Speak to an advisor  »  0333 939 0113
Home HR Software Why CascadeGo About Us Support Contact Resources Pricing
Follow Us
Twitter
LinkedIn
Google+
Featured discussions
CascadeGo to debut at The Business Show, London
11th September 2017
0 Comments
-
1 Like
CascadeGo debut at CIPD HR Software Show
19th July 2017
0 Comments
-
0 Likes
Login or Register below
To add a comment or give something a thumbs up, you must either
login or sign up for a new account.
Login
Account Email
Password
Remember Me
Register
Display Name (public)
Full Name
Email ( kept private)
Password
Confirm Password
I Agree To The
 Terms and Conditions
of HRmoz
Tell us more about you...
We'd love to know a little more about you, you can skip this step and return
later if you don't have time right now.
Upload your profile image - 200 pixels x 200 pixels
Add a Profile Picture
Step 2 / 2
DavidRichter

4 Signs Your Business Is Ready For An HR System Upgrade

21st March 2016 - Posted By David Richter To News & Events
Share This Article »
The internet has changed everything.

Not too long ago, if you wanted an HR system for your business you'd host it on your own servers in your office. Even for small businesses the set-up fees were hefty, often into the five or six figure range. This caused many smaller businesses to avoid purchasing an HR system all together.

SaaS has changed all that.

With SaaS HR systems there is no hardware for the client to buy or software to download. It’s all hosted online. Because of this the up-front costs are greatly reduced. Instead the client pays a subscription fee to use the system.
For smaller businesses this makes investing in an HR system more manageable.

Without doubt, the SME market is the growth market for online HR software. In the past five years the number of enquiries I receive from companies with fewer than 50 employees has roughly tripled.

This explosion in demand from small businesses has led to an increase in the number of HR systems targeting SMEs.
These are typically low cost and light on functionality. If you’re a small business then that’s OK because, as long as it covers the basics it will still be a vast improvement on trying to manage with spreadsheets and documents.

But… not all small businesses stay small. Beyond a certain point, an HR system that’s suitable for a small business is no longer effective.

Below are 4 signs that your business may need to make the transition to an enterprise level HR system.



1. Using Multiple Systems
If you’re using multiple systems to help you do your job then you’re probably duplicating work and losing visibility of useful data. For example, let’s say you use a separate system to track applications for vacancies. When you hire one of those applicants you’ll end up re-entering their details and uploading their documents into the HR system even though you’ve already captured the same information at the recruitment stage. If you’re a small company that hires for a handful of vacancies per year then that’s a minor annoyance. By the time you’ve grown to the point of hiring several hundred people per year however this can quickly become a serious drain on your time.

By keeping the information in separate silos it’s harder to interrogate it. To keep with the recruitment example, you might want to understand how effective the recruits from various channels have been for your business. To determine this you might want to report on absence and appraisal data broken down by recruitment channel. If you’re using three different systems for your HR, appraisals and recruitment, at best, this is going to be difficult and time consuming to do.

2. Some Teams and Departments Can’t (or Refuse) to Use it
For companies who have a workforce split between different countries you might find that they’re not able to use your HR system. For example, last year’s ruling by the European Court of Justice that the Safe Harbour agreement between the US and EU was invalid. This effectively made it a breach of the data protection act to store personal data in the USA about employees based in the EU. If you have employees based in the USA, you’d have to restrict their access to EU employee data on the HR system so there was no possibility of it being downloaded and stored state-side.

Another common example is to make the HR system relevant and user friendly for different languages or specific certain job roles. This level of customisation is not available in many systems targeted at SMEs.

If a chunk of your workforce are not willing or able to use the HR system then you’re going to end up with patchy data or data stored in different systems.

3. It’s Difficult To Get The Data You Need
Whatever the cause, if you’re struggling to get the data you need out of your HR system it may be time to adopt an enterprise system. Without accurate data it’s going to be difficult to make informed decisions and guide your HR strategy.

4. You’re Setting Manual Reminders In Your Outlook Calendar To Check Your HR System
One area where HR systems can add a lot of value is by automating tasks that trigger based on data within the system. If you find yourself setting Outlook reminders to check something like an employee’s Bradford factor then your system is probably adding to, rather than saving your workload.

Conclusion
Some major benefits of using an HR system to manage your workforce data are to capture and store employee information securely, reduce the amount of time the HR department spend on routine administration and to give you greater insight into your employee’s activity.

For small businesses the functionality required to achieve these goals is minimal. However, as companies grow so does the complexity of their requirements.

As a company grows there comes a point when an entry level HR system is no longer effective at capturing information, reducing admin and providing useful data. As a general rule this is when a business should consider using enterprise level HR software.
David Richter
Marketing Manager - Octopus HR
Share This Article »
Comments (0) - Add Your Comment Below...
Login
(0)
Like Like_Article
CASCADEGO
1 Gelderd Road
Leeds
West Yorkshire
LS12 6NJ
CONTACT
NEWSLETTER
CONNECT
Twitter LinkedIn Google+
TRIAL
Copyright © 2017 - Octopus is a trading name of BSL Registered in England 4388455. The Octopus and HRmoz logos are Registered Trademarks of BSL  |  Legal  |  Cookies Policy  |  HRmoz Terms
Our awards and affiliations »
Terms & Conditions
The HRmoz service ("Service") is offered by Beaumont Solutions Ltd ("Company") to provide businesses and individuals access to a collection of resources related to HR, recruitment, training, leadership, development. The Company may change the Service from time to time, with or without notice, by adding, modifying, suspending, or discontinuing features of the Service.

You may access the Site or Service as a user ("User") with a free account. While access to certain components of the Site and selected features of the Service is free, the Company reserves the right to charge fees for features and benefits associated with the Site or Service at any time and without notice.

Your access to the Site and Service is expressly conditioned on your compliance with this Terms Of Use and any applicable laws.

The company reserves the right to cancel, suspend, or block access to the Site or Service at its sole discretion for any reason and without notice.

For the purposes of this Terms Of Use, Users and Subscribers may be referred to as "you", and the Terms Of Use may be referred to as the "Agreement" or the "TOU". The TOU is a legally binding contract between the Company and you; the Company may be also be referred to as "Octopus" or "Octopus HR" or "Beaumont Solutions Ltd" or "BSL" in this Agreement.

Any information, profiles, data, text, links, articles, software, photographs, graphics, video, music, sound, messages, or other materials that a User uploads, publishes or displays on the Site or in connection with the Service, whether publicly posted or privately transmitted shall be referred to herein as "User Generated Content".
  • Users assume legal responsibility for all User Generated Content.
  • Users agree that no copyright, trademark, trade secret, publicity or privacy rights, or other intellectual property rights are being violated by your posting, transmission or sharing of any User Generated Content via the Site or Service.
  • Users agree not to post, transmit, or share User Generated Content on the Site or Service that User does not have permission to post, transmit or share.
Beaumont Solutions Ltd assumes no obligation to and does not routinely pre-screen User Generated Content posted via the Site or in connection with the Service. Beaumont Solutions Ltd does not guarantee the accuracy, integrity, appropriateness, quality, or validity of User Generated Content. User Generated Content does not necessarily represent the views or opinions of Beaumont Solutions Ltd and under no circumstances will Beaumont Solutions Ltd be liable in any way for any User Generated Content, including without limitation any loss or damage of any kind incurred as a result of the use of any User Generated Content posted, emailed, or otherwise transmitted via the Site. As such, you are solely responsible at your own expense for creating backup copies and replacing any User Generated Content you post or store on the Site or provide to HRmoz. Notwithstanding its lack of obligation, Beaumont Solutions Ltd may remove any User Generated Content at any time at its sole discretion and without notice. Beaumont Solutions Ltd assumes no obligation to maintain or store your content. Beaumont Solutions Ltd may delete, modify or restrict the display of User Generated Content at any time for any reason.

Beaumont Solutions Ltd does not claim ownership of User Generated Content and subject to the rights granted to Beaumont Solutions Ltd in this TOU, you retain full ownership of all of User Generated Content to the extent you would otherwise have intellectual property rights or other proprietary rights associated with it.

When you post User Generated Content to the Site, you authorise and direct Beaumont Solutions Ltd to make such copies as the company deems necessary to facilitate the posting and storage of User Generated Content on the Site and provide the Service to you.

By choosing to post, upload, or transmit data to the Site, you grant the Company, its affiliates and partners an irrevocable, perpetual, world-wide, royalty free, non-exclusive license (with the right to sub-license) to use anonymized and aggregated User Generated Content, in all present and future media, and in any manner relating to the Site or Service.