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
STARTS FOR AS LOW AS RS.20 PER EMPLOYEE
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.
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
Dashboard
Dashboard is the Home Page works for employer and it’s employees with some priority Tasks.
Employee Management
In other words, it’s Employee record management as it is the most crucial function performed by the HR department, if the records are misleading/incomplete or inaccurate, the organization may suffer financial loss as well as legal penalties.
Attendance Management
It equips your company with efficient timesheet management wherein the duration an employee spends at work is logged in and tasks performed in that time is recorded.
Task Management
It is a project/task management tool, with the different features like priority of task, timelines, extra time etc, which can help you in Employee Performance appraisal with full summary.
Leave management
Apart from timesheet management, Syscom HRM system consists of a Leave Management System that automates the leave application requests of employees, let’s you formulate your own leave policies and customize leave types as per the business needs
Master Document Management
It consist of Document Summary of all Confidential and Non Confidential Documents, completely paper saving tool.
Payroll Management
Preparing monthly paid inputs from timesheet, calculating salaries basis different grades and making necessary tax deductions and rerunning this entire process if any error is reported or miscalculations happen – isn’t it quite cumbersome and complicated?Our Payroll Management can solve this for you…
Asset Management
Our software has the ability to keep a record of assets issued to employees such as Laptops, pagers, cell phones, bikes etc.
Role Management
In this Menu, Employer can add the role of Employees such as Manager, Executive, Team Lead etc.
Permission or Access management
In this menu, employer will give the permission of each manager by Role define.
Config Management
In this menu, employer update the following information: -
1. Name of employer.
2. Address of employer.
3. Phone No. of employer.
Employer can add multiple phone no.
4. Email of employer. Employer can add multiple Emails.
5. Can upload Company Logo
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
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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