Know the Qualities of a Good Human Resource Management Software

Organizations today need a Human Resource management software in order to streamline operations, save on operational costs and gain a competitive edge. This article looks into what defines the ideal HRMS software and the qualities to look for.

The rapid advancements in technology has led to a digital revolution that has resulted in the digitization of business processes. Today, most organizations have invested in automation in every sphere and the human resource department is no different. Large organizations with hundreds of employees have realized the necessity of an automated Human Resource Management Software to track employee performance, seamless recruitment, and effective management of routine tasks.

It can make a huge difference in the efficiency of the human resource department and translates into smooth functioning of the organization as a whole. Also, the various modules available in the modern HRMS, such as Beehive, Digital HRMS, BambooHR, and greytHR allow for a large number of functionalities. Here are a few key qualities of a good Human Resource Management software.

1] Data Security

An ideal HR management software improves security of organizational data through controlled access. In other words, it allows for setting up of role-based access for the admin, management and employees. The permissions for each level can be defined, which means every individual can access only the information that he/she is allowed to, which prevents unauthorized access of sensitive data.

2] Ease of Accessibility

Ease of accessibility is another key attribute of an ideal HR management software. One that is only accessible from within the premises of the organization serves little purpose. Ideally, it should be accessible from any device and from anywhere in the world. This way, even if an employee is on leave or is travelling, he/she can get uninterrupted access to the important information and functionalities.

3] Ease of Operation

A Human Resource Management Software that is complex or cumbersome is of little or no value to an organization, as it defeats the basic objective of achieving faster processes. Such a system would take more time for setting up and also the employees and/or HR personnel would find it difficult to use it. Thus, organizations should look for a tool that is high on functionality but is simple to use.

4] Reliability

What is the use of a system that ends up crashing time and again and needs constant maintenance to keep functioning? One of the most important attributes of a HR management system, like any other system that performs a key role in the business operations, is reliability. It should ideally be a very high quality platform that is free from bugs and breakdowns and is designed for a superlative user experience.

5] Scalability & Customization

Different organizations have different requirements and so a customized platform is the need of the hour. An ideal HRMS is one that comes with customized modules to cater to the needs of every business, big or small. With the constantly changing market dynamics, organizations often need to scale their operations quickly and this calls for flexibility and scalability to support the change.

6] Cost-Effectiveness

Higher operational costs often eat into the profits of a company. So, an ideal platform is one that is designed to reduce the operational costs and bring in a faster ROI. After all, the initial investment required is one of the reasons many organizations still stick to the traditional paper-based system.

With the ideal HR management software in place, any organization can experience the many benefits that come with it, including cost reduction, quick insights, streamlined operations, employee satisfaction and more. It also facilitates improved communication within the organization and makes it easy for the organization to achieve its business goals.


ABOUT THE AUTHOR

Elise Lowry is a technical writer and a web entrepreneur with many years of experience. She regularly blogs about rising IT companies, path breaking IT solutions, current IT trends and much more. Understanding how technology affects the world we live in, is her subject of interest.

Know the Difference of HRIS vs HRMS

When talking about software for the Human Resource department, HRMS and HRIS are the two most common terms. This article explores the difference between the two in order to make it easy for you to decide what you really want.

The rapid advancement in technology has had its influence on every aspect of business. In order to stay competitive, organizations from every field, and not just the IT field, have switched to automation of business processes. There is a software available to cater to the operations of every department today. When it comes to the Human Resource department, we come across two key terms very often – HRMS and HRIS. Many people are left wondering about the difference between the two and what adds to the confusion is the fact that they are often used interchangeably.

HRMS stands for Human Resource Management System whereas HRIS stands for Human Resource Information System. While both of them are similar software, there are a few points where they differ. Here’s an overview of the similarities and differences.

What’s the Similarity?

    Both HRMS AND HRIS are software designed to cater to the Human Resource department in an organization.
    They are used to automate and manage the HR processes.
    They have common benefits to bring to the organization, such as increased productivity of the HR department and boost in employee morale, among others.

What are the Differences?

Even though it’s a common occurrence to see the terms being used interchangeably, there are small differences between the two, based on 4 key parameters, as given below.

1] Objective:

HRIS:

It is a result of the introduction of information technology into the concept of HR management. The goal of the software is to simplify the organization of the information or data concerning the employees of an organization. It caters more to the numerical aspect of HR functions.

HRMS:

It is designed to do more than just manage information and data. HRMS is a complete package that offers a host of capabilities for every aspect of HR functionalities, which includes even the non-quantifiable aspects, such as training, employee motivation, recruitment of top talent and more.

2] Components:

HRIS:

At its core, Human Resource Information System consists of a database and it facilitates tracking of the information in the database and its analysis through report generation.

HRMS:

The Human Resource Management System comes with the complete set of functionalities for the management of every HR aspect that exists. It performs the important function of integrating information from different modules into a central database that is universally accessible.

3] Key Capabilities:

HRIS:

    Time and Attendance
    Payroll
    Incentives and Compensation
    Tracking information and maintaining records

HRMS:

Along with the functions performed by the HRIS as mentioned above, the HRMS performs the following additional functions:

    Performance Analysis
    Training
    Recruitment
    Benefits Administration
    Insights for strategic decision making

4] Scope

HRIS:

It is recommended for small organizations with very basic HR functions to cater to.

HRMS:

It is more comprehensive than HRIS and is thus recommended for larger organizations with more employees and a wider range of HR functions to cater to.

The Final Word:

So, we can safely conclude that while Human Resource Information System focuses only on the quantifiable aspects of HR operations – the ones that involve numbers and data, Human Resource Management System is a more complete package. In other words, HRIS is a sub-set of HRMS.

The best providers of HRMS software today, such as GreytHR, Beehive, Digital HRMS and Zoho People, offer organizations the option to choose from a set of modules, to create a HR software that is in alignment with their business needs. Also, today we have vendors that provide HR software that are cloud-based with features that redefine the way we look at HR functions. What you choose depends on your organization’s needs. However, the bottom line is that your organization needs a HR Software to stay ahead of the game, so you must choose one. Whether you choose a HRMS or HRISFree Articles, makes little difference.


AUTHOR: Elise Lowry is a technical writer and a web entrepreneur with many years of experience. She regularly blogs about rising IT companies, path breaking IT solutions, current IT trends and much more. Understanding how technology affects the world we live in, is her subject of interest.