6 HR Management System Basics for Every HR

HRs need a stable HR management system to manage and empower the workforce of today’s generation. After all, it’s people who draw more success and value in the organisation. 

Many CHROs and CEOs have started accepting that fact. However, merely accepting it won’t do. There must be an understanding to build on the basics of HRMS systems for every HR person. 

Thus, this blog post is curated for that purpose mainly. Consider the pointers below and know how an HRMS changes workforce management and experience at once. 

6 HR Management System Basics For Every HR In A Modern Firm:

1. Recruitment engine

Every human resource management software should serve the purpose of simplifying the recruitment and selection process. So that’s one of the basics you must find in uKnowva HRMS. 

Preboarding features ATS, automated parsing of CVs, scheduling interviews, and follow-ups regarding offer letters. Then, the onboarding process can include orienting the employee to the company. For that, there is often an ESS portal available. 

A new employee has a profile created from the backend with an active email ID. They must upload their necessary documents for background verification proofs and financial proofs. 

Employees can perform these tasks on their own. They won’t need to seek HR person’s help time and again.

2. Learning and development

Every employee, contractor, or labourer must learn and grow within the firm. That’s a core strategy for HRs to retain them longer. It is for the ultimate benefit of each party involved. But that’s possible with continuous learning and development processes. 

The HR management system must provide your firm with the platform to learn and reskill. In addition, HRs must share important information, learning materials, and certified courses on this network. 

Later, the employee can continue to learn, which will be reflected in their system profile. This will help HRs give them better and more challenging tasks later on. This practice eventually impacts the salary hike and due promotions assigned to each employee. 

And if an employee is career- and goal-oriented, they would love to keep learning new skills every 3-6 months. So when the organisations provide them with such HR systems to learn and grow, they prefer to stay for a longer period. 

3. Performance management system

Simply learning won’t do any good in the long term. HR professionals have to keep track of their teams’ and organisation’s workforce proficiency. That is possible with an integrated and comprehensive performance management system.

The modern uKnowva 360-degree solution offer HRs this facility in its HRMS. With the PMS, you can configure and customise it as per your organisation policy. 

Later, you can integrate the data in the PMS with payroll, leaves and attendance, and project management. A holistic picture of each employee would represent in front of you. It helps you to understand the total number of your high-performing employees amongst the rest. 

Then, you can decide their remunerations, bonuses, and promotions later on. It will motivate and encourage others to do their best next time. It also shows that each employee’s contribution is reviewed and audited on time.

4. HR data and analytics

Data analytics is one of the basics of the HR management system. The entire system keeps on updating employee data from one touchpoint to another. But it will all be in vain if there is no data analytics. 

However, with live reports and dashboards, CHROs can make better strategic decisions in managing their workforce. Reporting managers know on time about the efficiency level of their distinct teams. 

CEOs, too, can make better decisions with CHROs later on by using data analytics for better human resource allocation. 

5. Payroll & expenses

An Indian human resource management software, especially the one uKnowva offers, also has an integrated and streamlined payroll platform. In addition, it helps automate the calculations in bulk –leaves no scope for any default in the system. 

Salaries are encashed on time with the scheduled dates punched in by the HR persons. They can audit the entire payment at once without spending hours of manual work. 

The portal manages to calculate the employee salary based on their data input in the system at the time of the orientation. 

So such HR systems benefit HRs in the long run. When there is no payroll mistake, even internal branding and trust sustains. As employees know their salaries are on time, they would prefer to work in the organisation more. 

Compared to that, when there is even a single error in payroll calculation at least once, it creates a very negative impact. People start to leave. Attrition rate increases. It doesn’t make the company look good, reliable, or even workable in employees’ perception.

However, such a negative reputation never surfaces when there is an on-cloud and automated payroll system. 

6. Virtual biometric

Another basic feature of an HR management system is to track the leaves and attendance of each worker. Be it permanent or temporary, their attendance is necessary. It has to be registered in the system without manipulation but with the scope of automated regularisation. 

For that, the virtual biometric feature is the best. Nowadays, companies are rapidly working with remote and hybrid workforces. They can be working from anywhere during any day or night hours. 

So the virtual biometric system never stops them from punching in and out. Rather, it sends each employee or worker accurate reminders to log in as per their decided roster of the day, week, or month. 

Plus, when embedded with a happiness metre, it’s a brownie point to win for HRs. The data analytics and reports based on the happiness metre can show which employees are happy. 

Then it reflects who is going through burnout phases or the one about to reach such a phase in their work life. HRs can prevent burnout or demotivated phases from occurring in their employees’ life. 

They can then plan their holidays or paid leaves. This will improve their employee’s mindset and work productivity too. 

It also gives a strong message to the team that the reporting manager, HR, and the firm care about them. As a result, their emotions are looked after and studied daily. This function brings a human factor to modern HRMS systems. 

Conclusion:

From the 6 basics of the HR management system, I hope its importance and working are somehow clear to you. Then, later, you can decide on your own if your firm is ready to bring such a software to the company. 

Many software these days are free online. Others have premium and freemium plans. Plan your budget accordingly, and then choose HRMS systems like uKnowva, which offer 360-degree business solutions too.