OrangeHRM Blog
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Archive for August, 2014

22
Aug

Pros and Cons of Customized HR Software

Posted in General  by admin 3 Comments

There Is never a one-size-fits-all solution in human resources. When a company cannot find the right Human Resource software to meet their unique needs, the option to invest in a customized HR product can look attractive. Yet, this is not always the best option, depending on the purpose of the software.

Getting the most value from a human resource management (HRM) product means having access to a platform that’s reliable, secure, and easy to use immediately. Customization can be a good thing, if chosen for the right reasons. Before you choose customized HR software for your organization, here are some pros and cons to ponder.

Pros of Custom HR Software

  • Custom Software Built to Your Standards - Instead of an off-shelf HR product, a custom version will give you the features that you need. While this can take some time and effort to build, it’s something that’s worth investing in because no other company can have access to your most valuable tools. This gives your company a major advantage because you are better able to manage your people assets to your corporate standards.
  • Private Label and Branded - For many organizations, this is the key to building and enhancing a corporate culture. A privet label option offers full customization of the look and feel of your HRM. This makes the experience of using it more pleasant for you and your employees. From the platform to the report templates, your HRM can be fully branded to your company manual of style.
  • Robust Capabilities – While some off shelf HRM’s have had a lot of time spent on development, they can also be limiting in what they can do. A custom solution is built specifically to meet your company needs and to accomplish certain tasks. This means you have the capabilities that can expend as your company needs evolve.

Cons of HRM Customization

  • Time and Cost Commitment – It may seem easy to go with an off shelf HRM when you are in a hurry to get a product that works. However, one potential con with a custom HRM is that you have to wait slight longer to get the customizations in place. Many HRMs that are open source allow you to use some features in the meantime while you wait, and can save you on project costs in the short term.
  • More Input from You – As with any custom product build, there is the expectation that you will need to be involved in terms of providing certain information to the engineering team. You may have to complete a questionnaire or share examples of what you are looking for. But this is worth it as you receive an end product that has the bells and whistles your company is looking for.
  • Future Updates and Support – With a custom HRM build, you are like to need a higher level of ongoing support from an account manager or the engineering team. Your project manager can help to make future enhancements and improvements smoother for you, and you will be the first to know about new releases and features because of this relationship.

Whether you choose to work with OrangeHRM to customize your new human resource management software remotely or through our special onsite implementation process, we will do our best to ensure a pleasant experience for your entire team.

13
Aug

Benefits of HRMS on the Cloud

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Is your organization in the cloud yet? What we are referring to here is the Software as a Service (SaaS) model that has transformed the way millions of organizations manage their human resource functions today. Gone are the days of internal servers and filing cabinets overflowing with employee information. Now, companies turn to scalable and flexible software capabilities to securely handle their day-to-day HR administration on a virtual platform.

Advantages of Turning to Cloud-based HRMS

If you are not yet using a cloud-based human resource management system then it’s time to learn how this can benefit your organization. Let’s review some of the major advantages of HRMS on the cloud.

  • ·Cost Control – One of the most common reasons that companies look to cloud-based HRMS is the cost factor. Following the recession which had many companies looking for ways to reduce HR costs; the cloud software model has the best return on investment because of open source options like OrangeHRM.
  • More Customized – Instead of a single implementation with serious limitations as companies experienced in the past, the cloud SaaS offers up a customized approach that lets HR leaders select from the features that they need. The software then becomes customized and adapts, as the company needs change.
  • Portability – With companies changing and reducing costs to meet with industry demands, there exists the need to have a product that can grow and move frequently—even to mobile devices in the field. A cloud-based HRM has the ability as it can be accessed from anywhere in the world via a secure sign on process.
  • Self-Service – Instead of spending a great deal of time and money on implementations of new features, an HRM in the cloud can help HR administrators solve their needs with one-click solutions. Self-service tools and add-ons give more power to team administrators so they can turn elements on and off as needed.
  • Intuitive – In general, cloud-based HRMs are built to be user friendly and intuitive to those who need to access them. That’s why a system like OrangeHRM has been designed with the end user in mind, according to the requests of real HR and payroll administrators who know what they want.
  • Reporting Power – Having a way to organize all the HRM data that your organization creates with comprehensive reporting is a feature included in cloud based systems. In fact, one of the benefits of OrangeHRM is the ability to run customized reports that make data a powerful visual tool for communicating employee information and trends in your HR division.
  • Integrated – A great deal of work goes into creating an HRM on the cloud that can “talk to other common applications and processes. A well-designed HRM offers seamless integration with HR and payroll software that’s also located on the cloud. This makes it easier to manage daily HR functions and stay on top of a growing company.

Not sure if an HRM on the cloud will work for your business? Get in torch with OrangeHRM’s knowledgeable support staff to learn how we can bring these benefits and cost savings to your organization.

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4
Aug

360 Degree Performance Evaluation – Guidelines for Success

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When an organization is staffed with highly engaged employees, it’s a fact that the team becomes more productive. This increases overall revenues and raises employee morale, adding value to the company to ensure more successful future projects and recruitment efforts. One good way to understand if employees are happy and engaged in their work is to conduct a 360 Degree Performance Evaluation.

Understanding What a 360 Degree Performance Evaluation is About

The goal of a performance evaluation on this level is to rate the company’s ability to create a positive and engaged workforce. On a corporate level, a 360 Degree Performance Evaluation can help Human Resources to see the “bigger picture” and how well the company is doing in terms of supporting the productivity of employees. A 360 Degree Performance Evaluation provides much insight into the company, including what’s going well and what needs improvement. It can also be used to enhance compensation planning, identify the need for more training programs, and connect performance with corporate objectives.

Pros and Cons of the 360-Degree Performance Review

Before conducting one, it’s important to understand the pros and cons of this type of effort. Let’s learn more about this type of evaluation and give some best practices for managing one at your organization.

Pros:

· A 360 Degree Performance Evaluation can improve the overall performance review process by helping management see rather than speculate on individual performance metrics.

· The company can see how well it meets the performance needs of employees and spot trends in areas of weakness so that the company can set up focused training.

Compensation planning can be based on actual performance goals rather than average salary and benefit rates across job types.

Cons:

· The need for restructuring jobs and tasks may arise as a result of the findings of a 360 Degree Performance Evaluation.

Selecting the right 360 Degree Performance Evaluation system and data management can be confusing if there is no standard in place currently.

· Must get buy-in from all levels of the executive management team in order to successfully launch and promote a 360 Degree Performance Evaluation company-wide.

· Future training and employee performance must be carefully monitored in order to get the most from an evolution on this level.

While there are bound to be some hesitation at first, knowing what to expect with a 360 Degree Performance Evaluation can make this a worthwhile effort. Imagine being more in control of the actual daily performance of employees? Then being able to link performance with individual job tasks to develop better compensation strategies helps to produce a more engaged and skilled workforce. This factor alone makes a 360 Degree Performance Evaluation a vital part of your human capital management.

Guidelines for Managing a 360 Degree Performance Evaluation

There are some specific ways your organization can get the most from a 360 Degree Performance Evaluation. Use these as general guidelines as you roll yours out.

· Consistency – Launch your performance review at the same time every year or quarterly. This helps to increase participation and makes leaders and employees accountable.

· Technology – Choose the right HRM to conduct and track data for the performance evaluation. Make sure it has the features you need to adapt and report on your findings.

· Timing – Roll out the 360 Degree Performance Evaluation at a time that doesn’t correspond with payroll changes or other types of performance reviews. To do so creates fear.

· Integration – Use the data as part of your overall human resource management process. Tie findings in with salaries and individual employee reporting.

If you are struggling to find ways to improve employee engagement and performance management, consider how OrangeHRM’s platform can support your organizational goals this year.

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