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It’s a software system for managing people that provides all of the applications and tools necessary for executing the task of human resource management. It also benefits from the power of enterprise resource planning (ERP). Many companies today, offer employee portals to assist personnel with accessing some of their personal information. One of the reasons for this is that human resources have become so involved with details and the need for compliance on a number of levels. HR responsibilities include health care benefits, Workman's compensation, education and training, travel and various on-site work locations. Then there are many reports and analysis that must be completed for management and government. There is a lot to account for at any given moment. It takes a strong set of software to complete all of the HR tasks that must be completed in a timely manner.

Human Resource Management Software

Human Resource Management Redefined

Fortunately, that software is available and is playing a very active role in administering HR for many businesses. ERP software covers not just human resources, but all of the company in a seamless fabric of connections. The HR unit can easily communicate, share and collaborate on information and data in real time. And it makes it much easier to transmit this information internally as well as externally. That’s because the HR staff is working on an integrated platform that is also automated for speed. Any employee data can be conveniently and efficiently be gathered together for review or updates. Some of this information and data is shared with employees through easy access portals. The enterprise system makes it easy to share information and provide real time readouts on any details relevant to personnel.

The human resources unit has touch points across the enterprise, as well as outside of it. But with ERP this does not present a problem because it integrates all of the software applications onto one platform and then automates the platform, for speed. Any contacts concerning employees made between HR and accounting, sales, marketing or distribution, happen with real time visibility. All staff has a view into issues that may affect disparate departments. If there are questions or concerns they can be addressed on the spot in real time. And this of course saves time and increases productivity. Human resource management needs this type of cohesion in order to work effectively across enterprise boundaries.

Operating seamlessly means operating in sync. The collaboration, sharing and communicating of information and data keeps everyone working in closer unison and makes for fewer mistakes.

With today’s software tools it also makes it easier for employees to get information when they want it. By giving them access to certain details of their employment, it frees up time for Human resources to administer to other issues. This software system also reports, so management can be kept up to date with all of the latest relevant data. The system allows for analysis, report making and the dispensing of business intelligence.

You can stay on top of personnel issues and know what your responsibilities are when you are working with the right Human resource management software.

HRIS Software has benefits

In order to efficiently manage employee relations you need capable HRIS (human resources information system) software. You need such things as effective benefit and attendance management, COBRA administration, employee and manager self-service features, a recruiting, training and development toolkit, all of these contribute to features that enhance the employee experience and provide management with operational efficiency. This calls for software that is all-inclusive and distribute; and that means enterprise resource planning (ERP). This is the software system that will keep you tuned in to every aspect of employee relations throughout the enterprise. It will coordinate activity across boundaries, both internally as well as externally to ensure that management has a real time view into employee relations and activities, wherever they may take place. This is what is needed to properly monitor and track personnel and workflow.

Human Resources Information System Software

HRIS Software has benefits    

The human resources platform contains all of the application modules required for administering the employee and management relationship. The application modules are assigned for a series of business processing tasks that tie HR into every unit of the business. Payroll particulars are seamlessly managed through integrated links between accounting and the HR unit. Other application modules address such concerns as heal care, workman’s compensation and compliance. The ERP system needs no other back up, because it is all-inclusive. And it provides a reliable readout for all units of the business with real time visibility. That means that both management and staff have a view to what is taking place throughout the enterprise at any moment.

Self-service features like employee portals provide convenient access to employees so that they can gain access to certain of their personal information. Employees have concerns about such things as health care, taxes, education, training, safety and vacation benefits. They want to be able to gather information when they need it, without having to make an appointment with HR staff. Today, this is made possible by HRIS software that addresses such needs with online access for employees available on a 24/7 basis. Human resources has traditionally been a busy unit because of all of the employee details it is responsible for managing. Enterprise software makes it possible to communicate information, share it across the enterprise and responsibly communicate information and data to both employees and management.

Having erp application modules that can cover any number of tasks is especially important for human resources. Industry and government compliance issues require close attention to detail.

With enterprise software they can be assigned specific application modules that can be placed as either stand-alone or bundled, depending on the needs of the business. That’s a big difference from the old days, when HR departments had to rely on various software programs to complete tasks. Now, they not only have one software system that can do it all, they also have the ability to access it on-demand, online, as software as a service (SaaS).

Technology has continued to bring progressive change to the way in which business is conducted. HRIS software is a good example of that. It is a better approach to software and to employee relations, as well.

Are you using the Human Resources Management System (HRMS) integrated as part of your ERP system to the fullest extent possible? Because the focus during an ERP implementation process is typically on modules like CRM, WMS for distributors and MES for manufacturers, HR may not have received their fair share of attention in the configuration process or, if training was inadequate, the system may have fallen into some state of disuse over time.

Human Resources Management System

How your ERP system can help keep HR on its toes.

At any rate, here’s a brief reminder of some of the critical enterprise issues your HRMS can fully automate, improving performance and reducing costs.

Compliance Management. Mid-sized businesses are confronted with a complex web of federal state and local labor laws and reporting requirements. The recently enacted Patient Protection and Affordable Care Act promises to add to that burden. Failing to file mandated reports accurately and on a timely basis can lead to significant fines and other penalties, and even lead to costly employee lawsuits.

The good news is that your HRMS system can automate most all of the compliance process. It starts by helping HR management determine which employment laws apply to your company and ensures that your are tracking the correct data to comply with reporting requirements. Then, pulling data from within the HR database, reports are automatically generated with no additional effort. You ERP vendor should be able to supply regular compliance updates as tax and employment laws continue to evolve.

Employee Self Service. Employees care passionately about their employee records and benefits package and they always have twenty questions they would like to have answers to. That can put quite an administrative burden on HR personnel. Fortunately, employees also love to have online access to that information, via the company network or over the Internet. Employee self service solutions enable employees to check payroll information and change W-4 forms, to submit insurance claims and check their status. The entire benefits enrollment process can be automated, timesheets can be submitted, payroll checks distributed and new employees “on boarded” with online replacements for the normal ream of paperwork that must be filled out and processed. Performance reviews can become menu-driven and made available to employees electronically. The employee portal also becomes a powerful tool for communicating with employees about important corporate news. Employee self service results in productivity gains, improved two-way communication, higher accuracy and a greatly reduced administrative burden. And, importantly, employee satisfaction soars.

Internal HR Reporting.  One of the big benefits of an ERP system, which extends to the HRMS, is that all the data enterprise wide from all transactions goes into a single, standardized database.  This, for example, would enable HR to pick up sales commission data directly from the CRM order entry system. It also enables HR managers to establish key employee productivity metrics and track them on graphical “dashboards” in real time. Notifications can be established that alert management when a particular metric, such as overtime costs, exceeds a predetermined range. HRMS systems come with a wide range of “best practices” reports and analyses that enable HR executives to make better informed, more timely decisions.

HR management software has become an indispensible tool for human resources departments all over the world.  Management of employee, applicant, benefits, payroll and any number of other data points accessed by human resources each and every day, make HR management software an absolute must.  In the United States, regulations regarding personal medical information dictate that paper records be minimized so that employee health information remains private.

HR management software

HR management software: What can it do for business?

There are a number of ERP applications on the market. Oracle has its own module to handle much HR functionality and has brought PeopleSoft and JD Edwards into the fold.  SAPs HR and payroll modules are sophisticated, robust and well developed. Third party applications are also carving out their piece of the pie, Ascentis, Sage and Kronos, to name a few, track payroll and personnel data and time-keeping.  Small to midrange businesses are being romanced with HR management software offerings. Microsoft Dynamics ERP has an HR module intended for medium-sized businesses, as well.

Human resource management is no small task regardless of company size. Volumes of information have to be managed and HR management software is an essential tool in doing that efficiently. Aside from the obvious data bits such as name and social security numbers for all personnel, there are benefits packages, HIPAA, COBRA, unemployment insurance, family status, disability, vacation, training and certifications, incentives, bonuses, the list goes on and on.  Payroll looks to HR records for time, attendance, tax information, deductions, and special programs and so on.  The importance of HR management software cannot be understated and the needs increase with the growth of a company.

Whether the company is small or large, HR management software is a primary component of a company’s technology infrastructure and software developers large and small recognize that fact.  HR management has become an industry in and of itself in some ways. Sage offers HR management software for a wide variety of business and has developed tools with small and midsized businesses in mind.

In some instances, the HR management function has been outsourced.  Ceridian is a good example of a company making its services available as an external resource for HR management. Most companies still choose to handle the sensitive issues, themselves but many routine tasks are routinely being outsourced and companies like Ceridian exist to fill that niche.

Whether an organization retains all HR management duties or chooses to outsource it, HR management software remains a vital tool for successfully conducting business.

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