Human resource management system softwares are very important piece of asset for any organization which wants to stay on top of competition and who wants to save time on manual, needless to say dull, paperwork.
HRMS softwares are great tool to manage your employees’ profiles and payroll processing. And with ever increasing list of new added features, HRMS softwares too are getting smarter and smarter everyday with addition of new modules such as Task Management, Performance Evaluation, Biometric attendance and much more.
With right execution, training and implementation HRMS software for your business can you put you on new high or with poor execution, improper training and poor implementation can push your business to a dark low.
With all these vendors, software companies and HRMS products available, how one would choose the right product for right organization. With that thing in mind, let HRGird guide you through the process of choosing the right Human Resource Management System for your organization.
1. Research, Research and Research!
Since HRMS is a most important piece of asset that your company is going to own, make sure you research properly before buying a HRMS system first. Take a closer at your company’s current needs and requirements and finalize first, do you really need a HRMS system?
2. Define your software & Hardware Needs.
It's important to define what your software and hardware requirements from HRMS system; whether you want a desktop based, web based, cloud based system? What modules you need? What are its hardware requirements? Can you afford to meet these requirement? And much more.
3. The Cost
At the end all it comes down to a cost. What is the cost of the software? Most of the times you will spend your energy and time to trade off between cost and flexibility with features. If you try to ignore the Cost part of HRMS you might find yourself with overspent HRMS system that might not meet all of your goals.
For a better perspective you can take into consideration other departments, such as accounting, administration, training and be sure about their expectations from HRMS system upfront.
Is HRMS system that you are buying scalable in nature? It might happen that after sometime when you get fully trained with HRMS system you would want to move all of your processes to new implemented HRMS system, what would happen in that case? Does your HRMS system provides you with scalability so you can upgrade or downgrade your system usage, it’s a good point to look into.
5. Licensing & Contract Terms
Software companies are always careful while drafting their Licensing and Contract Terms; but what about customers? What rights and responsibilities you have as a customer? So go carefully through all the Licensing and Contract Terms you software vendor providing to you to avoid future problems.
6. Updates & Bug Fixes
Take into consideration what is update and bug fixing policy of your vendor. Ask upfront how much time your vendor will take to fix a bug or system glitch. How often they provide you with an update? How they handle training for the new update?
7. Technical & General Support
See if your vendor provides you with technical support because if you’re a newbie to the system, you’ll definitely come across many issues and will face many problems. Check how quickly they will respond to your queries. What time frame they might need to resolve your issues with system.
8. Termination & Cancellation
Finally, it’s most important to check what is your vendor’s termination and cancellation policy? Because if you don’t find HRMS system useful, you don’t want to be stuck with needless HRMS system just for the sake of fees and company’s policy.
HRGird is a modern, web based, comprehensive easy to use Human Resource Management software for forward thinking organizations. HRGird helps HR managers & business owners to save their time significantly by making all day to day HR management processes digital, paperless, automated, so that they use the time they have saved as a result of using HRGird, to do what really matters for their businesses & not on they doing traditional paper based clerical HR management processes daily.