ERP and HR Applications
Enterprise Resource Planning (ERP) has changed the way many companies do business today and Human Resource (HR) management has been effected by the changes. There have been so many new trends that go beyond simply hiring and training an employee. The work place has evolved into a well-connected enterprise that seemingly works as a single unit. Administration is consolidated; business tasks are processed more quickly; HR applications are broader and sometimes outsourced. As the workforce ages and skilled workers are harder to secure, human resources is faced with increasing challenges. Enterprise software is helping coordinate HR activity and there are now more applications for HR than ever.
Over time we’ve gone from human resources to human capital management; we place more emphasis on recruiting, and sometimes that means reaching outside of the country. We’re looking more closely at workforce management and analyzing compensation for performance and management. We have a broader set of tools to work with today and we’re using them to analyze employee data and make determinations about promotions and raises. We’re looking at and establishing best-practices guidelines in order to identify leaders and potential successors for key positions within the business.
This is all possible because of technological advances the success of enterprise software. We can do more now because we have systems that can accommodate our needs. The ERP platform, for example, gives us the ability to forecast, plan and schedule more definitively than before. We can work with just one software system, yet enjoy its distributive reach. We can report, analyze and garner greater and better business intelligence for management guidance. And, we can take HR applications to another level.
Enterprise resource planning has grown significantly over years. It started out as a platform for manufacturing and has since, over a period of 40 years, evolved into a management system that is broadly utilized by multiple industries and numerous companies. Workforce planning and management has added new applications to the platform modules; things like compensation management, performance management and more serious planning for successions. All of these broaden these broaden the HR platform and bring the enterprise closer together.
One of the major reasons for all this advancement is the addition of Web-based ERP and software as a service. It is this innovation that has brought many small business entities online helped them to prosper. And whether HR applications are handled in-house or outsourced, enterprise software will continue to drive advances in the marketplace.
HR Payroll System
In the technological world businesses operate in, it is much more cost effective for companies to purchase a good Human Resource, or HR, Payroll System to take care of paying employees accurately and on time, than it is to hire people for that same job. Today’s Human Resources departments merge the tasks of human resource management with the information technology field in order to provide better service to employees and to the company. This merger is often referred to as an HR System.
Human Resource Systems originated with enterprise resource planning software that integrates information from many different applications into one central database. This module can encompass all employee-related transactions. In addition, it can integrate with existing financial systems. When a company’s financial and human resource modules are linked, the system is termed an HR Payroll System. Integrated with other financial and human resource modules, the payroll module computerizes the pay process. This module eliminates error prone labor by gathering data on employee time and attendance and automatically calculating and making necessary deductions and taxes. The module is also able to calculate automatic deposits, generate periodic pay checks, and create employee tax reports.
An HR Payroll System is critical to a company as it relates to processing payroll. A good HR payroll system can save a company much money due to increased accuracy and faster processing times. Some of the more outstanding benefits are: payroll is always accurate; statutory compliance is always perfect (this may include ESI, FIFA, retirement funds, etc); all financial data is secure; and all financial data is backed up daily.
In this day and age, there are many HR payroll systems to choose from, but finding the perfect fit for a company requires careful research. There are questions that any HR payroll system management needs to answer before a company can select the HR payroll system that will work best. Asking vendors for a demonstration of their product is probably the surest way to find out if a particular system will work or not. Demos allow businesses to correctly determine whether or not a product solution is right for them.
After making a selection, a company needs to prepare for the implementation of the new HR Payroll System. If the research was done properly, the new system will be able to seamlessly accept transference of data from the legacy HR system, and it will also be able to constantly match the needs of the company as it grows and changes.
HR Management Software
In today’s age of a dynamic, multi-talented, college graduated workforce looking for meaningful and gainful employment, companies who want to keep the best of the best are going to need to ‘manage’ their employees. Without a doubt, employees are looking for a company where they can be productive and innovative while performing challenging, exciting work and be rewarded for it. They way to find this is to work for companies where there exists incentive to excel, and whose leaders are skilled in managing people –meaning they know how to give appropriate recognition, bonuses, and promotions. HR Management Software has been designed to help companies do all of that.
Every business with employees has the need for HR. The need for HR Management Software, on the other hand, does not usually arise in companies with less than fifty employees. Once a business grows it workforce to that magic number, Human Resources Software is capable of handling all critical employee issues in any company within any industry. And, whether a company has been in business a short time or many years, it is never too late to implement HR software. That is a given. But exactly which HR software system is best for a particular company is what is not always easy to assess.
To begin with, HR Management Software should not be considered just another piece of software. What any, general HR system provides is unique enough that it should definitely stand apart. A combination of consumer demands, new ideas, and developing technology means vendors are constantly designing and upgrading their software, making it possible for a business to get more benefits from an HR software system today than ever before. Exploring the many available reviews is a good way to get a sense of what the market can offer. There are software programs from the very basic to the very deluxe. Knowing which one is right for a business cannot happen without research and investigation. The more a company can identify its needs and how the existing solutions can fit into those –before investing in a purchase, the more money and frustration that will ultimately be saved.
Although convinced an HR Management system could be beneficial, too many business owners are unwilling to go through the implementation process. Fear of beginning a course that will lead to disruption and changes, albeit temporary, holds them back. This is understandable, but a look into how Human Resources software improved competing businesses should allay those fears.
Human Resource Software System
Human Resources is an important part of employee well-being in any business. Human Resources departments are universal to all businesses. The purpose of a Human Resources department is considered to be primarily administrative. It is the support system responsible for personnel sourcing and hiring; applicant tracking through personal histories; skills, capabilities, and accomplishments tracking and development; payroll and salary; benefits administration, and compliance with associated government regulations. Additionally, the department is responsible for hiring and firing, and keeping up to date with the ever changing state and federal tax laws. In the past, all of this information was compiled and sorted and administered by hand. Today, Human Resource Software Systems are available to handle these tasks and more.
It is possible to find quite a variety of vendors selling Human Resource Software Systems. A company searching to implement such software will not have a problem finding a product to buy. If anything, the problem will be having too much of a choice. So, in order to narrow things down a bit it is important for a business to note what are the essential features of a good Human Resource Software System and what are the features it needs.
First of all a Human Resource System should have software functionality. It should have basic Human Resource functions built-in to the system so that a company does not end up later having to purchase add-ons. Basic functions would be considered to be any that the purchasing company needs specific to the way it is structured, as well as any that are obligatory by law or by regulating agencies.
One of the core functions available as an integrated module in a Human Resource Software System is record keeping. This would include categories such as keeping proof of previous employee history and job position history; documentation of hiring dates, hiring salary, and promotions; employee benefits records; tracking grievance and discipline issues; and correspondence having to do with exit interviews and leaving the company. Records also need to be kept of absences, vacation days, maternity leaves, and sick pay.
A second crucial module handles training. This module takes care of employee development, goal setting; training needs analysis; training courses scheduling; funding for training courses and classes; employee evaluations of training sessions; and workforce planning to cover positions.
It is quite possible that at first some smaller companies, particularly those just starting out, will not see the need for all of these functions. What is important to remember in such cases is that many businesses tend to outgrow Human Resource software quickly. In order to avoid having to re-invest in more software, it is best to buy a more complete system.