Five HRMS features you didn't know you needed

It’s not unusual for businesses not to be using their HRMS features to full capacity. Often, even quite significant features might be ‘left for later’ during implementation and then there just never seems to be a good time to catch up and activate them.

Here are five features that might be hiding unused in your HRMS…

1. Scheduling

For managers and supervisors, many HRMS will have a scheduling function, allowing you to create shifts and rotas showing clearly how everyone’s working hours mesh together. This simple yet highly useful tool should tap into your time and attendance, and leave management functions to give you a fully up to date picture of your staffing resources in real time, prompting you to make adjustments in the event of no-shows, sickness, or other attendance-related issues.

2. Learning

Many HRMS will offer a basic learning management system, including at the least a way of recording who has taken what training and when. However, more sophisticated packages may offer the opportunity to set up a learning directory online, accessible by all employees who can then either book or at least express interest in the learning and training that will benefit them. Going further, some systems include the option of authoring and managing your own e-learning packages, effectively automating your regular learning programs.

Learn more about HRMS features and what they can do for you with this guide to 52 essential features to look for in your next software purchase

3. Performance Management

Following on from learning is HRMS' functionality for performance management. At a basic level, a system with both learning management and performance management functionality will combine the two sets of data to give managers a fuller picture of an individual’s performance and development during the course of the year (or six months, or however long your performance management cycle is). However, you might find that your system is capable of more sophisticated linkages, for example using a competency framework to map learning activities to specific duties and roles, and performance (or the lack of it).

4. Benefits Management

As the English-speaking world – on both sides of the Atlantic – becomes ever more complex in terms of economies and political directions, one side effect will be changes to benefits packages in terms of what people want and need, what’s available, and also how you as an employer manage people and their choices. If you don’t already have your annual enrollment options and advice automated, now might the time to consider it.

5. Applicant Tracking

Switching from existing employees to future employees, more sophisticated HRMS systems can include recruitment functions which can enable you to manage anything from job advertisements to building a social media talent pool. At the least, firing up the applicant tracking system (or ATS) will smooth the kinks out of your hiring process, and may even extend to automated and/or virtual onboarding of new employees.

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Dave Foxall

About the author…

Dave has worked as HR Manager for the Ministry of Justice for a number of years, he now writes on a broad range of topics including jazz music, and, of course, the HRMS software market.

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Dave Foxall