Do I Need Employee Tracking Software?

 

An HR manager considering the expense and time involvement in implementing an employee tracking software might ask, “Do I really want to do this”? After all, certainly HR has managed without it thus far. 

 

Many small companies are managing just fine with file folders and spreadsheets so why change to almost total automation? Paper works until you have to produce a report on how many employees you have and how much the company is spending on compensating each type of employee.

 

So, to answer the question, “Do I even need technology”?  Most experts agree that employee tracking software is essential for a company of 50 or more, however, smaller companies can benefit greatly from available technology. Employee tracking software saves time and money, avoids human error and potential law suits, and provides a competitive business edge.

 

Managers should consider employee tracking software if:

 

60 to 70 percent if your time is spent answering employee questions.
You want your employees to take charge or their own HR management.
Employee productivity is a concern.
Your business lacks a competitive edge.
Your company is struggling to recruit and retain employees.
Your company is cost conscious.
You want to keep up with new millennium technology.
Lack of expertise within the company suggests outsourcing.
 

Whether you are looking to automate your benefits management or tracking employee data, training, performance, salary, or any other HR function, employee tracking software is the answer.

 

Where Do I Start?

 

If you’ve considered employee tracking software, you know that the list of possible products is endless. Most software is divided into categories from total HRIS system software to more specialized software such as employment management, training management, employee compensation, scheduling, payroll, skills management, and many more. The prospect of choosing employee tracking software can stop even the best managers in their tracks.

 

Historically, large companies choosing new software formed committees with specialists from every department-IT, accounting, HR- to help in the selection process. They attend meeting after meeting, formulating criteria, obtaining input from employees. The process was time consuming at the least.

 

That process is no longer necessary. While selection should be a logical process, with clear criteria, it does not need to be tedious and overwhelming. There are some standard steps in employee tracking software selections. Following these steps should make selection much more manageable:

 

Do some research on employee tracking systems
Obtain general buy-in from management.
Develop an employee tracking system needs analysis.
Develop a demo script and schedule demos with vendors.
Determine a selection rubric to compare vendors.
Select a system.
Negotiate an agreement with the vendor.
Obtain approval from management.
Develop an HRIS implementation plan and move forward.
 

If you are considering employee tracking software, there is good news. The software market has become more standardized so it’s easy to find what you need. With so many vendors, come many choices, and the ability to negotiate to obtain exactly what you need. The CompareHRIS.com HRIS selection tool and our free HR and payroll software buyers guide can assist tremendously with the above mentioned steps. The benefits of employee tracking software far outweigh any concerns. Technology can save you time and money, and lead to a more efficient and effective company.

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