HR software for large companies: what to look for

If you’ve ever worked at a large company you know that it requires a certain mindset and approach to getting things done. Your HRMS has to be compatible with the way your business operates. If you are a large company who is in the market for a new HRMS here are four areas to keep in mind as you consider your HRMS options.

1. A robust user experience

One of the key advantages of an HRMS is the ability to give your employees access to their data. The ability to view paychecks and benefits elections online saves time for your employees and HR staff. The user experience needs to be intuitive and easy. If a manager is not able to open a requisition without extensive HR support then your HRMS is not delivering value. When you’re a large company you need an HRMS that provides a user-friendly experience to all audiences: employees, managers and HR users. A large company has many employees to support so it’s necessary to be aware of this topic.

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2. Level of back office support required

When you’re reviewing the employee HRMS experience, consider the back office operations at the same time. If an HRMS can provide a great employee experience but requires additional HR staff to support it, this may not be the best option. There will always be setup and configuration tasks for your HR systems team. Your HR team will be required to perform operational tasks like entering new job profiles. It is essential that your HR and HRMS teams can also work with your new HRMS and that their tasks are streamlined and easy to perform.

3. Ease of integration with other systems

Large companies by their nature have an extensive amount of data in various applications like HR, finance, sales or operations. A small company with one new hire per week can have HR fill out a form to personally get the employee set up with an ID card and building access. A large company will have a security system which requires automation to transfer 100 new hires per week to it. When you’re dealing with large volumes of data, the ability of your HRMS to easily integrate with other software applications will be a critical success factor.

4. Built-in functionality for compliance reporting

Large companies need to consider compliance and audit implications when choosing an HRMS. A company’s size and volume of sales will require strong compliance requirements due to risk. HR processes are often the focus of internal and external audits. Work with your internal audit team to choose an HRMS that provides support for standard audit tasks.

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Heather Batyski

About the author…

Heather is an experienced HRMS analyst, consultant and manager. Having worked for companies such as Deloitte, Franklin Templeton and Oracle, Heather has first-hand experience of many HRMS solutions including Peoplesoft and Workday.

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Heather Batyski

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