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There are some elaborate software programs on the market today for human resource management. Some are focused solely on the personnel aspect of business. Others are suites of business management software that incorporate customer relations management functions with accounting with human resources; these constitute an attempt to provide all services in one package. Some programs contain interactive features that allow employee access to certain information, such as health coverage details, vacation days available, and so forth.
The number of details that human resources software can track is remarkable. The question of overkill is up to the human resources manager that is making the purchase decision. There is no doubt that these software packages do provide some centralization. Traditionally, employee records are scattered among the human resources department, the benefits oversight employees and the accounting department. Many of the available software packages pull all of those records together.
Here is a list of the tracking categories for Auxillium West HR software:
- Applicants
- Attendance and Leave
- Benefits
- Bonuses Category
- Cobra Tracking and Billing
- Company Property
- Compensation
- Dependents
- Education
- EEO
- I9
- Job Openings
- Organization
- Pay Performance
- Personal Data
- Position
- Prior Employment
- Safety Skills
- Status
- Stock Options
- Temporary Visas
- Time & Attendance
- Training and Certification
- Workers’ Comp/OSHA
This is one of the more focused software packages for human resources, and the itemization is startling. There is very little in this software that relates to the hiring process: applicants and job openings is about all. This package is advertised for small to mid-sized companies, and includes access for managers and employees as functional components. It will also interface with payroll and timekeeping record programs.
Ascentis is another product designed for small and midsized companies. Their focus is different, in that their product is designed for companies that outsource their payroll and benefits management. Ascentis claims that their software “integrates with most of the nation’s large insurance carriers and payroll providers.” This software also moves into the business management area.
The Ascentis product has a workflow monitoring module with “25 pre-built standard workflow processes. These automated processes can be modified to fit an organization’s needs.” Here the software moves well beyond the standard HR functions and into daily operations. It does include a job applicant component with a thorough set of features, including a standardized online application form.
Knowledge Point human resources software is sold on a modular basis. The employee with purchasing responsibility can add features as desired. One of the components that tries to automate a truly subjective process is the Managing Performance Impact module. This feature provides a device for rating employee performance.
It provides 55 “behavior based competencies” on which a manager can rate an employee – customizable for industry-specific functions. It edits the reviewer’s comments for grammar and “inappropriate language.” It prompts the reviewer for examples on the rating items. Finally, it circulates the performance review as desired. This module might be an example of creating a need and then filling it.
These three products are an introduction to the range of functions provided by human resources software (HRIS). Most of these software packages are sold with base models and modular additions so that the purchaser can customize the product. The purchaser can decide which components save effort and which create work.
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Tags: business, human resource, management, software
