The best HRIS for your small business

Generally, businesses with around 10 to 50 employees may start to feel the strain of manual HR processes, making it an ideal time to adopt HR software.

However, any business could benefit from investing in HR software. Even smaller businesses with very few employees can benefit from HR software—especially if they anticipate growth, need to improve operational efficiency, or want to enhance employee engagement and experience.

While small business HRIS systems offer a variety of features, there are a few key functions that every HRIS should include:

• Onboarding and offboarding
• Time and attendance management
• Payroll
• Benefits and compensation management 
• Performance management
• Reporting and analytics

Bob’s HR system for small businesses offers functionalities and independent customization specifically tailored to your small business’s needs. With Bob, you can: 

• Make data-based decisions: Leverage real-time people data and advanced analytics to support strategic decision-making as you plan for the future. 
• Streamline change management: Support smooth transitions as you grow with clear insights on all of your workforce data. 
• Offer learning and development opportunities: As your headcount grows, the domain expertise for each role in the business becomes more specific. Implement learning and development programs across your entire workforce and map the progress and skills for everyone within your HRIS. 
• Create a positive workplace: Build a supportive company culture by embedding wellbeing and diversity initiatives into every step of the employee journey. 
• Increase HR productivity and efficiency: Grow your people team’s capabilities without having to rely on headcount. Automate time-consuming manual processes and integrate your HR system across your existing tech stack. 
• Ensure effective compensation management and payroll: Attract and retain top talent with effective and fair compensation management. 
• Secure your data: Consolidate your HR tech stack and secure all your workforce data into one trusted platform, ensuring data integrity and compliance across all sites.

 Use Bob as the flexible foundation for your modern tech stack. It grows with you so you can refine and adapt your workflows as your business scales. 

The main types of HRIS include: 

• Operations HRIS: An operations HRIS focuses on core HR functions, including payroll, time tracking, benefits management, and employee data management. This system helps HR teams handle routine HR tasks efficiently.
• Strategic HRIS: This system provides tools and analytics that support senior management in planning the company’s future, including job analysis, skill set requirements, reporting structures, and compensation strategies
• Tactical HRIS: A tactical HRIS focuses on internal workforce management, helping HR leaders make informed decisions about how to allocate internal resources and labor. This system supports more complex HR functions such as recruitment, compensation, benefits management, and employee training.
• Comprehensive HRIS: A comprehensive HRIS integrates the capabilities of operations, strategic, and tactical HRIS, offering a full suite of HR tools. This system works for large enterprises that require a robust, all-encompassing HR solution.
• Limited-function HRIS: Recommended for startups and small businesses with specific needs, this system focuses on essential HR functions, typically involving data management and one or more additional features. 

HRIS, HRMS, and HCM are related HR terminologies often used interchangeably. Here’s what they mean and how they differ from each other:

• HRIS (Human Resource Information System): HRIS software handles core HR functions, including data entry, tracking, benefits, and payroll. This system provides a central database for storing and managing employee data.
• HRMS (Human Resources Management System): An HRMS goes beyond an HRIS by offering advanced features that cover core HR functions and focus on boosting team member effectiveness.
• HCM (Human Capital Management): HCM systems cover the entire employee lifecycle and focus on maximizing human capital. They emphasize strategic people management with functions like career pathing, talent development, and succession planning.

Yes, an HRIS can be an asset for small businesses. Small businesses may have limited HR staff, which can make it challenging to manage a growing list of operational tasks like payroll, employee records, and benefits. A small business HRIS can streamline these processes and adapt as your business expands.