5 signs you need to go on an HCM shopping spree

October 24, 2019


Written by April Vaden


Now that fall is underway, we can enjoy some of my favorite things like pumpkin spice, sitting by a cozy fire, comfy sweaters and one of the biggest shopping days of the year – who doesn’t love a good shopping spree?! Shopping for HCM software may not be as fun as an episode of Supermarket Sweep or camping out next to your favorite department store to score a great deal on a new TV, but purchasing a new system can result in major wins for your company if you are encountering some or all of these 5 telltale signs that your HCM Software is out of date.

  1. There are too many payroll errors due to manual calculations.

When managers are forced to manually calculate complex pay rules, mistakes are likely to happen. Not only is this process time consuming and aggravating for your managers, but it can also be a major source of dissatisfaction for employees who are paid incorrectly due to errors in manual pay calculations. If your payroll system doesn’t allow you to automate pay rules, you might want to start browsing.

Automating pay rules in your payroll system will increase productivity, increase employee satisfaction, and save your managers tons of time. After all, time one of your most valuable assets.

  1. Employees are working a significant amount of unauthorized overtime and you weren’t alerted of the issue by your current system.

When your HCM software doesn’t allow you to easily track overtime hours and trends, it can be challenging for managers to regulate and prevent it from happening in the first place. Modern time and attendance software allows managers to identify employees who are approaching overtime before overtime is incurred via real-time notifications and reminders.

  1. Employees are dissatisfied due to inconsistent enforcement of time off rules.

Did you know that approving time off requests can become a recommended or even automatic process for managers? By grouping employees together in your scheduling software, you can enforce rules for allowing time off requests, such as the maximum daily quota of absences allowed for the day from employees on the same team, or disallowing employees to submit a vacation request if taking that vacation would bring the employee below their accrual balance for earned time off.  Not only would this lead to happier employees due to consistent enforcement of time off policies across your organization,  it would also allow managers to ensure their departments are staffed appropriately, and would decrease the amount of time managers spend processing time off requests and adjusting the schedule.

  1. Your organization has experienced lawsuits due to not being compliant.

Failure to follow, track and adhere to labor laws can become a major roadblock to success when there is no audit trail or standard process to follow.  Your HCM software can help prevent these issues as HCM vendors push regular updates to their software automatically in order to keep up with the latest rules and regulations. Talk about HUGE savings and diminished risk! A new system should also provide you with an easy way to report on such regulations.

  1. Reporting on employee data is inefficient and difficult.

If you can’t measure your organizations success you can’t manage it.  Your HCM software should provide tools such as analytics, KPIs, and reports that can be customized to display the metrics that are most helpful for you. This means you save all the trees and start electronically storing all organization and employee performance data in one central location, allowing historical data to be easily accessible for managers and administrators to see how your organization is improving over time, and to plan for what needs to be done to take the team’s performance to the next level.

If you can relate to any of the 5 signs above, it may be time to search for a new HR technology system. If you want to get a head start on your Black Friday shopping, contact HRchitect.  We have helped hundreds of organizations purchase new HCM applications that work for them by focusing on their unique business needs so their shopping list is personalized to them.


About April Vaden

April Vaden is a Senior Technical Consultant at HRchitect with over 7 years of experience with HR technology and over 6 years of experience with WorkForce Software.  Previously April worked as an Application Consultant, Team Lead, Knowledgebase Manager and Project Manager at Workforce Software, specializing in Time & Attendance, Reporting, Documentation, Troubleshooting and Upgrades.