6 Reasons to Choose Our HRMS - HRiQ Human Capital Management Solution

HRIQ Human Capital Management Solution^TM is a comprehensive web-based HRMS, otherwise known as a human resources management software or HRIS software.

The strength of HRiQ is the simple, yet total, solution that aids you every step of the way, from assessing and aligning a sustainable workforce to augmenting continued productivity and profit.  

1) Ease of Use - Designed with your employees in mind, HRiQ is an easy-to-use software with a short learning curve.

2) Scalable - HRIQ is designed to be easily expandable. It covers all HR aspects from Recruitment to Retirement and is modular based, giving you the ability to pick and customize the HR functions that your organization and staff require.  Start small with just one HRiQ module, and let HRiQ grow together with your business whenever you are ready to expand.

3) Secure - Enjoy peace of mind with HRiQ, as we are a fully web-based HRMS software built on the latest Microsoft technologies. HRiQ is a highly-secure HRMS solution that is available both on-premise and on the cloud. Your data will always be fully secure and protected on your own company servers, or in a secure data center hosted by leading global providers like Microsoft.

4) Holistic - With HRiQ, your HR department works on one central HR software that integrates one or all of the traditional HR modules. Our HRMS software ensures that your management has 360-degree visibility into all employee data, as it is seamlessly integrated across all HR functions, at any time, from anywhere.

5) Strong Partnerships - iqDynamics is a certified Microsoft Gold Partner in Application Development (formerly Independent Software Vendor / ISV). This means that iqDynamics has demonstrated the highest and most specialized ability and commitment to our proven expertise in developing innovative applications such as HRiQ using the latest Microsoft platform technologies.

6) Flexible - With a large base of customers that come from different industries, HRiQ is proven in its flexibility to work for any organization, from SMEs to large enterprises, across any industry and sector.

Selecting the right HRMS for your organization is important. Your team has to ensure that the HRMS can be customized to your organization's unique requirements, offers the best security for your company data and is simple enough for daily use and alleviates time-consuming administrative tasks.

How Unified Human Resources Management Leads to Profits

Going by the Singapore Department of Statistics ^[1]  having a business in Singapore comes with advantages: a high literacy rate of 95.9%, a low-inflation rate of 2.8%; a respectable, annual growth in labor productivity by about 10.7%; a GDP of $300 billion; and a hard-working, English-speaking workforce.

None of these advantages can be leveraged if your business is not equipped with the problems that come with business growth, though. One of them being human resource management. HR management comes with its own challenges, and more so in a country like Singapore, with rapid economic changes, a growing economy, vibrant industry, and a wide pool of skilled professionals:

Systematized & Integrated management HR Solutions

Rob Walker, in his feature article ^[2] at Inc.com, recollects how Gerd Gigerenzer, an author and a psychologist “makes the case for intuition” in his book Gut Feelings: The Intelligence of the Unconscious. Rob mentions numerous instances and examples of non-number crunching heroes and world-renowned business greats such as Steve Jobs, Sir Richard Branson, and Jack Welsh – all examples of success by going by the gut.

“Going by the gut” is good for overall business strategy and might just work for product positioning. For human resources, however, the 'gut & feel’ system rarely works. It’s not to say that innovation is abortive when it comes to new, innovative HR solutions; it’s just that smooth and efficient operations are a must for businesses to function.

Screening, interviewing, and hiring the right talent is just the start. Payroll processing, financial management for employees, tax scheduling and processing, appraisal management systems, employee performance appraisals and evaluation – all of these critical processes need a streamlined, efficient, and a unified system to help businesses organize their resources and human assets.

Profits stall without continuous improvement

HR function involves setting standards for employees. It involves deploying workflows, executing key HR processes like audits, benchmarking, employee performance evaluation, etc. It also sets individual and group performance goals, task objects, and performance criteria. Smoothly aligned HR processes incorporating all of these elements are better positioned to harness business Return on Investments.

No measurements, nothing to work for

How many billable hours do your employees actually work? How do you rate an employee as compared to others with regards to performance? How to ensure best training made available to deserving employees? Who gets promoted and on what basis?

Although these questions might sound intrinsically simple and basic, your business success lies in not just answering these questions. Business success and sound Human resources policies can only originate from justifying your answers based on hard, relevant data. Metrics need to be set in place with systems to measure individual parameters.

The high-profile marriage with technology

None of the above business objectives can be met without the hallowed marriage of your business with technology. The latest advances in cloud computing, the soaring advantages of business intelligence, and the fact that any business – small, medium or big – can tap into a realm of options as far as technology is concerned. Our HR solutions (HRiQ Talent, HRiQ Core, HRiQ Cloud, etc.) have been designed with the above challenges in mind with our HR solutions using technology at their crux.

McKinsey Quarterly published a feature ^[3] that mentions two surveys done by McKinsey for its “War of Talent” series. In the survey, it’s apparent that ever since it’s first survey in 1997, and another one that followed almost a decade later, the shortage of talent is imminent all over the world. It’s critical to nurture talent, track performance, bring in the change, and leverage human resources better than ever.

Unified, strategic, and highly dependable technology solutions can help you acquire, manage, nurture and retain talent.

[1] Department of Statistics, Singapore: GDP Timeline -- http://www.singstat.gov.sg/stats/themes/economy/hist/gdp2.html

[2] Fastcompany: Going for the gut -- http://www.fastcompany.com/magazine/120/going-for-the-gut.html

[3] Making Talent a Strategic Priority: McKinsey Quarterly -- http://www.mckinseyquarterly.com/Organization/Talent/Making_talent_a_strategic_priority_2092

Appraisal Management System as a Talent Development Strategy

According to a recent Human Resource Forum Poll, 16% of the respondents indicated that they did not have any appraisal management system for measuring performance. In fact, both HR managers and employees found the appraisals procedure uncomfortable. From the managers’ point of view, judging someone was difficult; while for the employee, it was unpleasant to be judged. This is where the appraisal management system comes to the rescue. A performance management system aligns individual goals with the overall organization goals. And the key to the success of any appraisal system is its timeliness and objectivity, which require both transparency as well as confidentiality.


Benefits of an Appraisal Management System
An appraisal management system provides the following advantages for the employee, HR managers and company:


1. Performance Based Compensation and Rewards
Most of the time, managers get caught up in fulfilling their various responsibilities and often don’t have much time to interact with the rest of the staff.  A performance management system forces managers to discuss performance issues with employees and allows the managers to reward the right employees. It also allows the company to budget properly and set the stage for performance improvement plans and any other actions that may follow. It also encourages and motivates employees to perform at advanced levels.

2. Aimed Staff Development
A performance management system is a good way to discover developmental opportunities and is an important part of a progression process. It helps employees remain updated on ongoing performance evaluations, so that they can act thoughtfully and consistently to the facts. This way the appraisal management system helps improve morale and increase productivity.

3. Poor Performers Identified 
Not only it is important to reward good work, we also need a platform to deal with employees who need improvement. An appraisal management system helps in identifying and documenting poor performers and allows a smooth transition if the relationship needs to be terminated.

4. Documentation of Employee Performance
It is crucial for an organization to keep performance records of all employees. These documented records can be used in the event of any legal occurrences to explain why certain actions were taken. They also serve as proof that company policies and employee and company rights have been upheld.


Companies should take an overall look at their appraisal management system and have very specific goals that are tied to planned initiatives and the performance management system. An appraisal management system, administered fairly by skilled supervisors and managers, is the best thing for a company and for its entire staff.

Time Attendance Software: Effective Solution for HR Managers

 

Did you know, according to a survey conducted by the American Payroll Association and published in 2009, 82% of the companies surveyed planned to purchase new or upgraded time attendance software within the next two years. In another survey, by Nucleus Research in 2008, 60% of the respondents said that their employees aren’t accurately reporting their time, or that they don’t know if the reported time is accurate, while 19% of the employees admitted to buddy-punching.

 

If you are still manually entering time and attendance data into your payroll system or if you don’t want to suffer the same fate, then it may be the right time to consider time attendance software. You can easily use this software to maintain indisputable time records.

 

Features and Advantages of Time Attendance Software in Managing Employee Time and Attendance

Time Attendance Software is an attendance tracking system that replaces the typical time clock used to track employee attendance. It helps in tracking and monitoring attendance precisely in real-time, from anywhere in the world.

 

Managing attendance and leave takes up precious time that the HR and administration department could invest more fruitfully. With a user-friendly and effective system, it provides managers with the ability to accurately plan and schedule employees' work schedules to optimize available resources. This, in turn, helps to release the bottleneck of enquiries made to the HR and administration department pertaining to leave. Therefore, this software also helps to increase work efficiency and productivity.

 

Features of Time Attendance Software: 

• Customization features help meet specific requirements
• Managers can create flexible schedules for fixed and rotating employee shifts and make adjustments on a need-to basis
• Track leaves, absences or any other off time
• Accurate identification of employees with biometric devices
• Optimize resources by managing employees schedules, thereby improving productivity
• Automate employee attendance via integration with various time clock devices
• Also automate calculations for late arrivals, early departures, short leaves and half days
• Automate calculation of overtime repayments
• Suited to various tracking methods to comply with business operation policies
• Create multiple shifts patterns, working groups, rostering, allowances and more. 
• Manage and assign employees to different shifts easily.

 

Benefits of Time Attendance Software: 

• Flexible and inclusive
• Prevents buddy punching and fraudulent time keeping
• Keeps track of real labor costs and prevent overpayments
• Allows full audit trail and full accountability
• Reduce time needed to verify attendance data
• Reduces time needed to calculate and process payroll
• Eliminates mistakes in calculating work hours and other human errors, such as manual reentering, etc.
• Easy to use, scalable and  expandable
• Precise, accurate and extensive reporting
• Seamless administration
• Helps managers and supervisors in controlling overtime
• Real-time labor data availability - no more waiting for days and weeks to get the latest labor costs
• Save your time and allow you to react more quickly to staffing problems
• Monitors multiple locations
• Timely analytical reports to support business decisions

 

Time attendance is an affordable HR software solution that allows you to easily keep track of employee attendance.  It provides easy to read reports, which can be passed on to your Accounts department, saving hours that you would otherwise have spent tallying hand-written punch clock cards or time cards. This way, the software helps increase productivity by eliminating time consuming tasks. The bottom line, however, is that sustaining such a system provides insight into your workforce’s functioning. It can greatly enhance the effectiveness of your business operations, if used correctly.

 

People Management: Priorities for 2012 Part II

The arrival of 2012 will see many companies wanting to start the New Year on a good note, and put out a list of priorities that need attention.

Previously we tackled employee engagement and retention, and the need to reduce red tape and unnecessary administration. The article also talks about absence management as well as management of older and temporary workers.

Attendance software will be very useful to address these issues, especially a time attendance system that utilizes a time sheet will be able to track employee attendance and absence. This time attendance system will also incorporate online leave application, allowing employees to apply for leave from a computer, cutting out the need to fill up manual leave forms and submit them. This not only cuts down on the red tape previously talked about, but also records every instance of absence and leave taken that will allow employers to monitor and manage human resource effectively. This form of leave application system will make lives for employees and employers alike much easier. Employee leave management is an aspect of any company that cannot be overlooked.

Having a time sheet will also ensure clarity for employers in sorting out payroll issues, especially for temporary workers. During this holiday season, many temp workers have come and gone, and sorting out who gets what amount, excluding days of leave and off, can be a real hassle and a complicated task. A clear time attendance system and time management system will show each temp worker’s attendance and can be easily used to generate the payslip for each worker. This will greatly reduce the administrative work for the employer, as everything can be done digitally.

These human resource management systems will help employers in managing the performance, presence and leave of their older workers as well. Having a wide range of employee types, from temp staff to more senior staff, may confuse a boss, unless he has the necessary software to aid him.

Your company will have a great start to 2012 indeed, as these important issues can be resolved simply and effectively.

People Management: Priorities for 2012 Part I

2012 is upon us, and companies all over the world are setting their goals and priorities for the New Year, if they haven’t already done so. This artcle mentions 10 aspects of employee management that every company should take note of.

Engagement is the first and most major aspect, as employees will be considering leaving their organization if there are not enough opportunities for promotion and training, and career prospects seems bleak. Employees are consistently looking for new growth themselves, and as the company grows, stagnation in their careers and payslips will not be good for morale and management.

A learning management system will help boost employee morale and performance, as employees will be able to apply for courses and training online, efficiently and quickly. Selection and choice of courses will depend on employee performance, and as such as an employee performance appraisal system is very useful to identity employees who have potential and drive to succeed in the company. This creates a cycle of performance, where employees who have gone for courses will be even more motivated to perform and do well for recognition.

Thus, a learning management system, or LMS, will benefit from co-usage of an appraisal management system or a performance management system where outstanding employees can be selected for grooming, settling the first issue of engagement.

This online digitization of employee performance evaluation and learning management will cut back on administrative lapse and red tape, which is the another issue companies have to address in 2012. The article mentions the need to cut back on bureaucracy and resolve issues in “poor performance management, poor training and a lack of investment in workers”.

A performance management system and appraisal management system will help address this problem, as employees’ careers and development can be tracked more easily now. Employee performance evaluation can also be tied to software for payroll, so a good appraisal or evaluation will directly affect payroll and an employee’s payslip. They will have added incentive to perform well. Employers will also now be able to monitor employee performance much more easily, without the previous hassle and difficulty of manual monitoring.

The company benefits from reduced red tape and administrative costs, and the human resource benefits from a much more streamlined workforce that engages them fully and completely. The perfect solution to this New Year’s resolution is in these human resource management systems.

Part II next week looks at the issues involving absence management, and managing older and temporary work staff.

Simplifying Human Resource Management

Human resource management, or HRM, is often times the backbone of a growing company. If it is done right, it can motivate people, resulting in a good working atmosphere, and drive the company to greater heights, but if it is done poorly, it can bog down the company in inefficiency, inane administration and employee dissatisfaction.

The article above states that HRM “should add value to the strategic utilization of employees and employee programmes”, and there is no better way to do that than with a capable performance management system and learning management system. A task that might have been previously complex and difficult to tackle solution-wise will now have been made simpler with this implementation of HR software. This software for human resource will motivate employees to aim higher while maintaining ease and clarity for employers.

With the use of HR software like HRIS for example, employers can access employee performance appraisals digitally, and can submit employee performance evaluations and staff performance appraisals into the database, making work easier and allowing all necessary information for individual employees to be gathered centrally.

These employees can also view courses and training opportunities they might want to attend, and be able to apply for them online with just the of a click of a button. This learning management system will greatly benefit workers wanting to improve.

The use of this central employee information pool is therefore double-pronged, with employers submitting performance appraisals and evaluation, and employees choosing courses they want, with matches made based on their performance eligibility. Human resource performance management is thus made more straightforward, with the technology linking both employer and employee.

This HR solution is the answer to making human resource work for you, and will help your company to do it right, to rise to greater heights.

Next week, we'll round off the year by looking at what kind of priorities HR should look at in 2012.

HRiQ: Proven in Practice

Many F&B companies find themselves struggling to manage their human resource, especially companies which have branch outlets and various types of ventures across different venues. Companies might have restaurants, cafes, bistro style eateries and even just stall shops selling the food items themselves. Such varieties of establishments demand varying numbers of staff, and this will cause a lot of work and trouble for a HR department that does not have a good human resource management system in place.

First of all, there will be difficulties in managing the payroll and staff payslips. F&B retail staff usually work by the hour, and usually clock in and out of a manual system. However, this is troublesome and prone to errors. A time attendance system or form of attendance software will help to correct these errors, more so if it is linked to payroll software. Such an attendance system will allow employers to monitor employee attendance using a time sheet and likewise, adjust wages using the software for payroll.

Secondly, another process that can be simplified is that of leave application. Previously employees had to physically approach superiors, ask for leave application forms, fill them up, send them in and wait for approval. This usually takes a long time to process, and employees had to apply many weeks in advance. It is therefore inefficient and a waste of precious HR, which has to consistently review and approve many leave applications. Leave software, such as an online leave management system, will greatly benefit the company. Online leave application will allow employees to apply for leave with the click of a mouse, which HR can then approve with another click of a mouse.

This leave application system greatly cuts down on administrative lag and provides a good HR solution to absence management. This also ensures that employees are compensated accurately, since employers can view the time sheet and match the payroll accordingly. This thus reduces error in payroll and cuts down on losses for the company. Coupled with the improvement of otherwise taxing and inefficient manual processes of leave application and attendance tracking, this digital HR solution will greatly benefit a company looking to streamline its functions.

F&B companies should look to HRMS, HRIS and other HR software to improve human resource management. Such leave software, payroll software and attendance software will reap great rewards for companies that wish to expand their market presence and open more outlets and branches in the future. Managing their staff will be a much easier task and companies can then place emphasis on product quality and customer service to stand out from the competition.

Engaging the Human Resource

It is important for any company looking to surge ahead of competitors to make sure that their human resource is fully equipped and engaged. Each and every employee should be able to maximize their potential and efficiently utilize the skills and knowledge they possess in order to further the company’s position in the industry.

Many companies in competitive markets are trying to attain such efficient use of human resource, and this can be done with human resource management software, or HRMS. Step one to managing human resource is putting a system in place for staff performance appraisal, and HRMS software will do that easily.

A competent HR performance management system will help employers track employee performance at various levels according to customized markers such as workload, attendance, and therefore provides a good method for employee performance evaluation. By allowing open-ended employer performance appraisals, employee performance evaluation will include input and comments that will make the performance management system more balanced and fairer.

Step two is to incentivize the human resource, providing the employees with opportunities to advance and grow. As the quality of human resource progresses, so will the company itself.

For example, employees identified to be performing well will be given chances to improve their abilities and rise within the company. They will be able to attend courses and training programs that will allow them to attain new skills and gain knowledge. This will further their career in both the firm and in the industry, giving them motivation to perform.
Additional monetary incentives could be added, with payroll software tied in to the performance management system. This provides incentive in the form of financial rewards if they perform up to expectations. This adds more value to the performance management system and makes the HRMS more streamlined and beneficial to the company on a whole.

It can be seen, therefore, that engaging the human resource will reap benefits for the company that will outweigh initial costs. These benefits will be most evident when the staff is competent, efficient, motivated and driven to bring the company to greater heights.

Costs and Benefits Analysis of Good HR Management

In this struggling economy, every firm needs to think about how to better manage costs to turn better revenue. Larger firms will naturally focus on managing human resource, as poor human resource management and structure strains the company and dredges the progress of the firm, especially one in competitive industries.

The first thing companies need to take note of is the allocation of employees. Employees cannot be wasted in a company of limited space and opportunity, and it requires a good human resource management system, or HRMS, to handle a large staff roster.

Employees who are unsatisfied with their progress, performance or treatment in a company will actively seek for other opportunities elsewhere, even possibly joining competing firms for the benefits they’ve been offered there.

Such employee reactions will result in large losses for the company: firstly, a cost in the productivity for the firm when employees take leave or go absent to search for other, more satisfactory jobs. Various technology production firms in Canada have registered a loss of more than CAN$1 billion due to this loss in productivity and the associating opportunity costs that were incurred.

Secondly, there will be a loss in human resource when the employees quit and move on, which will be need to filled in all over again. More costs are then incurred with the necessary follow-up search for new talent.

These issues can be addressed with good HRMS and competent general HR practices. A good leave management system will help employers keep track of employee attendance. Such attendance software and customized attendance systems will help employers to take note of staff who may be preparing to jump the ship. It will also help employers to improve their payroll systems and implement time sheets, which will reflect these attendance lapses in the payroll and employee payslips.

Absence management, leave management and payroll management will thus help firms reduce costs by making sure employees who are not performing up to task are not rewarded accordingly.

Further benefits can be gained if employers were to also use human resource management software to carefully manage existing staff in the company, giving them opportunities to train and develop better skills in their occupation. This will allow them to advance and proceed further in their career, giving them job satisfaction. This will in turn increase productivity and HR efficiency, positively benefiting the firm in the long run.

HRiQ Online News Buzz: Losing Workers and Hours

In a growing economy, employees in various larger companies are looking to expand their options and grow professionally within their career. Many of them are finding it unwise and unworthy to remain stagnant in one firm that does not offer them opportunities for improvement and expansion. Thus, to make up for lost time, more and more employees are taking advantage of management lapses to absent themselves from work, choosing instead to go for job interviews for companies that they’d rather work for. This all happens at the expense of the company they are currently a part of.

According to the Canadian HR article, Companies lost over CAD$1 million in the year 2010 due to unworked and unclocked man-hours, and this is set to increase in the year 2011. Companies are in need of some form of HR software or attendance system that could circumvent the issue as mentioned.

A timesheet would be crucial to these companies, allowing employees to clock in and out digitally, reducing lapses in human resource management. This time attendance software would also help in absence management. Employees would be unable to be absent and therefore cost the company valuable work hours and money. This time attendance system would also help in managing a company’s payroll.

This payroll software directly benefits the company, as it is now easier to track employee contributions and manage wages accordingly. Companies can now reward hardworking employees and better manage less efficient workers, reducing the wasted human resource in a company. This also helps to tackle the issue of growth and expansion in the company – employees that prove themselves in terms of time attendance get a better result in the linked payroll software, and better financial rewards and prospects as a result.

Leave software would also be extremely beneficial for company purposes, as it helps make keeping track of absences easier. Online leave application is the most commonly used leave management system, with employees easily applying for leave with just a few clicks of the mouse. Employee leave management is simplified for both employer and employee as well, reducing the hassle for employees wishing to take official absence.

This is a HR solution that deals directly with attendance management, a large issue especially in larger companies and enterprises that might not have the manpower or administration to deal with such lapses on the ground level. Companies should consider such software to increase productivity.

Read more: Employee Turnover on the Rise  

The Benefits of Effective Human Capital Management

credit: google images

Human capital management, also known as human resource management, will always be an intrinsic part of each and every company. It is the core that ensures both the top management and the workers co-exist in an office environment that results in everybody's success.

For the most part, they handle the most complicated processes in a company as they serve as a go-between among the upper management and the workforce. These processes involve workforce organization, orientation, training and development, compensation, employee benefits, workforce financial planning, recruitment, promotion and labor relations but none of these matters if you do not know how to maximize the potential of your workforce effectively.

The two focus areas that a startup company should prioritize are recruitment and training and development. These two areas, if done according to ones company goals, will severely decrease the expenses and will generate faster returns on investment.

The role of a recruiter's job is to identify potential applicants that meet desired qualifications and to ensure that the hiring process is done in accordance with the company vision and mission. There is no better way to attain this but through employee assessments. The importance of employee assessments and evaluations play a vital role in the success of a company before and after recruitment.

For one, it is used to identify if the person applying for a specific position is qualified to fulfill his or her job responsibilities. It will also identify organic attributes before hiring such as being trainable, a good leader or a team worker and the possible longevity an employee might serve the company. It is always a good idea to know if the person you will be spending money on is worth your expense. Is the person going to be an added value to my company?


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Tips For Evaluating HR Software Programs

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If you are purchasing your first employee information system or upgrading to a new one, how do you compare HR software programs?

There are a wide variety of applications available. Those that are geared toward large businesses with thousands of employees focus on a different set of requirements than those for small businesses. On the other hand, the most basic niche software packages don't necessarily have what you need to effectively manage your workforce. You need to find a happy medium that addresses all your strategic and administrative HR needs. Here are some tips to help you do just that.

Identify Your Core Needs

For small business employers, a human resource database for storing basic employee information is the foundation of a good software system. Most applications will have the same traditional fields (identifying information, emergency contact, hire date, wage rate history, etc). However, you should look for HR software programs that permit you to define your own fields as well. Otherwise, you will find yourself using a separate system for documenting additional information. Core HR management should also include benefit eligibility tracking, performance review documentation, and employee leave management.

Only Pay for What You Need

In the HR software industry, applications are available in a single package or as elements you can add as you need them. A good rule to follow is spending your money on a product that will make your life easier right now. If you will use 75-80% of the features in a bundled HR software program, it is usually worthwhile to pay for a package deal.


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Even Small Businesses Need HR Software

If you have employees, you need an efficient way to manage their personnel information. HR software is a great way to keep all those details together in one place. Buying software of any kind can seem like an overwhelming task and an expensive endeavor, especially for small businesses who wonder if they really need to come up with a formal process for this aspect of their organization. But, implementing this type of program doesn't have to be that difficult or costly. The first thing to do is determine exactly what you will need in order to manage human resources information.

Some of the things that you will need when it comes to an HR software program include the ability to:

•     Maintain salary wage rate history and employee benefit data
•     Write performance reviews
•     Remember due dates for tasks, such as performance reviews, anniversaries, and training expirations
•     Contain a library of scanned documents, such as resumes, employment applications, etc.
•     Report info for both individuals and groups of people
•     Track days off, such as vacation and sick time
•     Maintain discipline and safety records

Not only will a program make your job easier by streamlining processes, you will also spend less time finding answers to questions, such as how many vacation days does an employee have left to use this year, or what has their attendance record been like.

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Need Of Human Resource Management System Software

Human resource department of any organization is the heart of that organization. Human resource management system software is basically application software that is programmed to allow the employers to efficiently handle their employees for perfect allocation. This software has the database that saves the important details of employees including their salary, number of hours worked, their personal details etc.

One of the most effective ways to improve the workforce productivity is through superior resource management. In order to manage the entire business of an organization, effective planning is necessary. HR management plan helps in doing the same. An individual looking after this post should solely have the entire knowledge about the company, its turnover, the number of employees working in each department, requirements of clients etc.

In a big organization, it is really difficult to manually keep the entire analysis of exact demand and supply of human resources for future requirements. This can happen due to lack of visibility of workstations caused by complicated organizational structures and matrix management. HR management becomes more difficult if the organization operates from multiple sites. Here comes the immense need of specific software that will keep the record of personnel efficiently.

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HR Software - How to Improve Efficiency in Your Human Resources Department

Although human resources departments are vital to the successful running of any company, the complexity of HR management is responsible for the fact that the whole process is a very labour intensive and expensive one. It takes a lot of employees and employee hours to run and maintain an efficient employee management system.

There is the management of absences and holidays, rewards and benefits, expenses and of course the exceptionally complex and time consuming payroll management to name just a few of the processes that need to be handled by the HR office. It is an unfortunate fact that when dealing with complex processes like these, mistakes are almost inevitable and can also be expensive and even more time consuming to locate and remedy, usually any errors that creep in do affect a member of staff adversely so the whole human resource processes are often seen as a burden.

There is a corporate saying that goes something like, there are no problems, only opportunities, and human resources is not exempt to this point of view.

Most businesses start their journey with HR and payroll being done manually, either by the business owner or someone with an administrative function within the company which is not ideal or the best use of peoples time and skills. As the organisation grows then often someone is employed to manage the HR functions and payroll management until the company gets to the position outlined earlier where the whole process becomes over expensive and inefficient.

This is when they start to look for opportunities to improve things and usually they see HR software as the way to move forward. Human resources management software comes in all shapes and sizes with small single function applications suitable for all but the smallest business up to and including full Enterprise Resource Planning (ERP) tools designed for enterprise level businesses with possibly thousands of employees.


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Expert Insight: India's Software Companies Need a New Model

Over the last few years, software as a service has disrupted the traditional enterprise software industry for most business applications, including accounting, collaboration, customer relationship management, enterprise resource planning, invoicing, human resource management, content management and service desk management.

For those who are unfamiliar with the term, software as a service is a delivery model in which software is provided as a service to users without requiring them to install or maintain it. The software and its associated data are centrally hosted (usually in the cloud) and users typically access the application via a standard web browser.

Even if you're unfamiliar with this model, you'll be interested in the revenues. According to a Gartner Group estimate, global sales in 2010 reached $9 Billion (up 15.7% from 2009), and are projected to increase to $10.7 billion in 2011. Gartner also estimates that these software applications, which accounted for a little more than 10% of the total enterprise software market last year, will represent at least 16% of worldwide software sales by 2014.

There are many successful examples of large companies that provide this service – Salesforce, Google (Google Apps) and Savvis. There is only one large Indian company on this list: Zoho, which offers a suite of business, productivity and collaboration applications.

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HRiQ Human Capital and Talent Management System Video

HRiQ Human Capital Management Solution gives you and your Organisation the tools & services needed to automate transactional processes that will enhance productivity, provide timely and critical information for key decision making, thus effectively managing your Human Capital. The solution delivers the necessary framework to enable your Managers, HR Professionals, Executives and Employees to optimize and enhance the talent within your organisation.

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Multinational people managers

The human resources department is not usually thought of as the go-to place for building an international career. However, it could become so.
Take Dutch national Rob Luijten, executive vice-president, human resources, at Tate & Lyle, a London-based global food producer. “For me personally,” he says, “what matters is not where a business is based, but whether HR is a really important part of its strategic agenda.”

In the mid-noughties Mr Luijten ran the Asia-Pacific HR team of GE Plastics, from Shanghai. As to where he might be found in years to come, he says, the field is wide open – although he admits to a “soft spot” for Asia.


HR careers that play out on several continents may not be the norm, but they are becoming increasingly common. A decade ago, western corporations saw their Asian and Latin American operations as low-cost production bases and sent out expatriates to oversee them.


Now many of those companies are leading the charge to invent products and services for emerging-market consumers, which puts their ability to attract and nurture local talent under the spotlight. “Today there is more encouragement for local as well as global innovation,” says Michael Dickmann, professor of international human resource management at Cranfield School of Management.


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The Facts About Human Resource Management System

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For people interested in the field of human resources, you should know that a Human Resource Management System (HRMS) is an Enterprise Resource Planning (ERP) software program that specializes in dealing with staff problems. These systems are often intertwined with other commercial programs such as finance.

Throughout the years administering an companies human resources has become increasingly complicated since this important practical organization must needs to follow personnel data including education, job history, skills, and individual details. For years it has been virtually unattainable for moderate and big groups to administer the plethora of human resources information properly and efficiently without the aid of computers. In the past Human Resource Management System (HRMS) operated on large, enclosed mainframe computers though today most of those systems have become accessible on microcomputers. Let's look at some of the standard parts.

The Payroll module gathers knowledge on employees' time worked and absences. Subject on its sophistication this module enumerates taxes as well as auxiliary deductions and creates a array of worker paychecks, government checks, and multiple reports. It must connect to the letter, federal, state, and internal tax rules, and a array of other technical documents with union as well as non-union contracts.

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