Today, irrespective of their size and function, most companies in India have begun to acknowledge the importance of HR software. Many of the functions undertaken by the HR department are routine, time-consuming and tedious. They’re also subject to errors and omissions. The fact is that however boring and dreary the function, it is crucial to the health and growth of the organization. Critical areas like recruitment, attendance/leave management, compensation, payroll, performance appraisals and exit management are sensitive and can lead to escalation of disputes within the organization.
Another nightmare for HR departments is the dynamic nature of the work-force. Traditional 9-5 jobs have become the dinosaurs of the corporate world. Today, multiple time zones and geographies dominate the business environment. Technology saturation aids the formation of virtual workers and teams, flexi-time and part-time employment, project based work and consultancy, etc. People clock in at different times, from multiple locations and for different types of work. This could lead to huge confusion in terms of calculating compensation and deductions, performance reviews, managing leave and absenteeism, computing taxes, benefits, rewards and costs, compliance with local and international laws and regulations, etc.
Thankfully, many or most of these functions can be automated and successfully too. Some must-have features for HR software in India:
Customization/Upgrades: The package should be flexible enough to accommodate changing business logic and rules. Sometimes large-scale customization or over-hauling can be expensive and wasteful, hence a more flexible package should be selected, rather than a big-name one. Upgrades and updating of information should be available in real time.
Multi-location: HR software for India based companies should allow multi-location and multi-company features to be incorporated. Similarly, single or multi-user capability should also be available.
Module based: This allows more efficiency, integration and consolidation of the huge amount of data that comes in. Employee self-service can also be integrated so that privacy and confidentiality are maintained. Integration with payroll, financial department, leave/absence/attendance management enhances the capability.
Reporting: Data analytics, metrics and reporting are critical features of HR software. Generating multiple reports based on different aspects and combinations of data, use of reporting tools, etc allow the company and employees to have up-to-date and important information. Report level security and confidentiality, access control etc increase privacy and safety.
Auto features: Alerts via e-mail, SMS etc should be automatically available to increase communication and prevent errors and misunderstanding. Reminders and calendar based features like birthday, anniversary and special event messages increase bonding.
These and other features allow the HR department to concentrate on more vital aspects like planning, strategy and long-term goals. HR software in India has kept pace with the best practices domestically and internationally. They allow the HR department to work speedily, accurately and effectively while maintaining security, privacy and confidentiality of the information. Employee-management relationships are maintained well, leading to better satisfaction and productivity and ultimately, these translate to revenues, growth and customer satisfaction.