HR Software 101: Six Common HRMS Features, Modules Orgs Need On Check

In today’s digital shift, organizations are becoming more aware of the advantages of using human resource (HR) technologies to automate the often neglected HR processes. This mindset makes the term Human Resource Management Systems (HRMS) a household name in HR departments.

HR practitioners define HRMS as a platform that connects resource management and information technology through a software. It combines systems and processes to streamline repetitive and time-consuming tasks associated with HR management, such as keeping employee records and movements, time and attendance, payroll, talent management, and recruitment. 

In return, this technology allows HR managers to focus more on enhancing productivity, strengthening employee-employer relations, and meeting the demands of today’s ever-changing workplaces.



For organizations that are planning to integrate HRMS in their HR department, Genie Technologies, Inc. (GenieTech) a business solutions provider listed the five common HR modules and features that organizations need to consider when looking for an HRMS provider. 

Core HR. Workforce Management is a critical component for HR departments, especially in matching skills availability with the demands of their workloads. Hence, make sure that the HR system is equipped with features, such as Competency Maps, Time Management, Multiple Employee Assignment, Recruitment, and Training. These functions present users with an opportunity to use a framework of logically linked processes that help them bridge the gap between demand and supply of skilled Human Resources.

Time and Attendance. Tracking the time and attendance of employees is crucial for businesses because it serves as the basis for many HR activities like payroll, administration, among others. Nowadays, HR systems are equipped with capabilities to manage the employees' time and attendance data effectively. 

Payroll. HR practitioners usually contend with the tedious record keeping and computation when tackling payroll tasks. In fact, even a slight mistake can cause misunderstanding between the employee and the employer. As such, make sure that the HRMS is packed with functionalities that enable you to comprehensively, and yet simplistically, handle payroll processing. The payroll processing software should allow you to create rules that exist in your organization and define your business logic for Earnings, Deductions, Bonus, Arrears, Leave and Attendance, Taxes, Statutory Requirements and other important areas.

Talent Management. With the ever-changing market conditions, the HR system should also meet the need to upgrade and be customized, allowing organizations to plan talent requirements while building a strong brand image to attract the very best. These capabilities can also ensure that new hires are integrated quickly to maximize productivity, retain high performing talent, and facilitate continuous movement of employees to where they have the maximum impact within the organization.

Recruitment. In terms of recruitment module, the HRMS can now allow HR practitioners to capture staffing requirements, resumes, and other relevant details. Though, in some cases, the systems allow users to collaborate with recruitment agencies, allowing them to enter profiles of potential candidates. Administrative aspects must also be in place to enable users to shortlist, schedule interviews, rate, and select applicants. The idea of this function is to assist the organization from preselecting to onboarding and beyond.

Planning and Analytics. Planning is a key element in managing Human Capital. Hence, today’s HRMS makes planning simplified for HR executives by integrating the analytics component. With this function, it is now easier to calibrate, evaluate, and rank both internal and external talents for a given position, giving a clear idea of the top candidates who are likely to succeed. This feature also enables the organization to predict employee churn and movements in different positions and mobilize talent in advance to balance the conflict thereby minimizing the risk of talent discontinuity.
HRMS is indeed a good investment for organizations, especially if it has the features suited for their needs. The question now is; how should companies implement them? 

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August 1, 2018

HR Software 101: Six Common HRMS Features, Modules Orgs Need On Check

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In today’s digital shift, organizations are becoming more aware of the advantages of using human resource (HR) technologies to automate the often neglected HR processes. This mindset makes the term Human Resource Management Systems (HRMS) a household name in HR departments.

HR practitioners define HRMS as a platform that connects resource management and information technology through a software. It combines systems and processes to streamline repetitive and time-consuming tasks associated with HR management, such as keeping employee records and movements, time and attendance, payroll, talent management, and recruitment. 

In return, this technology allows HR managers to focus more on enhancing productivity, strengthening employee-employer relations, and meeting the demands of today’s ever-changing workplaces.



For organizations that are planning to integrate HRMS in their HR department, Genie Technologies, Inc. (GenieTech) a business solutions provider listed the five common HR modules and features that organizations need to consider when looking for an HRMS provider. 

Core HR. Workforce Management is a critical component for HR departments, especially in matching skills availability with the demands of their workloads. Hence, make sure that the HR system is equipped with features, such as Competency Maps, Time Management, Multiple Employee Assignment, Recruitment, and Training. These functions present users with an opportunity to use a framework of logically linked processes that help them bridge the gap between demand and supply of skilled Human Resources.

Time and Attendance. Tracking the time and attendance of employees is crucial for businesses because it serves as the basis for many HR activities like payroll, administration, among others. Nowadays, HR systems are equipped with capabilities to manage the employees' time and attendance data effectively. 

Payroll. HR practitioners usually contend with the tedious record keeping and computation when tackling payroll tasks. In fact, even a slight mistake can cause misunderstanding between the employee and the employer. As such, make sure that the HRMS is packed with functionalities that enable you to comprehensively, and yet simplistically, handle payroll processing. The payroll processing software should allow you to create rules that exist in your organization and define your business logic for Earnings, Deductions, Bonus, Arrears, Leave and Attendance, Taxes, Statutory Requirements and other important areas.

Talent Management. With the ever-changing market conditions, the HR system should also meet the need to upgrade and be customized, allowing organizations to plan talent requirements while building a strong brand image to attract the very best. These capabilities can also ensure that new hires are integrated quickly to maximize productivity, retain high performing talent, and facilitate continuous movement of employees to where they have the maximum impact within the organization.

Recruitment. In terms of recruitment module, the HRMS can now allow HR practitioners to capture staffing requirements, resumes, and other relevant details. Though, in some cases, the systems allow users to collaborate with recruitment agencies, allowing them to enter profiles of potential candidates. Administrative aspects must also be in place to enable users to shortlist, schedule interviews, rate, and select applicants. The idea of this function is to assist the organization from preselecting to onboarding and beyond.

Planning and Analytics. Planning is a key element in managing Human Capital. Hence, today’s HRMS makes planning simplified for HR executives by integrating the analytics component. With this function, it is now easier to calibrate, evaluate, and rank both internal and external talents for a given position, giving a clear idea of the top candidates who are likely to succeed. This feature also enables the organization to predict employee churn and movements in different positions and mobilize talent in advance to balance the conflict thereby minimizing the risk of talent discontinuity.
HRMS is indeed a good investment for organizations, especially if it has the features suited for their needs. The question now is; how should companies implement them? 

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