Top 10 must-have HRIS software features
With the increasing focus on automating HR processes, many companies are turning to Human Resources Information Systems (HRIS). These systems help organizations centrally manage various HR modules, making it easier to track employee data and execute HR procedures.
When choosing an HRIS software, there are various options, each with its own feature set. It can be challenging to decide which one is right for your organization. Here’s a list of the top features to look for in a potential HRIS software solution.
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1. Employee self-service
Self-service HR portals are a boon to employee productivity, enabling them to quickly find and view their leave balance, payslips, and other HR information without having to hunt for it. And because you can access them on multiple channels, including mobile devices, workers can manage their HR information anytime, anywhere.
2. Recruitment management and onboarding
An automated recruitment process can streamline traditional hiring functions and simplify the hiring process. By integrating with job portals, internal websites, and employment-service providers, an automated recruitment process can help eliminate hiring stress.
What happens once you have employed them? Here, an HRIS system comes into its own. The key to successful onboarding is making sure new hires are able to hit the ground running. An automated onboarding process using an HRIS can take care of the paperwork and notifications so that HR managers don’t have to chase down employees and managers. This way, the process is smoother.
3. Employee database
Keeping accurate employee data is essential. But with so many different places where this data can be stored (spreadsheets, individual documents, etc.), tracking everything can be a challenge. This is where HRIS software comes in handy.
By storing all of your employee data in one central database, you can ensure that everything is always up-to-date and accurate. Plus, the software can communicate with other features and third-party integrations, making the job for an HR professional even easier.
4. Payroll systems
Employees can use HRIS systems to process their payroll and view their previous pay stubs. To calculate gross pay, these systems capture employee data, including pay rates, time data, selected benefits, and tax liabilities. Employees can log into the system to view their year-end tax records too.
5. Attendance and schedule management
An HRIS can help take the guesswork and hassle out of managing employee attendance and leave. With an HRIS, companies can quickly and efficiently track employee attendance, schedule changes, and absences. This data can then be seamlessly exported into the payroll system, saving valuable time and resources.
6. Benefits administration
An employee benefits management HRIS feature allows employees to sign up for benefits offered by the company, such as health, dental, and vision insurance. The deductions are then automatically converted into tax-correct payroll deductions.
7. Performance management and monitoring
An effective performance management system is critical for any company that wants to ensure that its employees work effectively toward achieving its strategic goals. Such a system allows supervisors and teams at HR to focus less on manually managing performance appraisals and more on the value-added parts of the process, such as coaching, supporting, and training employees.
With an effective HRIS performance management system, companies can ensure their appraisal process is unbiased, link employee performance to compensation, and establish performance-based pay systems.
8. Learning and development
HRIS systems can monitor employee morale and identify potential problems by conducting regular pulse surveys. In addition, some HRIS systems can conduct compliance training or learning courses to keep employees up to date on new regulations.
9. Analytics and reporting
Reporting and analytics are one of the less common features in HRIS systems. However, some systems have automated HR reporting features that can provide insights into employee turnover, absenteeism, performance, and more. Analytics goes further by analyzing this data to enable better decision-making.
10. Compliance
Companies can use HRIS systems to automate compliance and reporting on various regulations. By tracking employee data, hours, benefits, and other data points, HRIS can help identify areas where compliance may be lacking. This way, you can take corrective action quickly and efficiently to ensure that the company meets all regulatory requirements.
Features to look for in HRIS software
An effective HRIS should allow users to customize fields and reports, and it should also be mobile-ready. Whether your employees are in the office, working remotely, or on the road, a sound HRIS system should also be secure and accessible so employees can update their information from any location.
A user-friendly interface for your applications and platforms is not just a trend but an expectation. After all, who wants to use a complicated system that is difficult to learn and use? That’s why companies need to do their best to ensure that their HRIS systems are as user-friendly as possible. That way, they can encourage widespread buy-in and adoption throughout the organization.
There are a variety of HRIS software vendors, each targeting a different type of customer. Some focus on small businesses, while others target large enterprises. Knowing which category you fall into is vital before looking for a new solution. Otherwise, you might choose something that does not meet your needs.
Along with the size of your company, consider what your specific requirements are. Be aware that certain vendors charge per feature, so take this into account when you calculate the budget you’re working with. Equip yourself with this knowledge prior to selecting the best modules for your organization.
