Time to Invest in HR software
As the responsibilities of HR departments grow, so do the capabilities of the software solutions they use. HR management systems today manage such diverse aspects as sexual harassment training and payroll. The best HR software can help manage the complications of hiring and firing, benefit administration and performance management. We look at the best solutions and consider how they can make managing payroll, internal certifications, incentives and other HR-related tasks much easier.
These tools allow you to manage employee data from a desktop application, web browser or even a smartphone app. Some offer you the ability to integrate attendance tracking (AT), benefit administration, and performance management tools so that you can track employee success from hiring to retirement.
Advanced workforce management capabilities are easily accessible to companies of all sizes using Software-as-a-Service (SaaS) solutions. Not only are these offerings more cost-effective than older on-premise solutions, but they also typically offer intuitive, intelligently designed software platforms that are not only easy to use, but also integrate easily with other back-office SaaS tools such as accounting and enterprise resource planning (ERP) applications.
There are several key elements to consider when selecting human resource management software (HRMS): Does its user interface (UI) provide an intuitive experience that doesn't require extensive training? Does the tool integrate with your legacy software packages, especially when it comes to data feeds? Is it scalable as your business grows? Does the vendor offer the kind of service you need in case the software should ever fail? Once you've determined your requirements and preferences, you can contact any of these vendors with a wish list. Try the solutions that meet your needs and choose the one that best suits your ideal combination of price and value.
The way your company manages human resources can be very individual, but there are certain key features and characteristics that you should consider in any solution to ensure that your choice can grow and change with the needs of your business. We have described the key features below:
Applicant Tracking (AT): Includes the ability to manage job postings, applications and even the induction of new employees.
Management of benefits: Is critical to most HR operations, and what HRMS software vendors offer can vary from simply managing employee registration to offering specific benefit plans to customers.
Scheduling and deployment planning: Often these are dedicated tools, although this function may prove to be part of larger HRMS platforms or those that focus on companies where this function is important.
Could be the ability to simply keep a record of employee goals, or it could track goals down to the task level and link success directly and automatically to compensation and payroll.
Online learning: Could be another offshoot of performance management, enabling managers to provide the training employees need to achieve their goals and help the organization comply with regulations when certification is required for specific jobs.
eLearning development: You can have your company create its own training materials that are delivered internally or at a publicly accessible learning center.
Regardless of the target audience, here are some other key features that should be looked for in any HRMS system;
Integration: Most of these stakeholders (although not all) offer either preserved integrations or open APIs. For example, Zenefits offers integration with platforms such as Expensify, Google's G-Suite, Microsoft Office 365, Salesforce and Slack. Canned integrations are simply a list of partner applications with which the HRMS provider has established a direct integration capability, which you can choose to integrate either by paying an additional fee or by downloading a connector. Open APIs allow you to create your own integrations between any systems as long as both support the API and you have in-house programming talent.
Mobility: This is still not a must for a successful HRMS implementation, but it is on the way. HR data is usually data that employees need to access spontaneously, especially things like information about benefits and leave requests. The ability to do this easily and securely on mobile devices means ensuring that the solution at least provides client software for Android and iOS devices.
Security: Make sure you investigate how the solution protects customer data. Most of these systems are cloud-based, which means that your employee data - including personal and financial information - is stored somewhere online. So it's critical to ensure that the solution is adequately protected with role-based access controls and at least the option to encrypt data.
Beyond all these different disciplines, HR software providers add their own secret sauce to spice up the offering. Depending on the provider, these extras could include modules for posting job offers and tracking applicants, maintaining payroll, managing leave applications, managing or even granting benefits, and setting performance targets and assessments.
Top platforms offer a wealth of assistance, including setup wizards, video tutorials, live chat around the clock, and phone support. Vendors targeted at enterprise and mid-market companies also guide customers through the implementation process (and charge a premium for this). Some provide customers with dedicated project managers, account managers or support teams.
With the growing popularity of cloud-based HR software, more and more vendors are being motivated to enter the business. It has been shown that features, functionality and configurability that were previously only found in platforms for larger companies are now trickling down to the core HR software for SMEs. Others have taken their cue from consumer software and offered easy-to-use HR software that is essentially free, including IceHrm.
IceHrm has both on-premise HR software option as well as cloud-based hr software option which are suitable for any size of companies. It has all the HR features requires including Leave Management, Time Management, Performance Management and also Training and employee data management developed into a complete HR platform. IceHrm offers a comprehensive range of functions, including job posting, administration and reporting of social benefits and performance appraisals.
Choosing the HR software that is best suited for your small, medium or large business depends in part on your size, needs and budget. Organizations that are satisfied with existing setups for AT, onboarding, shift scheduling or performance reviews may not want or need a centralized HR platform that includes these options. Other providers target niche industries or types of companies. For example, IceHrm, with its integrated service modules, is particularly well suited for small and medium size businesses.
Companies with a slightly larger workforce and little time to implement new software will appreciate the free data upload service that Cezanne HR offers as part of the first steps on its platform. Business owners who want to do a lot of hands-on work during the set-up process can use the many tutorials, set-up wizards and other help functions offered by IceHrm. Even if you have employees or subsidiaries around, IceHrm support you with multiple languages, currencies, and country-specific holidays.
Many HR software platforms have accompanying Android and Apple iOS apps with a limited number of mobile-friendly features, such as marking attendance remotely. IceHrm mobile app support features such as attendance marking and employee directory.
Sign Up for a free trial to test all the modules in IceHrm.
You may also want to read: 10 Key Reasons to Choose Cloud-Based HR Software Solutions