Free

Consult & Support
 

Email

sales@sla.vn
 

Hotline

0909 068 657

Human Resources Management

Functionality of HR Software Applications:

  • Employee Management
  • Recruitment Management
  • Payroll Management
  • Training Management
  • Leave Management
  • Attendance Management
  • Shift Management

Product Description

Human Resources Management (HRM) software solutions make managing a large or growing workforce more efficient. Vendors and buyers alike often refer to this category of software as human resources information systems (HRIS), human resources management systems (HRMS) or human capital management (HCM) software (though if you want to get specific, each of those categories has its own nuances).

What all HR solutions have in common is their ability to streamline the traditional HR functions of benefits administration, personnel tracking and payroll. But in addition to increasing your productivity by automating many of these administrative processes, HR software can also support you on a strategic level, by helping you to recruit, develop and manage your company’s most valuable resource: its people.

Core elements of Human Resources Management (HRM):

  • People: Organizations mean people. It is the people who staff and manage organizations.
  • Management: HRM involves application of management functions and principles for acquisitioning, developing, maintaining and remunerating employees in organizations.
  • Integration & Consistency:Decisions regarding people must be integrated and consistent.
  • Influence:Decisions must influence the effectiveness of organization resulting into betterment of services to customers in the form of high quality products supplied at reasonable cost.
  • Applicability: HRM principles are applicable to business as well as non-business organizations too, such as education, health, recreation and the like.

Objectives of HRM:

  • Societal Objectives: To be ethically and socially responsible to the needs and challenges of the society while minimizing the negative impact of such demands upon the organization.
  • Organizational Objectives: To recognize the role of HRM in bringing about organizational effectiveness. HRM is only means to achieve to assist the organization with its primary objectives.
  • Functional Objectives: To maintain department’s contribution and level of services at a level appropriate to the organization’s needs.
  • Personal Objectives: To assist employees in achieving their personal goals, at least in so far as these goals enhance the individual’s contribution to the organization. This is necessary to maintain employee performance and satisfaction for the purpose of maintaining, retaining and motivating the employees in the organization.

Human resources software is designed to help organizations manage every aspect of their HR operations, including: Sourcing, Recruiting, Applicant tracking, Personnel tracking, Onboarding, Time and attendance, Payroll, Performance reviews, Learning management.

Core Human Resources Management encompasses the three traditional human resources management functions: benefits administration, personnel tracking and payroll. Every company will require these functions once it has reached a critical mass of employees. You need core HR functionality when, for instance, manually running payroll and managing employees with spreadsheets becomes too burdensome a task.

  • Benefits administration: Manages employee benefits such as paid time off, medical/dental/life insurance policies and 401k participation.
  • Personnel tracking: Centralizes employee data, such as SSN, contact information, past employment and demographic information.
  • Payroll: Tracks employee salaries, bonuses, 401k contributions, health and other deductions; calculates withholding for taxes; and cuts paychecks. Most solutions provide integration for direct deposit as well.

Workforce management, or Workforce administration as it is also called, comprises the range of software solutions intended to effectively schedule and track your workforce. These solutions are ideal for organizations whose employees work in shifts, and include applications to track time and attendance, monitor compliance with labor laws and usually include payroll functionality, or integrate well with other payroll software. It’s important to note that there are industry-specific systems that offer attendance functionality outside of human resources software. Specifically, school administration software provides education organizations a means of tracking student attendance. This can include providing online portals for parents and teachers to monitor attendance online.

  • Time & attendance: Helps staff track employee attendance and absences, and enables employees to clock in and out. Many solutions also track PTO and sick days. Rules-based engines provide alerts when employees miss or perform established amounts of work.
  • Employee scheduling: Provides functionality for scheduling employee shifts and attendance to ensure compliance with staffing needs. Systems can schedule employees across departments, locations and projects, and provide alerts to employees when schedules change and when staffing levels are inadequate.

Strategic HR involves growing your company by attracting and developing the best people, as well as better managing your workforce overall. Strategic HR applications generally provide some combination of applicant tracking and recruiting, learning management as well as performance review functionality. This type of software streamlines these strategic processes to ensure that a company is using its staff as efficiently as possible, and also that employees are continuing to grow and develop—increasing employee satisfaction and retention rates.

  • Applicant tracking systems (ATS): Provides a centralized database that lets recruiters store applicant information and employment applications throughout the application process. Features include candidate tracking, applicant status monitoring and direct integration with other HR applications. In addition, many vendors include on-boarding features, like the ability to perform background checks.
  • Employee evaluation: Also known as performance review software, these applications offer a centralized system where supervisors can conduct and track reviews with employees. Features performance measuring, tracking and goal management.
  • Learning & development: Establishes a centralized hub to monitor new employee training and the ongoing skills development of existing employees. Features include content authoring and management, curriculum and certification path definition, testing and reporting. Integrating e-learning, remote supports.

The perfect Human Resources Management software to manage your workforce: Centralized and secure employee data, Access anywhere, Save time with self-serve features, Easy tracking of time and attendance, Simplify employee performance reviews, Automate workflows, Set reminders, Recognize hard work and boost team morale, Customize, Fit your business needs.

For more information about Human Resources Management software, please contact with SLA Company Limited here.