From your HR team to frontline staff, the right human capital management platform can mean the difference between a happy, productive workplace and administrative headaches and turnover troubles.
More organizations are using human capital management (HCM) software and platforms to manage hiring and workforce issues. HCM, tech-powered tools designed to manage talent acquisition, retention, and optimization, also may include processes such as payroll and performance management. HCM software suites, tailored to individual organizations’ growth plans, are popping up everywhere. Read on to learn about the top HCM software features.
- Core HR capabilities. These include payroll, benefits administration, compliance management, and employee data management. This software can handle administrative tasks accurately in real time and free up staff to focus on hiring, engagement, training, and other activities.
- Talent management. For maximum utility, this software should include recruiting, employee onboarding, performance management, compensation management, learning/development, succession planning, and talent analytics.
- Workforce management. This addresses issues such as scheduling, time and attendance, leave management, and workforce analytics.
- HR services. This enables you to improve the employee experience by providing self-service portals, HR helpdesk, mobile accessibility, and employee chatbots.
- Business intelligence. Data and analytics help build people-centric cultures and enable effective reporting processes and predictive analytics.
When choosing and building an HCM platform, ask yourself some questions:
- Will it work with our hardware? HCM platforms usually are cloud-based, so you will need a reliable internet connection.
- Will this platform work for our current size and continue to work as we grow? Consider scalability and how the platform can change or evolve as your organization grows.
- Will this platform integrate with industry-specific software/tracking needs? Make sure your platform can track issues such as staffing ratios specific to the post-acute and long-term care industry.
- Can this platform be customized for our specific needs? You need to consider how the software will work with your organization’s specific needs and function within employees’ workflow (as opposed to adding steps and increasing burdens).
- Will we get adequate (and ongoing) training and support? Know what training and support you will receive with the platform and how this will be provided. How will questions be handled? How soon can you expect answers or help with troubleshooting?
As with most major investments that impact your employees and how they work, seek input from workers on what they want and need with an HCM platform. Then make sure they get adequate training and that their questions and concerns are addressed promptly.