The Business Case for a Human Resources Management System ...

The Business Case for a Human Resources Management System (HRMS)

Posted Mar 28th, 2012 By smallbox in Blog With | Comments Off

One of the greatest challenges in Human Resources today is maintaining a competitive workforce. Companies need their employees to do more with less; less budget dollars, less department resources, and less time. HR Professionals need to manage everyday demands, stay current with changing regulations and growing reporting requirements in addition to thinking and working on a strategic level to help the company grow and prosper.

Whether you have 2 employees or 200, being able to manage HR issues that arise is a must. Smaller companies without? a dedicated HR department need even more help because the employee that is fulfilling the HR function usually has another full-time job. With the development of HR specific software, many of these? functions are streamlined so you and your staff can focus on other pressing issues ? like your bottom line.

We have partnered with Sage Abra to bring our clients an HR Software to help them leave behind the spreadsheets and manual documentation methods of the past and move into the 21st century.

The 3 keys to our HRMS package are:

1. HR ? Track major compliance information, simplify benefits administration and manage employee information. Easily access important information like job history, performance reviews, and education.
2. Employee Self Service ? Provides a central location to view and manage personal data and company information. Employees can request time off, view skills, job history and performance reviews, and so much more. If you are able to connect the HRMS to your payroll provider, employees even have the ability to print their check stubs. Managers can access employee information, approve time off requests, and view past performance reviews.
3. Attendance ? Provides flexible, intuitive set up and management of unlimited employee paid and unpaid time off plans, such as vacation, illness, leave of absence, and paid time off.? It supports accrual and lump sum calculation methods and allows you to track year-to-date hours available versus year-to-date hours taken. You can also manage and report on full or partial FMLA leave, including certification and?re-certification?dates.

In using a system where all data is centralized, you can rest assured the data accuracy will allow you to make the best possible decisions for your workforce, your company, and its future.

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