Sign Up For Free Demo

A cloud-based array of softwares to automate your organization’s HR functions end to end and eliminate repetitive tasks, easing the administrative burden of your HR department thereby.


Why People prefer HRIO


Being on the cloud Syscom HRIO has several benefits –use it anytime, anywhere access, no upfront investments, world-class data security, appreciatingly user friendly and more.

Claim Your Free Demo

What are the key components of HRIO

An effective Human Resource Management System not just backs your HR department to execute the core functions effectively within due timelines but also sets the foundation for a culture of engagement and productivity for the employees.

HRIO consists of the following top 12 components which ease your Daily work


How to Choose HRIO

Because HRIO solutions vary widely with their features and pricing, it's important to carefully research your options before committing to one. Here are the steps you should take before choosing an HRIO solution:

Identify your company's needs

First, get input from users, which include HR staff, senior management, IT, payroll and employees.

What are the problems with the current HR system? What are the opportunities to streamline routine processes, reduce administrative errors and improve HR metrics like retention and cost-per-hire?

Consider your company's specific operations. Do you have employees in multiple locations or countries? Do you need to schedule shifts and have employees clock in and out of work? Do you hire using external recruiters or your own team?


Create a shortlist

Research vendors that best fit your needs. In addition to current requirements, you should also consider implementation and scalability.

Can the HRIO solution be easily integrated with existing systems, and how much support does the vendor offer with deploying the software?

If you plan to grow the company, can the solution handle more users and employees? Does that affect the pricing structure, and will it require upgrades?

Once you've answered these questions, you can put together a shortlist of vendors whose offerings match your needs.

Contact vendors

Begin contacting vendors on your shortlist. You'll want to request a demo of the solution to see how it works and if it fits into your company's operations. You might also consider testing the software through a free trial, if the vendor offers it.

It's important to fully understand the vendor's pricing structure, which is based on features, number of users and level of support. Some vendors charge extra for specific modules. Others only offer implementation, support and training at an additional cost. Keep this in mind when asking for a price quote.


Conduct due diligence

Once you've completed a demo of the HRIO solution and have a better understanding of price and services, you'll want to get references from a vendor's existing or previous clients

The vendor will give you the names of clients with good experiences, but ask for companies that have similar needs to yours (e.g., businesses with under 50 employees or companies with employees in multiple locations). When contacting the reference, ask if there have been any issues with the vendor or the solution.

Challenges of HRIO Software

Figuring out goals for using the software

Businesses may not be sure what goals they have in mind for using HRIO. Do they want to focus on hiring and retaining talent? Or do they want to track an employee's lifecycle within the company? What do they expect to get out of using the software? It's important for businesses to carefully list their goals for an HRIO prior to selecting a solution


Resistance from IT, top executives and managers

Getting buy-in not just from users, but IT and executives is important. For example, IT may have concerns about data security if a vendor hosts a solution in the cloud. Or they may not want the responsibility of hosting and maintaining the software on company servers. Also, there may be resistance from managers who are used to handling performance reviews or time-off requests a certain way.

Limited use cases

Some organizations may already have a dedicated payroll solution that works for them, but need an HRIO for talent management. Or they may only require payroll, benefits management, and time & attendance modules, but not anything else. It may be more beneficial for them to purchase dedicated solutions.


Finding a solution with all desired modules

Some HRIO solutions may not offer certain modules. For instance, one solution may include many functions except for learning management and recruiting management. Finding a solution with the exact modules needed can take time

Issues for companies with locations in multiple countries

Some solutions may not be compliant with the laws for every country, which means companies may need to consider a country-specific solution


Issues for small businesses

Most HRIO solutions are built for medium-sized businesses or larger. This means the software may have modules and functionality that are unnecessary for small businesses. HRIO solutions may also have corresponding costly price tags, which can be too expensive for companies on tighter budgets. Another possible issue is that HRIO solutions are often designed for larger hierarchical organizations, which may not be easy to use for companies with smaller, less complicated struct