Free HR Software

Cloud vs Owned

In this category you'll find articles that discuss the benefits and hurdles of using Cloud HR Software verses using locally installed "owned" software. There's lot's to think about here so take your time and choose wisely for your company's future!

If a U.S. company has offices or facilities in other countries, it clearly covers a great deal of territory. Investment, resources, research, development, and production stretch clear around the world. But with a diversity of locations comes a diversity of employees. How does a business connect with this broad body of personnel on a consistent basis? How does it reconcile the vast array of differences to maintain clear and open communication throughout the varied locations? Cloud based HR software offers management a proven and viable solution. Providing the highest levels of efficiency and accuracy, the technology ensures a seamless flow of data on a global scale.

Consider, for instance the organizational value provided by HR systems. While maintaining an orderly assemblage of employee information is a challenge in any environment, the challenge intensifies for globally diverse entities. Cultural and regional differences must be accommodated and yet harmonized with a consistent message to ensure full engagement. By streamlining information through a centrally organized system, cloud based HR software promotes efficient sharing of data through a global network. The result is more consistent and precise delivery of information.   

Cloud based HR technology also improves the consistency of brand image. While each location is characterized by its own regional differences, certain common denominators exist throughout the broad range of global facilities. HR software helps blend the global commonalities into a consistent brand and company vision. No matter where employees are located, they’re receiving the same company image. Not only does this consistency facilitate greater employee engagement, it also promotes a stronger connection between personnel and brand.  

If you have any questions about the benefits of cloud based HR systems for global companies, please reach out to Our team is ready to provide additional information and answers to all your questions.

Given the growing problem of digital security breaches, it’s only natural for HR managers to be on high alert. As a result, many of these dedicated professionals are looking long and hard at automated HR software. Does it put them at risk? What are the chances of a breach?

These concerns are especially pronounced when the software under consideration provides an online connection.  Like many other users, wary managers see hackers, viruses, malware, and the like as very real threats lurking in the dark and ready to invade.

Rest assured, designers of HR systems have taken these threats into account. Consequently, the technology generally provides an exceedingly high level of security protection to businesses and users. This safety is particularly evident in cloud based HR software.

When developing cloud based systems, programmers waste little time getting their defenses in line. Rigorous safety measures are incorporated from the moment the first bits and bytes are programmed into an HR application. As a result, encryption is a deeply entrenched feature of the software. All information hosted in the remote regions of a cloud is securely encrypted to prevent unwanted exposure to unauthorized personnel. Furthermore, the data is severely restricted, further reducing exposure possibilities. Only when content is needed by a user is it transmitted to the individual.  

Also working hard to prevent security breaches are various identity-confirmation tools incorporated with HR software. Users intending to access company information must satisfactorily pass a series of digital ‘checkpoints. These include password entry and other reliable verifiers. With these identifiers in place, access to sensitive information such as employee records and financial data is restricted solely to authorized personnel.  

If you have any questions about the data security of cloud based HR systems, please reach out to Our team is ready to provide additional information and answers to all your questions.

Technical Aspects

There are many technical aspects to consider when you searching for an HR Software system. The articles below take many of those into account. So take a few minutes and go through our technical articles about HR Software as there's allot to consider and allot riding on your decision. The good news is the decision is as simple as our software is! Sign up today for your free trial.

In the fast-paced business world, expectations invariably rise after the installation of HR software. For management, the installation sets the stage for a series of positive results and long-awaited improvements. But how does the managerial team know if the results match or exceed expectations? For the most part, they can rely on the dashboard built into an HR system. As with dashboards associated with other types of applications, these display various metrics linked to employee performance. With this information at management’s disposal, they can evaluate and analyze a wide range of employee performance factors. In the process, both strengths and weaknesses are revealed in depth, providing a clear picture on which to base key decisions and proposed solutions.

In many cases, performance metrics provided by HR technology probe the depths a little deeper than usual. Rather than simply provide a batch of statistics, the software can supply data that reveals possible reasons for specific outcomes.

The dashboard accomplishes its goal by covering a wide range of performance factors. Revealed via this info-source are data related to employee productivity, number of personnel on leave, internal costs, etc.  Basically, the dashboard provides every scrap of info management needs to make sound decisions.  

Data displayed via HR software dashboard, for instance, can help expedite the task of skills assessment. What is the current skills level in a department as opposed to its target level? How wide is the gap between the two?  The metrics provided via dashboard can deliver quick, real-time answers to pressing question such as these.

If you have any questions about metrics provided by HR software, please reach out to HRsoftware.ME. Our team will be happy to provide additional information and answers to all your questions.


You may have already read other articles on avoiding mistakes when choosing HR software. You hopefully know by now that not calculating your expenses correctly or ignoring senior-level management can end up costing you time and money. But have you considered some of the technical aspects of human resources management systems that could end up costing you just as much trouble?

Look through this list of technical aspects you need to pay attention to when considering an HR software purchase.

1) Security is crucial. Security is probably even more important than the HR software's pricing and features, though these should obviously be up to par themselves. But nothing about the program will matter if there are constant loopholes and threats to your data's security. And depending on the type of HR software you purchase, lease, or have hosted, security will come in many different forms.

User Friendly

Below are a collection of articles about how important a User Friendly interface is written from several perspectives. Take your time and read through them but don't wait to take our free trial. You've got nothing to lose and everything to gain!

While HR software offers numerous benefits, it shares one egregious trait with other data systems – it may be vulnerable to security breaches. Indeed, the prying eyes are out there, and even if you believe your enterprise to be inconsequentially small, the possibility of intrusion remains. Size, in this case, doesn’t matter. Big, small, or medium, all businesses must protect themselves from the threat of unauthorized access. Does this mean the implementation of extensive safety measures for HR technology? Not necessarily. In fact, protection often can be gained through the employment of very simple, common sense precautions. 
One of the most easily-accomplished precautionary steps is logging off when the work is done. This measure seems ridiculously self-evident. But in a busy company environment, it’s far too commonly forgotten. Users sometimes leave their posts in great haste, bound for wherever. In the process, they neglect the very simple task of disconnecting. How easy would it be for an unauthorized user to access sensitive information? As easy as a click or two. Akin to this misstep is leaving employee data visible while working. Protection against this possibility is offered by the screen privacy filter. Easily fitting over a monitor screen, this effectively obscures the screen view from a variety of angles.  
Following the silence is golden principle also is an excellent means of protecting data stored in HR systems. Strict silence, of course, is not mandatory. But when in public or in the vicinity of others, even if those others are employees, HR personnel should avoid repeating personal information aloud during phone conversations. If information must be verified, have the person on the other end say it again.  
If you have any questions about HR software security, please reach out Our team will be happy to provide additional information and answers to all your questions. 
No matter how successful the initial implementation of HR software, questions will arise. Answers to these questions are crucial -- not only to facilitate the smooth transition to a new system but to reassure users at all levels of its overall effectiveness. The answers, in effect, help establish the validity of adopting the software. During the break-in period, the new system’s value is not yet firmly established. After all, the previous setup might have been old and cumbersome, but at least is worked. Any new HR system automatically is thrust onto the proving grounds. As the answers to important questions emerge, decision makers (hopefully) will gain the proof needed to justify acquisition of the untried technology.   
One of the first and most obvious questions to be answered is -- Is the new HR technology functioning as expected? Expectations, of course, will vary from enterprise to enterprise. But no matter what the variations, the hoped-for results must conform to given parameters. Thus, these parameters must be known and set in stone prior to implementation. Clearly, decision makers should create a detailed profile of expectations. Once the new system is operational, expectations can be correlated accurately with results. 
Error identification is another crucial factor that raises questions during this initial stage. As with any other sophisticated digital system, HR technology is rarely free of flaws. What’s important during the launch phase is the quantity and severity. Again, parameters should be established well in advance of implementation. Is the number of errors within acceptable boundaries? And equally important -- Are they corrected within an acceptable time frame? Answers to these questions further establish the value of a newly-implemented HR system. 
If you have any questions about evaluating the initial performance a new HR system, please reach out HRsoftware.ME. Our team will be happy to provide additional information and answers to all your questions. 


Budget is a huge concern when purchasing HR software. You'll find budget related articles below to help you navigate and decide on the right software for your company.

One of the first questions asked by anyone considering HR software is this: How much will it cost? This is a fair question. Budgetary constraints are a fact of life for virtually every business. Therefore, all solutions must fit existing parameters. But an equally important question is: How much will not getting an HR system cost? As it turns out, the amount could be significant. For a relatively small investment, the software improves operational efficiency in several ways. In the long run, the cost savings provided by the improved efficiency will far outweigh the investment costs. Consider it an ongoing dividend.  

A properly-implemented HR system enables staff to manage employee information with incomparable speed and accuracy. This holds true whether the employee count is 10 or a 1,000. With a conventional paper document system, the tracking of employee records is a major time and energy drain. Even a simple vacation day inquiry can divert resources for lengthy periods.

HR software completely changes the game. By streamlining the tracking process, the technology significantly reduces info-tracking time. Ultimately, the time-savings translates to cost-savings. Multiplied month after month, the cost reduction can have a tremendous impact on a company’s bottom line.  

HR software also offers savings in an intangible yet extremely crucial area – data security. Paper documentation leaves a company’s vital records open to virtually anyone. An HR system, on the other hand, restricts access to select, authorized individuals. Sensitive information therefore is less vulnerable to breach than it would be under a conventional system.  

If you have any questions about the cost savings offered by HR systems, please reach out HRsoftware.ME. Our team will be happy to provide additional information and answers to all your questions.

hr-software-budgetIf you’re looking for new HR software, you’re in luck; there’s no shortage of options out on the market right now. However, you’ve also got quite the chore on your hands because of all those options. How are you supposed to know which HR software package to choose?

Your first consideration should arguably be finances. If your current company’s budget simply will not allow for the new purchase or upgrade, there’s no reason to be looking for a human resources management program at this time.

But if you know it’s imminent that you’ll need new software, you’ll want to ask yourself the following three questions. Make sure you answer each one thoroughly so that you’re prepared to go out and find the best HR software solutions available for your company.

HRIS Practical Questions

In this category you'll find articles that present very practical questions to ask yourself when shopping for a new HRIS Software System. Take a few moments and read through but don't wait to sign up for your free trial!

easy-hrms-softwareYou’ve reached the stage in your buying process where you’ve started to pick out HRIS Software that looks appropriate for your business. Lots of questions and concerns have undoubtedly been raised and discussed by now, but more will always pop up until you end up actually plunking down the cash for your new program.

However, the following are three questions are ones that you really don’t want to forget to ask yourself and your company’s decision makers when you’re debating the purchase of a new HRIS Software package. 

How easy is the system to use?

Depending on the number of your employees who will be using this new human resources management software and their varying computer skills, you’ll need to find a program that everyone will be able to figure out.

HRIS Purchase Guide

In this category of articles you'll find HRIS Purchase Guide information. We hope that these golden nuggets of information about the path to purchase software should help immensely.  Take your time and go through it and let us know what you think. But most importantly, take the free HRIS trial right away. There is nothing to lose but your spreadsheets.

Buying or upgrading your company’s HRIS Software is not a task you can complete within a few days or even a few weeks’ time. The process can take several months, possibly even a year, because you want to make sure you’ve done all your due diligence and looked at all the best options possible before you actually sign on the dotted line.

However, as long-term as the process may be, the steps you need to take before purchasing quality HRIS Software are actually quite simple if you look at them from a broader perspective. Breaking down the steps into smaller chunks will help you process them one by one when the time comes, and really analyze each step before moving on to the next.

Mistakes to Avoid

Mistakes are easy to make when purchasing your HRIS software. The following articles are here to help you avoid the common mistakes when on the hunt. Take a few minutes and read through them. Let us know what you think by commenting or rating them. Hope they help!

hris-mistakes-to-avoidThe world of HRIS Software is a huge one. You can find companies who have been in the industry since its inception, and others who are just getting into it with the promise of the next best option. All of these voices scrambling for attention sometimes make it hard to figure out exactly where to start or how to find the human resources information system that’s right for your company and its needs.

Unfortunately, as you’re searching for all this information, you can easily overlook some vital aspects to HRIS Software and what it can or cannot do for you. Here’s a list of some of the worst mistakes your company can make when it comes to starting and embarking upon your journey towards a new HRIS.

What is HRMS

In this category you'll find explanations of what exactly is HRMS Software. We think you'll find that looking from vendor to vendor what's included and what's not will vary. But we'll try to get you on track with regards to what to expect and some unexpected surprises.

If your company has been fortunate enough to grow steadily over the last few years, you probably have some new decisions to make.

For starters, you’ll need to figure out how to reorganize the office to make sure everyone has a desk or work-space, especially if you plan to continue growing. You’ll also need to start paying attention to how the company overall is functioning with its new employees and their interaction with the older ones.

And somewhere in there you’re going to have to consider purchasing some HRMS Software, or at the very least upgrading the one you have now that’s not able to do everything your company will need.

HRMS software is fast becoming a critical component of businesses large, small, and medium. Many enterprises have implemented the technology, with highly favorable results accruing therefrom. Still, other businesses are on the fence, awaiting the right moment to make the transformation. When that moment arrives -- and it’s arriving with greater frequency throughout the globe – decision makers still will be faced with an overriding question – which system is right for the enterprise? As with most business decision, it’s not easily made. Many factors must be considered before committing to a system that undoubtedly will have long-lasting repercussions on many levels.

For managers and owners contemplating HRMS technology, one of the most crucial factors to consider is its interface. User friendliness is paramount. Many, if not most, personnel will feel understandably uncertain about the prospect of converting to a new way of doing things. This, despite, the known advantages of the new system. Apprehensions will dissolve and acceptance garnered only after comfort levels are raised. HRMS systems, therefore, must offer a consistently-intuitive interface that conforms to user needs and expectations. Software that fails to deliver on this account likely will decrease comfort levels, trigger resistance, and ultimately prolong the learning curve to unproductive lengths.

Also critical for the effectiveness of an HRMS system is scalability. Most businesses are geared toward growth. Consequently, human resources technology must readily accommodate expected expansion of personnel. Scalability, of course, also applies to movements in the opposite direction. To meet the demands of downsizing, HRMS technology should easily adapt to the shift. The key is flexibility.    

If you have any questions about choosing HRMS software, please reach out to HRsoftware.ME. Our team will be happy to provide additional information and answers to all your questions.

HRMS Need It or Not

So the question is do you need HR Software or not. Well we'd of course have to say.. "YES, are you kidding me"! How long are you going to continue to use those spreadsheets and filing system?  Below are some more reasons for using it, but you already know you need it so just take our free trial for a test drive.

One of the biggest challenges of the business world is maintaining employee involvement. Too often, worker attention drifts and motivation dwindles. Once employees disconnect in this way, businesses face an uphill battle bringing them back. Nearly impossible is an apt way to describe the situation. Fortunately, there’s an effective solution to this disturbing state of affairs. A reliable HRMS system provides an efficient means for identifying and tracking crucial variables impacting employee involvement levels.

Clearly, there’s an urgent need for effective HRMS software to counteract ebbing worker involvement. Consider, for instance, the direct correlation between employee involvement and productivity. In general, the less connected employees are, the further productivity drops. Dwindling productivity, of course, generally takes profitability in the same direction. Basically, wandering hearts and minds are bad news for the bottom line. The good news is HRMS software.

How do HRMS systems counteract dwindling employee attention and motivation levels?  Consider their sophisticated feedback mechanisms. These target key areas of employee activity. For example, a system can track company goals and the progress of workers in meeting them. Reported deficiencies can be addressed with appropriate solutions.  

HRMS systems also eliminate intrusive employee evaluations. Traditionally, the face-to-face interview has been the method of choice. Unfortunately, interviewees often see these as high-pressure encounters. HRMS software takes the interview online, reducing the pressure factor and creating a more personalized experience. Workers feel free to speak their minds, thereby generating more accurate feedback concerning their attitudes, concerns, strengths and weaknesses. All in all, it’s a much more positive interaction.

If you have any questions about improving employee involvement with HRMS software, please reach out to HRsoftware.ME. Our team will be happy to provide additional information and answers to all your questions.

If you’re reading this article right now, your company most likely doesn’t have HRMS Software to help organize your business. Or you may actually have one already, but you’re not pleased with how it’s working out for you.

However, you’re probably also here because you’re very curious about the prospect of having an employee management system that’s reliable, useful, and efficient, and you want to figure out whether or not it’s suitable for your company.

Before you start shopping around for a good human resources management system, you need to take an honest look at your company’s time and employee management needs. Don’t skip out on answering the hard questions – if you do, you could miss out on a vital component you need to help improve your business’s processes, and you could end up disappointed in the HRMS Software you buy because it falls short of meeting some of your needs.