Purchasing the right HR software is not an easy decision. Before choosing a new HR software, it’s important to thoroughly research different systems’ features and advantages. This process can take time and effort, but the right one will enhance your employee experience and help avoid costly errors.
This article will walk you through various steps in evaluating and purchasing the right HR software.
A human resource management system (HRMS) is a suite of software applications that help organizations manage their employees’ information. It is often used to support various HR functions, such as recruiting and training.
Due to the similarities between HRMS, HRIS, and HCM systems, people often use these names interchangeably. Although HRMS, HRIS, and HCM are often synonymously used, they have subtle differences due to the evolution of advanced technologies.
HRIS - The Human Resource Information System is an HR information system that is a software or online platform that helps organizations manage their human resources operations. It focuses on people, policies, and procedures.
HCM – The Human Capital Management Software is a suite of HR software that includes the capabilities of HRIS. It can be used to manage an organization’s talent pool and help organizations acquire, manage, and reward talent. It can also automate the various HR actions related to onboarding, compensation, and performance tracking.
HRMS – The Human Resource Management System typically comes with all the features of a standard HR information system. It also includes the capabilities of a Human Capital Management system, including an HR payroll system and various tools for managing labor.
HRMS and HRIS are software with similar features, though the former has more complex capabilities. HCM, on the other hand, is a more comprehensive system that includes various HR functions.
1. Recognize the need
You must choose the potential HR software that complies with the company’s terms and needs. Managers should ensure that the performance tools have the necessary features that boost the company’s efficiency, like goal setting, 360-degree feedback, and recognition. See that the software includes performance management and employee survey tools. Going through this process, you should be mindful of the company’s long-term goals.
2. List out the requirements
It’s vital that you first identify what your team needs and wants. Having a clear understanding of the goals will help in the process. Managers can gather all key stakeholders to identify the requirements and prioritize them by medium, low, and high priority. This will help determine which features of the HR software can meet the company’s specifications. Remove the vendor’s name once they don’t meet the requirement
The important functionality requirements that managers should consider include applicant tracking, benefits administration, core HR, compliance support, data analytics, employee engagement, employee self-service, learning and development, mobile application, payroll processing, performance management, scalability, time and attendance, etc.
3. Form a core team
Forming a core team composed of people from different areas of the company to work together is a great way to clarify what the company wants from the HR software. Managers should see that the team is capable of analyzing the system’s impact at all levels. These team members must have good soft skills and should be reliable.
4. List out the vendors
Managers should have a list of vendors and schedule a demo before purchasing HR software. Be clear with the company’s needs so the sales representative can customize the demo to meet the requirements. This step will help managers apprehend the vendor and analyze the software’s features. You can then confirm the best software for the company.
5. Get feedback
It would help if you gathered a little feedback from actual users of the tool. Listen to different opinions on the HR software and note any issues they might encounter. This will allow the managers to gain a deeper understanding of the HR software.
6. Evaluate the technology
Managers may find the new technology attractive, but it’s not always the best idea to use every new technology. Instead, choose a system that fits the company’s culture and requirements. Ask the core team and the HR department to evaluate the system and give feedback. You must carefully understand various features and identify how they can be used in the long run.
7. Present and decide
The purchase of HR software is a significant investment for any company. A system that allows growth and fits the company with the best technology has to be chosen. Once ready, get the stakeholder’s support.
You should provide a brief presentation to help the team members make informed decisions. In addition to showcasing the system that you think is the best, answer any questions they might have. Now managers can leave the final decision to the stakeholders. Once there is a yes, set up a demo as early as possible, and don’t forget to include the core team.
Many companies have deployed at least one cloud-based HR application in the past few years. Getting the right HR software is a big decision, and identifying it could be challenging. Before leaping into the HR software market, you should thoroughly research the features and benefits of different options. We hope this article helps the ones intending to purchase HR software to make better decisions.
OnBlick, recognized as the #1 HR Compliance software by G2 for several consecutive seasons, is an end-to-end HR application that handles processes from employee onboarding to exit. With OnBlick’s features, such as Employee Self Service, Timesheets and Leave Management, you can provide your teams with an excellent employee experience. Due to its integrations with platforms like ADP and QuickBooks, our software eases your payroll management. OnBlick’s cutting-edge features like electronic Form I-9 & E-Verify, immigration case management system, Public Access File automation and SOC code predictor are often treasured by its clients.
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