2024 HRMS framework guidelines

What is an HRMS today? ??

A toolkit, which streamlines HR tasks, covering areas like recruiting, onboarding, training, performance management, payroll, benefits administration, and time tracking. Most importantly this toolkit is meant to be shared with the rest of the organization, managers and employees alike.

Why Use an HRMS? ??

Similar to CRM systems in sales and marketing, HRMS offers advantages like quicker workflows, efficient IT use, empowered employees, and deeper insights into employee-related analytics, enhancing overall HR efficiency.

Key HRMS Functions besides Core HR & Time to include ???

1. Payroll: Automates payroll tasks, and tax filing, and offers self-service options for employees.

2. Performance Management: Facilitates performance evaluations, goal management, and disciplinary action tracking.

3. ATS: Simplifies recruitment, tracking applications, and managing internal candidates.

4. Learning Management: Aids in onboarding, training, and continuing education through course development and administration.

5. Benefits Administration: Streamlines health insurance, engagement, and ensures compliance with regulations.

Selecting the Right HRMS can be tricky but as long as you have your priorities mapped… ??

1. Payroll Features: Integrated data flows, easy export to Finance/ERP, human-error controls

2. Performance Management: Combine tools that track performance ratings and manage goals for employee development.

3. ATS: Look for features aiding in tracking applications, parsing resumes & simplifying data transfer into core HR

4. Learning Management: Opt for systems supporting course development, testing, and certification (validity) tracking

5. Benefits Administration: Choose HRMSs with benefits configuration options and compliance features.

Must-Have Features in an HRMS ??

1. Intuitive UI: User-friendly interfaces, and multilingual options for global operations. Some of your employees might not be great with computers – this can be a learning point.

2. Security: Robust data protection features, encryption, multifactor authentication, and password policies. Data protection is no different from other security/hygiene training, own it.

3. Role-Based Access: Customizable access based on roles, departments, seniority, and other factors. Remember that H&M 30M fine in Germany? Don’t settle for sub-par user management.

4. Reporting and Analytics: Strong reporting tools to track key performance indicators and progress toward goals. You might even consider getting a dedicated data analyst to get more from HR data.

5. Integrations: Seamless integration with existing tools, considering payroll, accounting, and other software solutions. HRMS data is a pool, that can feed a variety of tools, don’t waste the opportunity.

Choosing the Right HRMS ??

Conduct a needs assessment to outline must-have, nice-to-have, and unnecessary features.

Align HRMS functionalities with organizational goals, considering factors like growth plans and HR's role in supporting those objectives.

Select HRMS(s) that matches specific needs and offers the right balance of functions and features for your organization's requirements.

There is no ideal solution in most cases but if you prioritize and make sure that you know where your priorities lie, you can save a lot of time and provide a lot of value. Also, you can ask for help on your journey! :)