HRMS (Human Resource Management System) is the system of personnel management, overall help businesses automate the business such as recruitment, attendance – payroll, records management, performance reviews, benefits. HRMS support businesses save on operating costs, reduce the risk of errors and improve the experience of employees.
In the context of business to administer increasingly more hr data, the question “HRMS what is?” is becoming the concern of many organizations when the transition number. A system HRMS software not only records management or, timekeeping, and payroll, which is the platform that helps businesses automate the entire hr process, reduce errors and improve productivity labour.
The article below Lac Viet Computing will help the business understand HRMS what is, how it works, benefits when deploying, with instructions on how building management system, modern hr.
1. Overview of system HRMS
1.1 HRMS what is?
HRMS (Human Resource Management System) is the system of human resource management is designed to automate managing the entire lifecycle of hr in the business, from recruitment, timekeeping, payroll, performance reviews, to training, management and welfare.
Other with a soft single only handle each professional HRMS acts as a “brain operating personnel” connect all the information of the employees from when applied to when leaving the company. This is especially important with the organizations and enterprises are to find out information about hrms is and what is the desired optimal hr process towards automation.
1.2 HRMS other HRIS and HCM how?
Many businesses confused between the three concepts, this leads to choosing the wrong solution. Can understand simple:
- HRIS (Human Resource Information System): Management systems, hr information base, usually focusing on records, timesheets, contracts.
- HCM (Human Capital Management): Management, human capital at the level of strategy, including development, human resources, resource planning, mounted employees.
- HRMS: Set both HRIS and part HCM in one platform. HRMS medium management information, just processing intensive as payrollmanagement shifts, reviews, recruitment.
For example easy to understand:
- HRIS system is storing employee information.
- HCM is a strategy development team.
- HRMS tool is just storage, just operate the entire hr processes to support the strategy.
So, when building systems, hr management, HRMS, or implement HR software, enterprises need a clear distinction to choose the right type of solution.
2. The role of the system of human resource management HRMS in modern business
2.1 automation of hr processes crafts
Many Vietnamese businesses still handle attendance timesheetssimple words and salary calculator in Excel. This causes time-consuming, easy to errors depends on the individual. HRMS help automate the whole:
- Attendance by fingerprint, FaceID, GPS
- Automatic synthesis – allow – OT
- Automatic salary calculation according to formula business
- Send pay slips to each employee
According to McKinsey, the enterprise has a high level of automation personnel high savings is about 30% of the time operating departments HR. This is obvious value directly, particularly important for companies with multiple branches or pattern shifts, complex.
2.2 Standardized data and reduce risk of errors
Distributed data in the file, email or paper making business easy to join:
- Wrong number in the pay table
- Teen records when check out
- Difficult to trace employee information
- Hard sync between the parts
HRMS help centralized storage, standardize processes, and automatically check the validity. This reduces the risk of errors, increase transparency.
2.3 decision Support based on data, HR Analytics
HRMS provides visual reports help leaders:
- Track fluctuations in personnel and work productivity
- Analysis of personnel costs by departments
- Trend forecasting the holiday
- Assess the level of effectiveness of the remuneration policy
When building the system HRMS basically, businesses will have data platform full to resource planning for the next 3-5 years.
2.4 Increase productivity HR, optimal operating costs
When the task is removed, the hr department can focus on the job have a higher value such as policy formulation, developing talent and engage employees.
This value comes not only from the software that from the optimal process model updates hrm modern. For organizations is to find out information about HRMS is what, this is the long-term benefits that businesses need to consider when investing system HRMS.
3. The function of the system of human resource management HRMS
Understanding the core functions of a system of human resource management HRMS will help the organizations and enterprises are to find out information about hrms what is the right choice solution matching the scale and pattern of operation. The below functions are aggregated based on standard HRMS ensure both comprehensive fit, practical implementation at the enterprises of Vietnam.
3.1 Recruitment and Onboarding
- Information management, recruitment, CV, pipeline candidates: HRMS integration module recruitment allows businesses to post news, recruitment, management CV and track pipeline candidates on an interface instead of the Excel file or email discrete. This is especially useful for business recruitment bulk or multiple locations at the same time.
- Profile screening by AI (ATS): The system HRMS new generation can automatically read your CV, analytical skills, propose the appropriate level. This helps to reduce errors, subjective, speed up screening thanks to automation.
- Automated onboarding for new employees: HRMS support checklist onboarding, automatically send a welcome email, provided internal documents or training required. Thanks to it, new employee integration, faster management process becomes consistent.
3.2 Manage personnel records
- Records storage focus: the Entire record, labor, contract, process, work, training, reviews... are stored centrally in the system HRMS. This solved the status of each department, self-hosted file – data fragmentation – hard to access.
- Sync data from employer – attendance – salary: as Soon as the successful candidate, the data is converted into personnel recordssync with timekeeping and payroll. The process is not interrupted, reduce input errors the craft, save time for the hr department.
3.3 attendance – shifts – work schedules
- Automatic fingerprint time attendance, GPS, AI FaceID: System HRMS connection with the timekeeping devices, camera, AI, or mobile apps to record time worked in real-time. This is especially important for businesses that have multiple branches, the labor force is dispersed or model work remotely.
- Work shift management, overtime, simple from: HRMS support set ca flexible, rotating shifts, manager OT the menu type from as vacation, work, late – early. All been aggregated automatically at the table.
3.4 payroll automatically
- Formula calculate salary according to the regulation of business: HRMS allows to set the wages according to the characteristics each enterprise: salary, duration, exchange products, shifts, KPI, allowances, deductions... Salary is calculated automatically from the industry, and minimize errors.
- Calculate personal income tax, SOCIAL insurance, allowances, deductions: Instead of processing tools, Excel, system automatic calculation of personal income tax, social insurance, accounts receivable – pay, standardized in accordance with current legislation.
- Export payroll – send payslip: HRMS can export payroll by department, project, and send payslips security for each employee. This helps the accounting department – personnel substantial savings time check sum.
3.5 performance Evaluation (PMS)
KPI, OKR, and 360 degree assessment
- HRMS allows to set KPI according to departmental/individual track progress and record results reviews. Modern methods such as OKR or reviews 360° is integrated to ensure the objectivity and transparency.
- Performance reports by departments or individual staff members: Leaders can quickly see completion rate goals, strengths – weaknesses, the trend of employee performance. This data supports decisions about training, transfer or reward tank.
3.6 Training – capacity development (LMS)
- Course management, development roadmap: HRMS support organization, internal courses, E-learning or training required by location. Business can build the roadmap developed for each group of personnel help our staff to enhance their skills.
- Track certificates of competency: System save the certificate information, training points, and abilities to serve the reviews, appointment or planning personnel.
3.7 Management of welfare and mode
- Welfare policy: HRMS management modes such as additional insurance, gifts, birthday, vacation... to help businesses maintain mental cohesion, satisfaction of employees.
- For bonus points, commendation: Many system HRMS is now integrated for rewards and recording system, achievement help rewarded in real-time. This increases motivation, reduce the rate of the holiday
3.8 Dashboard hr data analysis
- Dashboard visualization: HRMS provides real-time reports on fluctuations in hr, attendance, payroll, performance... help leaders take control of the situation quickly.
- Trend forecasting the holiday – performance – personnel costs: Thanks to data analysis, HRMS support the forecast risk jobs, departments, lack of manpower, the cost of an abnormal increase or trend decreased performance.
4. Any business should deploy the system HRMS?
This is a common question most of the organizations and enterprises are to find out information about HRMS what is. Fact, HRMS is not just for big business. Any organization wishing to standardize processes, reduce the load or want to build system, hr management, HRMS, it can deploy. However, there are four groups of business especially suitable follows:
4.1. Business from 50 hr and above
When business reaches the threshold from 50 – 200 hr processes, HR began to arise many points obstruction: management of complex profile, attendance is not uniform complaint board wage increase, discrete data between the parts.
At this stage, Excel or software left no longer meet because:
- Data dispersed, difficult to check the accuracy.
- Payroll takes many days for control, with easy deviations.
- HR meet big pressure, when to handling hundreds of requests.
HRMS help automate processes, from attendance to payroll, reduce errors and create transparency, especially suitable for businesses that are wanting to build systems personnel administration solid.
Signs of recognition: HR always “fire deadline”, the – salary false, repeat, report, take 2-3 days new synthetic finish.
4.2. Business multi-branch model, manufacturer, many ca – many crew
With business, retail, F&B, logistics, manufacturing..., time management, working to become math expensive if there is no system HRMS support. Data from many points different cause difficulties in the aggregate, collate, transfer download HR.
HRMS solved thanks to:
- Automatically collect data from the timekeeper – app – GPS – kiosk.
- Optimal operating ca, flexible, ca fracture, ca rotate, night shift.
- Limit fraud and shorten 70-80% of the time the general public every month.
Signs of recognition: every end of the month to “sprint” for comparison, data from branch post about wrong or slow shifts, constantly changing.
4.3. Businesses want to standardize wage – welfare – KPI – process HR
Many businesses even have a team of HR but less than unity. Each HR payroll a style benefits apply not homogeneous, KPI does not have clear standards, led to many risks: complaints of employees, loss, cost, lack of transparency in the assessment.
System human resource management HRMS help the whole policy is digitized, consistently applied automatically updated according to the legal regulations. This is the foundation to building business systems, hr management lessons to sustainable development.
Signs of recognition: the books HR is “deformed” by the time HR use many Excel file different rate multiplied by the lack of criteria and data.
4.4. Business is expanding fast, need to synchronize data HR to a decision
Market expansion, increasing personnel, transform business models... all that HR must work with large data volumes and take control if there is no central system. No HRMS, the leader usually meets the condition “there is no real data to decisions”.
HRMS role as a data warehouse focus: profile, public, salary, capacity, fluctuations in hr, personnel costs... are stored and retrieved in real time.
Signs of recognition: data fragmentation, each department keeps a; reporting personnel take 1-2 weeks to aggregate; leadership there is no data in real time.
5. Building guide system human resource management HRMS effective
The system development, human resource management HRMS't just buy the software and then put into use. It is a process to change the way business operate personnel, data optimization, standardized process.
Here are detailed instructions to help businesses build a system, HRMS, easy to operate, easy to expand, bringing sustainable efficiency.
Step 1: Determine the needs of the business
Businesses need to start from the question: the hr department is having problems?
A system HRMS effective to solve right “point of congestion”, for example:
- Attendance management complex, many ca – crew – increase ca.
- Payroll craft spending a lot of time, to the wrong number.
- Missing data focus, difficult to track the history of personnel.
- Recruitment, integration staff take a lot of time because many paperwork.
Identify clearly needs help businesses do not invest spreading and optimal deployment costs HRMS.
Step 2: make a list of features HRMS necessary
This step is important to avoid buying the software has too many features don't use or lack of the core functionality.
Businesses can set up the list by group:
- Records management personnel: storage, updates, access rights division.
- Timesheet – shift – increase ca: real-time tracking, sync timekeeper.
- Payroll automatically: calculated by the, KPI, sales allowances, SOCIAL insurance and personal income tax.
- Recruitment – Onboarding: threaded approval, automation papers.
- Evaluate performance: KPIS, OKRs, 9-box.
- Management benefits: insurance, allowances, benefits, flexible.
The defined list of features that help the process of building systems, hr management, HRMS way right of the target, to easily compare the suppliers.
Step 3: standardize hr processes before deployment
A system HRMS work effectively only when the input data standard.
Business should be standardized:
- Diagram departments.
- Regulation of wages, shifts, overtime.
- Sample contracts, decisions, hr forms.
- The recruitment process, process, leave approval process.
Therefore, standardized ago – following technology always is the basic principle.
Step 4: Training staff to use HRMS
Training end users is the determining factor HRMS have been widely applied or not. Implementation experience and reality shows should be trained according to each group:
- Group management system HRMS.
- Group HR use the functional services.
- Direct management (approved permit, performance reviews).
- Staff (registration of leave salary table view, update information).
Business should have documented training internal or video instructions to ensure continuous use of the right process.
Step 5: evaluate the effectiveness after 3-6 months
After the system HRMS operate, businesses need to measure the performance indicators:
- Duration payroll processing reduces how much.
- The percentage of errors attendance – payroll up how.
- Processor speed record recruitment improves the stars.
- The proportion of employees using HRMS every day.
Periodic reviews help businesses optimize the process, upgrade the system according to the demand growth.
6. Selection criteria HRMS software is suitable for Vietnamese businesses
The selection system HRMS fit is the determining factor experience to use and effective long-term operation. Below is the criteria exclusively for business Vietnam – where the regulation of wages, shifts, benefits, legal, there are many peculiarities.
6.1 the Ability to customize the regulation of salary – shift
Vietnamese businesses often have:
- Many types of ca (ca fracture, night shift, shift flexibility).
- Recipe salary complex (salary, products, sales, KPI).
- Provisions increased ca different for each department.
So, a system HRMS fit to allow:
- Custom recipe salary according to each location.
- Set shifts, flexible.
- Automatic synthesis attendance data – overtime allowance.
6.2 legal: SI – Tax – Labor
HRMS must meet the full set of legal, Vietnam:
- Deduct SOCIAL insurance, health INSURANCE, UNEMPLOYMENT insurance regulations.
- Calculate personal income tax schedule is progressive.
- Management allowed-year labor contract according to The Labour code 2019.
- Recordkeeping, personnel standards Decree 145/2020/ND-CP.
System human resource management HRMS fit will update automatically change the legal business help limit the risk inspection and audit.
6.3 stability, data security
Hr data is sensitive data.
Businesses should prioritize software:
- Encryption of data at a high level.
- Backup data automatically.
- Decentralized access according to role.
- Save up operation (log) in full.
A system HRMS security is good investment to avoid big risks, legal and finance.
6.4 technical Support & deployment in Vietnam
With the organizations and enterprises are to find out information about HRMS what is a factor that needs special attention is the possibility of support from the vendor.
Vietnamese businesses should choose HRMS software:
- There support team in Vietnam.
- Support direct deployment according to the actual process.
- Have hotline and specialist processing and attendance – payroll.
Value: ensure the system stable operation, suitable peculiarities, cultural, legal, Vietnam.
6.5 scalability as your business grows
A system HRMS good must:
- Expand the number of employees unlimited.
- Additional new modules easily (recruitment, reviews, benefits, Payroll...).
- Integrated with the timekeeper, CRM software, ERP when needed.
This helps businesses do not have to change software when scaling – cost savings long-term, ensuring continuous operation.
7. System HRMS Vietnam SureHCS – Solution, hr management, comprehensive for the enterprise
In the context of Vietnamese enterprises increasingly focus digitized human resource management system HRMS is capable of handling the fulness from attendance – payroll – benefits, to recruitment and internal communications are becoming necessities.
Lac Viet SureHCS developed under the philosophy of “simplify the complex” to help businesses reduce the load crafts, standardized data to create seamless experience for both HR departments and employees.
- Different from many hr software only handle the part process, SureHCS was built as an ecosystem HRMS system.... Attendance data, shifts, overtime, contract, staff profiles, KPIS, payroll... be connected automatically, reduce errors, shorten operating time. This is especially important with business Vietnam – where the regulation of wages, allowances, benefits, SOCIAL insurance, personal income tax, there are many peculiarities and change according to each stage.
- A highlight of HRMS Vietnam SureHCS is highly customizable according to each industry. Manufacturing enterprises can set up multi-ca – multi-workshops; business services can apply ca flexible; commercial enterprise may charge a commission – KPI; while the leader is still tracking report personnel in real time on a single platform.
- SureHCS also integrated HR Portal, which helps our staff to perform operations such as view, sign, vacation, download payslip, update your profile, receive internal notifications without dependent HR. Thanks to that, the hr department significantly reduced the volume of work repeat and focus on the strategic tasks such as training, capacity assessment or plan human resources.
- Is the product of enterprise development, SureHCS keep abreast of legal labour, constantly updated according to the regulations on SOCIAL insurance, tax, Labor code. Our team of deployment support in the country to help businesses easily customized according to the actual operation to ensure system operation stability, long lasting.
CONVERT THE NUMBER OF PERSONNEL WITH COMPREHENSIVE LAC VIET SUREHCS HRM
LV SureHCS HRM is the solution in hrm comprehensive (HRM) is developed by Lac Viet from 1998, now serves more than 1,000 businesses in Vietnam with international standards such as CMMI Level 3, ISO 9001:2015 and ISO 27001:2013. Platform help of optimized every aspect from recruitment to employment, improve the experience of staff and effective management of resources.
Feature highlights:
- Candidate Pool AI + AI Resume: automatic dissection CV any format, search for suitable candidates instant, a 70% increase quality, reduce recruitment time significantly
- Timekeeping software – payroll – C&B auto: integrated benefits, overtime, insurance, export report, payslip correct for business scale up to 10,000 employees
- Experience hr – wallet reward – ranking behavior – survey periodically: internal management, honor, mounted staff in real time.
- Assessment and capacity development: KPI/OKR flexibility, feedback 360°, the proposed route train personalization according to the evaluation results
- Internal training & LMS integrated AI: learning anytime, anywhere, content management, multi-modal with personalization from AI
- Dashboard BI + AI Advisor: real-time reports, suggestions leadership decisions based on data resources.
AI INTEGRATION ACCELERATES DIGITAL TRANSFORMATION OF HUMAN RESOURCES
Lac Viet has officially launched The 3 AI assistant hr deeply integrated into the LV SureHCS including LV-AI.Docs, LV‑AI.Resume and LV‑AI.Help to automate the task administration, standardized data enhanced experience personnel
- LV‑AI.Docs: automatic dissection transfer data from documents such as CCCD, windows, SOCIAL insurance, by level of digital records, standardized
- LV‑AI.Resume: analysis of CV auto, construction, candidate profile, find people with the right criteria by prompt intelligent data mining candidate pool efficiency
- LV‑AI.Help: chatbot internal support, answer questions HR 24/7 access form process quick contextual user
- Coca-Cola Vietnam: System deployment LV SureHCS to digitize comprehensive human resource management group has standardized the data, the optimal operating HR according to international model.
- Textile company Success (TCM): Application LV SureHCS to manage hr, payroll, benefits, timekeeping and capacity profile for nearly 5,000 employees across 5 areas of activity – from textiles and fashion to real estate.
- Total company air Port, Vietnam (ACV): Choose to trust LV SureHCS to operate the system large-scale personnel with over 10,000 employees, 24 subdivisions, solved the problem of complex business of modeling state-owned companies.
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WHAT DO BUSINESSES GET WHEN DEPLOYING LAC VIET SUREHCS SOFTWARE?
- Comprehensive solutions from A‑Z cover the entire process of HR from recruitment, profile, attendance, payroll, benefits, training, reviews, experience staff
- Highly customizable & flexible connection to suit any scale, industry, easy to connect with ERP, finance, office of chemical
- Save cost & performance enhancement help to lose 40-60% of the cost of operating personnel, retain talent, improve the work efficiency
See details, feature & get FREE Demo
CONTACT INFORMATION:
- Hotline: 0901 555 063
- Email: surehcs@lacviet.com.vn | Website: https://www.surehcs.com/
- Office address: 23 Nguyen Thi Huynh, Phu Nhuan, ho chi minh CITY.CITY
If your business is looking for a system HRMS comprehensive, easy to expand and fit the peculiarities Vietnam Vietnam SureHCS is the option worth considering. Contact us to get advice or experience the demo for free.
