If your system is not easy to use with a simple user interface, you simply won’t get the return on investment from the system.
There are plenty of intuitive, user-friendly systems out there and we see this area as key.
2. Ensure it is accessible on the go.
HR systems should be web or cloud-based and accessible on the go, whether in a different country, different office, at an airport or train station, or simply when working from home.
This is a non-negotiable system feature.
3. Adopt a modular approach.
Selecting a modular system means you only pay for what your business needs. You can start with the core functionality and introduce new modules overtime, based on the evolving requirements of your business.
4. Use a flexible system.
A modern business needs to adapt in order to stay ahead, so a company’s HR system should be flexible enough to accommodate change quickly, easily and be cost effective, reducing the reliance on a software provider.
5. Prioritise powerful reporting.
Your HR system should be taking all the manual effort out of reporting and should have a library of ready-to-go reports for line managers and HR professionals, with the ability to build custom reports.
6. Make use of organisation charting.
Many businesses benefit from having dynamic organisational charting that provides visibility across all levels of the business and highlights ‘empty chairs’ within the organisation.
7. Choose an interoperable system.
HR systems need to have the ability to be easily integrated with other business systems, whilst also being compatible with payroll and complimentary back office point solutions.
8. Save time and go self-service.
Modern HR software should be automating time consuming manual processes by enabling employees to securely log-in, update and maintain their details on the system.
9. Ensure you understand your license.
Some HR systems are structured on a per user license model, meaning that although the entry level may appear to be cost effective, once a business grows, or has in access of 100 users, the costs can become prohibitive.
10. Expand your global capabilities.
Larger businesses may need to consider the ability to have regional HR managers and administration staff within a single deployment.