV. But what she did have was... -> Hunger to learn -> Passion to work hard -> An attitude to be valuable We gently suggested the client: “Instead of asking her what she had done before, ask what all she can do for the company?” Because today, almost every role, be it tech, ops, marketing, everything is learnable. But curiosity, passion, and determination? You can’t train those. They gave her a shot. -> She outperformed expectations in 3 months -> Became the cultural glue in her team -> Upskilled herself in 3 new tools The hiring manager later told us: “She understood why we hire people, and not profiles.” ________ I would like to help you fix your HR issues. Let's meet over a call and sort it out. https://lnkd.in/dKY4tTh4 Image Credit: Rob Dance

"Our customer support team isn’t performing. We keep replacing team members but to no avail." said, one of our HR clients. The assumption? “Underperformers” were the problem. But here’s the truth: -> Replacing employee costs 1.5x their annual salary. -> Every time you lose someone, you lose continuity. Here’s what we changed: -> Introduced coaching for handling tough tickets -> Added emotional intelligence training for team leads -> Recognized consistency and empathy, not just speed And within just 3 months: CSAT scores jumped up by 35% Ticket resolution time improved by 30% And the so-called “bottom 30%”? Became culture carriers when supported. Moral: Replacing talent costs more than treating them well. Where are you struck up? I would like to help you fix your HR issues. Let's meet over a call and sort it out. https://lnkd.in/dKY4tTh4 Image Credit: Rob Dance

“We Didn’t Increase the Budget, But Fixed the System” (And It Worked) An HR company came to us with major problems: -> Delayed or skipped appraisal cycles. -> Internal pay disparity and equity issues. -> Inconsistent increment budgets across teams. Turns out, it wasn’t the lack of funds. -> It was the lack of transparency & visibility. - Company had no structured way to map performance. - Appraisals were scattered across spreadsheets.  - Managers used inconsistent criteria.  - And high performers felt unseen. We rolled out our: AI-powered Performance & Increment Module Which resulted in: -> Transparent goal-setting. -> Real-time feedback loops. -> Increment based on actual performance. And guess what, within one cycle: -> 98% of employees found the new system more fair. -> Attrition dropped by 20%. Moral: Sometimes the problem isn’t the money, it's the system. If you are facing such an issue, I would like to help you Let's meet over a call and sort it out. https://lnkd.in/dKY4tTh4