What You Need To Know About Human Resources Software in 2020?

  • By Dave Wood
  • 14-09-2020
  • Software
hr software

Human resources (HR) is the backbone of medium and large companies. It's an essential tool for tracking job applications and the onboarding process. It's a great way to track time and attendance. Human Resources Software helps overcome productivity and income obstacles and loss.

HR system tracks employee records from their initial interview. It automates manual input processes, such as spreadsheets and paper applications. It keeps all the data secured, organized, and updated.

What is HR Software?
Human Resources Information Systems (HRIS) is a technological solution to manage employee records. There are several varieties of HRIS software. Which one will be a great fit depends on a few factors. One is the size of the business. Medium-sized companies do not need as many functions as enterprises. Large businesses usually look for more customization flexibility.

Another factor is cost. HR systems with a lot of functions and add-ons cost much more than simpler setups. Support and administration fees also vary.

On-Premises vs Cloud Solution
HRIS software comes in two set-ups:
a cloud solution.

The former systems, and security to be stored at the company's physical locations. The latter means the servers that store data are located off-site. In either scenario, the human resources software is accessible through various methods. Employees access on premise from work computers. They need a Virtual Private Network (VPN) connection to be able to work from home. HR representatives can work remotely.  They access applications via phones or other mobile devices.

Types of HRIS Solutions

The majority of HR management software packages come with a set of standard modules.
•    Applicant Tracking to monitor the interview process.
•    Compensation Management to track bonuses and salary increases.
•    Employee Profiles that include Personally Identifiable Information (PII).
•    Onboarding to track a new employee's training through computer classes or personal teachers.
•    Performance Management for annual reviews.
•    Time & Attendance Management to record absences or tardiness.

Time & attendance management, is critical for measuring a company's performance. Without it, HR representatives lack in tracking absence and productivity reduction. Each company needs a different set of modules. Some tasks can be outsource. For instance an external payroll firm can handle compensation management. Time & attendance can be tracked with technologies like biometrics to reduce absence fraud.

Current Trends
The current trends for HRIS software systems are consolidation and convenience. Companies don't want to deal with many programs that may or may not sync. Instead, they want something like Enterprise Resource Planning (ERP) software. Companies look for HRIS platforms to track potential candidates through assessments, and interviews, and onboarding and distribute the information to other departments.

Businesses prefer cloud-based human resources software programs. The main reason is mobile accessibility, no matter where the hardware is installed.

The current trend is to bypass server-based human resource management software. Instead, users prefer cloud solutions. Other popular requirements are two-tier authentication and access via HTTPS or private networks. Utilizing a cloud, companies save money on servers and system administration.

Choosing the Best Software
How do you choose the best solution from all the available options? Besides cost, here are some other details to consider.

1. Customization. Even smaller HR organizations require some sort of software customization. It helps to organize their records, reports, and other important files.

2. Compatibility. Items like time & attendance management might be outsourced. Yet, HR teams want to gather and compile data for managerial review. They need to choose an HR solution that integrates with the existing programs. If they don't, then there should be a capability to create a bond between the two applications.

3. Training. Implementation of company-wide software is not a drop-and-run operation. HR representatives must complete training on the modules. It's essential to avoided errors. The best HR products come with personal training, online videos, or a combination of both.

4. Free Trials. Investment into HR management software is an important decision. The best case scenario is a free trial period. This way businesses test the standard functionality. Also team members  can  resolve any questions or concerns to make the decision.

5. Support. When HR systems go down it causes problems across the  entire company. Users are unable to access the corporate website to apply for jobs. Time & attendance information doesn't get fed to the reports. This causes slowdown in productivity and production process.

Software companies need to provide regular and emergency problem solution right a way. HR representatives should get immediate help, particularly if it's a critical error. The tech department need to determine the problem and be pro-active to fix it for the future.

The implementation of HRIS software is not a simple process. From system architecture to customization and testing. Knowledgeable HR software consultants will be happy to assist all your needs.

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Dave Wood

Dave Wood, Global Director of Supply Chain and Retail, Chetu Inc. Dave Wood is an industry expert within the supply chain and logistics technology landscape. He works at Chetu Inc., Plantation, Fla., a custom software development provider and thought-leader within the IT community. He offers commentary on changing tides within logistics and how inventory and warehouse management systems can propel all facets of retail and supply.