The HRM System

An HRM (Human Resource Management) system is a software platform designed for the comprehensive automation of personnel management processes. The system combines tools for recruitment, onboarding, employee development, personnel administration, performance management, and HR analytics into a single digital space.

What is an HRM System?

In practice, a modern HRM system operates as a single, connected digital environment. It's a space where HR specialists oversee processes like recruitment, onboarding, and development,  while employees gain access to a personal account (self-service center) where they can manage their own needs, such as submitting vacation requests, obtaining documents, or participating in training programs.

Which HR Processes Can Be Automated?

An HRM system automates these processes, freeing HR departments from routine work so they can concentrate on strategic personnel management and organizational development, thereby increasing their overall effectiveness.

• Recruitment: The system manages the candidate pipeline, tracks interview statuses, and helps recruiters make hiring decisions based on structured candidate data.
• New employee onboarding: Using an HRM system, HR specialists can create onboarding plans, track their completion, and gather feedback from new hires.
• Employee data management: All employee information is unified in a single, accessible system, empowering HR specialists and management to make data-driven personnel decisions.
• Personnel development: An HRM system provides tools for planning training initiatives, assessing their outcomes, and crafting individual development plans. This creates a transparent environment where employees can view their personal goals and metrics, and managers can effectively track their team's progress.
• Analytics and reporting: The system collects data from all HR processes and generates clear reports — from basic turnover rates to predictive analytics on staffing needs.
• Personnel document management: The system generates orders, tracks work hours, and automatically calculates indicators, minimizing paperwork.
• Internal communications: Automation simplifies the process of informing employees, conducting surveys, and collecting feedback.
• Time and attendance tracking: An HRM system helps track hours worked, tardiness, and overtime.
• Leave and absence management: Employees can submit vacation requests through the system and use a team leave calendar.

HRM System Functionality

Effective personnel management requires the creation of a unified digital space where HR specialists and company employees can interact efficiently. An HRM system acts as this unifying link, providing each participant with the necessary tools to solve daily tasks and achieve strategic goals.

An HRM system's functionality serves two interconnected audiences. On one side, it provides the HR department with the tools to manage the entire employee lifecycle, from recruitment to career development. On the other side, it offers employees a clear digital space to resolve personnel issues, track their own development, and engage in corporate life. This dual-sided approach fosters a transparent environment for interaction and helps build a productive company culture

When Does a Business Need an HRM System?

A business encounters the need for an HRM system when traditional personnel management methods can no longer cope with the increasing workload. Signs that a company should consider automating its HR processes appear at various organizational levels.

Disconnected HR tools create chaos in personnel work — HR specialists use many different programs and tables, wasting time transferring data between systems. Information gets lost, processes slow down, and the risk of errors in decision-making grows.

Employees don't understand how to interact with the HR department. There is no single window for submitting applications and requests; people get confused by procedures and requirements.

Top management doesn't see the full picture regarding personnel because there are no suitable tools for assessing the quality of the HR department's work. Due to a lack of data, leaders cannot make strategic decisions.

It's worth considering a new system if current HR tools cannot be configured to meet business needs. When a company is forced to fit into the rigid framework of its software instead of adapting the system to its processes, the development of the HR function stagnates.

What Criteria to Consider When Choosing an HRM System

Choosing an HRM system is a strategic decision that affects a company's long-term development. When evaluating systems, it's important to consider not only the current needs of the HR department but also the potential for scaling to meet future business challenges. A comprehensive analysis of the following criteria will help in selecting the optimal solution for digitalizing HR processes:

1. The ability to automate all key HR department processes — from organizational modeling to task management.
2. The system should act as a single, unified source of data that enables the tracking of employee metrics and supports well-informed managerial decisions.
3. A flexible solution that can be easily configured to the company's specific needs without vendor involvement — for example, SimpleOne HRMS is built on a low-code platform. The advantages of low-code solutions include:
   • Rapid development and implementation of changes.
   • The ability to create unique solutions without deep technical knowledge.
   • A combination of no-code, low-code, and pro-code tools to solve tasks of any complexity.
   • A simplified modular architecture for creating complex enterprise solutions.
   • Flexible data model configuration for individual business needs.

How to Determine the Effectiveness of an HRM System

To assess the value an HRM system has brought to the business, you should look at the following indicators:

• Have the timelines for HR processes been reduced?
• Has the speed of decision-making increased?
• What percentage of HR processes have already been automated?
• Are there changes in the employee net promoter score (eNPS)?
• Have the financial costs of routine processes decreased?
• Has the quality of new hire selection and onboarding improved?

A Brief on HRM Systems

1. An HRM system creates a unified digital space that automates all personnel management processes, streamlining interactions between HR specialists and company employees. 
2. At its heart is a centralized database containing complete information on each employee, from personal details to their full career development history.
3. The need for such a system typically arises when traditional management methods begin to buckle under a growing workload and disconnected tools start to hinder effective work. 
4. When choosing an HRM, it's crucial to consider its ability to automate key HR processes, provide a single source of data, and offer the flexibility to be configured to specific business needs.
5. A modern HRM system does more than just automate existing processes; it builds a foundation for the HR function to evolve and adapt alongside the changing needs of the business.