Three HRMS resolutions for your company to adopt this year

A new year always brings a fresh start and a chance to change and improve your HRMS activities. Will you try to save time and money? Is there an opportunity to increase HR engagement or to enhance your HRMS user experience? Here are three new year HRMS resolutions that you can be proud of fulfilling at the end of the year.

1. Assess if your learning module or system is fit for purpose

The market for learning systems has grown in a fluid manner. Many vendors filled the space with systems to do a specific task like training administration, content management, training delivery or gamified learning. Often these niche systems were separate from the core HRMS so they provided a different user experience. We’ve seen a lot of disruption in this space in the last few years as core HRMS vendors acquired key learning products to incorporate into their own systems. It often resulted in a mixed HRMS landscape for companies with a core HRMS and a suite of separate vendors and products for learning purposes. This year, take a holistic look at what you are offering to understand if it is the best situation for HR, your company and your employees.

Get more info on up-to-date HRMS features with this list of 52 features to look for in your next HRMS

2. Make more use of predictive analytics

According to a recent survey by Sierra-Cedar, 76% of organizations see the importance of predictive analytics but only 30% are doing anything related to it. Historically it has often been seen as an optional extra but it goes to the bottom of the list when competing priorities take over. Predictive analytics could be the competitive advantage that you need to manage your workforce in a better manner. Take the next steps by doing a review of products on the market and do a cost benefit analysis of what advantages it could bring to your company.

3. Integrate workforce management activities into your HRMS

There are a lot of great workforce management features delivered by many HRMS vendors. Time and attendance, absence management and leave management are the baseline. Once they are implemented you can gain the advantages of workforce scheduling and forecasting. Often timekeeping activities were local, paper-based processes that were sufficient for limited purposes.

Take advantage of new features and functionality in HRMS to move on to the valuable topics of scheduling and forecasting. The built-in mobile features for timekeeping and leave activities have made this task much easier than in the past. Take your organization to the next level by enabling workforce management. It will save money in the long run through the identification of the correct resources at the right time.

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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