The heart of every business is its human resources. In light of that, modern business management systems would not be complete without also an integrated holistic Human Resources Management System (HRMS).
Simply put, a Human Resources Management System (HRMS) is a system that helps businesses collate and process data relevant to their human capital and resources. This extends beyond just a simple payroll processing unit. An ideal HRMS would help you track additional metrics from an end-to-end HR perspective. These include details such as recruitment information, personnel training records, and their skills. To the management of your workforces’ daily needs such as leaves, expenses claims, and other benefits, even succession planning.
There are many available options in the market. To fit your business needs, you should consider:
Generally, an efficient and robust HRMS would encompass combinations, if not all of these functions, depending on your needs:
HR operations are no longer the only responsibilities of a modern HR team but it is no less important. A good HRMS should be able to help you monitor attendance and absenteeism, leave applications, expenses claims, timesheets and payroll matters.
This helps you track your recruitment gap analysis, to better tailor jobscopes for prospective hires and keep data such as market trends, salary trends.
When a new employee comes onboard, having a good onboarding policy sets him/her up for success in their new role.
Most SMEs don’t have a fixed methodology of appraising their employees’ performances. A good HRMS will help you to keep track of key performance metrics and give you computable values for a more accurate appraisal.
Top-down approaches are seldom the only organizational structure in a modern business these days. A great HR policy often includes communication flows across different hierarchy levels and can draw on valuable feedback and contact, to keep the organization happy and productive. This is where the Employee Engagement functions of a HRMS will help.
As the global employment landscape shifts to a preference of upskilling existing workforces than expanding headcount, learning and development has taken on a stronger focus in recent years. A HRMS L&D module should help you in tracking the skills of your existing team and applying logic matrixes to determine where the skills gaps are and effectively give you insights for you to plan your team’s training where necessary.
Having strategic and data-enriched insights of your workforce’s talent and development will also be crucial in succession planning.
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