What Should You Consider When Choosing an HR System?
Choosing the best HR software system — often referred to as a human resource information system (HRIS) — for your business is a complex undertaking. While the right HRIS can significantly improve the lives of your HR managers, a wrong one could increase their workload — in addition to being a financial drain on your company.
From scalability to mobile functionality, there are myriad considerations that you must take into account before selecting an HRIS most suitable for your business. Once you have decided on the budget and the specific tasks that you’d like your HR system to handle, here are six tips that can help you choose the right HR platform for your business.
Intuitive UI
An HR software system should ensure that human resources professionals can focus more on strategic outcomes and less on administrative tasks. But if the system is difficult to navigate, a lot staff time will be spent answering questions on how to use it. Hence, it’s essential to choose an HRIS with an intuitive user interface (UI).
According to usability.gov, UI design focuses on anticipating what users might need to do and ensures that the interface has elements that are easy to access, understand and use to facilitate those actions. So keep in mind the importance of an intuitive system that anticipates what you need, as opposed to one that sets you back.
Scalability
It’s important to consider scalability when choosing an HR software solution, especially if you run a small business. You don’t know how big your company will get in the future — you might hire more employees or need more complicated HR processes — but with a scalable solution, you’ll be ready for anything. Choose an HRIS that can scale to the needs of all sizes.
Scalability ensures that your HRIS will grow with your company and continue to meet your needs in the future. This way, you can stick with your current HR software system regardless of your growth rate.
Integration with Existing Systems
An HRIS shouldn’t get in the way of your current business processes and systems. If the HRIS serves your HR department but disrupts the functioning of other systems, it is not worth considering. Therefore, smart integration should be a key factor when choosing HR software. You can either build your own integration between different systems in your office or get a third-party vendor to build smart integration features for your system.
Self-Service Functionality
A self-service feature is beneficial not just for HR personnel, but also other employees. Staff members can update personal information, fill out timesheets, download pay slips, enter performance review data, apply for leave and more, on their own. This reduces unnecessary strain on HR personnel, which saves many man hours and can boost efficiency.
In addition, a self-service portal that can be accessed from a phone or a tablet can increase convenience and timeliness for your employees and HR manager(s) alike.
Quick ROI
While cost should be an important factor when choosing an HRIS, it’s better to go for one that will give you the quickest return on your investment. When a lot of the HR tasks are automated, your HR manager(s) will have more time to focus on delivering business results and concentrating on strategic planning.
Data Security
HR personnel deal with a lot of personal data, so it's important to have proper systems and processes in place to secure that information and to ensure that it's accurate and up to date. Having employee data securely stored on an integrated, cloud-based platform ensures that the information can be encrypted, safely maintained and backed up.
Overwhelmed? Consider Outsourcing
If the many HRIS options make your head spin, you're not alone. There are dozens of software products that can allow you to streamline your human resources functions, but not every entrepreneur wants to hire staff to implement and manage them, train employees how to use them and integrate them into company systems. This prompts some small business owners to outsource their HR functions so they can free up more time to scale their companies.
No matter which avenue you choose, make sure you always put your employees first when choosing an HRIS. The programs should be simple for them to utilize and give them all of the information they need, right at their fingertips.