10 benefits of user-friendly Qandle HR software in the recruitment process

The long-held beliefs about the department’s human resources are being challenged. It is becoming more widely recognized as a key player in creating strategic value for the business, and technology such as HR software is also being acknowledged.

Why HR Software?

Human capital management principles dictate that HR software will be used by most employees in an organization at some time during their career. Employees use it to manage many important matters, which are not directly related to their job, but are part and parcel of their employee experience. These include time off, payroll, benefits, and other details. Human resources leaders and employees can use it to simplify the process of collecting accurate data about employees and making sure that the business is compliant with all applicable federal and state labor, health, safety, and labor laws.

HR software is used by managers to assist employees in their career development and track their performance. It also allows them to schedule employees and take note of workplace problems. Finance departments appreciate reports on tax compliance and payroll and benefits expenditures, as well as headcount analysis to forecast future costs.

In top organizations, many people use data from HR systems for employee satisfaction.

Software for HR includes:

• The HRMS (or HRIS) functionality allows HR to manage personnel information, payroll; benefits administration, and other HR service delivery functions such as employee self-service and HR help desk.
• Time clocks, absence management and scheduling are all part of the workforce management functions.
• Talent management functions such as onboarding, career planning and performance, learning, development, and compensation, allow HR teams to stay in touch with what skills are needed.

Software that is considered to be the best includes:

• Workforce BI, analytics, IoT apps, and artificial intelligence.

The benefits of HR software

The value propositions for human resource applications are changing, just like the department. Leading organizations use HR software to improve and deepen their workforce engagement.

According to the Sierra-Cedar Report, HR applications are crucial to the ability of an organization to manage its workforce productivity and culture.

These benefits include:

1. Efficiency and productivity: Sierra-Cedar research has shown that nearly 80% of companies use HR software to increase productivity and efficiency. Companies with advanced HRMS systems can reap substantial benefits in talent retention while allowing HR staff to focus on value-added projects and minimize audits.
2. Employee development/retention: The biggest HR software investment for organizations surveyed by Sierra-Cedar is in talent management tools; the top functionalities sought are around recruiting, onboarding, and performance management. It’s not surprising, given the time and money organizations invest in recruiting employees. According to the Society for Human Resources Management, new hires can cost businesses $4,219 and take 42 days to fill a vacant position. It is crucial to attract and retain good employees. However, it is equally important to keep them on board.
3. Cost savings: Payroll taxes, benefits, and salaries are the most expensive line items in any organization. Human resources departments have many options to save money without compromising the employee experience. HR management systems allow them to do this. Consider the rising cost of health insurance. A company can negotiate better rates with carriers if it has better data about benefits. Gamification functionality makes it easier for employees to adopt healthy lifestyle habits and receive rewards.
4. Automation of payroll reduces errors. Small businesses have a high-value area. Manual data entry causes the majority of payroll errors. In addition to the time it takes to correct errors, mistakes in tax withholding can expose the company to IRS penalties.
5. Compliance with regulatory requirements: Regulatory compliance has been a responsibility of human resources for ensuring that the business is in compliance with all applicable regulations, both state and federal. This job is expanding. Human resources must now be accountable for any HR violations that result from everything, including cybersecurity breaches and entirely new work models or changes in labor laws. The Sierra-Cedar survey found that 69% of organizations report high levels of success in using HR systems to monitor compliance.
6. Timecard fraud can be costly for organizations. Attendance monitoring: Fraud can take place in many ways, including taking long lunch breaks and “buddy punching”, when a friend clocks in for an employee who is running late. It also results in billing for hours not actually worked. Employees must swipe their employee IDs in order to punch-in time clock systems. This eliminates many of these issues. These systems add an additional layer of security and require approval from managers.
7. Simpler benefits administration: Even for small businesses, the process of managing and designing employee benefits can be complex. Study after study has shown that small businesses face the greatest challenges in managing their health insurance costs. This includes all the small businesses surveyed by The Commonwealth Fund, a health care researcher.
8. Data security: The HR department must work with the internal communications team to ensure that security policies are up-to-date. Employees need to know how to spot and deal with phishing emails with malicious attachments and links. The HR software processes ensure that policies are up-to-date and employees have signed off. The system offers role-based access and rules that protect against unauthorized access to employee information. According to IBM’s 2020 Cost of a Data Breach survey, these are the most costly and common causes of data breaches.
9. The HR system is the best source of this information. According to Oracle research, HR could be surpassing finance as an analytics-driven function. HR departments use data to predict turnover and plan for the future workforce. Organizations looking to reduce their recruiting costs can track key metrics such as time and cost per hire. They can also track voluntary and involuntary changes. This allows you to tie costs to the quality of hire.
10. Better decision-making: HR professionals can spend less time managing administrative tasks, and can be confident that payroll, benefits, and personnel administration are correct. This allows them to focus on employee satisfaction. The benefits administrator doesn’t have to worry about compliance or providing reports. They can focus on engaging the workforce and educating them about the benefits available. This will increase morale and help with retention.