Your HRIS Checklist
Whether you’re in the market for your first HR software or looking for an upgrade, the options available can be overwhelming. Providers boast enticing benefits:
Free up HR
But are all these features really necessary? Lisa Salcido, Director of Balance Point’s Human Resources consulting service BPHR, offers this simple advice, “Regardless of the industry or the size of your organization, it’s best to choose a flexible system that can be customized to suit your specific needs. Look for one that can adapt as your business grows.”
To assist you in your search, we’ve identified 7 essential features businesses shouldn’t do without.
Human Resource Information System (HRIS) Must-Have List
While an in-house HRIS requires full on-site installation and regular software upgrades, a cloud-based solution is accessible through the internet and requires virtually no maintenance. And it’s cheaper too since it eliminates extra hardware purchases and the IT support to maintain it. Plus, all your information is accessible to you 24/7.
Single database, single login
Thanks to this feature you can avoid “frankensteining” – the practice of exporting and importing data from multiple systems to run payroll, create reports, and perform other routine tasks. A single system provides complete integration. You enter employee information only once, saving you time and reducing error. Since each employee has a single record, you can access specific information during any point in their lifecycle.
Solutions that offer self-service for both employees and managers take some of the burden off of HR. Administrative tasks like updating personal information, accessing pay history, managing tax updates, and requesting, viewing, and approving time off can be executed without having to call on HR. Self-service is a must-have when it comes to open enrollment, allowing employees to easily compare plans and make elections from the comfort of their homes.
Software with a robust applicant tracking system (ATS) can help streamline all stages of hiring—posting jobs, collecting applications, interviewing, communicating with candidates, and more. An ATS not only benefits employers, it pleases candidates too. Since the process is faster, easier, and more direct, it leaves a great first impression on your future employees.
An Executive Dashboard is a visual representation that gives executives and supervisors a quick and easy way to view their company’s labor trends and metrics in real-time, without needing to run reports or export data. User-friendly graphs and charts present all the information needed to make financial and compliance decisions in one place.
Ad hoc report writing
With a single system, you have the ability to run reports on any topic as needed. Many reports come standard—helping you identify trends, recognize trouble spots, and gather employee data—but if your organization has specific reporting requirements, having ad hoc reporting capabilities is essential.
A mobile app provides better management of remote or on-the-go workers, allowing your employees to punch in and out with ease from their mobile devices. GPS location tracking will even capture the date, time and GPS location of a punch.
When you’re ready to make the move to a platform that can handle all of your human capital management (HCM) needs, check out Orange by Balance Point. Our cloud-based solution provides the features your business deserves.
Get Your Guide to Choosing the Right HCM Solution HR department drowning in paperwork? Hacking together software to tend to the needs of your workforce? Tracking down timecards to process payroll? There is a better way! This valuable guide simplifies the overwhelming task of selecting an HCM solution while increasing the odds of a successful transition and favorable ROI.
Get Your Guide to Choosing the Right HCM Solution
HR department drowning in paperwork? Hacking together software to tend to the needs of your workforce? Tracking down timecards to process payroll?
There is a better way!
This valuable guide simplifies the overwhelming task of selecting an HCM solution while increasing the odds of a successful transition and favorable ROI.