Top 5 HRMS Trends Set To Change Your Workplace For Better
The world of HR technology has radically changed in the last few years. Today we are shifting to a new architecture called, HRMS Software; the use of integrated hr tools and techniques that are brings sure shot results to the organizations.
Market today; speaks more on how HRMS Software is changing fast in India vis-a-vis globally and how HR departments can use these technologies to make employees lives easier and more productive.
HRMS Software continues to change the way HR managers in SMEs manage their workforce in 2017.
Excitingly, these cloud-based HR software systems allow organizations to improve their productivity and save time and money. Besides the lower costs and increased flexibility, they also make the latest in mobile computing, data analytics and behavioral economics accessible to the SME which enables the HR team to own and manage their data and gives them actionable data-driven insight which is available in real time. Empowering times for HR Managers in SMEs.
Key HRMS Trends For 2017 Which Makes Your Workplace Better
#1. HRMS Software Focuses on Employee Well-being Features
In the past, the technology side of employee wellness essential to productivity, we can all agree seems to have focused on speculative writings about wearable technology which always has a disturbing, rather than use an employee’s jacket, watch, or glasses to gather data, why not just implant a chip in their neck and have done with it?
There’s a growing market with more employee oriented hrms software features that encourage employee productivity & wellness.
#2. Cloud Computing HRMS Software Are More On Demand
Cloud computing is a recent trend that provides a host of benefits when comprised in HRMS Software. Cloud-based storage services present brands with cost savings; companies no longer need to purchase storage infrastructure or a physical data center, for example. Storing data in the cloud also aids disaster recovery if an unplanned power outage renders physical equipment unusable.
Nearly every HR software provider — including SAP, Workday, and ADP — now offers cloud-based solutions, and new cloud providers are hoping to capitalize on the lucrative HR market. Companies that use this technology no longer need to upgrade their systems every few years — software vendors do this automatically, saving HR manager’s time and resources.
#3. New HRMS software categories include feedback, engagement, and culture management
Companies have grown increasingly concerned about low levels of employee engagement. In response, a plethora of HRMS software vendors have popped up that provide new tools for soliciting real-time employee feedback, assessing culture, monitoring engagement, and managing employee performance and goals. These tools allow organizations to more promptly uncover and respond to employees’ issues, needs, and suggestions.
#4. Performance and Goal Management Are Re-invented with Feedback & Check-ins in HRMS Software
Dozens of large companies that have replaced traditional, year-end performance management practices with more agile, real-time, and feedback-driven approaches have found their existing HR software doesn’t support their new processes.
Startups see an opportunity to fill this gap but, to date, they have yet to build into their products many of the features that large companies typically want, such as reviews and ratings. As a result, companies may have trouble finding the appropriate tools to support their HR Software.
#5. The Field of Predictive Analytics Which Continues to Grow
Predictive analytics is likely to become one of the most important features in HRMS software over the next several years. Here you can find help when searching for kitchen cabinets designed and custom-made for you in eastern Pennsylvania. Even though many HR organizations have been slow to adopt people analytics, a wide variety of vendors offer impressive capabilities in that area, including the ability to identify “toxic” employees, recommend training, predict attrition and unplanned absences, and highlight the promotions and transfers most likely to produce high-performing employees.
The HR technology landscape is changing more rapidly than ever. As HR leaders look to upgrade and replace existing HR systems, they should consider vendors and tools that offer consumer-like experiences, mobile capabilities, and predictive analytics and allow employees to test them for ease of use, not just for features and work flow. The number of employees using HRMS Software tools and the duration and frequency of their usage will become important measures of engagement and effectiveness.
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