Choosing HR software can be daunting. There are many options available and they all have something to offer your business. Here is a framework to help you put the matter into perspective.
1. What Does My Business Need?
The purpose of HR software is to reduce staffing costs and administrative work. It can also improve your bottom line by making it easier to bring on new staff and keep track of outsourcing.
It’s easy to get swayed by a lot of features when comparing software. Consider whether your business is large enough to warrant a complicated software package.
Or, you may have a large business. Make sure you aren’t staffing for tasks that you could automate with the right software.
Be clear on your budget and what you hope to gain. The package you choose should save you more money than it costs.
2. Which Features Are Important?
Inefficiency is the greatest cause of administrative frustrations. You will need a software package that fixes leaks in your HR process. Consult with staff and determine which features will benefit your business.
Functions like recruitment and on-boarding are standard, but consider other functions like payroll. Does it come standard or is it an upgrade? Integration between departments is an important feature of HR software.
How much tracking do you need? Many software platforms can track an employee across their entire life cycle. But if you have a smaller business you may not need this much information.
Some packages include support from customer service agents and technicians. This can be very useful especially if you have a large company.
3. How Long Will It Take to Implement
Some software systems need months of training before staff can productively use them. Other systems can take only a few weeks to learn.
Consider whether your business can afford the delays. If the downtime is too much, you might need a basic package. Start with a package that staff can learn quickly, with the option to upgrade over time.
Make sure your office is ready for the software you choose. Are your processes and department integration effective? Is your work environment ready for automation? If not, you may not receive the full benefit of the software package.
4. Who Will Have Access?
Decide if you want employees to enter their information or if the head office will take care of it. Each method has pros and cons.
If employees enter their data it will reduce the workload on administrators. But each employee will need training. There must also be a system in place to check the information for accuracy.
If administrators have exclusive access, they will become more specialized. This can speed up your HR processes, but it may also create a potential weakness in your operation.
5. Will This Future Proof My Business?
Your HR software must integrate with industry-standard technology. Look at what comes in a standard package and what add-ons are available.
You will have different needs depending on the growth stage of your business. A smaller business requires fewer features. But if you plan to expand you will need a software package that can grow with you.
Larger businesses need a more sophisticated software package. You won’t want extra delays in future if new add-ons and features become necessary.
Then there are legal considerations. Regulations change and you must be proactive in monitoring them or face fines. Your software must be comprehensive enough to help you avoid legal repercussions.
6. Is The Software Secure?
Identity theft is a major issue at present. Any software you choose must protect employee and company data.
The security features you need will also depend on the type of platform you use. You have the option of cloud-based software or a local installation.
Cloud-based software will always be up to date but is more prone to attacks. A local installation limits access by outsiders but will require manual updating.
For user friendly and data secured HR cloud software, try JustLogin today!