The Must-Have Features of Human Resource Management Software (HRMS)

 

The Must-Have Features of Human Resource Management Software (HRMS)

 

Regardless of what your organization does, it depends on an important component for its proper functioning: human resources. The success of an organization depends on its workforce. HR staff cannot achieve great workforce management without some help. Traditional HR practices and archaic HRMS software don't help much. Whether an organization is planning to scale or move into a new market, it will need more than a good plan. You need human resources to be properly aligned with the mission and vision of the organization.

 

But instead of over sizing your HR department, a better investment is HR management software. In fact, efficient HR software plays an integral role in making HR staff more productive and efficient than ever. However, in a rapidly changing business environment, HR leaders don't have much time to identify the perfect HRMS software.

 

Software comparisons and ratings can be generic, vague, or even manipulated. Making purchasing decisions based on these incomplete comparisons can have unpleasant consequences. To identify potential HR software, HR leaders need to verify whether or not the solution includes the desirable set of features that align with company goals.

 

Here are 11 features that all HRMS software should have:

To assist HR leaders in their search, we've compiled a list of must-have HRMS features based on the capabilities offered by market leaders in this space.

 

1. Employee management

Employee management is the primary function of any human resource management solution. This role will assist in the planning, hiring, management and analysis of human resources that are spread across multiple departments and locations within a global workforce.

In entry-level human resource management systems, this module might seem like a mere database to maintain documentation, such as employee data (personal and professional), roles, responsibilities, employment history, and employees. Compensation details.

 

High-end human resources software will allow organizations to plan the workforce according to the demands of the workload. They can manage headcount, set up a schedule, assign compensation, and establish an HR strategy within the allocated budget.

Something to ponder:

• Why should you invest in employees who will leave one day?
• What happens when you don't and they end up staying?

 

2. User-centered design

To be honest, a standard HRMS software will never be a perfect solution that perfectly suits your business needs. Even a complex program that requires a trained IT professional to customize is counterproductive.

 

That is why it is essential to find software that allows business users such as human resources staff to customize it. Ideal software for the HR workflow will include an easy-to-use interface with drag-and-drop tools for customizing forms, user fields, reports, and other facets.

 

3. Cloud-based:

Organizations can no longer settle for siled databases. The new age workplace has changed. It requires an Omni-channel solution, always accessible to perform HR operations on the go. Cloud-based HRMS software enables organizations to create, manage, and maintain a centralized database that can be accessed anytime, anywhere. Cloud solutions are scalable, cost-effective, and free from software updates and installation problems.

 

4. Seamless data reconciliation

At the very least, good human resource management software should have some kind of link with other human resource management tools and allow HR staff to import and export data directly from spreadsheets or other third-party systems. Automatic data import / export minimizes data redundancy and human error in your organization. A flexible HR management tool that seamlessly syncs data through data history exploration, reduplication, and hands-free updating is the need of the hour.

 

5. Automatic notifications

Distributing relevant information regularly to all stakeholders is a time-consuming task. When teams were small, HR staff could send personalized updates. Emails from across the organization are useless for delivering confidential policy updates and employee-specific alerts.

An efficient human resource management software will trigger automated notifications and alerts to all stakeholders when user-defined conditions are satisfactorily met. HR leaders can use this feature to send reminders, process and policy updates, and other internal communications.

 

6. Assistance and monitoring of departures

An important aspect of human resource management is tracking employee schedules and managing free time. This characteristic has a direct impact on the results of the organization. Optimizing attendance and leave tracking will aid effective workforce management

Powerful HR management software will help HR leaders view, track, control, and manage all employees' schedules in a single interface. An automated license management module will eliminate complexities and seamlessly integrate with your organization's payroll and calendar.

 

7. Employee self-service

This feature empowers employees by offering them the option to view, edit and manage their data (personal and work). Offering employees a self-service option reduces the workload of HR staff by eliminating mundane office tasks.

 

Employee Self Service (ESS) options offer sophisticated multi-channel accessibility. Entry-level HR programs limit you within the ability to access employee data. While high-end HR automation tools offer everything from employee screening to networking.

8. Interoperability

Seamless integration of HRMS software with other important modules will improve the efficiency of a HR department multiple times. Interoperability enables all other business software to efficiently use the data entered into a human resource management solution.

 

Similarly, a powerful HRM tool might occasionally have to extract data from other databases and software. Therefore, investing in standalone HRMS software is pointless. That is why organizations need to verify the integration capacity of an HR tool before making a purchase decision.

 

9. Dynamic reports

Efficient human resource management software must offer a complete view of an organization's workforce and operations in a single interface. Tools that come with a built-in reporting tool will enable organizations to turn data into compelling stories, motivate action, and drive data-driven change.

 

A good HR solution should retrieve and mix data from all possible sources to eliminate data silos. It is not enough to create and retrieve knowledge; an ideal tool will provide critical operational knowledge and trends to the respective stakeholders with the right level of detail and at the right time.

 

10. Defined user roles

Efficient human resource management software must restrict the visibility of confidential information. Data security is essential to ensure that employee information is available only to relevant stakeholders, that too, on a “need-to-know” condition.

 

A robust HR management solution enables HR professionals to define user roles and responsibilities for smooth operation. User-defined roles and role-based permissions allow organizations to manage authorizations and control allowed actions on specific resources.

 

11. Parallel branches

HR processes are inherently complex by nature. A specific workflow may require authorization or approval from more than one person to complete a specific request. But it is not wise to let one person approve it before the other party sees the application.

 

To resolve this pain point and submit requests simultaneously, it is essential to notify both of them at the same time. An all-in-one HR automation tool will eliminate this complexity with the help of parallel branches. Parallel branches enable continuous workflow delivery.