The Wall Street Journal describes Human Resource systems as explicitly designed to provide managers with information that will enable them to make efficient HR decisions.
With the proliferation of available tools, some key things to keep in mind when choosing the right HR software include:
- Variety: It’s essential to review a wide range of software in order to zero in on the right one.
- Scalability: It's crucial to select HR software that is scalable and has a roadmap that keeps pace with workplace technology trends.
- Good reviews: You need to pre-qualify vendors. References are helpful if you check them!
- The human element: The system you choose should deliver a great user experience.
The critical factors that significantly affect adopting a specific HRIS include top management support, IT infrastructure, IT capabilities of staff, perceived cost, and competitive pressure. Accordingly, here’s what you need to consider when choosing Human Resource software for your enterprise.
Employee Self Service and Employee Information Management
HRM software for example Myhrtoolkit includes a directory with employee profiles. These may include personal information, banking and tax details, job and salary history, insurance plans, time off requests, etc.
The system should also capture performance feedback, disciplinary history, and any other fields specific to the company. The software should keep all your employees' information linked to the central record-making employee tracking and reporting simple.
Good quality software should help facilitate onboarding by eliminating excess manual work like filling out and filing forms. Standard onboarding tools' functionality includes sending offer letters, execution and monitoring of training. Ditching the filing cabinet makes getting documents signed fast for everyone involved.
Most software like BambooHr provides tools to document sharing and customizability to guarantee smooth incorporation of new hires and help them overcome first day jitters.
Time and Attendance Management
Tools should provide the functionality to schedule shifts and attendance, ensuring compliance with staffing needs. Preparation of employees across different departments, projects and working in many locations becomes effortless with the deployment of electronic timesheets, payroll, and time tracking.
An automated time and attendance tracking software like Clockify logs and analyzes employee’s work hours, captures the days for sickness, vacation, paid time off (PTO) days that each employee takes per year, and provides HR and payroll professionals with tools that will monitor and facilitate payroll.
Performance Review Management
Products like Performly offer real-time competent evaluations enabling workforce quality improvement and leadership pipeline building.
These tools facilitate management making more informed training investments as the software identifies, calculates, and consolidates data on gaps between job expectations and employee performance. It nurtures communication and establishes a sense of purpose for employees.
HR and Payroll Integration
Software solutions like Paylocity make HR activities and processes available on the internet create a pivotal way to reduce HR's administrative burden. Large businesses often have employees worldwide, yet each location has different payroll rules, which may change regularly. Creating a single, standard payroll case for a global workforce demands an understanding of legislation that software should provide.
Some software like Bitrix24 facilitates financial planning and invoice management within the HR department. It involves HR budgeting and forecasting abilities to consolidate and centralize financial information. The HR software’s features should simplify accurate budget production and predict scenarios for human resource-based expenditures. Automation of accounts paid and accounts received simplifies billing, especially for contract companies hired as sub-contractors.
Other than functionality requirements, it’s equally important to evaluate technical features as these may include standard technology-related aspects, for example, mobile functionality and deployment options or continued management options like user support and security and governance. It is essential to consider the current technical know-how and infrastructure of your business when evaluating these systems.
How has your company adapted to the ever-evolving technological aspects of human resource management?
Let the experts at ASB Resources help you select, install, and maintain the right HR software for your company. Schedule a call with one of our experts today!