It is true that gone are the days when managing people in an organization requires a lot of paperwork and writing down stuff on spreadsheets or anything like that. Now there are these things called the Human Resource Management Systems, or HRMS for short. See, different developers of these HRMS have different in-built features for the requirements of whatever organization, company, or business is using it. But today, we’re here to talk about 10 Must Have HRMS Features You Should Check. And there is no way you can miss out on these features, or else, you’ll truly be missing out a LOT. Here we go then:
1. Core HR & Centralized Employee Database
In the first place, any reputable HRMS should have an HR module. This is a repository of all the super important details concerning an employee, their names, job titles, salaries, phone numbers, emergency contacts, etc. It is the heart of the system, so everything is in a single place, and you would simply never have to bother searching through files or emails. With one database to work in, data mishaps and duplicates would be kept away. Moreover, finding or updating any record takes a few clicks regardless of whether you are dealing with 50 or 500 people.
2. Employee Self-Service (ESS)
If your HR department is still scurrying around fulfilling simple employee requests for changing addresses or checking for leave balances, it’s a sheer waste of time. With Employee Self-Service, or ESS, the solution is kind of obvious. It allows employees to log in really easily on their HRMS dashboard and view their payslips, apply for leaves, update their own details, or even download their tax forms, all without annoying HR for it. And for HR, that means fewer emails funneling complaints about the same thing, fewer boring repetitive tasks, and more time to deal with the big stuff, like actually strategizing.
3. Payroll Management & Compensation
Payroll is big business, and messing it up can drain trust from the people in a split second. For this, a good HRMS must be endowed with a strong component for payroll management. This component automatically generates salaries, taxes, bonuses, and deductions based on attendance and time records. It produces payslips, stays compliant with labor laws, and the good thing is it can send payroll data to your finance team straight away for recording, no manual entry required.
4. Time, Attendance & Leave Management
Keeping track of who’s working, who’s out, or who’s doing the overtime work and all that can kinda get a bit messy to track down. Mainly when we’re talking about shift-based jobs. An HRMS does this automatically by tracking time and attendance. Employees can log in or enter through mobile apps or biometric scanners, and managers can approve leave requests right in the system, and that’ll be it. Everything gets recorded, paid leaves, unpaid leaves, casual or medical. It also flags shifts that are missed or onto extra time, so the payroll is always correct.
5. Performance Management System (PMS)
Ever wondered how your team is doing? The PMS, or Performance Management System, is the way to go. This feature allows employees to create goals, monitor all updates, and receive feedback. As for what it does, you see, it just simply allows managers to conduct performance reviews, rate individuals, generate reports, and identify top performers and individuals who might need some coaching to keep going at the right pace.
6. Recruitment & Applicant Tracking
Moving to hiring with this going on is already hard enough. Having the very software HRMS brings forth recruitment tools of its own, also called applicant tracking systems. This feature is particularly super useful for the very fact that it lets you post job openings over various platforms, keep track of resumes, set up interviews, and pretty much just stay in touch with the entire hiring process. You do not have to keep moving between your emails, Excel spreadsheets, and job boards. Writing the job description, generating interview sheets, or even sending offer letters will all be made easy.
7. Onboarding & Offboarding Automation
See, it’s true that new hires take time to get up to the speed of work within the organization, but a good HRSM can speed up that too. This makes it easy for a candidate to become comfortable with the new company. From the filling of forms to the uploading of requisite documents to orientation, everything can be done online before the new employee’s first day. The system sends reminders to concerned persons for the required tasks or assigns tasks to HR and IT or even a manager, leaving no room for anything being overlooked. And when someone leaves, offboarding is just as smooth.
8. Analytics, Reports & Dashboards
To back up the good decisions within an organization, good data is of the utmost importance, no two ways about that, and that is precisely where this feature comes in, where it provides real-time insights into hiring trends, absenteeism, payroll costs, and performance scores. You may generate custom reports or monitor dashboards to catch a quick glimpse of what’s going on in your company. This early intervention for spotting problems helps in tracking progress and basing decisions on facts instead of mere speculation.
9. Compliance Management
Following labor laws, tax laws, and industry standards is quite a daunting task. The HRMS must provide automations for the compliance requirements. It maintains employee contracts, hours worked, tax forms, and non-compliance with safety standards in a single database. In the event that something is missing or needs attention, the system issues alerts. This reduces the chances of fines or legal problems being imposed on your organization and also keeps it audit-ready without much effort.
10. Integration Capabilities
An HRMS cannot work in isolation; it needs to align with the company tools in use. Hence, the integration features. An amazing HRMS synchronizes wonderfully with payroll systems, accounting software, communication applications, or even your CRM. Double data entry has now become a thing of the past, wasting a lot less time. Integration ensures that all processes run smoothly, from payroll to finance systems, onboarding to IT requirements, and performance-to-bonus plans.
Conclusion
There you have it. See, there are so many other useful features or some custom-built ones too, but if you talk about some of the must-have or common features that every HRMS should have out there, then yes, these ten would always make it to the list. No two ways about that.