HR management software is one of the most popular software types in the world for businesses. Only behind CRM’s, inventory software and money handling software. This makes it one of the most diverse and also one of the most important, as the difference between a great software and an average one can be a few small features or useful points. This article will focus on why you should consider software’s that are newer and cloud based like EntireHR, rather than looking at software that might have a good reputation, but been around a long time.
First thing to consider, is the software cloud based? If it is not, you are probably wasting your time. Whilst RDP servers have their place in certain software types for security (finance etc.). They are not as flexible or as well suited to HR software which needs easy access and constant uptime as the HR roles are often on the go or can be changed very quickly. Many software in the HR space will be used in cafes, in parks, at home or travelling at the airport or in the car. Thusly it needs to be able to instantly sync into the cloud and always be accessible. This also reflects how society is changing to be much more dynamic and less static, interviews are now done in cafes and across skype rather than in office cubicles.
If the software is cloud based, then we can also assume it will be likely mobile responsive, although this is not guaranteed. Most cloud software’s will be mobile responsive. Now, whilst not all features should or can be replicated perfectly on mobile (sometimes a bigger screen is just better), good software has the ability that some important functions can be performed on mobile. Whether this is by more external users or a managing fixing up a few bits and pieces out of hours, this is critical. Some great new software systems do this by providing their external staff access to their shifts and calendar bookings directly through native mobile apps.
For this article, the last most important thing is the software going to do what I need it to? As it doesn’t matter how many amazing features it has if they are not suited for your business. In fact if a software has a lot of features in it that you do not use, then you are likely paying extra for features you do not need. For example, if you are putting nails into a plank of wood, you could use either a hammer (well suited and simple), a nail gun (expensive and efficient) or a belt sander with a good hard end on it. Obviously whilst the belt sander might work, it isn’t going to be the best or most efficient way to get the job done. Choosing great HR software is no different and it is most important that the software does exactly what you need.