Future of HRMS Software in the Indian Market

HR Software

Human Resource undoubtedly is one of the most essential parts of a business that results in managing employee’s data, hire a talented workforce and nourishes the overall framework of the organization with the help of an HRMS software. One of the major technologies that have been growing exponentially is the Human Resource Management Software (HRMS). No matter, what the size and the scope of your business organization are, an HRMS software will be at the mainstream of operations to streamline information of every single member of the company.

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The upcoming ecosystem of this software-driven market has made most of the business and organizations innovative, cost-effective and efficient. HR software is primarily designed for a better performance of the company rather than employees. It is designed for making life easier for employees so that they can get rid of highly manual tasks in their everyday workplace scenarios.

Technically advanced HRMS software, allows you to highlight the complete information of the staff, their goals and performance. Even complex decisions to hire completely new talent and knowledge regarding the salary, deductions, leaves can be kept under one digital roof without relying on different traditional means.

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Today’s modern day HRMS software in India is more employee-centric over traditional systems. Driven by this, the HR platforms are entirely changing – shifting from cloud to mobile; explosion into analytics, the emergence of videos, behavioral economics and the experience they deliver, all have been contributing to the greater benefit of people management.

The major shift in today’s HR software in the market is from tools that automate to platforms that enhance the employee experience. Let us look at some significant changes that have been influencing the HR software in India, leading to a better employee experience.

What does Mobile HR look like?

There is an ability to send emails to people and ask them to take action on their desktop. Switching to mobile is far more than adding a different button to that email. Today’s mobile HR technology lets you push time-sensitive data and tasks to people so that it can be addressed at the moment when it’s relevant to the person’s job, regardless of whether the employee has a company-issued computer or not.

Employees who have a company-issued computer and those that are without a desk can have the same HR capabilities when these are enabled through mobile. The new generation of HR software is creating mobile apps that help employees to stay engaged. Checking one’s payroll, time tracking (which can be automatic mainly using the phone’s location services), submitting a leave request, and completing the required training are just a few of the ways that mobile devices enable employees to achieve routine and complex HR functions on their own, particularly reducing administrative costs for the HR department. Not only does the mobile access keep your workflow moving faster and your employees more engaged, but also the employees feel more empowered by having better tools which mainly impact retention of good talent. Integrating this with social functionality can help these tools gain traction even faster, as people feel appropriately connected with their colleagues and have a stronger understanding of company mission, which helps with employee retention.

Longer-Term Performance Management

The other side of the performance management software is handling the long-term process. At this position, we are on the brink of talent management; but placing aside your high-performers and stars of tomorrow, all employees can benefit from a perspective that goes beyond a year.

First of all, there’s simple recordkeeping. An HRMS employee database with integrated performance management functionality gives a performance history for the entire tenure of each employee – a bigger picture with the opportunity to look at trends, patterns, or one-off blips.

This longer perspective can also sync performance management to career planning. The right HRMS can help set out primary career objectives, identify the support needed to achieve them, and monitor the progress. The scope of performance can also be extended in another direction: that of the team. Subject to setup and integration between systems, an HRMS can potentially reach employees’ electronic communications and contributions. By mining such data with particular types of transaction in minds such as those between team members and colleagues, team performance can be analyzed more deeply, recognizing any barriers to greater efficiency of working; effectively it turns out to be a ‘whole team’ feedback tool.

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Why an HRMS is always the best way to get more out of HR analytics

Volume and modification of data is a key to using analytics, and although most organisation’s people information doesn’t yet approach the amounts needed for exact Big Data, it’s getting there, and your HRMS is the primary store of such knowledge.

Analytics and reports can be categorized in three ways:

Broader operational reports: These tap into deeper sources of information – useful for benchmarking performance.

Strategic outputs: Using statistical analysis and segmentation to create ‘human resource analytics models’ – more applicable to long-term decision-making.

Predictive analytics: Scenario planning and detailed analysis derived from multiple data sources – offering strategic insights.

In the past, HR has been limited to only the first two categories but with more advanced HRMS functionality, and exceptional integration between different databases and sources, current software can now offer the user with higher level insights.

Darwin box is your end-to-end HRMS solution that manages the entire lifecycle of your employees with integrated solutions.

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