Finding Your HR System

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Finding an HR system can be a challenge but in this case, it is not necessarily a technical constrain. There are plenty good systems out there. The main challenge is to convince the HR managers that in addition to the basic HR system that the organization might have (basic employee file management), a great value will be achieved if other HR processes are automated as well.

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During my career, I heard excuses like “We are not a big company so our excel spreadsheets do the work….” Or “Automate the recruitment process? We have only 10 openings this year” and my favorite: “Our HR team is too small to handle another system”….

However, as a CIO, I always explained that among others, some of the key purposes of a good HR system is to provide:

  • Better information security and safety for a longer period
  • Shorten and ease HR processes for the HR team (especially when implementing self-service capabilities)
  • Benefits to the recruitment and talent management processes based on knowledge collected throughout the organization over the year. (Just as an example – even if you have only 5 openings a year, it means that you will process anywhere between 10-15 CV’s and additional candidate’s information per position. That’s lots of useful information you can capture and use in the future)

[pullquote align=”right”]During my career, I heard reasons like “Our HR team is too small to handle another system”….[/pullquote]

Now once you have the support of your HR management, you should:

A. Have discussion on the required processes and functionalities you want to automate and consider the following:

  • Recruitment Process (as discussed earlier)
  • Management of compensations and benefits – this will help you in controlling your budgets, incentives, compensations models and more
  • Employee evaluation and appraisal – manage internal process for goals settings, reviews, appraisals and feedback for your employees

HR-2B. Consider the following:

  • Does your company have a global presence? – this affects both the need for multi-language capabilities and a web-based (aka SaaS) software
  • Do I need integration to other systems such as Finance for payroll management (consult with your IT experts)
  • The ability of employee and managers to use self-service capabilities
  • What is the expected growth pace of my company?

So… if you got this far and want to decide, then this table might help you:

 

Functionality

Company Size Under 500

Company Size Over 500

HR Management

Recruitment Process

Compensation and Benefits

SaaS Offering

Recommended Software Tribe HR Sage HRMS HRM Direct Epicor HMS
Sage HRMS Suti HR Success Factors Vista HRMS
Kronos Workforce Ready FinancialForce HCM

 

If you need a guide about different HR Systems available in the market today and advices about different HR Software strengths and weaknesses, you’ve come to the right place. Get in touch with us!

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With over 20 years of experience in SW development and IT Management, Ohad Appelbaum can provide insights to those who are considering purchasing a new software to their company. As an IT executive for more than a decade, in 3 different companies (Internet Services, Hi-Tech and Government), Ohad has managed and supervised the purchasing, development and implementation of dozens of IT and IS systems and projects, in all of the common domains – CRM, ERP, Finance, BI, Manufacturing, Cloud-based system and many more. Ohad has managed large-scale budgets, teams, programs with major vendors and integrator and achieved success and high customer satisfaction in critical IT projects through the years. Ohad holds a bachelor's degree in Computer science and statistics from the Tel-Aviv University and in a bachelor's degree in Business Management and Economics from the University of South Africa (UNISA)