What is an HR system?
An HR management system is an application or suite of applications that’s used by organisations to automate and manage human resource (HR) processes. This can include Human Resource Information Systems (HRIS), Human Capital Management (HCM) and Human Resource Management Systems (HRMS).
At a very high level, HR systems capture, store, provide and report information to their users. The breadth and depth of functionality available within a particular HR system, and the integrations it has with other applications, varies from provider to provider. Some low-cost solutions provide basic capabilities with little, if any, configuration options, and enable the storage of personal information about employees and help HR teams with basic admin and reporting functions. More comprehensive systems, such as Ciphr HR, provide functionality to help organisations and their people be as productive as possible across the entire employee lifecycle, sitting at the heart of all people processes, and support ongoing activities related to priorities such as performance management and improving the employee experience.
At the same time, these HR management systems enable organisations to better understand their workforce on a real-time basis, predict future needs, make informed decisions, and comply with rapidly-evolving HR and payroll regulations.
What is the role of HR systems in mid-sized organisations?
HR systems support and enhance an organisation’s HR activity. These activities can include employee lifecycle management such as onboarding and performance management, as well as fundamental HR administration including policy acceptance and payslip management. HR systems allow HR teams, managers and employees to collect, store and report on relevant people data, including organisational policies and processes, location details, and entire workforce documentation.
What are the benefits of an HR system for SMEs?
There are numerous organisation-wide benefits to investing in an HR system, some of which we’ve already touched upon. Here’s a round-up of some of the main advantages:
Why are HR systems important?
Most organisations, regardless of their size or sector, have some form of HR system to help them manage their people data.
With the right HR system in place, organisations can effortlessly streamline time and resource-intensive processes, improving efficiency at all levels and generating valuable savings at the same time. Paper records are replaced by electronic data, paving the way for improved data security, accuracy and cost savings due to reduced admin and better data quality.
Furthermore, HR systems can now be accessed by managers and employees from anywhere in the world. Cloud-based HR management systems eradicate the need for on-premise hosting, enabling HR teams from global organisations – as well as deskless workers – to log in via their computer, laptop or mobile device and access what they need 24/7. Meanwhile, most cloud-based solutions are automatically updated and the data is backed up by the software provider.
It’s widely acknowledged that streamlined and timely HR processes help deliver a better employee onboarding process and create that all-important positive first impression. From a wider perspective, HR systems are also instrumental in improving overall recruitment processes. For instance, historic applicant data can be stored securely and revisited the moment a new vacancy becomes available.
Finally, HR is now expected to provide strategic direction that supports an organisation’s goals. Accurate people data, supported by robust analytical tools, ensures that HR is able to get the necessary insights to make informed decisions and predictions about future needs.
What is the best HR system for medium-sized businesses?
The best HR system is the one that meets the needs of your organisation, as well as each of your stakeholders – including HR teams, line managers, HODs, and employees. Your HR system requirements may include extensive integration capabilities, while others may focus more on customisation and branding functionality; each organisation will differ.
Where possible, take the time to explore the HR system marketplace and see them for yourself. Many leading HR systems providers will only be too happy to provide you with a demo and answer any queries you may have. When it comes to testing out the software, make sure as many end-users as possible are involved in the HR system selection process. It’ll help guarantee you ultimately invest in something that works for everybody.
Selecting the ‘best’ solution very much depends on your organisational needs, which should be the main starting point for carrying out any HR system-related research.
How to choose the best HR system?
As is the case with any software investment, it’s essential you identify the best option for your organisation based on your current and future needs. In doing so, it will save you significant time, money and anguish in the long run.
Start by taking a step back and assessing the HR system landscape while also factoring in any budgetary, technology and time constraints you may have. Define your HR challenges and how you want the system to tackle them, and identify both your technological and business requirements. Your should also seek input from across your organisation, and find out what other systems and processes other departments use that rely on up-to-date, accurate data about their people.
Once you are clear on your objectives and requirements, create a shortlist of suitable HR system providers and obtain all the information you need in order to make an informed decision. Take advantage of demo opportunities and review customer feedback such as case studies and reviews. For more guidance on making sure you select the right solution, read our Top 10 HR system selection mistakes – and how to avoid them.
How long does it take to implement an HR system?
How long it will take to implement a new HR system depends on how straightforward or complex your requirements are.
Simple HR systems can be purchased with a credit card and set up almost immediately. However, if you require something more complex that’s tailored to your specific needs, it can take several months to roll out the implementation of such a system. Before signing up with a vendor, you should understand what the implementation process will be, the expected timescales, any costs and your responsibilities at each stage. Your HR system provider should be seen as a partner you can turn to, to get everything setup and aligned to your needs.
At Ciphr, we believe that a huge factor in the success of any technology project is its implementation. That’s why we’ve created The Ciphr Way, a logical series of steps that take our customers from an initial welcome and project kick-off, through to implementation, approval and handover to our customer success team. The Ciphr Way helps keep everyone on track to achieve their objectives and ensure our customers get as much value out of Ciphr’s solutions as possible.
Examples of an HR system
We’ve spoken a lot about HR systems; now we want to delve a bit deeper into what they look like in reality. Ciphr’s SaaS people management platform includes HR, payroll, recruitment, onboarding and learning solutions, enabling organisations to attract, engage manage and retain their workforce more effectively. And because our HR software is cloud-based, it enables entire organisations to stay connected and work efficiently.
We also provide seamless integration with an ecosystem of specialist, third-party tools using our API technology. Our aim is to help organisations unlock the value of their people.