Key Tips & Mistakes in Choosing HRMS

 

Key Tips & Mistakes in Choosing HRMS

 

Keys & Tips For Good Human Capital Management

Strategic Approach.
The work of the human resources department is no longer solely based on processes and automation, but needs to follow a strategy that helps to ensure the continuity of the company and its culture. All decisions made at the human capital management level must be in line with the general objectives of the organization. 

Administration in the background.
Managing and administering the payroll of all employees will continue to be a basic task, but not the one that adds the most value to the company. Talent management becomes the protagonist, so the human resources department must focus on other more strategic elements, such as channeling talent or measuring performance.

Technology.
The use of HR solutions to manage human capital and cloud systems have become essential to overcome daily challenges and manage all stages of the employee life cycle within the company, from recruitment and onboarding to promotion and succession, through performance measurement and compensation.

The power of data.
Making objective decisions about which employees deserve to be promoted or who will get their pay has always been an HR sticking point. Luckily, we now have the power of data on our side, thanks to new tools based on Big Data and machine learning we can gather a large amount of information from each employee, carry out simulations and receive automatic recommendations based on the results that offer.

Employer Branding.
Employees are no longer just looking for a salary, but a place where they can feel fulfilled as professionals. In fact, the labor market is no longer seen as driven by companies in many ways, but by candidates and workers. This forces organizations to create their own “brand” as employers, offering advantages that make them more attractive professional destinations and that manage to retain internal talent.

 

Career Development.
In relation to the previous point, loyalty and retention of talent is necessary to facilitate professional growth within the company. Training and promotion are the key phases of the life cycle of an employee, but to maintain the commitment of the workers, they must be the ones who make the pertinent decisions for their future. Modern talent management should allow employees to set their career development goals and provide them with the tools to achieve them.

Full Knowledge of the Staff.
If we want human capital to be a true engine to achieve the global objectives of the company, we need to know the people with whom we work in depth. We must be clear about their competencies, their weaknesses and their strengths, as well as their leadership capacity and their needs as professionals. All of this will allow us to ensure that we have the right people in the right positions.

Horizontality and collaboration.
The way of working has become more flexible. Teams are no longer firm and immovable, but are configured by projects, with much more horizontal structures and more collaborative ways of working. The telecommuting gains special importance because teams usually will have people located in different offices.

The 5 most common mistakes when choosing a HRM Software

We have already seen how improving the efficiency of the processes of HR managers and streamlining administrative tasks contributes to the growth of a company. However, choosing the right personnel management software is not easy. In fact, many companies make a mistake when choosing a management solution and end up implementing a program that does not meet their expectations. 

Let's see the 5 most common mistakes when choosing a personnel management software

·         Hurry to make a decision:  Finding the best HRMS solution requires time. Speeding up the recruitment process can lead to more hassle and expense in the long run. If the right decision is not made, the personnel management software will not meet the needs of the company and more time and money will have to be re-invested in the search for a new solution. Ideally, you should compare the different options and analyze the features and benefits each system offers. Only then is it possible to find a program that meets the requirements of the company.

 

·         Do not involve the rest of the team : Consulting the decision with the rest of the members of the company is essential to choose the appropriate functionalities. Employees experience business difficulties on a daily basis, so they have the knowledge to assess whether or not a solution can solve them. Without these contributions, there is a risk of opting for an unusable program.

 

·         Not considering all the necessary factors:  Choosing a personnel management software can be compared to selecting a candidate for a job. During the process of evaluating the system, it is necessary to meet with the providers of the solutions to assess the operation of the program. On the other hand, it is important to ask yourself a series of strategic questions before deciding:

• Does it cover the specific needs of the sector and the company?
• What features does the program include?
• Is it scalable to adapt to changes in the business?
• What after-sales service does the supplier offer
• What types of accommodation and payment does the provider offer
• Does it guarantee compliance with labor regulations?

 

·         Do not ask for references: It is essential to ask for references from other users to know their experience, as well as request demonstrations to test the software and analyze its functions and its degree of usability. The more information you get from the program, the better the decision will be.

 

·         Focusing too much on price:  Price is a factor to consider when choosing personnel management software, but it should not determine the decision entirely. There are other more important aspects, such as that its characteristics really meet the needs of the company. Once the required functions have been defined, the different rates offered by the provider can be assessed.