Free HR Software

User Friendly (39)

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!

Friday, 19 January 2018 22:03

How HR Software Users Can Improve Employee Privacy

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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 HRsoftware.me. Our team will be happy to provide additional information and answers to all your questions. 
 
Thursday, 11 January 2018 21:06

Answers Needed

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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. 
 
Friday, 05 January 2018 19:12

Pre-Launch Plan for HR Software

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For businesses making their initial forays into the world of HR software, the first day of use likely will be both exciting and challenging.  An unfamiliar experience awaits, an experience fraught with uncertainties and perhaps a few bumps in the road. Arising at the stage are natural questions such as ‘will the system perform as expected once operational’ or ‘will personnel readily adapt to a new way of doing things?’ Despite all the pre-operational testing and rigorous training, the possible unknowns always must be seriously considered. Since unknowns remain just that until all systems are go, enterprises will handle surprises best by having a preparatory plan firmly in place. 
 
An important component of HR technology pre-launch preparations is the ready availability of exceptional adapters. Those who’ve proven themselves particularly adept during the training stage should be easily accessible to assist personnel riding a higher learning curve. By providing answers and guidance at all levels, this group of advanced users can minimize the adaptive timeline of remaining staff. The alternative, of course, is a mad scramble to acquire needed information and skills, a result that ultimately will tax departmental efficiency.     
 
Readily accessible technical support is another component necessary for the successful launch of any HR systems. No matter how well the technology performs during pre-launch testing, glitches and other unexpected issues may arise. A support team ready to tackle the full range of hardware or software surprises will reduce the number of unproductive hours wasted while a system is offline or operating at reduced capacity. 
 
If you have any questions about pre-launch preparations for new HR software, please reach out HRsoftware.ME. Our team will be happy to provide additional information and answers to all your questions. 
 
Thursday, 28 December 2017 22:25

Budgeting for HR Software

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In the long run, the acquisition and implementation of HR software will help lower operating costs of enterprises large, small, and medium. Over time, significant cost savings will become evident thanks to the greater efficiencies and productivity resulting from the technology.  In the interim, however, the implementation of an HR system, even if just an upgrade to an existing system, will require the allocation of funds. Cost-conscious businesses will, of course, strive to minimize cash outlays while affording themselves sufficient funding to acquire the desired system. Clearly, budgetary considerations come into play. 
 
Budgeting for HR software is not unlike establishing expenditure parameters for other acquisitions or services. Careful planning is crucial. Budgetary plans should address both HR and IT personnel participating in the implementation, use, management, or maintenance of any newly-introduced system. Know the cost of each participant and integrate these sums with all expenses associated with the software itself. Bear in mind, cost overruns are a risk to any enterprise. Meticulously identifying the full range of expenses, software and personnel, will help minimize budget-busting excesses.   
 
It is not uncommon for enterprises to leave updates and maintenance expenses out of their budgetary calculations. Also frequently absent from the picture are the costs of ongoing user training. Such neglect often proves extremely disrupting down the road as management discovers (to their extreme distress) surprise costs heaped upon their shoulders. Fortunately, enterprises can prevent the disruptive effects of unexpected update, maintenance, and training expenses by incorporating these costs, to the minutest detail, into proposed budgets. 
 
If you have any questions about budgeting for HR software implementation, please reach out to HRsoftware.ME. Our team will be happy to provide additional information and answers to all your questions. 
 
Given the importance of employee productivity and contributions, an effective performance management system is indispensable in the contemporary business environment. Integrated with HR software packages, this solution offers human resource leaders a valuable tool for measuring employee performance -- both in the short-term and for longer periods. Data provided by this technology gives management critical insights that lay the groundwork for improvements in workforce effectiveness. Moreover, such a system assists decision makers in both attracting and retaining the highest caliber personnel.  
 
Selecting a performance management system that works within a suite of other HR technology solutions requires a careful assessment of current needs. Before evaluating the possibilities, decision makers must determine their goals well in advance. Are you facing a particular problem with productivity? Do you seek key metrics related to employee reviews? Questions such as these must have answers before exploring the range of performance management systems. Knowing your objective will help you discover the right fit and eliminate wasteful and costly trial and error processes. Up and running is more likely when goals and needs are in proper alignment. 
 
Performance management integrated with an HR system also must cater to those who’ll be at the controls. User friendliness is crucial and must be built-into any implemented solution. Characteristics of a user-friendly system include intuitiveness and ease of navigation. Considering the necessity of winning over staff, a friendly system is vital. Any struggle to adapt to a new technology will delay and possibly even prevent total acceptance. The easier to use, the more readily staff will opt in. 
 
If you have any questions about performance management systems, please reach out HRsoftware.me. Our team will be happy to provide additional information and answers to all your questions. 
 
Friday, 15 December 2017 16:18

Managing the Transition to HR Software

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If you’ve finally made the long-awaited decision to implement HR software, you next must consider the available transitional capabilities of your enterprise. Do you have the resident expertise necessary for a successful conversion to a new system? Or must you enlist the services of an external resource? If the answer is ‘yes’, the road to implementation is conveniently at hand. However, if the answer is ‘no’, the solution is more complex. Without question, you must seek a capable and qualified software advisor who understands the ramifications of merging HR technology with your existing human resources structure.

Once you establish the need for an expert who can implement HR technology, the road to success is just beginning. The next step down this road is qualifying the expert. The less knowledgeable staff members are about HR software, the more thoroughly prospective consultants must be questioned. The resulting answers will give decision-makers a clear picture of candidate qualifications and a solid foundation for making a sound and productive decision. 

Among the key questions to ask candidates is the extent of their previous HR technology projects. Did the endeavor involve a minor update to an existing system or did it focus on implementing a complete overhaul from paper to digital? Also critical to know in advance is the scope of the prospect’s involvement. The more deeply involved, the more impact this person had on the ultimate results. Of course, results are something that should be ascertained with maximum thoroughness. If possible, obtain any metrics such as productivity levels that directly can be attributed to the candidate’s contributions. This data is vital for establishing the prospect’s effectiveness.

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

Thursday, 07 December 2017 20:29

Gaming the HR Software Environment

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With the popularity of computer and video games well-established, it’s hard to doubt the attention-getting power of these media. But can the value of these digital diversions spill over into other arenas? Many experts think so. As a result, ‘gamification’ (the integration of game features with other, non-related disciplines) is finding its way into unexpected areas -- including the realm of human resources management. Consider, for example, the increasing number of enterprises utilizing systems that integrate gamification with HR software. There are several reasons for this interesting turn of events.

Engagement improvement is one of these reasons and is particularly noticeable with recruitment campaigns. Based on measurable results, gamification integrated with HR systems has provided a major engagement boost to the recruitment efforts of many companies. To attract new recruits, these pioneering enterprises have developed game-like interfaces to acquaint and involve prospective employers with their brand as well as their corporate culture. Time and time again, prospects are more apt to engage with a brand if it provides this interactive environment.

Training processes also are getting a major lift when gamification is integrated with HR technology. Role-playing scenarios are proving especially valuable in the education and development of employees, both current and new. When properly integrated, role-playing game features often encourage greater collaboration and cooperation between employees or departments. According to reports, enjoyable interaction with others, even in a work setting, is far more involving than individualized training processes. Apparently, socialization is a vital and effective component in the development of personnel. As it stands, gaming features integrated with HR software promotes this socialization in a highly productive way.

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

Tuesday, 28 November 2017 22:10

Prepare for Change with HR Software

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Can your company respond quickly, no matter which way the wind blows? Can it adapt effectively to the widespread transformations reshaping countless work environments? If you’re stymied for the answer -- or far worse, if you must admit that you’re not ready for change, chances are better than excellent that your enterprise will experience very serious consequences. Like it or not, change is taking place in countless work environments at a rapid clip. If your business can’t react with sufficient speed, it will find itself playing a frustrating game of catch-up – a game it is not likely to win. On the bright side, any enterprise can improve its adaptability by embracing the advantages of HR software
 
Consider the skills issue, for instance. Abilities and talents that once were cutting-edge only a few years ago now may be woefully obsolete and irrelevant. Any business hoping to remain competitive must ensure its skills reservoir is up to date and can change with the times.  Fortunately, HR technology enables human resource managers to meet this persistent challenge. By providing quick and easy access to key employee data, the software offers a complete picture of in-house skills. Should deficiencies emerge, management will have enough lead time with which to cover any gaps. In virtually any environment, of course, time plays an important role; in the workplace, the passing hours are crucial. 
 
The alternative hardly would be welcome by personnel managers. Frantic efforts to compile employee data would be the first required action. Information would have to be pulled from multiple resources. And precious time would elapse before management even knew deficiencies existed. Following this inconvenient phase would be more equally frantic searches, both inside the enterprise and out, to find needed talent. By offering instant access to well-organized data, HR systems greatly minimize the required search time. 
 
If you have any questions about using HR systems to adapt to workplace changes, please reach out HRsoftware.ME. Our team will be happy to provide additional information and answers to all your questions. 
 
Saturday, 18 November 2017 02:15

Gaining the ‘Yes’ Vote for HR Software

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Almost everything evolves over time. Some evolutions take place gradually, while others happen in what seems like the blink of an eye. Those that occur in the realm of technology clearly belong in the latter category. A prime example of rapid transformation is HR software. Only a few years ago, or so it seems, the file cabinet was king. Inside these bulky storage chambers were the paper records of countless employees. But all was not rosy. A proliferation of employee records over the years made for cumbersome record-keeping. Human resource managers became strained to the limit. And departmental efficiency plummeted throughout businesses small, large and in-between. Fortunately, HR systems have brought a powerful digital solution to the table. What formerly was monumentally cumbersome now is refreshingly simple thanks to the software’s built-in efficiency. While not quite a piece of cake, managing employee data nevertheless is, in a digital system, a major leap forward. 

Still, universal acceptance of the necessary software is not yet a fact of life. Despite the proven improvements offered by HR technology, certain personnel would rather cling to the clutter than go with the changing tide. Yet there is hope for these recalcitrant team members. Managers hoping to bring the resistors on board generally will score points by emphasizing the advantages of HR systems – and how the advantages impact individual performance.

Emphasize, for instance, the acclaimed user-friendliness of HR software. Vivid demonstrations, as well as hard research data, are great convincers.  Equally effective are the opinions of those held in high regard. If the internal thought leaders publicly back the new technology, many resistant individuals will be inclined to reconsider their position.

If you have any questions about gaining acceptance of HR software, please reach out HRsoftware.me. Our team will be happy to provide additional information and answers to all your questions. 

Thursday, 09 November 2017 16:30

Profit with HR Software

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It’s only natural that an owner or manager considering HR software would want to know the price tag of the new technology. After all, the cash outlay will be another expense for the business. And expenses are something closely watched by anyone concerned with budgetary constraints and profitability. Interestingly enough, however, that question may not be the best one to ask. A more appropriate inquiry might be something along the lines of – “how expensive would it be to exclude HR software from the enterprise?" The answer could prove surprising to many.

If managers were to examine the cost-benefits spectrum of HR systems, they quickly would discover that exclusion likely would cost the enterprise more in the long run. The reason stems from the proven efficiency of HR technology. When looked at closely, the software saves much more money over time than it costs. Think, for instance, of the money-saving character of solar power – initial investment equals long-term savings. The same principal applies to HR software. Once the technology is implemented, its built-in efficiencies will prove exceedingly friendly to the company budget over the long haul. 

These efficiencies most notably are demonstrated by the improved speed of information transmissions. Once implemented, HR technology enables owners and managers to access data at a substantially brisker pace than that allowed by conventional paper systems. Consider, for example, the time required to retrieve, compile, organize, and analyze employee data. A process that formerly required a time investment of hours can be measured in minutes when HR technology is utilized. This clear-cut benefit applies to enterprises of every size, whether a small startup or a global corporation. Eminently scalable, HR software adjusts to fit any business.   

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.

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