3 things a small business should look for in an HRMS

Small businesses are often entrepreneurial and nimble, fast moving and customer centric. Your company’s HRMS must meet the needs of your employees. It reflects on your image. As a small business, is your HRMS supporting these requirements?

1) Mobile enabled employee and manager direct access

Employees in small business environments are used to rolling up their sleeves to pitch in as needed to get the job done. In lean business structures, there are no multiple levels of approvals to complete tasks and transactions, nor do your employees want to bother already stretched resources to do something on their behalf. As a result, your employees and managers will expect at a minimum to be able to view their HRMS data, such as demographic details, compensation, and information related to pay such as tax documents. Top companies provide access across a variety of mobile platforms and enable employees and managers to initiate and approve transactions.

Recommended Reading: HRMS Vendor Guide - Find HRMS vendors suited to small businesses

We’ve found that small business employees are often strong adopters of new functionality in this area, as it matches their working style. Furthermore, training for complex transactions is often easier to carry out in a small environment. When you push these administrative and operational tasks out to employees and managers, you are able to save your HR time for more strategic work requiring specialized HR knowledge and experience while keeping your employees and managers empowered.

2) Accurate timekeeping and paychecks

In the very early days of small businesses, employees may be filling in timesheet data in Excel spreadsheets or by e-mail while the boss calculates, writes out and signs paychecks. However, with an HRMS, this functionality comes delivered. It enables employees to keep an accurate record of hours worked in a standard location that is available for reporting and feeding into payroll generation and tax withholding. HRMS offers automation and system control of tax rules. As such, with its use, you provide your employees further assurance that their pay data is accurate. In addition, you’ll save time and resources in payroll calculation.

3) Benefits data

It can be stressful when your employee needs to access company-provided benefits, in particular, if the request is due to a major illness or accident. Availability of benefit details in your HRMS, including linkages to plan details and contact numbers, can be incredibly reassuring to your employees. Moreover, the transparency of the costs being paid by both the company and employee can help illustrate company’s investment in employee welfare.

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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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