Human Resources (HR) software for Microsoft SharePoint — is a computer program designed to help automate the processes for HR and utilise the key features of SharePoint and SharePoint Online.  Sometimes referred to as HR apps (for the SharePoint Online environment) and SharePoint HR Portals or HR Templates.

Below are our HR Software Top Ten Considerations.  We believe that SharePoint based HR Software ticks all the boxes:

  • User Friendly. There has been such a rush to market in the HR software space that many systems have compromised on the UI to get the system out of the door. If your system is not easy to use with a simple UI, you simply won’t get the return on investment from the system. There are plenty intuitive, user friendly systems out there and we see this area as key.
  • Accessible 24/7. HR systems should be web or cloud based and accessible on the go, whether in a different country, different office, at an airport or train station, or simply when working from home. This is a non-negotiable system feature.
  • Modular Approach. Selecting a modular system means you only pay for what you need and can start with the core functionality and introduce new modules overtime, based on the evolving requirements of your business.
  • A Flexible System. A modern business needs to flex in order to stay ahead, your HR system should be flexible enough to accommodate change quickly, easily and be cost effective, reducing the reliance on a software provider.
  • Powerful Reporting. Your system should be taking all the manual effort out of reporting and should have a library of ready to go reports relevant for Line Managers and HR Professionals with the ability to build custom reports around key areas.
  • Organisation Charting. Many businesses benefit from having dynamic organisational charting that provides visibility across all levels of the business and highlights ‘empty chairs’ within the organisation
  • Interoperability. HR systems need to have the ability to be easily integrated with other business systems and be compatible with payroll and complimentary back office point solutions.
  • Self-service. Modern HR software should be automating time consuming manual processes by enabling employees to securely log-in, update and maintain their details on the system.
  • Licensing. Some HR systems are structured on a per user license model, meaning that although the entry level may appear to be cost effective, once a business grows, or has in access of 100 users, the costs can become prohibitive.
  • Global capabilities. Larger businesses may need to consider the ability to have regional HR managers/administration within a single deployment.