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Choose the right HR software It is decisive to be successful in its distribution, promote uses and therefore data on reliable human resources. The King of HR software depends on its use on the team responsible for the production and exploitation of data from the information system.
In addition, it is very important to correctly specify the needs to find functionality adapted to the company’s operation and challenges. In this article, we will explain how to identify the key criteria to choose well and the invariant based on the sectors of the activities.
The steps to follow to choose the human resources software
It is clear that the Software solutions to digitize human resources There is no shortage of. The risk is to get lost among all the market offers!
In particular, remember to write a specific Sirh. Because the best software for human resources is the most suitable for your needs. Before explaining what are the criteria to evaluate, here are the steps to follow to choose with the method.
Step 1: Start a group of Sirh projects
To specify the needs of users of the human resources software, take care ofAssociate Key User and data manufacturers on human resources. For example, accounting suppliers or wages managers who will have to interface with the tool.
If you have an IT service, now it’s time to associate what will be responsible for translation of functional specifications into technical specifications.
Deposit Choose the staff management software in SMEsRemember to associate employees who have a role of human resources, for example DAF.
Step 2: clarify the objectives of the human resources digitization project
This implies having a Clear vision of the processes of human resources more time that consume time which require being automated and digitized.
Clarify what the software expected are: to make human resources indicators, save time, better control human resources, identify talents, consolidate internal processes …
It is important to take into account the evolution of needs in time according to the company’s development forecasts.
If you opt for a limited solution when you have strong growth ambitions, your human resources management software will be quickly obsolete.
The ideal is to choose a Integrated, modular and scalable solution.
Step 3: Specify the features of the HR software
A SIRH is a modular software that allows you to cover different needs relating to the management of human resources of the company. It can consist of different bricks or software functionality. So you will have to Specify the features envisaged on the basis of human resources processes to be digitized.
GTA planning or software
This function allows you to manage the time of employee activity and organize programs. Some Hrsh offer time monitoring features for project or activity (GTA). This brick can be combined with a Leave the management tool.
Wage management
THE Software for paychecks It allows you to directly calculate the remuneration of employees. It can be connected to a file Crossing system management system. It makes it possible to make salary management reliable.
Recruitment software
This software brick facilitates the multidiffusion of job offers, management and sorting of CV. There are Specific ATS software or software for human resources that integrates the part of the recruitment. In the hrsh, these solutions can be integrated with tools for the management of the integration of employees.
Skills management systems
THE Management software provided for jobs and skills Baying on a dashboard that allows you to view human resources indicators and better control human resources.
These solutions generally interfere with the tools for managing development evaluation interviews, which allow you to collect and follow the data on the performance and capacity of employees.
Other software bricks for human resources
You can also integrate other features, such as
In short, the possibilities are wide! Note: Your digitization of human resources is not an opportunity to make a list to Father Noel … You could get out of you.
Step 4: lists your constraints and surveillance points
Now that you know your needs, remember to list your constraints. They can be technical, but also organizational and regulatory.
For example, if you plan to develop internationally, the The software must guarantee the compliance of human resources data According to the applicable rules.
Are your human resources management processes externalized? Take into account the possibility of managing access rights for external employees.
The technical constraints are also connected to theInteroperability systemsThat’s why you have to check how human resources software will integrate with other tools.
Step 5: Identify the interfaces with other HR systems
If you have to choose the software that focuses on a single human resources process, be careful of the possible additions with your human resources.
Some human resources management software offer an application programming interface (API). It allows you to program connections that connect different systems.
In this case, Human resources data must be homogeneous To create the different information systems (reference data).
Step 6: Choose between Saas or HRM software under license
The Saas software «Software as a service» is Application solutions with the cloud and used by a service provider. This allows you not to worry about maintenance.
Hrshs license, or HR on-premise software, are hosted on the internal server. This offers greater data control over employees, but also more monitoring and maintenance costs.
These solutions are reserved for companies that have solid internal resources to manage IT systems (CIO or IT managers). Cloud software solutions Allow a better advance and check the digitization costs of human resources processes.
The monthly or annual subscription includes all the costs of the software designed as a global service. These new economic models allow the smaller structures to have a Human resources software for SMEs. In addition, the personal data of employees are protected by powerful encryption systems.
Step 7: Compare offers of the technological software of human resources
It is only once that you are clear on your functional needs and on the operational mode of the software, it is possible to referee between different criteria.
To do this, to equip It is very framed of analysis, such as that offered just below. Also think Ask for demo To give you a more precise idea of the functioning of the instrument.
10 criteria for choosing the right HR software
To object your choice, follow this control list:
- Ergonomics and intuitive of the interface. Will human resources staff connect easily to human resources software and manage data?
- Functional coverage. Does the solution cover all the human resources processes that I want to digitize?
- Accommodation and maintenance mode. Will the solution be hosted on the cloud or on my internal server? Do I have the internal resources to manage the acquisition and monitoring of an unsuccessful solution?
- Human resources data security. What are the encryption systems and the guarantees offered by the publisher? Where are employees’ data?
- Scalability. Is it possible to activate new features based on the evolution of my needs?
- System integrations and compatibility. How does human resources software interface with other systems?
- Quality of technical assistance. What is the reactivity of the support service, what are the methods offered (Hot-line, dedicated interlocutor, messaging, etc.)?
- Training for users. How will my employees trained?
- Law position and conformity. Does the human resources software allow me to guarantee the compliance of my data on human resources in view of the rules applicable on the company’s perimeters? If I have the workforce abroad, is human resources software compatible with local regulations?
- Prices. What is the total cost of human resources software by including the costs of installation, maintenance and training of users? Does the solution allow me to pilot and anticipate my budget?
Our bonus suggestions to choose human resources software just based on your business
Here you are now well equipped in terms of method! Before starting yours Comparison of the best software for human resourcesAllow you to give you these last tips to specify your needs based on your business sector.
The foundations of the software for human resources for SMEs
THE Human resources software of a PMI It is not necessary to integrate features such as the management of recruitment or training.
Concentrate on basic applications that allow the monitoring of planning, wage management, the dematerialisation of staff files. Also remember to have online signatures management systems if your employees are on television.
HR software in VSES and start-ups
To check the costs, opt for a Saas solution hosted on the cloud. This will allow you to avoid hidden costs and better control the budget.
However, be careful to choose a file evolutionary software of human resources that can follow your growthEspecially if you are a start-up.
Shir in community or public service
The criteria forever Choose the human resources software in the local authority Or in administration they are specific. Among them:
- Take into account the specifications of the payroll payroll;
- Automatically manage career progress relating to indexed grids;
- Manage specific contracts (owners, contract workers, etc.);
- Provide guarantees on long -term quality and the reliability of the technical support given the duration of public contracts;
- Propose quality training to users to support the modernization of practices in the public sector.
➡️ A reading: Software for Human Resources for the local authority: Guide to make the right choice
Human resources software in domestic and health services
You are looking for a Software to manage staff staff ? Whether you are a hospital establishment, a pharmaceutical industry or a structure of help for the home, your priorities concern the management of times.
You will have to choose a time management system and intuitive and easy to fill in for your employees. These are often in motion, it will therefore be necessary to have a Human resources software for the health sector Accessible on the mobile phone.
Finally, remember to integrate the features related to the management of travel expenses and online signature.
Which software solution to manage sector skills?
The industrialists must be able to manage production times while organizing employees mobility to face the whims. The difficulties of taking are also a big problem in these tension exchanges.
Finally, industrial companies are very international and must manage the compliance of human resources by compensating for different local rules.
In industry, the choice criteria must therefore take into account The extent of the functional covers of the solution and its compatibility with a presence abroad.
Factorial offers a Integrated human resources software With adequate characteristics for industry, consultancy, health, but also start-ups and digital actors.
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