The HR Way Forward

What’s the foolproof HR planning process? Here’s an HR ebook to walk you into the future of the people’s field.

Years ago, the human resources department—often simply referred to as “personnel”—was primarily charged with keeping records, ensuring companies’ compliance with regulations, determining compensation packages, and other benefits.

Over the years, the role of  HR has evolved tremendously. The emergence of a slew of technologies has automated much of the work done by them.

Instead of focusing on personnel management and administrative tasks, today’s HR departments—at least the ones that are forward-thinking—spend their energy managing employee engagement and strengthening culture. 

HR’s are now looking at automating the “mundane” tasks disrupting their vision to be a strategic partner towards the organization’s success.


The five key stages of the digital transformation of an engaged workforce. 

The stepped approach as an organization evolves through the transformation program.

They say you can’t spell Hero without H & R. 

Let’s take a deeper look at how you can bid adieu to the traditional ways & ace your superpowers as an HR!


The HR Game Plan

Here’s are 10 Ways How Empuls can be an extended arm to your HR STRATEGIC Game Plan


A company’s culture describes its mission, beliefs, values, ethics, and more. Cultures define what is expected from employees. 

Not only are employees who fit in with an organization’s culture more motivated to do their best work, but they’re also likely to believe in the work your company is doing and treat customers with a serious level of respect. Further, they’ll evangelize on your company’s behalf—even when they’re not in the office. This is one of the latest developments in the evolution of HR.

Empuls helps to brew in a culture of trust & transparency where each employee feels empowered and valued while contributing towards the organizational goals


Your employees have great ideas — so show them you care by listening to them, involving them in decisions, and soliciting their opinions. This means creating feedback mechanisms — informal or formal, anonymous, qualitative, or quantitative. The best way to do that? Take a pulse on your workforce through an engagement survey on Empuls.

Employee Engagement Surveys are designed to measure and assess how motivated and engaged your employees are to perform their best at work each day. From these surveys, you can gain insight into employees’ thoughts and attitudes towards their work and the overall environment. You can also locate any areas that may be holding your employees back from performing at their best.


Employees need to understand their personal areas for improvement. Establishing a meaningful “norm” for giving feedback helps them see a clear path toward their own professional development. 

Most employees don’t like traditional performance reviews — they take too much time, miss important information, and often happens too late to do any good. Employees, especially the millennials today want feedback to be fast, objective, and frequent.  With easy access to empuls, employees can create custom surveys or post live updates on their projects and get real-time feedback on the go.


Managers are empowered to play a huge role in reducing some of the HR burden. They are the key drivers of employee wellbeing and engagement, which we know are two drivers in becoming a great place to work. The lives of HR’s become very easy when people leaders help to build better relationships at work, especially within the teams &  cross-teams relationships, etc. 

  •  A strong manager relationship leads to MORE PRODUCTIVE, EFFICIENT, AND LOYAL EMPLOYEES who create less conflict.
  • With a transparent & cordial relationship between teams, employees work in unity towards a common goal.

Managers use empuls to...

• Communicate effectively, timely, and consistently. 

• Break down silos and keep communication transparent and clear.

• Encourage employees to join conversations and include them in the bigger picture.

• Emphasize collaboration between teams through groups, conversations, contests, challenges, etc.


Employees love it when they have a platform to learn and grow. When an organization understands their career aspirations & contributes to their personal development, It makes each day of an employee’s work cycle better. 

HR can partner with employees to create learning and development plans that reflect their unique interests and goals. In most cases, you go knocking internally and you are sure to strike some gold. Create an L&D group on empuls, employees can be encouraged to take sessions, share references of books, talks, or any piece of information they stumble upon with the rest of the teams.

Few Groups on Empuls can be coined as 


In-house Wiki

Learning Hub


The L&D Channel


Gone are the days, when it was only salaries that mattered to stay happy at work. Benefits & perks tailored to employees’ needs and choices keep them content. With Empuls, help your employees’ paychecks go further with exclusive discounts, emotional and physical wellness perks to keep them happy & productive throughout.


Employee attrition is a huge area of concern for every HR. Lack of recognition at the workplace is the most common reason for employees’ to be dissatisfied with their work which leads them to leave the company. 

An employee feels valued when he is socially recognized for his efforts. It’s often coworkers who notice accomplishments that supervisors might miss, so peer recognition helps to get a better picture of all the great work your employees do. In fact, peers - not money - are the top reason employees go the extra mile at work. 


HR’s have always strived to keep employees happy and engaged not just in terms of work, but also to ensure employees don't feel the burnout or get bored with the routine at work. This need came of vital importance when global remote work patterns emerged as a result of a pandemic outbreak.

Empuls acts as a social intranet where employees can collaborate and participate in various fun contests, challenges, ace fitness tasks, display their virtual talent, and more.

Employees build better relationships with their leaders, co-workers, cross-department employees, etc. HR can nurture a work environment that is pleasant, positive, and conducive for work, regardless of an employee’s location and that is possible by - empuls


Employees spend most of their time at work and while they are associated with the organization. Every milestone of theirs- be it professional one like work anniversaries, promotion, or personal like birthdays, wedding, new parent, is very special. The pride and joy are tenfold when it is done socially over empuls.


The HR mission, therefore, is to rewrite the rules to reflect the shifts in mindset and behavior required to lead, organize, motivate, manage, and engage the 21st-century workforce. 

Get Calculating your Employee Engagement ROI

All things said and done, measuring the ROI of boosting employee engagement is no easy task. The #1 thought on every HR would be, how to demonstrate the value of their digital transformation initiatives and how it impacts the bottom line, in order to achieve leadership buy-in and approvals. 

Engagement is indeed difficult to quantify, but it’s no secret, an emotionally invested and engaged employee contributes best in their work and in their communication. 

That’s why we’ve created an easy to use Employee Engagement ROI calculator, to help HR’s tabulate the costs, benefits, and ROI of implementing an employee engagement platform (Xoxoday Empuls, in this case) in all its practical details.

Empuls solves disengagement holistically by helping HR build the four pillars of engagement. Namely, the platform helps connect & align, empower, and motivate employees and offers them various benefits & savings. In addition to the reduced cost of disengagement, this calculator also captures the sundry savings that result from it. 

These savings are under the heads of ‘non-usage of disassociated tools’, ‘reduced time for execution’, ‘corporate discounts on reward value’, and ‘exclusive employee perks’. The cash inflows are further broken down into its sources - ‘reduced cost of attrition’, ‘reduced cost of disengagement’, and direct ‘productivity improvements’.

Start with entering a few approximate details at hand and get a comprehensive breakdown of the Empuls implementation ROI.


This section lists the expenses companies incur to get the Empuls platform up and running. 

Platform Charges

First things first, the table begins with the annual platform charges of Empuls, projected over 3 years. (A tabulation method followed all throughout the calculator)

Rewarding Expenses

In addition to the platform charges, the rewarding expenses are the other actual cash outflow that is incurred. 

In Empuls, rewarding can begin with ZERO cash recharges - with just the use of points. In a case where the HR wants to give monetary points and allow employees to redeem these on purchases, they need to maintain a redemption cash reserve. Since these recharges are ‘reserves’, these become prepaid assets for the company and are not realized as expenses. Simply put, the monetary rewards are considered expenses only when the employees actually redeem their points. 

(The below tabulation is done assuming that all employees redeem 100% of their reward points.)

Total Cost

Sum of platform charges, training costs, and rewarding expenses.


This section lists the benefits HR draws after the Empuls platform is up and running. 

(Note how benefits are accounted only at the end of the first year of implementation)


Reward Savings

As an Empuls client, companies save anywhere from 5% to 15% on the ticket value of Xoxoday’s redemption catalog.


Perks savings

Employees of Empuls clients get instant access to thousands of exclusive perks from across 30+ product and service categories. It is estimated that an employee can save up to $500 if they prudently avail these discounts and offers.


Communication tool savings

It is impossible for teams and organizations of this age to pass through even a day without a work communication tool. Social intranets have become vehicles for internal communication and work conversations. Empuls becomes a full-fledged social intranet with its feature-loaded groups and communities. This, in turn, eliminates the need for that extra spend on a communication tool.


Survey tool savings

Employee engagement surveys, employee feedback, onboarding or exit surveys - are just a few of the many ways HR and team managers put surveys to use.  The below calculation assumes that HR and Managers constitute 15% of the organisational strength. It also assumes that if not for Empuls, both cohorts would need admin accounts with a survey provider. Once Empuls is subscribed to, all admin users get access to run unlimited surveys for any number of users. This again is a cost saved, thanks to Empuls.



The biggest takeaway (and the north star HR statistic) of implementing an employee engagement program is the way it reduces attrition. Decades of studies validate that a structured approach to employee engagement triggers a culture change that facilitates employee retention. It is safe to assume that there would be considerable offline efforts that HR initiates to build engagement. In the below calculation, we have attributed just 55% of attrition reduction to Empuls.

Time Saved

Workflows and automation in Empuls solve for huge manual efforts of HR - their biggest pain point while implementing rewards, internal communication, recognition, surveys, and benefits. Below given is the monetary value of this time and effort saved.

Reduced cost of Disengagement

Improved productivity and reduced attrition are long term outcomes of an engagement program. Wherein in the short term, organisations start gaining time lost due to delays, missed shifts, tardiness and other work disruptions of a disengaged employee.

Productivity improvement

Productivity improvement results in the medium term, since more and more employees tend to become engaged with their roles in the organisation. Their contributions, efficiencies, ownership and output increases to a highly evident extend as indicated below:

Total Benefits

Sum of reward savings, perks savings, communication tool savings, survey tool savings, reduction in attrition, time saved, reduced cost of disengagement and  productivity improvement.

Return on Investment

The return on investment is calculated with the formula  = net benefits/ cost. 

And Payback period is calculated in months by the formula = 12 (months)/ROI.

The payback period denotes the time by which the Empuls investment shall recoup all its COSTs and starts generating cash inflows.

Now, you would’ve discovered how to get visibility for cascading your engagement initiatives right. As your budget allows, go the last mile and lock down the strategy to secure a platform that makes it all possible.

We love to be a part of every initiative taken by HR practitioners across the industry to engage their employees. 

Cheers to more engagement!

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