HR Software System Evaluations
So what do you really call these HR systems?
The names are many, and include Human Capital Management (HCM) software systems, Human Resource Management Systems (HRMS), Human Resource Information Systems (HRIS), Human Resource and Payroll Systems (HRPR) or just plain old HR software systems.
We've recently completed an internal HR software evaluation project so we have some first hand experience, and some lessons to share.
We've now realized some efficiencies from integration our HR software and CRM software systems—particularly by adding the time and attendance / time clock function and sales goal performance (quota) into the HR system portal.
Like CRM systems, Human Resource Management Systems (HRMS) can achieve some of the company's top objectives if you follow a clear process that starts with planning and is aligned to the company's growth strategy. Once implemented, HR applications can progressively advance through phases of small but incremental steps designed to address company issues along the way.
By continually looking for new methods or techniques to improve HR processes and delivery effectiveness, HR systems can be optimized to reflect changing business needs, and company objectives, while at the same time ensuring that the bottom-line ROI is maximized.
Like many other business applications, HR systems are moving to the cloud at an aggressive pace. We started our HR software evaluation looking at traditional on-premise systems, but ultimately couldn't pass up a cloud HR software system. For our company, the benefits in terms of cost, deployment, management (or lack thereof) and agility were overriding decision factors which pushed our decision for a SaaS HR system.