ADRENALIN HCM
Available on:
1. Workplace
2. Mobile
Communication: The building block which
connects all the HR process areas
 Email and Mobile Connectivity
 In line Chat Facility
 Message Centre- Bulk mail and
personalized mail services
 Workflow approvals through SMS and
Mail Response
1. Allows integration with 3rd Party Applications and ERP’s
2. Provides Organization the ability to collaborate with Internal
Social Collaboration Platform
3. Analytics & Dashboards
Self Service: Paper less and hassle free Roles & Security: Ensure confidentiality and
employee service accountability of Key HR process.
 Employee Data Management  Set Password rules – length, expiry,
 Attendance & Leave Management. retrieval
 Travel Request  Assign forms to Employees or Groups
 Corporate Item Request  Define 5 Level’s of security
 Payroll Declaration  Assign managerial and secretarial
 Claims and Reimbursement access for forms
Confidential 1
 HR FOUNDATION
Organization Structure: Smooth functioning of the
organization
Supports Functional, Flat, and Hierarchical, Team or
Matrix structure through:
• Organizational entities like departments, office
location etc.
• Employee attributes like manager, location,
department, business units, paygroup
Job Structure: Streamline employee data & processes
effectively
• Provides an inheritable set of employee data
attributes making it easier during recruitment and
movement
• Streamline employment records, letter generations,
exit interviews, test templates, based on position to
ensure that the data is organized and hassle-free
• Define organizational parameters like business unit,
grade, location, reporting structure, roles &
responsibilities, employment details, notice details,
templates, letters, compensation details, etc..
• Shortlist candidates from resume pool by specifying
educational / skill details required for the position
• Separation clearance activities, exit interviews and
pre-joining activities can be automated
Employee Information: Structured management of complete employee
information
• Record employee details like passport, visa, bank details, medical history,
language proficiency, family details, qualifications, past employment,
insurance, hobby etc.
• Capture all the personal information as a process of on-boarding with a user
friendly information entry wizard
• Authorize data entered by the employee with an approval process
• HR can record / update employee information on behalf of the employee
• Auto intimate HR on any change made in personal data form
Compensation Management: A snapshot of employee remuneration
• View compensation package including benefit components
• Declare flexi-benefit package in a self-service form, if organization allows
• Maintain compensation history of employees
• View pay slips and tax computation sheets for the current as well as past
periods
Payroll Management: Cash-in on the technology for accuracy
• Flexible to create multi-company payrolls with unlimited number of employees
• Calculate tax, gratuity, medical & tax credits, final settlements, increments and
arrears
• Maintain separate component templates for different categories of employees
• Fully compliant with local laws
• Has a formula builder for custom calculations
• Multi-currency support
• Tightly integrated with compensation and claim modules
• Apart from HRMS security there is user level pay group security (access). This
facilitates the user to view only the pay groups to which they have been given
rights
Confidential 2
EMPLOYEE LIFECYCLE MANAGEMENT
Confirmation Management: Manage employee confirmation pro-actively
• Conduct employee confirmation processes on time
• Setup either the confirmation appraisal process or directly administer the confirmation process
• Engage employees and their managers in the confirmation process
• Take the objective decision of confirming the employee or extending probations
• Generate confirmation letters

Transition Management: Effective management of employee movements across geographies / business units
• Create movement actions and reasons
• Make employee movement hassle free and real-time
• Set authorizations for sensitive data - control the data changes based on actions
• Notify all stakeholders when a movement happens
• Handle compensation fitment at the time of employee movement
• Auto generation of promotions, increments and data change letters without any manual intervention

Separation Management: Managing separation with a smile

• Allow employees / managers / HR managers to record resignation
• Clearance activities can be initiated with different process owners online that helps retain the organizational assets
• Track clearance from various functions including handing over of organizational assets
• Allows to control on the notice period of employees on the basis of their current employment status
• Facilitate exit interview of employees
• Facilitate final settlements of employees

Confidential 3
 WORKFORCE ADMINISTRATION
Absence Management: Leave calendar
• Apply for leave online
• Know balances of leave rules online
• Track leave approvals
• Assign work to others during leave period
• Encash leave
• Cancel leave
• Anytime leave ledger
Shift & Scheduling: Shift management made easy
• Define shift & shift rules
• Allocate resources based on fluctuating work
load
• Ensures optimum utilization of resources per
shift
• Ensures authorization of shift changes so that
work does not get affected
• Allows employees to plan their leave by making
them aware of the shift patterns in advance
• Global shifts to address different time zones
Time Sheet Management: Employee activity
tracker
• Record time spent on activities
• Provide detailed description of actual work
done
• Input reimbursable expenses made for the day
• Identification of billable and non-billable
activities
• A separate interface for the finance facilitator to
payout all billable activities post timesheet
approval
Time & Attendance: An accurate time & attendance tool
• Define attendance capture mode for each employee – online or through external
recording
• Enforce start time in attendance
• Enforce attendance force-out in case the employee has not signed-out on the
previous occasion
• View attendance calendar showing attendance, absence, travel, training etc.
• Address attendance regularization
• Assign attendance tracking for employees who are mobile
• Analyze and maintain team’s punctuality index
Travel Management: In-house travel desk
• Raise travel requests
• Define itinerary
• Request for accommodation, tickets, transport etc.
• Make bookings for self, family, company etc.
• Request VISA where required
Claims & Reimbursements: Track employee claims & reimbursements
• Claim reimbursement expenses online
• Track eligibility and submit bills online
• Get to know when payments are made
• Carry forward excess bills to next period
• Forget losing manual claims
Confidential 4
TALENT ACQUISITION
Requisition Management: Faster and more efficient
recruitment process
• Ability to create processes and make different role
players as process owners
• Manpower requests made easy for line managers
• Ability to raise multiple vacancy requests for similar
positions by line managers
• Allows for multiple levels of vacancy approval
• Allows for candidate’s pre-employment verification
• Map request against approved open positions or as
ad-hoc
Interview & Selection Management: Interview &
Selection process manager
• Setup position-wise interview templates and
interview levels
• Shortlist candidates, create schedules and notify
interviewers
• Interviewers can approve / delegate /reject the
interview schedules
• Interviewers can also view the candidate’s resume
before approving / rejecting the schedules
• Record interview feedback
• View feedback history of previous interviews
• Interviewers can either shortlist or propose for
further evaluation
• Record interview feedback online or offline
• Select the shortlisted candidates and fill in offer
details like offer date, offer confirmation date,
reporting date etc.
Applicant Management: Comprehensive applicant management process
• Register and create candidate accounts
• Maintain uniqueness of the candidates’ data (single image of the candidate)
• Publish vacancies against consultants
• Elicit resumes from any of the sources like internal employees (using internal
job board), candidates (using career page), consultants (using consultant
page) and walk-ins
• Resume bank gets populated from various sources like recruitment managers,
external candidates, consultants and internal referrals
• Graphical representation of vacancy metrics like total filled, balance
vacancies, offered count, including the source of resume
Offer Management: Offer the best to the best
• Setup position-wise compensation & offer letter templates
• Compute CTC. Also, there is provision to specify details like joining bonus,
relocation claim, notice period buy out etc.
• Prepare and manage offer document checklists
• Mail notifications of offers
• Record candidates’ offer acceptance
New Hire On-boarding: Smoothen pre-joining process
• Position-wise pre-joining activity templates can be created
• Assign owners for each activity
• Initiate pre-joining activities for each candidate and trigger mails to activity
owners for their action
• Setup reminders for activity owners
• Role players can view pre-joining activity status and track the same with
activity owners
Confidential 5
PERFORMANCE ALIGNMENT
Performance Management: Create a high performance culture in the organization with performance management
• Streamline appraisal cycle by setting up calendars
• Define appraisal templates for different sets of employees
• Handle central tendency problems by setting up multiple evaluators
• Facilitate individual development plans and trainings
• Define rating standards by different units – by department, business unit etc.
• Map actual appraisal ratings against standard set
• Normalize ratings
• Fold-up the normalization curve (bell curve) to the top (organizational level)

Goal Management: Unified company goal – A mantra for success

• Create & Integrate strategic goals across organizations, functional groups
• Increase transparency through communication of goals
• Carry forward of goals from previous appraisal cycles
• Set either qualitative or quantitative goals
• Set monthly / quarterly / half-yearly review of goals
• Goal review with ratings or only reviews with the option of adding, modifying and removing goals
• Maintain complete history of all goals right throughout the appraisal cycle

360 degree Feedback: A transparent feedback system

• Seek feedback on employee from peers, superiors, subordinates and customers
• Define different questions (feedback parameters) for peers, superiors, subordinates and customers
• Track the progress of assessment
• Consolidate feedback
• Provide informed feedback to employees for progress

Confidential 6
TRAINING MANAGEMENT
Training Management: Define and monitor training and development plans for employees
• Create position based learning maps
• Monitor employees training against their position requirements
• Track training recommended from appraisal feedback
• Set up training programs based on project costs
• Define overall training budget for calendar year
• Analyze training costs based on OU, department, projects etc.
• Employees can express training needs as part of appraisal
• Based on training recommendation from managers, the training courses can be created / restructured
• Schedule and priorities training programs based on number of employees recommended for each course
• Manage internal / external faculty based on areas of expertise
• Track attendance for employee participation
• Mapping appraisal with training
• Record post training feedback

Competency Management: Assess and develop competency

• Define the competency required for each position
• Assess the key competency
• Identify the gap
• Create competency building plan for each employee
• Monitor the progress

Confidential 7
OPTIONAL MODULES
SMILES – SOCIAL RECOGNITION FRAMEWORK TALENT DEVELOPMENT - Succession Management: Track
and groom future leaders
A Peer and Public Recognition system built for • Assess Key positions within the organization
enterprises. Every employee joins the organization • Prepare a talent pool based on the competency
with certain basic expectations. Beyond the basic required
needs, there is an element of psychological needs an • Inculcate mentorship for smooth transfer of tacit
employee requires to stay motivated and perform. knowledge
Adrenalin brings out its next in class new generation • Develop talents based on competency framework
module that addresses the psychological needs of the • Deploy the best talent at key position at appropriate
employees. Adrenalin's social recognition framework time
makes recognition simple, effective and affordable.
Recognition is the best and easiest strategy to engage ENTERPRISE SOCIAL COLLABORATION
your team. Sending a quick congratulatory note to a Adrenalin introduces first of its kind enterprise social
fellow employee is simple and easy to do, but has a engagement & collaboration platform - 'Jonction', that
profound impact on motivation and morale. You can allows employees to connect, communicate and
send virtual rewards or AQ Credit points to more than collaborate breaking location barriers. Jonction allows
one employee at once, congratulate the entire team or you to:
department, and attach a photo—all with a few clicks. • Connect people with expertise
Employees' love the way Adrenalin makes it easy for • Facilitate more feedback
them to recognize each others successes & lets the • Break down organizational silos
power of praise contribute to your high-performance • Stop “reinventing the wheel”
culture! • Bring ideation together
• Intuitively access information
• Enable streamlined content

Confidential 8