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In HRMS ERP Application Key Considerations – Part 1, I provided some examples of aspects of functionality that should be assessed as you evaluate the HRMS marketplace to determine what application is best for your organization.
Part 1 focused on: Enterprise Structure, Organizational Structure Management, Position Management, Recruiting and Candidate Management, Hiring/Onboarding. Let’s continue and look at the following areas that should be reviewed as your select your HRMS ERP application.
Termination
Enables manager self-service request for termination workflow
Tracks terminations by reason (e.g., discharged, better opportunity, etc.), date, rehire eligibility
Ensure termination workflow be different based on the termination reason, or other termination criteria
Maintains exit interview information
Can automatically cancel specified employee benefits upon termination
Notifies other departments of employee or contractor termination e.g., Security, IT, Facilities, Payroll etc.
HR Administrative / Transactional
Establish new organizational entities (e.g., companies, cost centers, and other variables) with no IT or consultant support
Add/change organizational entities and easily/effectively transfer employees within and/or across them
Maintain employee demographic data for all employment-related details (e.g., birth date, employee number, gender, ethnicity, hire date, contact information)
Maintain marital, family, and dependent/beneficiary related and tax-related elections.
Maintain historical data for current/former employees (e.g., names, employment, job/assignments, performance ratings, status, and pay)
Maintain audit trails of employee file and data updates by date, time, and origin of update
Generate, identify, and track employees by unique employee number or multiple ID’s as appropriate
Maintain data for all job-related details (e.g., grade, exemption status, EEO code, salary, job family)
Make simultaneous changes to large employee groups (e.g., new hires, salary changes, transfers)
Enable effective/future dating of pending transactions/events and maintain transaction history
Managers can run reports and create ad-hoc reports based on appropriate security access
E-mail alerts can be generated based on system or user defined events
Data/transactions submitted by managers automatically validate for accuracy and completeness
No limit to historical data captured
Unlimited user defined fields which can be configured by “Super Users”
Performance Review
Intuitive user experience that eliminates the need for end-user training for administrators, employees, and managers
Solicits performance feedback from multiple reviewers (e.g., subordinates, directors, other managers, peers) and exchanges data among multiple users simultaneously
Saves work in process/draft reviews and provides option to return to complete
Enables administrators to assign different review forms for different employees within the same review cycle
Enables employees to complete self-evaluations
Provides email reminders and overdue notices throughout the process
Maintains performance feedback and ratings history
Provides historical reviews that can be accessed easily by managers or administrators
Enables administrators to view the status of the review process at any time
Provides goals management that allows either the employee or manager to create and add their own personal goals or objectives
Enables individual weighting of goals
Provides ability to assign employee performance objectives that align with your overall business strategy
Provides a centralized gateway for managers to monitor the progress of their performance management activities — in one place
Delivers configurable comprehensive options to allow administrators to configure the performance review process to their specific business needs without the need for technical or consultative services
Succession Plan
Stores multiple iterations of possible succession plans for each team/leader
Provides the ability to track and report on critical roles and critical talent
Provides the ability for employees and managers to create a development plan based on license, skills, training, education, and competencies
Provides the ability to maintain multiple education information per employee such as schools attended, dates of attendance, degrees, and course of study
Ability to provide complete 9-box functionality for departmental employee comparison based on configurable factors
Enables the graphic display of the manager's direct report organization.
Compensation Management
Managers can view summary data and analyze salary budget information for their departments
Managers can assign salary increases based on:
Dollar amounts – based on local and global currency
Percentages
Combination of dollar and percentages
Managers can create “what if” employee scenarios to ensure that increases do not exceed the department salary budget
Managers can apply “across the board” salary increases for a department
Managers can allocate different percentages and/or dollar amounts to different employees
Compensation recommendations follow organizational hierarchy for review and approval as per company’s policy
Assign multiple salary increases to one employee (i.e., cost of living and merit increases).
Rate changes and increases are effective dated for payroll processing
Manager’s view of budget can be restricted to their respective departments/offices
System allows data to be compiled for multiple companies and currencies
Please register to read the rest of the series of blogs related to HRMS ERP Application Key Considerations. If you are still feeling overwhelmed with this HRMS selection process – we are here to help. Feel free to contact us and we can help ensure that you get the best solution to fulfill the needs of your company now and in the future.
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