The Best HR Software of 2. Managing people started out with thick manila folders in big metal filing cabinets. From there it moved to complex client- server back office applications priced mainly for big companies. Today, however, advanced human resources (HR) management capabilities are in easy reach for companies of all sizes using cloud- based, sofware- as- a- service (Saa. S) solutions. Not only are these offerings cheaper than older on- premises solutions, they're also usually intuitive, brightly designed software platforms that are not only easy to use but also integrate easily with other back office Saa. S tools, such as accounting, payroll, and enterprise resource planning (ERP) applications. In this roundup we'll examine 1. Two Equifax executives—Chief Information Officer David Webb and Chief Security Officer Susan Mauldin—are “retiring” in the wake of a security breach that. ADP offers Payroll, HR Software and Human Capital Management Services for businesses of all sizes. ADP A More Human Resource. Review of mHelpDesk Software: system overview, features, price and cost information. Get free demos and compare to similar programs. ![]() ![]() HR tools available, what they offer and how they can help improve your business. What Is HR Management Software? HR software solutions cover a handful of basics including maintaining an employee database, archiving personnel records, and producing directories and organizational charts. In this way, they act as a company's system of record for all things people- related. Because HR software is built on an integrated database of personnel information, the software also produces reports that HR departments or business owners can use to analyze vital workforce metrics such as staffing allocations, compensation costs, and turnover. However, HR systems also cover a series of disciplines for which software makers have built individual solutions. That's why in the features table above you can see several Editors' Choice award winners. Be aware that, for this category of general- purpose HR management systems, the sole Editors' Choice winner is Bamboo. HR. Our other EC winners won their awards in other roundups of HR software that specialize in various subcategories described below. These tools let you manage employee records from within a desktop app, a web browser, or even a smartphone app. Some offer you the ability to tie into applicant tracking (AT), benefits administration, and performance management tools so that you can follow your employee's success from recruitment to retirement. When selecting HR management software (HRMS), you'll want to consider several key elements: Does its user interface (UI) offer an intuitive experience? Does the tool tie into your legacy software packages? Can it scale as your company grows? Does the vendor offer the kind of service you'll need should the software fail at any point? Once you've determined your requirements and preferences, you'll be able to approach any of these vendors with a wish list. ![]() Test the solutions that meet your needs and choose the one that fits your ideal combination of price and utility. Key Features of HR Software. How your company manages HR can be highly individual, but there are certain key capabilities and features you should look for in any solution to make sure your pick can grow and change along with your organization's needs. We've described key capabilities below, and they include: Applicant tracking, which includes the ability to manage job postings, applications, and even onboarding of new employees,Benefits administration, which is critical for most HR operations and what HRMS software makers offer here can vary from simply managing employee enrollment all the way to offering specific benefit plans to customers,Scheduling and Shift Planning, which are often dedicated tools though the capability can show up as part of larger HRMS platforms or those that focus on businesses where this capability is important,Performance management, which might be the ability to simply keep a record of employee goals or it can track goals down to the task level and tie success directly and automatically to compensation and payroll,Online learning can be another offshoot of performance management, allowing managers to provide the training employees need to achieve their goals and also keep the company in compliance if certifications are required for certain jobs, ande. Learning authoring, which can let your company build its own training materials to be offered internally or on a publicly accessible learning hub. Other key features to look for in any HRMS system regardless of its target audience, include: Integration. Most of these players (though not all of them even in 2. APIs. Canned integrations is simply a list of partner apps with which the HRMS vendor has built direct integration capability that you can opt into by either paying extra or downloading a connector. Open APIs allow you to build your own integrations between whichever systems you like as long as they both support the API and you've got some programming talent in- house. Mobility. This still isn't a must- have feature for a successful HRMS implementation, but it's getting there. HR data tends to be data that employees need to access on- the- fly, especially things like benefits information and time off requests. Providing the ability to do that easily and securely on mobile devices means making sure the solution offers client software for both i. OS and Android devices at a minimum. Security. Be sure to investigate how the solution protects customer data. Most of these systems are cloud- based, which means your employee data - - including personal information and financial data - - will wind up stored online somewhere, so ensuring that it's adequately protected with role- based access controls and at least the option to encrypt data is critical. Applicant Tracking. This category is about making sure you don't let your best candidates slip through your fingers because of mismanaged onboarding. The best AT tools let you follow your candidates from the first interaction until the day they leave your company. Before you choose a system, it's important to consider your team's specific needs. Do you want AT as part of a larger software ecosystem? Do you want something that can handle an unlimited number of users and job openings? How important is it to you that your system integrates well with your corporate website and email client? Most of the AT systems we reviewed automatically post newly created jobs to free job websites and premium job websites for which you've paid a small fee. If you regularly hire people, then you'll want to purchase a tool that ties back to your corporate careers page; this enables your system to automatically feed candidate data from the app page directly into the AT software. The best tools available, including Editors' Choice winner Bullhorn Staffing and Recruiting offer social buttons that let you share postings on Facebook, Linked. In, Twitter, and even Google+. Even the most barebones AT software comes with a robust reporting platform. Typical reports include hiring velocity, candidate sourcing, and pipeline reports. These reports are more valuable for staffing firms than for in- house recruiters, but it doesn't hurt to find a system that provides ultra- detailed reporting on attractive dashboards. Benefits Administration. Benefits administration (BA) is a core element in any good HR organization. Some businesses may be satisfied with the features provided by some of the all- up HR management systems reviewed in this HRMS roundup, but others have more complex BA requirements and need software that specializes in BA. This is why we opted to devote a whole roundup to the category. Flush benefits packages are a major selling point in attracting top talent to your startup, small to midsize business (SMB), or enterprise business. But the ease and efficiency through which your business administers its various benefits packages is how you keep those employees happy and show them they're valued. BA software should do two things: it should make it easy for HR administrators to choose and customize plans, and it should make it even simpler for employees to register for those benefits via an automated enrollment process as well as easily access their benefits and insurance information. The standalone BA platform or BA capabilities you choose within your HR suite should be able to handle basic medical, dental, vision, life insurance, and disability, with customizable plans. On top of that, leading all- in- one BA and HR platforms such as Zenefits Z2, the Editors' Choice winner in this category, also add the ability to manage payroll and retirement benefits such as a 4. BA software should make everyone's lives easier when enrolling in the plans that best suit their needs.
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November 2017
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