HRMS solutions are essential for seamless workforce management automation in organizations of any scale. These tools come with important functionalities that help the HR department streamline and automate various processes.
To put things in perspective, a few of the key features include employee data management, recruitment and onboarding, performance management, L&D, etc. And that’s what we will discuss in this blog, the very crucial functions of HRMS solutions that you should look for before getting it.
Let’s get started!
1. Recruitment & Onboarding
The recruitment and onboarding module of HRMS solutions is crucial for streamlining the recruitment process and ensuring that new employees are smoothly onboarded into the organization. Starting from job postings, this module lets HRs create detailed job descriptions and keep track of job postings across platforms. It also helps keep track of the applications and store applicant data for present and future requirements.
This module should ideally have automatic resume parsing capabilities to extract key details from submitted resumes. This feature itself facilitates efficient screening and shortlisting of candidates. It helps HRs schedule interviews and facilitate feedback collection, resulting in a systematic approach to candidate evaluation. Also, HRs can generate and customize job offers, ensuring clear communication and a streamlined process for tracking responses.
As for the onboarding module, HRs get access to planning and scheduling orientation and training programs, managing documentation and forms, and providing resources for new employees to understand company policies. This is done through an easy-to-use employee login portal. So, the new hires get access to essential information and complete onboarding tasks efficiently.
2. Employee Data Management
A human resource management software serves as a centralized database for employee data. As a result, HRs can digitize storage and management of employee data to make the process quicker and more streamlined.
Most HRMS solutions can store a lot of data, including personal details, past experiences, contacts, payroll, performance, learning, etc. Putting these data in one cloud to enhance the accuracy and accessibility. and up-to-date. Plus, it minimizes human errors and boosts data security that can be protected with 2-factor authentication and secure cloud servers.
Team leaders and managers need access to on-demand performance data to make informed decisions on their subordinates. These HRMS tools are capable of generating detailed and interactive reports on employee productivity.
3. Learning & Development
The learning and development module is a very crucial component for organizations as it focuses on providing employees with training, development, and career advancement opportunities, benefiting the company indirectly. With this module of HRMS solutions, organizations get access to a comprehensive suite of tools and functions that help create, manage, and track various training programs, as well as evaluate their effectiveness.
The HR departments and process managers can use the L&D module to design customized training programs for specific skills, competencies, or project needs. These programs should also include various learning resources, such as online courses, workshops, and e-learning modules through its LMS (learning management system) on the employee portal.
4. Time & Attendance Management
Time and attendance management is probably one of the primary functionalities that companies look for in an HRMS solution. Tracking employee attendance and logins takes an automated turn with this module.
To elaborate this module, the HRD can automate the recording of employee work hours, absences, and leave balances, ensuring accuracy for the payroll department to make use of. The employee login portal has a work calendar, clock, leave balance, and all other information that employees need to keep track of their work schedules. Logging in to this portal logs the employee in for the day, removing the need for extra man hours for tracking timings manually on spreadsheets.
5. Performance Management
The performance management module is an important component of any human resource management software, providing a structured format to set performance goals, track progress, and conduct performance reviews within an organization.
Performance management automation lets project managers and HRs evaluate employee performance, identify areas for improvement, provide constructive feedback, and recognize achievers.
The most common use of this module comes in monitoring progress and key performance indicators, and providing timely support to employees in terms of training and year end appraisals.
6. Compensation & Benefits
Compensation and benefits management is a key component of HR systems, dedicated to managing employee payroll, incentive, and other forms of earnings. This module lets HRs and payroll managers handle various aspects of employee remuneration efficiently.
One of the primary features of the module should be the ability to establish and administer compensation plans. HRs can set salary ranges, job grades, and pay scales based on job roles, experience levels, and other market benchmarks. It facilitates the evaluation and adjustment of employee pay, ensuring equitable and competitive compensation across the organization.
Moreover, the compensation and benefits module oversees employee benefit programs as well. It allows HRs to manage benefits packages, such as health insurance, allowances, mandatory schemes, like provident funds, paid time offs, etc.
7. Analytics & Reporting
And lastly, analytics and reporting is as important as anything else in an employee or client onboarding software. HRMS solutions that have this module give organizations the access to valuable insights through data analysis and reporting.
The primary function of human resource tools’ analytics and reporting feature is to analyze employee data and generate reports on KPIs. These include employee attrition rates, performance indicators, employee engagement levels, L&D effectiveness, diversity and inclusion statistics and various other workplace demographics.
This specific module collects and aggregates data from various sources, analyzes it, and presents it in a visually appealing and easy-to-understand format; some may also include interactive dashboards. HRs and project managers use this module to access important information related to process, employees, and organizations growth, facilitating data-driven decisions.
Is That It?
There are certain other features and functionalities that HRMS solutions may include, considering the workplace type – whether on-site, remote, or hybrid. However, the bottomline is, every organization should be picky when choosing an HRMS to be integrated into their workforce. Learn about industry-standard features, check out past reviews, and speak to industry connections.
And if you are looking for an HRMS for your organization, check out MBM’s offering. We design our product with our partners keeping all the organizational requirements in mind. Feel free to contact us for a demo of our product. We’d be happy to assist you!
