Anyone who has made the shift from manual data entry to digital will fervently list the many benefits of automation, particularly in the area of human resources. Well-fitted human resource software has the potential to rejig and reconfigure productivity across all departments, but for HR professionals in particular, has the potential to eliminate hours of time spent tracking performance reviews, vacation accruals, benefits, compensation, applications and more.

The only drawback? Time, money, and implementation. Choosing HR software for your organization can be a painstaking process, and for the immediate future can seem like an unnecessary addition to your full plate of work. However, the right software can automate and accelerate a range of scrupulous processes later on, giving your team time to train, explore and incorporate other business-building procedures.

The benefits are significant. But where do you begin? Any basic Google search will come up with dozens of different brands and software. Which one is right for you depends more on your company and your requirements than looking for the best and biggest provider. Don’t be overwhelmed by the level of choice – instead, consider these few markers for determining whether any one software is good for your business.

The needs of your organization

Before deciding on any one provider, you should have a basic plan of attack that focuses on your business and its needs. An example of this could be:

  • Budget parameters
  • Software requirements, i.e. must have an integrated payroll system
  • Check the ease of implementation and integration with your existing applications – if you’ve got Salesforce, why not look into Pardot for its mailing system for example
  • Request a demo
  • Ensure that there are after sales support provided by the vendor
  • Go ahead and make a decision

Whether you have more or less stages to your purchasing plan is up to you. What is fundamental is an understanding of your requirements and your budget. It’s common for companies to go to well-established software providers only to purchase a licence that has more features than they’ll ever need at a very high cost. By defining the needs of your organization, you’ll be able to quickly assess what a software solution for your situation looks like.

Research

A given, but incredibly vital if you want your business to reap all the rewards of a SaaS product. After assessing the needs of the company, start looking and ticking off software that does fulfil your needs at first glance. The next option is to suss out public opinion. Go on forums, Google Review, and research whatever other material you can find about your chosen product. And be thorough. Read anything and everything that tells you more about the product you’re investing in. Find out whether anyone had trouble training their staff post-purchase. Are there known issues integrating existing apps with their platform? Do they have a lacklustre after-sales support team? These are all things beyond the product itself that you’ve got to look out for during your decision-making process.

Once you’ve narrowed it down, it’s time to contact all the prospective companies to request software demos. Testing the product will give you a clear idea on its usability, whether it will work with the apps you wish to integrate, and if picking up the software is something that can be managed easily through one or two training sessions.

Make a checklist of the plus and minus points of the software programs that you have shortlisted. Shoot for the best price-to-performance ratio, which will vary depending on your company’s needs.

Brands

If you’re unsure where to start, but would like to see what offers are available, check out products from Zenefits, Kronos, Payfocus, and BambooHR. If you’re an SME looking for an integrated, easy-to-use platform that covers leave and employee record management, take a look at Bayzat Benefits. A complimentary product for any of their insurance clients, Bayzat offers their HRMS for a small fee for anyone outside their insurance network.

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