If you're a small or medium-sized business (SMB) owner or HR manager, you know how much work goes into managing your people-related processes. From onboarding new hires to tracking vacation days to conducting performance evaluations, it can be a lot to keep track of. That's where HRIS software comes in!
A human resources information system (HRIS) can streamline and automate all of those HR processes tasks and more, making your life easier and your business run smoother. But with so many options out there, it can be tough to know where to start. Don't worry, we've got you covered!
Here are six things to consider when deciding whether to purchase HRIS software for your SMB, whether you have an HR lead or you're a one-person HR department.
Your business needs: Before shopping for HRIS software, it's important to understand what your business needs from the system. This will help you narrow down your options and choose a system that meets your specific requirements. Consider what HR processes you want to automate, what type of data you need to track, and how you want to access and use that data. Some questions to ask yourself include:-
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- What HR processes do we currently do manually that we would like to automate?
- What types of data do we need to track, such as employee records, benefits, or performance evaluations?
- How do we want to access and use this data? Do we need real-time access, or is periodic reporting sufficient?
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Your budget: HRIS software can range in price from a few hundred dollars to several thousand euros per year, depending on the features and capabilities you need. Determine your budget upfront and look for systems that offer the features and capabilities you need within your price range. It's also important to consider any ongoing costs, such as maintenance fees or training expenses. Some questions to ask yourself include:
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- What is our budget for HRIS software?
- What features and capabilities are essential for our business, and which ones are nice-to-haves?
- Is the pricing easy to follow or are there hidden costs?
- Is there a cost associated with getting started and implementing?
- Are there any ongoing costs, such as maintenance fees or training expenses, that we need to consider?
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Ease of use: HRIS software is only useful if it's actually used, so it's important to choose a system that is easy for your employees to navigate and use. Look for systems with intuitive interfaces and user-friendly features, such as drag-and-drop functionality or simple-click automations. Some questions to ask yourself include:
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- How intuitive is the interface? Is it easy to find and access the features we need?
- Are there user-friendly and modern features?
- Does it require training and/or additional support to get started?
- Is there a demo or free trial available so we can test out the software before committing to a purchase?
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Integration with other systems: If your business uses other software or systems, it's important to choose an HRIS that can easily integrate with them. This will ensure that your data is consistent and up-to-date across all of your systems, and it will save you time and effort by eliminating the need to manually enter data in multiple places. Some questions to ask yourself include:
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- What other software or systems does our business use?
- Is the HRIS software we are considering able to integrate with these other systems?
- How will integrations with other systems improve efficiency and streamline HR processes for our business?
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Scalability: As your business grows, you may need to expand the capabilities of your HRIS software. Choose a system that is scalable and can grow with your business. This might mean looking for a system that offers a variety of pricing plans or one that can be customized with additional features as needed. Some questions to ask yourself include:
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- How do we expect our business to grow in the next few years?
- Does the HRIS software we are considering have the capability to grow with us?
- Are there options for customizing the software with additional features as needed?
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Customer support: Finally, consider the level of customer support offered by the HRIS vendor. Look for a vendor with a reputation for responsive and helpful customer support, as you'll likely need assistance with implementing and using the software. It's also a good idea to ask about the availability of training resources, such as user guides or online tutorials. Some questions to ask yourself include:
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- What level of customer support is offered by the HRIS vendor?
- Is the vendor known for being responsive and helpful when it comes to customer support?
- Are there training resources available, such as user guides or online tutorials, to help us get the most out of the software?
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HRIS software can be a game-changer for SMBs of all sizes and industries. Whether you have a dedicated HR lead or you're a one-person HR department, a good HRIS can save you time and effort, streamline HR processes, and provide valuable insights for decision-making.
By considering your business needs, budget, ease of use, integration with other systems, scalability, and customer support, you can choose the right HRIS software for your business and get back to doing what you do best - running your company! Don't be afraid to shop around and try out demos or free trials to find the perfect fit for your SMB. Trust us, your future self (and your employees) will thank you.
