3 Major Types of HR Software: A Brief Guide

The domain of human resources have been undergoing a tremendous transformation since the advent of technology and software. Gradually, applicant tracking systems, talent analytics, big data analytics and others began to foray in and organizations began to leverage the power of the same.

Today, use of HR software has become rampant and needless to say that most organizations do reap the benefits of the implementation of a HR software. However, some studies have proven that, not all employers or organizations are still pretty much adept at the use of HR software.

Surprisingly, some do not even know the exact use and the types of HR software that are there at their disposal. So, if you are new in this field, here’s an update for you regarding the various types of HR software that you can make use of. Take a look at the following paragraphs to know more about the various types of HR software:

#1. Benefits-Focused Software

The first one is the benefits-focused software that includes all the types of HR software relating to managing the compensation of employees.

· Benefits Administration

Manage and track employee benefits like paid time off, health insurance, compliance, and retirement accounts all in one place with this software. Often this will integrate with, or be a module of, a larger HRM system.

· Compensation Management

These systems let you track and automate compensation plans for employees including bonuses, incentive programs and commissions and salary planning. These are also integrated with broader HR suite.

· Payroll

Payroll software manages actually paying your employees and can handle direct deposits, checks, and tax compliances.

#2. Recruitment-focused Software

The next major HR software happens to be the recruitment-focused HR software. This focuses on tools for finding and hiring new talent. These usually comprise the following:

· Applicant Tracking System

Applicant Tracking System (ATS) is synonymous to recruitment software. Both the software allow the recruiter or the employer to be able to source job candidates who are appropriate for their organization. ATSs even help in posting advertisements for job vacancies. Above all, a good ATS helps in proper resume parsing that enables recruiters to find the best possible candidates for their organization.

· Jobs Board

Jobs board is a more specialized form of recruitment software or a HR software and of course has its own set of benefits. This either allows you to post and track open jobs to multiple online job boards like Indeed, CareerBuilder and Monster, or allows you to create your own jobs board website for the vacancies in your company.

#3. Performance-focused software

The next major HR software happens to be the performance-focused software. The tools in this software are completely responsible for assessing performance of employees. Sub-categories and various functions of the performance-focused software comprise the following:

· Complete Feedback

Well, employee review and feedback policies are an essential aspect of any organization. Reviewing processes become much easier with these kind of software. These, software allows anyone in the organization give a performance review of any other candidate. Employees can even rate their managers and provide confidential/anonymous feedback, and people from different teams can review each other.

· Employee Recognition

Employee recognition is yet another aspect that needs to be considered by employers and of course given the due importance. Proper implementation of a HR software can help in the process of employee recognition to a considerable extent.

These tools automate and formalize processes for recognizing high-achieving employees through tools like leaderboards, nominations, goal tracking and reward points.

· Performance Appraisal

With the help of this software, the process of performance appraisal becomes much easier. With this HR software you can track and manage all your employee review in one place. Many include support for goal tracking, learning and development plans, and compensation planning.