Digital HR comes with the following: Employees' data management module, Employees Self-service Module, Payroll Management Module ( With automated Tax and Social Security calculation, Multi-Currency for all countries, with flexible integration with other software), Time & Attendance Management Module ( clock in & clockout - Employee location and overtime tracking and with flexible integration with biometric devices as well ), Timesheet Management Module, Leave Management Module ( Automated proration andoptions to exclude public holidays, non-workings, & carryover. Accept all leave policy and structure ), Performance Management Module, Recruitment and Onboarding Management Module, Employee assets management module, Benefits Administration Management module, Role-based access management module, Policies, Employee Files & Disciplinary Management Module, Training Management Module, Report Management Module, etc.Try it free
Our Software Delivers the ability to run operational reports to track HR information, complete compliance reporting, develop key performance indicators (KPIs) to measure HR process performance and embed HR metrics into financial dashboards for company-wide analysis, planning and decision-making. Also look for the ability to create ad-hoc reports..Try it Free
Improved Accuracy: Data-driven decisions are based on concrete evidence and objective analysis, reducing the likelihood of biases and errors in HR processes. This ensures that HR strategies, policies, and decisions align with actual trends and patterns in the workforce. Enhanced Hiring and Recruitment: By analyzing data on candidate qualifications, experience, and performance metrics, HR can identify the most suitable candidates for specific roles. This leads to better hiring decisions and reduced turnover rates. Increased Employee Engagement: Data-driven insights allow HR to identify factors affecting employee engagement, job satisfaction, and productivity. By addressing these factors proactively, HR can create a more engaged and motivated workforce. Targeted Training and Development: Data analysis helps identify skill gaps and training needs within the organization. HR can then design targeted training programs that enhance employee competencies, leading to a more skilled and productive workforce. Efficient Performance Management: Data-driven performance evaluations enable HR to set realistic goals and provide feedback based on quantifiable metrics. This fosters a performance-driven culture and helps employees understand their growth areas. Better Workforce Planning: HR can use data to forecast future workforce needs, such as talent demand, succession planning, and skills shortages. This enables the organization to plan ahead and be prepared for future challenges. Cost Optimization: Data-driven decisions enable HR to optimize resource allocation, reduce unnecessary costs, and increase cost-effectiveness in various HR processes, such as recruitment, training, and benefits management. Talent Retention: Data analysis can identify potential flight risks within the organization. HR can then implement targeted retention strategies to keep valuable employees engaged and committed to the organization. Diversity and Inclusion: Data-driven approaches can help HR assess diversity and inclusion efforts within the organization. This allows for targeted initiatives to promote a diverse and inclusive workplace culture. Measurable ROI: By utilizing data to drive HR decisions, organizations can measure the return on investment (ROI) of various HR initiatives. This enables HR to continuously assess the effectiveness of strategies and make data-driven improvements.
With the Digital HR all data is in a single bucket, with higher integrity. That enables better, faster decision-making. It’s also pivotal to a workforce planning and analytics initiative, where a company assesses its current workforce and compares that reality with future needs as determined by business objectives..Try it Free
Role-based access: HR staff require different rights than the rest of the workforce, for good reason. Managers should be able to perform some tasks, individual employees, others that relate to their own data. The Digital HR allow all the roles you need to manage constituencies.
System segmentation: The Digital HR is setup such a way that certain data is accessible only by certain people or roles. Even within the HR department, it provides companies with a deployed security protocols to provide HR professionals with access to only the segments of the workforce they serve. Often, executive payrolls are completely separated into unique accounting entities to protect that information.