Choosing the right HRMS Software for Your Business When human resources management software providers develop their products, they aim for a best-of-breed solution that still meets the majority of their clients' needs. The rest of the job is up to you, the prospective client, to determine how well a given HR toolset meets your requirements. Now that you know what you need, what are your options? Core HR tools Benefits Most vendors offer core HR tools such as payroll, benefits, compensation, and time and attendance. For companies with specialized needs, such as compliance monitoring or a global payroll option, most software solution providers offer global payroll software that supports the payroll and compliance requirements of employees. Talent management software If your company is small to medium-sized and wants to add talent management software, you have several options. The best fit is software as a service (SaaS) talent management. Most vendors provide the software as well as on-staff expertise to help you get your talent management system up and running. With a cloud-based system, the SaaS vendor is also responsible for taking care of most of your IT needs, which reduces work for corporate IT. The move to pay for performance If your company's existing compensation module doesn't have the flexibility to administer a variable compensation system (aka pay for performance), the most straightforward approach from a purely economic standpoint is to obtain a variable compensation software module through a cloud-based HCM vendor that offers its software on a per-module basis.
Maximizing the potential of your mobile workforce With employees out in the field and seldom in their offices, it's easy for projects to get off track when communications are missed or late. If your company wants to engage its employees with headquarters and with each other; offer online training, instant messaging and project collaboration; and enable employees using mobile devices to change their HR benefits elections or seek HR information 24/7, your company could benefit from an employee engagement system. Running a bare-bones payroll system For small companies with limited IT staff that want to keep administrative HR work to a minimum, a cloud-based, SaaS payroll software and outsourcing might work best. Most vendor can handle administering payroll as well as a service-level agreement (SLA) that guarantees rapid response on issues (and software) resolution, a dedicated account representative, additional HR on-staff expertise that can be consulted with on an as-needed basis for HR issues, and a minimum of at least quarterly meetings between the vendor and the company on payroll/hr status and issues. Handling HR for corporate acquisitions For companies that are expanding through corporate acquisitions, it's imperative to get IT and HR requirements for the newly acquired companies onto their systems as quickly as possible. If your company has a highly customized, internal HR system, chances are that system is already integrated through custom-coded interfaces with other internal systems such as ERP. This makes it difficult to develop new custom code to integrate the HR of every new organization your company acquires. The task is further complicated when each newly acquired company is running an HR system from a different HR software vendor. Finding the right HR tool for your company In today's marketplace, there are more flavours and delivery models for HR software than ever before. This makes it easier for companies to find the right fit for their needs, but they can only do this if they have a clear understanding of their HR business cases and what they want to achieve now and in the future. Vendors know this, too. They will put forth their best efforts to show how they can help and provide opportunities for your company to try the software first. The important thing to remember is that you're in the driver's seat when it comes to the decision-making process.
Five Steps in Choosing the Right HR Software Good HRMS software can eliminate hours of time spent tracking performance reviews, vacation accruals, benefits, compensation, applications and other items. In addition, automated reporting cuts staff hours even further. It provides management with the timely, accurate reports it needs to operate efficiently, and makes HR a vital, visible part of the organization. But remember, any software program simply automates and accelerates your current processes--it cannot fix problems within the HR department. Finding the right HR software package and the right company to help you through the conversion process is a critical step toward easing into automation. Laying out a systematic game plan that leads you through the process is a good idea. The ideal plan would contain the following steps: Step 1: Determine the needs, requirements, and desires of your company--including budget parameters. Step 2: Research the available software packages within your price range and request demo software on each package. Step 3: Test the software against your company s requirements. Step 4: Ask questions about the package, support, implementation and pricing. Step 5: Make a decision
Top 5 Mistakes People Make When Choosing an HR System Mistake 1: Not doing enough homework. Analysing and then selecting an HR system takes time and effort. Information is critical to selecting the most appropriate system for your organization. You re already a step ahead of most people because you are reading this booklet. Mistake 2: Misunderstanding the benefits of automation. Automating human resource and related functions can save your organization considerable time and effort. However, if you don t also improve your current processes and ways of interfacing with other departments, automating your system won t deliver the full return on investment you re hoping for. Mistake 3: Ignoring hard-to-quantify benefits. It is difficult to calculate possible future gains in terms of increased productivity, better information management, employee retention and other factors after a new system has been successfully implemented. Remember, these types of benefits can dramatically improve your bottom line and should not be overlooked. Mistake 4: Passing the buck. Top management and other key personnel within the organization must be involved in the selection and the implementation process. For the project to be a success, management must be invested in the outcome. Mistake 5: Thinking HR software only affects the Human Resources Department. HR software can improve the bottom line through enhanced recruiting and retention programs. A well-implemented system can also protect the company from legal action and monetary damages by tracking and adhering to detailed compliance laws. Furthermore, since Human Resources shares data with both Payroll and Finance, the integrity of HR s data directly affects the output from those departments.
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