What is HR Software?

HR software is a digital solution designed to assist HR professionals in managing people throughout the employment lifecycle. HR software offers tools for:

  • Streamlining administrative work 
  • Organizing people data 
  • Data sharing and collaboration 
  • Giving real-time feedback on pressing issues 
  • Facilitating an aesthetic, user-friendly online community

HR software can be on-premise or cloud-based. In addition, some HR software offers an all-inclusive platform, while other systems such as an HRIS, Applicant Tracking System, or payroll software, provide more specific services.

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Why should HR leaders care about HR software?

Due to the increase in tech automation, HR leaders must be ready to work hand in hand with HR software. Using HR software, HR leaders can:

  • Improve recruitment practices
  • Nurture a positive, holistic work experience
  • Provide competitive salaries
  • Make accurate, data-based decisions
  • Support and maintain an engaged workforce
  • Manage remote teams

What can HR leaders do to implement HR software successfully?

Perhaps a company is preparing to choose its first HR software or looking to upgrade. HR leaders can incorporate the following steps to promote smooth software integration.

  • Design a plan. Pause before jumping headfirst into the HR software market. A grocery shopper needs to make a list before entering the supermarket. The same applies to HR software shopping. Take the time to outline the company’s needs and objectives. Write a timeline with realistic expectations that makes room for setbacks. Document the overall goals and short-term milestones. Incorporate a budget based on the service and vendor, and consider all possible implementation costs.
  • Garner stakeholder support. To successfully launch a new HR software, stakeholders must support it—from employees and managers to stockholders and senior executives. Informing, educating, and training people in advance enables them to feel more confident and prepared to adapt to the changes. HR can also target select individuals who can serve as ambassadors to encourage others to learn the new software system.  
  • Minimize disruption. When transferring to a new HR software, aim to integrate it seamlessly with the current system. Gradually switching over can minimize stress and confusion.
  • Test out the software. Assemble groups of individual contributors, managers, and HR professionals. Different positions offer different perspectives. A variety of feedback can help HR and IT make adjustments so the software can function smoothly for everyone. 

Provide continuous support. After launching the HR software, the process is not over. Carve out time to help people, whether during lunch breaks or morning work hours—so they can ask pressing questions regarding the new system.

Why should HR software be a part of modern HR strategy?

The tech-based world of work is constantly changing, so contemporary HR strategy must be dynamic. Using HR software, modern HR leaders can maintain agile, cutting-edge practices to support an engaged workforce, wise business practices, and a thriving organization.