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User Friendly (21)

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!

Monday, 30 November -0001 00:00

HR Software in a Mobile World

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Mobile applications are impacting all spheres of contemporary life. One of those spheres is the workplace. For HR managers, the impact is particularly noticeable thanks to the adaptation of HR software for mobile devices. Not surprisingly, the software utilizes many of the elements, such as videos, that promote engagement with the general smart device user.  But in the context of the workplace, these elements relate to the employee or employer experience. The experience might include everything from training content to feedback furnished to management and other decision makers.

Among the most common uses of HR technology with smart devices, the most prominent is to be found in the training sphere. More and more, businesses are abandoning conventional training methodologies and replacing them with digital resources that encourage more comfortable ways to learn. Equally important, apps utilized for this purpose are consistently updated, ensuring a constant supply of current and relevant content.  Conventional training materials., even those to be found online, simply can’t be updated with sufficient speed. Employees depending on these materials, therefore, often find themselves falling behind -- even when participating in training programs. No such drawback exists when employees utilize mobile apps linked to HR technologies.

On the other side of the equation are the benefits management receives when using HR software linked to mobile devices. Indeed, the benefits are substantial. Among the most important of these is a continuous feedback stream. With conventional methods, decision makers often reviewed employee performance on a yearly or semi-annual basis. HR systems, on the other hand, permit an ongoing feedback flow between management and employee.  Both sides know where the other stands at any given time.

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

Monday, 30 November -0001 00:00

Stronger Connections with HR Software

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HR management faces countless challenges. Among these is the need to develop stronger connections between employees and the company for which they work. To meet this ongoing challenge, management now can rely on the support of a proven resource -- HR software. By digitizing, organizing, and managing key employee data, the technology offers an in-depth and detailed picture of the employee-employer relationship. What was once vague and uncertain is now precise and clear. As a result, information can be more reliably used as a basis for managerial action.

Consider the impact HR technology has on gauging employee engagement. Engagement analysis formerly relied on limited information. With HR software, the scope has widened dramatically. Rather than rely on several variables, management now can tap into a broad range of variables that define the engagement level of employees. Many of these variables are relatively new and for a long time had been ignored by decision-makers. A great example of one of these new variables is the social media platform. As more and more companies utilize social media as a communications channel, an increasing number of employee interactions will occur in these spaces. Their messages can reveal much about their attitudes and feelings about a given company. HR software helps management connect with the growing number of social media communications. This online feedback can influence decision-makers to effect necessary changes and improvements.

HR systems also enhance the ability of management to analyze various employee behavior patterns. Relevant information is available through a multitude of channels. HR technology consolidates the information so that it is readily accessible to decision makers. This, in turn, expedites the flow of data necessary for a better understanding of employees.

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

Monday, 30 November -0001 00:00

A Better Way to Track Employee Performance

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While human resource managers rely on various means to gauge workforce performance, the employee performance review stands as the most reliable. Conducted at predetermined intervals, these appraisals provide staff members with valuable feedback, including suggestions for improving performance and modifying counterproductive habits. Given the thoroughness of these reviews, they often have served as a foundation for promotions and pay increases. But the assessments can be enormously complex, placing a tremendous burden on the shoulders of management. Fortunately, HR software changes the process for the better. Rather than burdensome, paper-based processes, the technology utilizes digital record-keeping and feedback mechanisms to provide a steady, streamlined flow of actionable information.

What’s particularly valuable about HR systems is the multi-dimensional character of the employee reviews they generate. Rather than a single source of feedback, the software offers reviews from multiple channels such as co-workers, management, and customers. Consequently, management gains an in-depth, multidimensional view of employees. The full range of strengths and deficiencies are presented via diverse inputs, allowing for more accurate ways to address both.  

HR software also allows for remote delivery of performance review feedback. This convenience will be increasingly relevant as more and more employees either elect or are assigned to work off-site. With distance restrictions eliminated or minimized, management has much greater freedom and flexibility to conduct employee reviews for offsite personnel.
The value of more frequent reviews should not be underestimated. With the longer waiting periods associated with conventional, paper-based reviews (generally every year or half-year), employee anxiety naturally increased as personnel ‘waited it out’ for feedback. More routine feedback, on the other hand, minimizes ‘wait-time’ stress and give employees a steadier flow of data regarding their performance.

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

Thursday, 27 July 2017 22:23

What to Do with All That Paper

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Once you commit yourself to paperless HR software, you suddenly can’t ditch the loads of paper documents crammed into folders and cabinets. These records contain a wide range of employee data that must remain intact and easily accessible. Therefore, managers somehow must retain the paper-based information while eliminating the paper. This seemingly paradoxical situation can be resolved with a common solution. But it will require a certain amount of effort – the more paper to deal with, the greater the effort must be. The solution is the tried and true process of scanning hard copies into a digital format.

Converting paper-based data into digital content allows the integration of existing information with HR systems. Before the electronic scanning commences, however, managers must bring order to the chaos. Printed documents presumably are filed in a specified sequence, often by employee name. Retain this organizational arrangement during the scanning process, as it will allow for better information tracking.  

Naturally, the entire work load need not fall on the shoulders of HR management. Other departmental personnel may, and if possible, should participate in the conversion process. By sharing the load, the team will minimize the time expenditure needed to complete the task. Depending on the size of an HR department, a team effort can save many days of scanning. The sooner the conversion is complete, the sooner HR technology can operate at full capacity.  

Conversion time also can be minimized by eliminating waste. For instance, managers can set a limit on the retention of ex-employee information. Those who have been absent from the company for a certain number of years can be removed safely from the roster. The same holds true for any other excess baggage clogging the files.

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

Friday, 21 July 2017 20:13

Getting HR Departments to Play Ball

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Although HR managers may stress the advantages of HR software to their teams, they frequently encounter staff reluctance to accept the new system. The reasons for this reluctance vary. It may be that certain team members simply are resistant to change. This, of course, is a common occurrence in many circles. But another reason which typically surfaces is that of security concerns. HR teams have access to an abundance of employee data, including social security numbers and health records. The guardians of this personal information naturally are suspicious of any change that potentially could make the private data vulnerable to a breach. Therefore, their guardedness is entirely understandable and quite common. This, even though HR technology is miles ahead of paper documentation when it comes to protecting sensitive data.

Fortunately, management can help team members overcome their resistance to a newly-implemented HR system. The key is getting staff to see and accept the inherent advantages of the software. Team members must view HR software not as a threat but a major benefit.

The first benefit is gained by team members. Managers must demonstrate clearly that HR technology will simplify their jobs and save considerable amounts of time. The more that this double advantage is driven home and supported by facts, the sooner staff will want to play ball.

Secondly, managers must emphasize that the same money and time-saving advantages are gained by the company. What’s good for the company, of course, is good for all.

Finally, managers can help win staff over by addressing their security concerns. An effective approach is to illustrate the protective advantages paperless systems hold over conventional paper documentation. Demonstrations of how HR technology manages issues such as compliance will drive home your point decisively.

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

Friday, 14 July 2017 18:58

How Would Your Employees Grade You?

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The days of wondering are a footnote in history. HR software enables managers to ascertain employee performance levels in a broad spectrum of categories. From productivity to responsiveness, the technology provides a clear and useful picture for decision-makers.

But HR technology also reveals data that typically is less obvious. Rather than restricting focus to external factors such as productivity and responsiveness, HR software also gauges certain internal variables. These internal variables may be summarized under the general heading of employee satisfaction. Indeed, this metric is critical, as it helps decision-makers better understand and evaluate certain employee behaviors.

In the past, management often tried to pinpoint employee satisfaction levels. But the tools were few, and their efforts often were hampered by inadequate information-gathering mechanisms. Many determinations were educated guesses at best, as the necessary metrics simply weren’t available. HR systems change the game considerably. Not only does the technology capture data relevant to employee satisfaction, it also presents the information in comprehensible formats. Rather than a jumble of data, information is well-organized and easily accessible. With this easy accessibility to high-value information, management has a foundation for making sound decisions based on meaningful data. Reliance on conjecture and instinct is minimized, if not eliminated.

Closely related to and correlated with employee satisfaction levels are employee retention rates. Again, HR software proves itself enormously beneficial. Utilizing the technology, decision-makers can gain accurate information regarding dismissals, voluntary leaves, duration of retention, and other crucial data. Ultimately, this information assists managers with both short-term and long-term planning.   

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

Friday, 07 July 2017 18:30

HR Software Gets It Right

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HR software ‘gets it right’ in so many ways. What used to be provided by crudely-assembled mountains of data – mixed with the occasional ‘educated’ guess, is now supplied with incomparable precision.

The accuracy of HR systems, of course, plays an important role in the present. But just as strikingly, it helps define a reliably clear picture of the future. Consider, for instance, the technology’s contribution to employee efficiency projections. In the less-sophisticated days of printed transmissions, HR managers faced the unenviable task of plowing through miles of information. Until this mission was accomplished, future employee efficiency was an unknown quantity. For all their efforts, however, the gain could be brutally disappointing. In fact, predictions often were considerably off-target. Thus, wrong decisions proliferated; productivity plunged.  

With HR software in place, management has a reliable tool for charting future performance. Key metrics are provided automatically and swiftly.  These might include: length of time before employee productivity reaches a target level, resource allocation necessary to raise the performance level of new hires, the correlation of expected employee efficiency with revenue growth, and other vital measurements. The value of accurate information in these critical areas cannot be overestimated, as it will help influence company decisions and shape future outcomes.  

Human resource managers can expect the same accuracy when calculating employee costs. Leveraging the power of HR technology, managers can compare the costs of worker benefits with annual revenues, salary levels for each job category, and other key variables.

Granted, management can obtain this data without the intervention of HR software. But the task will be long and cumbersome, demanding the compiling and comparing of countless electronic spreadsheets.

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

Friday, 16 June 2017 19:45

The Proof Is in the Metrics

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As with many improvers of business performance, HR software doesn’t work like a magic charm. Before it reaches full power and transforms a human resources department into a high efficiency zone, staff must adjust to the operational change. Thus, departmental personnel will experience a ‘break-in’ period. During this interval, expected efficiencies gradually will develop. But once they reach peak levels, the dividends will be sizeable. Expect dramatic improvements on all levels. And expect continued advances as updates and other modifications improve software performance.

While adjustment periods vary, several months typically pass before peak levels are achieved. At that juncture, the human resources department will be operating at unprecedented levels. This isn’t just wishful thinking. Managers need only review performance metrics to gauge progress levels. By comparing pre-HR systems data with current data, they likely will see a significant jump in departmental effectiveness.

Equally noticeable will be substantial error reduction. Freed from the burden of cumbersome documents, departmental personnel can compile data in a more organized fashion. Rather than fumble through mountains of information scattered in multiple locations, they have access to a single source. Data, therefore, is streamlined and less prone to costly mistakes.   
Other improvements will become evident, as well. One of these relates to a key factor for developing new talent – the training program. Generally, the training of personnel produces faster and more satisfying results when HR technology is employed. Retention of information also shows remarkable improvements. Managers can verify these improvements with comparative metrics that detail the rising efficiences.

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

Friday, 09 June 2017 20:53

The Dawn of a New Managerial Era

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Once a human resource department elects to install HR software, expectations likely will be extremely high. Management will be eager to unleash the highly acclaimed power of the technology to maximize operational efficiency. Such eagerness, however, must be tempered with a healthy dose of reality. While any human resource department will reap considerable rewards from the newly-installed system, the human factor will play a role in acceptance and adaptation. This factor dictates that a certain adjustment period must precede the reaching of full operational efficiency. In many cases, the adjustment period will be about a week, give or take. Thus, instantaneous results will not be in the cards, no matter how fondly management wishes for this positive change. Nevertheless, for those who exercise reasonable patience, adjustment efforts will pay off generously with improved efficiency and productivity.  

During the dawn of a new managerial era supported by HR software, preparedness is crucial. One possibility for which managers should prepare is the uncertainty resulting from the installation of HR technology. While chaos likely won’t develop, users may feel stymied during initial encounters with the new system. Proper training provided by a qualified instructor is necessary at this juncture. The trainer will focus on numerous variables ranging from basic operations to the more challenging components of HR technology.  

Once proper training has concluded, improvements quickly will follow. Initial improvements likely will be comparatively subtle. For instance, one of the first windfalls managers will notice is a modest reduction in hours worked by HR staff. This outcome, of course, won’t stem from sudden episodes of laziness but from the greater efficiencies provided by HR software. Unlike the pre-installation era, staff simply won’t be obligated to squander precious time wading through cumbersome documents. This improvement in turn likely will generate another welcome benefit – greater staff morale.

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

Friday, 02 June 2017 16:59

A Business Change for the Better

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Most businesses routinely invest in ways to improve profitability and production levels. New technologies, of course, consistently play a part in the improvement process. But investment in this area need not be limited to the latest hardware. Along with machines, devices, and equipment, advanced software can facilitate significant improvements in business performance. HR software easily falls into this category. Proven to enhance efficiency and streamline cumbersome processes, this cutting-edge software rapidly is rendering conventional methods obsolete. 

Not surprisingly, more and more managers are eager to capitalize on the advantages of HR technology. But they should not leap before they look. Before implementing a system, careful evaluation of departmental needs is in order. As with many other business tools, HR software offers substantial flexibility and can be customized for a wide range of situations. Therefore, before committing to a system, managers should take stock of their needs and objectives. Neglecting this important step could create an unproductive mismatch between software and situation.   

As with any positive change, the improved conditions engendered by HR systems require various adjustments. Before plunging into the adjustment process, however, HR departments must accept one overriding reality – the changes are coming. Once team members warm up to this fact of managerial life, they will have a much easier time adapting to the transformation. This acceptance is crucial, as it helps foster a positive attitude toward the impending changes. Managerial expectations will be aligned with new realities. This alignment minimizes the possibility of jarring surprises that can hamper a smooth transition to the new system.

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

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