Workforce Management Software is critical to ensure optimal productivity and engagement of employees in any organization. Human Resource Management Systems (HRMS) or also known as HRIS covers a broad range of areas. Broadly, it can be broken down to the following areas

a. Employee Management

b. Workforce Management & Employee Engagement

c. Payroll Taxes and Benefits

d. Talent Management

e. HR Analytics

Each of these areas have a lot of depth of functionality and usually covers the following modules or functional areas.

a. Employee Management

  • Employee Database
  • Employee Life Cycle Management
  • Organization Structure
  • Employee Analytics

b. Workforce Management & Employee Engagement

  • Rule Builders for Policies, Work Related Pay and Unique Labor/ Industry/ Company Laws
  • Employee Portals
  • Employee Self Service for Employee/ Supervisor/ HR interaction Online
  • Employee Engagement Utilities
  • Native Mobility
  • Work Management Analytics

A Workforce Management centric HR excels in the above areas. A high quality product is one which can commit upfront that policies/ rules that could be unique for the country, industry and organization in areas like leave policies, time policies, shift policies, leave carry forward, permissions, overtime, leave crediting and such rules, irrespective of its uniqueness can be handled without affecting the integrity of the product. Such products are designed to have intrinsic rule builders and place holders to apply the right rule and also allow variations depending on the organization context used. A powerful and user friendly/ mobile ready KServeHRMS (www.KServeHRMS.com), meets the above criteria, has significant depth for Workforce Management, yet has various plans to cover the other areas of HRMS too.

c. Payroll, Taxes and Benefits

  • Compensation and Pay Modelling
  • Benefits Modelling
  • Tax Modelling
  • Rule builders for Payroll, Benefits and Taxes
  • Payroll, Benefits, Tax Processing
  • Summary and Detailed Outputs
  • Country specific Filing outputs for various periods (monthly, quarterly, annual)

d. Talent Management

  • Recruitment/ Applicant tracking/ Candidate Management
  • Performance Management
  • Skills and Competencies
  • Succession Planning
  • Position Control
  • Training
  • Learning and Development
  • 360 / Employee Pulse surveys

Talent Management areas are widely varying across organizations and hence its difficult to find one product that meets the needs.

e. HR Analytics

  • Employee Analytics
  • Work Management Analytics
  • Machine Learning/ AI based prediction of Employee Pulse/ Morale/ Satisfaction

Organizations in the past, typically used to procure one product hoping to cover all the areas. While integration was achieved, the negative impact was dissatisfaction on what one product could provide in all the areas. The pendulum then swung the other way, where organizations procured individual modules in all areas where depth of the core product was not adequate. The negative impact was the proliferation of products, cost of managing it and the need to synchronize all modules every time employee details or statuses change every period.

The right balance is to procure a good product to cover all the Core Employee Management and Workforce Management depending on the geography or industry, and specific Talent Management/ Analytics modules for each sub area depending on the uniqueness of the actual processes in that areas. This way the number of products procured are lower, and yet depth of functionality is achieved in all the right places.

KServeHRMS.com has powerful depth in the Core Employee Management and Workforce Management/ Employee Engagement and also has deep functionality required in other areas. For smaller organizations (less than 1000) this single product can be the backbone HRMS system. For larger organization it serves as a powerful HR/ Workforce Management back bone to cover the operational areas and can integrated to the best of breed products for unique talent management and analytical areas.