**HRM-system (Human Resource Management)** is a software platform for comprehensive automation of HR management processes. The system combines tools for recruitment, adaptation and development of employees, HR accounting, performance management and HR analytics in a single digital space.
## What is an HRM-system?
HRM-system is a digital foundation for HR management of a modern company, automation of routine tasks of HR department and interaction between employees and HR-specialists. The HRM-system is based on a single database that contains all the information about the company's employees - from basic questionnaire data to career development history. Quick access to information allows HR-specialists to quickly get the necessary information and make well-considered personnel decisions.
![HRM-система 1.webp]()
A modern HRM system works as a unified digital environment. In it, HR specialists manage recruitment, adaptation and development processes, while employees have access to a [personal account]() where they can apply for leave, request references or participate in training programs.
## Which HR processes of an organization should be automated
Automating these processes with HRM systems allows HR departments to work more efficiently, reducing time on routine tasks and focusing on strategic HR and [organizational development]() issues.
- [**Recruitment**](): the system manages the flow of candidates, tracks interview statuses and helps recruiters make hiring decisions based on structured candidate data.
- **Adaptation of new employees**: with the help of the HRM system, HR specialists create adaptation plans, track their implementation and receive feedback from newcomers.
- **Employee data management**: all information is stored centrally, HR specialists and management can make personnel decisions based on the data.
- **Employee development**: the HRM system allows you to plan training, evaluate results and create [individual development plans](). Employees see their goals and metrics, and managers track team progress.
- [**Work with analytics and reporting**](): the system collects data on all HR processes and generates visual reports - from basic turnover rates to predictive analytics of staffing needs.
- **HR document management**: the system generates orders, keeps track of working hours and automatically calculates indicators, paperwork is minimized.
- **Internal communications**: automation simplifies the process of informing employees, conducting surveys and collecting feedback
- **Time** tracking: HRM system helps to track time worked, tardiness and overtime.
- **Vacation and absence management**: employees can submit vacation requests through the system and use the team's vacation calendar.
¨NBSP;SimpleOne HRMS service catalog
## HRM systems functionality
HR management requires the creation of a single digital space where HR specialists and employees can interact effectively. HRM-system acts as such a unifying link, providing each participant with the necessary tools to solve everyday tasks and achieve strategic goals.
The functionality of the HRM-system is divided into two interrelated circuits. The HR department receives tools to manage the entire life cycle of an employee: from recruitment to career development. The company's employees, in turn, work in a clear digital space where they can solve personnel issues, track their development and participate in corporate life. This approach creates a transparent environment of interaction and helps build a productive corporate culture.
For the HR Department
HR task management: kanban boards, tracking deadlines, distribution of workload among specialists.
Reporting and dashboards: analytical tools for data visualization in various formats - from histograms to heat maps, with the ability to upload to PDF.
Recruitment automation from the creation of a recruitment application to the employee's departure, including work with the candidate database and conducting the selection stages.
Organizational modeling - helps to form the company structure, maintain a database of job descriptions and track vacancies in departments.
Training automation: creation of adaptation plans, control of probation period tasks fulfillment, maintenance of corporate knowledge base.
Performance management: personnel assessment tools, including 360° method and building individual development plans.
Internal communications: news feed, surveys.
Employee metrics: engagement, turnover and other HR metrics.
Compliance Control - ensures compliance of HR processes with the requirements of labor legislation.
For employees
HR Services Catalog: access to a variety of requests - from leave to references.
Professional Profile - contains information about skills and career path of an employee.
Personal cabinet for managing tasks and approvals.
Corporate calendar: work schedule, vacations and important company events.
Loyalty program with gamification: reward system, corporate currency, merchandise store.
## When a business needs an HRM system
Businesses face the need to implement an HRM-system when traditional methods of personnel management can no longer cope with the increasing workload. Signs that it is time for a company to think about automating HR processes can be seen at different levels of the organization.
Disparate HR tools create chaos in work with personnel - HR-specialists use many different programs and tables, spend time on data transfer between systems. Information is lost, processes become slower, and the risk of errors in decision-making increases. Employees do not understand how to interact with the HR department. There is no single window for submitting applications and requests, people get confused about procedures and requirements.
Top management can't see the full HR picture, as there are no suitable tools to assess the quality of the HR department's work. Due to lack of data, managers cannot make strategic decisions.
It is worth thinking about implementing a new system if the current HR tools cannot be customized to meet the needs of the business. When a company is forced to adjust to rigid program frameworks instead of adapting the system to its processes, the development of the HR function is not as active.
Organizational modeling in SimpleOne HRMS
## What criteria should be considered when choosing an HRM system
Choosing an HRM system is a strategic decision that affects the company's development in the long term. When evaluating systems, it is important to consider not only the current needs of the HR department, but also scalability for future business tasks. A comprehensive analysis of the following criteria will help you choose the optimal solution for the digitalization of HR processes:
1. Ability to automate all key HR department processes - from organizational modeling to task management.
2. The system acts as a single and unified data source that allows you to track employee metrics and make informed management decisions.
3. A flexible solution that can be easily customized to meet the specific needs of the company without involving a vendor - for example, [SimpleOne HRMS]() is based on a low-code platform. Among the advantages of low-code solutions:
- rapid development and implementation of changes;
- the ability to create unique solutions without deep technical knowledge;
- combination of no-code, low-code and pro-code tools to solve problems of any complexity;
- simplified modular architecture for creating complex enterprise solutions;
- flexible customization of the data model to meet individual business needs.
## How to determine the effectiveness of an HRM system
To assess how the HRM system has benefited the business, it is necessary to pay attention to the following indicators:
- Whether the timeframe for HR processes has been reduced;
- whether the speed of decision-making has increased;
- what percentage of HR processes have already been automated;
- whether there are changes in the satisfaction index[(eNPS]());
- whether the financial costs of routine processes have decreased;
- whether the quality of recruitment and adaptation of new employees has increased
To comprehensively evaluate an HRM system, you need to use a combination of quantitative and qualitative metrics. Regular monitoring of these metrics will help not only to assess the current efficiency, but also to identify areas for further development of the system.
## Briefly about HRM systems
1. HRM-system creates a single digital space for interaction between HR-specialists and employees of the company, automating all HR management processes.
2. The system is based on a centralized database containing complete information about each employee - from profile data to career development history.
3. The need to implement an HRM-system arises when traditional methods of personnel management can no longer cope with the load and disparate tools hinder effective work.
4. When choosing a system, it is important to take into account the possibility of automating all HR processes, the availability of a single source of data and the flexibility of customization to meet the needs of the company.
5. A modern HRM system should not just automate existing processes, but also create a basis for HR function development in accordance with changing business needs.
