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3 Features Your Company's HR Platform Absolutely Needs

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There was a time when the human resources department, like many other main facets of your business, didn't need to be high-tech. But in a digital world that’s constantly evolving, accessible HR solutions are now a vital part of business operations. That's why so many organizations are making the effort to invest in comprehensive HR software.

Along with the importance of modern technology, companies are only now really learning the value of the HR department, and the changing role of the HR professional. Companies in the know are using this knowledge to boost their business bottom line.

Investing in an HRIS is the best way HR departments can effectively execute a comprehensive strategy that considers every aspect of the employee and company’s needs. As more organizations look to incorporate HRIS technology into their workforce, it’s important prospects understand the important features these HR platforms need to have.

Let’s start with the big three.

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1. Onboarding

No matter how large or small your company is, you cannot afford to underestimate the importance of a good onboarding program. This period is a pivotal one for new hires, as it can determine whether an employee will stay for years or may soon seek other employment elsewhere. How you prioritize your onboarding effects the kind of talent you recruit, your staff retention and the overall output of your business.

By implementing an excellent onboarding program, you can reduce employee turnover (and related costs) and improve employee satisfaction. HR software can allow you to automate and streamline this process to ensure consistency across the board and decrease errors.

2. Connectivity

Deloitte research has found that approximately 40% of millennials select an employer based on the health and wellness benefits they offer. That means benefits are a big deal to a significant portion of the workforce today.

If you can’t provide benefits in a way that appeals to the hires you need, you may have trouble attracting talent or keeping employees around. Your HR software should offer connectivity to a variety of market carriers, as this will allow you to provide more adequate benefits to employees. Carrier connectivity is designed to create a frictionless benefits experience.

Ultimately, this can help curb employee turnover and improve worker satisfaction, just like an onboarding process does.

3. Scalability

Your company is likely growing and changing all the time, business, is after all, dynamic. Knowing this, it doesn't make a lot of sense to invest in a stagnant HR setup. You need something that's going to accommodate your developing needs. When researching the HR software available to you, you'll probably want to focus on one that's scalable. Whether you have 50 employees or 10,000, you deserve an intuitive platform that won't let you down.

Be sure to choose a platform that will grow along with you, instead of one you'll have to learn and later abandon when it can no longer handle the size of your business.

An HRIS that Includes More

While there’s a variety of HRIS’ on the market, any you consider for future adoption should at the very least include a module for onboarding, provide superior carrier connectivity and be scalable.

The best HRIS’ will, however, offer more modules, including performance and goal tracking, leave management, and benefits. The JungoHR HRIS includes access to Canada’s first and only HR Hub of services, helping HR departments meet and handle all their major pain points head on.

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Kaneez Jaffer

Kaneez Jaffer

Kaneez is a Certified Human Resources Leader (CHRL) with an advanced knowledge of human resources and organizational structure and design. She has extensive experience with HRIS systems and understands the need to move HR from a transactional model to a transformational one. She has worked in the investment banking, insurance, and legal industries, as well as with large not-for-profit centres helping to simplify and streamline their internal systems. Kaneez is an expert in building relationships and affecting change in a positive and productive way. She acts as the key HR business partner at Apri Insurance Services Inc, managing the implementation of JungoHR, while providing expert advice and counsel on a range of HR matters. Kaneez holds a Graduate Certificate in Human Resources Management as well as a Certificate in HR Law for HR Professionals from Osgoode Hall Law School in Toronto, Canada.