A good HR software can be a driver of positive change in your organization, helping internal processes function much more smoothly and giving staff the freedom they desire. It can help with compliance, reporting procedures and gathering data that informs decisions. But ultimately it helps to build and retain talent within your business – its most important function.
So we’ve put together a list of business ‘must-haves’ to help you select an HR software platform that people will actually use, and that will help drive operational improvements across your entire organization. Features and capabilities you should consider before making a purchase to ensure it ticks all the boxes: engagement, business value and longevity.
1. Make sure it’s modular
True HR processes are made up of a network of integrated, cross-functional processes. That’s why the best HR software platforms have modules that can be turned on or off as needed.
Not only does this help you create a customised HR platform, it lets you implement the system gradually and with fewer resources. Choose to roll out the system with just the basics (such as annual leave and payroll functions) to get everyone on board as a first step. Once they start engaging with the HR system, you’ll all start seeing the benefits, and you can add more complex features such as performance appraisals over time.
2. Highly adaptable
Customization goes beyond this modular approach. While many HR processes are similar in nature, the specifics will vary from business to business. For example, if on boarding checklists can be segmented by job role, industry or authority level, you’ll reduce the need for manual data entry from individual staff members… and as a result speed up the on boarding process.
3. Detailed reporting
To get the most out of your HR software you need data to provide insights into how people are using it. If you know what’s working and what isn’t, you can adapt your HR software to suit the specific needs of your organization. The reports should be generated by data collected from user engagement with the HR platform and require no additional programming – it should be an out-of-the-box capability. At a higher level, you can use this data to influence business decisions.
If your HR software platform isn’t easy and intuitive to use, people won’t use it. To avoid wasting money on a system, look for one that is simple and requires little training to use. Every person working in your organization is considered the ‘user’ and they all need to be able to use the platform confidently. So anything that requires a high level of technological expertise is a no-no.
5. Seamless Data Reconciliation
At the very least, good HR software must have some sort of link to other HR management tools and let HR staff import and export data directly from spreadsheets or other third-party systems. Automatic data import/export minimizes data redundancy and human errors in the organization. A flexible HR management tool that seamlessly syncs data by scanning data history, without duplication, and updating without intervention is the need of the hour.
Beehives’ HR software complies with all of the above factors and hence, is the right and the best option available for your Human Resource Management needs.