“HRMS” can be a tricky term. Some vendors use it to draw a primary employee database with limited functionality, onto which can be bolted several cooperative modules, each providing software provision for one of the various HR functions listed below. Others use it as a cover label for a broader system that includes most if not all of the following modules in a single streamlined package. Whatever the explanation, here are brief descriptions of the ten most popular modules by HR function, concurrently with the key features for each.
A recruitment module should examine all your internal form-filling and permission processes; allow managers or HR to post notifications and maintaining documentation online, offer applicant tracking, and also initial sifting. There may also be functionality to develop talent pools which can then be ‘trawled’ for proper candidates when an opening becomes available. Of all HR software, it’s recruitment management software that has adopted social media to the greatest extent – for example, adaptability with LinkedIn and other platforms are frequently found as standard – and social skills are an essential topic when questioning vendors.
- recruitment module highlights include:
- Customized pipelines for various roles
- One-click posting of jobs and job information to a quality of jobs boards
- Automated evaluation processes, Inc. interview scheduling
- Applicant tracking system
- Resume Parsing
- Regular metrics and analytics for applicant profiles
- Mobile app
- Gamification (through evaluation is divided among the pros and cons)
- Social media interface
- Digitized offer management
Once you hold your new hires, they require to be guided into your organization’s onboarding and induction procedures. This method can benefit from automation, significantly decreasing the burden on both managers and the HR team: recruits can be ‘introduced’ to the famous people and to the organization itself; there may be automatic notifications to appropriate departments for issues such as growing access, user accounts, security passes, etc. In an exemplary system, the onboarding uses to interface with the performance and talent management software modules.
- Basic onboarding module features include:
- Pre-first day training
- Easy (and paperless) set up of individual employee records
- The requirement of essential information about the and critical personnel
- Gamified learning
- Automatic scheduling of primary meetings
- Compliance with legislative mandates
- Goal-setting as a reason for a probationary period
Automating the appraisal process, reporting and tracking goals and targets, this module should include your competence framework, job standards, and other related systems.
Regular performance management module features include:
- Valuing and achieving goals
- Links to the competency framework
- Scheduling of evaluation meetings
- 360 performance feedback
- ‘In the moment’ feedback tools
- Big Data collection for a full picture of individual performance
- Links to talent management and sequence planning functions
Benefits management is all about presenting timely data and aiding employees to make the best choice for their causes. This module should maintain and control employee benefits, healthcare, and pension/welfare packages, following enrolment options and any financial associations.
Common benefits administration module highlights comprise:
- Online subject enrollment
- Automated communication of enrolment choices and information
- Plan comparison tool to help employee choices, Inc. costs and contributions declines
- Automatic event management of the advantages of the life cycle
- Legislative agreement for your region
Virtually a scheduling function, this module should connect similarly to (and is often combined with) time and attendance management software. Furthermore, real-time functionality may include linkages to other business intelligence systems such as ERP and CRM to rival workforce deployment to changing needs.
- Regular workforce management module highlights comprise:
- Scheduling and time management
- Workflow monitoring
- Management dashboard with the real-time data and metrics
Time and attendance
Besides payroll, this is one of the longest-standing HR management software: the time clock. These days, such methods often include biometric credentials to avoid ‘buddy punching’ and will link immediately to (or be an integral part of) the workforce management module, with data links to your payroll and accounting software.
Standard time and attendance module highlights include:
- Employment attendance tracking
- Time clock control
- Biometric systems
- Functionality for exclusive and mobile workers
- Legislative compliance (e.g., minimum mandated rest breaks)
Absence and leave management
Again, usually linked to the time and attendance and workforce management purposes, your leave management module is an automatic way to allocate, book, approve, track, and control any vacancy from the workplace. It may be for vacations, good reasons, illness, parental leave, even jury duty. Request and support processes should be streamlined, and the results incorporated into team calendars where relevant.
General absence and leave management module highlights include:
- Self-service leave requests
- Alliance with workforce management (scheduling) and time and attendance purposes
- Account management’, tracking increased vacation time and usage.
- Metrics and analytics, including absence levels and aims
Learning and development
Often using the results of the performance management process as an origin point, this module may provide individual training plans for staff, deal with bookings (for training sessions and other learning opportunities), and manage the follow-on evaluation and feedback process, while pursuing training expenditure against resources allocations.
Informal learning and development module highlights include:
- Learning portal
- Training tips linked to the role, skill set, and career aspirations
- Individual user learning plans
- Establishing and managing goals
- Links to the competency framework
- Smooth learning administration (decreasing the HR overhead)
Concentrating on identifying individuals with potential, this module should support with setting up talent pipelines with unique roles and succession planning in mind. Links to recruitment, training and development and performance management software should be seamless.
Natural talent management module highlights include:
- Succession planning
- Association with organizational strategic business goals
- Association of career plans and individual career planning
- Union with key recruitment campaigns
- Reward benchmarking (internal and external)
Often included as functions within other modules, HR analytics tools grant reporting abilities (usually in the form of libraries of HR metrics and benchmarks) assessing and interpreting the data gathered and stored with the HRMS (and other business systems) to implement strategic and predictive insights that can be used to manage the business strategy of the company.
It is essential to note that some of these modules might project, for example, benefits management might fall below the payroll banner; and certainly payroll itself (and/or compensation management, bringing in the broader reward and recognition packages) is often observed as an HRMS software as well as a stand-alone purpose or application.