Employee Information

One of the central points of most HRMS is a centralized data collection module. This information creates the building blocks for interaction between other key modules. Now, your company will have a unified way to track any sort of employee information. This can include data such as: name, phone number, address, work history, current role, potentially sensitive information (payroll data, etc.). Beyond saving time for the poor soul that has to search through dozens of Excel sheets, this also allows the company to see total organizational data. An HRMS can find information on total employees, their current statuses, and potentially even filter to search by department or other criteria.

Recruitment and Onboarding

A large portion of HR operations is based on handling the employee life cycle. This means you’ve probably had to deal once or twice with the recruitment and onboarding of new hires. With a proper HRMS recruitment module, you can make hiring a piece of cake, with potential features including: • promoting open positions through various job boards, • applicant tracking systems, • applicant filters, • pre-hire documentation requirements, • management of potential candidates for upcoming vacant roles. The variety of recruitment features helps you worry less about the process of hiring and more time on finding the perfect candidate. Once a new hire is chosen, an onboarding module is a sure-fire method to help them adjust to the company and increase future employee retention. By using this module, employees can access work documentation, meet new team members, receive necessary onboarding tasks, and more.

Performance Management

Tracking the performance of employees is a great way to push the workforce to be the best it can be. This HRMS module is useful when considering employees for more training or just as equally in talent management. A performance management module will help you create and track employee goals, set up evaluations, help manage feedback, and more. You’ll see that improving employee performance has never been easier. Common performance management module characteristics include: • Establishing and monitoring one’s own personal performance objectives. • Connections to a set of competence standards. • Meetings for performance evaluation and analysis will be scheduled. • Feedback on performance from all 360 degrees. • Tools for providing “at the moment” feedback. • The collection of Big Data in order to provide a more complete picture of individual performance. • Functional connections between the areas of personnel management and succession planning.

Time and Attendance

racking the hours worked and schedules of a few employees isn’t too bad, but the bigger a company is, the harder your work becomes. An HRMS time and attendance module can help manage your employee time clocks for both physical and remote workers. You can then use the data to compile timesheets or trend reports for better analytics. Time and attendance information can also interact with other key modules by using timesheets to complete payroll tasks or plan schedules through workforce management. This helps make different processes more efficient, and that’s always a plus in our books! Features often seen in time and attendance modules include the following: • Monitoring employees’ presence at work. • Management of the time clock. • Systems based on biometrics. • Functionality for professionals who are on the go or working remotely. • Legislative compliance (e.g., minimum mandated rest breaks).

Leave Management

Eventually, someone at work is going to have a baby, a critical doctor's appointment, or just a nice vacation. But you probably have better things to do than track all of these things for potentially tens or hundreds of employees. This HRMS module allows employees to be more autonomous when requesting leave or informing others about their future absences. By using self-service options, employees can input and manage their own requests, which means less work for HR. Features such as these are often seen in the absence and leave management modules. • Self-service leave requests. • Integration with features for managing (and scheduling) the workforce as well as keeping track of time and attendance. • “Account management,” including the monitoring of accumulated vacation time and its use. • Metrics and analytics, including counts of absences and patterns in their occurrence.

Payroll

A fundamental payroll function will compute and pay salaries for each employee, deduct and withhold the appropriate taxes and deductions, and organize either the printing and delivery of pay checks or pay via direct deposit into employee bank accounts. In addition, the payroll function will withhold the appropriate amounts for taxes and deductions. In the past, automated payroll was often taken care of by a distinct piece of software that was designed for the purpose. On the other hand, including payroll functions inside your Human Resource Management System seems to be becoming more and more prevalent. The fact that the key employee data required for processing payroll is presumably already held by the HRMS is an obvious advantage of using that system (personal identification, banking details, a record of hours worked, etc.) A single portal or access point that provides access to all of your people-related activities is another advantage of using an HRMS to manage payroll. Other advantages include improved data security and accuracy, a lower risk of making mistakes, and compliance with applicable laws.

Reporting and Analytics

HR management systems hold vast amounts of data that are just waiting to be put into a report. This module allows users to create, export, and manage reports using available workforce data. This makes the strategic decision-making process easier when working towards company objectives. Although there may be reporting and analytics functions elsewhere, having full integration between all modules helps provide a more global analysis.