Career framework

Job House, Competencies & Skills and Career Pathways

Performance Management

Evaluations, 1:1’s, feedback and goals

Engagement

Traditional surveys, Pulse surveys and eNPS

Security

All about our security and AVG protocols

Integrations

Integrate with HRIS, SSO, MFA and Calendar

Overview

An overview of all products on the Learned platform

Our story

Our mission and what makes us unique

Return on investment

Business value and return on investment

HR knowledge hub

E-guides, webinars and templates

Implementation & support

Proven implementation processes, videos and webinars

Customer stories

Find out how our customers are using Learned

Blog

Articles for HR Professionals and Managers

Terug

5 types of HR software that every SMB organization should purchase

Time-consuming paper processes and complex manual payroll. Many HR employees are mostly concerned with keeping records, drafting contracts and changes. There is hardly any time for the employee. Fortunately, that can be done differently! By digitizing the processes within the HR department, you keep a grip on all the important issues for employees and within the company. Read in this blog which 5 software systems for SME organizations will help digitize and professionalize your HR department.

 

A complete overview of software systems by HR focus area

Below is an overview of software systems by HR field with the motivation why this software is a valuable addition to the organization. Many organizations opt for an HR roadmap in which processes are digitized step by step. This is related to the level of maturity of the HR department. Measure the maturity of a your HR department through an HR growth model

 

1. Personnel Administration

For example; SD Worx, Nmbrs, AFAS and Personio
A personnel administration consists of data about the organization and about its employees. In addition, salary, leave and absence administration are also often part of this. Digitizing the salary, leave and absence administration saves time for both the HR department and the company’s employees. Because the HR department spends less time on a variety of manual processes, they have more time left for the human side of HR. The employees themselves have much more and faster insight into such things as the number of leave hours and their paychecks through these self-service systems. The HR department is making a professionalization move as all processes, agreements and information is recorded in a system.

With a lot of remote and hybrid working, it is important that employees have access to the various systems at each location and can make requests for leave, for example. The use of workforce administration software creates a tremendous amount of data that provides strategic workforce planning insights because all data regarding leave and absence can be used for long-term workforce planning.

 

2. Recruitment software

For example, Recruitee or Homerun

The recruitment system manages the recruitment process and candidate flow of job postings. Employees and candidates expect a streamlined (digital) onboarding experience even before they have had a job application or introductory interview at all.

This software helps you manage job postings in a much easier and faster way. It saves you time and money by automating simple and repetitive tasks and frees up time for more important things.

A clear trend in HR management in 2022 is the digitization of HR processes. Trends in HR writes: “It is precisely the further digitization of HR processes, such as the job interview and the assessment interview, that creates more space in HR. Designing processes as efficiently as possible puts even more emphasis on the human side, which is what it’s all about in the end.

 

3. Performance management software

For example Learned

Performance management covers the modern HR cycle and ensures active and uniform management of organizational goals and results on an individual basis. Talent management, for example, also fits into this software.

Good performance management software enriches conversations and supports managers. Learned’s research shows that there is a large savings in time by implementing continuous dialogue. Supported with the right software, this results in time savings of 44%. Time you can use as an HR department for strategic HR projects and on the human side of HRM. Calculate your own return-on-investment (ROI) for your organization by employing continuous dialogue and a modern development conversation within the HR cycle. Watch the video demo or use Learned for free for 14 days.

Read here 4 essential steps for purchasing Performance management HR software.

 

4. Learning management software

Examples include Easy LMS, Goodhabitz, Skillstown, New Heroes
This software helps manage all training and online learning offerings within an organization and encourage their use. Growth and development are incredibly important within an organization. Employees who take training or courses on a frequent basis and perform better and better as a result contribute to an organization’s success. This need not necessarily be an education or course as a deepening of current knowledge, but can instead be training that teaches new skills and abilities. In this way, employees do not stand still but continuously develop.

In addition, there is also a necessary interest in making sure that your company’s employees are retrained on a regular basis, especially in the area of digital skills. A 2020 survey conducted by World Economic Forum (WEF) found that 85% of companies expect to be short of digital skills within 5 years. Skill gaps between older and newer generations are increasing.

 

5. Employee happiness survey (Employee happiness survey) software.

Examples include Officevibe and 2daysmood
By using Employee happiness survey software, you can have the employee satisfaction surveys conducted frequently and in the same way, giving a good picture of the level of employee satisfaction and knowing what’s going on.

Implementing Employee Satisfaction Software is more than using “just another tool. Various processes regarding conducting the employee satisfaction survey and analyzing the results are being digitized. As a result, the implementation involves different layers and stakeholders within the organization:

  • Identifying key pain points/challenges/goals.
  • Training the various layers of stakeholders in the new system and with the new processes: HR/ the administrators, the managers and the other employees.
  • Follow-up support: frequent points of contact for further support to achieve the goals originally set. Here questions from the organization + new technical developments from the software party are discussed.

Of course, this applies not only to Employee happiness survey software but to all types of software. In the case of Employee happiness survey software, however, ease of use is key. You want to make giving feedback to the organization as smooth as possible. Using all kinds of complex tools with all kinds of workarounds then does not contribute to employee satisfaction.

Before purchasing a new system within the field of HR management, there are a number of things to consider. The user-friendliness of the software is really the key word. Good software is easy to use, makes employees happy and saves time. Complex operating procedures and lengthy manuals result in slow(er) software adoption. Find out what else to look for when buying Performance management HR software.