MiHCM

Banking and financial services carry a different bar for HR than most industries — governance and accuracy aren’t nice-to-haves, they’re regulatory expectations. New on the blog: digital HR in Sri Lanka’s banking and financial sector, and why it matters as much here as anywhere else.

🔗 https://mihcm.com/resources/blog/digital-hr-in-sri-lankas-banking-and-financial-sector-why-governance-accuracy-and-talent-performance-matter/?utm_source=Fb&utm_campaign=Fb_OrgPost_Blog_Sep_07

Culture used to be built in corridors and coffee queues. Increasingly, it is being shaped by the systems your people use every day.
On 9 September, Bakhtiar PAHRORAJI, Regional General Manager – Consulting, MiHCM, joins HRTV Season 6 Episode 8 — AI as HR Culture: Where Technology Meets People, Culture & Purpose — alongside hosts Ajit Singh and Sherin Callay.
Expect a practical conversation on what changes for HR teams when AI stops being a tool and starts being part of how work feels.

📅 Wednesday, 9 September 2026
🕐 1:00pm – 2:00pm (GMT +8)
📺 Live s

Register: https://luma.com/fsvhfmo5

🇲🇾 Celebrating the spirit of freedom, unity, and progress that makes Malaysia extraordinary.

This Hari Merdeka, we honour the people, dreams, and possibilities that continue to shape our nation’s future.

Together, let’s build a future that inspires, connects, and moves Malaysia forward.

Selamat Hari Merdeka! 🇲🇾✨

A new hire’s opinion of an organisation often forms before their first day starts — in the gap between accepting an offer and walking in. MiHCM Onboarding lets HR trigger pre-boarding checklists, document collection, and equipment provisioning the moment an offer is accepted, not the week before.

🔗 https://mihcm.com/solutions/core-hr/?utm_source=Fb&utm_campaign=Fb_OrgPost_cont_Aug_25

Ocean Lanka is Sri Lanka’s largest weft knitted fabric manufacturer, running all four stages of production for more than 1,700 employees. Before MiHCM, attendance was consolidated by hand before payroll could start. Now Core HR, Time & Attendance, geo-location, and mobile self-service run as one platform — giving HR and management a real-time view of the workforce.

🔗 https://mihcm.com/case-study/knitting-it-all-together/?utm_source=Fb&utm_campaign=Fb_OrgPost_Cont_Aug_24

Most organisations aren’t short on workforce data anymore — there’s a dashboard for almost everything. What’s in short supply is turning a chart into a decision before the moment to act has passed. New on the blog: why more data hasn’t meant faster decisions, and what needs to change.

https://mihcm.com/resources/blog/we-dont-have-a-data-problem-we-have-a-decision-problem/?utm_source=Fb&utm_campaign=Fb_OrgPost_Blog_Aug_19

Attendance data is only useful the moment it stops needing a human to tidy it up. MiHCM Time & Attendance captures clock-ins, shifts, and geo-located attendance directly, feeding straight into payroll and reporting — no export, no manual reconciliation step in between.

Cambodia NSSF: the ceiling applies to all three funds.

Pension, Occupational Risk and Health contributions are all capped at KHR 1,200,000 assumed wage — not just Pension.

Calculating Risk and Health on full gross wages means over-contributing on every high earner every month.

2026 guide: https://bit.ly/4zkCvGM

Most hiring failures in the first six months aren't skill failures — they're ambiguity failures.

One question that surfaces this: "Tell me about a time you had to make a decision without all the information you needed."

What matters isn't whether they got it right, but whether they owned the outcome or froze.

See how MiHCM Recruitment supports better hiring decisions → https://mihcm.com/solutions/recruitment/?utm_source=Fb&utm_campaign=Fb_OrgPost_Cont_Aug_06