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9 HR Software Features to Consider

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Most companies today are stuck in the data flood when it comes to human resources management. As a result, they face a number of technical, financial and operational obstacles when trying to move their HR processes to the cloud.

However, there are also significant benefits if all HR processes are automated with appropriate technology. However, the reliance on generic and manipulated HR software comparisons listed on the web alone is a recipe for disaster.

In order to choose the right HR software, companies must determine whether the solution contains the desired HR software features that can deliver desirable benefits in line with a company's business objectives.

Centralized storage

Most HR processes involve a variety of stakeholders, from employees to managers and the HR team. If these processes are handled with different tools, this leads to a flood of data, which ultimately affects the accuracy rate, process time and data quality. As a result, it leads to lengthy HR process cycles, missed deadlines, and even regulatory compliance issues.

A cloud-based HR solution enables companies to create, manage and maintain a central database that can be accessed anytime, anywhere. Cloud solutions are scalable, cost-effective and free of software updates and installation issues. They not only simplify data access, but also streamline and accelerate all HR management processes.

Key features - cloud database, auto backup, omni-channel access and staff scheduler
How it adds value - no data silos, empowered employees, managed backups and improved accessibility

Streamlined processes

Chaos and confusion reign when companies rely on outdated or inconsistent tools to manage their HR processes. Without visibility into aspects such as employee departure dates and approval status, functional managers and HR teams lack the information needed to effectively forecast staff availability.

An effective HR management system solves process bottlenecks with enforced accountability and role-based accessibility. This ensures that confidential HR data remains protected while relevant stakeholders can see the progress made to drive HR processes.

Features for role - Cloud- Based access, progress tracking, configurable notifications, audit trails and deadline monitoring
How it creates added value - Dedicated employees, process transparency and adherence to schedules

Customizable interface

Every organization works a little differently and has a unique set of processes. Blanket HR solutions are not able to provide unique solutions that address specific problems and needs of an HR process. This leads to a growing need for cloud-based HR solutions that can be adapted to individual HR needs.

A customizable HR tool makes it easy for HR professionals to modify built-in processes and workflows to meet the unique HR requirements of their organization. However, choosing a complex HR solution that needs to be customized by a trained IT expert is counterproductive. An effective HR tool must have a user-centric design that allows business users to modify its facets as needed.

Features to look for - Visual Workflow Builder search capabilities, drag and drop tools, customizable form fields, built-in custom reports
How it adds value - Empowered HR team, reduced implementation time, high usability, no learning curve

Employee self-service

Manual management of employee data is a thing of the past. If employees have to go to their supervisor or the human resources department for every little clarification, it is a waste of time for both managers and employees.

However, an automated human resources management tool delivered with an employee portal proves how much you value employees, because it makes life easier for them by giving them greater visibility into the status of their vacation requests or timesheets, while giving functional managers more control over the communication itself.

Moreover, with an employee interface, HR managers can eliminate the tedious process of manual data reconciliation. Automatic data import/export minimizes data redundancy and human error in the organization. A flexible HR management tool that seamlessly synchronizes data by scanning the data history, deduplicating and updating without intervention is the order of the day.

Features to look for - Employee profiles, vacation requests, timesheets, employee help desk, benefits and compliance management
How it adds value - Eliminate data redundancy, reduce manual intervention, streamline data reconciliation

5. Performance management

As teams grow, procurement managers no longer have the time to manually track the performance of each individual employee. Rare feedback and manual performance reviews require a significant amount of data maintenance, which places an enormous burden on the HR team. Failure to identify and resolve under performance can lead to a number of complications.

With an automated performance management module that collects, stores and displays current, consistent information about employee performance, functional managers can finally put an end to spreadsheets. Organizations can analyze enriched employee performance data to gain deeper insight, identify turnover risks and identify opportunities for improvement.

Features to look for -  Performance management, 360-degree reviews, check-ins, qualitative reviews, employee self-assessments
How it adds value - Reduce ambiguity, collect 360-degree reviews, eliminate favoritism and bias, create a performance-oriented culture

6. Automated calculations

An HR solution that relies on too much manual intervention and spreadsheets and email is exposed to human error and associated risks. In a human-based system where calculations are performed using complicated formulas, processes are exposed to the risk of inaccurate calculations, payroll errors and more.

In contrast, an effective HR tool reduces the workload of the HR team by automating administrative tasks such as field-level arithmetic calculations, routing approvals and meeting deadlines.

Functions to look for - control calculator, powerful rules engine, functions and formulas, transformation builder
How it adds value - reducing manual errors, improving process accuracy, reducing administrative burden

7. Interoperability

Most traditional HR solutions are stand-alone software with low integration capabilities. Connecting with other third-party tools is challenging and requires a lot of time, effort and money.

An HRMS must not only keep HR processes in line, but also create a coordination and rationalization of communication within the organization. Seamless integration of HR management software with other key modules will improve the efficiency of an HR department many times over. Through interoperability, all other enterprise software programs can effectively use the data entered into an HR management solution.

Features to look for - Integrated connectors, process and level triggers, activity dashboard for integrations, ongoing synchronization between modules
How it creates added value - increased efficiency of HR processes, increased productivity, better management and analysis, low costs, improved employee satisfaction

8. Dynamic reports

Tools such as emails, spreadsheets and chat threads decompose data and do not provide complete insight into an HR process. As a result, HR managers and other decision makers are not privy to information such as employee performance, turnover trends and other things that provide actionable insights into their workforce.

HR management tools need to be equipped with an integrated reporting tool that enables organizations to turn data into compelling stories, motivate action and promote data-driven change. It's not enough just to create and retrieve insights, an ideal tool delivers critical operational insights and trends to stakeholders at the right level of detail and at the right time.

By collecting key metrics such as cost per hire, job satisfaction, workforce analytics, and employee exit rates, organizations can identify key retention techniques, analyze patterns, and gain actionable insights to improve the efficiency of HR processes.

Features to look for - Pivot tables, ad hoc reports, geospatial mapping, executive dashboards, interactive reports
How it adds value - Improve intelligent decision making, increase employee retention, measure campaign effectiveness

9. Parallel branches

HR processes are complex by nature. A particular workflow may require the approval or authorization of more than one person to process a particular request. However, it is not advisable to have one person approve the request before the other party sees the request.

To resolve this pain point and send the requests at the same time, it is essential to notify both at the same time. An all-encompassing HR automation tool will eliminate this complexity by using parallel branches. Parallel branches will enable continuous delivery of the workflow and ensure that no one bypasses a workflow step to speed up the process.

Functions to look for - process nodes, parallel branches, adding actions or participants or steps, customizing workflows on a meta-level
How it creates added value - empowering employees, ensuring stakeholder accountability, enforcing process guidelines

IceHrm Pro: The perfect partner for your HR management software
It is possible that your prospective personnel management software is missing one or more of these essential solutions. In such cases, instead of stubbornly waiting for the perfect tool to be produced or opting for expensive IT customizations, it is advisable to look for a simple workaround: a customizable HR software.

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