Selecting an HR software solution can be hard. Here is a list that helps you with software selection and what you should be looking for from your solution:
- Evaluating the Business Needs
- Scrutinizing the existing solution in use in the organization
- Exploring the Cloud-based HRMS/ Web-based SaaS
- Marketing research for the boot-fit prerequisites on HR Software
- Litmus trial and error testing and taking the demos of the software
- Implementation and integration of the applications with the existing one
- Validating the after sales support to be provided by the vendor
- Time-off and Attendance Management
- Maintaining records and calendar of important compliance dates
- Keeping a calendar for the significant compliance dates
- Updating information into reporting tools
- Creating visual dashboards of the crucial HR information
- Integration with time clocks
- Employee time-off management/timesheets including leaves and absence
- Data feed about employee clock in and clock out times
- Auto-split of the employee’s working hours using the general ledger code
- Transparency in payroll and benefits
- Empowerment of employees through HRMS
- Accessibility of HR Data to the senior management
- In-built recruiting and onboarding
- Set-up of the benefit/compensation plan mechanism
- Self-submission of employee personal data
- Automate the employee benefits enrollment data with insurance agencies
- Electronic submission of the e-forms to the third parties
- Employee online training
- Self-registration of employees for training sessions
- Filtering and search options for the core skills required for the vacancy
- Retention of the database of the potential candidates and past applicants
- Interview scheduling and feedback gathering from the hiring authorities
- Creating standardized assessments of the employee’s prospectus
- Keeping an ongoing record of key result areas for improvement
- Defining the promotion path for career enrichment
- Proactive monitoring of the HRMS Database
- Customizing the send and receive alert messages
- Channelizing the electronic forms for usual HR manifestations
- Fully-integrated payroll solution
- Self-management of the employee database
- Reporting and analytics
- Performance management
- Compliance handling
- Observing end-user expectations from the software
- Involvement of the stakeholders in buying the software by staying within the budget criteria
- Inviting the price quotations from the prospective vendors
- Entering into a final decision to purchase the HRMS software to be installed for an absolutely paperless work space
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