Phần mềm nhân sự là giải pháp giúp doanh nghiệp tự động hóa quy trình quản lý nhân viên từ chấm công, tính lương đến tuyển dụng và đánh giá hiệu suất. Tuy nhiên, không phải phần mềm nào cũng phù hợp với mọi doanh nghiệp. Việc hiểu rõ tiêu chí lựa chọn phần mềm nhân sự tốt nhất cùng cách thức triển khai sẽ giúp tổ chức đầu tư đúng, tránh lãng phí nguồn lực nhanh chóng đạt hiệu quả vận hành.
This article Lac Viet Computing there will be detailed instructions from how to define criteria for selecting hr software appropriate to the steps successfully deployed in practice.
1. Why enterprises need to understand the criteria for selecting hr software?
The investment in a hr software't just buy a technological tool that is the decision directly affects the effective management of resources, productivity, operating costs, long-term of business. As practice shows, many organizations fail in the implementation hr software not because of the poor quality, but do not understand the selection criteria in accordance with the peculiarities of their activities.
1.1. Avoid investment risk wrong – software does not meet the actual needs
Every business has the scale, industry and process management different. A software suit business producing 1,000 personnel not sure suit business services 200 people.
If the software selection based solely on advertising or the business easy to fall into a situation “buy on the corner and left” for not responding right profession. For example, a retail company scale 500 employees choose software only supports clocking basic't manage to be ca flexible or sales in store — the result is the payroll process is amiss, take dozens of hours of manual processing of each month.
1.2. Ensure scalable link with other systems
One of the common problems nowadays is the software works sporadically, not able to connect to the accounting system, ERP or automatic timekeeping. When hr data is not synchronized and businesses take a lot of time and data entry, collation, to errors in reporting.
Therefore, criteria integration capabilities are important factors when choosing software. Hr systems need the ability to connect API with accounting software, attendance system, insurance, banking (BankHub), or platform signing of the labor contract.
For example, an hr software pre-integrated with the banking system to help businesses chi auto pay, up to 90% of the time manipulation craft, at the same time ensure data security, information security salary.
1.3. Reduce the risks in the process of deploying operating
The process of implementing hr software usually lasts from several weeks to several months, depending on the scale, the scope of business. If the business is not clearly defined criteria right from the start, such as the range of features, security requirements, approval process, internal, very easily lead to the status of “scheduled breaks” when operating.
A system has flexible structure, support, user training and can team with rich experience will help minimize this risk.
1.4. Lay the foundation for strategic human resource management long-term
When businesses choose the right software, this system not only solves the immediate as timekeeping, payroll, benefits, but also the data platform serves strategic staff development in the future.
The business has a long-term vision often choose software HRM has the ability to analyze data, which helps leaders anticipate the trend off work, evaluating performance, planning, human resources.
For example, a manufacturing enterprise application software integrated personnel AI to analyze attendance data – overtime – performance, thereby detecting the shift work overload and adjusted hr planning, help productivity increased by 15% after only 6 months.
In summary, understanding the criteria for selecting hr software is the step platform for businesses to avoid investment risk, ensuring scalability, and build management system, personnel efficiency, sustainability.
2. Tiêu chí chọn phần mềm nhân sự tốt nhất phù hợp với doanh nghiệp
Choose hr software is suitable step is important helps business number conversion efficiency in governance human. Not only is the tool processing services, hr software also directly affect labor productivity, transparency in pay and the ability to data management across the organization.
Dưới đây là những tiêu chí đánh giá tốt nhất doanh nghiệp cần cân nhắc kỹ lưỡng trước khi quyết định đầu tư.
2.1. Features range, responsive service
Before considering modern features, businesses should assess the needs of the core in personnel management, what is his: records management, timekeeping, payroll, reviews KPI, or benefits manager.
A suitable software is a software to meet the hr process peculiarities of existing business and has the ability to expand in the future.
For example, manufacturing enterprises have shifts, flexible need timekeeping software can automatic processing of data from many types of timekeeper different overtime in each department, direct link with the pay table. If the system is not flexible enough, the hr department will still have to handle manually, reduce investment performance.
2.2. The ability to customize, flexible integration
No two businesses have hr processes are identical. So, a hr software should preferably have the ability to customize flexible, allowing business icon set, icons, templates, approval processes, reports according to specific internal.
Besides, feature integration is the key element to ensure no data is discrete. Hr system should have the ability to connect with other platforms such as accounting system, bank (Bank Hub), insurance (iVan), or platform signing of the labor contract.
For example, when the software can integrate signing of labor contracts, electronic business can shorten the 80% of the time processing profiles personnel, reduce the risks archive papers and enhanced security.
2.3. Data security, compliance with legal
Hr data contains sensitive information such as income, tax code, bank account – so security is mandatory criteria.
Hr software need to meet the security standards such as ISO 27001, has distributed access details, save up operation and data encryption during transmission.
At the same time, the system must comply with Decree 13/2023/ND-CP on protection of personal data, especially when handling employee information. Businesses should prioritize the supplier has privacy policy of transparency, data center, located in Vietnam to ensure compliance with the law in the country.
2.4. Scalable technology updates
A system of HRM effectively serve not only current, but also to adapt to the future development of the business.
Important criteria here is that the software can reveal the upgrade process is clear, the application of new technologies such as AI, Machine Learning or HR Analytics to analyze hr data, forecast trends, the holiday, or measure employee performance.
For example, the software integrates artificial intelligence can be auto-suggestion welfare policy appropriate for each group of employees helps managers decision fast more accurate.
2.5. User experience (UX/UI)
Software only really be effective when employees are easy to use and ready to use.
A friendly interface for easy operation, support both computer mobile phone will help employees easily lookup information salary, vacation or submit a request for approval without recourse to HR departments.
In particular, for enterprises with young employees, the use of the system has a modern design, that will visually increase the level of interaction and engage employees.
2.6. Support services policy after the sale
A factor often overlooked when choosing software is the quality of support after deployment.
Businesses should prioritize the vendors have 24/7 support team, providing documentation, detailed instructions, user training, can help center online (Helpdesk) to resolve the issue promptly.
Hr software has good till now, but if there is no service professional support system is still difficult to achieve efficiency in practice.
2.7. The investment cost and the payback interest (ROI)
Finally, the cost factor should be considered on the long-term benefits, not just the original purchase price.
A software personnel have a higher cost but helps to automate processes, reduce errors and save hundreds of hours of work each month will bring much greater value than the cheapest solution, but less stable.
In summary, the business organizations are to find out information about selection criteria and implement hr software should focus on the element platform: suitable professional, easy to use, high security, has the ability to expand. A hr software not only helps to automate the process but also as leverage to help businesses build work environments transparency for sustainable development.
3. Quy trình triển khai phần mềm quản lý nhân sự hiệu quả tốt nhất trong doanh nghiệp
Step 1: assess the current state determine the deployment target
Before starting deployment, enterprises need to take the time to evaluate the status of human resource management – from records, timekeeping, payroll, benefits to training – in order to determine the exact issue are met and from that set out specific goals for the project implementing hr software.
- Assessment of the current situation: Take survey view current hr department to spend how many hours for the data entry, payroll processing, troubleshooting employees; the number of common errors such as wrong ca, miscalculated overtime; whether employees have to wait long when viewing payroll, applicant vacation, or HR departments have to enter data from many separate sources... For example: if every month personnel to handle the craft more than 150 hours to peg wages to 300 people, it's clear this is no small cost.
- Define goals: Based on assessment of the current situation, enterprises should set specific goals, feasible measurement: such reduction of 30 % of the time, payroll processing, increase accuracy up to 99%, or reduce errors clocking at under 5 times per year. The defined goals help both software vendors and internal business properly understand expectations.
- Set indicator baseline (baseline): Before deployment, let's record the existing indicators such as the average time to handle a pay table, the percentage of errors, the number of times staff reflects the deferred salary or attendance. After deployment, you will have enough data to compare the efficiency rating.
When businesses perform this step thoroughly will help avoid the new system is “not right touch problem” wasting resources. Setting clear goals also gained support from leadership and help the project has the budget, manpower fit.
Step 2 select implementation partner has in-depth experience
The selected implementation partner is usually the software provider or consultant attached have practical experience with enterprise-scale, industry similar, will help reduce risk, accelerate the progress.
- Experience industry: partners have been deployed for manufacturing, retail, F&B or services will understand the characteristics such as shift, overtime, sales, benefits under each region. This helps them to design solutions and reduce the “custom” back a lot.
- Advisory capacity, technical assistance: Businesses should check if partner has a team of expert hr – system (HR + IT) no, documentation, training, after sales support or not. Material good advice to help the hr department than when operating.
- Committed to the roadmap implementation: ask your partner to provide detailed schedule from the data set, testing (UAT), training the users, for the official commissioning with timelines and responsibilities clear.
- Benefits associated with actual value the business receives: When choosing the right partner, the business will save deployment time (because of limited error incurred), the cost of custom lower and the operating system more stable, thereby increasing the ability to use full features, promoting ROI.
Step 3: setup, testing, and training internal users
After you have prepared the foundation, the next step is to set up the system (configured according to the requirements of business) testing to ensure every process smooth operation, user training to employees and HR can use the system effectively.
- Setup & configuration: Business and providing the same set initial data (record employee history, attendance, payroll,...), configure internal processes, such as approving vacation, overtime, benefits. This requires collaboration between HR, IT, provider.
- Test: Before the official “go-live”, the business should select a user group representative (HR, management, staff) to test system – they will manipulate the actual business, feedback, bugs, suggestions for improvement. This helps detect early any reasonable assurance as operating system official will be less interrupted.
- User training: Divided into the groups: ordinary employee (lookup information, apply leave, view salary), management (approved, see report), the department of HR/IT (administration, maintenance). Training in the form of medium theory, just practice with documentation, videos, FAQ. This helps to increase the level of using the system to avoid the status of “racket” technology – buy software, but employees do not use.
Good result of this step is that the system is operating properly, process management and employees to use the system as everyday tools from that significantly save time, data entry, reduce errors and increase transparency in personnel management.
Step 4: Evaluation, deployment, and optimal continuous
When the system goes into operation, the business should not stop that should perform reviews, track efficiency and continuous optimization to achieve long-term value.
- Set KPI system for HRM: example of business be automated (such as approving vacation, overtime), the processing time profile, the percentage of errors, the level of employee satisfaction with the system HR.
- Track analysis: Using reports from the software to see progress compared to the initial target. If you see slow or even many bugs need to coordinate with suppliers to improve or expand.
- Optimization & expansion: When the system is stable, the business can expand module – for example, from only attendance management-salary up management, benefits, training, KPI, data analysis, hr. The expansion increases the value to use software to help businesses build strategic human resources long-term.
The evaluation of optimal continuous help enterprises maintain effective technological device not to become software “program old and neglected”. Moreover, businesses will harness the maximum features, from it to save operating costs, enhance the experience of employees, creating competitive advantage in human resource management.
The deployment followed the right process will help the organizations and enterprises are to find out information about selection criteria and implement hr software not only “install software” that really made tools and strategies to help optimize operations personnel, reduce costs, increase accuracy, improve the employee experience.
4. Common mistake when choosing and implementing hr software
Though clearly understand the importance of transformation of hr, many businesses still fail in the process of deploying software HRM as making the mistakes seem small, but a big impact on the operational efficiency. Here are the four most common mistakes:
- Select software based only on price: No little business to select hr software for low-cost, without ignoring the criteria of scalability, security level, in accordance with internal processes. As a consequence, only after a short time, the system does not meet the demand, many hidden costs such as maintenance, customize, or replace the new software.
- Not rated capacity supplier: The supplier selection based only on the brochure, demo or introduction to a lack of grounds. A system of HRM only valid if unit has actual experience with the business in the same industry, the same scale, at the same time have the capacity consulting service personnel, not just technical net
- Teen who are in charge of the project HRTech: hr software can't operate efficiently if there is no “the home project” to understand both the business and internal processes. Many business affairs deploy fully to the supplier, cause data inconsistency, the user does not understand the system, leading to difficult to maintain in the long term.
- No staff training, full – performance, low use: Although the system to where if the user doesn't understand and are not familiar operation, then the rate used will be very low. Many businesses only training organization sketchy in the early stages, leading to the employees back and handling, reduce conversion efficiency number.
In summary, to avoid repeating the mistakes above, businesses should approach the selection of implementing hr software as a strategic project, which requires collaboration between people – process – technology.
5. Phần mềm nhân sự Lạc Việt SureHCS đáp ứng đầy đủ các tiêu chí cùng doanh nghiệp chuyển đổi số nhân sự tốt nhất
Lac Viet SureHCS is system software personnel are hundreds of Vietnamese business options thanks to the ability to flexibly meet all professional requirements and legal norms.
- Foundation personnel administration comprehensive – seamless connectivity: SureHCS fully integrated modules from recruitment, profile, attendance, payroll, benefits, training, KPI report analysis, hr helps businesses manage the entire lifecycle employees on a single platform.
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- Deeply integrated commissioning automation: SureHCS connection support Bank Hub to payroll automatically integrated iVan sent to the electronic digital signature for the contract labour, the same connection system tax – SI electronic help businesses cut maximum action, administrative error.
- Our team of implementation consultants professional: Vietnam has more than 25 years of experience developing solutions for enterprises, owns a team of expert HR-Tech companion throughout the survey development to commissioning. Business is training, transfer, 24/7 technical support throughout the process of use.
CONVERT THE NUMBER OF PERSONNEL WITH COMPREHENSIVE LAC VIET SUREHCS HRM
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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 the business you're in the stage of assessing hr software, let's start by getting in-depth consultation experience demo practice of SureHCS.
