| Before you “take the plunge” and purchase an | | | | · Calculating time-off accruals for |
| HR software solution it is best to determine if you | | | | vacation, sick, or PTO time |
| need the system, and if you do, what exactly will best | | | | HR Software solutions programs also have the |
| meet your needs. It is imperative to be brutal in your | | | | capability to have multiple user-licenses, which allows |
| assessment. Take the time to define your | | | | for users to have specific access to the program, |
| organization’s goals, such as reducing administrative | | | | such as access to employee performance reviews or |
| time spent on filling out paperwork and filing the papers, | | | | time-off records, for example. More specifically, the |
| keeping more complete records, securing confidential | | | | HR manager or business owner could have full access |
| data, being able to quickly run reports, or saving a | | | | to all employees’ information, while a manager |
| back-up of personnel information for disaster planning | | | | could have access to his or her employees in their |
| purposes. | | | | department. |
| There are many other things to consider prior to | | | | This capability is efficient and convenient for both the |
| purchasing an HR software solution for your | | | | manager and payroll, such as if an employee calls in |
| organization. These include: | | | | sick, the manager can just go into the system and |
| · The need to streamline processes to | | | | make that notation, rather than trying to remember to |
| devote more time to strategic level objectives | | | | relay that information to payroll. Under the |
| · Increasing the communication across | | | | performance management access, the manager can |
| all management levels | | | | write the annual review where it will be stored and |
| · Don’t have the physical space for | | | | backed-up without worrying if the review was saved |
| all the paperwork | | | | or not. |
| · Storing historical data for both current | | | | Implementing an HR software solution into your |
| and former employees | | | | organization is a great investment for streamlining |
| · Recording performance evaluations | | | | processes and freeing up managers and HR staff to |
| with performance management goals, as well as | | | | perform more strategic goals of the organization. |
| historical wage rate and salary information | | | | The system doesn’t have to be fancy, but it does |
| · Keeping track of training, benefits, | | | | have to be functional. |
| disciplinary warnings, and workplace accidents | | | | |