|
|
 |
|
|
|
|
|
HR Software |
|
|
|
Current trends ... |
|
|
|
The continued growth of web (intranet / internet) enabled HR software and systems, including:
- Web based e HR software with a browser ‘front end’
- Employee Self Service (ESS) to view personal data, training requirements, change benefits, request holidays / leave
- Access to selected personnel information via employee portals, PC’s, kiosks
- Manager Self Service (MSS) including tools to help managers with recruitment, performance measurement, compensation planning
- Automation of routine HR administration
- E-recruitment - automated tools streamlining the recruitment process, retaining good employees and utilising the existing skills within the organisation
- E-learning
- Web interfaces eg from time and attendance, absence planning
- Workflow functionality eg automated leave requests, recruitment
- Improving reporting, analytics and Business Intelligence (BI) eg the ability to slice and dice HR information, analyse workforce data, investigate trends
|
|
|
|
 |
|
|
|
Non-web HR software trends - continued growth of:
- Integration of HR software with Payroll software
- Integration with other HR associated modules eg Recruitment, Time and Attendance / Workforce Management, Absence Management, Talent Management, Training, ERP
- Scalability. HR software that was available for larger organisations, being redesigned to be suitable for SME businesses. And HR software that was suitable for SME businesses increasing in functionality to be suitable for larger size organisations.
- Globalisation with HR software capable of supporting employees in multiple countries
- Return on Investment (ROI) being calculated within organisations to assist justifying investments in new HR software
- Reducing HR costs by extending the use of technology eg e-recruitment, e-learning
- The strategic role for the HR department, as it divests itself of routine HR administrative tasks
|
|
|
|
|
|
|
|
HR software market trends - continued growth of:
- Organisations looking at HR outsourcing, but currently not proceeding, and remaining in-house
- Businesses extending their HR software functionality by adding modules
- Migration to web based HR software and web enabling activities and processes
- Organisations looking at more economical HR software systems (to avoid the implementation costs of larger international HR software)
- Competition, especially in the mid-range HR software market
- HR software market / vendor consolidation
|
|
|
|
|
|
|
|
If you’re thinking about replacing your HR software, you will need to prepare a requirements analysis - click for details of Axia’s time-saving HR Software RFI/RFP Requirements Checklist |
|
|
|
Also visit HR Software Criteria for an impartial guide to key criteria of good HR software. |
|
|
