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From entering information quickly to limiting your app ecosystem, here are seven answers to the question, "In 2023, what are the most effective things that ensure you're getting the most 'bang for your buck' with your HR software spending?"
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The HR software is only as good as the data that's stored inside of it. As a remote company, we rely on our HR software to help automate processes. The more data we can put into the system, the more automated the processes become. If a new hire enters their information incorrectly, the system flags it and helps us correct it.
One thing I'm doing to get the most out of our HR software is making sure I'm entering all employee information promptly. I've set up a recurring task in my calendar so that I enter all new hires by their first day, all terminations by their last day, and any changes in benefits or salary immediately.
By automating the data entry process, I ensure we make all necessary changes in a timely manner and that our HR software is as up-to-date as possible.
Matthew Ramirez, CEO, Rephrasely
If you want to get the best out of your HR software, then make sure that you're using only the most up-to-date products. There will be many companies that want to get a piece of any industry; this is true of HR software just as it is with everything else. Just because something is new, however, doesn't mean that it will last.
Software products that cannot make a certain level of return can lose support and effectively become dead in the water. When this happens, you might find that the brand-new, state-of-the-art software you bought has become obsolete.
Choose actively maintained and supported software, particularly those with a history of excellent reviews regarding the frequency of updates and support coverage. It will take a bit of research, but consider your HR software like any other investment. If you want a lasting product worth your investment, you'll just need to put in the effort to make sure that's what you're getting.
Max Schwartzapfel, CMO, Schwartzapfel Lawyers
One thing we're doing is tracking and monitoring our individual usage within software we currently subscribe to outline the best subscription "levels" for users to be on within our company.
For example, it's easy to assume that a large business needs the biggest subscription package that a piece of software offers, but it's not the case for every tool. There are often large cost savings that can be had just by analyzing our current usage and adjusting our subscription packages accordingly.
Wendy Makinson, HR Manager, Joloda Hydraroll
We have been making some changes to our HR software interface to make it easier for our employees to use.
For example, we've been working on automating answering employee questions about benefits and other HR topics using natural language processing and AI, so that employees don't have to go through the hassle of navigating through a complex software interface to get their questions answered.
Besides that, now they can access the software from their cell phones, so they find it much easier because they are used to working with their phones and accessing apps.
Luciano Colos, Founder and CEO, PitchGrade
In 2023, I plan to ensure the most value for my HR software spending by taking advantage of predictive analytics. Predictive analytics is a technique that allows businesses to anticipate future staffing needs and identify potential risks before they occur.
By more accurately predicting the workforce requirements, my organization will be better prepared to meet its goals while minimizing costs associated with managing our human resource system and employee performance issues.
This approach will guide decisions on which software platforms are best suited for our specific business needs and can save money in the long run by reducing operational costs associated with redundant or incorrect technology purchases.
Grace He, People and Culture Director, teambuilding.com
By removing industry buzzwords and explaining the benefits in a clear and concise way, you can effectively communicate the value of HR software to stakeholders and secure their approval to invest in a solution that will benefit your company in the long run.
It is important to understand the specific benefits it can offer your company and how it aligns with your HR needs and goals. Once you remove the industry noise, you can look at your HR processes and identify the specific pain points that HR software can help address.
Then, research different HR software options and compare their features, capabilities, and costs. Only then can you negotiate better terms—once you have a clear understanding of the benefits and costs of HR software to get the most value.
Donna Werner, Chief Administrative Officer and Co-Founder, GhostBed
I think I speak for everyone when I say that "App Fatigue" is real, both in daily life and in the workplace. To get anything done, we need to log in to several different applications, requiring us to keep track of dozens of passwords. Worst of all, getting these applications to communicate with each other can be a nightmare, slowing down vital processes.
For 2023, we collectively said enough is enough, and our formal HR software strategy now involves bundling applications together via integrations. To reduce the development work, we have used a third-party integrator to join all of our HR software applications together, speeding up the flow of information. Consequently, we only ever need to log in to a single application but enjoy all the unique benefits that our various providers offer, getting the best of both worlds.
Oliver Savill, CEO and Founder, AssessmentDay
Ensure prompt entry of employee information to maintain accurate data within the HR software. Automate data entry processes for new hires, terminations, and changes in benefits or salary to keep the system up-to-date.
Choose HR software products that are actively maintained and supported, with a history of frequent updates and positive reviews. Prioritize software with lasting value over newer, potentially short-lived options.
Track and monitor individual usage within subscribed software to determine the most suitable subscription levels for different users. Analyze current usage patterns to identify potential cost savings by adjusting subscription packages accordingly.
Improve the software interface to make it more user-friendly, potentially incorporating features like natural language processing and mobile accessibility. Simplify navigation and automate processes to streamline employee interactions with the software.
Utilize predictive analytics to anticipate future staffing needs and identify potential risks, guiding decisions on software platforms that best align with business goals. By accurately predicting workforce requirements, costs associated with managing human resources can be minimized in the long run.
