HRIS – Hack off Wasted Man-Hours
Posted on | January 8, 2012 | Comments Off
Free up Man Hours with an HRIS System
Many small business owners aren’t sure if they should invest in a Human Resources Information System (HRIS). However, even small businesses devote a great amount of time to performing menial, human resources related tasks. Many of these tasks could be easily automated, and would not only reduce the number of employee hours wasted, but would greatly increase the accuracy and completeness of your records.
Consolidate Your Records
Keeping records manually can be time consuming for employees who have to update files with a pen and paper. Using an HRIS system to process your records can save an enormous amount of staff time, improving both the efficiency and effectiveness your office. For example, instead of relying on handwritten data for payroll, and using calculators to add up the time, an HRIS system can perform this task much quicker with very little errors. Does more than one person in your office keep track of the same information? An HRIS system can act as the singular, easy to navigate database for employee information, providing instant access. With a few easy clicks, you can have a wealth of information at your fingertips. Encouraging employees to keep their own personal information updated can also save countless hours of work for HR employees, allowing them to focus on more important projects.
Increase Reporting Capabilities
One of the major benefits of using an HRIS as a central database for information is the ease at which you can run a variety of detailed reports. The incredible amount of data that can be cataloged coupled with the ability to deliver reports swiftly and accurately, can positively affect your business decisions. Employees and managers can find answers to their questions quickly without having to consult with HR staff. For example, you would have the ability to instantaneously run an up-to-date compensation report to obtain the information needed to prepare your annual budget. The extensive amount of time and effort previously spent on HR employees compiling this information and preparing it for a report will be saved, freeing up many of those potentially wasted hours for work on more productive endeavors. Employees could also have the ability to log into the system to access and monitor their personal information including vacation accruals, performance reviews, and benefit information. Instead of taking up time having an HR employee look this information up, it could be available to them in seconds. Read more about performance reviews…
Streamline Recruitment
In this economy, the number of applications submitted for any job opening can be in the hundreds, and sorting through to find the perfect match for your business can be a very long and drawn out process. An HRIS system can save your employees countless hours of sorting through unqualified and undesirable candidates. Through the HRIS system, candidates would submit their resumes online, and the system would archive the information. Your hiring manager could then perform a detailed search, based on the desired qualifications for the position, including: education level, years of experience or particular skill set. Putting an end to the arduous task of wading through resumes can put your employees back to work on more essential tasks. Read more about Finding Immediate Talent…
With the possibilities and potential savings that an HRIS system would bring to your business, you can’t afford not to purchase one. Having one database for all human resources information ensures that it is accurate, up-to-date, and readily available as soon as you need it, allowing you to make confident company decisions. Thanks to automation and the inclusion of employee self-service, HR employees can focus on more productive tasks, saving your company many potentially wasted man-hours and allowing your business to grow.
Have You Hired This Loser?
Posted on | December 17, 2011 | Comments Off
Every business owner has made poor hiring decisions in his career. With so many competing demands, human resource management is often disregarded by the business owner and mistakes just go with the territory. It is just inevitable that a poor employee will eventually be hired.
Why, however, do many of these poor employees usually arrive in one of the following varieties and what can be done to avoid them hiring in the future? First, let’s have a look at the losers and then we can appreciate the solution.
The Communicator
Sounds good, right? I am not referring to that spectacular employee who keeps everyone abreast of current project status or new procedures. Instead, I am talking about the social communicator who never leaves his smart device in his pocket. His head is always buried in the device and his hands a blur of keystrokes. Customers on the sales floor go unnoticed or backroom tasks are left incomplete or undone. Fortunately, he can tell you the latest news about Kim Kardashian and her engagement ring.
The Wanderer
This employee can never seem to find any work to do. If not readily visible, he can usually be found in the break room or the rest room. He refuses to take direction and will always migrate to the least taxing task. Even worse, he does not just waste his own time but typically gathers two or three otherwise valuable employees and distracts them from their tasks as well.
The Rules Lawyer
If company policy is that seven minutes is officially late, then this employee arrives exactly six minutes late. He has the inordinate ability to remain just within compliance. In addition, He can argue incessantly about the inadequacy of established company procedures. His solutions are to reinvent the wheel or institute changes so that your company does things like they did at his last employer. An added benefit is that this employee is never wrong.
The Clock Watcher
Attendance and timeliness, or the lack thereof, is this employee’s forte. He “forgets” to punch out for breaks and will regularly leave 15 minutes early to take care of some company errand like mailing a letter. If he’s salaried, just call him Lester Moore for he works forty hours; no less, no more. He is most usually sick on Mondays, Fridays or Super Bowl Sunday.
The Victim
If he only had the right equipment or training or time or some other thing and the job would get done. But he doesn’t and it won’t. You get the idea. Nothing is satisfactory about the equipment or the office to this employee. Two days after arriving he will discover that his desk, computer, stapler or whatever does not suit his purposes and efficiency is going to suffer. He is completely unwilling or unable to adapt. If you are unlucky enough to hire one of these types, add babysitting to your job responsibilities.
The Solution
Human resource management is a delicate and time consuming process. As your business grows, it becomes ever more important to dedicate adequate resources to the recruiting, hiring and training of exceptional employees. It may seem like an expensive proposition to acquire a human resource management system but the costs will be repaid in the acquisition of just one or two exceptional employees. In addition, the savings in time and aggravation also won’t hurt if you avoid hiring a few of the above losers.
Let Go of Your Old School HR Software – It’s Time for an Update!
Posted on | December 12, 2011 | Comments Off
Are you still using Excel spreadsheets as your method of tracking vacation time and payroll? Or is your preferred method an Abacus? Maybe you are still using the old method of counting beans? If this sounds like your Human Resource Software, then maybe it is time for you to look at updating to software from this millennium. If your eyes glaze over and your head begins to spin when you compare software for human resources, you’re not alone.
Looking back at the many years that I ran Human Resources for companies ranging in staff size from 15 employees to over 80 employees, I wonder how in the world I did it. My cubical often looked like Mount Notebook Helen, with no desk space available when vacation calculations had to be done each month. Between the sticky notes and paperclips to mark pages and remind me of future issues, I looked like I was failing art class. It is amazing anything was accomplished. There was a payroll company software system, an accounting software system, and Excel was our lifeline, similar to the IV in a comma patient’s arm. To my amazement, there are still a lot of companies operating in this chaotic mishmash method of doing things. There is an abundance of software for Human Resources out there in this day and age. Why are so many companies, small and large, still operating in the Stone Age? Is it because they are intimidated by the software? Or possibly because they just don’t know it exists? Costs of the software could be a reason. But, if a cost comparison of the time it takes to manage all the piles of scattered data were done, it would have to be cheaper to convert to specialized software for Human Resources.
With so many company cut backs Human Resources always seems to take a big hit staff wise. The balancing act of how many people are needed to manage how many total employees, is sometimes as tricky as the waiter that brings out an entire family of four’s dinner plates at once by stacking them on his arms. One wrong step and it’s a mashed potato mustache. Tricky times call for creative and sometimes genius solutions. So why not invest in the time and energy to research software for your Human Resources needs?
The right HR software can increase productivity, minimize errors and possible legal issues. All of these things directly affecting a company’s bottom line and ending up paying for the software in the long run. Additionally, specially designed software for Human Resources maintains continuity, making staffing transitions easier and less costly, while providing a small company room for growth.
With the resources available on the internet today to research software for Human Resources, it seems impractical not to. There are options available to fit any size company. In the current economy it only makes sense to take advantage of any opportunity to make your company stronger and more stable. It is time to Let Go of your Old School HR Software – It’s time for an Update!
Purchasing an HRMS? Understand the reasons.
Posted on | November 27, 2011 | Comments Off
What? Me purchase an HRMS? While there are so many factors to consider when planning on buying your human resources software. It will mostly depend on the needs of your department and the functions that you wish to automate, versus the price of the software. HRMS systems can increase ten-fold the human resource function and capacity in many areas including hiring, benefits, training, testing and payroll. Most vendors advise that you take the time in each department affected by HR and list reasons as to what makes processes difficult in their day to day activities.
The HRIS should be easy to use by employees and staff in the business. Any company that specializes in selling software for human resources will say that their product is easy to use but only the staff from the Human Resource Management department can determine what easy means for them. Some of the items to check to see ease of use include evaluating whether the menus and tabs make sense, how drastic does the software automate the function needed and does the system retain information so there is no need to keep entering data from scratch.
This is the time for the buyer to ask as many questions as possible and try out the application to make sure they have the right software for human resources.
HR Can Make Your Business More Profitable?
Posted on | November 15, 2011 | Comments Off
Profits. They are the goal line and the life blood of all businesses. Make no mistake about it. To be a valued part of the team, your efforts, both individual and departmental must be aligned towards that goal. Now, if you’re in HR, you might be getting a bit nervous right about now. You’re wondering – ”How does what I do contribute to the profits of the company? I don’t make anything, I don’t sell anything – people see me and my department as a necessary cost, not as a contributor to the profits of the company.”
Actually, you’re a vital part of the team – in charge of making the team better and better. Many of the world’s best management consultants – including Peter Drucker – have said, – ”A company’s most valuable asset walks out the front door every evening.” And HR is intimately involved in the selection, care and satisfaction of the company’s most important assets – its people.
Staffing is tough work. And only those who have actually done it can know how really tough it is. Now, there is a whole new category of software that can assist you in performing better while managing the costs of your department – human resources software. These products are specifically designed with all the tools to enable you to find the right person for the job.
Software for human resources can manage resumes, sort by qualifications and experience, keep contact information, set up appointments – empower you and your department throughout the whole process of human capital management. The best human resources software solutions keep it simple, so that you spend your valuable time doing your job, not learning a complicated new human resources software program. With some others, you can spend more time reading the manual and taking classes than actually getting things accomplished. That’s why it helps to have a knowledgeable and trusted advisor to assist in choosing the best solution for your organization. An independent expert with no axe to grind, not another salesperson.
Your task becomes more complicated with every passing day, with every new law and regulation, with every new corporate policy to be implemented “immediately if not sooner.” Human Resources Software is the best answer to dealing with the ever increasing complexity and work load. It will help HR perform its profit enhancing function - keeper of the company’s “most important asset.”
Are you ready to review an HRIS HRMS ? Check out the Human Resource Software Survey for independent analysis of the leading human resources software solutions.
Outsource Payroll With Full HRIS Can Be Great
Posted on | November 12, 2011 | Comments Off
The larger payroll firms that typically outsource your payroll are really taking advantage of the latest technology today. Even though portions of their service is now outsourcing payroll they will help all businesses be more efficient and take some of the burden on themselves. In our latest article, we have put together some great reasons for using an outsourced payroll service provider instead of using an in house HRIS and the first one is …
Cost
Small businesses can dramatically reduce the payroll processing costs by outsourcing . There is no need to keep a part time or full time employee dedicated to the task. It is no longer necessary to invest in the payroll software, training, and maintenance required to do payroll in-house. The total cost of ownership of an in-house payroll processing system can be considerable – even for a small business.
Read more about Outsourcing Payroll here and if you are looking to find an HRIS whether using payroll outsourcing or in house staff check out our Human Resource Software Survey, it only takes 10 minutes and you can find the HRIS/outsourced payroll match of your choosing!
Is Your Human Capital Management Up to Standards?
Posted on | October 29, 2011 | Comments Off
(Register for the November 8th webinar by PEOcompare/TriNet on Human Capital Management)
Human capital management isn’t just a buzzword. It’s the way your business separates itself from its peers. It’s the way you turn raw interns and graduates who don’t yet know about the real world into the seasoned professionals. When you manage human capital effectively, your company becomes better in every possible way. Every component of the process between hiring and retirement involves this broad but subtle range of activities. Everyone on the team is involved every day, whether they plan to be or not. Simply put, human capital management is how you grow your people. You have the option to either nurture their continued education and experience in a number of ways, or you can let them atrophy. The small choices you make every day are what determine whether your employees grow within your organization or run to another the first chance they get.
How often have you overheard someone say of a company, “They’ve got great people.” The more knowledgeable and professional your people are, the better your entire company looks. Naturally, the reverse is just as true. How often have you heard someone ranting about the incompetence of a company, and how they’ll never use them again? Often this is the single difference between using one business over another.
But what does human capital management really involve? Does it just mean more meetings that will have people trying to hide the fact that they’re playing games on their smart phones? Not a chance! The management of human capital involves many factors. Some of the most effective tactics you can use to make sure your people are growing within your organization are:
1. Allow them to work on independent projects.
Some companies have done wonders just through setting aside one day per week where individual creativity can take the lead. While this isn’t always possible, giving your employees some extra room for creativity can produce ideas and applications you may have never even considered before.
2. Provide incentives to attend professional enrichment activities.
This does involve some initial capital outlay, but the rewards are incredible. When your people become more knowledgeable and grow their networks, this is human capital management at its best.
3. Draw a bold line between cause and effect.
For hungry employees, promotions, bonuses and raises are not optional. Naturally, the hardest workers don’t expect a hand-out, and are willing to go the extra mile. The better you quantify both what you want and the rewards for providing it, the better your high-achievers will accomplish your goals.
How does your organization stack up? Do your employees have any incentive to grow once they’re hired, or is their main motivation just to keep their heads down and try not to be noticed? If you want to take your human capital management to the next level, join PEOcompare.com on November 8th for a free webinar on Building an Effective Human Capital Management Plan. Register Today!
HRMS: Payroll Taxes & Employer Responsibility
Posted on | June 29, 2011 | Comments Off
Unfortunately, we have seen that those businesses that have separate HR and HR Payroll departments do not have clear insight into the number of employees they have. We believe that a true HRMS is a combined HR Payroll Systems platform that brings the two disparate departments together.
HRMS systems are also the best way to monitor, manage and pay your federal and state Payroll Taxes. In fact, it is often said that Human Race may beat death one day, but it will never beat taxes!
Sometimes outsourcing the task of tracking and paying taxes is simple when organizations such as ADP WorkForce Now and Ceridian provide software and personnel to help with payroll! Other organizations with an HRIS such as Abra HRMS or Ultipro focus solely on software as a solution. Either way (whether you want the people-backed software or just the software) it is a personal preference and a complete integrate HRMS will help you stay compliant. You must bring together both the HR and (HR) Payroll departments together.
Icebreakers – Start your HR Meetings off Right
Posted on | May 21, 2011 | Comments Off
Icebreakers can be the best way to begin your HR meetings. If done right and appropriately of course.
The key with icebreakers however is to know who your audience is and to choose an icebreaker that works for that group. Humor does not have to be a stand-up comedy routine, but can merely be an introduction to your meeting. Don’t force the humor, be natural, and tell a real story that is relevant to the meeting topic.
The meetings that we have attended recently have typically been engaging meetings with the management team reviewing HR Software or Human Resource Management systems. Obviously these were either HR implementation or HRIS HRMS demonstrations. Humor does not work in these cases, but telling a story of the harried HR executive before they implemented an HRIS system is often the best way to paint the picture of why you need an HRMS Solutions.
Hiring Tips for HR
Posted on | April 8, 2011 | Comments Off
Hiring good employees is a challenge for every business, and especially the Human Resource Management team. In our latest article we provide five Hiring Tips for HR.
#1 – Read the resume – HR should really review the resume without falling in a trap of overlooking obvious mistakes or gaps in employment
#2 – Use The Interview – whether phone or in person, document questions ahead of time and ensure it has structure
#3 – Look for good fit – make sure the employee has the attitude that will work well within the existing team
#4 – HRMS – use your HR Management Software to document and track your applicants’ movement through the recruiting funnel
#5 – Know ahead of time the costs and salary ranges for the position
As the ‘gate keeper’ for new employees entering the recruitment funnel, is it fair that HR determines which applications move on to management? Or should the front line management team have access to all the resumes? What do you think?
CompareHRIS Blog
- HRIS – Hack off Wasted Man-Hours
- Have You Hired This Loser?
- Let Go of Your Old School HR Software – It’s Time for an Update!
- Purchasing an HRMS? Understand the reasons.
- HR Can Make Your Business More Profitable?
- Outsource Payroll With Full HRIS Can Be Great
- Is Your Human Capital Management Up to Standards?
- HRMS: Payroll Taxes & Employer Responsibility
- Icebreakers – Start your HR Meetings off Right
- Hiring Tips for HR
About
HR-Softwareblog.com and CompareHRIS.com are dedicated to assisting human resources professionals with their search, selection and use of HRIS, HRMS and HR software applications. The creators of CompareHRIS.com created this blog to provide our site's users the ability to comment directly on the large number of HR and payroll software related articles we and our vendors have developed. Make sure to register for our free HRIS Tips Newsletters.
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