Three workforce demands to consider when comparing HRMS

When selecting an HRMS, it’s common practice (and common sense) to consider the needs of the stakeholders in the new system. Though it may not be the most influential group in terms of positional or ‘political’ power, the largest group of stakeholders is your workforce. While they may not be the strategic decision-makers or the budget-holders, a company’s employees represent a significant voice, one which you ignore at your peril.

1. Access to self-service features

Over the last few decades, the world has changed. No longer are there strict gender roles in the average family (especially re: caring responsibilities). The popularity of telecommuting and homeworking has soared due to the flexibility it offers. Our online social lives have resulted in a population that is more IT-savvy than ever. All these factors drive the need for flexible working methods, a willingness to engage with technology, and a demand for anytime, anywhere access to corporate systems. In other words, your new

2. More efficient HR services

An HRMS is an expensive investment and your workforce knows it, whether they see the price ticket or not. They may not be budget-holders but they do expect the company to spend its money wisely. Often the perspective is that any expenditure could have been spent on more workers, so if it was spent on something else, there had better be a tangible and observable benefit.

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One such benefit is the abovementioned self-service functionality. However, that then begs the question, if HR staff are no longer having to answer routine questions, what are they doing instead? Maybe you’re making some headcount savings, cutting down on the size of the HR team. Or maybe you see the HRMS as an opportunity to free up HR staff for more strategic work. However you intend to leverage your HRMS, be vocal about it in your communications. Ensure that the wider workforce see and understand the benefits of your latest labor-saving purchase.

3. Better data management

In a sense, this ‘demand’ boils down to wanting fewer mistakes. Given that HR processes directly impact people, any errors are acutely felt – the classic example would be a mistake on somebody’s paycheck, about which few people tend to be forgiving.

Any HRMS should offer a reduction in mistakes and human error, especially when several integrated systems are able to draw on a single employee database. Traditionally, employees can be quick to attribute blame to HR when things go wrong. The right HRMS for your company is one which will reduce or eliminate avoidable mistakes in data handling; therefore contributing to overall workforce satisfaction.

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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