Human resources software combines a multitude of HR functions into a single application. These functions may include applicant tracking, attendance tracking, payroll management, leave management and benefits management. Basic-level HR software helps automate most of an HR manager’s data entry and data processing tasks, allowing them to spend more time with employees. More advanced products usually come with a range reporting and analytics features, such as, the ability to forecast hiring requirements, onboard and train employees online, conduct performance reviews and generate reports on absence trends. Key considerations when choosing HR software include scalability, mobility, accessibility and integration capability. Read the full software guide...
Human resource software aids in obtaining and analyzing information for the perusal of human resource managers. Human resource software is a must with companies aiming to boost workforce productivity and overall satisfaction. The software integrates interrelated tasks such as time scheduling, workforce management, and payroll mechanics.
Human resource programs aid in multiple functions across a company’s human resource management system. This classifies the software system into the following functions:
Benefits-focused software solutions enable HR managers to manage employee benefits effectively. Benefits such as health retirement insurances and paid leaves are merged into one system. It is accessible both to the manager and to the employees through its integration with a larger HR information system.
Compensation plans are also efficiently compiled within the software program. This helps managers automate and track commissions, bonuses, and incentive programs.
Payroll schemes are also integrated into this type of program. The software helps managers perform payroll-related activities such as direct bank deposit, tax compliance, and form printing in an effective fashion.
Where recruitment is concerned, it goes without saying automation is the way to go to get the best talents into a company’s manpower pool. Recruiting-focused software programs help managers find and employ the best talent for key company functions by keeping track of applicants from interview to hiring. Some software systems even aid managers in posting open positions to popular job advertisement websites.
In more sophisticated software systems, managers are either enabled to post advertisements through multiple career websites simultaneously or given assistance in creating dedicated job board websites.
Manual processes involved in tracking employee performance and development are absorbed by performance-focused software. One feature commonly employed by this type of software is the 360-degree system where the performance review of an employee can be conducted by anyone in the organization. Every member of the organization is then empowered through confidential feedback mechanisms and participatory manager appraisal.
In addition, the processes involved in the recognition of employee milestones are made simpler for managers through leaderboards, reward point schemes, goal monitoring, and participative nominations.
The development of employees can be made easier with the use of training-focused HR software. Course authoring, for example, is made more efficient through automated training materials and interactive virtual classrooms.
In addition, onboarding features allow newly-hired employees to get access to forms, training materials, and other key information about the company and the position.
Below are some of the features and points to consider when purchasing human resource software programs:
Human resource software systems should streamline the information flow related to employee benefits. The program should also allow employees to enroll in benefits through the system to minimize errors and paperwork. In addition, it should allow employees to determine all applicable benefits to their particular case.
The system should be capable of handling important employee data such as salary history, banking details, tax compliance, disciplinary records, performance feedback, and personal information. The program should allow managers to easily sift through these details without hassle. In case of data migration, the system should be capable of handling possible sources of data corruption.
In addition, critical information should be readily available for employees themselves through self-serve mechanisms. By logging in to the system, employees should have easier access to their insurance plans, taxing details, and other vital documents.
Top-tier human resource software should be capable of managing a company’s compensation schemes. Modules on base salaries, bonuses and commissions, long-term incentive programs, and salary budgeting should be provided as ready-to-view information. Data from each module should be easier to discern and should give employees an immediate idea on their financial standing within the company.
Human resource software should also help the accounting department in managing the payroll of the company. Proper payroll should help managers track employee salaries and benefits in comparison with their actual performance.
Managers should have an easier time with human resource software when managing shift scheduling and attendance. Effective human resource software should coordinate all departments in one system—creating a pool of human resource necessary to address future staffing needs.
The software program should also automate the time tracking system of the company. This expedites payroll management through error eradication brought about by manual handling. In addition, it gives employees an easier time keeping track with their absences such as the paid days off, maternity leave, and others.
Top-tier human resource software should streamline talent acquisition by making the job opening announcements automatically available online. The applicant tracking systems in the software should also harness social media platforms for social recruitment. Company advertisements should reach the targeted population with particular demographic features in just seconds.
Consequently, human resource software should be capable of storing and analyzing employee data from tests and interviews to filter the applicant pool.
eLearning schemes should be considered by companies when determining their human resource software. Automation of training processes means making learning courses available for all employees, at any time that they want to access it. Excellent software programs should also help in storing professional certifications from the employees to minimize staffing issues.
A software system should also be capable of handling the financial aspect of human resource administration. Human resource budgeting and forecasting should be easier with the help of the program. Centralization of financial information should produce efficiency in data storage without sacrificing the integrity of data security. Quality software solutions typically are very much capable of dealing with invoicing and billing.
Other specifications that should be included in your human resource software include security, mobile friendliness, user support, and maintenance. The software should tightly secure data from external agents even if it provides multiple access points for employees. Data should also be accessible on mobile platforms and should be backed by capable support teams for easier deployment within the company.
In addition, the software should have continuous support from its developers and be constantly maintained. Developers should have a constant stream of software updates. This ensures that the system will remain glitch-free. Moreover, keep in mind that top-tier software solutions typically have a dedicated tech support team.
The benefits of utilizing human resource software within a company include the following:
|2-Factor Authentication||Adds an additional layer of security by requiring an extra step in the login process. Usually external devices are required for this or a text message with a verification code is sent to the user when trying to login.|
|360 Degree Feedback||Gather and manage anonymous feedback for employees from co-workers and managers.|
|API||Application Programming Interfaces (APIs) are programmatic intersections with external products or platforms that allow for custom integrations with your own solutions or other solutions you are using.|
|Attendance Tracking||Track employee attendance and absence to keep on top of sick days and hours worked for payroll purposes.|
|Batch Permissions & Access||Control user or group access and permission settings for software or other systems.|
|Budgeting||Planning and tracking capabilities for financial budgets and plans often used to manage funds across different departments or for investor / shareholder oversight.|
|Calendar Management||Manage and update calendars for scheduling or consolidation of events across teams, departments or business functions.|
|Dashboard||Dashboards are digital interfaces commonly used to visualise data or give quick access to important features and functions of online platforms. They often serve as an overview gateway in software applications.|
|Data Export||Exporting functionality can be used to streamline the migration of data sets and information across systems, platforms or applications.|
|Data Import||Importing functionality allows you to use data sets from other systems or platforms to cut down on data entry requirements or to more easily migrate records from similar applications you have used in the past.|
|Data Visualization||Data visualization features render a visual interpretation of data sets through the use of charts, infographics and other visual cues generally in form of a reporting dashboard.|
|Employee Database||Manage and update employee records in a centralised database. Used to keep information about work entry, age, past roles and other employee details.|
|Employee Engagement||Collect feedback from employees to recognize achievements, gather feedback and improve employee participation processes in the workplace.|
|Employee Incentive Management||Manage and track incentive schemes for your employees to improve performance and loyalty / retention rate.|
|Employee Onboarding||Streamlines the onboarding process for new employees in form of checklists, password and access management features, as well as other induction elements.|
|Expense Tracking||Track employee travel and other expenses to stay on top of budgeting requirements and reimbursements.|
|External Integrations||Integrations with other software products or platforms to improve efficiency and compatibility across systems.|
|Feedback Management||Manage feedback through the use of surveys and similar elements issued to employees and/or customers to consolidate new ideas or track employee performance.|
|Forecasting||Forecast upcoming expenses, sales, revenue, user levels, etc. through the use of predictive methods and past data.|
|Multi-User||Supports more than just one user account and generally allows for collaboration with colleagues.|
|Notifications||Includes notification support and sends you alerts with information on important events and other time sensitive instances. For example through push notifications on mobile phones or email notifications.|
|Payroll||Manage employee payroll to keep track of taxes due to the government, pension schemes and payments to employees.|
|Project Management||Manage projects from conception through the planning stage to delivery and post-project reporting phases. This allows organisation teams to organise resources, plan budgets and improve efficiency in the delivery of project objectives.|
|Scheduling||Schedule tasks, resources, appointments, payments, communications, etc.|
|Timesheets||Track employee attendance, sick days and hours worked for payroll purposes or billable hours for professional services.|
|Travel Management||Manage travel plans and expenses for employees, prospects or potential recruits through a central environment.|
|Vacation Calendar||Track employee holiday requests and absences for payroll, reporting or shift-planning purposes.|
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