In today’s era, HR professionals struggle with time-consuming operational processes & lots of paperwork which turns out to be more lengthy & expensive for any organization. To get rid of these problems, Organizations are choosing AI-driven HR software, typically considering a broad range of features to ensure that the software fulfills their specific needs and helps streamline HR processes effectively & efficiently. Here are the top five features HR professionals often keep in mind while selecting HR software:
Core HR Management:
- Employee Directory: The software should allow for the centralized storage and management of employee data, including personal information, and employment history with its timeline where an admin can gain insights of any employee from their hire date till today with a centralized documentation repository. It also allows an Administrator to create a multi-level approval workflow within the organization with triggered Email notifications which automates the notifications on clicks. It reduces lots of manual work.
- Payroll Integration: Integration of payroll systems in HRMS with real-time attendance system ensures accurate and timely payroll processing in a few clicks which allows employees to download & view their salary payslips, With payout service admin can disburse the salary of their employee through a digital wallet. Payroll consists of all necessary industry-specific compliances
- Timesheet: A tool where an admin can manage the project cost management & track total working hours on that project which is directly linked to The payroll for compensation accordingly.
- Trip tracking: This feature allows an admin to track the real-time location of their field employees.
- Helpdesk: It is a grievance management tool where employees can raise their queries in the form of tickets which can be related to salary, assets, etc.
Recruitment and Applicant Tracking:
- Job Posting: Post the job openings on various job boards like Naukri, Dr.Job, Jooble, Linkedin, etc. from a single portal in a few clicks.
- Resume Screening: Automated tools for sorting and filtering resumes to identify qualified candidates with bulk resume parsing fetch all the data in a structured format.
- Talent pool: It is a central repository of potential candidates’ resumes. Admin can store in a particular folder for future reference.
- Interview Scheduling: Tool integrated with Google Meet & Zoom to schedule and manage interviews efficiently. Where admin can automate the whole process in a few clicks
- Thus, we can say that top applicant tracking system play an important role in job posting, resume screening and interview scheduling. Earlier these tasks were done manually which leads to various errors but now these tasks can be streamlined with the help of ATS Software.
- Goal Setting: Tools for setting and tracking individual and team goals. It provides flexibility to an admin to create multiple performance cycles & map the employees accordingly. With the KRA framework admin can set multiple KPi to monitor performance. Another approach is the OKRs framework, which is a cascading approach that works quantitatively.
- Performance Reviews: The capability to conduct performance evaluations, including 360-degree feedback.
- Feedback and Coaching: Mechanisms for providing regular feedback and coaching to employees.
Employee Self-Service (ESS) and Two-way Management:
- ESS: Employee-facing features that allow employees to access and update their information, request time off, view pay stubs, and more.
- Two-way management: Manager-focused tools for tasks like approving time-off requests, conducting performance reviews, and accessing team data, one-on-one feedback with rewards & recognition.
Analytics and Reporting:
- Data Visualization: To gain insights from visual reports and dashboards for HR metrics and key performance indicators (KPIs).
- Custom Reporting: The ability to generate custom reports to meet specific HR reporting needs.
- Predictive Analytics: Advanced features that use data to make predictions about employee turnover, performance, and other HR-related outcomes.
Additionally, HR professionals should consider factors such as scalability, ease of use, integration capabilities with existing systems (e.g., accounting, benefits, time tracking), compliance with data privacy regulations, and customer support when selecting HR software. Tailoring the choice to the organization’s unique requirements and size is crucial for successful implementation and efficient HR management.Share this post