HRIS and HR Software in Bangladesh have revolutionized the way businesses manage their workforce. From recruitment and onboarding to performance management and beyond. As we step into 2024, the HR technology landscape continues to evolve. Offering new capabilities and functionalities designed to meet the diverse needs of modern businesses.
This comprehensive guide is designed to provide you with a deep understanding of HRIS and HR software. Here we cover everything from fundamental concepts to advanced features and emerging trends.
If you’re an HR professional looking to optimize your organization’s HR processes, this guide is for you. It can be a roadmap to success in the dynamic world of HR technology.
How are HR and HRIS Software in Bangladesh related?
To answer your question, it’s essential to grasp the landscape of HR software. In Bangladesh, HR management software encompasses various modules. Each addresses specific aspects of HR functions and is often integrated into comprehensive HRIS platforms. Let’s explore some common types of HR software:
HRIS (Human Resources Information System):
- HRIS focuses primarily on managing employee data and information within an organization.
- It typically includes modules for storing and retrieving employee records, managing payroll and benefits information, tracking attendance and leave, and generating reports.
- HRIS helps streamline administrative tasks, improve data accuracy, and enhance communication between HR departments and employees.
- Overall, HRIS is a foundational system for managing HR-related information and processes efficiently.
HCM (Human Capital Management):
- HCM goes beyond HRIS by incorporating strategic workforce planning and talent management capabilities.
- It encompasses a broader range of functions, including recruitment, onboarding, performance management, learning and development, and succession planning.
- HCM software is designed to optimize the entire employee lifecycle, from attracting and hiring talent to developing and retaining employees.
- By focusing on human capital as a key organizational asset, HCM helps businesses align their HR strategies with overall business goals and drive long-term growth.
HRMS (Human Resources Management System):
- HRMS is often used interchangeably with HRIS, but it typically refers to a more comprehensive system that includes both administrative and strategic HR functions.
- Similar to HRIS, HRMS manages employee data and administrative tasks such as payroll, benefits administration, and time and attendance tracking.
- However, HRMS may also include modules for strategic HR activities such as performance management, workforce planning, and talent acquisition.
- HRMS provides a holistic approach to managing HR processes, combining administrative efficiency with strategic workforce management capabilities.
What to consider before investing in HRIS and HR Software in Bangladesh?
Before investing in HRIS and HR software in Bangladesh, it’s essential to lay the groundwork for a successful implementation by considering several critical factors:
Assess the company objectives:
Start by clearly defining your organization’s HR objectives and strategic priorities. Engage with stakeholders across departments to understand their pain points and challenges. These objectives should be measurable and directly tied to business outcomes.
Consider the following objectives to do so:
- Do we need an Attendance Tracking Feature?
- Should we get Payroll Software?
- Do we need to save time on Employee Performance Tracking?
- Do we need to update our existing system?
- Do we need to cut down the time in selecting new employees?
Identify Must-Have Features:
Make a comprehensive list of the features and functionalities required from the HR software. Prioritize these features based on their relevance to your organization’s goals and workflows. Consider essential modules such as payroll processing, attendance tracking, recruitment management, performance evaluation, and employee self-service.
Assess Current Technology Stack:
Evaluate your organization’s existing HR technology infrastructure to determine if there are opportunities to maximize current capabilities before investing in new software. This may involve upgrading to the latest versions, optimizing feature usage, integrating with other systems, or providing additional training to users.
Consider Software Security:
Security should be a top priority when selecting HR software, especially considering the sensitivity of employee data. Ensure that the chosen software solution complies with industry-standard security protocols and provides robust data encryption, access controls, and regular security updates.
Evaluate Pricing:
Consider the pricing structure of HRIS and HR software solutions, including upfront costs, subscription fees, implementation costs, and ongoing maintenance expenses. Compare pricing plans from multiple vendors and choose a solution that offers the best value for your organization’s budget.
Consult with HR Experts:
Consider seeking guidance from HR consultants or experts who are familiar with the local HR landscape in Bangladesh. They can provide valuable insights, best practices, and recommendations based on industry expertise and experience, helping you make an informed decision that aligns with your organization’s needs and goals.
What Features to Look for in Online HR Software?
Here’s a list of feature-related questions that can help organizations identify their required features and functionalities for HR software:
Payroll Processing:
- Does the HR software support automated payroll processing? That includes the calculation of wages, taxes, deductions, and benefits.
- Can the software handle complex payroll scenarios? Such as multiple pay rates, overtime calculations, and statutory deductions.
- Does the software provide customizable payroll reports and statements for compliance and auditing purposes?
Attendance Tracking:
- Does the HR software offer automated attendance tracking features? Including clock-in/out functionality and timesheet management.
- Can the software accommodate different attendance policies? Such as flexible work hours, shift scheduling, and leave management.
- Does the software provide real-time visibility into employee attendance data and analytics?
Recruitment Management:
- Does the HR software include applicant tracking system (ATS) capabilities? Consider managing the recruitment process from job posting to candidate selection.
- Can the software streamline the candidate Recruitment process? That means sourcing, resume screening, interview scheduling, and communication with applicants.
- Does the software support collaboration and feedback? That means among hiring managers, recruiters, and interviewers throughout the recruitment lifecycle.
Performance Evaluation:
- Does the HR software offer performance management features? That means for setting goals, conducting evaluations, and providing feedback to employees.
- Can the software support different performance review methodologies? Such as 360-degree feedback, self-assessment, and peer evaluations.
- Does the software provide performance analytics and dashboards for tracking individual and team performance metrics?
Employee Self-Service:
- Does the HR software offer employee self-service portals or mobile apps? That means for accessing personal information, submitting leave requests, and viewing pay stubs.
- Can employees update their personal information? Such as contact details, bank accounts, and tax withholding preferences, through the self-service portal.
- Does the software provide a knowledge base or FAQs to help employees? Find answers to common HR-related questions and inquiries.
Learning and Development:
- Does the HR software include learning management system (LMS) capabilities? That is for delivering and tracking employee training programs and certifications.
- Can the software support online course creation, enrollment, completion tracking, and skills assessments?
- Does the software offer reporting and analytics? That means training effectiveness, skill gaps, and employee development progress.
Benefits Administration:
- Does the HR software facilitate benefits enrollment, administration, and communication with employees?
- Can the software manage employee benefits eligibility, coverage options, and enrollment deadlines?
- Does the software provide tools for tracking benefits usage? Look for managing open enrollment periods, and generating benefits statements for employees.
Compliance Management:
- Does the HR software ensure compliance with local labor laws, regulations, and industry standards? That is related to HR practices, payroll processing, and data privacy.
- Can the software automate compliance tasks? Such as tax calculations, statutory reporting, and employee record keeping.
- Does the software offer audit trails and compliance checks? Check for alerts to identify and address potential compliance issues proactively.
By answering these questions and prioritizing features based on their relevance to the organization’s goals and workflows, companies can effectively identify their required features and functionalities for HR software. This helps ensure that the selected HR software solution meets the organization’s specific needs and supports its HR objectives effectively.
How much does HR software cost?
The cost of HR software can vary widely depending on several factors, including the vendor, the specific features and functionalities included, the size and complexity of your organization, the deployment model (cloud-based or on-premises), and any customization or additional services required. Here are some general considerations regarding the cost of HR software:
General Cost Considerations for HR Software:
1. Vendor:
Different vendors have varying pricing models, service levels, and included features. It’s important to compare vendors based on what they offer versus your specific needs.
2. Features and Functionalities:
The more advanced the features (e.g., payroll integration, performance management, recruitment, analytics), the higher the cost.
3. Organization Size and Complexity:
Larger organizations with complex requirements may need more robust and scalable solutions, which can be more expensive.
4. Deployment Model:
Cloud-based solutions often come with subscription pricing (monthly or yearly), whereas on-premises solutions might require a higher upfront investment plus ongoing maintenance costs.
5. Customization and Additional Services:
Customization, additional modules, implementation services, and ongoing support can all add to the total cost.
Jibika Plexus: The Best Cost-Efficient HR Software in Bangladesh
Jibika Plexus stands out as the best HR software in Bangladesh, offering exceptional features and competitive pricing that caters to businesses of all sizes. Unlike many other HR management software in Bangladesh, Jibika Plexus provides flexible pricing options. Making it an ideal choice for small businesses and new entrepreneurs.
Cost-Efficient Package for Small Businesses and Startups:
- Jibika Plexus offers a unique package tailored for small businesses and startups. Allowing them to implement HR management efficiently and affordably.
- This package is ideal for businesses with 1 to 25 employees. Unlike other systems that require purchasing larger packages, leaving many slots vacant and leading to unnecessary costs.
Additional Benefits:
- Manage your employees’ information without additional costs.
- Ongoing support to ensure smooth operation of the HR system.
- Access to the latest features and updates at no extra charge, regardless of your package size.
HRIS and HR Software Implementation Strategy
Implementing an HRIS and HR software requires meticulous planning and execution to ensure successful adoption and alignment with your organizational objectives. Here’s our structured implementation strategy, divided into three phases:
Preparation Phase
1. Define Objectives and Scope
- We work with you to clearly outline the goals of implementing the HR Software. Such as improving efficiency, enhancing data management, or boosting reporting capabilities.
- We determine the extent of the implementation across your organization or specific units and identify the HR functions to be included.
2. Select the Right HR Software in Bangladesh
- Together, we list essential features required for your organization. Such as attendance tracking, payroll processing, and employee self-service portals.
- We assess the level of customization needed to meet your specific HR processes and policies.
3. Develop a Project Plan
- We create a detailed timeline for the implementation process. Including key milestones and deadlines.
- We assign responsibilities to our team members and ensure adequate resources are available for your project.
4. Prepare Data for Migration
- We identify all the data that needs to be migrated. Including employee records, payroll data, and attendance logs.
- We ensure data accuracy by cleaning and validating existing data before migration.
Set Up Phase
1. Work Order Completion
- Required Documents: A hard copy of the work order on your letterhead pad and an account payee cheque.
- The work schedule should be sent by email from the client.
2. Software Installation
- Timeframe: 1 to 3 working days required.
- Our team installs the HR software on the designated servers or cloud infrastructure.
3. Attendance Device Setup
- Timeframe: 2 days (after delivery of the device)
- We set up and configured attendance devices.
4. Data Entry Process
- Duration: Depends on the efficiency of the software operator.
- We assist in entering existing employee data, payroll information, and attendance records into the HR Software.
5. Attendance Device Integration
- Timeframe: 2 to 5 days (after data entry and device installation)
- We integrate attendance devices with the HR Software for seamless data flow.
6. Initial Software Training
- Timeframe: 1 day (when required)
- We conduct initial training sessions for users to familiarize them with the basic functionalities of HR Software.
7. Advanced Training
- Timeframe: 1 day (when required)
- We provide advanced training for users on more complex features and customization options.
Post-Implementation Phase
1. Frequent Online Training
- Availability: Any day during office hours
- We offer ongoing online training sessions to ensure continuous learning and adaptation.
2. HR Policy Customization
- Timeframe: 1st and 2nd month frequently (continuous process)
- We help customize HR policies within the HR Software to align with your organizational standards and requirements.
3. Payroll Policy Customization
- Timeframe: 1st and 2nd month frequently (continuous process)
- We tailor payroll policies in the HR Software to meet your specific business needs.
4. Payroll Test
- Timeframe: End of the 1st month (after completing a full month of attendance)
- We conduct payroll tests to ensure accurate payroll processing and calculations.
5. Report Customization
- Timeframe: Continuous process (round the year)
- We customize reports as needed to meet changing business requirements and provide actionable insights.
6. Fine Tuning
- Timeframe: Continuous process (round the year)
- We continuously adjust and optimize the HRIS to improve performance and address any issues that arise.
The Bottom Line: HR and HRIS Software in 2024
In today’s rapidly evolving HR management landscape, digital transformation and employee-centric approaches are taking center stage. HRIS platforms have become essential tools for organizations seeking to streamline HR processes.
Amid this transformation, Jibika Plexus stands out as a comprehensive HR solution in Bangladesh tailored to the diverse needs of businesses.
With its robust suite of HR functionalities, Jibika Plexus empowers organizations to streamline operations, boost employee engagement, and achieve strategic HR objectives.
In the dynamic landscape of 2024 and beyond, Jibika Plexus is the go-to choice for businesses aiming to thrive in the digital age.
