The 10 most promising human capital management solution providers 2018

Human
Capital
August 2018
www.insightssuccess.com
10
Management
Solution Providers
Most
Promising
Pam Glick
CEO
Pam Glick:SyncHR’s CEO has the big HR software vendors playing catch up
2018
People Analytics:
A Magical Crystal Ball
for HR Fraternity
Tech Trend
The Rise of Gig Economy
Workforce of
Contemporary World
Company of the Year
Anton Roe, CEO
People First
The

Human Capital:
Enhancing
Organizational
Performance
mployees are the pillar of an organization ceaselessly shouldering its development. A
Econtented employee has the utmost potential of boosting the productivity and the economic
growth of the organization. However, it takes Human capital to generate other forms of
capital in organization. It therefore comes as no surprise how human capital is proving to be a
valuable asset for several businesses. Organizations are playing smart by making huge investments in
leveraging the skills, knowledge, and competencies embodied in their employees.
The convergence of technical advancements, technological disruption and globalization has prompted
several companies to adopt skill development as a key strategy to achieve their organizational goals.
Human capital has come to the forefront of today’s innovation-driven workforce and is driving
corporate success and sustained competitive advantage. Organizations are providing their employees
a workplace where they get the satisfaction of their work in addition to the provided opportunities for
their self-growth and bliss.
At present, companies are taking necessary measures to keep its staﬀ enthusiastic and with surge of
giant steps towards productivity, staﬀ pleasure is needed. Organizations have started to realize the
value of “Happy employees make happy customers.” Currently, organizations are experiencing a
rapid development in their productivity and economic growth by adopting sound human capital
management practices.

In order to promote skills development and employee first policy, Insights Success has
shortlisted “The 10 Most Promising Human Capital Management Solution Providers 2018”,
which are building the innovative workforce and adding value to economic growth of the
country.
Featuring as our cover story is SyncHR, which is s a cloud-based, patented HCM platform
streamlining core HR, benefits, payroll, and reporting in a single enterprise-class application for
mid-sized companies.
Also featuring as company of the year is People First, a company combining cutting-edge
technology with game-changing ideas to put employee engagement and wellbeing at the heart of
business processes.
The listing also includes Cloverleaf, which is on a mission to unleash people to do their best
work, Fidello, a consulting firm specializing in improving human performance, MenaITech, the
first software company in the Arab region specialized in the development and distribution of
Human Capital solutions to companies operating in the Middle East and North Africa, Phenom
People, the pioneer of the world’s first TRM Platform and an AI-driven platform which
enhances the candidate experience and employer brand, and Polyglot Group, a leading global
boutique consultancy dedicated to helping businesses expand and optimize their growth journey
both locally and across borders.
Also, make sure to flip through our articles, written by our in-house editorial team as well as
CXO standpoints of notable industry personalities to have a brief taste of the sector.
Let’s start reading!
Hitesh Dhamani

Articles
Cover Story
SyncHR’s CEO has the big HR software
vendors playing catch up
Pam Glick:
08
Human Capital
Management: AI Can’t Replace
the Human Side of Recruiting
Knowledge Keys
18 32 38
26 34 44
Contents
Elaborate the characteristics
of Human Capital Management
System in context of SaaS
Merchant’s Perspective
The Role
of Consultants for
Every Business Stage
Expert’s Column
A Contented Employee is
a Key to Successful
Business Operations
Employees’ Diary
The Rise
of Gig Economy
Workforce of
Contemporary World People Analytics:
A Magical Crystal Ball
for HR Fraternity
Tech Trend

Excellence in Developing Customized
Human Capital Solutions and
Providing Related Services
MenaITech:
36
Helping Elevate
Human Performance
Fidello:
30
A Leading Human Capital
Management Solution Provider
Phenom People:
42
Delivering World Class
HCM Solutions
Cloverleaf:
22
Helping Businesses
Grow Globally
Polyglot Group:
46
A Productive Way
of Working
People First:
16Company of the Year

sales@insightssuccess.com
Corporate Ofces:
August, 2018
Database Management Stella Andrew
Technology Consultant David Stokes
Circulation Managers Robert, Tanaji
Research Analyst Chidiebere Moses
Steve, Joe, Alan, Vishal
Anish MillerManaging Editor
Jenny Fernandes
Art & Design Director Amol Kamble
Associate Designer Nagesh Tembhekar
Visualiser David King
Senior Sales Manager Passi D.
Business Development Executives
Marketing Manager John Matthew
Executive Editor
Assistant Editors
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Art & Picture Editors BelinPaul
Co-designer Priyanka Rajage
KhannaJayant
Peter CollinsBusiness Development Manager
Sales Executives
David, Kevin, Mark, Ajay
SME-SMO Executives
Prashant Chevale, Uma Dhenge, Gemson, Irfan
Online Marketing Strategists
Alina Sege, Shubham, Vaibhav K
Digital Marketing Manager Marry D’Souza
Technical Specialists Amar, Pratiksha
Technical Head Jacob Smile
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Contributing Editors Kaustav Roy
Hitesh Dhamani

SyncHR’s CEO has the big HR software
vendors playing catch up
Cover Story
If you’re an organization that expects more from
your HR tech and vendor, then we think there’s no better
solution or partner than SyncHR.
1 Solution Providers 2018
Management
Most Promising
Human Capital
The

Spend a few minutes talking with Pam Glick, CEO of
SyncHR, and it becomes crystal clear that she has a
deep passion for HR – and a fire in her belly to right
the wrongs that have plagued HR and finance professionals
for years.
After nearly two decades implementing Human Capital
Management (HCM) technologies for growing enterprise
companies, Glick says she intuitively knew things could be
done different – and better. A lot better.
“While the solutions technically worked, they were
extremely complex and didn’t work well in the day-to-day
chaos of the real-world,” Glick explained. “It was as if
vendors designed the software having never worked a
single day in HR or payroll.”
According to Glick, the enterprise space is littered with
horror stories of failed or miserable HCM implementations.
She said that companies traditionally had two options when
it came to HR tech. They either payed hundreds of
thousands of dollars – maybe even millions – in enterprise
software and consultants, and crossed their fingers hoping
that it would work as advertised. Or, they bought low-end,
off-the-shelf software, hired a ton of administrative staff to
rekey data between systems and made the best of it through
sheer willpower and grit.
“Neither option was good, which is why so many
companies continuously switch between the typical vendors
every few years,” Glick explained. “They hope
the next one will be better and nine
times out of ten, it’s not.” During
a chance meeting in 2009 with
SyncHR founders, Gary Durbin
and John Cuellar, Glick realized
she found two people who not
only shared her perspective,
but who also had a plan.
“These guys were talking
about all the age-old things
that were fundamentally flawed with HR software design
and described a radically new approach to actually fix it,”
explained Glick. “I was hooked.”
Glick, who took on the role as CEO, also knew there was
more to it than just building a better, more modern
platform. To truly revolutionize how growing organizations
tracked and managed their most important assets—their
employees—she would have to engage and partner with
companies differently to ensure their success using the
software.
“Most of the big vendors acted like they were doing you a
favor by letting you buy their software,” said Glick.
“Unless you were a Fortune 100 company, getting their
time and attention was virtually impossible.”
A Modern New Approach
Glick explains that SyncHR’s ultimate goal is to become
the Tesla of the HR technology space, bringing a radically
new approach and next-generation innovation to the
market—innovation that’s long been overdue.
According to Glick, most of the large vendors have glued
together HR, payroll and benefit management technologies
that they’ve acquired over time and placed them under a
single user interface. While these are often presented to
customers as an “all-in-one” HCM solution with a single
user interface, the underlying code-bases are different,
which causes a host of data and workflow headaches down
the road.
“Unfortunately, most of the big vendors are pretty slick
about selling around this,” said Glick. “It’s only afterwards
that customers realize, ‘wait, we’re having the same
problems that we had with our old system.’”
SyncHR took a different approach, building its platform
from the ground up to combine HR, payroll and benefits
management within a single, inseparable “core” system. In
doing so, Glick explains that SyncHR’s platform eliminates
“We want our customers to
continuously improve their processes
and maintain the value they get
from the system.”

data discrepancies and process breakdowns because
“everything is truly done in one system.”
And while most vendors have retrofitted their software for
the cloud, Glick suggests that SyncHR also differs in that it
was ‘originally’ designed for the cloud. As opposed to being
an afterthought, things like enterprise security, scalability,
system back-up and reliability, user permissions, workflows
and analytics and reporting capabilities were incorporated
into SyncHR’s cloud-first design from the very beginning.
For example, SyncHR provides a modern extensibility
layer, which allows organizations to easily connect their
employee data with other corporate systems with minimal
IT support or help.
Pushing the Innovation Envelope
In addition to its single-core, cloud-first architecture,
SyncHR also delivers several key innovations. It’s patented
Time Machine technology, for example, allows users to
transact across time – past, present or future.
Glick says this helps address a fundamental flaw of
traditional software solutions. For example, many
companies avoid starting a new employee between pay
periods because their solution doesn’t recognize specific
dates and therefore can’t process partial payrolls without
manual intervention. With SyncHR, users simply enter the
new employee start date and the system automatically
handles the calculations.
Another unique innovation is how SyncHR manages people
and positions separately. In most systems, the individual
employee data and position information are stored in the
same record. When an employee leaves the company or
changes jobs, the position information is lost or needs to be
re-entered. Since SyncHR manages people and position
data separately, when a person leaves the organization or
changes jobs, the position data remains in place.
In addition to eliminating a lot of extra manual work,
tracking people and positions separately gives companies a
more accurate view of the organization. HR and recruiting
execs can see both occupied and unoccupied positions.
Glick says this helps companies avoid hiring too many or
too few people, as well as minimizes work slowdowns,
processes and approval breakdowns since SyncHR
intelligently reroutes workflows on the fly to the next
person in the organizational hierarchy.
“Nothing falls through the cracks with SyncHR,” says
Glick.
“Our real goal is
to give customers
a system and set
of processes that
are so much better
and easier to use
that they can’t
imagine ever going
back to the old
way of doing things.”
Partner-centric vs Vendor-centric Mindset to Service
While Glick loves to talk about technology and how
SyncHR is different, she quickly moves into hyperdrive
when discussing the company’s different approach to
service and support.
“At the end of the day, you can have the world’s greatest
technology and still not be successful because you don’t
have the right partner helping you succeed,” she explains.
Glick says that SyncHR takes a very different approach to
implementation and service. Whereas most vendors take a
traditional software-vendor approach, which aims to
minimize the interaction with customers, SyncHR does the
exact opposite.
“We want to engage with customers and talk to them every
day to see how we can help them be more successful,”
Glick said. “We’re all about the relationship and partnership
with our customers.”
SyncHR’s different partner-centric approach manifests itself
in several ways, beginning with system implementations.

These have traditionally been long, drawn-out processes
that can take months or even years. Glick explains that
SyncHR’s advanced technology combined with its partner-
centric approach allows it to implement its platform in “a
fraction of the time compared to competitors”.
Glick explained that the company recently implemented a
3,000-person organization in 90 days. “While that’s
unusually fast, the point is that we can and do move at
whatever speed our customers want and need from us.”
Another key difference in SyncHR’s approach revolves
around a robust change management program. According to
Glick, most vendors focus on the initial implementation, but
stop there. SyncHR goes a step further, offering each
customer internal change management support and
programming that consists of everything from training to
internal email templates that HR can send to employees.
“Our goal isn’t simply to get SyncHR rammed in and
installed,” says Glick. “The real goal is to give customers a
system and set of processes that are so much better and
easier to use that customers can’t imagine ever going back
to the old way of doing things.”
On top of the rapid implementations and change
management programming, Glick says that the company
goes the extra mile by assigning designated Customer
Success Managers (CSMs). Glick says that SyncHR’s
CSMs know customers on a first-name basis, which means
they also know the specific details of their system set up.
This helps streamline things when a customer needs help.
And rather than wait for customers to call, SyncHR
proactively reaches out to customers. This includes doing
quarterly business and system reviews of SyncHR.
“We want our customers to continuously improve their
processes and maintain the value they get from the system,”
explains Glick. “So, we routinely check-in to see where we
can help, whether that’s configuring new features for them
to take advantage of or giving them some additional
training to utilize the system more.”
Attraction Not Promotion
SyncHR’s different approach to both the technology and
service is making some big waves in the market, beating
out vendors like ADP, Ultimate Software, Ceridian and
even Workday and Oracle. Still, the company has its
challenges.
“Our biggest challenge really is just the newness of our
company,” explains Glick. “The fact of the matter is that
SyncHR isn’t a household name yet, and that can be a little
scary for some customers.”
While Glick admits that market awareness is a key obstacle
for some customers, she’s also adamant that the company
earn its reputation by investing in product innovation and
customer service versus buying it through slick marketing
programs or fancy tradeshow booths.
And this approach appears to be working. The company has
attracted a host of high-profile companies, including rapidly
growing enterprises like Riddell and Florida Cancer
Specialists, the largest independent hematology and
oncology practice in the United States. SyncHR’s modern
data architecture and ability to handle complex payrolls and
organizational hierarchies makes it particularly appealing to
manufacturing and healthcare organizations.
“We want to attract customers who are sick and tired of the
same old challenges from the same old vendors, and who
want something different, something better, and something
built to work better together” says Glick. “If you’re an
organization that expects more from your HR tech and
vendor, then we think there’s no better solution or partner
than SyncHR.”
“We want to
engage with
customers and
talk to them every
day to see how
we can help
them be
more successful.”

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CORPORATE OFFICE

Management BriefCompany Name
2Interact Inc
2interact.us
Marc Van Der Ven
Vice President
2Interact, Inc., is a leader in providing Global Enterprise
Human Resources Management, Payroll, Benefits, Time and
Talent Management solutions to organizations around the
world.
AsureHCM
asuresoftware.com
Pat Goepel
CEO
Asure Software offers the only HCM platform empowering clients
with measurable insight into the productivity of their employees.
Blue Beyond
Consulting, Inc.
bluebeyondconsulting.com
Blue Beyond is a boutique management consulting firm that
focuses on the people side of business.
Cloverleaf
cloverleaf.me
Darrin Murriner
CEO
Cloverleaf is on a mission to unleash people to do their best work.
MenaITech is the first software company in the Arab region
specialized in the development and distribution of Human
Capital solutions to companies operating in the Middle East and
North Africa.
People First combines cutting-edge technology with game-
changing ideas to put employee engagement and wellbeing at the
heart of business processes.
Phenom People is the pioneer of the world’s first TRM Platform, an
AI-driven platform which enhances the candidate experience and
employer brand.
SyncHR is s a cloud-based, patented HCM platform streamlining
core HR, benefits, payroll, and reporting in a single enterprise-class
application for mid-sized companies.
Fidello, Inc.
fidello.com
Christopher Bjorling
CEO
Fidello is a consulting firm specializing in improving
human performance.
MenaITech
menaitech.com
Dr. Bashar Hawamdeh
Founder & CEO
People First
people-first.com
Anton Roe
CEO
Phenom People, Inc.
phenompeople.com
Mahe Bayireddi
CEO & Co-founder
SyncHR
synchr.com
Pam Glick
CEO
Cheryl Tyler
CEO
Polyglot Group
thepolyglotgroup.com
Corinne Bot
Founder & CEO
Polyglot Group is a leading global boutique consultancy dedicated
to helping businesses expand and optimize their growth journey
both locally and across borders.
Management
Most Promising
Human Capital
The

Adecade since the recession, and despite advances
in technology, productivity in businesses has
continued to decline across the globe. According to
Gallup’s 2017 State of the Global Workplace report, only
15% of employees are truly engaged at work. They, along
with other experts, believe that business can do much to
alleviate the problem. But the question is how? Cue People
First by MHR International. People First combines cutting-
edge technology with game-changing ideas to put employee
engagement and wellbeing at the heart of business
processes. The platform simultaneously improves employee
wellbeing and business outcomes through the promotion of
flexibility, skills development, networking and flow. MHR
International is a specialist provider of HR, payroll and
analytics software and services based in Nottingham, UK.
Established in 1984, MHR has gone from strength to
strength with consistent annual revenue growth, and now
supports over 1,000 organisations both in the UK, and more
recently globally, with the launch of People First.
A Dynamic Way of Leading
MHR was established by John Mills, Chairman, in 1984 to
supply human resource and payroll software services to
various clients on ICL VME and IBM 370 mainframes. In
2017, Anton Roe, who joined the company in 1989 as a
trainee, took up the role of CEO for MHR as well as People
First. Before taking role of CEO, Anton served as CTO for
six years. He is a dynamic and versatile company director,
expert in the planning and management of complex
business programmes that drive corporate vision, increase
profits and deliver exceptional results for customers.
Creating Happier, Healthier and Productive Workplace
Despite the proliferation of HR technology, employee
engagement, productivity and overall job satisfaction are at
rock bottom. Unlike other HR solutions that offer ‘more of
the same’, People First tackles these issues head on.
People First harnesses the power of AI, bot technology and
analytics to help individuals better understand what makes
People
First:
“People First is
the most
employee-focused
HR platform on
the market.
“
| August 2018 |16
A Productive Way
of Working
Anton Roe
CEO
People First

them tick at work, ultimately helping them to spend more
time in the flow. The result is an HR platform and work
ethos fit for the modern workplace, built using ground-
breaking technology to remove the fundamental barriers to
employee engagement and productivity.
The utmost thing that stands behind People First is its desire
to help human resources deliver a shared, personalised and
profitable experience for all employees in the world of
work. This philosophy pervades everything the company
does. Rather than creating a solution to support the existing
world of work and replicating established procedures and
processes, it has created a new approach and backed it up
with the latest technologies to help not only with the current
productivity crisis, but to address the future of work. This
approach results in a happier, healthier and more productive
workplace for everyone.
Keys to Improve Organizational Performance
There are a number of key elements that frame People First
with its improved organizational performance.
First is the People First Alliance, which promotes a new
partnership between employers and employees based on
mutual respect and trust. It recognises that both parties
bring value to the workplace and encourages an open and
grown-up dialogue. It’s a different way of working, but one
that allows everyone to engage and thrive as adults within
the reality of modern work.
Second is Flow. Flow, otherwise known as ‘being in the
zone’, is where employees are fully focused and immersed
in their work. When in flow, employees are at their most
productive. This state also has massive psychological
benefits for the employee, including feelings of value,
ownership and belonging. Represented graphically within
People First, leaders can see the flow of individuals, teams
and the organisation as a whole. This analysis can be used
to predict overall business performance or flight risk, and to
improve employee enjoyment and wellbeing.
Next is the Personal Digital Assistant, the People First
Chatbot, which helps employees manage their daily
workload, speeds up HR transactional processes, and
answers their work-related questions – and is accessible
anytime, anywhere via smartphone or tablet.
People First embraces AI and Pragmatic People Analytics in
a manner that is natural and accessible, so that they are only
noticeable by their results. It absorbs data from employees’
day-to-day work via the Chatbot, which operates like a
Fitbit for work, learning their patterns and checking in with
them at suitable times. This data is useable by employers
and employees alike, and more importantly, is useful in
understanding employees’ enjoyment and performance.
Progressive companies are now replacing annual appraisals
with real-time check-ins, encouraging a culture of open
communication and feedback. People First facilitates
Augmented Check-ins, where managers and employees
discuss progress, tackle issues right when they arise, and
evaluate how the alliance is going. This helps managers to
get to know their team on a human level, something that is
crucial in the modern workplace.
MHR believes that, the powerful combination of
technology and thinking behind People First will improve
the employee experience and organisational performance
and delivers a product for the future, today.
Staying Ahead of the Game
MHR will continue to invest in People First to ensure that it
stays well ahead of the game. The company has put in
motion the process of reimagining how work should be and
will continue to push boundaries with the adoption of new
technologies and thinking. The platform will continually be
developed to allow individuals and organisations to
successfully and joyfully progress well in to the future.
Exemplifying Satisfied Customers
“As the world of work is getting faster and in some cases
more demanding, the People First platform allows us to
embrace hyper personalisation in the context of HCM.
From our perspective, applying AI technology to free us
from the mundane tasks of work life so we have the
freedom to focus and be ‘in the flow’ is an important pillar
of our competitive advantage.” Emberson Group
Company of the Year
17| August 2018 |

| August 2018 |18
Workforce of Contemporary World

s an employee, if you were given a chance to sell your skills on the
Aglobal stage with a greater sense of autonomy, independence, and
flexibility as compare to the traditional 9 to5 job, what would you
prefer? As an employer, if you were given a chance to hire a potential
candidate on-demand at your terms and conditions as compared to a
permanent hire, what would you prefer? This is where Gig economy comes
into picture. The days of ‘life-long’ careers within the same company, long-
term stability of a signed job contract, guaranteed significance of the skills
acquired in the college, and predictable work routines are long gone.
In this fast paced global economic era, there is a growing demand for
independent talent who are autonomous and willing to sell their skillsets on
the global market. There are multiple factors that are giving exponential rise
to Gig economy than even before. Below are some of these factors that are
fuelling the growth of Gig economy, which is considered as the new and
burgeoning trend in the HR space.
Financial Freedom
According to a survey conducted on 6,247 Gig economy workers, 57% said
they chose freelance path to earn more money. On an average, a freelance
worker makes $60,000 a year, according to MBO partners. When a person
works as a freelancer, he is not tied to incremental salary increases, or limited
to how much you can make. Depending upon the industry, sky is the limit.
And this is what fascinates most to the freelancers.
Do what you really passionate about
People work because it gives them the most important resource required to
live i.e. Money. But how many people do the work which they really find
fascinating; that is the million dollar question, and answer might be a fraction
of the total workforce. This is another reason people get attracted towards
freelancing, as it gives them an opportunity to do what they really find
interesting and have a passion about.
Balanced Work Life
Gig workers have full control of their workload, they can pick and choose
how much they can take on and where and when to work at their own
convenience. One LinkedIn survey which was conducted on 10,000 workers
revealed that more than 46% value working in such a fashion because it
allows them to work on flexible timings. According to Forbes, more than
35% like the work life balance that Gig economy provides to its workers.
Full Control over Destiny
In a permanent job, employee works for some specific job role and are bound
to work in the same domain if they want a greater hike or a better position.
Whereas, gig worker have the liberty to change career track whenever they
19| August 2018 |

ant. If a person wants to make some more
wmoney, want to try something new, or want be
their own boss, then being a gig worker they
can achieve these goals and have more control over what to
do next. For a big dreamer who never gets satisfied with a
traditional job, entering flexible workforce might be a
refreshing change of pace.
Not only Employees but Employers also want Flexibility
In most part of the contemporary world, employers also
now gracefully accept the option of contractual manpower
due to variety of advantages that contract worker bring for
an organization.
Skill based Hiring: Many jobs require a specialist only
when there is a dire need of it, not all the 365 days a year.
Then, why to spend extra money on a full time employee, is
the burning question that arises in the mind
of recruiters time to time. This is where gig
workers fit into the picture more
conveniently than a full time
employee. When employers seek a
gig worker, they often look for a
specific skillset among candidates.
Since a gig worker is not a full
time employee and hired to
complete specific project,
chances of getting work done
more efficiently, effectively and
in timely manner always
remains high.
Speedy Hiring and Onboarding
Process: Conventional
onboarding process many times
takes weeks or even months. But
individuals in the flexible
workforce are expected to onboard
much more rapidly and even
seamlessly integrate their work with
the team. Since companies hire gig
workers for their expertise in the subject
matter and there is a no commitment for a
full time employment, workers do get hires
from various platforms in a very speedy manner
with fast onboarding process.
Past and the Future
While alternative work arrangement has been in the fashion
for long but its usage has grown significantly over the past
decade. The fraction of contingent employees in the labor
force increased from 10% to 16% between 2005 and 2015,
with alternative work arrangements accounting for all of the
net growth in employment over the past decade.
The increased applications of disruptive technologies like
Artificial Intelligence, robotics and automation will shape
the future of global workforce and will significantly give
rise to so-called gig economy. According to one survey, an
estimated 7.6 million Americans will be regularly working
as providers in the on-demand economy by 2020, more than
doubling the current total of 3.2 million flexible taskforce.
Gig economy is still at the nascent stage, according to
research firm PwC, gig economy cover mere a 2% of the
total recruitment market. But by 2020, gig economy will
worth $63 billion globally.
| August 2018 |20
Workforce of Contemporary World

Every enterprise is dependent on its resources. It
is the basic function of every company to utilize
them effectively to retrieve optimum results.
Human capital is one of the most valuable resources for
enterprises. Many of them have started investing a good
portion of resources in managing the human capital.
Human capital management includes multiple tasks
including recruitment, training and development,
employee retention, and employee orientation program.
HCM offers benefits to the enterprises i.e. extracting A-
game of employees, assigning right job to the right
person, and helping employees in developing their
professional skills.
Cloverleaf is one of the leading companies in HCM
business. The company equips employers and empowers
employees to give the greatest contribution to their
organization and have the most fulfilling opportunity in
their role. It collects information that is generally
considered as HR data and is limited to the HR leader
only, and makes it accessible to the teams in a
contextually relevant way. For example, enabling
learning through email tips on how to communicate in
the team and how to approach with clients in an effective
manner.
Cloverleaf believes, good business is about putting
humans in the positions that allow them to be their best.
People should be empowered to make all aspects of who
they are, part of their work and contribution to the
organization. People are more than their resume, past
employers, failures and successes. It finds ways to
contribute all of those fantastic, invisible facets of a
person to the task at hand. It is critical for people to be
intentional about truly knowing who they work with. The
combination and contrast of team skills elevate
themselves and others. This creates exceptional value to
everyone involved.
Influential Leadership
Darrin Murriner, CEO, Cloverleaf, is the author
Corporate Bravery - a book about creating culture
change around eliminating fear-based decision making.
Darrin has more than 10 years of experience with some
of the biggest corporations in USA. He has been
assigned to various sectors such as outside consultant,
operations, finances and risk management. These
experiences have been the foundation of thesis for his
Cloverleaf:
Delivering World Class
HCM Solutions
Darrin Murriner
CEO
| August 2018 |22

book. Prior to his current role, he has been the co-
founder of BabysitEase. He worked for Stockpilz, an
online commodity marketplace for buyers and sellers,
where he was assigned as CEO. He has worked on
various profiles in numerous enterprises including
Epipheo, American Modern Insurance Group, The
Midland Co, Fifth Third Bank and Arthur Anderson.
Darrin has also attended various industry conferences as
a speaker, such as the Association for Talent
Development, Disrupt HR, and the HR Collaborative.
Additionally, he is a regular guest on popular podcasts
speaking about research on teaming and culture.
Assessment is the Key
Being in the business of high end technology that relies
on venture funding, Cloverleaf is specifically focused on
the impact of anything it tries. It measures the
engagement with every aspect of the product to identify
the potential of value addition for customers. The
company also invests in small amounts to discover its
ability to reach the companies that if worked with, can
have the biggest impact. In order to contribute towards
the betterment of the industry, Cloverleaf plans on
improving employee development and increasing the
productivity of teams. This will result in an engaging
workforce and happier employees.
Distinctive and Leading
‘‘ Cloverleaf cross-maps
your team’s personality,
skills, and culture,
andreveals insights
that canhelp you
make betterdecisions
about your teams.
It is difficult for any enterprise to sustain in the field of
technology due to the dynamic environment of the
sector. Even though HCM does not directly come under
this sector, but it is dependent on the same. One of the
key functions that distinguish Cloverleaf from
competition is that it is focused on teaming and building
relationships and strong communication which is
neglected by current collaboration, employee
engagement and project management tools. The plan is
to do the same through coaching and consulting as less
expensive and less time consuming leading to industry
best assessments for better ROI.
Building Topnotch Workforce
Cloverleaf’s objective is to be recognized as an
international leader for building thriving teams that
deliver ground breaking business results. It aims to have
millions of team members and hundreds of thousands of
teams that look to Cloverleaf to help with all their needs.
This will ultimately result in people having better
understanding of themselves with better knowledge of
their roles in the team which will lead to more
satisfaction in their work.
Badge of Satisfaction
“[Cloverleaf] has helped our team bridge a lot of
communication gaps that we didn’t even know existed!
The integration capabilities are great and fit seamlessly
into our organization. We used it for our admin team of
10, and had great time learning about one another.”
“Something I’ve been waiting for my whole career!!”
“Cloverleaf is a great resource that helped me see how to
play to my strength in the context of Team”
‘‘
23| August 2018 |
Management
Most Promising
Human Capital
The

Human Capital Management:
AI Can’t Replace the Human Side of Recruiting
What happened to coal miners is not going to
happen to recruiters.
Automated and autonomous technologies have forever
changed mining globally, and no amount of tariffs or
corporate handouts will alter the reality that coal
extraction requires fewer and fewer people. Donald
Trump’s 2016 campaign blamed the sharp decline in coal
mining jobs on Democrats and coastal liberals, yet
overlooked technology’s role in eliminating them for
good.
Recruiting is another industry in which the introduction
and adoption of new technologies has become
commonplace. An important difference is that recruiters
are not—despite working in an industry hungry for
efficiency gains—facing the same fate as miners or those
who used in work in offices such as bookkeepers,
accountants, secretaries and admin staff. The demise of
those positions was due to software and hardware
innovation; QuickBooks eliminated hundreds of
thousands of bookkeeping jobs, while word processing
and other desktop software apps made secretaries almost
extinct.
Recruiting is Different
The principal reason why recruiting will avoid the same
fate as the West Virginia coal miner or Southern
California bookkeeper is because it’s fundamentally
different. Recruiting isn’t just a sequence of tasks; it’s a
sequence of tasks with a necessarily heavy human
component. Recruiting comprises engagement and
communication with other HR team members, hiring
managers, executives, other employees on hiring teams,
along with external contacts such as job sources and
agencies. To that list we can also add the most important
cohorts, prospective employees, applicants and
candidates.
The Rise of the Machines that Learn
In referring to technology, I’m not referring to software
programs like Applicant Tracking Systems that have
existed for over 20 years. I’m referring instead to
advances in Artificial intelligence (AI) and Machine
Learning algorithms that are both promising to some and
frightening to others. For reference, Machine Learning is
the idea that we can feed large amounts of data into a
computer that will identify patterns and uristics almost
by itself. Once identified, it will apply the “conclusions”
to new sets of data. AI is the broader concept of
machines being able to carry out tasks in a manner that
we consider to be “smart.”
Much of the promise of AI/Machine Learning lies with
introducing more objectivity into recruiting, handling
more data and automating as many processes as possible.
AI and Machine Learning are great for all of those. What
they’re not great at, and will not become so in the
foreseeable future, is replacing face-to-face human
interaction.
Knowledge Keys
| August 2018 |26

Let’s face it, most candidates want personal interaction
when seeking a new opportunity. New employees are not
just ﬁlling an anonymous opening on an org chart;
they’re seeking opportunity, challenge and a work
environment where it’s not all about work. There’s a
selection process on both sides before it leads to buy-in,
and there’s only so much application of technology you
can make when candidate courting becomes
conversations across tables in boardrooms and
restaurants.
Improving a Recruiter’s Favorite Metric - Time-to-
Hire
I think it’s important to understand that adoption of AI in
recruiting is not an either/or reality; It’s still early days
but recruiters are already beneﬁting. By observing how
managers and recruiters make screening decisions, AI-
based systems can predict the match between a job, a
candidate, and a team:
Ÿ Submitting an application will become much easier
for candidates.
Omer Tadjer is the CEO and
Co-founder of Comeet. He has
been involved in high-tech
companies for more than 15
years, a decade of which was
devoted to software
development and managing
development teams. A
technologist and philosopher
by training, he is a business
entrepreneur at heart. He is
passionate about applying his
practical IT and management
experience to creating
valuable products and
transforming the way the HR
industry operates.
About the Author
Omer Tadjer
CEO & Co-founder
Comeet
27| August 2018 |

Ÿ Recruiters can evaluate resumes and candidates
faster.
Ÿ Ensuring position fit is more precise.
Ÿ Identifying the best candidates in a candidate pool
takes less time.
The cumulative effect of AI in these areas is that time-to-
hire is significantly reduced. Recruiting teams can make
internal decisions, close job requisitions faster and
reduce the potentiality of poor hiring decisions, all of
which happens in a manner that fully respects
candidates.
Enhancing the Candidate Experience
The other side of AI-enabled recruiting is the candidate
experience. From seeing what our customers are doing,
we know that a great candidate experience equals an
80% greater chance that the candidate will accept an
offer. What’s the secret of delivering this kind of
experience? Respect the candidate, be transparent and
don’t keep them in the dark. For example, don’t ask
candidates the same questions multiple times in
interviews. Keep recruiting stages short, precise and
respectful. Our customer data show that these
characteristics increase job acceptance.
Driving Improvement Using AI and Machine
Learning
Whether you have a lot of AI and Machine Learning
experience or your education is starting with this article,
here are a few specific source-to-hire applications where
smart systems deliver empirical value:
Ÿ Helping you optimize your marketing budget and
how you allocate the money and collect resumes.
Analyzing your and other companies’ data will allow
smart systems to understand where and when the
budget should be invested, significantly reducing the
cost-per-hire and increasing candidate quality in your
pipeline.
Ÿ Ensuring that candidates who are not a fit are treated
respectfully and receive professional and courteous
notifications about their candidate status.
Ÿ Matching an application to a job description, a
candidate to the company culture, or a hiring manager
preference to an existing profile in your candidate
database can deliver huge value.
Ÿ Making these promising matches, pushing the right
candidate to the top of the list, and automatically
handling interview scheduling deliver important top-
of-funnel returns.
Ÿ Enabling interviewers to become more professional
by surfacing the right type of questions according to
the position and job. Process-driven interviewing like
this will enable companies to avoid expensive hiring
mistakes.
Ÿ Following the process and suggesting follow-up
actions to the hiring team.
These applications and others will make AI
tremendously useful to recruiters in the next several
years. From collecting applications, evaluating resumes
and making decisions, its impact will be massive. By
applying automation and semi-automation to so many
different recruiting tasks, recruiters will gain many more
hours for the kind of human-to-human interaction that
reveals the type of information and learnings that
software and data can’t discover. And, depending on the
region where they’re working, recruiters may be able to
help ex-coal miners find new career paths with more
long-term upside.
28 | August 2018 |
Knowledge Keys

The prime objective of every organization is to plan,
develop, and organize its employees in such a way
that they become capable and efficient resources to
succeed both today and tomorrow. In human capital
management (HCM), organizations regard its employees as
essential resources who play a contributory role in the
productivity of the organization.
The term ‘Human Capital’ was first introduced in
‘Economic Development with Unlimited Supplies of
Labor.’ It was written by A. W. Lewis in the year 1954.
Since then, the industry has come a long way in developing
and shaping organizations to maximize productivity and
results. One company, providing human capital
management solutions for a long period of time and has
mastered the craft, is Fidello Inc.
Fidello is a consulting and products firm specializing in
improving human performance. It helps its clients to
identify and utilize strategic competencies which ultimately
drive strategic results.
Leading from the Front
Christopher Bjorling is the charismatic CEO of Fidello.
He has provided direction for the past 30 years in creating
an integrated set of modular Human Capital Management
capabilities that are able to be mixed and matched to create
specific client solutions. He has watched the industry and its
providers go from silo based solutions to acquiring many
other solutions to provide their own assembled integrated
package compared to Fidello’s more seamless solutions.
A Variety of Products and Services
Fidello offers a wide range of products and services to its
clients. These unique products help organizations in
bringing a focused integration and development for its
people. Products and services provided by Fidello include:
Ÿ HR WEB Solution: HR Web is a comprehensive
Intranet-based software solution for many human capital
management needs. Fidello’s modules are designed to
act independently or where appropriate, combine with
other modules providing a single user interface
performing numerous activities seamlessly.
Ÿ Competency Models: Competencies are the knowledge
and skills required to achieve desired performance
outcomes. The ready to use competency model has been
developed by Fidello consultants over the last 18 years.
It stands alone as a model of general business
competencies or as a resource which an organization can
use to build a customized competency model fitted to
their business model and culture.
Fidello:
Helping Elevate Human
Performance
Christopher Bjorling
CEO
| August 2018 |30

Ÿ Leading Indicators: Leading Indicators is a solution for
leadership development. It is a research-based, on-line
multi-rater tool designed for leaders and organizations to
assess both present and future leadership capacity.
Ÿ Consulting services include: competency identification
and development, performance management, succession
planning, learning management, training and
development, job profiling, workforce planning, and
much more.
Broadening the Horizons
Since Fidello creates unique client solutions, it starts by
understanding the client’s strategic vision of what they need
their solution to enable and move forward in their human
capital management plans. Fidello firmly believes in ‘Begin
with the end in mind.’
Fidello then works to understand the processes, tools, and
data that the client needs to have to satisfy that end and
work with them to achieve that vision. Through this process
Fidello creates a diversified solution that is unique for each
client. There may be similar components, but the details
within those components or how they are configured
together benefits each customer differently and appropriate
to their needs.
Counting on the Experiences
Over the years, the company has witnessed challenges to
design creative solutions for its client’s individual needs.
These opportunities have helped Fidello to become an agile
provider of unique solutions to satisfy client needs. Because
of their experience, the company is not surprised by any
type of client request and has often done something similar
‘‘ Fidello believes that
one size does not fit all
– your culture and
strategies need to be
leveraged and enabled
through your
Fidello solution.
along the way. All of this has enabled Fidello’s tools and
modules to be adaptable to such requests and its
programming team to be adept in working those
components into a seamless solution for the clients.
Contributions towards the Industry
Fidello provides an alternative to the potential clients,
giving them the chance to enable their vision into their
solutions. The capability and niche which Fidello offers
allows the clients to feel heard and supported in their
creative ideas to manage their Human Capital Management
processes in the most creative and cost effective way.
Crisp Take on Competitors
To stand out from its competitors, Fidello offers quality and
custom solutions that fit the needs and culture of their
clients. This alone allows the clients to be creative and
Fidello’s capabilities help them to enable their dreams.
Peeping into the Future
Fidello firmly believes to continue to work in its niche area
of unique solutions. The company is looking forward to
enable an ‘off-the-shelf’ version. This version is very
customizable by the client. It will give clients numerous
benefits of what unique tailored systems to offer, but for a
fraction of the start-up cost.
A Loch of Satisfied Customers
Fidello has a pool of satisfied customers who swear by the
company and the solutions it provides:
“Fidello has provided unique solutions enabling us to react
quickly and efficiently to organization redesign requests and
manpower evaluations helping us to achieve our goals.”
“Over the years Fidello has provided us with a performance
management and learning management solution that has
been able to be modified and configured to meet the needs
of not only of our company, but also the needs of our
holding company as well.”
“If I have a unique need or thought in working
with systems related to my human capital I
always call on Fidello. Over the years I
have found that they have done pretty
much everything before and I can
count on them to deliver. I have
worked with them through
my experience at three
different companies.”
‘‘
31| August 2018 |
Management
Most Promising
Human Capital
The

A CONTENTED
EMPLOYEEEMPLOYEE
IS A KEY TO
SUCCESSFUL
BUSINESS
OPERATIONS
| August 2018 |32
Employees’ Diary

The growth in a successful
business enterprise is due to its
working personnel. Currently,
the employees are being the pillar of
the development of the business
practices. Besides, they are concerned
about the challenges they have to face
with the emerging layoffs and
restructuring. The employees need a
workplace where they get the
satisfaction of their work in addition to
the provided opportunities for their
self-growth and bliss. At present, the
companies are ramping up to take
necessary measures to keep its staff
enthusiastic and with fewer
discontents. For a business to flourish,
the integration of employees with the
surge of giant steps towards staff
pleasure is needed.
Dress Codes are the Past Entities
Nowadays, companies are liberal about
the dress codes that once were a
compulsion in the traditional business
practices. Allowing individuality in the
dress codes can back hold the
extremity of professionalism. This
compatible environment at the
workplace keeps a worker happy,
reflection of which is/ can be seen on
the operations carried out by them with
an approach positively affecting the
company in high grounds. Basically,
companies need to focus on the work
performance of an individual rather
than judging them on the basis of their
appearance. This measure will attract
the employees to work hard which will
lead to the growth and development of
business.
Motivation is Much Needed
It’s the duty of an employer to
motivate their employees on regular
basis to attain stability at the
workplace. The employees are
sometimes under stress and pressure
due to the excess workload which can
be soothed by activation of workshops
related to managing the burden and
stimulating the improvement in an
individual performance. The
companies need to make the limited
number of rules and regulations for an
employee that will build a sense of
trust in them prominently uplifting
their dedication in their respective
work. Proper counseling and
motivation can result in drastic
changes in the abilities and flexibility
of a worker, playing a vital role in the
development of a business enterprise.
The companies should also focus on
motivating the employees to always
keep on learning the new things,
benefits of which will be received by
the business organizations itself.
Small Appreciations Make Big
Differences
The employees are the backbone of a
business organization as they dedicate
all their hard work and perseverance to
it. For these acute commitments, the
company must take the measures to
acknowledge all employee profiles for
their work and offerings on regular
intervals. Verbal thanks to an employee
can make a colossal transformation in
his/her personality and thereby support
the work ethics. Besides, a kind memo
can help the company workers to be
pleased, explicitly surge the
development of the business
organization. Appreciations in the form
of an email can inculcate more
positivity among the workers that
would highlight the company’s
development and lead to smooth
employer-employee operations. The
staff will be happy with this small act
of gratitude making the pillars of the
business enterprise more strong.
Flexible and Pleasant Workspace
The employees can only contribute to
the development of a business if the
environment around them makes them
happy. The people around them and the
people with whom they work play a
vibrant part to concentrate and
maintain their focus. The flexible
operations occurring in a company can
uplift the self-development of a worker
thereby being the catalyst for
company’s success. A company should
carry out necessary operations to keep
its business environment majorly
satisfying and free from manipulation.
Pleasant workspace helps the
employees to properly focus on its
targets. The workspace should be
designed in such a way that its
personnel would admire it always,
work with full enthusiasm in the pink
of their health.
Patience is the Need of the Hour
A company can never be successful
overnight. It has to strive hard for
certain achievements. The company
needs be patient with its employees, in
situations dealing with profit and loss.
The employers should believe in their
employees and make them realize that
they matter to the company. The
business organizations needs to tolerate
the staff in terms of serious damage to
the productivity of the company and be
open and available to them in all sorts
of discussions and activities. Stability
among the workers can be achieved if
the companies remain calm with them.
This will lead to constant and secure
operations between the employees and
the respective organizations. Dealing
with the workers patiently will make a
bigger difference in the bond of the
trust and build a greater sense of
satisfaction amongst them.
The employment sector has to face
critical layoffs in the private as well as
the government sector. But the
technology is emerging with big
solutions and opportunities for the
employees helping them to become a
leader in the near future. Besides, new
generation employment masses are
truly getting influenced by the use of
the smartphones that will surely
demonstrate them with new skills and
knowledge. The upcoming scenario of
employment sector will be an
integration of the business
organizations and the technology.
33| August 2018 |

tremendous. Service businesses and teams depend more
than almost any other industry on their human capital,
because the people aren’t just the most valuable part of the
operation: they are the operation! Because people are
resourceful, but not always reliable, being able to connect
the right people, at the right time, to the right work is
critical to delivering great, profitable, fulfilling work for
clients. Being able to adapt to change, work with flexibility,
and easily assign work based on the skills of your people is
how you operationalize HCM and bring it from the HR
department to the center of the engine of the company.
One of the key benefits of Service Operations Automation
(or ServOps for short) products - like Accelo - is that they
ensure both the managers of teams or projects and the
people who are doing the work stay on the same page; for
effective collaboration and streamlined workflows. For
example, with ServOps systems, managers can see when
their people are overloaded (or underutilized), and the
people doing the actual work can access a real-time stream
of relevant updates, feedback, and budget estimates on that
specific client work.
The ability to synthesize both schedules and workloads in
real-time across the organization helps team leaders more
efficiently manage their humans. Being able to assign the
right person to the right job - based on their schedule for
any given day, week or month - ensures that quality work
gets delivered without any burnout, every time.
In service businesses, where people are your most valuable
assets, it’s important to identify over-utilization before it
results in crisis. It’s also just as important to automate
redundant tasks that drain service professionals of time that
should be spent doing the work they love - the work that
Elaborate the characteristics of
Human Capital Management
System in context of SaaS
When it comes to successful human capital
management, many businesses have had
success with new SaaS technology to help
automate the acquisition and the aspects of managing their
workforce. However, when it comes to optimizing the
human performance of the organization on a day to day
basis, many businesses still find themselves making “gut”
decisions and often running blind.
For service businesses - who employ more people than any
other industry in the US today - the costs of having to
manually manage and optimize their most expensive - and
valuable - assets are diabolical. With the prevalence of
spreadsheets for scheduling, more and more people are
having to manually juggle their changing priorities in a way
that’s wasteful – both time consuming and costly – which
consequently affects productivity and revenue.
Fortunately, a new, operational approach to managing and
optimizing a workforce - oriented around the work that
people need to do for clients - is desperately needed, and
thankfully now, exists. Advances in automation and
machine learning can finally provide both managers and
individuals with a dramatically improved experience around
scheduling, skill matching and optimization of delivery.
Known as Service Operations Automation, this people-
centric model ensures the best people are optimally
assigned to the right work, and through increasingly
automated and real time tracking, the technology can help
teams and their managers make the right decision in a
dynamic workplace, with confidence.
Beyond the optimization and profitability benefits, the
outcomes for both team members and clients of harnessing
this operationally focused approach to HCM are
| August 2018 |34
Merchant’s Perspective

Geoff McQueen is the Co founder and
CEO of San Francisco based Accelo. A
serial entrepreneur and investor, Geoff
focuses on solving real-world business
problems with technology, most recently
through Service Operations Automation
(or ServOps for short), a new technology
category that helps small and medium
businesses double their profitability by
streamlining and automating their
day-to-day operations.
brings in revenue. In a nutshell: investing in your people
is the same as investing in the longevity of your business.
In non-service businesses, where people primarily
perform an important but supporting function, using
traditional HCM software may be suffice. But in client
service businesses, it’s a little different; the people are
responsible for all value creation; they are the factory
with the world’s most perishable inventory - time, and
they work under high levels of uncertainty and variability
each and every day. Therefore, having access to ServOps
technology that supersedes the functions of traditional
HCM software - like having automatic time-tracking,
built-in timesheets and billing, and intelligent resource
scheduling - is necessary for successful human capital
management. Why? Because employees are real people
that should be invested in and managed in a way that
improves value to your business.
In summary, ServOps technology exists to connect the
right people, to the right work, at the right time - with
ease - so that they can thrive and flourish professionally
by delivering successful client outcomes that are
personally and economically fulfilling. At the end of the
day, if you have smart and capable people doing work
they’re not skilled for, you’re going to face significant
attrition and attention pressure, and the productivity of
people - not to mention the quality of their work - will
suffer tremendously.
Company Description:
Accelo is a Service Operations Automation platform that
streamlines and automates service operations in small-to-
medium businesses. Accelo boosts profitability and
reduces chaos by providing its users with an all-in-one
platform to view, manage and work on all
communications, sales, projects, tickets, retainers,
invoices, payments, and more! Now, service
professionals can finally access the right insights and
tools they need to work and scale with ease.
Our Success & Service:
Accelo doubles profitability, increases utilization, and
boosts productivity - all while keeping service
professionals and teams less stressed. By giving service
professionals one place to run their entire operations,
we’re able to recover lost time and automate redundant
tasks to get people back to doing the work they love!
About the Author
Geoff McQueen
Co-founder & CEO
Accelo
35| August 2018 |

Technological disruptions are a defining feature of
the modern business world and hence, companies
are automating and digitizing their business
operations at an unprecedented speed. Technologies such as
Human Capital Information Systems (HCIS) cannot be an
exception. They are developed with information processing
and analytics to sustain organizational development and
profitability. MenaITech is also implementing an advanced
human capital technology used by top corporate clients. It
aims to partner with clients and empower them to leverage
its solutions suite and gain a competitive edge. Its wider
mission is to help clients achieve their strategic goals, and
enhance their organizational effectiveness.
Creating Benchmarks for the Industry
MenaITech is a Jordan based company founded in 2003. It
is the first software company specialized in the
development and distribution of Human Capital Solutions.
HRMS suite enables businesses to access a range of
information about their workforce, which directly affects
their efficiency and productivity. It has set a benchmark for
the best practices across all HR functions enabling
organizations to execute their business strategies more
effectively. All the services are customized to fulfill
organization’s needs by including the necessary features. It
also enjoys the first mover advantage for technologies in the
MENA region.
The Guiding Influence on the Company
Dr. Bashar Hawamdeh is the Founder of MenaITech and
considered as one of the pioneers in the IT, HR, and
intellectual property fields in the region. He recognized the
great demand for localized HR management tools in the
MENA region and he laid the cornerstone of MenaITech
with a mission to disrupt the HR space.
Bashar has helmed the MenaITech operation from its
humble beginnings in Jordan to make it the leading HCMS
provider for fourteen years. In parallel to his leadership of
MenaITech, Bashar is a champion level expertise in
intellectual property and this expertise led to the foundation
of MenaIP, a holding entity with the objective of catalyzing
innovation. Bashar believes in entrepreneurship
development and he continuously works towards supporting
entrepreneurs, as they are the key to generating sustainable
economic growth across the entire region. Driven by his
entrepreneurial spirit and extensive experience, Bashar is an
all-time advocate of innovation.
Innovative Solutions for All HR Needs
The company has diversified solutions from Human Capital
Information Solutions (HCIS) suite designed for businesses
of all sizes and types. These include platforms like
® ® ®
MenaHR , MenaPay , and cloud-based MenaLite .
MenaITech:
Excellence in Developing
Customized Human
Capital Solutions and
Providing Related Services
Dr. Bashar Hawamdeh
Founder & CEO
| August 2018 |36

®
MenaHR is MenaITech’s flagship HCIS and is the most
comprehensive and powerful localized HR platform.
®
MenaPay is a deck for payroll and personnel functions
®
while MenaLite provides a dynamic cloud HR, personnel,
payroll and employee self-service.
Employees and HR managers can also deploy the firm’s
®
exclusive MenaME-mobile app to have a seamless
interaction with HR-related information while making more
effective and informed decisions. Additionally, the firm also
®
offers a 360-degree feedback software, Mena360 and a
powerful multi-dimensional analytics and metrics
®
dashboard, MenaExplorer to evaluate functionalities like
employee performance across all talent programs. The
company has learned to provide HR turnkey solutions that
ensure organizations enjoy accurate, timely and complete
HR information. Cloud-based HR modules are trendy, self-
operated, localized and accessible anytime/anywhere and
tailored to meet the needs of SMEs.
Achievements and Expansions
MenaITech has expanded its operations with the help of
technology. It is serving more than 2200 clients across 25
countries in MENA with the total number of user base
surpassing 1.5 million. It has created the regional presence
through 5 offices across MENA. The company represents a
success story in HCIS and it is slowly contributing to
change in the mindset of management towards investing in
HR systems. It has successfully enhanced the knowledge
and effectiveness of users in the HR aspects and functions.
Technology-Edge over the Competitors
The Company has distinct advantages in technology and
execution of business. It has superior Technology-Edge
over its competitors. It provides fully localized services as
‘‘ MenaITech - The
versatile and widely-
used HRMS with over
1.5 million users,
backed by powerful
technology and
smart functions.
the name itself indicates. The system has built-in country
profiles with local requirements of each. MenaITech’s
comprehensive HCIS satisfies the statutory and legal
requirements, which enable organizations to implement best
practices in HR. Security of data, and all-round accessibility
of location, time independency, and mobile application are
given very high priority. Its systems are equipped with in-
depth analytical tools giving more than 300 advanced
reports for the employee’s personal and financial
information. These systems are well tested and successfully
implemented. Multilingual support in its software for both
Arabic & English language and after-sales support given by
active customer support department makes it more user-
friendly.
Future of Transformation
MenaITech continues the transformation in HR industry
with new technology and capabilities that can help clients
unlock the power of their human capital. It is reinforcing its
position in the current market by developing advanced
cloud and mobile solutions. MenaITech’s position in the
market by not only continuing to serve the large corporate
sector but also focus on SMEs and startups to support
economic growth and entrepreneurship development in the
region with advanced cloud solutions.
Testimonials by Customers
“I looked at a variety of tools available and, not only did
MenaITech’s seem to fit what I needed, but the program it
provided me with allowed us to see the tools in action. I
wish MenaITech the best for its continued success with
software that makes such a great difference. MenaITech,
thanks for the excellent customer service.” -Mr. Suleiman
Abu Hijlah, Human Resources Manager, PalTel
“MenaITech has supplied HRMS that has helped HR
professionals to standardize and automate certain processes
within the function, at the same time reduced the errors.
While using this HRMS, you are confident that the Support
team is ready to help at any time and guide you to achieve
the best possible results.” -Mr. Wesam Alissa - Human
Resources Manager, Acacus Technologies
‘‘
37| August 2018 |
Management
Most Promising
Human Capital
The

The secret of my success is that we have gone to
exceptional lengths to hire the best people in the world”
- Steve Jobs
The said quote itself explains the power of recruiting ‘right’
candidate. A right candidate has the potential to transform an
organization fortune to a new level. A right candidate brings
quality and effectiveness that builds a brand and develops a
unique customer experience, while a ‘wrong’ candidate can lead
to a lot of extra stress and issues that can hinder the
development of a business. But at the core, hiring right talent is
important, and this is where HR personnel struggle the most.
With the advent of an emerging technique known as “People
Analytics”, hiring right candidate will get easy than ever before.
Necessity of People Analytics
Competition for onboarding top talent is getting fierce,
especially in industries, like IT, financial service firms,
healthcare sector, and manufacturing, that are going to witness a
massive transformation. Ever growing numbers of job seekers,
shaken economy and neck-to-neck ruthless competition are
making HR’s job even more challenging to find right talent for
the right job. One technique that is seen as a solution for the said
problem is “People Analytics”. It is an emerging field that is
pulling everyone’s attention due to its potential to assist HR
people in recruiting the right talent.
“
| August 2018 |38
Tech Trend

Understanding People Analytics
People analytics or HR analytics is the application of
statistics, mathematics, and modeling which collects and
process worker-related data to see and predict patterns. This
technique assist organizations to predict whether a
particular person fit for a given job or not. Due to its ability
to boost hiring and retaining the right talent, some people
have gone so far that they have even started calling it as a
“crystal ball for HR”.
How ‘People Analytics’ can help HR fraternity
• Identifying the features or variables in jobs and
employees that matter/counts most
• Matching those important job variables with a pool of
applicants or recruits
• Predicting the likelihood of a worker to stay on the job for
a long time or to “churn”
• And recommending salaries and other compensation to
bolster longevity
Importance of Peoples Analytics
There are lots of important questions that arise into the mind
of management peoples like: How can we find more top
performers? What do our most successful leaders do to
excel at their work, and how can we replicate that across the
organization? Which people are most likely to stay for long?
Which employees are likely to leave? With the right
analytical tool in hand, one can get the right and accurate
answers to these vital questions which plays a pivotal role in
shaping company’s fortune and can assist an organization to
maintain a robust workforce.
Popular HR Analytics Tools
Power BI
Power BI link multiple sources like SQL database with
people’s data, live twitter feed, machine learning API’s and
more. All these different data sources are then combined
with an aggregation process to create one large database.
39| August 2018 |

The consolidated data then can be used to create pivot table to let end user get a quick insight in the key areas of the
workforce. And, all these meaningful insights then the end user can see in a user-friendly manner with Power BI’s
dash boarding capacity.
SPSS
Dealing with analytics requires some sort of technical capability to make the most of it. But what if the end user is not
a technical person but still want the same results which can be derived from the above tool. Answer to this said
concern is ‘SPSS’ tool. Without having extensive statistical knowledge, an end user can do an exploratory correlation
analysis or a quick regression analysis. This makes SPSS one of the most commonly used HR analytics tools in social
sciences.
Rstudio
It is a people analytical tool which is best suited to process huge data sets. It provides valuable insights that can help
an organization to maintain robust workforce. It’s potential to let end user visualize and statistically analyze candidate
data with the help of user friendly interface is the prime reason behind its popularity.
Interesting Research Finding
Many recent studies even proved the effectiveness and productivity of People Analytics techniques. Recently,
Deloitte’s Bersin found that organizations that use people analytics techniques at a sophisticated level reported 82
percent higher three-year average profits than corporations without properly-deployed people analytics methods.
Over the world more number of schools, colleges, and universities are opening up than ever before. There is an
increased awareness for education as well. More people want to get access to quality education to raise their living
standards. All these are resulting into increased number of job seekers. With business competition going intense with
each passing year, recruiting right talent has become the need of hour for HR personnel. The potential benefit of
People Analytics will then definitely assist HR fraternity in recruiting and maintaining a robust workforce if applied
meticulously.
| August 2018 |40
Tech Trend

In an interview with Insights Success, Mahe
Bayireddi, CEO and Co-founder of Phenom
People, shares his experience and gives resourceful
insights on the HCM industry developments. In addition
to this he has also noted about Phenom People, its
products and vision.
Below are the highlights of the interview conducted
between Mahe and Insights Success:
Give a brief overview of the company, its solutions and
services?
The purpose of Phenom People is to help a billion people
find the right job. They are doing that with the Phenom
People TRM Platform that is made up of a hyper-
personalized career site combined with tools used by
recruiters like real-time candidate relationship
management (CRM), content management system, talent
analytics, and chat bots. The entire platform uses artificial
intelligence to drive the chat bots, personalization,
candidate scoring, and more.
How do you diversify human capital management
solutions so that it will benefit your customers?
Most of the HCM solutions available in the market focus
on only one aspect of human resources or talent
acquisition effectively. Whereas, Phenom People handles
multiple aspects of the talent acquisition process starts
from passive candidate detection to a hyper-personalized
career site, and from a real-time CRM incorporating talent
signals to internal mobility.
Give a detailed explanation regarding the CEO’s
influence towards the industry and the company?
Mahe was named as Best CEO of 2018 for Women and
Diversity by Comparably. His leadership style has helped
to shape and scale the company in a positive way. With a
high EQ, Mahe has focused on building a company
culture that is inclusive, diverse, and unique. The
company has tripled in size in the past two years, he is
still actively involved in the daily business practices,
hiring of key personnel, and he’s always provided an open
door for employees to ask questions, get feedback, and
gain insights.
Describe the experiences, achievements or lessons
learnt that have shaped the journey of the company.
Prior to 2015, the company was known as iMomentous,
and the product focus was mainly on mobile career sites.
Some of the best experiences and lessons learnt
Phenom People:
A Leading Human
Capital Management
Solution Provider
Mahe Bayireddi
CEO & Co-founder
| August 2018 |42

previously, have stimulated as a result of rebranding and
building out the TRM Platform to create a more robust
product offering for our customers.
When it comes to achievements, we’ve received
numerous accolades both for our products and culture that
includes, in 2018; we successfully raised $22 million in
Series B funding. We were also recognized as one of the
fastest-growing software companies on the 2017 Inc.
5000 List, ranking at 277 with a three-year sales growth
of 1,580.48 percent. We named as Best SaaS Newcomer
by the SaaS Awards, Best Employer of 2017 by the Stevie
Awards, and Cool Vendor in Human Capital Management
of 2017 by Gartner. We grab the 2017 TekTonic Award by
HRO Today Magazine. In addition to this, we received
national recognition as a 2018 Great Workplace by Great
Place to Work, and locally recognized by Philly.com and
the Philadelphia Business Journal as a Best Place to Work
for 2018.
How does the company contribute towards making the
industry better?
Phenom People’s goal is to make the process of acquiring
talent an intuitive one by collecting and analyzing talent
signals to provide deep insights into a candidate’s intent.
The Phenom People Platform consolidates the HR tech
stack resulting in more actionable data and a better
experience for candidates, recruiters, hiring managers, and
talent acquisition leaders.
Where does Phenom People see itself in the long run
and/or what are its future goals?
Phenom People is continuing to diversify and expand its
‘‘We believe people
should be happy
and inspired by
their jobs – just as
we are.
product offering. The future goals include leveraging
conversational commerce and talent signals to help take
talent acquisition to the next level. We want to continue to
develop and dominate the TRM category within the HR
technology industry.
Considering the rising number of human capital
management solution providers, how does Phenom
People stand out from its competitors?
There are a couple of things that make Phenom People
stand out amongst its competitors. By utilizing talent
signals across the entire candidate and employee journey,
the Phenom People is able to deliver candidate quality.
This is accomplished by attracting and identifying more
of the right candidates utilizing artificial intelligence for
personalization as well as candidate interest, timing, and
fit.
Give us a few testimonials of your clients that
accurately highlight Phenom People’s position in the
market.
“Every time the candidate comes to the website, they have
a unique experience. It remembers you. It allows you to
use your LinkedIn profile.” - Shelia Gray, Global Talent
Acquisition Leader at GE Appliances
“We are excited to launch our new career site with
Phenom People. With thousands of applicants for multiple
positions across the globe, we are confident that the new
career site provides a look, feel, functionality, and
experience that is second-to-none for our candidates. We
look forward to seeing the full impact of the launch in the
upcoming months as we continue to add capabilities and
enhanced experiences.” - Justin Thenutai, Senior Director
of Global Talent Acquisition Excellence at Microsoft
‘‘
43| August 2018 |
Management
Most Promising
Human Capital
The

Every business owner and executive comes to the
realization and fear that they don’t know what they
don’t know at some point in the game. To leap
beyond this fundamental hurdle, wise leaders lean on
experts to help fill in the gap. Experts such as CPAs,
attorneys, bankers, mentors, and consultants are routinely
sought by successful business owners for guidance, advice,
and support that can be promptly made effective. Gaps in
business are essentially analyzed to determine the best,
quickest, simplest, or most cost-effective solution, which is
then developed and finally implemented by consultants in
various niches every minute of the day.
Consulting is a big industry for a reason. Businesses have a
high risk of failure. Failure is easy, and failure is hard. With
the assistance of a consultant, businesses have a much
better chance of survival. Let’s take a look at how
consulting can work at every stage of a company.
Start-up / Pre-revenue
This stage of a business is filled with passion and dreams.
The owner is typically a technician within the industry
breaking free from the constraints of their boss or is a
dreamer of great things in general. Problems arise when the
many components of running a business the right way
interfere and bog down this solopreneur. Seemingly simple,
but highly important, responsibilities such as accounting,
operations, and marketing can quickly overwhelm and lead
to failure.
Bringing in a consultant at this stage or prior to start up can
save the solopreneur from a tremendous amount of stress.
The consultant can walk the owner through the hurdles of
business with ease and experience. Establishing systems,
creating procedures, and building plans for sales and
marketing will prepare the busy start-up for successful
growth through to the small business phase.
Mom & Pop Shop
Mom & Pop Shops are what we refer to small businesses
with 1-25 employees. This may be a small generational
business or a growing start-up that is hiring friends and
family to help get the job done. One day, the goals become
too large and the owners take on more than they can handle
in an effort to grow. What these owners don’t realize is that
they need to have defined systems in place, along with
communication, leadership, and a growth plan to move
beyond Mom & Pop Shop status to Small Business status
without suffering collapse.
Small Business
The small business typically has 1-100 employees which
may also include many family and friends. Some systems
are in place, yet there lacks organization and
communication leading the owner down a path of “too
many chiefs” or not enough oversight. At this stage,
business owners may discover they have a lot of people
doing the same thing, no formal processes and a lot of fires
to put out. Stress once again takes hold of the business
owner in a way that may make them question closing shop
and going back into the workforce.
Consulting at these stages require in-depth analysis of
where the company currently exists on the spectrum and
identifying gaps in the foundation of the organizational
structure. Analysis will require a look at financial
performance, operations workflow and processes, systems
integration and utilization, human resources suite of
knowledge and procedures, centralized standard operating
procedures, marketing plans and strategy, and more.
Analyzing each component of the business will bring to
light top layer and secondary issues that the consultant will
prioritize to match urgency and effective organizational
modeling for proper implementation. Business owners
should expect this process to take some time, but in the end
The ROLE
of forCONSULTANTS
Every StageBUSINESS
| August 2018 |44
Expert’s Column

the business will operate like a well-oiled machine ready
for growth.
Mid-size Business & Enterprise
The Mid-size Business has successfully identified the needs
of a growing business. Most companies of this size (101-
999 employees) and of the Enterprise size (1,000+
employees) have established policies and procedures,
human resources, systems integration with maximized
utilization, and have a plan to move forward. These areas
will experience ongoing expansion enhancement over time.
Mid-size companies will start to departmentalize and create
an executive team for improved oversight and strategy
development. Problems Mid-size companies face are
keeping everyone working toward the same goal,
communication, effective leadership and management
development, mergers and acquisitions, continuous
improvement of systems and operational workflow and
recruiting for longevity all while staying on top of their next
strategic move and pacing change. Enterprises continue to
refine and silo roles within the company; however they
experience many of the same issues a mid-size company
does.
At Mid-size and Enterprise level, Consultants are brought
into a company on a project basis and will be focused on a
niche of service. This is when the: Branding Consultant is
brought in to develop a brand or revitalize a brand for a
segment of the business; Lean Specialists are brought in to
examine one segment of the manufacturing process; System
Analyst is brought in to create functional APIs to connect
the 25 software programs used by the company to prevent
errors and reduce time wasted on duplicating entries; and
possibly, Coaches are brought in to develop a mid-level
management team.
There is a need and a place for Consultants at every stage of
business, even before the first signs of failure. Bringing a
Consultant into the company earlier in the process will
make the transition to the next big step easier and the long-
term outcome of the business much better. Although
business owners may have a difficult time justifying the
cost of consulting, especially if funds are limited, the
desired end result has greater potential to be realized in a
shorter timeframe. Companies that have successfully
worked with consultants see the value of their work in the
overall success of the business and often retain consultants
for future projects.
About the Author
April Salsbury, MBA is the owner
of Salsbury & Co., a business
management consulting firm. After
growing an organization from 15
employees to 100 employees and
seven locations, including
international distribution and
working in legislation for industry
oversight and accreditation, she
believed her experience as a CEO
and a “builder” could help small
business owners avoid certain
hurdles and gain valuable insight.
45| August 2018 |
April Salsbury
Owner & CEO
Salsbury & Co.

Founded in 1995, Polyglot Group is a leading global
boutique consultancy dedicated to helping
businesses expand & optimize their operations both
locally and across borders. As a one-stop-shop, the
company’s mission is to ease business growth by breaking
through cultural barriers. It does so by providing tailored
and comprehensive solutions in HR Consulting &
Outsourcing, Talent Acquisition, Payroll Outsourcing,
Translation & Interpreting as well as Business
Incorporation and Registrations.
Polyglot Group aims to bring humanity back to business, by
working towards a more collaborative, diverse & open
world; one where cultural boundaries are no longer barriers,
so that businesses and their people may expand. The
organization aims to provide a one-stop shop for its clients’
needs. Through its worldwide partner network and Polyglot
offices, it brings together, under one roof, a wealth of
expertise and experience that makes the difference for its
clients in achieving strategic goals and commercial
objectives.
With a global footprint spanning over 9 time zones,
Polyglot Group makes a client’s business hours its own.
The company opens the doors to the world’s largest markets
and key emerging regions, giving its clients a competitive
advantage for success. It gives clients the answers to the
questions they don’t even know to ask, so as to generate
sustainable business growth for them.
Exemplifying Excellence and Leadership
Corinne Bot is the Founder and CEO of Polyglot Group.
She has an unfaltering will to leave a place better than she
found it. As a true believer and supporter of equality and
diversity, it was hard for her to face discrimination as a
woman and mother in business. From that moment, Corinne
knew she wanted to make a difference in this regard and
create a culture that was fair to all.
Corinne believes in human-to-human communication and
relationships. She states, “Businesses are run by people, for
people. With this in mind, we strive to get to know the
people behind the business and work with the people that
make the business.” Her ultimate passion is to work with
people and help them grow and flourish. Whether through
mentoring or collaboration, she seeks to empower others,
and regularly shares her knowledge and expertise at
seminars and events, and also through podcasts.
Helping Businesses
Grow Globally
Corinne Bot
Founder & CEO
| August 2018 |46

Both of these passions were a defining motive behind the
creation of her business and are still driving her in life.
Having moved to Australia from France and been
welcomed there with open arms, Corinne wants to continue
enhancing the multiculturalism and diversity that makes up
Australia’s DNA.
Corinne is also proud to have been selected as a French
Foreign Trade Advisor more than 10 years ago. This role
enables her to foster a more prosperous relationship
between the two countries. For her enduring commitment,
Corinne is deeply humbled to have been knighted with the
Legion of Honor from the French Government in 2016. It
recognizes French citizens who have demonstrated
outstanding merit for at least 20 years.
With Business Development skills and over 20 years of
experience in multicultural HR Consulting, Recruitment
and Business Solutions, there is no surprise that her dream
has now expanded globally across Europe, Africa & USA.
Corinne continues to be a huge supporter of
entrepreneurship as well as partnership. Starting out as a
one-woman company, Polyglot Group now consists of
brilliant cohort of individuals all over the globe and is ever
growing due to her passion and trust in others.
When asked about the future endeavors of her chef-
d’oeuvre, Corinne says, “We want to be present on every
continent, to be available for our clients in all time zones
and be able to provide our support everywhere.” She also
adds, “Another critical goal for us is to keep our family-
business DNA worldwide internally while we grow.”
We are a global & local
expert growth partner,
bringing pragmatic
solutions as an
extension of our
clients’ teams.
Distinctive Competency
Polyglot Group believes in people, and its goal is to inspire
businesses to see the value in their teams. The organization
focuses on enterprises expanding beyond their borders,
which need a unique form of support: answering the
questions they don’t know to ask. The organization’s
presence in key global markets gives it expert local
knowledge offering clients the most comprehensive local
and global growth support. Speaking more than 28
languages and coming from all ends of the globe, the
company’s Polyglotters bring local expertise to accelerate
clients’ business growth, ensure continuity and business
success in key market segments.
The organization believes that, businesses come in all
shapes and sizes and no growth journey is the same.
Because of this, Polyglot is client-focused and tailors every
solution to suit the client’s individual business needs at
every stage of their evolution, in order to develop long-term
sustainable success. The company excels to deliver tangible
outcomes and not just reports & opinions, and its
Polyglotters strive to be more than just consultants.
Satisfied Clientele
“Thank you for the opportunity to see and understand more
about the core and spirit of Polyglot from you. Like Owner;
like Business – passionate, confident and always aiming for
quality. Thank you for the consistent good-quality services
in the past few years. With your leadership and great team
around you, the world is Polyglot’s oyster.” – Alcatel
Lucent Enterprise.
“We have been working with Polyglot Group since 2015,
and all in all, the service they provide, the candidates they
present and the staff we have eventually chosen have been
and continue to be, excellent. They have truly assisted us to
expand in a controlled manner with talent we are working
to provide a long-term future for within the business. I
would recommend Polyglot in a heartbeat. – Finance
Director of Naval Group‘‘
‘‘
47| August 2018 |
Management
Most Promising
Human Capital
The

The 10 most promising human capital management solution providers 2018

The 10 most promising human capital management solution providers 2018

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