Human Resources management in different companies is viewed differently. Some companies view HR as an administrative task that needs to be done. In fact, till the 1960’s the personnel department was still viewed as a record keeping function that did the payroll tasks and organized the company picnic.
However due to ever increasing issues in managing workforce and the increasing complexities of Human Resource management, the top management soon realized that the function is not just important but critical to its business. Terms like organizational behaviour, complex psychometric tests, feedback forms, having policies and structures in place are becoming very important in today’s increasingly competitive business environment.
Hence most firms look at creating HR as a strategic business partner within the firm, having a definitive say in strategy meetings, adding value to business by suggesting changes in policies or the way employees are managed within a firm. Most companies now see HR as a potential game changer, having a definite role in strategic planning of a business.
For HR to take such a comprehensive role it must first identify the business needs, processes and both, short term and long term goals of the company. Hence companies find the need to more efficiently manage their day to day operational tasks more efficiently so they can channelize their resources in the more strategic aspects of HR.
This is when most firms look at implementing an HRMS software solution to help them better manage their daily complex processes. However companies must first do a rigorous assessment whether they really need an HRMS system. Issues like how much paperwork is becoming cumbersome to manage, record keeping and a growing need to quickly run reports, needs to be assessed.
Considering a web based HRMS solution would seem to be a good option, especially for SMEs who want an integrated and cost effective solution. Using this solution, employees can easily see their attendance, benefits, leaves pending, claims and many other features which advanced HRMS software’s provide.
Most HRMS systems also have the option of multiple user licenses which gives specific access to different users based on their role and function in the company. For example, an HR manager would have complete access of all the employee records, while employees would have restricted access to only their records, and every department manager would have access to only the records of his functional department.
Even if the company consists of only hundred employees, a web based HRMS system would be useful to streamline the entire HR lifecycle right from training to recruitment to payroll management. This helps in increasing efficiency of HR processes, and limits errors in payroll or ambiguity in record keeping. At the same time, it empowers employees to focus on the more strategic aspects of HR.
A good HRMS system would be one which is user friendly, secure, having wide range of modules covering the entire HR lifecycle, would be flexible in terms of implementation, and being compliant to open database platforms (ODBC) such as Oracle or Microsoft SQL Server. This would allow better integration capabilities with other applications as and when required.
Going for a comprehensive HRMS solution is becoming a must for large organizations and a great investment for SMEs to provide efficiency and add value to the HR function in their company. The time is soon when majority of companies would have HR as a strategic enabler and a business partner for contributing to the long term strategies and goals of a company.
Written By :
Lawrence Gilbert
(Business Development Executive at Accent Consulting)
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