For many years HR software has been seen as a tool for automation and control. But now the way we work has changed, with constant fluctuation in the world’s economy affecting businesses, it needs to become more synonymous with strategy… providing real value to those who are at the heart of the business. Systems shouldn’t be simply for payroll or absence; although they should incorporate all the benefits of traditional tools on the market, they should have evolved to provide processes with wider business worth.
We’ve come up with a shortlist of the top benefits HR software should offer…
1. Workforce planning
Data that is generated from your HR software should actually be useful! All too often HR systems generate myriad excel spread sheets, which deliver no tactical advantages… Make sure your system dispenses useful information offering key insights into your business, like organisational risks.
2. Help employees to work quicker, and smarter
Self-service should allow people to take back control, and manage their own absence, expenses, and travel, amongst other things…
3. Reflect the relationship between finance and human resources
It’s the million dollar question for CEOs – what is the true cost of human capital. You should be able to drill down and understand the impact of absenteeism, loss of key members of staff, redundancy, compromise versus disciplinary. HR software should be able to disseminate this information from your business and seek to illustrate how money could be saved, and processes run more efficiently.
4. True operational agility
Your system should be able to support and change its processes as your business develops, not hold you back with out-dated procedures.
5. It must be transactional and strategic
Whilst research shows that CEOs want strategy from their system, those at the grass roots want to be able to use it day to day… it can and should be able to meet both demands.
If your system doesn’t deliver these, it’s time to invest in one which does!