Personnel software can exist independently in the form of a superstructure to payroll and attendance systems. In such software, it is not possible to process wages and record in what period of time the employee was at work, how many hours he actually worked, and how long he was at lunch. Attendance and payroll systems cater to these functions. The advantage of separate personnel software is a number of specific and sophisticated functionalities related to HR processes, but also the possibility of access to personnel software not only for HR, but also for other employees.
Personnel software can also be purchased as part of a payroll or attendance system. This type of software is attractive in terms of a large number of functions, however, it is not very attractive due to its complexity, and often HR is not sufficiently addressed in it.
Personnel software and its features
There is no standard that specifies what HR software should include. So what is the key factor in choosing a good HR software? And what are its most common features?
- Register of job applicants
- Employee onboarding
- Records of employees and their documents
- Creation of documents for wages
- Attendance records
- Registration of vacation
- Registration and management of labor benefits
- Register of business trips
- Maintaining information about the content of work and competencies of employees
- Employee evaluations and personal development plans
- Job classification of the employee
- Operational records on employees
- Register of work aids and equipment
- Manage employee privileges
- Termination of employment of an employee
Onboarding and employee data logging
The basis of personnel software is the record of employee data. This data is used not only for keeping records of employees in the digital environment, but also for other company processes. This is also associated with the so-called onboarding of employees, or another very useful function that saves the time of HR professionals. Are you hiring a new employee? Send him a personal questionnaire through the staffing software. The data that the new employee fills in a special online questionnaire is automatically written into his employee card directly in the HR software. The personnel officer can only check the completed data, not rewrite it.
Management of documentation in personnel software
An online record of their documents is also part of the employee register. If the software offers the option “Familiarize yourself with documents” already when onboarding, you have less to worry about. Assign the employee the necessary documentation and see if he has already become familiar with it. All this without printing papers and eternally reminding yourself. The software does everything for you. You can add to the employee all his documentation from employment contracts and payslips, through medical forms to certificates and handover logs.
Approval by absences
Of course, the personnel software should be a record of vacation or attendance of an employee. Good staffing software is accessible to both recruiters and employees. It should be a link between the company's HR and other employees. Record the attendance of employees, approve vacations and thus create documents for wages.
Other handy features of staffing software
Another useful function of personnel software is the registration and management of labor benefits. Order and manage employee benefits directly from the HR software.
Record business trips, create personal development plans, employee evaluations, organizational structures, and so on. You can also register the property of employees.
Don't you want every employee in the system to have equal rights and be able to view the personal data of other employees? Adjust his powers at your discretion. goodly HR Software this setting will allow you.
Personnel software as a real benefit to the company
How to know if it will Personnel Software a real benefit to your company? Consider whether it contains all the features you need in your company. If not, find out if it is possible to additionally program the required functions to suit your company. Good HR software should be constantly evolving and should be regularly updated with new features in response to company requirements or current situation. Take a look at the roadmap of the planned functions of the personnel software and find out what new developers plan to add to the system and in what time frame.
If possible and convenient for you by the software provider, purchase only those software components that you will actually use. If a company has a so-called marketplace, examine its individual components and purchase software modules according to your requirements.
Last but not least, try out the demo version of the software in question and have it presented by an expert. If the provider of the HR software allows you to try it out, do not hesitate to use this offer. Test how you work with the system, whether it is clear for you and really allows everything you want. If you are interested in the demo version, let the individual features be presented by an expert from the company that offers the software. You can deal with any ambiguities or arrange turnkey adjustments.
If you are thinking about acquiring personnel software for your company, try the demo version of the software Pinya HR and see if our HR software is the right choice for your company. You can try hereunder.
