Usually considered an administrative function, human resources (HR) are now invested with a more active role: managing the most valuable asset of a company, namely its staff. In line with this new trend, HR planning (HRM French for “Human Resource Management” or HRIS for “Human Resource Management Information System”, in English HCM – Human Capital Management) are intended to improve . and streamline the management of employee activities, current and future, in a business
- human capital management includes:
- the search for talent and recruitment of candidates,
- the management of the pay and benefits of employees,
- the management of the review process Performance
- the possibility of promotion of employees and development of their skills through internal training and employment opportunities
- simplification of collaboration among employees through social media
HR management software market includes those requests.
sign of the times, in 2012, Oracle bought Taleo and SAP completed its acquisition of SuccessFactors. Both companies were looking for a cloud-based talent management software to support their core HR offering. In 2012 also, IBM completed its acquisition of Kenexa as part of its Smarter Workforce offers
Human Resources Management Tools Software Categories
Human resources management tools and human capital are divided into three categories:. basic HR tools, talent management tools and employee engagement tools
The basic tools are the minimum required for the operation of any HR organization. They generally include the following modules:
Social benefits , to manage retirement savings plans and employee participation, their mutual health and life insurance, paid holidays, etc. .
Pay and Benefits , for managing employee salaries, retirement savings in premiums and contributions and deductions for mutual and other programs which contribute the employees. This module calculates the deductions for taxes, establishes paycheques and provides integration with banking systems for the deposit.
hours, presence and planning , which provides tools allow staff to plan the work and follow his hours and his diligence. This module also tracks the days of sick leave available and used. Many products are based on the rules defined in the company to automatically issue alerts when employees do not reach the planned work objectives.
Management Tools Talent
The talent management tools enrich the basic HR functions with features that allow businesses to develop their staff. They include the following:
Employment , to store information on the candidates and job applications to monitor during the entire operation. This tool also provides integration with other HR applications and allows for background checks.
Training to create a centralized repository of training with a gate. This module follows the formation and development of employee skills, new or old. It also allows the development, delivery and management of content as well as the definition of training plans and certification courses. It can also link these skills course conditions and certification requirements for notice of internal vacancies. It often contains testing capabilities and online reporting.
Performance Management to record and track employee performance reviews. This module includes tools for measuring and monitoring goals.
Benefits Management , to maximize benefit systems by rewarding the best people with bonuses or incentives based performance and avoiding overpaying the unproductive elements.
Planning Probate / Management , to create plans to retain executives with strong potential, create pools of talent to develop the business and avoid interruptions due to unexpected turnover. This enables companies to systematically evaluate talent internally and externally for the lead roles.
Workforce Planning , to provide analytical solutions to assess trends related to employees and plan ahead
employee involvement Tools
The involvement tools employees take advantage of social media and mobile technology. These allow employees to collaborate actively throughout the company and access to HR self-service portals to register for training, visit vacancies and qualifications, manage their time and presence and to review the company’s performance.
Mobile Access / Collaboration , to grant access to all company employees to communicate “on the fly “to exchange key information on projects, to find experts and content and contribute to the renewal of the latter.
Mobile access is also used to send and receive real-time alerts and contains all company employees contact information. Moreover, this self-service access allows employees to view their record of service and salary and enroll in training they can handle themselves. Most software are compatible iPhone, iPad and Android.
More and more companies, especially in SMEs, choose HR systems in the cloud rather than on site for reasons of economy and lower Maintenance The top five players in the cloud in this area are SAP -. which bought SuccessFactors – Ultimate Software, Workday, Oracle – which bought Taleo -. -Kenexa and IBM However, on-premise software are more common in large companies, because they are already well established
HR Software Marketing
For security reasons, large companies prefer to keep the information on their management staff directly via a system on site in their own datacenter, and not in the cloud. Conversely, SMEs take the opportunity to move to the Cloud to avoid purchasing software and hardware that require on-site maintenance.
Regardless of the location of the software on premise or in the Cloud, suppliers follow market developments either by innovating (see Workday and its software “free IT”) or by incorporating their tenders have already been proven through strategic acquisitions (see SAP / SuccessFactors and Oracle / Taleo).
These innovations are concentrated in the areas of acquisition and talent management, and employee involvement. In some cases, new HR tools beyond the scope of the workforce of the company to be interested in the management of external providers and other professional resources. This is an absolute necessity for international companies as well as those that depend on external and temporary providers to strengthen their core employees.
Who manages the software?
In general, HR services overall responsibility for managing the software, but with the rise of new technologies (such as cloud, social media and new mobile features), IT will play an equally active role in the management of Software and suppliers
. By investing in HR software, companies are looking for solutions their current problems in recruitment, retention, compensation, development and administration of their labor. The expectations for core HR tools have not changed, but businesses, whatever their size, focus more investment on talent management. This will be followed a strategy in two or three years devoted to develop and transform their software HR tools used by employees to collaborate and participate in HR self-service functions via social media. The HR software chosen by your company must be able to adapt to this roadmap.
Determine the needs of your business
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