If you’re a small to medium enterprise (SME) and considering implementing your first HR system but not sure where to start, read our blog post series, supported by four HR software industry experts, on how to choose the right HR software for your business.
In part one, we review when SMEs should look to implement their first HR system.
Knowing when to invest in a HR system can be daunting, particularly for SMEs, where time and other resources can be limited. However, HR software’s abilities to save SMEs time and organise their documents and admin means it can be a hugely worthwhile investment sooner than you think.
HR systems are cloud based so it doesn’t matter where employees are located; everyone has access to the same, most up to date information wherever they are. And if you have many files in different places, HR systems allow you to bring employee information in one centralised, backed-up place with a full audit trail, making it quick and easy to access employee details and records.
As well as dramatically reducing administrative burden for the HR manager by putting the onus on staff, it leads to employees feeling more empowered and engaged and greater accuracy as they’re amending and checking their own personal data on the system.
For more information on the benefits of cloud HR software, read our related blog post here.
Ultimately, when deciding whether to implement an HR system, it’s about reviewing your individual business, evaluating how much time you’re spending on HR admin and whether these tasks are detracting you from your key role. HR software can bring lots of benefits in terms of reporting, e.g. basic pay, absence, performance management, holiday entitlement reports and much more. So, if you’re becoming burdened by these tasks and have little time to focus on mission critical tasks, it may be time to consider an HR system that can streamline these processes.