Posted by Shivali Anand
October 18, 2021 | 4-minute read (657 words)
Choosing the best HR software system, also known as a human resource information system, for your company can be onerous. While a well-chosen HRIS can considerably enhance your HR managers' lives and by proxy improve the service they provide to your employees, the opposite is also true.
A bad fit can increase their administrative burden while simultaneously putting a financial drain on your organization. Start your research by assessing your budget and the operations you’d like your HR system to achieve.
Next, consider the six key factors listed below, from scalability to mobile capabilities, to home in on the right HRIS for your business.
An HR software solution should allow HR professionals to focus on strategic objectives rather than administrative duties. But if the system is difficult to use, staff time can be wasted simply trying to use the tool. As a result, it is crucial to select an HRIS with an easy-to-use user interface.
Per usability.gov, a good UI design anticipates what users need to accomplish and ensures the interface provides simple components to access, understand and achieve those tasks. Do not underestimate the importance of an intuitive system that anticipates users’ needs rather than one that sets your business back because it is too difficult to use.
Intuitive user interface
Scalability is another essential facet of an HRI, especially if you operate a small firm. You never know how big your company may become in the future — you could need to recruit more staff or require more complex HR operations. You'll be prepared for this if you opt for a scalable solution.
Scalability ensures that your HRIS can expand with your business and fulfill evolving requirements. Regardless of the pace of your business’ growth pace, you want to be able to continue to use your existing HRIS.
An HRIS should not hamper your current business processes and systems. If your HR department benefits from the HRIS, but other systems suffer, it is not a viable solution. This makes integration another top priority. You may either develop your own integration across multiple systems in your workplace or hire a third-party provider to do it for you.
Integration with existing systems
Self-service features are beneficial not just for HR professionals, but also for employees. On their own, employees may update their personal information, complete timesheets, obtain pay stubs, submit performance review data, request leave and more. This relieves unneeded stress on HR workers, saving many man-hours and potentially increasing efficiency.
Furthermore, a self-service portal that can be used from a phone or tablet can improve convenience and timeliness for your employees and your HR management.
While cost should be a consideration when selecting an HRIS, it’s optimal to choose one that offers the most immediate ROI. Your HR team will have more time to focus on delivering business outcomes and strategic planning once many HR processes have been automated.
Quick return on investment
HR professionals grapple with a lot of personal information. This necessitates having the right tools and processes in place to keep that data safe and up to date. Employee data should be securely saved on an integrated, cloud-based platform, allowing it to be encrypted, carefully maintained and regularly backed up.
Feeling overwhelmed? Don’t overlook outsourcing HR
You're not alone if the sheer number of HRIS alternatives makes your head spin. There are hundreds of software solutions that purport to help companies simplify HR tasks, but not every business owner wants to pay workers to deploy and manage them, teach employees how to use them and connect them into existing systems. As a result, many small company owners choose instead to outsource HR duties, freeing up their time to grow the business.
Regardless of the path you take, always prioritize your workers when selecting an HRIS. They should be able to use the applications with ease and have all the information they require at their fingertips.