10 Awesome shortcuts for choosing an HCM / HR Software 2017

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Buying an entire hire to retire HRMS software that is relevant to your organization may put you in dilemma. HRMS Software makes sure about statutory; cost processing is made simple, and also makes hiring easier which saves ample of time for the HR department. Here are a few tips when looking for HR software.

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1. Firstly be clear with features you want:

Prior buying a software it is very important to research and check if the new HRMS software goes along with and works with your existing software. If not, it would be a waste. Sometimes a certain feature will be missing in new software, hence suggested to check the software that you require and whether it consists all the compatibility which are effective and efficient.

Project management software, CRM software, payroll software, ERP are some of the basic features which are mandatory in HRMS software.

2. Research should be more vivid:

Before buying an HR software, make sure you do wide research about the same. Analyze through different vendor sites and Human Resource comparison sites in order to get to know updates news about software. Research should be done in a proper manner so that, you don’t take decisions in just thirty minutes after visiting an exhibition.

3. Demonstration of software a must:

 It is always profitable to view demonstration before buying. Remember to acquire your pen down requirements in hand, and look out in the demos if they meet your requirements. Each software dealer would present their software and mention that theirs is the finest, but they may or may not satisfy your needs. Make sure that the demo you watch satisfies all the needs you require.

4. Determine and finalize your cost:

Prior getting started to buy HRMS software, it is much important to determine the cost to be purchased. A quick research can be made in order to know the budget and then move forward. Depending on the size of your organization choose your features and price.

5. Get to know how vendor deals with bugs:

 Almost every software will surely show up with bugs and hence it is compulsory to know the way the vendor handles the software at times of bugs. Do inquiry about any patches present and also the time required for release of the HR software. Every vendor has their own policies and ways and it is essential to understand them in the proper manner.

6. Examine the cost needed: 

After research the HR software is identified and finalized for purchase, it is important and compulsory to get to know about the costing factors. Many times, there are few hidden costs to available in the HR software. the fixed cost are the ones of support and software. Apart from these, there is few variable cost also linked with the HR software. Few variable costs include extra training cost, ongoing maintenance cost, implementation cost and more. It is good to have knowledge of all the hidden cost and examine them initially.

7. Try to demonstrate organization case:

 It is mandatory to demonstrate a clear organization case once the Human Resource software has been finalized to be purchased. In order to do this, prove that by making use of the software budget and time are saved and it is useful for organization. A clean example can be that by making use of the software, you can prove the compatibility that is associated with appraisals, holidays and absence are very efficient ones. Because of this, more Human Resource manpower isn't required. Also, the profits are also more which leads to enhanced performance management and improved organization planning. By this way, you need to gather evidence and prove a clear organization case for investment.

8. Make sure you approach 4-5 vendors for better clarification:

Another valuable tip to be followed while buying HR software is to go in for five or more vendors and then narrow down. Once your budget, requirement, and needs are identified go in for four or five vendors and choose the one you are satisfied with.

9. Make some research about the HR software company: 

You must have a list of companies that can offer you HR software that meets your needs. As mentioned above you must have analyzed about four to five HR software vendors and bring down to three or less. Budget is a major factor that regulates your decisions for the purchase of the software. There are few other aspects also to be taken care before buying the software. The software company is to be researched a bit before proceeding further. There are few clarifications to be made about the company, find out the number of years they have been in this HRMS software business, also find out the number of installs present with the vendor.

10. Make sure you specify your requirements to vendors: 

In order to choose the finest HR software initially, you to select your needs which you want to satisfy. In that aspect, the buyer should be detailed in defining their requirements for the HR software. It is basic to be more exact so that you can conclude by choosing the right HR software required. Usually, the requirements of the organization for HR software would be integrated ESS, report writing, salary grades,payroll, windows based, turnover reports, training management, accrual and attendance tracking, job and pay history, ease of use and more. This is a common list that is provided to the software vendor, you can add more details as required by your business.

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To contact us : www.hrmantra.com | sales@hrmantra.com | +91 9819988810

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Top 8 FAQs in HR / HCM Software for the year 2017

If you've ever think why your HR official's always looked a little distressed (or like she might need another cup of coffee) consider all she/he has to keep record of:  hiring, vacation, benefits, performance reviews, sick leave, payroll, firing, performance reviews and more for each of the employees in your organization.

But you can save them from the tiresome world of file cabinets and data entry with three magical words: Human Resources Software.

With HR Software, your HR official's can be equipped with a customizable software that helps integrate HR processes, control, and communication on everything from enrolling to leave tracking to termination process. It also grants them to generate important data to aid with workforce-related decisions and efficiently generate reports required by the organization.

Following questions about how HR software can help benefit your business:

How does HR Software serve to different types of organization's?

Every type of businesses can make advantages from an automated and efficient manpower data tracking, reporting, and analysis. SMEs might be fine with using Excel spreadsheets, but data management problems start to emerge as the number of manpower grows, and consent with Labor Laws and Employment Laws becomes more of a concern.

Expertise recommendation for choosing the right kind of software for your business?

Not all HR software fits all businesses or organizations. Some of the HR software is layout and priced for global businesses with thousands of manpower. We focus on small and mid-size businesses (ones with less than 1,500 employees). Human Resource has broad duties -- new hire orientation, recruiting, hiring, performance management, training and development, performance management, and employee record keeping to fulfill legitimate requirements -- to name a few. To understand the company's pains and wants can greatly assist defining which HR system will be a good fit for the organization.

How does HR software help to address common HR complaints?

Keeping track on HR data manually is very time-consuming, less efficient, and reclined to errors.

If there is an absence of HR system, it takes a long time to generate reports which are required by organization and reports that could help management with manpower-related decisions.

Keeping track on HR data in multiple Excel spreadsheets usually, means dualistic data entry and doesn't give management or the employee a "full picture" of employee benefits.

How HR Software benefits an organization?

With HR software, employee record keeping can be integrated. Reports can be developed quickly to assure government compliance. Administration can have data to make decisions about how much to pay employees, what benefits to grant employees, etc.

How HR software assist your organization to improve in businesses?

In an organization, Talent management is key to the business. This includes recruiting the best people, providing accomplished training and retention plan, and conducting a compelling performance review process. On the cost side, having reports that feature problem areas (e.g. paying too much on benefits, losing manpower due to inadequate compensation, etc.) can give an organization the information it needs to make needed changes to improve the business.

How do employees benefit from this software?

When employees trust that the organization compensates its employees fairly, and has their prosperity in mind, the result is positive manpower morale and resulting productivity gains. From a management standpoint, having an HR system with self-service capability enables manpower to quickly process HR-related processes, such as requests for leave, and attending training classes, for example.

Some of the drawbacks faced due to HR Software?

A drawback might be if the software is too arduous and the staff has not "bought into" using it. Then the organization has just wasted resources investing in an HR technology that no one understands or likes.

How much popularity is gained by HR Software?

Yes, HRMantra has grown in popularity as technology in Core & Human Resource Management, Attendance Management, Leave Management, Claim & Helpdesk Management, Payroll management, Performance Management System, Learning Management, Recruitment Management, Project Management.

We are into to this business( Hr & Payroll software ) since 15 years. We have a complete hire to retire web-based HR Payroll software with free mobile application exhaustively covering every corner of HR and Payroll domain with more than 10 modules. The productivity gains are easily felt, and HR officials are able to spend valuable time on strategic steps like manpower relations instead of pushing paper and spending time manually tracking employee data.

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To contact us: www.hrmantra.com | sales@hrmantra.com

An advanced HR technology is equal to a magic for the year 2017

As the technology age is growing agile, many people claimed that HR, as an operation, would become outmoded. It was said that HR had no feasible future and that all the operations performed by HR experts would be replaced by hi-tech software. It is legitimate that software is changing old HR manual functions, but technology is said to thrust hiring and recruitment into the 21st century as it adds the industry with immense growth freedom.

Latest trend in HR World

1. HR unit the spine of organization

 Unlike the “counseling” role played by HR's, many organizations are being initiated by the HR function. In a world of unpredictable trends and outcomes, firms that are good with adaption will emerge profitably. The HR activities are currently redefining itself to become that critical driver.

2. Flexible in tapping skills in any point of time

Earlier in past, HR was limited to telephone calls or written material. But today’s present world HR's are inviting every means necessary to track the right kind of talent, both online and offline. With the power of the technology at their fingertips, HR can now track talent quickly, from multiple avenues.

3. Increase in Contracted Personnel

 After experiencing sudden rise and fall of outsourcing, firms are now acquiring a new kind of workforce, the extended kind. Such type of manpower is an ecosystem of independent contractors and outsourcing partners that offer businesses need-based HR activities. HR unit across the world are redefining the instructions of contractual employees, giving them more strategic value.

4. Piloting all the workforce under one roof

There’s a lot of buzz going on about customizing the optimal combination of mass production and it’s said to change the very methods by which firms manage their employees. HR departments of large corporations have already begun treating employees as a “workforce of one,” rather than a single entity.

5. Upcoming barriers for HR Management

Along with other managerial function, HR also faces a bunch of challenges before it can be future-ready:

6. Adapting to fluctuating trends in market

 The future of HR is not in adapting its duties, but in adapting to the new employee profiles. Extensive demographics across the world are already putting pressure to initiate and execute permanent solutions that will educate, train, integrate and retain a diversified workforce. And as the demographics change, so will their assumptions. Many times, HR will have to adapt to the newly evolving job duties & functions, while also computing for changes in benefits & incentives, as well as retention strategies for the workforce who are looking for more than money.

7. Winning the combat to hunt talent

Migration from beyond the border or within border adds a whole new aspect to HR complexities. As the company continues to grow and still scratching their heads on how to efficiently control labor flows, HRs continue to face a shortage of skilled manpower. Organizations alike will have to seek, grasp, and evaluate data on how present and future migration arrangement will affect the labor market.

8. Flexible to expand reach in every corner of organization

 For delivering a seamless and productive employee experience, HR first step to evolve from its stand-alone function of administering traditional HR activities. It has to adapt to a function that cuts across borders and practices, to deliver a comprehensive employee experience.

9. Keeping track on increasing risk as the complexity rises

 As technology continues to smoothly integrate the world by breaking down old information objection, HRs activities will also involve the development of risk management strategies that will protect not just the data of the company, but that of a workforce as well.

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To contact us: www.hrmantra.com | sales@hrmantra.com