You\u2019ve decided to support the smooth running of your HR department with some slick new software. And may we just say, that\u2019s a great decision. You\u2019ll be head of HR in no time (if you\u2019re not already). But what\u2019s next? Don\u2019t worry. We\u2019re here to pave your way to HR GLORY! Ahem\u2026 and to support your organisation and its people, of course. <\/p>\n\n\n\n
Shopping for HR software isn\u2019t that different to shopping for anything else. You decide what kind of product you want (HR software \u2713), list your \u2018must haves\u2019, decide on a budget, and off you go. While we can\u2019t analyse every one of your unique requirements in this post, or decide on your budget for you, we can kick-start your analysis with 5 features that every HR software system should have. <\/p>\n\n\n\n
Just a quick aside\u2014whether you\u2019re looking at a human resource information system (HRIS), human resources management system (HRMS), or a human capital management (HCM) system, you should be aware that these terms are used interchangeably and depending on changing trends. That means, you should always explore what a system can do, and not rely on what it\u2019s called. <\/p>\n\n\n\n
With that in mind, let\u2019s jump in. <\/p>\n\n\n\n
This is a cheeky one, which covers several features, we admit. But naturally, you\u2019ll need all the key human resources tasks, processes, and workflows to be covered by your human resources software. <\/p>\n\n\n\n
While you might expect that every system would have functionality for traditional people management tasks, you should always double-check that onboarding and offboarding, benefits, disciplinary and grievance procedures, training and qualifications records, organisation charts, scheduling tools, and secure management of people data and access permissions are listed under the basic tier of features. <\/p>\n\n\n\n
But wait! Before you head off into the HR sunset with a system that includes all the traditional tools, don\u2019t forget that HR administration has changed a lot over the last two years. That means that there are some emerging core tasks that are often overlooked, but nevertheless essential. The most important one, which is often missing from HR systems, is the ability to customise profiles and use the full list of system functions for all the different employment types, not just employees. Even if you\u2019re not yet using freelancers, contractors, zero-hour workers, agency workers, and so on, that doesn\u2019t mean you never will. It\u2019s essential that any HR system can process all your people elegantly, no matter how they are contracted. <\/p>\n\n\n\n
And the whole reason that you started looking for software in the first place was to manage your workload and streamline your processes, right? So, any HR software should automate whatever it can, simplify everything else, and make sure everything meets all government and security compliance requirements. <\/p>\n\n\n\n
All HR management software should include features to track absences and log working hours. But make sure you can customise the system to incorporate your own policies and practices. And make sure that paid time off (PTO) features\u2014a fantastic US term, which is right up there with rain check\u2014are automated, removing any potential for human error, and frustration on both ends of the pay packet. <\/p>\n\n\n\n
This isn\u2019t a traditional requirement, but it\u2019s fast become an absolute must for any modern HR software. Employees, self-employed contributors, and agency workers alike expect the convenience and autonomy of a self-service portal.
The best software will give your people that ability to log in from anywhere, on any device, with the access permissions that you set. From there, they can do things like updating their personal and tax information; access their holiday and absence pay calculations and request leave; track their career development, training opportunities, and qualifications; have direct input for their schedule; and much more. It\u2019s no wonder that cutting out the intermediary (yup, that\u2019s you) in basic employee transactions empowers all system users, including the intermediary (you again), who is now free to perform more strategic functions. Hooray! <\/p>\n\n\n\n
Moreover, self-service functions can close the feedback loop, allowing employees and other people working for your organisation to have their say in a practical way. And that encourages engagement at, and between, every level. <\/p>\n\n\n\n
For any HR department that values growth and development (and as the famous William S. Burroughs quote puts it \u201cWhen you stop growing you start dying\u201d) HR reporting is an essential tool. It\u2019s often overlooked because many HR departments see it as a nice extra or don\u2019t see how it can benefit a smaller organisation. But good HR systems collect, collate, and compare the data for you, providing handy charts, graphs, and tables as part of plain and clear reports. These kinds of insights can help you make important, strategic changes and decisions that can have a positive effect throughout every department in your organisation. And a great system will allow you to configure and schedule custom reports, as well as keep other people in the organisation updated with the reports that matter to them. <\/p>\n\n\n\n
No department is an island, and that is especially true for human relations. There is nothing more frustrating for HR professionals than having an all-powerful HR system, that won\u2019t communicate with any other software. What is it that the Genie says in Aladdin? …”Phenomenal\u202fcosmic power!\u202fItty bitty living space.\u201d That\u2019s why integrations make our list at number 5! And we don\u2019t just mean software integrations either\u2014although you\u2019ll need payroll, Microsoft Office, and Google integrations at the very least. You\u2019ll also want your HR software to have features for interfacing with third-party service providers like accountancy firms, payroll bureaus, insurers, and legal advisors. <\/p>\n\n\n\n
Another common but easily avoidable frustration for people managers is software that limits document storage capacity. If you give yourself one work gift this year, make it HR software that doesn\u2019t place unreasonable limits on your HR genius \u2026 or your documents. <\/p>\n\n\n\n
\u2026 OK, we\u2019re sneaking one more because it\u2019s not about the HR software itself but HR software support. Great customer support features are vital. However great your chosen software is, there will come a time when you need to reach out to a real person to help you. Make sure that person will be there when you curse<\/s> call. <\/p>\n\n\n\n