Using an HR system for records, attendance, payroll inputs, performance and exits.
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Before you sign an HR software subscription, settle who owns the data, how a full export works and what happens when you leave. The questions to ask, and how to check the answers.
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Forty-one reviews, in forty-one documents, in a folder nobody opens between March and March. What a performance system has to hold to be worth the licence, and the process decisions it will expose.
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A complaint was raised in March, handled by someone who left in May, and nobody could find what was decided in September. What engagement and employee relations software has to record, who may see it, and why the audit trail is the product.
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Three weeks after leaving, a former employee could still log in. Eight systems, eight owners, no list. What offboarding software has to orchestrate, why the last day is the wrong trigger, and what full-and-final needs from it.
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Every month, someone spends three days assembling headcount, attrition and cost from four sources into one deck. What HR reports automation actually changes, which reports are worth automating, and why most of the value is in the data underneath.
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A client audit asked who had completed a mandatory course and when. The answer was in three spreadsheets, two mailboxes and a provider's portal. What learning and development software has to record, why completion is not competence, and the one register that matters most.
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A promotion updated in payroll, a transfer known only to the site, a joiner whose access arrived a week late. What onboarding and movement software has to orchestrate, and why the joiner's first day and the leaver's last are the same problem.
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Applications arrive by email, WhatsApp and a job board, and the hiring manager asks which candidates are still in play. What a recruitment system has to hold before it is worth having, and what it will not fix.
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The tools are free, which is why nobody adds up what they cost. A way to work out what your current HR setup actually takes each month.
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HR software rarely fails at the demo. It fails in month three. The five reasons it happens and what to settle before configuration starts.
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Two different products often sold as one. What each actually does, which one your late payroll needs, and why buying the wrong one changes nothing.
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Twenty questions that separate a product which fits how you run from one that demos well. Ask them in the demo, not after.
7 min readRead articleIdentify payroll leaks, record gaps and hiring bottlenecks in a free first conversation, and leave knowing what to fix first.
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